Results from any Job Search Engine can tell you that there is a high demand for the management jobs in the current market trends. Irrespective of the geographic location you’ll find the results of Management Jobs running into hundreds or even thousands for every search you make.
As predicted, the top three jobs that gets a rise in 2010 through 2015 includes Management Jobs. During the last few months, thousands of Management job vacancies have been posted in various job sites, job boards and employer websites. If you really want to know if management Jobs have really touched the top three positions, then just try searching any of the leading job search engine like savingfactor.com. This year looks much brighter and healthier for the fact that more than half (54%) of companies that froze the employees salaries in 2009 have already started paying more than what most of the employees expected.
Over the next few months, according to a poll by one of the leading compensation consultants, 35% of employers are expected to restore the salaries to their original levels. In another study by one of the leading Job consultant who has offices in US, Europe and Australia has published that almost 40% of the companies surveyed think their financial situation is beginning to improve, or at least isn't getting any worse than the previous year. At most of the companies, salary hikes are expected to be at around 10% to 20% whereas some companies are preferring to be contemplating giving out stock instead of cash. So, check out who is in the best job finding position now or find out how is in the position to get a salary hikes?
The short answer is: People whose skills are in demand and that is what we’ve been discussing about, it’s the management jobs. The best and the easiest way to find out how the job trends are changing for various fields instantly is by browsing through a Job Search Portal like savingfactor.com which is the most user friendly job search engine that we have seen in the recent times. This is just in case if you have searched elsewhere and are finding that there are not many management jobs.
Author: harry
How to Job Search on Facebook Facebook is not only great for connecting with family and friends; it can also be used for job searching and networking.
Facebook can help your job search, if you're smart about how you use it. Or, it can hinder your job search if you're not careful. If you don't set your privacy options carefully, everything you post on Facebook could be seen by your current employer or a prospective employer. Inappropriate postings have cost job seekers offers and have caused employees to be fired.
Here's advice and tips on how to job search on Facebook, along with what you shouldn't do on Facebook if you're job searching.
Challenger, Gray & Christmas reports that the summer job market for teens got off to its slowest start in over 40 years - since 1969 - with employment among 16 - 19 year olds growing by only 6,000 jobs in May.
To look at it from another angle, employment was 95% lower than the 111,000 jobs created for teenagers in May 2009 and the unemployment rate for teens in May was 26.4%.
Employment among 20 - 24 year-olds grew by 270,000, suggesting that these older job seekers are taking the jobs typically held by teenagers.
If you're a teen looking for a summer job thre are still some available, though pickings are slim. In addition, companies may be hiring last minute extra help as the summer seaon granks up.
Our Teen Job Search Guide is full of information on jobs for teens, including how to find a job, where to get working papers, where teens can work, what to wear for an interview, and how to obtain references.
Job interviews are always stressful - even for job seekers who have gone on countless interviews. The best way to reduce the stress is to be prepared. Take the time to review the "standard" interview questions you will most likely be asked. Also review sample answers to these typical interview questions.
Then take the time to research the company. That way you'll be ready with knowledgeable answers for the job interview questions that specifically relate to the company you are interviewing with.
Interview Questions: Work History
Name of company, position title and description, dates of employment. - Best Answers
What were your expectations for the job and to what extent were they met? - Best Answers
What were your starting and final levels of compensation? - Best Answers
Behavior Based Interview Questions
In addition to being ready to answer these standard questions, prepare for behavior based interview questions. This is based on the premise that a candidate's past performance is the best predictor of future performance. You will you need to be prepared to provide
detailed responses including specific examples of your work experiences.
Tough Interview Questions
These are some of the more difficult interview questions that you may be asked on a job interview.
Interview Questions to Ask
The last job interview question you may be asked is "What can I answer for you?" Have an interview question or two of your own ready to ask. You aren't simply trying to get this job - you are also interviewing the employer to assess whether this company and the position are a good fit for you.
Compile Responses to Interview Questions Take the time to compile a list of responses to both types of interview questions and to itemize your skills, values, and interests as well as your strengths and weaknesses. Emphasize what you can do to benefit the company rather than just what you are interested in.
Add an Interview Question Have you been asked an interview question that isn't on the list? Share the questions you have been asked on job interviews and add them to our list.
Free Job Search Newsletter Stay up to date on the latest job search advice, tips, and news. Sign up for our free newsletter today!
What ghastly error could very well cost you thousands of dollars annually? The answer to that question may surprise you: it is the failure to negotiate your salary and benefits before accepting a job. According to the experts, you can add approximately 10% to your income EACH YEAR by mastering the essential skill of negotiating. Learning a few ground rules will put you on the road to success:
Rule #1: Establish a bottom line. In advance, decide upon a salary by taking into account what the company's ranges are, what the market is paying for jobs in your field, and what you deserve based on your skills and experience. It also wouldn't hurt to analyze your budget to see how much income will be necessary to meet your expenses and to start building that nest egg. If accepting the job will mean relocating, take into consideration the fact that the cost of living varies greatly according to geographical area ($25,000 definitely won't go as far in New York City as it will in Chattanooga, Tennessee). Doing your homework can prevent you from making a horrendous blunder in this regard. Once you determine the salary you desire, Shhh! ... Keep that figure a secret.
Rule #2: Timing is everything. The easiest chance to get what you want comes at that moment when you know the interviewer wants to hire you, when you're sure he or she has enough information about you to determine your worth, and BEFORE you commit to accepting the job. For best results, please don't even consider negotiating until those three conditions have been met.
Rule #3: Watch your attitude. Be careful not to be so aggressive that you appear rude or overbearing. The interviewer will react negatively if he feels he is being pushed around. Balance your firmness with such non-threatening words as "idea," "suggestion," "perhaps," etc. Explain that you wish to work together to come to a satisfying compromise. Being adamant and stubborn may result in pricing yourself out of the job.
Rule #4: Know how far you can go. Determine just how much you want this job. If you really, really want it -- or really, really, need it --be careful not to get so carried away with negotiations that you jeopardize your chances of getting hired. If the job isn't your favorite choice, then you can take a few more liberties. Keep in mind that the lower the position, the less leverage you will have ... if you turn down the offer in such a case, the company can easily find someone else who will accept its terms.
Rule #5: Small things first. Try to get the employer to agree to some perks before you start negotiating the salary. This strategy will enable you to accumulate some valuables even before it's time to talk money. Otherwise, if you negotiate the salary first and the interviewer has to make a concession, it's unlikely that he will want to do so again when you ask for that perk or benefit -- which means you will end up sacrificing it.
Rule #6: Take notes. Gone are the days when a handshake meant a sure promise, so remember to take extensive notes on all settlements! You will need them for your Letter of Acceptance (to prevent misunderstandings) and for future raise negotiations.
Rule #7: Don't be the one to name the first figure. Unfortunately, almost all companies play a nasty little game -- they innocently ask you how much you want. Time and time again, job candidates fall face first into that trap. They say and/or write on the job application "$9.00 an hour." In 1.3 seconds, they have sabotaged themselves because the company will almost always try to get away with paying less. And who knows? Maybe they were planning to offer $10.00 per hour! The way to steer around that land mine is to GET THE INTERVIEWER TO TOSS THE FIRST FIGURE. A truism in the game of negotiating is this: the first person to name a figure puts himself at a distinct disadvantage. Don't let it be you.
Rule #8: Avoid nominating a specific sum of money. Whether the interviewer asks for your number or names one himself, do NOT say, "Well, I won't take a penny less than $9.00 an hour." You must avoid prematurely nailing down a specific dollar amount for these two reasons: (1) You want to show the employer how flexible you are, and (2) Your credibility will be damaged later when you're forced to move away from this number by the interviewer's negotiating tactics. Your safest move is to outline a salary range, such as "between $20,000 and $25,000, depending on my level of responsibility." The amount you tell him should be about 10% more than what you really want (and higher than your previous or current job). Without stopping, tell him why you deserve such earnings. For example: "I feel that my background and experience will allow me to contribute more to the company than the average candidate." "I think my skill level in the _________ field is higher than most other candidates. Therefore, I can save you time and money by being especially productive." Because you are such a valuable employee bringing with you many unique skills and talents, you are entitled to earn a satisfying income. Learning the dynamics of negotiating can help you put thousands and thousands of dollars in your pocket over the course of your career!
Study these eight rules, and practice them before you work the real deal. And most of all, don't doubt your abilities... You might surprise yourself with what you can actually accomplish if you just take a leap of faith. You'll never know if you don't try. As the saying goes, "nothing ventured, nothing gained.""
Belinda Clark, who is helping to staff a Miami-area nursing home, has handled about 200 job offers this year, for nursing assistants, research
scientists, and everything in between. All but about 10 of the candidates
snapped up the initial offer without attempting to negotiate for something
extra. Clark is delighted but puzzled. The job applicants apparently didn't
realize the offers were usually just starting points. But, she says, laughing, "I don't say anything if 't.
"It's the delicious little secret of recruiters: Despite all the headlines about a labor shortage, most job seekers don't push companies increasingly desperate for manpower. A survey conducted this summer by the Society for Human Resource Management found that 8 out of 10 recruiters were willing to negotiate pay and benefits with job applicants, but only one third of the job applicants surveyed said they felt comfortable negotiating.
Ask and ye may receive. Of course, some job applicants, such as those applying for union jobs, shouldn't or can't negotiate individually. But while the current hiring boom is on, recruiters say the vast majority of Americans who change jobs can bargain for better packages. Failure to do so will cost workers a lot of money, says Larry Nadler, a professor of communication at Miami University of Ohio, who has studied negotiation habits.
A 22-year-old who secures a $2,000 increase in annual salary at his or
her first job will, because of the compounding effects of years of raises to
follow, most likely generate roughly $150,000 in extra income over the
course of a 40-year career, Nadler says. What's more, if you don't negotiate
for what you want in that brief window between your receipt of a job offer
and your acceptance of it, you'll probably never get it, says Stephen
Pollan, co-author of Live Rich and an upcoming book on negotiating.
"You are never more powerful than when you are responding to their offer" because it is the one time that the employer may want you more than you want him, Pollan says. In especially lucrative and worker-short fields, the
negotiables are becoming the stuff of headlines. Top stockbrokers and
financial research analysts, for example, are demanding-and
getting-million-dollar signing bonuses. The variety of techie perks have
become almost legendary.
Free parking. Some high-tech workers chat with headhunters to gauge how marketable their skills are. When a job offer comes, they ask for things they'd like, no matter how outlandish: season passes for a ski lift, money to move horses to
the new location, the right to hire an assistant, the right to take
three-hour lunches (as long as all the work gets done), and for one
Manhattan-based worker dreading the commute to Connecticut, a car and a free
New York City parking space. Even the recipients of the largess acknowledge
it's insane. It's a little less crazy outside Silicon Valley.
But the principles of market research and creative negotiating can work
for even entry-level, low-tech-job candidates. Employers often leave 5
percent wiggle room in pay offers and are becoming more flexible about benefits and working conditions. Consider Andy Kovacs, who is hiring 120 retail clerks to staff a new Goody's clothing store in Gulfport, Miss. Kovacs typically offers applicants with some experience about $6 an hour.
Most applicants jump at that, Kovacs says. They don't realize that he'd bump
that up by, say, 25 cents an hour "if they sell themselves."
Or take Stephanie Havemeier, human resources administrator for Business
Card Service Inc. of Burnsville, Minn., one of the nation's largest business card printers. She says she can't negotiate entry-level pay, but "there's
room for negotiation" of other important fringes. The company might agree to move the review time to three instead of six months to give the worker a chance at a merit raise sooner, create a more impressive sounding title, or pay tuition for a business-related course.
Workers can take advantage of this new flexibility only when they overcome the stumbling blocks of naiveté, culture, and fear. The easiest to overcome is naiveté, says Miami University's Nadler. Even he jumped at his very first job offer, as a researcher for a Washington, D.C., think tank nearly two decades ago. Then he had lunch with an older worker who explained
how he had negotiated higher pay for himself. "My jaw dropped," Nadler
recalls. "I didn't know you could do that." But just learning that you can negotiate isn't enough to get many workers started.
Despite a culture that lionizes rowdy cowboy characters, most Americans tend to shy away from conflict, Nadler says. Women, his research shows, are
especially averse to conflict. In a groundbreaking study a decade ago, he
asked students to pretend they were negotiating raises. He found that women
consistently negotiated smaller raises than did the men.
Table terror. Even with all the practice in the world, it can be hard to overcome the fear that you are going to ruin a great job opportunity by daring to ask for more. Dana Zedd, who spent three years making and negotiating job offers for
a Chicago accounting and finance consulting firm, was surprised to find
herself terrified when she was on the other side of the table earlier this
year. She was tempted to accept the first offer from Tiburon Group, an
Internet recruiting firm she hoped to join. "You'd think, 'Duh, I should
know how to do this from being on the other side.' And in 90 percent of the
cases [in which applicants asked for something extra], we did give more
money, or another perk." Still, she was afraid of losing the opportunity by
being too demanding. A pep talk and strategy session with a friend helped
steel her nerves. She carefully told Tiburon how much she wanted to join the
company, but, she added, "I'm in a bind. You've offered me this, but..." She felt a fairer offer was $10,000 higher. Eventually, she and her new boss agreed on a smaller initial raise and a salary review in six months that
held out the promise of more than making up the difference. It was the first
time she had ever negotiated a job offer on her own behalf. "I was so proud
of myself," she says. Now, she tells every job applicant she meets, no
matter how scary it seems, "Never accept the first offer. Even if it is just
for a small percentage more, always negotiate."
Whatever you do, remain calm.
Nancy Patt, 36, moved to Denver earlier this year and began to panic after
four months of temping and coming up dry in her search for a good job. She
was just about to call her parents to pack her up and drive her home when
the University of Phoenix's Denver branch called to offer her a job managing
relations with state student loan programs-just her professional cup of tea.
Whatever hopes she had of negotiating anything better ended when she
screamed into the phone with delight.
HOW TO NEGOTIATE
Try, 'Pretty please with sugar on top' Most job applicants err on the side of caution, but employers have many horror stories about applicants who demanded too much and negotiated themselves out of an offer. So, if you can muster the temerity to ask for
more, it is best to do so carefully and pleasantly. Recruiters and career
coaches say it is best to plot your negotiating strategy and goals before
you walk into an offer, follow these rules:
Be timely. Don't start negotiating until you have a firm job offer and a salary figure from the employer. And don't accept until you've at least tried to get what you want. You'll never have a better chance because, let's face it, you haven't let them down yet. Be enthusiastic but firm.
Gimme, gimme, gimme part 2 When you get an offer, respond with enthusiasm. But then add: "Let me go
home and think about it." Make an appointment to return the following day
and state your negotiating position in person, says John Challenger, CEO
of Challenger, Gray & Christmas.
Be reasonable. Ask industry associations and coworkers for the range
of salaries and benefits of your target job. Tailor your request
accordingly. Requesting something too far out of whack will lose you the
job. Ross Gibson, vice president for human resources at American
Superconductor in Boston, says he judges applicants by the way they
negotiate-and withdraws offers from those who come across as immature or
greedy.
Be consistent. Carl Kutsmode, founder of the Tiburon Group, an
Internet recruiter in Chicago, says he just withdrew an offer to a
database administrator who kept upping his price. "It became insulting," Kutsmode says. Be a one- or two-rounder. "Companies we work with typically negotiate once or twice but won't go any further," Kutsmode adds.
Be flexible. If the employer balks at adjusting the salary, think of
other ways to achieve both your goals and those of your prospective
employer. Robert Kenzer, chairman of Kenzer Corp., a New York-based
headhunting firm, says "companies love to set up bonus and incentive
plans" that reward their employees for helping the company improve
profitability.
Be gracious. Allow your employer to feel that it has won some
compromises. "You've got to live with these people after you join them," says Scott Kingdom, managing director of the Chicago office of Korn/Ferry, the nation's biggest headhunting firm.
Would you move my motorcycles? While your prospective employer wants to
get you on board for as little as possible and you'd prefer to make as much
as possible, the negotiation shouldn't be treated as a battle, says Leslie
Prager, a career coach and coordinator of the career center at New York's
New School University. Think of alternative ways to arrive at your goal.
Prager has made a list of the 13 most common goodies to negotiate.
MONEY
Bonus: Signing bonuses are increasingly common. If the employer balks, suggest a bonus for achieving certain milestones.
Salary: There's usually at least 5 percent wiggle room in most offers.
Severance pay: Going for a "parachute" (an attractive escape clause) requires great tact but is increasingly common.
Stock options or profit sharing: They're becoming one of the most
oft-requested perks.
PERKS
Accelerated performance review: if you're confident that you need only
six months to prove you deserve a raise.
Clothing allowance: typical only in the fashion and entertainment
industries.
Computer, cell phone, laptop, or other home-office equipment: especially common at technology companies but spreading quickly.
Flexible scheduling: Nonstandard work hours can be one of the easiest
perks to win, since it doesn't cost employers cash.
Relocation: Ask for extra if you have unusual expenses, such as moving a motorcycle collection.
Memberships: including dues for professional organizations and
athletic clubs.
Telecommuting: Since most companies still handle this worker by worker, it's a good idea to ask ahead of time.
Tuition reimbursement: Most large companies cover some costs of
business-related coursework. But those planning to take several classes
might ask for coverage of books, fees, and non-core courses.
Vacation: Both extra days and scheduling can be negotiable, as can
your start date."
<Note from JobFairy.com: Read the Jobsiderata page under the Humor section... Our position is that when employers start to be honest about how much they REALLY could pay you, then we'll start to be honest about what we're REALLY getting paid. Ha ha, just kidding. The Statue of Liberty is
more likely to put down her torch so she can blow her nose than any of us
are to be stupid about compensation with a potential employer...>
Loyalty, shmoyalty. In today's frenzied job market, staying put gets you
nowhere. Walking out gets you ahead
By Kim Clark; Joellen Perry
Truck drivers are abandoning their rigs at truck stops and driving off
with recruiters who offer them a few more pennies per mile. Waitresses
scooping up tips of dollars and dimes are also pocketing business cards left
by competing restaurant managers. When pharmacists answer the telephone,
they hear the healthy voices of headhunters offering big signing bonuses to
jump to the new chain store across town. Maybe your mother told you that
quitters never prosper. Well, Mom never saw a job market like this. No one
has. Trying to rein in salaries, employers continue to limit annual raises
for longtime employees to a paltry 4 percent, on average. But in their
hunger for extra staff, they are offering job hoppers 10 to 20 percent
raises over their current salaries.
By the millions, American workers are taking the hint and the cash. Based on a survey of resignation rates by the Saratoga Institute, a work-force research firm, U.S. News estimates that approximately 17 million workers will quit to take other jobs this year, up 6 million from five years ago. The quit rates in some industries, such as the notoriously low-paying retail
sector, are mind-boggling. On average, companies nationwide will have to
replace one seventh of their workforce this year, but the National Retail
Federation says that because part-time clerks tend to stick for only a few
months, a typical store replaces the equivalent of nearly its entire work
force annually. Money talks. True, people change jobs for all sorts of
reasons. But anyone who thinks puny raises aren't at the root of almost
every decision to quit gets a snort from Stephen Pollan, co-author of career
advice books like Live Rich and an upcoming negotiation primer.
"Boy, are they wrong," he says. In his opinion, money is behind many of the common non-financial explanations for changing jobs. It can ease the
pain of personal problems such as child- or eldercare crises, Pollan notes.
A hefty raise can also compensate for an obnoxious boss or other workplace
hassles.
Dan Meyers, 51, couldn't agree more. The manager of five mobile-home parks in Connecticut, Meyers was fed up with being on call seven days a
week, breakdown-prone equipment, and his frozen salary. Early this year, he
gave up asking for improvements and found another job. Now manager of a
nursing home near Chicago, he is still on call evenings and weekends and has
plenty of stress. But he doesn't mind so much because he's earning $15,000
more a year. "People say it isn't the money," Meyers says. "But it is. It is always the money."
There may be plenty of good reasons to stick with your current job - great benefits, a pension plan, or you might just plain enjoy it. And the quit-to-win strategy does have a downside. Job-hoppers have no chance of
retiring with a company pension, for example, and they face the danger that
in a downturn, the most recent and higher-paid hires will be the first
fired. But loyalty also now carries a cost. If longtime employees ever
decide to look for other jobs, some recruiters suspect they lack drive or
competence. Chris Olson, a headhunter in Fresno, Calif., says she recently
tried to sell an employer on a prospective applicant who had been at his
current job for 15 years. "The employer asked: 'What's wrong with him?' I
said: 'He's loyal.'
"How did we stumble into this through-the-looking-glass job market, in which loyal workers are left behind? One reason is that companies believe it is more profitable this way. It's hard to argue with them - so far, anyway. Since the beginning of this economic expansion in 1991, companies have
budgeted 4 percent annual merit raises for their salaried workers and
slightly less for hourly workers. Corporate profits, meanwhile, have risen
by 9.4 percent a year. Executives and investors have done even better.
Take-home pay of CEOs of large corporations rose by 13 percent a year in the
same period. The S&P 500 index has skyrocketed by 15.5 percent a year.
Bye-bye, staffers. The calculus is simple to managers like Theresa
Hoover, who heads human resources for Gallery Graphics, a Joplin, Mo., firm
of some 100 workers that makes frames and gifts. Large raises have gone only
to a few indispensable workers who threatened to leave. That's meant a lot
of costly turnover, but Hoover shrugs it off. "We just have to lose people,"she says. "It is cheaper than giving general raises. "That's why professional career coaches like Leslie Prager, founder of the
Prager-Bernstein Group and coordinator of the Career Center at New York's
New School University, warns clients not to expect big raises from their
current employer. If your boss tries to keep you from jumping by making a
counteroffer, you're probably wise to ignore it. "They shouldn't, but
employers hold it against you," she says. Her straightforward advice: "To get a significant raise, you have to change jobs.
"Demographics also work against many baby boomers that stay loyal. Most companies say they distribute raise funds by merit. But they also tend to distribute the money by age: The older the worker, the smaller the percentage raise, observes Sylvester Schieber, vice president of research and information for Watson Wyatt Worldwide, a human resources consultant. He says this makes economic sense not just because it limits the dollars the companies hand out-it doesn't take many dollars to give a big percentage raise to a young, low-wage worker. It's also a good strategy for companies
because younger workers are probably showing the biggest increases in
productivity, Schieber says. Middle-aged workers, who are already
comparatively well paid and productive, find themselves bumping up against
the corporate ceiling. "There are so many baby boomers in journeyman
positions that there is a bottleneck at the top," Schieber explains.
No bump. That's what happened to Dennis Morris, who spent seven years
working in the lab for Watson Pharmaceuticals in Salt Lake City. Early this
year, Morris, 42, realized he had topped out. "They couldn't bump me up to
the next level, senior scientist" because he only had a bachelor's degree,
not a doctorate. And there was plenty of competition for management jobs.
Facing the prospect of doing the same job for 3 percent raises for the rest
of his life, Morris concluded: "The only way to move up was to move
companies." He called a local headhunter, checked Web sites for job
listings, and read the want ads. After a couple of months, he found a job
testing vitamins in the lab at a nearby vitamin company for a 20 percent
raise.
Even if they aren't being pushed to look for new jobs by their current employers, new technology is pulling a lot of workers into the job market.
Becky Dinkins, 49, a part-time school aide, "hadn't even thought of looking
for a job online." Cruising the Internet this summer, she happened to click
on a banner ad for the Career Path Web site. She noodled around and suddenly
was staring at a want ad that seemed to have her name on it-and paid twice
as much as her current job-for 10 hours less a week. She clicked over to the
employer's Web site, printed out an application, and a week later, was
talking to the man who became her new boss. She loves her new job installing
videoconferencing equipment in schools so NASA scientists can talk with
students, she has more time to spend with her 13-year-old son, and she's
using the extra money to buy a house-all because of an accidental job
search.
Drugstore cowboys. Don't think for a moment that the job shortage is imited to the red-hot technology field. As a result of the booming economy,
dozens of headhunters make cold calls or lurk outside workplaces to nab
bodies in occupations that just a few years ago were overcrowded. Ray Rogers
spends much of his day taking calls from desperate pharmacies at the San
Antonio headquarters of Innovative Staff Search. He scours the country for
pharmacists at a drugstore paying, say, $25 an hour and offers them,
typically, a 50-cent-an-hour raise and up to a $5,000 signing bonus if
they'll shift to a competing store across town. They'll get more if they
have to move or if the job is a promotion, he says. "It's crazy. Five years
ago, we had to fight to get openings. Today there aren't enough pharmacists
to go around," he says.
Other headhunters repeat similar stories for anyone with computer expertise, as well as a host of less nerdy skills: chefs, assistant store managers, nurses, truck drivers, journalists, even barkeeps. Chuck Dressler had worked at a Red Lobster restaurant in Atlanta for less than two years as
a bartender and fill-in manager when headhunters started calling. "I always
thought that was just for computer people or high-level" executives, he says
with wonder. Soon he got a call he couldn't refuse: a $10,000 raise and
promotion to assistant manager at Mick's, an Atlanta-based chain. Now
Dressler is one of the hunters, handing his business card to waiters and
waitresses at other restaurants.
Keep on truckin'. Finding another job is so easy that workers of all stripes are
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Important Steps To A Design Career The first step is developing your skills. If you have only a slight creative bone in your body, you have all the experience needed to become a great graphic designer. You need to familiarize yourself with Photoshop, or what ever graphic program you can get your hands on. One thing is important, which ever graphic software you decide to use, it must have layers. Layers allow a much larger area of versatility with creating graphics. When i first started, i used a program called Photoplus. This is fine to get started. Eventually as you establish your business, you will want Photoshop, or Illustrator, as these source files are usually required by the client when completing a project.
Once you familiarize yourself with the software, create mock logos, business cards etc... You may want to build up a bit of a portfolio. You can do this with mock designs, or you can wait for the next step coming up.
You will have to do some Google searching to find some places to begin your services. I would search for graphic design forums that offer contests. I can suggest my favorite forum. Digital Point has a great forum that hosts hundreds of contests. This is the forum that helped me develop my skills. I still drop in on occasion and enter a contest or two. You will want to locate the contest section, and read carefully to find ongoing contests. Once you find a contest that you feel confident enough to enter, make sure you read the contest holders details very carefully. One of the most important things in graphic design is being able to deliver what the client wants. You have to kind of read between the lines, because the client doesn't always explain things very well. Once you have read the contest description, and you have a good idea of what is required, you can begin your design.
If you are stumped on what to do, use Google to give you some ideas. Do a search for what ever is related to the logo your doing. If you're doing a logo for a financial firm, Google, financial firms, then click on images to get a visual of what represents financial firms. One thing that is very important is to never copy anything you see. It is ok to find inspiration, or to get ideas, but never copy another graphic, or logo. That is a major designer no no.
Once you have an idea of what you want, you can begin to apply the idea onto your workspace. You may want to find some free fonts to download. You can never have enough fonts to work with. Sometimes, the right font will serve enough as a logo. Do your best to come up with what you have envisioned. Play with the effects if you like, since you are still learning, but you should know, a professional logo, usually has very little shadows or glowing effects. Be sure to look at famous logos, to get an idea of how they were made. You will notice they are usually pretty basic. Please remember this as it is very important in designing logos. Once you are satisfied with your design, you will have to present it to your client, or to the contest. Be sure to save it as a jpg, or png. Sometimes it's even nice to create an attractive back drop for your logo to be displayed against. Also remember to watermark your work.
I would suggest creating an account at an image hosting website, there may be times where you need to upload your design to a separate website, and then post a link to that design, to the contest. Normally the way it works is, you post your design in the contest thread, and then you wait for comments. Sometimes it takes a while. If your just getting started, they might skip over your design altogether. If you receive comments, than make the changes that were suggested and resubmit.
If they never comment, it is ok to request for comments on your work. Continue to try and meet the client's needs until they are either, satisfied with your design, or choose someone else's. If you have not created a mock portfolio, you should start, by using the logos you create for contests. Just for starters I would create a large document, just large enough to view all of your logos on your screen, and add all of the logos you create onto this document, then save it as jpg or png. Now if someone asks you for a portfolio of your work, you will have one. Later on I will discuss creating your own website portfolio. This is basically the beginning of you business establishment. You are offering a service, and presenting it to potential clients. The quality of your work may not be that great just yet, but it will come. Be sure to listen to what others tell you. Some of these forums have a review section, where you can post your work for others to review. Some comments will seem a bit harsh, but take them for what they are worth. Harsh criticism is what has driven me to do better and better.Dennis Bosher • Graphic Designer• Skilled Graphics
Start a Graphic Design Career Graphic design has become one of the best ways to make money online. You can do it from an office, or even from your home. The average graphic designer makes any where between 30 and 100 thousand dollars a year depending on experience. There is a large amount of competition due to the industries limited requirements. You really do not need a degree to become a graphic designer. A good since of a computer file system, along with familiarity of software such a s Photoshop, and a creative mind, is all you need to get started. This article will explain some of the basics to get you started in a career of graphic design.
The first thing required is some basic common knowledge of a computers file system. You will be required to file customers projects, so this is a must. Luckily its not very hard to learn. If you have any prior computer experience you probably have this mastered.
Next, you will need imaging software such as Adobe Photoshop or Adobe Illustrator. The programs are designed to allow you to create, edit, and manipulate, images and graphics. Learning one of these programs is a necessity. The most popular is probably Photoshop. I would suggest learning this program inside and out. There are tons of online tutorials to help you learn the basics of the software. You need to be fairly familiar with the program before attempting the next step.
At this point you have several options depending on which route you would like to take. One option would be to join a forum that hosts graphic design contest. With these contests you can fine tune your skills. The contests can offer prizes from $10 to $500 depending on the client. The way it works is they give you the details, and you submit your concepts. Normally they will review your concepts and suggest certain changes. This is a great way to further develop your skills. Competition is pretty tough so it requires great creativity, and close attention to what the client wants.
If you feel fairly confident in your design skills, you can begin to develop your business identification. This is probably the most important part of your new business. This would consist of your business name, logo, rates, procedure, etc.. Your business name needs to be something easily remembered. Something that shouts I CAN DESIGN IT! Your logo will be one of the most important elements in your business. Your logo must portray the services you offer. Your logo needs to be unique, and flashy, yet professional. Your logo is what your clients will remember you by. Once you create the perfect logo you can apply it to a website or business cards.
Next i want to discuss how you will be displaying your services. Again there are several options. The most popular and professional being a website. I highly suggest you try really hard to develop a professional website. If you can not afford hosting or a website to be developed, then you can create a graphic portfolio, to display your work. Basically this would be an image created in Photoshop with a collection of your work. There are also a few online portfolios that you can use to display your designs. Your portfolio is another important element. It is what you clients will use to determine if you are competent to pull off the job they need. However you decide to display your work, be sure it is professional and attractive.
Another thing you will need, is a way to receive payments. In my opinion the best payment processor is PayPal. It accepts all major credit cards and is very secure to use. This will allow you to receive payments for your services. Creating an account is free.
Now i want to help you spread the word of your business. There are lots of way to advertise. Its always best to have a website of some kind that explains what you do. The key is getting people to that website. One thing you will want to look into is SEO (search engine optimization) What this does is it optimizes your website so that is easily found with search engines like Google. This will help people find your site via search engines. Another way to advertise is through ad publishers such as Google Adsense. By publishing your ads you are placing your ad for your services onto many other websites, depending on how much you spend for the ad. Another way is through articles similar to this one. If you have any writing abilities, you can create article like this one and use it to attract clients. Earlier I mentioned forums for contests. Most forums allow you to have a signature, with a link, that shows up in every post, this is a great way to advertise your service.
Now these are some of the basics for kicking off a successful business. I know they work because this is how i got to the level i am at. I started off with contests, doing this as a hobby. I can now say I am a full time graphic designer. The possibilities are endless as long as you put in the hard work.
When Dixy De La Rosa, 28, was finishing up her architecture degree at Kent State University in Ohio last year, she was frightened by reports from recent grads that they'd had trouble finding jobs. She found one easily, and early this year, when she heard that her boss at a New Jersey architecture irm hadn't given annual raises to other employees, she picked up the Sunday paper and started looking again. "He thought we had to put up with whatever he offered," she says. Another New Jersey architecture and engineering firm offered her a job paying $4,000 more a year and a leased BMW if she stayed a
year.
Lunch crunch. Yet, job jumping can carry a psychic cost. Proving yourself again is emotionally exhausting. So are learning new bureaucracies, coping
with a new insurance and benefits package, making new friends, even figuring
out the best lunch spot. That's what 31-year-old Penny Brothers learned this
summer. After four years of feeling underpaid as an account manager at an
Orange County, Calif., insurance brokerage, she landed a job as an account
manager at a health claims administration company for $6,000 more. But her
new office was poorly organized, so she had to put in long hours filling in
for others. Worn out and frustrated, she quit for a sales job that paid less
(though still more than the previous job) but promises more in commission
and fewer hassles. "The more you [quit]," says Brothers, "the easier it gets.
"Some employers are finding the growing popularity of job-hopping so distressing - and potentially unprofitable - that they are beginning to reward loyalty again. Costs associated with turnover are skyrocketing for
some employers. Surveys by the Saratoga Institute show the average time to
fill openings has increased by 10 days to 51 days in the past 3 years. And
some employers say they can't afford to lose too much institutional memory.
A penny saved by not giving a raise isn't always a penny earned. Mike
McBroom, vice president for human resources for the Hendrick Health System
in Abilene, Texas, says his hospital brags that it is keeping raises to the
industry standard 4 percent. But, he acknowledges, "When you tack on
recruiting costs and hiring bonuses, our budget is probably up 10 percent."
McBroom says the hospital is now considering retention bonuses as a
counterweight to hiring bonuses.
Don't go. Larry Hall, Chuck Dressler's boss at Mick's Restaurant in Atlanta, has thought hard about the value of loyalty. Last year, he was recruited away from a company that offered meager raises, and he doesn't want to repeat his previous employer's mistakes. He's also seen studies
showing that restaurants with stable work forces make more money. So Hall is
handing out annual raises of about 8 percent this year. But he can't afford
such big raises forever. At some point, his workers "will be topped out and
they'll leave," he says. Someday, too, the great hiring frenzy will screech
to a halt. The growing recruitment and retention costs will put pressure on
prices. The Federal Reserve, already hypersensitive to any signs of
inflation, will raise interest rates in response. Then will come the true
test of the technological and attitudinal changes in the labor market. The
free agents of the work force may indeed be the first to suffer when
Internet sites and headhunters stop bidding for their services. But two
dozen years of corporate layoffs and the Internet communications revolution
have combined to release the genie of employee loyalty from its cubicle. It
would take more than a run-of-the-mill recession to make workers as
different as architect De La Rosa, computer maven Smith, and account manager
Brothers forget the thrill of walking into their boss's office with a better
offer in their pocket and saying, "I quit.""
<Note from JobFairy.com: Take that job with the other company and
don't look back. Your present company will never be able to pay you the
current market rate for your job on an ongoing basis.>
Part Time Jobs Find me part time jobs is the resource dedicated to helping you find the right part time jobs or work for students and working mums. Recruitment and advertising opportunities for employers and recruitment agencies. Part time jobs in London and UK.
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familiarize yourself with Photoshop, or what ever graphic program you can get your hands on. One thing is important, which ever graphic software you decide to use, it must have layers. Layers allow a much larger area of versatility with creating graphics. When i first started, i used a program called Photoplus. This is fine to get started. Eventually as you establish your business, you will want Photoshop, or Illustrator, as these source files are usually required by the client when completing a project.
