With this pride often comes an instant connection to fellow school mates, forming a camaraderie that can be a great career asset, if approached and utilized strategically.

“In my experience, alumni often misuse their connections with one another by approaching fellow alumni with requests that are hard to fill,” says Chandlee Bryan, former career services director at Dartmouth College and co-author of “The Twitter Job Search Guide.” “‘I need help getting a job’ is much harder to respond to than an expression of interest in learning more about what another person does.”

Here are a few tips to make sure you get the most out of your alumni network:

Make targeted connections

While social networking sites can allow you to easily find fellow alums, establish a criteria before you begin sending rapid-fire connection requests to every person in your school’s alumni group.

“I don’t recommend cold call requests,” Bryan says. “Blanket requests to connect on social networks because you went to the same school are a turn-off. Researching an individual’s interests and then sending an invite to meet works better.”

Should you just be starting out on your alumni networking journey and want to see who’s out there, Bryan recommends following those you might like to get to know on Twitter. “As Twitter requires no previous connection to ‘follow’ and you can search for groups of users by interest, it is a fast way to connect,” she says.

Be proactive

Don’t wait until you’re in need of a job or start-up capital to begin your networking efforts. Not only will people be less inclined to help you if you ask them for a favour right off the bat, but you’ll also waste a lot of valuable time if you wait until you need something to start networking.

“You don’t go in gangbusters and say ‘Hey, we went to the same school, so can you help me get a job?’” says Darrell Gurney, author of “Backdoor Job Search: Never Apply for a Job Again.” “You focus always on the person and the relationship … and then gradually, but with intention, other business or networking opportunities can arise. Underneath it all, people always just like helping other people. You just have to focus on the people and the relationships, and the rest takes care of itself.”

Agrees Bryan, “One of my college classmates did this brilliantly. He reached out to me and to other alums on LinkedIn, Facebook and Twitter before he needed it. We developed a friendship that we didn’t have in college. When he was laid off, he found a new job in less than a week over Facebook simply by letting his network know of his situation. You see, he had already built the goodwill.” 

Find common ground at networking events

Alumni networking events can bring your classmates out of the woodwork, but — especially if the event isn’t being held close to campus or you went to a big school — you might not know anyone there. While you’ll always have the “So when did you graduate?” icebreaker, there are other, more engaging ways to approach these fraternal strangers at networking events. Try asking about what dorm they lived in freshman year or what activities they were involved in at school instead.

”Try to find common experiences you can talk about — especially if you were involved in the same clubs or course of study. ‘Did you have professor x’ is a great ice breaker,” Bryan says. 

Sign up for the newsletter

Subscribing to your alumni newsletter or magazine is not only a great way to keep up-to-date on alumni events in your area, but it can also be helpful in targeting your networking efforts, since alumni publications often feature stories about successful alums, or a “where are they now” section that summarizes what people are up to.

Though you can always find out about your classmates’ careers on LinkedIn or Facebook, your alumni newsletter makes a valuable companion to these online networking sites. For example, your newsletter may feature a classmate you didn’t know personally in college, who is now the CEO of a leading business in your industry. Now, you not only know the person is a great networking contact for you, but you also have a reason to reach out to the person on LinkedIn. Mention that you were impressed with their feature in the alumni newsletter as a conversation starter.

The most important thing to remember about your alumni network, though, is that if you’re not using it to your advantage, then you’re likely missing out on potential job and career opportunities. Many of your fellow alumni will be more than happy to connect with you, and offer you advice and insight on your career.

Writers Bio: Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

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Think before you select.

According to Jayne Mattson, senior vice president of Keystone Associates (a career management consulting firm headquartered in Boston), a good reference is someone who:

• Wants to see you succeed as much as you do.
• Can clearly articulate your strengths, areas of expertise and development.
• Can think on her feet if asked a tough question.
• You would feel good about being a reference for.

While several people you know may fit the bill, consider whose position or ability to give pertinent information would be most useful to the prospective employer. “In most instances, companies are looking for professional references — people you have worked for or with who can comment on your skills and accomplishments,” says Tracy A. Cashman, partner and general manager of the information technology division of Winter, Wyman — one of the largest staffing firms in the Northeast. “There are occasions when companies want more personal/character references, but you should have at least three or four (professional) references at your disposal, ideally to include a past manager, a colleague, a subordinate (if appropriate) and perhaps someone from another team/division who you worked with on a particular project.”

Since you are looking for references to be enthusiastic advocates, it also is worth considering who might best convince others of your abilities. “There’s nothing worse than a potential employer checking a reference who only answers in monosyllables and provides no detail,” Cashman says.

Likewise, Mattson notes that it is wise to avoid anyone with whom you did not have a good working relationship and people who you worked with years ago who are not up-to-date with your current career endeavours.

If you’re conducting a secret job search, you might want to think carefully about choosing someone from your current workplace. Make sure the person can be trusted to keep the search confidential.

Ask before you list.

Contacting people you’d like to use as a reference before listing them serves several purposes:

• It makes you look professional and courteous.
• It gives them time to prepare and not be caught off-guard by a phone call they didn’t expect.
• Their willingness or hesitancy can help you judge whether or not they would make a good reference. 

Lavie Margolin, a career coach and author of “Lion Cub Job Search: Practical Job Search Assistance for Practical Job Seekers,” warns that just because someone agrees to give a reference, it does not mean that it will be a good one. “Your former supervisor may have had a different impression than you of the quality of work that you provided … Or what if your boss felt you left him in the lurch when you quit the company?” Instead of assuming, he suggests having a brief conversation with the potential reference where you can ask what he thought about you as a professional and what he plans to share.

Keep people in the loop.

Prepare your references to support your candidacy by briefing them on your background and career goals. Mattson suggests providing each with a current résumé, access to your LinkedIn profile and information on the best way to get in touch with you.

While it is good to occasionally update people on the status of your search, contact is especially useful when you know a potential employer is about to begin checking references. Discussing the position and pointing out key elements that you are trying to emphasize can help your reference prepare informative answers.

Be sure references can be contacted.

Once you’ve finalized your references, be ready to present them to a prospective employer when asked. Margolin suggests creating a one-page list that includes the following for each reference:

1. Person’s name
2. Job title
3. Relationship to you (such as co-worker or direct supervisor)
4. Company name
5. Address
6. Contact info (phone number, email address)

Then, check back with your references from time-to-time to make sure that contact information has not changed. The best reference in the world becomes useless if he can’t be reached.

By Beth Braccio Hering, Special to CareerBuilder

Writers Bio: Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.

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“I believe my status was something along the lines of ‘Allie McCormick is officially job hunting. I have over 10 years of experience in PR and marketing and am overall awesome [smiley face],’” she recalls.

McCormick says she received several messages instantly. “Within four weeks, I had interviewed formally with three companies and had two offers on the table,” says McCormick, now a PR consultant with Innography, an intellectual property software company.

Social media, also referred to as social recruiting, is on the rise. And if you’re not familiar with it, you had better get to know it soon.

“Social media is where the employers are and where they’re investing,” says Adriana Llames, Career Coach and author of “Career Sudoku: 9 Ways to Win the Job Search Game.”

In a recent study by Jobvite, an online recruiting website, 55 percent of employers said they plan to increase their investment in social recruiting. Eighty-seven percent of them are already using LinkedIn for recruiting and 95 percent hired a new employee from their LinkedIn recruiting efforts alone, not to mention Facebook or Twitter.

Additionally, the Bureau of Labor Statistics estimates that up to 85 percent of career opportunities go unadvertised, which means that you have to use your network.

“Word of mouth and friend referrals are huge [in a job search]. The new word of mouth is through social media,” says Sarah Cullins, president of Finesse Staffing, a recruiting firm based in Southern California. “It is often still who you know, not what you know, and social media helps you to know a lot more people.”

Echoes Llames, “If you know of a company or a job you want to land, get your network working for you. With 350 friends, they know 350 friends who know 350 friends. You’ve just reached more than 1,000 people, and the likelihood is someone knows a hiring authority at your target company.”

In fact, not having an online presence will hurt job seekers, says Morgan McKean, a consultant and writer who specializes in recommending “green” fashions, beauty products and home décor for women.

“These days, any business that doesn’t have a Web presence isn’t taken seriously.  What job seekers have to understand is that their career is their business. They must have a place to send potential employers to see their background. The product or brand they are selling is their skill set. They need to have a place to showcase their features and the benefits to working with them. Without these things, they lack credibility in this new job market,” she says.

If you don’t already have a social networking or social media profile, the first thing to do is get one. Then follow these steps:

1. Be clear on what you want.

“Candidates need to have a clear focus of what they’re looking for in a position. If you want your network, online or offline, to help you, you need to know what you’re asking for first,” Llames says.

Saying that you are looking for a job isn’t clear enough, Cullins says. “People won’t take that seriously,” she says. “If you clearly define what you want and what you can do and ask your network to actively help you, you will get led or pushed in the right direction.”

2. Give help first. “When someone asks if you know of a good mechanic or if they paid too much to the plumber, help them out. Be sincere and helpful. Refer your social media contacts to others and they will reciprocate,” Cullins says.

3. Consistent branding.

“There are a plethora of candidates and job seekers I see that have one profile on Facebook that says ‘restaurateur,’ another one on LinkedIn that says ‘social media marketer’ and yet a third on Twitter that says ‘food blogger.’ Who are you?” Llames says. “Create a consistent, clear and precise brand across all the social networks and on your résumé so hiring managers and companies know what you do and that you’re an expert in your industry.”

4. Protect yourself.

More often than not, employers will do a search for you before or after an interview, in a search engine or on a social network.

“To avoid giving away too much information, keep your profiles private. Only accept Facebook friend requests from people you know, and while keeping your LinkedIn profile public is recommended, you can chose to publish on certain aspects of your public profile on LinkedIn,” Llames says. “Avoid those summer beer-guzzling Facebook profile shots; your profile picture is always public.”

5. Be social.

“Social media is not just about blasting your opinion or your accomplishments to the world. Social media is an online party,” McKean says. “If you engage people in conversations, compliment them on their work, ask questions and acknowledge their expertise, they are more likely to respond.”

Ultimately, if you don’t have a presence on social media, you look outdated and will get left behind.

Writers Bio: Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. 

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The Canadian economy generated 17,000 new jobs a month on average during the third quarter of 2011, down from 29,000 new jobs a month in the second quarter and 33,000 in the first quarter. The CIBC Employment Quality Index (EQI) fell by 0.5 per cent in the third quarter and is down by 1.5 per cent over the past seven months.

“The decline in our quality index over the past seven months is not so obvious when one glances at the headline statistics,” says Benjamin Tal, deputy chief economist and author of CIBC’s Employment Quality Index. “During this period, paid employment rose faster than self-employment and full-time job creation outpaced growth in part-time jobs. The reason for the index’s decline, despite these positive indicators, is the fact that all the fulltime jobs created during this period were in low-paying sectors.

“Looking ahead, the likelihood is that employment quality in the coming year or so will soften. Key here will be softer public sector hiring in general, and public sector construction activity in particular — a factor that will limit growth in high quality construction jobs in the coming twelve months.”

The recent decline in the EQI followed a strong rebound in job quality that began in early 2010. At its current reading, the index is roughly where it was at the eve of the recession.

However, job quality is not uniform across the country. While Ontario, British Columbia and Atlantic Canada weighed down the national number with declines in overall employment quality, Alberta, Québec and Manitoba/Saskatchewan saw improvements over the last seven months.

Full-Time vs. Part-Time Jobs: Full-time employment rose by 1.2 per cent during the past seven months accounting for all of the increase in employment during the period. This factor acted as a positive for the index.

Self-Employment vs. Paid Employment: Paid employment rose by 1.2 per cent vs. only a 0.1 per cent increase in the number of self-employed. This was also a positive contributor to the index over the past seven months.

Compensation: During the past seven months, the number of full-time jobs in high-paying industries fell by 0.1 per cent while the number of jobs in low-paying industries rose by 2.3 per cent. This diverging performance is the sole reason for the recent decline in CIBC’s EQI index. The most notable weakness was in high job quality sectors such as the federal government, heavy and civil engineering construction, telecommunications and computer and related manufacturing. Strong job growth in sectors such as machinery manufacturing and professional scientific and technical services helped to limit the damage.

Percentage Change in EQI by Province 
Q1-2011 vs. Q3-2011

The CIBC Canadian Employment Quality Index (EQI), combines information on:

• the distribution of part-time vs. full-time jobs;
• self-employment vs. paid employment;
• and the compensation ranking of full-time paid employment jobs in more than 100 industry groups

The complete CIBC World Markets report is available at: http://research.cibcwm.com/economic_public/download/eqi-cda-20111102.pdf.

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Not sure which job title you should target when looking for jobs? Here’s a rough guide to deciphering how to categorize your own skills and what to keep in mind:

Entry level

This position title is misleading because it’s not just for those new to the workforce.  Plenty of people who’ve been in the workforce for five years or less can still fall into the entry-level umbrella.

When going after an entry-level job, try to let your personality and enthusiasm shine. “Entry level is all about personality fit … basic skills of good communication, eye contact and a sign of eagerness and genuineness are key in securing entry-level jobs,” Beqaj says.

Mid-level

For job seekers that are no longer newbies in the market, a mid-level position has entirely different demands. “A mid-level manager typically directs people, departments, functions, or projects as well as budgets,” explains résumé writer Deborah Schuster, founder of Lettersmith Résumé Service. “For most companies, this would require a minimum of a bachelor’s degree and five to 15 years of experience.”

Additionally, conveying to hiring managers how you’ll fit in with the company hierarchy is key. “Mid-level requires experience in previous jobs, so making sure that you have the experience and skills sets required is paramount, your ability to articulate your experiences and how they positively impacted your previous employer are critical,” Beqaj explains.

Senior-level and executive
Just because you were a senior-level employee at one company, doesn’t mean you should be targeting only senior roles for your next gig. “There are many definitions for the word ‘executive’ and ‘experienced,’” Schuster points out.

Corporate structures vary and larger companies have few senior level slots. Before applying, use a site like LinkedIn to see where an employee with similar duties to your desired role fits in. “It helps if you know the size of the company and have a description of the qualifications they seek. And be sure your resume and cover letter is tailored to show that you have those qualifications,” Schuster says.

Match skills not level

Just because you fall under a certain experience bucket doesn’t mean you can’t apply for a position that requires your skill set but is on a lower level. Most companies are happy to consider a more junior person for a job, especially if that means they can get away with a lower salary.

For the job seeker, it means a better title. Before you apply, consider whether “your natural instincts [are] making you feel comfortable or uneasy, trust your senses,” Beqaj says. Many larger companies may also start employees at a lower level. In other words, your senior-level role at a technology start-up may result in a mid-level position with a Fortune 500 firm.

Understand what or who you’re managing

Another good litmus test for figuring out which level to target, is to gauge your current job responsibility. Whether you’re getting the information from a recruiter or through your own personal connections, get a sense of whether you’ll be managing entry-level employees, other managers, a department, a group of businesses, the entire enterprise or just your own time, says George Bradt, managing director of executive onboarding firm, PrimeGenesis.

The higher the level, the more senior the job title should be for your next position. “What matters when reviewing job descriptions for entry level, mid-level, senior and experienced positions is what people are managing,” Bradt says.

Writers Bio: Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder job search.

While it noted that the economy created an impressive 61,000 jobs during the month, bringing the total to over 250,000 for the year, conditions appear to be weakening going forward. The survey conducted early in September found job prospects falling in 17 of 26 metropolitan areas it surveys, including nine out of 10 in Ontario. Only three urban areas — St. John’s, Saint John, NB, and St. Catharines-Niagara, Ont. posted positive results.

Economist Alan Arcand of the Conference Board said the results suggest job growth will be soft in the next two months.

“The Canadian labour market has been pretty strong this year, but given the international context of a weak recovery in the U.S. and issues in Europe, and given that Canada’s economy relies on exports, it’s not a surprise that we will feel the effects of that,” he said.

Most economists are expecting the economy to brake sharply in the final three months of the year in reaction to the market turmoil that began in August and the subsequent hit to business and consumer confidence.

Earlier this week, the Bank of Canada predicted the fourth quarter would see only a 0.8 per cent advance, from two per cent annual growth in the just concluded third quarter. Because economic reports tend to lag by a month or more in Canada, the first real indicator whether the bleak forecasts are coming to fruition will come Friday when Statistics Canada releases the jobs report for the month of October.

Analysts expect a return to minimal employment growth on the heels of September’s outsized number, some of which was based on back-to-school hiring. The unknown is whether this week’s agreement in Europe to backstop sovereign debt and banks with an expanded trillion euro emergency fund based on leverage — no new money has been added — will prove the beginning to a lasting solution to the crisis or more empty promises.

Unbridled investor enthusiasm for the deal lasted only one day. On Friday, North American markets moved mostly sideways.

The Bank of Montreal Benjamin Reitzes said markets are right to be skeptical, but that the deal at least had the effect of putting off the reckoning for possibly a few months. ”This package should at best mark the beginning of the end of the crisis,” he said. “At worst, it will buy Europe more time to implement economic reforms and strengthen the monetary union before another inevitable crisis flares up.”

The Bank of Canada’s latest outlook took for granted that the eurozone would not unravel, but still held that Canada’s economy would only squeeze out a 1.9 per cent advance next year, followed by more normal 2.9 per cent growth in 2013. A consensus of private sector economists surveyed by the Finance Department was only moderately less gloomy.

Both are still far too rosy for David Madani, the chief Canadian economist at Capital Economists. His forecast is for Canada’s economy to stay weak for the next two years with growth of 1.5 per cent in 2012 and 1.0 in 2013, barely above recessionary levels.

“History shows that financial crises are typically followed by seven lean years of below-average economic growth and persistent high unemployment,” he pointed out. Canada has been able to outperform most advanced economies so far because of a booming housing market, which has kept construction jobs at elevated levels, he added. The boom can’t keep up, Madani said, and could in fact in fact turn into a bust. The relative optimists among economists find comfort in the fact businesses in North America have built up a large store of cash since the recession that they say will be invested, boosting employment and demand, once confidence is restored.

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Not so fast. Before spending precious time applying to jobs for which you’re not qualified, consider these ways that a cast-your-net-everywhere tactic can backfire:

1. Employers don’t care if you’re desperate.

“Hiring managers are looking for one thing: a good match between the job and the applicant,” says Catherine Jewell, author of “New Résumé New Career.” “Employers want to know that you will fit in and feel comfortable with their culture. The more you sound like them the better.”

So just because you’re willing to settle for anything, don’t assume your value has increased. If you aren’t well-versed in the field, your inexperience is bound to be noticed either on paper or in conversation. Conversely, shooting too low in a job search reeks of neediness – never an attractive quality – and raises red flags as to whether you’d be happy in the position or are simply buying time until you can bolt to a more suitable job.

2. Untargeted applications aren’t going to be noticed.

When quantity starts taking precedence over quality, the product is going to suffer. A general résumé that could fit any position at any company is simply not going to make a hiring manager choose to interview you over countless others.

“The targeted application helps you stand out from the talented pool of applicants,” says Joel Garfinkle, founder of DreamJobCoaching.com. “You can highlight specific experiences that relate to what is outlined in the job description, and the employer can easily see how your qualifications fit what he desires.” Garfinkle also recommends learning as much as possible about the company before submitting an application in order to tailor your application to its needs.

3. Busy work takes away from profitable actions.

Most candidates have a certain amount of time and energy they can devote to job searching. If they waste it on generic mass mailings, less is left for activities that could generate good leads.

“Focus on the positions you really want instead of applying for something you don’t want,” says Richard Deems, co-author of “Make Job Loss Work for You.” “Use the same amount of time to network for introductions into organizations that hire people who do what you want to do. Research companies of interest. Find out their unmet needs, think of how you can meet those unmet needs and then present yourself.”

4. People may see you as wishy-washy.

Networking means reaching out to others and letting them know what you have to offer. An elevator pitch of “Help! I need a job” is unlikely to convince anyone that your skills are worth remembering. Likewise, contacts may be less inclined to think of you or to offer a recommendation if they are unsure what type of job you actually want.

While you may view yourself as flexible by trying to get a foot in any door at places you’d like to work, others may think differently. “If you apply for just ‘anything,’ you are wearing out your welcome with that employer,” Jewell cautions. “It’s tricky to present one image say, marketing one day, then turn around and present yourself for another opportunity such as customer service the next week. It leaves the impression that you don’t know who you are and what you are about.”

5. The strategy can create deceptive hope.

Finally, be aware that churning out applications can do a number on your mind. Initially, the boost in productivity may make you feel as if you’re gaining more chances in the job-hunt lottery, but if most of what you’ve sent out is destined for somebody’s wastebasket because it lacks the qualities needed for genuine consideration, your odds of success have not improved.

Garfinkle notes that constantly applying for a job may make you look impressive on the surface. “At the end of the day, your spouse will ask you, ‘How’s the job search?’ and you can respond, ‘I sent out 10 résumés today,’” Garfinkle says. “This provides a false sense of feeling good about yourself and the progress you are making on this job search.”

Worse yet, the corresponding rejection can damage your self-worth. As Deems warns, “For every 100 you send, you’ll only hear from five to seven of them, if that many. And for every one you send that you don’t hear from, you’ll get a bit more depressed.”

So look for opportunities that offer real hope and put in the effort needed to be a viable candidate. True satisfaction comes from landing a job not counting the number of attempts you made.

Writers Bio: Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.

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When it comes to a fruitful online job search, successful job seekers follow these 10 guidelines.

1. If you build it, they can come.
Instead of simply posting your résumé on a Web site, take it one step further and design an easily-navigable Web site or online portfolio where recruiters can view your body of work, read about your goals and obtain contact information.

2. Check yourself to make sure you haven’t wrecked yourself.
Google yourself to see what comes up and what potential employers will see if they do the same. If you don’t like what you find, it’s time to do damage control.

3. Narrow your options.
Many job boards offer filters to help users refine their search results more quickly.  You should have the option to narrow your job search by region, industry and duration, and, oftentimes, you can narrow it even more by keywords, company names, experience needed and salary.

4. Go directly to the source.
Instead of just applying for the posted job opening, one of the best strategies to finding a job is to first figure out where you want to work, target that company or industry and then contact the hiring manager. Also, many employers’ career pages invite visitors to fill out candidate profiles, describing their background, jobs of interest, salary requirements and other preferences.

5. Find your niche with industry Web sites.
Refine your search even more by visiting your industry’s national or regional Web site, where you can find jobs in your field that might not appear on a national job board.  More and more employers are advertising jobs on these sites in hopes of getting a bigger pool of qualified applicants.

6. Try online recruiters.
Recruiters will help match you with jobs that meet your specific skills and needs.  Not sure where to start?  Sites such as recruiterlink.com, onlinerecruitersdirectory.com, searchfirm.com and i-recruit.com provide links to online headhunters for job seekers.

7. Utilize video résumés.
Video résumés are just one more way to stand out to employers.  Intended as supplements to not replacements for traditional résumés, video résumés allow job seekers to showcase a little bit of their personalities and highlight one or two points of interest on their résumés.

8. Run queries.
You run searches on everything else, from your high school sweetheart to low-fat recipes, so why not jobs?  Enter a query that describes the exact kind of job you’re seeking and you may find more resources you wouldn’t find otherwise (but be prepared to do some sorting).

9. Utilize job alerts.
Most job boards have features that allow you to sign up to receive e-mail alerts about newly available jobs that match your chosen criteria.  Or go a step further and arrange an RSS (really simple syndication) feed from one of these job sites to appear on your customized Internet homepage or your PC’s news-reader software.

10. Get connected.
How many times have you been told that it’s not what you know, but who you know?  Thanks to the emergence of professional networking sites like LinkedIn.com, job seekers no longer have to rely on the old standby of exchanging business cards with strangers.  These sites are composed of millions of industry professionals and allow you to connect with people you know and the people they know and so forth. (A word of caution: When you sign up for online social networking sites, you are in a public domain.  Unless you are able to put a filter on some of your information, nothing is private, and it can be difficult to erase once it is posted.)

Original article via Careerbuilder. Click here to search for jobs  

Currently, about 30% of Canadian immigrants are economic migrants selected on the basis of their necessary skills or an arranged employment offer. Kenney recently confirmed that while immigration levels won’t jump drastically, immigration had a role to play in off-setting the country’s ageing population and skills shortages. Today, about 70% of Canada’s 34.1 million population is of working age – a figure expected drop to 60% within 25 years.

Kenney said federal government would continue to recognise the importance of the Provincial Nominee Program (PNP) to help provinces and territories obtain the skilled migrants they need to fill labour shortages. Under the scheme, provinces can choose to sponsor migrants whose skills, education and work experience will have an immediate economic impact.

The top three provincial nominees are the booming oil and gas provinces of Manitoba, Alberta and Saskatchewan. Last year, Canada accepted 38,428 provincial/territory nominees, including more than 8,600 temporary foreign workers who later became permanent residents.

Canada will accept a record of 40,000 provincial nominee immigrants in 2011 – five times more than Canada’s PNP intake for 2005. The Citizenship and Immigration Department is currently conducting a series of nation-wide consulations about immigration levels and the type of migrants it should accept into the country.

Long-distance job hunts bring with them a special set of requirements that can seem daunting at first, but aren’t all that much worse than a regular job search. With a little planning, you can conduct a long-distance job search that will land you a job in any city you want.

Choose locations

Hunting for a job in a single city is difficult. Hunting for one in all the provinces is virtually impossible. Rather than approach your job search as a nationwide Easter egg hunt, decide what cities you want to focus on. Although you might be open to any location that will offer you a job, you should make a list of five or 10 cities where you can see yourself working.

Know the job market

When you’re looking at potential locations for your job search, do some research on the local economy. Not all cities offer the same opportunities. Although you know that local unemployment rates differ from city to city, remember that industry vitality is just as diverse. One city might have a low unemployment rate, but your industry isn’t necessarily enjoying the same boom. Look at data from Stats Can and peruse online newspapers for localized information.

Use your network

The glory of social media is that networks aren’t confined by geography anymore. Look at your Facebook friends and you probably know people other provinces. Use your contacts from all of your social media profiles to publicize your job search and ask for any information that could guide you toward the right opportunity. When it comes to job hunting, you can’t ever have too many people looking for jobs on your behalf.

Brush up on your phone skills

Phone interviews typically come before any in-person interview, but the likelihood of them increases greatly when you’re searching long distance. In most cases, employers won’t expect you to fly out for a first-round interview, so a phone interview is most common, and you shouldn’t take it lightly. Practice speaking at a calm pace, be certain your phone signal is strong and do a few dry runs with a friend.

Perhaps most importantly, job seekers are often afraid to appear impolite when interviewers call and say, “Sure, I can talk right now.” If you are caught off guard or if you are in the middle of feeding your children and doing laundry, you can be honest. Even if you ask for 15 minutes to go to a quieter room, you want to create the best setting for your interview.

Decide if you’ll travel for an interview

Sometimes you’ll get to a second or third round of interviews when the employer wants to meet you in person. Sometimes the company pays for travel, but other times they don’t. Set a few ground rules for yourself in order to determine what opportunities you consider worth your time and money. Also, if asked to travel, find out as much information as possible about so that you can make the arrangements that work best for you. See what dates are available (so you can book the most affordable flight) and how long the process takes (so you know if you can fly home that day and save hotel fare). You want to know as much as possible beforehand so you can make the most informed decision possible.

Travel

Relocating for a job is a big move that can pay off for your career, but it can also require sacrifices. Leaving behind your friends, paying for the move, and spending the time on the move itself all require a lot of energy. You want to be certain the city you’re moving to is worth it, so if you haven’t visited in a while or ever, find a way to visit before you move. Not only will you find out if the culture is right for you, but you will also get a better idea of the layout. You could realize that you should extend your job search to nearby suburbs or towns, which can open up a new set of possibilities.

Know your own relocation plan

The most important part of your long-distance job search is having a flexible game plan. Without a job offer, you might not have a definitive move date, but you should have an idea of what is possible in case you get an offer. Employers know you’re not a local candidate, so they will want to know how soon you can start and when you plan to be in the city.

If you get an offer and then say you need time to put your house on the market, find a good school for your children, and decide where you want to live, you’ll probably lose out on the opportunity. Most employers understand the complexity of a long-distance job search, but they don’t have six months to wait for you, either. A flexible plan allows you and the employer to negotiate a mutually agreeable start date while also showing that you’re serious about relocating.

Writers Bio: Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

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“Not exactly what the doctor ordered, but not bad,” BMO Capital Markets deputy chief economist Doug Porter wrote in a note to investors.

“The Canadian jobs report sets a reasonably good table. The headline jobs tally was a touch light, but the details of the report are unambiguously healthier — the strong gain in full-time jobs, the pop in private sector employment, and the fact that the overall number was skewed lower by yet another July drop in education employment.”

While the number of net jobs created was lower than predicted, the unemployment rate came it pretty much as economists had forecast.

“Markets had been expecting an unchanged position,” Peter Buchanan, senior economist at CIBC World Markets, wrote in an investors’ note.

“A fairly mixed report overall, with the details somewhat better than the headline.”

Increases in the private sector were offset by losses in the public sector and fewer people who were self employed.

The gains were led by the construction sector, which saw an increase of 31,000 jobs. Employment in the transportation and warehousing sector was up 28,000 jobs, and there were also 28,000 more people working in retail and wholesale trade in July. There were 39,000 fewer jobs in health-care and social assistance, 30,000 fewer jobs in elementary and secondary schools, 14,000 fewer jobs in business, building and other support services, 11,000 fewer jobs in natural resources and 9,000 fewer jobs in agriculture.

Alberta and Newfoundland and Labrador posted job gains in July, while Ontario saw losses.

Employment was down 22,400 jobs in Ontario following a slight increase in June. Despite the drop, employment growth over the last year stands at 1.6 per cent, which is similar to the national growth rate.

The rest of the provinces were largely unchanged. Quebec’s jobless rate fell slightly, mostly because of fewer people entering the workforce.

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From full-time employees to part-time and temporary workers, the number of companies hiring rose over last year:

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• Hiring full-time, permanent employees 43 per cent, up from 41 per cent in
• Hiring part-time employees 26 per cent, up from 16 per cent in 2010
• Hiring contract or temporary employees 27 per cent, up from 24 per cent in 2010

The top functional areas for which businesses plan to hire first are those on the front lines with customers and those driving innovation:

• Information Technology – 32 per cent
• Customer Service – 30 per cent
• Administrative – 23 per cent
• Business Development – 22 per cent
• Accounting/Finance – 20 per cent
• Marketing – 17 per cent 7. Sales – 13 per cent

“Over the last twelve months, Canada has added positions in a variety of industries and the trend is expected to continue at a healthy pace throughout the remainder of 2011,” said Brent Rasmussen, President of CareerBuilder North America. “Our survey and listings on CareerBuilder.ca point to the resilience of the Canadian labour market as economies around the globe work to rebuild after the recession.”

Employee Turnover

The competition for specialized talent is expected to heat up as employers recruit and try to retain top performers for hard-to-fill positions. Half (51 per cent) of employers are concerned that key talent will leave their organizations as the economy improves, a trend that became increasingly evident over the last six months. 30 per cent of employers reported top workers left their organization in the second quarter.

Shortage of Skilled Workers

Six-in-ten hiring managers report a shortage of skills within their organization. The area which had the greatest shortage of skilled workers was within IT skills, second was communication skills and rounding out the top three was customer service.

Two-in-five (40 per cent) employers reported they have positions for which they can’t find qualified candidates.

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The construction industry is improving once again and employers are looking to fill their current vacancies while also anticipating their needs for the future. Alberta, for example, is anticipating a shortage of about 77,000 workers within the next decade, as was recently quoted in the Edmonton Journal.

Employers are scrambling to ensure that they don’t end up in a similar position to that of 2007 – when the number of vacancies far outweighed the number of qualified applicants. Work would sometimes have to come to a halt because of the lack of workers. The global economic downturn did have an impact and the ‘boom’ experienced in Western Canada certainly fizzled a little. Certain occupations, notably carpenters, found themselves being made redundant due to lack of work as projects were put on hold. Luckily, many of those laid off have now been able to find work again – yet there are still many vacancies for certain specific trades such as glaziers and roofers.

It’s all very well that the new construction is being built, but these new buildings need doors and windows and a roof. Glaziers are high in demand all over it seems – as long as a glazier has some years of experience (usually a minimum of five years is required) then they will be able to find work in Canada.

Red Seal certification is not usually a requirement so this makes it more straightforward for eligible foreign glaziers to be able to get a work permit. Of course Canada must protect its own labour market first so it goes without saying that an employer must clearly demonstrate that they have attempted to recruit a Canadian first, before being able to hire a foreign worker. Once the employer gets a positive Labour Market Opinion then the foreign worker is able to apply for a temporary work permit, assuming they meet Citizenship and Immigration Canada’s eligibility requirements.

The current pay for experienced glaziers is between $26-$31 an hour. Jobs are available immediately. We have a number of positions available in Edmonton at the moment.

It is a similar situation with regards to roofers and other building trades. Roofers are paid between $20-$26 an hour. Again, Red Seal certification is not usually a requirement. We currently have roofing positions available in Vancouver that need to be filled. Plasterers and drywallers are also required immediately.

Employers just can’t fill these positions fast enough and it is only going to get worse. Baby boomers are beginning to retire and there are no skilled workers to fill the vacant places left by them, as not enough young Canadians are going into the trades – evidenced by the amount of advertising trying to attract new recruits into the skilled trades.

To add to this problem is the international competition. Earlier this year a number of Australian companies went to Alberta to recruit and employees down under. Not only are we failing to attract Canadians into the trades, we are losing them to other countries. Goldman Associates attends similar trade shows in the UK, and we have also found that we are losing potential migrants to Australia and New Zealand when at the shows. The visa processing wait time is often quoted as one of the biggest turn-offs for Canada.

Canada needs migrants to continue to prosper – yet many potential immigrants are stuck waiting in a queue for their applications to be processed – some as long as seven years! If an applicant is in a high demand and skilled trade/occupation then coming to Canada as a temporary foreign worker has several benefits. It helps to solve the immediate labour shortage, brings you to Canada sooner, and allows you to earn an income while you wait on permanent residency.

There has been a recent change that limits temporary workers to working in Canada for four years only. This change magnifies the importance of applying for permanent residency as soon as possible, or, soon after a foreign worker starts the new job. Although this recent change seems to challenge Canada’s future job demands, it encourages foreign workers to become permanent residents. Current Minister of Citizenship and Immigration, Jason Kenney, is trying to streamline the process for current applicants however this is also serving to create an even bigger backlog for those already in the processing queue.

In the meantime, vacant positions need to be filled.  If you are a foreign glazier, roofer, drywaller or plasterer (or any other tradesperson for that matter!), then please contact Goldman Associates and we will be happy to provide you with a free 30-minute consultation to discuss employment and immigration possibilities

Writers Bio: Goldman Associates are a Canadian immigration law firm and recruiting agency who have been helping migrants, businesses, workers and retirees come to Canada since 1993. We are authorized by the Canadian and provincial governments to represent clients who make immigration applications for all types of visas. We provide advice and legal representation to get people into Canada quickly and easily. We can help immigrants find work in Canada and help workers get their qualifications recognized; we also  provide complete relocation services.

Contact: info@immigrationtocanada.org Web: www.immigrationtocanada.org

Canada Freephone +1.866.646.4449     UK Freephone:  0800.028.7508

This is why having a solid network is important in your job search. Thanks to technology, you can stay in touch with people via email, Facebook, LinkedIn, text messages, video chats and more. Whether you worked with someone five years ago or met one time at a holiday party, you have several ways to add to your network of people who might help you land a job.

The problem is that you might be desperate to find work, but these people have lives to lead. They don’t need to see your smiling face every day asking if they found a job for you. Rather than alienate the very people who might be your best hope for a new job, follow these five simple guidelines so that you can stay in touch without becoming a pest:

1. Use social media to your advantage

Social media is the obvious way to stay connected to colleagues and friends, even if you don’t speak with them on a regular basis. Yet, one size doesn’t fit all in this category. Some people are strict about using Facebook only for personal reasons and don’t want to have acquaintances or business contacts on their friends list, while others might not have even heard of LinkedIn, which has become the Facebook for professionals. Then there are other sites, like Twitter, that allow for some connection between friends but isn’t as comprehensive as either of the other sites. Which should you use?

Figure out how each person uses social media and stay in contact that way. Occasionally commenting on a status, saying “Hi!” on their wall, or thanking them for posting an informative article are simple ways to stay in front of them without being obnoxious.

2. Meet them for drinks or lunch

Some network contacts are nice people who you don’t mind saying hello to in the hallway but you don’t want to spend an hour or two making small talk over a meal. Don’t feel pressured to — especially because they might feel the same way. Reserve regular in-person meetings for people whom you consider a friend and enjoy spending time with. An occasional lunch appointment or even quick coffee break together is an easy way to stay fresh in their minds in case a job opportunity comes their way. Plus, that’s an hour or two you get to spend time with a friend.

3. Don’t network with enemies

Although not everyone is in the friend zone, some people are decidedly in the enemy zone, or at the very least you don’t get along with them. Don’t force a network connection with them because it won’t make them like you. In fact, your insistence will probably annoy them more. Plus, do you think someone who doesn’t like you is going to give you a glowing recommendation for a position?

4. Make the relationship mutually beneficial

No one likes a selfish person and no one wants to help a selfish person. If your entire relationship with the people in your network is about you and your job search, then you’re not networking properly. When you do interact with your network, whether online or in person, talk about something other than yourself. Ask how they are doing and talk about topics that make it clear you’re not simply using them for their connections.

More importantly, be a resource for them. If you come across a job opportunity that is a good fit for someone else, let people know. People in your network could be in the same situation as you. If one of them asks you for help in finding a job, assuming it’s not the same job you want, do what you can to get the word out to your connections. If job search karma exists, you want to be on its good side.

5. Read their signals

The best way to avoid being a pest to someone is not to push their buttons, and not everyone has the same buttons. Rather than insist everyone be your Facebook friend or everyone meet you for dinner once a month, figure out what each person prefers. Social media addicts who are on Facebook and Twitter all the time are probably perfectly happy to exchange in wall-to-wall conversation with you. Someone who logs in LinkedIn once a month might prefer to talk to you over email or the phone. In all interaction with your network, learn how each individual prefers to communicate and follow suit. It’s a nice way of showing that you respect them and pay attention to them, instead of making them feel like they’re just one of a hundred people you’re pestering for a job.

Original article: Anthony Balderrama, CareerBuilder Writer

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But now that the economy is improving, companies are concerned about keeping their top performers and attracting new ones. In order to retain their star talent, companies may be sweetening the pot with non-monetary benefits, according to a new Accountemps survey.

When chief financial officers were asked about the perks they plan to offer or are already offering, 29 percent said subsidized training and education topped the list. Twenty-four percent said flexible schedules, telecommuting and mentoring programs.

“On the heels of the recession, perks are a cost-effective way employers can reward and retain staff and attract new employees,” says Max Messmer, chairman of Accountemps and author of Human Resources Kit For Dummies. “The most popular incentives are those that aid in career development and give employees some control over their work schedules.”

The problem is, many job seekers and employees don’t know how to negotiate for such perks — they’re only used to bargaining for money.

“Many job seekers are tied to the notion that monetary compensation from a salary is the only factor to consider. What many fail to see is that there are many other benefits that hold ‘monetary value’ outside of what’s directly reflected on a paycheque,” says Tina Chen, vice president of operations for Employco USA, Inc. “Just because a company may not be flexible with salary negotiations doesn’t mean that they are not willing to offer other extras in lieu of a higher salary. There are many ‘perks’ that can make up for the difference to make the workplace more attractive.”

Some of these perks include but aren’t limited to extra vacation time, flexible scheduling, continuing education benefits or tuition reimbursement. And sometimes, negotiating these perks can actually be better than negotiating for a higher salary, says Bill Driscoll, district president of Robert Half International.

“Because perks typically are less costly, employers may have more flexibility to offer these benefits than a higher salary. Keeping this in mind, candidates may feel more comfortable asking for more perks than they do asking for more money,” Driscoll says.

There are several reasons why employers may not be willing to pay you a higher salary, says Jean Baur, senior consultant, Lee Hecht Harrison and author of “Eliminated! Now What? Finding Your Way from Job-Loss Crisis to Career Resilience.”

“It really has to do with company structure. A hiring manager can’t bring in a middle manager at a higher salary than the senior managers, so asking for a sign-on bonus or additional vacation days may be more successful,” she says. “It’s often a lot easier to get an extra week of vacation than it is to raise the base salary by $10,000.”

Additionally, there are instances when the worker’s performance or skill sets don’t merit a pay increase, says Driscoll.

“Most employers want to make sure that salaries correspond to the employees’ skill set and direct output versus meeting a ‘demanded salary,’” adds Chen. ”As more employers are becoming cognizant of hiring costs they want to make sure employees are delivering the level of work that is required and can exceed expectations. Employees have to prove that they are worth the asking price, so unless the employers feel they have seen exceptional work – chances are higher salaries will not be considered.”

Here are eight tips to help you negotiate for perks in lieu of a higher salary:

1. Be prepared for the discussion. “Research current trends related to perks in your area and industry, and understand the types the employer is most likely to offer,” Driscoll says.

2. Cover your position. “If you are negotiating for more vacation time, have a plan as to how your work will be covered in your absence,” Chen says. “This will alleviate the headache of your employer having to scramble to fill the gap and make the absence less visible.”

3. Present a business case. “Employees must be able to show how the perk they seek will help them meet not just their personal objectives but also benefit the company,” Driscoll says. “For example, by attending a seminar on a new industry software application, you can help your colleagues get up to speed on the new technology more quickly.”

4. Stay employer focused. “Before you ask for an item that will be beneficial to you, ask yourself how it will benefit the employer,” says Chen. If you’re asking for flex time so you can drop off and pick up your kids at school and would like to work 7:00 a.m. to 3:30 p.m. instead of 8:00 a.m. to 4:30 p.m., for example, try something like “Working 7:00 a.m. to 3:30 p.m. will also allow me to take the early phone calls that come through the reception desk, which generally go into the voicemail box. I can also accept the early packages that are delivered instead of having them being left at the front door where they can easily be stolen,’” Chen says.

5. Don’t be demanding. Remember you’re asking for, not entitled to, more vacation or a sign-on bonus, Baur says. “Prioritize what’s more important to you: is it money, flexibility, time off or health benefits — then only ask for one or two things. This is not the time for a laundry list as that could make the employer not want to hire you. If you negotiate in a positive way and limit your requests, you won’t lose the offer.”

6. Prepare a back-up plan. “Negotiating requires flexibility and employees should have a second option in mind in case their first choice is denied,” says Driscoll. “If your employer doesn’t allow you to telecommute, for instance, you may be able to work from a satellite office closer to your home.”

7. Be knowledgeable. Continuing education is not only beneficial for your personal growth but also to the company, Chen says. “If you want the company to pay for a course or seminar that you would like to attend – consider adding the following: ‘I am really interested in attending this workers’ compensation seminar on claim management. I feel by polishing up in this area I would be able to process the claims more effectively and minimize our exposure to pay on these claims.’”

8. Remain professional. “No matter the response to your request, stay positive, and always try to end the discussion on a positive note. If your request is denied, ask your manager if there are specific steps you can take to earn the perk in the future,” says Driscoll.

Original article by Rachel Farrell, Special to CareerBuilder

That’s the lowest jobless rate for Canada’s economy since January 2009, a few months after the recession started. The unemployment rate for young workers, which Statistics Canada considers to be people between 15 and 24, fell to 13.9 per cent, down from 14.3. Even behind the positive headline number, analysts found reason for optimism in the details of the report.

Full-time jobs were up 32,900 and private-sector employment added 37,100. Both are indications of higher-quality employment.

Finance Minister Jim Flaherty has urged Canadian corporations to start hiring to pick up the slack for the end of government stimulus spending.

A consensus of economists polled by Reuters had been expecting 20,000 new jobs to be made, a drop from April’s 58,000 increase. While most of the jobs gains were full-time, they came in the less desirable self-employment category, which could indicate that many Canadians turned to creating their own employment because they were unable to find more traditional work.

The number of employees in Canada actually dropped by 7,500 in May, and the goods-producing sector of the economy saw a pull-back in employment, with manufacturing taking the biggest hit with 22,500 fewer jobs. The month also showed the public sector is starting to tighten, shedding 44,300 jobs as governments begin dealing with large deficits.

The hard-hit manufacturing sector shed 23,000 jobs. Despite the decline, employment in the key industry has risen by 25,000 or 1.4 per cent since a low point in May 2010. Canada’s economy is doing far better than its southern neighbour and biggest trading partner. In the past year, Canada has created 273,000 new jobs, most full-time and in the private sector, while the U.S. has struggled to post solid gains.

Regionally, employment increased in Quebec, Alberta and Saskatchewan, while Newfoundland and Labrador saw a decline. Other provinces had little significant change.

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Not sure whether to list your former boss? Here, human resources experts weigh in on what to do if you think you’ll get a less than stellar reference from your boss:

Check it out

Knowing your company’s policy about the kind of things a reference can include is important. There’s a chance that your boss or HR department will only be able to verify your title and dates of employment, but won’t be able to speak to the quality of your work, says Ann Dunkin, the operations manager at Attorney Resource Inc. On the other hand, if you’ve heard your boss give a negative reference before, then it’s definitely a good idea to skip him or her as a reference. Whatever your hunch, it may be worth digging deeper into the kind of reference you’ll actually get. “Listing your former boss as a reference gives you points right off the bat, even before anyone makes a single reference call,” Posti says.

Have a ‘closure’ conversation

Even if you didn’t see eye to eye, speaking to your ex-boss ahead of time can help you get favourable results, Posti says. “Start the conversation by saying that you realize that you two did not always agree, but that it was business, nothing personal, and you hope you can both put it behind you,” he says. “Having a closure conversation like that frees you up to ask your former boss what he or she plans to say about you in reference checks.” Casually using this time to hint at the kinds of questions he or she may be asked about your candidacy is important. Remember, even if you weren’t a fit for your former position, you can still be a fit for your future position.

Find a replacement from the firm

There are some companies that absolutely require a reference from your most recent employer. And even at companies that don’t have this is a requirement, having someone from your very last job can create a sense of transparency that could set you apart from the competition. That said, you can circumvent your former boss by asking a peer or another manager to weigh in on your behalf, Dunkin says. Check to see “if there is someone else in your former employer’s organization who observed you and your work product, perhaps they would be willing to serve as a reference,” says Dunkin who often deals with personnel issues. A peer who observed you on the job can also provide a reference if needed.

Provide other high-quality references

If you really can’t use your boss as a reference, be sure that the other references provided are of high calibre and can really speak about you as an outstanding candidate. “Provide several other notable references, which would make it less apparent you have skipped over your last boss,” explains Posti. Since many companies ask for two or three references, this can be a simple solution and help you avoid listing your previous manager.

Original article by Alina Dizik, Special to CareerBuilder

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1.  Ability to prove worth

It is one thing to call yourself an outstanding communicator or an effective leader. It is another to actually back claims with proof. Employers want to know what you’d bring to the table if hired.

“Candidates who can provide real, tangible examples of successes at their current and past jobs certainly stand out,” note Western Union’s Chris Brabec, director of leadership talent acquisition, and Laura Hopkins, vice president of talent acquisition.

Alan Guinn, managing director and CEO of The Guinn Consultancy Group in Bristol, Tenn., agrees. “More and more of my clients simply aren’t interested in questions like, ‘If you were an animal, what would you be?’ They are exponentially more interested in seeing if the candidate for a position understands the value that he or she brings to the employer when hired.”

Guinn notes that most applicants for commission-driven jobs instinctively understand that they can demonstrate competency and quantify value by discussing how they met quotas, exceeded sales objectives or searched out new clients. Candidates in other fields who are not accustomed to thinking this way may have more difficulty, but trying to do so may ultimately land them a job.

To come up with examples, it might help to examine your résumé and any performance reviews. What have you accomplished that sets you apart from others? How can those achievements be applied to this job? Is there a way to quantify or explain results in terms of time or money saved, output or improvement?

It can be especially effective to search for instances that would be noteworthy for the specific position or employer. For example, since Western Union is a global company, a candidate who highlights his international experience would grab the attention of Brabec and Hopkins. Examining the job ad for keywords can offer clues as to what might be most significant.

2.  More than a simple knowledge of the company

An acceptable candidate looks at the company’s Web site before heading to the interview. An irresistible one learns more.

“To stand out, you need to show that your research was a mile deep and not an inch deep like most candidates,” says Jim Langan, partner and manager of the investment and financial services division for Winter, Wyman – one of the largest staffing firms in the Northeast. “You need to go above and beyond in your efforts to show that you understand this company inside and out.”

Annual reports and financial statements can be of assistance. Likewise, check for any recent news events or press releases. Langan notes that these things also might be helpful to know about a company:

• Its motto or vision
• Its products and what makes them stand out in the market
• Its competitors
• Its stock price
• Its senior management and their history with the firm (Bonus points: If any of them have written a book or been quoted in a publication, see if you can mention that in the interview.)

3.  Enthusiasm

If you’ve taken the time to clearly demonstrate your worth and to do homework on the company, chances are you’re well on your way to becoming the final thing an employer can’t resist: an enthusiastic candidate.

How does enthusiasm shine through? “First and foremost, I believe, is the candidate’s interest in the interview itself,” Guinn says. ”It’s directly in proportion, I think, to how excited the candidate might be to be offered the job.” He notes that questions enthusiastic candidates ask are not only about the job they would be doing but also about the job in the future. “They ask the interviewer how they may expand positional responsibilities. They demonstrate interest in upward mobility. They want to know who has moved up and why the position they are being interviewed for is vacant. They also are interested in how they will fit in with the group to which they are assigned.”

Let a potential employer know that you have spent time learning about this particular job and reflecting on how you’d be the perfect person for it. Chances are your genuine excitement could be contagious. As Langan says, “Companies love to hire people who have passion and enthusiasm for a position rather than a candidate who sees this as just another job.”

Original article by Beth Braccio Hering, Special to CareerBuilder.

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10 simple tips for success:

1. If you build it, they can come.
Instead of simply posting your résumé on a Web site, take it one step further and design an easily-navigable Web site or online portfolio where recruiters can view your body of work, read about your goals and obtain contact information.

2. Check yourself to make sure you haven’t wrecked yourself.
Google yourself to see what comes up — and what potential employers will see if they do the same. If you don’t like what you find, it’s time to do damage control.

3. Narrow your options.
Many job boards offer filters to help users refine their search results more quickly.  You should have the option to narrow your job search by region, industry and duration, and, oftentimes, you can narrow it even more by keywords, company names, experience needed and salary.

4. Go directly to the source.
Instead of just applying for the posted job opening, one of the best strategies to finding a job is to first figure out where you want to work, target that company or industry and then contact the hiring manager. Also, many employers’ career pages invite visitors to fill out candidate profiles, describing their background, jobs of interest, salary requirements and other preferences.

5. Find your niche with industry Web sites.
Refine your search even more by visiting your industry’s national or regional Web site, where you can find jobs in your field that might not appear on a national job board.  More and more employers are advertising jobs on these sites in hopes of getting a bigger pool of qualified applicants.

6. Try online recruiters.
Recruiters will help match you with jobs that meet your specific skills and needs.  Not sure where to start?  Sites such as recruiterlink.com, onlinerecruitersdirectory.com, searchfirm.com and i-recruit.com provide links to online headhunters for job seekers.

7. Utilize video résumés.
Video résumés are just one more way to stand out to employers.  Intended as supplements to — not replacements for — traditional résumés, video résumés allow job seekers to showcase a little bit of their personalities and highlight one or two points of interest on their résumés.

8. Run queries.
You run searches on everything else, from your high school sweetheart to low-fat recipes, so why not jobs?  Enter a query that describes the exact kind of job you’re seeking and you may find more resources you wouldn’t find otherwise (but be prepared to do some sorting).

9. Utilize job alerts.
Most job boards have features that allow you to sign up to receive e-mail alerts about newly available jobs that match your chosen criteria.  Or go a step further and arrange an RSS (really simple syndication) feed from one of these job sites to appear on your customized Internet homepage or your PC’s news-reader software.

10. Get connected.
How many times have you been told that it’s not what you know, but who you know?  Thanks to the emergence of professional networking sites like LinkedIn.com, job seekers no longer have to rely on the old standby of exchanging business cards with strangers.  These sites are composed of millions of industry professionals and allow you to connect with people you know and the people they know and so forth. (A word of caution: When you sign up for online social networking sites, you are in a public domain.  Unless you are able to put a filter on some of your information, nothing is private, and it can be difficult to erase once it is posted.)

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The loonie fell 0.42 of a cent to 102.08 cents U.S. Analysts saw the jobs picture as a glass half empty.

CIBC economist Emanuella Enenajor characterized the news as “disappointing, but not alarming.”

“Although the magnitude and quality of job creation this month fell short of expectations, the three-month trend still suggests that the health of the jobs market is improving, with an average of 38,000 jobs created over that period.”

But Scotiabank’s Derek Holt noted the devil in the details.

Part-time employment accounted for all the gains and more, increasing by 38,900 during the month. The private sector shed 20,000 jobs, and the number of employees in Canada, as opposed to those self-employed, declined by 10,400.

As well, hours worked fell 0.25 per cent, which will detract for gross domestic product growth this quarter.

“It’s not that 15,000 is cause to turn up one’s nose … (but) the details are worse than the headline,” Holt noted. “This comes on the heels of yesterday’s sharp erosion in January’s real trade deficit that dings month GDP and will cause downward revisions to December’s GDP.”

He said the Bank of Canada will look on this as a dovish report and will see no urgency to start hiking interest rates soon.

More had been expected of the economy during the month, especially after the strong 69,200 gain in January and signs of strength in other economic indicators, including the gathering momentum in the U.S. that is normally a good indicator for Canada.

Instead, the economy put in the worst jobs performance in three months, with full-time employment falling by 23,800. The majority of the losses came in the business, building and other support services group.

Statistics Canada noted that of the 322,000 jobs created over the past 12 months, more have been part-time jobs than full-time.

Last week, the U.S. government reported the country added 222,000 private sector jobs, the first time in months the U.S. has outperformed Canada on employment gains.

The lacklustre report came as Finance Minister Jim Flaherty was to meet with private sector economists for the last time before the March 22 budget.

The analysts were expected to upgrade their earlier call for economic performance this year by about half-a-point from the 2.4 per cent January consensus, although the jobs data might persuade Flaherty to insert a prudence factor in the forecast, as he did last year.

However, the Royal Bank made clear it was not backing down from it’s for a 3.2 per cent advance and stayed firm on the chart-topping prediction with a new report Friday.

“In part, the economy’s sustained strength stems from our view that U.S. demand for Canadian exports will firm this year while import growth eases,” the RBC said.

“Key assumptions in this forecast are that the rebound in motor vehicle demand that is currently underway will continue and that demand for commodity-related products will remain robust.”

In February, employment gains were concentrated in the health care and social assistance group, which added 18,000 jobs, and accommodation and food services, which saw a pick-up of 15,000.

Meanwhile, the business, building and other support services category shed 35,000 jobs in February, while employment in public administration fell by 14,000.

Regionally, Alberta was the only province in Canada with a notable employment gain of about 14,000, while Ontario and Saskatchewan experienced small declines.

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12 Tips for the Accidental Manager

“Accidentally” becoming a manager happens more frequently than you think. And it’s easy to be unsuccessful in your new role if you don’t know what you’re doing.

“The biggest mistake you can make if you accidentally become a manager and know that you are quite clueless is to convince yourself that it doesn’t matter,” says Ann Latham who works for a large consulting firm. “Being smart and generally competent is no substitute for knowing what you are doing. The consequences of stumbling along could be extremely painful for you, your direct reports, your colleagues and the entire company.”

But figuring out exactly what you’re doing can be the most difficult part of the transition, says Carol Stewart, Ph.D., an adjunct professor of management at Southern Connecticut State University and Quinnipiac University.

“We have all worked for great managers and not-so-great managers. What was the primary difference between the two? The difference most likely had to do with how we were treated and/or respected,” says Dr. Stewart. “If a manager values our input, respects our opinions and understands the best way to meet the objective is to work collaboratively and freely — the chances of success are much higher.”

If you’ve recently found yourself in a management position with no prior experience, here are 12 tips to help guide your way:

1. Find a role model.

“Chances are, there’s someone in your workplace who you believe is a great people manager, even if you’ve never worked for him or her before,” says Darcy Eikenberg, president and chief creative officer of Coach Darcy, LLC. “Who do people go to with questions? Who do people gravitate toward? Find that role model and invite them for coffee or lunch. Pay attention to what they say and do — and what they don’t.”

2. Relax.

“Look at this new venture as an opportunity for growth. You may surprise yourself and those around you,” says Victoria Ashford, a life/leadership coach.

3. Figure out what “manager” means.

“If you don’t have a clear and admirable image of what it means to be a manager, get one,” says Latham. “It’s not just a title. It’s not about pushing paper and controlling people. You are going to make mistakes, so you might as well admit it up front and prepare yourself and others for the feedback loop that you will need to learn quickly on the job.”

4. Take advantage of the individual strengths of your team.

“Put them each in a position where they can be successful and in turn you will be successful. The job of a manager is not to do the work yourself, or to get people to do things your way,” says Don Current, of Current Financial Concepts, money-management blog. “Your job is to inspire your team to accomplish a given task. Don’t take credit for the accomplishments either. Always build up the team and the individual members for their successes. They will respect you for this and will work even harder to make you successful. Ultimately as a manager your success does not come from what you accomplish, it is based on what your team accomplishes.”

5. Bust the myth.

“Don’t buy into the ‘leaders are born and not made’ hoo-hah,” Ashford says. “While there are qualities and tendencies that some people inherit, now is the time to tell yourself that you can learn them — and will.”

6. Talk to your team.

“Honesty is often the best management tool there is. Share with your team that you want to be a good manager to them, and that you’re still learning,” Eikenberg says. “Given permission and a safe place to do so, where they know you won’t be offended or make them wrong, they’ll help teach you.”

7. Communicate effectively.

“You can do this by learning to ‘shut your trap’ and listen to those that report to you. You will be amazed on what you hear and the great ideas that they have if you are willing to put aside the fact that they report to you and listen to the great things they have to say,” says Patrick Madsen, Ph.D., director of programs and education, Career Services, Johns Hopkins Carey Business School. “By listening, you will also get a sense on what motivates them and what they need from a manager.”

8. Show them your heart.

“When people know that your intent is to do the best you can for everyone because you’ve said so, out loud, your team will help you know the right things to do when,” Eikenberg says. “Ask a lot of questions, especially, ‘What do you think?’ Say thank you every day. The old models of hard-nosed management don’t work anymore — being yourself does.”

9. Ask for training.

“Show your employer that you’re serious about being successful, ask them if you can attend some seminars and workshops,” Ashford says.

10. Learn to delegate.

“You need to let go of details and empower your staff to take care of the details,” says Kathryn Ullrich, author of “Getting to the Top: Strategies for Career Success.” “Since the accidental manager may be coming into the role from having done the detailed work, he or she is used to jumping in and doing the work to get it done. You are now managing, not doing.”

11. Devote your time to helping them achieve their career goals.

“Many times managers think their job is to make sure people are doing what they were hired to do. Change your thinking to be a manager that inspires people to do their job but also provide them opportunities for growth and reward,” Dr. Madsen says. “Take the time to explore what they want from their job and where they see themselves going in the next few years. Use this to your advantage to create new ways of tackling company issues or putting people into roles that would allow them to use their strengths to add value to the company.”

12. Head to the public library.

“You won’t learn everything overnight, but you’ll expose yourself to new vocabulary and new insights about management, and figure out that your new title or responsibility is really about leadership. Which, is all about your positive influence and impact,” Ashford says.

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Writers Bio: Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder

Economy generates 69,200 new jobs, but jobless rate up

While the jobless rate rose, it was actually a good sign: the rate jumped because 106,400 more Canadians returned to the job market. That’s about four times bigger a boost than most economists had expected and the largest since last April.

The agency says there are 327,000 more Canadians working since last January, and 467,000 more jobs since the downturn ended in July 2009. Canada can now say that all the jobs lost during the recession have been recovered — the only country in the G7 that can make that boast.

The new jobs gained in January were shared between private sector, public sector and the self-employed. The new jobs were also closely split between full-time and part-time: full-time employment rose by 31,100 in January, and part-time jobs rose by 38,000.

More women than men found work last month, and the majority came in the service sector. January’s gains were spread among six provinces, led by Ontario with an increase of 36,300, and Alberta, which picked up 21,600.

Here’s what happened provincially (previous month in brackets):

• Newfoundland 12.4 (14.0)
• Prince Edward Island 11.3 (11.8)
• Nova Scotia 9.5 (10.4)
• New Brunswick 9.1 (9.4)
• Quebec 7.9 (7.5)
• Ontario 8.1 (8.1)
• Manitoba 5.0 (5.2)
• Saskatchewan 5.4 (5.5)
• Alberta 5.9 (5.5)
• British Columbia 8.2 (7.6)

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“The perceptions don’t reflect the fact that things have been getting better for now a year and a half,” TD chief economist Craig Alexander told a gathering of the Economic Club of Canada in Toronto.

“There’s no question that the recession is over, so how do you actually reconcile the poll results with what the economic forecasters are talking about?”

Canadians list worries over the cost of living as one of their top concerns for the economy in 2011

Pessimistic Canadians

Economists declared the recession had ended in mid-2009 and had managed six quarters of economic growth and recovered all of the jobs lost during the recession. Still, Canadians don’t feel as optimistic.

The poll conducted by Pollara for the Economic Club of Canada suggests that 38 per cent of respondents believed that the Canadian economy would improve over the next year, compared with 54 per cent of those polled in December 2009. Also, some 20 per cent said the economy would worsen in 2011, compared with 14 per cent who felt that way one year ago.

Almost 30 per cent of respondents said the economy is in a state of moderate growth heading into 2011, compared with just 17 per cent last year. But concern over a severe recession occurring has dropped to 10 per cent from 17 per cent.

“Canadians were feeling overly bullish on economic recovery this time last year,” said Michael Marzolini, chairman of POLLARA. “But clearly, these lofty expectations in Canada and around the world have not yet been met, and Canadians are now more measured in their feelings about the economy.”

Cost of living

Among the major economic concerns of Canadians, 78 per cent cited the cost of living; 72 per cent noted the government deficit and national debt; 70 per cent listed having enough money to retire as their chief concern; 69 per cent said health-care costs were their No. 1 concern; 57 per cent responded with value of their investments; and 55 per cent marked their own family debt load as their top priority.

Despite lesser optimism, Canadians are much more confident about the domestic economy than prospects elsewhere. Some 42 per cent of Canadians feel the U.S. economy will actually worsen in 2011, compared with only 19 per cent who feel it will improve. On a larger scale, 43 per cent of Canadians feel the global economy will worsen in the next year, while only 20 per cent expect the global economy to improve.

“Canadians are reflecting, rightly, that the job market isn’t as good as it was when times were good and they say ‘we’re in recession’ because of that, where economists say ‘we’re in recovery’ because we’re not as bad as we were during the recession,” said CIBC chief economist Avery Shenfeld.

Canadians will get a first look at how the economy is faring when Statistics Canada issues its jobs report for December on Friday. Economists expect that the economy created another 20,000 jobs, on top of the 15,200 created during the previous month.

For individuals seeking jobs, I highly recommend volunteering

The problem that arises is when individuals start having paid opportunities; they no longer think that volunteer work is relevant to their professional selves. There seems to be a certain stigma in which volunteer work is not seen as important or relevant as work that is paid for by a “real” employer.

As an independent professional in the business world and a human resources consultant, I can say without a doubt that thinking in such a manner is counterproductive to both individuals seeking job opportunities as well as businesses looking to hire top quality employees.

Now, I don’t find myself using my résumé very often because I work for my own company. Nevertheless, I update it when I can and I can truly say that my current job history has more volunteer related work on it than work that has been paid for. This is because I truly value the volunteer opportunities I have been a part of and continue to be a part of.

We as a society that are seeking professional individuals need to move away from the idea the volunteerism does not provide any measurable job skills because this way of thinking is completely backwards and damaging. I am currently a non-paid Director for my local Chamber of Commerce and if that doesn’t speak to my professionalism through volunteering, than I don’t know what does.

For individuals seeking jobs, I highly recommend volunteering at an establishment that would provide you with complimentary experience to the field or career you would like to be in. There’s no telling when an opportunity could arise and you suddenly have the qualifications to rise to the occasion.

For business professionals and business owners, I would encourage volunteering in your communities as well as it can help to build your professional profile and make you better known. Volunteering is a great way to network and make contacts.

Tommy Courneyea is a professional development consultant with Courneyea Management Group. He tweets as @TommyCMG

Career Search & Job Opportunities

Job opportunities likely to increase during 2011 in certain sectors

“Seventy per cent of Canadian employers say they are in a better financial position today than they were one year ago,” said Brent Rasmussen, President of CareerBuilder North America. “Our survey results and an increase in job posting activity on CareerBuilder.ca point to continued, steady job growth in 2011.”

Customer service was the top functional area employers said they will be recruiting for in 2011 as they focus on expanding their customer base and share of customer wallet. Thirty-four per cent plan to add customer service positions in the New Year. The top 10 functional areas for recruitment include:

• Customer service – 34 per cent
• Information Technology – 33 per cent
• Technology – 30 per cent
• Administrative – 29 per cent
• Marketing – 28 per cent
• Sales – 24 per cent
• Research/Development – 21 per cent
• Engineering – 21 per cent
• Business/Development – 20 per cent
• HR – 10 per cent

Hiring in 2011

Full-time
Three-in-ten (32 per cent) employers plan to hire full-time, permanent employees in 2011, up from 29 per cent in 2010 and 18 per cent in 2009. Eleven per cent plan to decrease headcount, on par with 9 per cent in 2010 and lower than 16 per cent in 2009. Nearly half (49 per cent) per cent anticipate no change in their staff levels while 9 per cent are unsure.

Part-time
Twenty per cent of employers expect to hire part-time employees in the next 12 months, up from 18 per cent in 2010 and 13 per cent in 2009. Seven per cent plan to decrease part-time help, an improvement from 9 per cent in 2010 and 16 per cent in 2009. Fifty-eight per cent anticipate no change in their staff levels while 16 per cent are unsure.

Contract/Temporary
Companies will be relying on interim solutions to help shoulder growing workloads. Half of hiring managers (51 per cent) reported they will hire contract or temporary workers to supplement leaner staffs in 2011. Of those hiring contract or temporary workers, 12 per cent expect to add more than last year. Forty-two per cent of employers expect to extend job offers for permanent placement in their companies to contract or temporary staff.

Compensation
Fifty-seven per cent of employers are concerned that their best talent will leave their organizations once the economy improves. Compensation will be one of the incentives used to retain talent, as nearly eight-in-ten employers (77 per cent) said they will increase compensation for their existing staff in 2011. While most employers estimate the average raise will be 3 per cent or less, one-in-ten (9 per cent) expect the average increase will be five per cent or more.

Forty-six per cent will provide higher initial job offers to job candidates. While most increases will likely fall within the same 1 per cent to 3 per cent range, 9 per cent of employers expect to up initial job offers by 5 per cent or more.

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Unfortunately, in real life, nobody’s perfect — not even you, Mr. Boss Man. In fact, many bosses assume they’re doing a good job at managing their employees when the opposite is the reality.

In reality, being a good boss isn't as easy as it sounds

“Such situations occur frequently, quite simply because the boss does not have accurate feedback,” says Sandra Naiman, author of “The High Achiever’s Secret Codebook: The Unwritten Rules for Success at Work.” “Often employees don’t tell him or her what they really think.”

In reality, being a good boss isn’t as easy as it sounds. Just because you’re “the boss” doesn’t mean that you can tell people what to do and they’ll do it, Naiman reminds. And even if they do, that doesn’t make you a good boss.

“The role is really one of supporting and motivating people to do a good job. This means you have to understand what motivates people, be constantly available to them, be a role model, and adjust your style to suit each individual direct report,” she says.

So, do you want to know if you’ve got what it takes to be a great boss? Here are 12 things that make up a good boss, according to Naiman and Vicki Salemi, author of “Big Career in the Big City.”

1. Ask employees how you can best support them in doing their job. “This ensures that you are doing your best job to help your employees do theirs,” Naiman says.

2. Make sure that each employee has all the information, resources and support he or she needs to do their job. “It also demonstrates that you see yourself as [being] there to support them,” Naiman adds.

3. Give continuous feedback, both positive and constructive. “This helps the employee develop [professionally] and avoids surprises during performance reviews,” Naiman says.

4. Provide opportunities for professional growth. “This lets employees know that you are in their corner,” Naiman says.

5. Don’t let employees know of your own job concerns, challenges or problems in your personal life. “This prevents employees from feeling that they have to take care of their boss,” Naiman says. “A good boss is perceived as competent and there to support his or her employees.”

6. Create trust. “A good boss is a trusted boss. So, keep promises, follow through on commitments [and] never betray a confidence or talk about others in the organization, except in a favourable way,” Naiman says.

7. Show compassion. “Treat employees like they’re people. Not employees, but people. If one of your direct reports had a death in the family or even a bad day, be human and compassionate,” Salemi says.

8. Listen. “One of the best traits of a boss is someone who not only goes to the wall for their employees but who also listens to them,” Salemi says. “Sometimes team members just need to vent and get things off their chest. A good boss will listen.”

9. Give frequent feedback. “Instead of waiting until an annual performance review to give feedback — good or bad — a sign of an excellent boss is pro-active behaviour,” Salemi says. “A fantastic boss will get the most out of his or her employees. Giving positive feedback and acknowledging a job well done often results in more good work.”

10. Understand your employees’ jobs. When you don’t completely understand what your employees do or how they do it, it’s more difficult to help them navigate their job if they need more resources, Salemi says. “Plus, a good boss should go to bat for his or her employees. If they don’t understand the magnitude of their direct reports’ job responsibilities this may be harder to do or convince the higher-ups of their worth.”

11. Live and breathe by the company rules. If you show up late, take long lunches or are MIA during pockets throughout the day, people notice, Salemi reminds. “Rules aren’t just for direct reports to abide by. A good boss will know that their behaviour is to be emulated,” she says. “If the rules don’t apply to them, who should they apply to? A true leader takes this very seriously.”

12. Acknowledge your employees’ work. “Recognize their performance! Even as employees go through busy season or may be inundated with job sharing in this economy, a good manager will keep them motivated by putting wind in their sails and more importantly, keep turnover low,” Salemi says. “If you have a good boss, you’re golden, you won’t want to leave. When you know your boss is ‘on your side,’ it makes a difference in your productivity, morale and overall workplace happiness.”

Writers Bio: Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder

Yet despite legacy-preferences having raised the eyebrows of sceptics pretty much since the idea’s inception, many universities still use family-alumni status as a deciding factor when assessing applicants.

Unfortunately, though, this type of family-and-friend favouritism doesn’t stop in college. Though there is no officially sanctioned system for nepotism in the workplace like there is in the higher-ed admissions process, it doesn’t seem to make it any less common.

Think about pop culture or politics, for example. Nepotism — which literally means “favouritism based on kinship,” according to Merriam-Webster — can be widely found in both.

Take Tori Spelling. Though she made a pretty convincing “Donna” in the nineties-series “90210,” it’s no secret that her dad, Aaron Spelling, was the show’s producer and a big influence on Tori’s role on the series. In U.S. politics, there’s the Kennedy family. During his time as President of the United States, John F. Kennedy appointed his brother as U.S. Attorney General. It all just makes you wonder if, despite any talent, these privileged relatives got to where they are because of their family ties.

At first glance, these advantages may not seem fair to the rest of us, who are expected to achieve success through mere merit. But when you think about it, isn’t nepotism kind of the same thing as asking a friend to pass your résumé on to her HR department, or landing an internship through a neighbour?

Are you well connected?

Yes and no. According to the experts, while there is certainly some overlap between nepotism and networking — both of which use connections to help get ahead — there is also a distinct difference between the two.

“There is indeed a difference between nepotism and networking,” says Nancy Irwin, a doctor of clinical psychology who has worked with Hollywood creative artists. “With the former, you are given an opportunity [or] work. With the latter, you create it and build it yourself. [Networking] is healthier psychologically for all parties concerned, because it is built on worth, not a favour.”

Lynne Sarikas, director of career services at Northeastern University’s Graduate School of Business Administration, agrees with Dr. Irwin’s conclusions. “Networking is not taking the easy way out; it is work, it takes time and the process needs to be managed but it is the single most effective tool in the job search arsenal.  While you will likely start your networking with family and friends, it should quickly expand to alumni connections, LinkedIn connections, former colleagues, etc. Nepotism is an attempt to shortcut the job search process and it often backfires,” she says.

Why? Because with nepotism, a candidate’s qualifications — beyond being a relative of a current employee — often aren’t considered, which can lead to a company hiring an unfit candidate. “Someone getting a job that they are not qualified for simply because of who they know is nepotism in my book,” Sarikas says.

John Boyd, founder of online networking portal Meetingwave.com, also feels that nepotism without merit ultimately causes resentment and harm within a business. “When a son or daughter is anointed with an elevated position despite a lack of talent, it seeds resentment among other workers and [causes] other disruptions. There’s a strong sense of unfairness and lack of a level playing field. If the person is unsuitable, the business is hurt,” he says.

Though nepotism is often a poor hiring practice for a company or industry, Boyd does still feel there is a place for it in the working world —  so long as the beneficiary is qualified for the job. “Often the offspring don’t fall far from the tree. So a great actor often has kids that are talented, etc. Jeff Bridges is a great actor — despite any benefit he might have received from being the son of Lloyd Bridges — and his brother Beau is pretty good as well. I guess it’s in their genes,” he says.

While nepotism — at least without merit — seems unfair to those of us who don’t have relatives in high places, Dr. Irwin believes that we may be better off in the long run without family favours, since it forces us to create our own networks. “Networking for oneself builds self-sufficiency and confidence. Those really can’t grow when it’s given to you by a family member,” she says.

Writers Bio: Kaitlin Madden is a writer and blogger for CareerBuilder one of our partners and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

For the last many years, we have moved out of a society where your word was good enough to guarantee you a top job. The skepticism of employers has led to the need for employment candidates to prove just how good they are in the work setting. But this can play to your advantage while in a job interview.

Imagine you are in an interview with a potential employer and they ask why you think you would be an ideal candidate for the position. The typical answer is to say that you are an excellent communicator with great teamwork skills and proven leadership capabilities…..I don’t buy it. This is an example of something I hear all the time when I assist companies with their hiring process and while it may work and sound good to the average employer, it doesn’t cut it for those of us who actually know how to conduct a proper job interview which is focused on measurable results.

Consider phrasing your answer to the question in three parts; situation, action, result. Start the answer by examining and explaining a situation you have been in where your work qualities came into good use. Then explain the action that you took in this situation. What this does is prove your critical thinking and action skills before you have even answered the question fully. Finally, to hit the home run on the question, provide a measurable result that the employer will be able to actually see and relate to.

In considering this three part answer, see how the following question can be answered more thoroughly and effectively.

Question: Why would you be an ideal candidate for this position?

Bad Answer

I believe I would be an ideal candidate for this position because of my excellent communication skills and my proven ability to think critically in tough situations. I am also able to work collaboratively in teams as well as display necessary leadership qualities when needed by my employer.

*Although this seems like an excellent answer, it’s just a generic answer loaded with buzz words and jargon. The intent here is to sound smarter than you actually are.*

Good Answer

I believe I would be an excellent candidate for this position because I demonstrate knowledge, skills and abilities which are central to your organizational goals and objectives. In previous experiences, I have been placed in charge of assembling proposal meetings that included some of my last employer’s biggest corporate clients. I took the initiative to contact each of these clients and set meeting dates to which they would hear from us about new business we were undertaking as well as the benefits and advantages they could gain from us versus our competitors. In the end, we had successfully booked 8 out of the 10 clients in the end for large projects which added an additional $3.7 million in revenue for my employer.

*This answer is great because it has a very specific response that avoids dancing around the question. It provides a specific situation, the action that was taken and the ultimate result that was achieved.*

You can see the dramatic differences in quality between these two answers. Even though the first one sounds great and is well worded, you can be sure that I would fail the person who gave it because it doesn’t tell me anything of value. Anybody can say they have great skills, but it takes someone special to apply those skills and form positive results.

Tommy Courneyea is a professional development consultant with Courneyea Management Group. He tweets as @TommyCMG

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While part-time work rose by 26,700, there were 11,500 fewer full-time workers in November. Analysts were expecting between 15,000 and 20,000 jobs to be created.

“While the headline drop in the unemployment rate is a nice gift, the details beneath that shiny surface are a little less generous,” said BMO analyst Doug Porter.

“The overall gain in jobs is middle of the road, but the drop in full-time, private sector employment suggests that the economy is struggling to find work now that the recession’s job losses have been recouped.”

Over the past year, part-time employment has grown by four per cent, or 127,000 jobs, a faster pace than the 1.4 per cent growth in full-time positions, or 192,000 full-time jobs.

Since November 2009, employment has risen by 318,000, or 1.9 per cent. But the agency also said there was a notable decline in the number of youths in the labour market. Statistics Canada said that the November decline in unemployment is almost all due to 43,600 Canadians, mostly young people, leaving the labour market.

While employment among youths was largely unchanged in the month, there were fewer youths looking for work. As a result, the unemployment rate in that category fell 1.4 percentage points to 13.6 per cent. Since June, the youth participation rate has declined 2.1 percentage points, to 63.2 per cent in November, the lowest since August 1999.

Statistics Canada said November’s employment gains in health care and social assistance, retail and wholesale trade, and accommodation and food services were mostly offset by declines in manufacturing as well as in finance, insurance, real estate and leasing.

Only three of 10 provinces saw job gains last month, with Ontario leading the way with some 31,200 new jobs, cutting its jobless rate to 8.2 per cent. Saskatchewan and British Columbia were the only others with job gains, with B.C.’s unemployment rate down to 6.9 per cent.

Quebec was the biggest loser on the month with a loss of 14,100 jobs, but its jobless rate eased to 7.9 per cent.

“For better or worse, the monthly headline job creation figure rarely does justice to the actual state of the Canadian labour market, and November was no exception,” said Pascal Gauthier, senior economist at TD Economics.

“One thing the headline figure reflected accurately, however, is the slow-motion state of job creation.”

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