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I hate to be the bearer of bad news, especially for so many young workers who will probably never own a landline phone, but for the sake of their career development, I’ll wear the mantle…

Cell phones and job searches are often a bad combination.

I know, I know. They are convenient. They are always with you. You can call an employer right back. They make you accessible. You no longer need to worry about one of your kids taking the call or your spouse forgetting to give you a message. They make you look hip. Your whole life is on your smartphone. You don’t even remember how to use a landline, for goodness sake!

Although it is true that cell phones have made life more convenient in many ways, they also have helped usher in an era of unprofessionalism that is hurting most job seekers (and they don’t even seem to know it).

I was at the gym the other day, getting ready to take a cycling class, when a woman came in to pick out her bike, all the while speaking on the phone to someone (who she later announced to the woman next to her was a recruiter) about her resume and the kind of job she wanted. How professional does this person sound to you? She didn’t even hang up until the instructor came in and turned on a very loud hip-hop song! At which time, she proceeded to shout, “I’LL HAVE TO CALL YOU BACK LATER. MY CLASS IS STARTING.”

I recognize that many people make concessions for cell phones, but overall, they don’t help job seekers look their best. For one, we seem to lose all common sense and reason when it comes to knowing where and when to take professional calls.

In case you still need convincing, here are the top 3 reasons cell phones can hurt your job search:

1. Phone quality is often poor. We all know the “can you hear me now?” cell phone commercials. They are popular for a reason. Although cell phones have come a long way in terms of quality, by and large, they are still a poor substitute for a landline.

Within the sales industry, representatives often make cold calls from a landline because they recognize that the phone quality is better and they don’t want to risk losing a prospect because of poor phone service. It is a lot of work and preparation to get an employer to contact you. So why would you want to risk it for poor phone quality?

2. Employers don’t want to talk to you while you’re in the grocery store. For some reason, we seem to believe nowadays that phone conversations are appropriate anywhere and everywhere. We don’t often think about what it is like for those on the other end, who can hear all the strange background noise and are straining to make out what you’re saying.

3. Professionals want to speak with other professionals. When you have a conversation with a potential employer, you always want to put your best foot forward. That is difficult to do when you are answering your phone on the go, be it at your current job, at your kid’s soccer game, or in the middle of a parking lot.

So the basic moral of this story is simple: If you have to, take a message and then get yourself to the nearest landline before calling the potential employer (or recruiter) back.

And, please, whatever, you do, don’t show up for cycling class shouting into the phone at your recruiter!

My company is called No Stone Unturned, and I am an MBA and certified professional r?sum? writer (CPRW). I have been a career consultant since 2002 with an additional 8 years of corporate hiring experience. You can check out my website that offers tools such as the No Nonsense Job Search Strategy guide and other Job Search Tips.

With the cost of healthcare increasing each year, I hear more and more job seekers placing medical benefits among the top—if not the number 1—considerations of their job search. There is so much fear in the US today, much fueled by media and politicians, when it comes to healthcare and employer-provided benefits.

An Historical Perspective of Employer-Provided Healthcare

When FDR elected not to socialize healthcare along with many other functions during the Great Depression, he instead incorporated a corporate tax benefit to employers providing healthcare plans to their associates during World War II. As a result, companies found a way to attract and retain high-quality candidates while reducing their tax exposure. This model grew strongly through the 1990’s. After the turn of the century, healthcare costs began to spike dramatically, leading employers to subsidize a smaller and smaller percentage of the cost.

Employer-Provided Healthcare Plans Today

So today, most Americans have some form of employer-provided health benefits. However, unless you are a member of a strong union, you likely do not have dental care or vision care included. Your co-pay amount has risen considerably and the amount you pay for prescriptions has increased too. All the talk of increased costs combined with the reality of a larger chunk of change from your wallet everytime you go to the doctor—or, more appropriately, even when you don’t make use of your insurance—has made medical coverage a big deal today.

Other Alternatives

Behold! Do not fear! There are viable alternatives to employer-provided healthcare on the market today. For example, you can obtain a high-deductible plan with a health savings account (which allow you to set money aside each year—without taking it away at the end of the year like a flexible spending health account—that is tax deductible and whose interest earned is tax free) for considerably less than a plan that is comparable to what employers offer. In fact, in many cases, these plans will save you money every year. And the worst-case scenarios may only require an additional 10-20% outlay than would have been required by an employer-provided plan. And remember, often times, employer-provided plans do not cover you fully. This simply means that you may be responsible for 10% of the costs related to a major medical issue, with no ceiling. High-deductible plans have a maximum per person and per family that can be paid in a single calendar year. So these plans can actually work out much cheaper in the worst-case scenarios as well!

Prioritizing My Job Search

So what does this mean for the job seeker? Do not prioritize an issue like medical benefits simply out of fear. Do some research and get the facts. You need to focus on your strengths and desires when it comes to your new job. Yes, it’s great that the coffee chain down the street offers excellent medical benefits for anyone working more than 20 hours per week. But is that really what you want to do. So what if a prospective employer doesn’t have great options or doesn’t even offer coverage at all. You can contact an insurance company to acquire medical coverage of your own. The great part is that you can choose a plan that works for you and your family. Don’t be afraid! Go for it!

My company is called No Stone Unturned, and I am an MBA and certified professional r?sum? writer (CPRW). I have been a career consultant since 2002 with an additional 8 years of corporate hiring experience. You can check out my website that offers tools such as the No Nonsense Job Search Strategy guide and other Job Search Tips.

Having a job in a cleanroom does not mean you worked hard to clean your room at home. A cleanroom is an environment that is set up to be free from dirt, germs, and other contaminants. A variety of industries use these facilities to manufacture and assemble items that must be produced in a specific and precise manner.

Types of Jobs in the Clean Room

Large computer manufacturers use cleanrooms to manufacture semiconductors. These are silicon chips and discs that are paired with electronics and placed in many types of computers and machines.

The jobs that are available in a computer electronics firms vary from lower skilled jobs all the way up to engineers. Low skilled jobs usually involve some type of on the job training. Employees are required to wear protective gear over their clothes and feet to avoid contamination of the area.

Most jobs listed on the internet are for manufacturing assembly in cleanrooms. The industries vary. Some list a need for workers in a medical technology manufacturing company. The only requirements are the ability to work various hours, a college diploma, and freedom from a criminal history. These jobs may involve using microscopes to assemble tiny electronic parts. The job typically requires the employee to work in a cleanroom inspecting the materials throughout the manufacturing process. Data is collected to ensure machines and the processes are running smoothly. Employees will also set up and take down equipment needed for the manufacturing process.

Other duties in assembly plants include setting up equipment, checking supplies, and watching schedules. One job frequently listed on the internet is the assembler/inspector. This job requires pre-inspection of circuit boards and packages before they enter the cleanroom environment. Once the product comes out of the cleanroom, the employee performs tests on the equipment and labels it for use. Inside the cleanroom, an assembler puts together electronic assemblies and cleans and inspects the equipment at each stage of the manufacturing cleanroom process.

Despite the fact that these jobs are usually entry level, they require a high level of skills in handling detail work and working with skilled tools. Employees are expected to be self motivated and have the ability to work both with teams and without supervision. Self starters are more likely to be eligible for promotions.

Supervisory roles are available in cleanroom environments. These jobs involve managing employees and processes. The workload for a supervisor depends on the company they work with. Large companies require team level supervision of subordinate employees and making sure that the processes and equipment run smoothly. Leads may be given the responsibility of hiring and scheduling employees if they work for a small company.

Before undertaking a job in a cleanroom, people need to know that the work is strenuous. You have to stand on your feet for long periods of time. Make sure that you are able to work in these environments before you apply for a job working in a cleanroom.

Jason Kay recommends searching for cleanroom jobs at CleanroomJobs.net.

A lot of material has been published both in print and posted online that has caused older job seekers, especially those Baby Boomers in their 50s and 60s, to be afraid that they are no longer marketable. As a career coach and resume writer, I am finding that even some candidates in their early-to-mid 40s are now concerned about their age when conducting a job search.

Do Companies Really Discriminate Based on Age?

The answer, for the most part, is a resounding NO! Most companies do not discriminate against older workers. In fact, in today’s business climate, where organizations have serious concerns about the strength, work ethic, and dedication of the younger generations, it doesn’t serve corporations to do so and workers with more experience are becoming more highly valued.

The Truth Is in the Numbers

First of all, it is a simple fact that Baby Boomers by far outnumber their children’s generation. So basic math tells us that employers cannot afford to be that picky. The whole job market simply cannot be 25 to 40 years of age!

Second, I’m not sure I’ve met many senior managers, supervisors, and advanced-level professionals who are 25 years old. Furthermore, it isn’t like all hiring managers are less than 30 years of age. Many of them are also Baby Boomers or just about. It is a hard sell to suggest they are discriminating against people their own age.

Third, I have yet to hear employers say that they don’t value experience. You simply can’t have much experience at 25, no matter how great you are.

The Real Issue

It seems to me that what many people tag as age discrimination against older candidates during the job search has more to do with the attitudes possessed by that worker. Remember, most older candidates simply have more work history than those job seekers right out of college. With that experience comes the baggage of having been laid off, downsized, rightsized, outsourced, or just simply having had a bad boss.

The Bitter Root

That baggage usually manifests itself as bitterness during an interview. Any trained interview professional will easily key in on underlying bitterness a candidate possesses, even if the job seeker is unaware of its existence. Think about it, whom would you rather hire, candidates that are bitter about their previous work history, knowing that they will likely drag that with them into their new role, or candidates fresh out of college that are enthused, excited, and energetic about the opportunity at hand?

That’s not age discrimination, that’s just simple common sense. Employers don’t want someone who looks run down, tired out, and weary, and is still angry about that old boss in 1982! Employers want to hire people with good attitudes and a good outlook on work and life, people who are up-to-date on their skills and eager to take on a new challenge, who leverage the great experience they have earned (especially from the bad situations) to build a win-win environment.

So Age Discrimination Is a Myth?

No, unfortunately, cases of it have and do occur. Blue collar, manufacturing, entry-level administration…those are areas where it can occur the most. And, thankfully, there are processes in place for when they do. But even in many of those cases, the tricky question is whether someone is being discriminated because of their age or they are being replaced because of having out-of-date skills.

In this day and age, there really is no longer any excuse for not knowing basic computer functions. There are just too many resources out there, many of them relatively inexpensive, that can help you.

The Last Word

No matter how you look at it, in no way, shape, or form is age discrimination occurring at such a level to cause an entire generation of workers to feel they need to hide their experience on resumes or to feel trapped in positions because they won’t be able to find another company to take them.

I really feel like now is a great time for Baby Boomers to be out there. They just need to take that knowledge and combine it with an eagerness to still learn new things and to bring to the table the standard of professionalism that is often sorely lacking in today’s corporations.

My company is called No Stone Unturned, and I am an MBA and certified professional r?sum? writer (CPRW). I have been in the career consulting business since 2002 with an additional 8 years of corporate hiring experience. You can check out my website that offers tools such as the No Nonsense Job Search Strategy guide and other Job Search Tips.

Many job seekers have a tendency to start their job search with the “Ready, Fire, Aim” approach. There are numerous reasons, which include things like just being let go from a current job, the desire to get out of the present employment quickly, or simply a lack of understanding or focus.

Drawbacks of the Ready-Fire-Aim Approach

Although it is good that a job seeker is excited, energetic, and enthusiastic about launching their job search, doing so before being fully prepared is a mistake. Without clearly defining what it is you are looking for, how can you effectively go after it? Here are some of the consequences of this approach:

It is difficult to prepare a winning resume when you cannot define where you are headed. Even a professional resume writer will struggle, and the document will lose some effectiveness, because the content is not geared in a specific manner.

You will spend a lot time reviewing postings and submitting documentation for opportunities that do not really mesh with what you want.

You can quickly become discouraged, as you may find that the recruiters or companies contacting you are doing so for positions that are not a proper fit.

How to Aim Before You Fire

One of the best things you can do before you launch your job search and before you put together a resume is to take a step back. Take some time to really assess where it is you want to be with your career. This includes the type of position, the type of company, the industry you want to be in, and the geographic market you prefer. You need a clear understanding of your willingness to travel, commute, relocate, etc. Please understand, the process could take a few hours for some, but it could also take several days or weeks for those who do not really know what they want.

Once you know where you want to go, it will make it much easier to prepare a targeted resume and for you to conduct a focused job search.

I know, I know, it all makes sense, but you need a new job…like yesterday, right?

I hear you loud and clear, but my advice is still the same. What good is there in paying for and sending out an ineffective resume? What purpose does it serve to spend hours scanning the Internet listings for jobs when you lack any direction? Do you honestly think you will do well on the interview?

Listen, I know you are in a hurry, but take the time upfront to get it right. In the end, it will save you hours of wasted time, money, and energy.

I don’t know about you, but I don’t have those kind of resources in mass quantity. I need to invest them carefully. And wise people invest in wise council because they know they can’t be an expert at everything.

If you aren’t sure how to develop your target, find someone who can help you. I understand that funds might be tight, but this is your livelihood we are talking about. Scrimp elsewhere if you have to. You need to get this right.

My company is called No Stone Unturned, and I am an MBA and certified professional r?sum? writer (CPRW). I have been in the career consulting business since 2002 with an additional 8 years of corporate hiring experience. You can check out my website that offers tools such as the No Nonsense Job Search Strategy guide and other Job Search Tips.

The voices that echo around the recruitment industry provide mixed subjectivity when asked about the future of online recruitment. The birth of Internet recruitment sites at the turn of the millennium generated significant debate and one question rose loud and clear from the rest: Is the Internet fundamentally changing the relationship between the client and recruitment agency?

Like many industries in early 2000, recruitment was adjusting itself for a new digital era. Commentators envisaged Internet recruitment would, in essence, eliminate the middle man; the industry would suffer from ‘disintermediation’ as it was rather awkwardly labelled.

By the time 2002 had arrived, the same people were forecasting that online and traditional procedures could co-habit the same space. In 2003, this confident and audacious prediction proved to be incorrect and the Internet had changed the way candidates not only searched for jobs, but applied for them. Businesses were also realising that this was a useful medium and began to advertise internal vacancies online and receive online applications. Arguably, online recruitment (or ‘job surfing’) is now as popular as internet shopping and e-banking.

“The question of control remains at the forefront”, says Jeremy Caplan, European Marketing Director for Monster.com. “HR directors want to be able to track all the candidates coming through different jobsites and screen them as they would if receiving paper applications. Increasingly sophisticated software – improving all the time - can now meet those tailored needs.”

David Taylor, e-entrepreneur, writer and broadcaster disagrees: “The Internet has singularly failed to deliver the potential it promised. The medium will only have arrived when we cease to talk about the Internet and start talking about what we are doing on it. Transactions are now faster and the Internet has increased the reach of those using it, but the landscape still looks the same. The internet is very much part of our lives, particularly online job hunting, but it has not replaced any other medium – it is just another ‘dial tone’”.

And, the Internet has certainly not eliminated recruitment agencies as predicted. Far from original conjectures, only those who either invested too much money or none at all into the Internet – at the expense of their core services – have plunged into recruitment oblivion.

“Recruiters still suffer image problems”, Taylor continues. “They are perceived as the estate agents of business. Post September 11th saw a global shift in how recruitment agencies, and a multitude of other industries, embraced their existing relationships with both client and candidate. Recruitment companies need ethical foundations to promote their values and align with this high demand.”

Witan Jardine are a specialist recruitment agency, covering finance, banking and marketing disciplines, with offices in London, Australia, Singapore and Hong Kong. With over 29 years’ industry experience, they have not only seen, but conquered the expectations surrounding the future of online recruitment.

“Online recruitment has contributed positively to the recruitment process”, says James Callard, Marketing Manager at Witan Jardine. “It has enabled recruiters to access a wider pool of talent more quickly and forced recruitment consultancy’s to improve the quality of their recruitment services to both clients and candidates alike, in order to meet the demands of finding the right person for the job. The human element is still very much key in this process.”

So, possibly personality, not technology, is victorious. Emotion must be put back into the emotive process of recruitment. Undeniably, the Internet can be personalised to meet individual needs, but it can’t compensate communication between candidate and company. Communication drives every business and without this engine, the motor in any organisation would simple break down. The Internet is here to stay, but it still has a long way to go in order to compete with good old fashioned face-to-face communication.

Matthew Crick is writing for Witan Jardine, a specialist London recruitment agency offering specialist London jobs to professional and experienced candidates. They have experienced consultants who are constantly sourcing the latest job vacancies in London to help you find the perfect role. They have jobs in London covering niche sectors such as accounting, tax, operations & middle office, marketing & sales and risk.

In today’s competitive marketplace, you will find some resume writing firms offering guarantees for the products they deliver. How do these guarantees work, you ask? They typically commit the resume company to reworking the product if the client has not earned an interview in a certain amount of time, say 30 or 45 days.

OK. Sounds nice, right?

But are you guaranteed a better resume as a result? Not necessarily. And this may have absolutely nothing to do with the level of expertise the writer holds or the quality of the document they produced.

Is it a bad thing?

Resume guarantees have some pros and some cons. For example, on the pro side, they tend to build the confidence the job seeker may have in the resume writer. Resume guarantees can also be a strong marketing tool to drive customers to a particular firm. However, many resume writers that also provide services to help job seekers in their job search refuse to offer a guarantee. They do so for several reasons; but the main reason is that the number of days in the guarantee sets a false expectation with the job seeker regarding how fast they should be able to get a job.

Just a Tool

Remember, the resume is just a tool. If a writer prepares a great resume for a job seeker, who then simply posts it on one site and waits for something to happen, how does this gauge the resume’s quality? It really doesn’t! With a guarantee, this particular job seeker will then be calling the resume writer after a few weeks to complain that they have not had any activity, they are disappointed, and that they want the resume revised.

If this job seeker sounds like you, watch out! You may very well be asking the resume writer to make unnecessary changes to well-written document, all because you did not have the proper expectations going into the process.

Look, there is no hard-and-fast rule when preparing a resume. It really is more art than science. It really does depend on the type of position you are pursuing, the depth and breadth of experience you have, the quality of accomplishments, and many other facets. Therefore, the results cannot be quantified into number of days = a certain amount of success.

Your focus instead should be on finding a quality writer and not on the cheap thrill. Did your writer capture your career progression and accomplishments well? Do you have a clear target? Can you back up everything stated on the resume?

If the answer is “yes,” then the resume, along with your top-notch job search strategy, should do what it is intended to do: secure you interviews.

For those of you who have come across my articles before, by now, you will see that I seem to have a mantra…”proper expectation…proper expectations…” That’s because so much comes down to that. Everyone thinks they have the answer, that they are the exception, that if they just buy this book or that system, but it all really comes down to common-sense principles leveraged with a keen understanding of your market, which all lead to, yep, you guessed it, proper expectations!

My company is called No Stone Unturned, and I am an MBA and certified professional r?sum? writer (CPRW). I have been in the career consulting business since 2002 with an additional 8 years of corporate hiring experience. You can check out my website that offers tools such as the No Nonsense Job Search Strategy guide and other Job Search Tips.

Have you ever reached that point during a job search when you start to think that you must be missing out on something…that someone, somewhere, must have the answer for your troubles?

I mean, if you could just unlock the secret…find the holy grail…swallow the miracle pill, do the happy dance…whatever, the phone would start ringing, the offers would flow in, and you would have the career you have always dreamed of.

If you look hard enough (actually, I don’t think you even need to look that hard), you will definitely find someone willing to sell it to you…they have the answer, that secret two-page document that will make you excel at every job interview, that full-proof approach that has you bypassing the resume entirely, or that high-level coaching course that unlocks the mystery to attaining career magic.

As a career coach, I always love these offers because I, too, would like to know what the right formula is so that I could bottle it and pass it along to all the job seekers who ask me, “Why is this so frustrating? Why is it taking so long?” I would give anything just to say, “Here, swallow this miracle job hunting pill, and it will all be over.”

When you take a good look at many of these approaches, what you often find is that they come back to the same old advice just repackaged with a shiny new bow.

The secret two-page job interview secret is that you should show up knowing as much about the company as possible and wow the hiring manager with your ability to talk the company’s language and step right into the position.

The full-proof, resume-free approach is really just another take on networking. If you network well, you may not even need a resume, “they” say. Just hand out a bio or something.

The high-level coaching course is nothing more than instruction on how to navigate your job search (and your career) through a sales life cycle.

So at the end of the day are these services offering bad advice? Not necessarily. In all of them is an element of truth. Even more importantly, however, none of their concepts are all that new!

Remembering that a job interview is more about fitting in and looking the part than about answering all the questions correctly is good advice. Using networking as the backbone of your job search is also good advice (although I contend that at some point someone is going to want to see a resume, not just a bio). And taking a sales perspective to your job search and career is good advice too.

But, again, these are not new ideas, and they certainly are not the answer to all your prayers.

What job seekers really need is to keep their feet on the ground, apply common-sense principles, and establish the proper expectations. To help them accomplish that, they should really invest in job search coaching services.

Why? Because unless you are on a perpetual job search (meaning that searching for a job is what you do for a living), you do not stay up-to-date on the latest opportunities, techniques, and job market trends. Your job search strategy from 2, 5, and definitely 10 years ago is not the job search strategy you should be applying today.

Furthermore, frankly, a job search is an emotional process, no matter what the reason. You are putting a product out there on the market to sell, and that product is “you”. There is no way you can look at yourself objectively. And I hate to tell you this, but your colleagues, significant other, friends, family, and so on, they don’t look at you objectively either.

So you need someone who can give it to you straight.

The recruiter can’t, because he or she is just trying to fill certain positions to make a commission. The recruiter can only evaluate you in light of those positions. And the resume writer’s focus is really on the resume and how it matches up with the competition.

That’s where the job search coach comes in. That’s the person you need when the going gets rough and you get stuck.

Why isn’t the phone ringing? How do you decide between two different offers? What’s the best way to bring up that sensitive topic to your new potential employer? How do you weigh the advice the recruiter is giving you?

A wise person seeks wise counsel. He or she doesn’t try to find it in a miracle pill or top secret document. So don’t be fooled by the shiny new bow. Invest those valuable resources where it can help you the most!

My name is Stephen Van Vreede. My company is called No Stone Unturned, and I have been in the career consulting business since 2002 with 8 years of hiring experience prior to that. You can check out my website that offers tools such as the No Nonsense Job Search Strategy guide and other Job Search Tips.

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Say you are reckoning out for a SAP job, it is critical that you recognise a few fundamental things on it before you turn up for the interview. The starting primary thing that an interviewer would inquire you is what you recognize about SAP. Say you give a right solution to this enquiry with a look of confidence in every last word you mouth out, you will have a fantastic time forward.

If this enquiry is needed, you can answer in brief that SAP was set up by five ex-IBM engineers in 1972 in Germany. It signifies Systems, Applications, Products in Data Processing. The parent organisation is recognise as SAP AG, and is situated in Walldorf with subsidiaries in above fifty countries. Keeping your answer short and to the point is significant during the interview unless you are asked for farther explanations.

Various Modules and How Every Last Module of SAP Works

The following fundamental thing that you must know is about SAP modules and their usage. Here runs a list of the different SAP modules and for what purpose they are applied :

FI Financial Accounting: It is used in subjects related to tax, general ledger, consolidation, accounts receivable, special ledgers, book close, and accounts payable.

AM Asset Management: It is applied in matters related to tracking, evaluating, and depreciating ones assets, which takes on sales and purchase as well.

CO Controlling: It is used for accounting of internal cost/management that takes on product costing, cost centers, internal orders, cost elements, activity based costing, and profit centers.

PM Plant Maintenance: It is used for conserving tools that includes down time and outages, labor, and material.

PS Project Systems: It is applied for handling fundamental and small projects including plant shut downs, make to order, and third party billing.

CA Cross Application: It is applied in business information warehouse, workflow, industry solutions, office, and new dimension products like PLM, APO, CRM, SRM, etc.

MM Materials Management: It is used for supporting the supply chain that takes on purchase orders, requisitions, accounts payable, BOMS, goods receipts, master raw materials, and inventory management.

SD Sales and Distribution: It is applied in counts from order to delivery that includes pricing, RFQ, shipping, sales orders, picking, and packing.

HR Human Resources: It is practiced for succession preparation, employment history, career management, payroll, and training.

PP Production Planning: It is practiced for handling production process that takes on master production scheduling, capacity planning, shop floor, and material requirements planning.

QM Quality Management: It is practiced for amending the quality of goods that includes planning, execution, inspection, and certificate.

Why is SAP Implemented?

If required why SAP is implemented, you must answer that it is implemented to replace the back dated IT Architecture to save money, to go on at par with the business operation change, and at the same time make competitive advantage.

Points to Think Of

Be convincing about yourself while answering.

Do not grope.

Keep your tone soft yet convincing.

Respond simply what is asked to you.

Gain whatsoever you recognise about SAP before appearing for the interview.

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