The Five C’s To Building A Career You Will Love

If you have clarity about what you want and need in your life, you are more likely to get it. This is as true for your career as it is for other things in your life. However, most people spend more time researching and evaluating a car purchase, than they do on that very important thing in life - a career.

When it comes to your "life's work," you can significantly increase the odds of building a career you will love by taking a few simple factors into account. These include being clear about what you want to do, where and with whom you want to do it, and what you want to get out of it as well as what you are willing to give up in return. However, this is not the way most people approach their career.

Unfortunately, many of us don't plan our careers, we just take jobs. And even when we do some planning, we base our decision on only one or two factors, when there are other equally important things to consider.

When asked about your particular job and career choice, it's likely that you respond with one or two of these statements:

- "It's a great place to work" (culture)
- "The guy I'll be working for seems really nice"(command)
- "The people are fun" (comrades)
- "The pay is really good" (compensation)
- "I'll get to do what I want" (contribution)

The problem is, just one or two of these criteria are typically not enough to keep us excited about our choice, and soon we find ourselves not enjoying our work. This is because, although we love the pay, our boss is a jerk, or we’re not getting to do the tasks we enjoy, or something else we overlooked, is now an issue.

You can avoid this problem by getting clear about the 5 C's of your career from the beginning. It's important to know what matters to you. Here are some questions to consider:

1. Culture - In what kind of company do I want to work? - Large or small? Public or privately owned? Nurturing environment or "sweat shop? Fun or serious?

2. Command - For what type of boss/supervisor would I like to work? - Warm and friendly or distant? Micro-manager or hands off? Dictator or leader?

3. Comrades - With whom do I want to work? - Team players or mavericks? Highly social or indifferent? Helpful and supportive? Shared work ethic?

4. Compensation - What would I like my financial package and other "benefits" to be? - How much money do I want to make? Do I want professional growth and development? Would I like to work on a commission basis? How important is recognition to me?

5. Contribution - What would I like to give in my work? - Do I need to make a difference in the world? Do I need to express myself creatively? Do I need to take on a lot of responsibility? Do I want to lead or manage people?

The 5 C's raise your awareness and ultimately improve your job satisfaction, because you're more likely to be doing and experiencing what you love, than taking what you can get.

Although you can't control all these aspects of your career nor the people in it, being clear will help you ask better questions and do better research as you evaluate your career. The key is in getting the most you can, and also agreeing with yourself that what you are able to get is what you truly want.

To request a more complete list of questions to consider as you evaluate your five C's, email Dave Lindbeck at dave@instepcoaching.com.

About Dave Lindbeck: Dave Lindbeck, Business and Career Coach - InStep Coaching - Success strategies for professionals in Financial Services, Real Estate and Technology - Learn more @ www.instepcoaching.com. P.O. Box 7221 Phoenix, Arizona 85011

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Illegal Job Interview Questions: What to Do When Asked

As an employer, it is important, if not imperative, to ensure that you are hiring qualified individuals who can perform competently and contribute to the company. However, many of the questions often used to determine an applicant’s competency and ability to do the job are actually unlawful, and many of the inquiries mentioned below may amount to federal or state constitutional violations. Therefore, hiring parties should be aware of those questions that are inappropriate or illegal, and they should learn how to rephrase these inquiries in ways that will allow them to obtain the information they want, while not offending or violating the rights of the candidate. Moreover, prospective employees should also make themselves aware of such unlawful questions, and of the employer’s purposes for asking them. This way, they may either refuse to answer the particular question or redirect the question in a manner that will allow them to provide the information sought without having to disclose the things that they do not want to, or even have to, reveal. An employment lawyer should be consulted for more information.

Equal Protection Clause

If the hiring party is not a private employer, it may be subject to the Equal Protection Clause of the Fourteenth Amendment or the Due Process Clause of the Fifth Amendment (applicable to the federal government). For example, if an applicant is discriminated against on the basis of a fundamental right or suspect classification, the employer’s explanation for doing so will be evaluated under a strict scrutiny standard, which is the most exacting form of judicial review. If a quasi-suspect classification is involved, such as gender, intermediate scrutiny will be used, and if the classification does not affect a fundamental right or involve a particular classification, the rational basis standard will apply. In order for strict or intermediate scrutiny to be used, there must be intent on the part of the public hiring agency to discriminate. Intent may be proved by a law or policy that is discriminatory on its face, a discriminatory application of the policy, or a discriminatory motive behind it.

Questions involving a person’s citizenship or place of birth are unlawful and involve discrimination as to national origin.1 In fact, although the Immigration Reform and Control Act of 1986 requires hiring parties to confirm the legal status of newly hired employees, a legal alien may not be discriminated against on the basis of citizenship.2 Therefore, rather than disclosing their national origin, potential employees should simply answer with whether or not they are legally entitled to perform work in the United States.

An employer may not ask questions regarding marital or family status.3 The motive behind such queries is generally related to the presumption that women are typically the primary care givers, a role which may affect their presence and tardiness in the workplace.4 The fact that such questions are usually asked only to females makes them clearly unlawful.5 A more appropriate way of forming the question may be, “Is there anything that would interfere with your regular attendance at work?” Moreover, candidates who are asked about their marital or family statuses may choose to respond by saying, “If you are concerned with whether there is anything that may prevent my regular attendance, I can assure you that I will have no problem being present and on time.” Similarly, employers may not ask about an applicant’s maiden name or spouse’s name, as they are irrelevant to job performance and could be used to discriminate on the basis of gender, religion, or national origin.

First Amendment (applicable to the states through the Fourteenth Amendment)

Generally, public entities may not infringe on a person’s First Amendment right of association or religion unless particular criteria is met and justifications are valid. Therefore, it makes sense that an employer may not ask what clubs or organizations an applicant belongs to, or whether he or she attends church.7 If an employee is asked such a question on a job application or during an interview, he may wish to mention any professional or trade groups to which he belongs, and that are relevant to his ability to perform the work, since this is probably why the employer asked the question in the first place. Further, questions about race and religion are off limits as they may deter an applicant whose religion prohibits weekend work.8 If a question like this is posed, the applicant should inform the employer whether he can be available, and the employer should indicate that the business makes reasonable efforts to accommodate religious practices.

Both employers and job applicants alike should consult an employment lawyer to learn more about what questions are considered unlawful. An employment lawyer may also have more suggestions as to how to formulate questions and answers in a more appropriate manner.

About the Author:

Marcelo Dieguez is a practicing lawyer at Diefer Law Group and specializes in employment law and as a sexual harassment lawyer in Orange County and throughout California.

Photo: Ambro / FreeDigitalPhotos.net

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Four Steps to Move Forward Confidently After a Job Loss

You never thought it could happen, but suddenly, your company have decided that they cannot keep you any longer, due to various reasons like the company is not making profit or economic downturn and etc. You are one of those who would be laid off.

Your first reaction would be: What will happen to your family? What will happen to your future? How are you going to manage your financial obligations (if there is any)? Maybe you are devastated and traumatized. Whatever your reaction, it's perfectly natural to be unsettled, insecure and be at a loss.

Take control of the situation and manage crisis effectively. Turn your destructive fear into constructive action. Here are four steps you need to lift yourself and turn the loss of your job into crafting your niche that even your former employer will envy.

1) Turn Rejection into Motivation

Did your former employer appreciate your talents, skills and commitments? Probably not. You may be overlooked for a well- earned promotion to a less dedicated, less qualified and less experience co-worker.

Take heart, do not be discouraged. It is not that you are not good, you have your unique strengths and capabilities, it is just that sometimes you may not be valued for all the contributions and personal sacrifices that you have made.

Take account of your skills, accomplishments, achievements and know the value that you can bring to the organisation, see yourself in a new position with many learning opportunities waiting for you. Be humble, but think like a winner. Don't throw yourself in frustration or self pity. Take control of your own life and show them what you are made of.

2) Embrace Change

How successful a person can be will be determine on how adaptable they are in embracing change. Start by identifying your niche. Explore the uncharted territories and opportunities available. Set goals and plan your route in advance. After you have set your goals, execute your plan consistently. Think not about all you have lost, focus instead on the possibilities ahead.

3) Take control of your destiny

Your future and your destiny is in your hand. It is not the responsibility of your employer's, your spouse's or the government's.Success is the ability to design the life you want to live.

If your employer does not give you an opportunity to develop and grow in the organisation, it does not mean that you should accept and live up to their plan. Live your life not by default, but by your own design. Take charge of your life!

Recognise that the choices you make today will impact your future. A positive action today, even a tiny step, could lead you to a very positive tomorrow.

4) Develop a strategy confidently

Have the courage to clearly define your life in your own terms, have a clear purpose, setting realistic goals and choose a vocation that align with your passion, life purpose, core competence and values. Having the right mind set and making the right decision leads you to experience a lifetime of joy and growth doing the things you enjoy. Well defined strategies and crystal clear goal can help you soar to greater heights and be more successful than you used to be!

Conquer Your Fear, Take Charge and Move Forward Confidently!

Regina Cho is passionate in helping people and believes in making a positive difference for the community. As a career consultant and coach she works with individuals with diverse employment backgrounds (those who are employed as well as unemployed). She helps people with job searches, provide career guidance and assist them with their resumes. You can sign up for Career Guidance tips Free videos at http://www.career-passion.com/

Published At: Four Steps to Move Forward Confidently After a Job Loss

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Five Quick Tips for Effective Networking in a Job Search

Networking to find a job is very effective. It works especially well when you make it easy for your network to help you. Here are some tips to do it for the best results.

1. Start with your "natural network." You have good friends, former colleagues, current colleagues you trust completely, and family members. These are the first people with whom you can network. They know you, you know them, it's relatively easy to ask them for help. See below for the help you will request.

Later you will branch out, contacting people you know less well and contacting people two or three degrees of connection away from you. I believe a successful networking meeting is one where you walk away with at least one more person to contact who could help you in your job search.

2. Clarify what you want to do for work in an "intention statement" so you can communicate it easily and quickly to people in conversation and via e-mail.

• Use your written intention statement in emails to people, to help them help you.
• Rehearse your intention statement verbally, putting it into colloquial language so it sounds natural yet clear when you are talking to someone.

3. Tell people exactly what you want them to do for you. This insight comes from my background raising tens of millions of dollars through direct mail. If you don't tell people what you want them to do, they won't do it. No one is a mind reader. It's called the "Call to Action" or CTA. Here are the exact words you need to say:

"Would you be willing to introduce me to people you think could give me advice and guidance on my job search?"

• "Introduce me" says you want them to write an e-mail, make a phone call, or cross the hall to pave the way for you to then make contact.
• "Advice and guidance" leaves people off the hook for recommending you for an actual job. That might be awkward and people might say "no" or that they don't know anyone. You are not asking for a job, you are asking for their wisdom. It appeals to the ego, too - who doesn't like giving advice and guidance?

A variant of this is "would you be willing to introduce me to that person?" when they suggest a specific name. If they are not willing to introduce you, then ask if you can use their name in the email you plan to send. If they're not willing to do that either, then you will be making a "cold call" and will have to build in a lot of flattery to your request.

4. Ask for 20 minutes of someone's time, preferably in person, to get their advice and guidance on your job search.

• 20 minutes is long enough to be serious, yet not so long that someone can't spare it. Stick to the 20 minutes unless the other person insists. Show you care about them and their time.
• Ask for an in-person meeting so you can impress them with your demeanor, appearance, and intelligence. Personal connections get people more invested in helping you, when you make a good first impression.

5. Complete your resume well before you start networking. Every networking request must be accompanied by or followed up with a resume that represents you as completely capable and qualified for the work you want to do.

• Attach to e-mail requests for advice and guidance.
• Send it to your friends with your intention statement.
• Bring an extra copy of it to your in-person meeting.
• Have it ready to send at a moment's notice when someone suggests you contact so-and-so.

If you don't have a great resume before you start networking, you may blow an opportunity because you take too long to contact someone.

Last word on networking: Ask for help, not for a job. People rarely have jobs. Friends rarely hire friends. People hate being put on the spot. And you are looking for your "right fit" job, not just any job. So be strategic about your job search by using networking to reach the people who can hire you for that right fit work.

Julia Erickson coaches and teaches people to find and do their "right fit" work - work they love and want to do again. Visit her blog, http://www.myrightfitjob.com, for practical guidance and tips about job search, career management, and how to be happy in your work. Her e-book, available on her website, will guide you on your own search to find and get your "right fit" work. Follow her on Twitter @juliaerickson for useful tips on job search, careers and leadership. Her Facebook page is http://www.facebook.com/JobSearchSuccess.

Published At: Five Quick Tips for Effective Networking in a Job Search

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5 Helpful Rules to Successful Job Interviewing

Getting a job these days is a job in itself. With so many people out-of-work or downsized for some reason, every job opening is a hot spot where as many as several hundred applicants may gather.

How can you stand out in an interview situation like that? Here are five helpful rules to successful job interviewing:

1. Do your homework

To be fully prepared for the job interview you will need to do your homework. These days that means all sorts of interview preparation. To start you off you might show interest in a company that is hiring by researching the company. Some job interview tips suggest you do this after you have been asked to the interview. I disagree. I think it is important to look at the company before you even send them your resume.

Why? Because you might find that your skills wouldn't be a good fit or you might discover that several of your skills would make you an excellent candidate as you examine the company. You will know just which of your skills to showcase when you adjust your resume for that individual company.

2. Request an informational interview

The next step might be to request an informational interview with someone working at the job or area you are interested in. Decide what information you want to know that was not included on the company's website. Choose a person you want to interview and how to contact that person. You can request an interview over the phone, in person, by letter or by a social contact in your network. Phone interviews should be no longer than 5 minutes and in-person ones from 15 to 30 minutes.

3. Practice answering questions in mock interviews

After you have sent in your resume and you are asked to come for the actual interview, you still have much preparation to make. Most employers ask the same basic questions with very definite reasons behind them. Until you are able to leave the impression of self-assuredness, you need to practice answering the questions in mock interviews.

4. Be prepared to ask your own questions

The person who is being interviewed is entitled to ask a question for every question he or she is asked. For example, after saying why you think your skills would be useful to the company, you can ask something like, "do you see how my skill set would benefit your company?"

5. Write a thank you note and do your follow-up via a phone call

At the end of the job interview ask if you can contact the interviewer in one week to see how the job search is going. Remember to collect business cards from everyone who might be at the interview and write thank you notes within 24 hours of the interview.

These five helpful rules to job interviewing will help you stand out from the crowd. For information on interview questions and why the interviewer asks them, you might want to look at some resources available on the internet, such as self-help books.

A Mullen has been writing for two decades. Mullen's website Self-Help Discovery covers self-help reviews on a wide range of topics, including information on successful job interviewing.

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