New York City Paralegal Association Mentor Blog

Aging and Caregiving

Mariana Fradman — Mon, 30 Mar 2026 00:41:28 GMT

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

The suggestion for this topic came from a reader who wishes to remain anonymous. I appreciate the interest and am delighted to respond. Anyone else who has a topic they would like me to address is welcome to send me a message.

Aging and caregiving are two different things; accordingly, I will consider them separately.

Aging

A person “of a certain age” walks into an interview using cane. The cane wobbles and, for sake of argument, he grabs a chair as a lifeline. He sits down and the interviewers all go into “talking to grandpa” mode. He does not get the job offer.

A person “of a certain age” walks into an interview using cane. As he enters the interviewers all look at him like he is their grandfather. But then he says, “I can’t wait until the end of the month when the doctor assures me, I can get rid of this damn thing. So, before you ask me what my biggest mistake was, it was zigging when I should have zagged.” He gets the job offer.

The problem with aging is attitude. If you act like you’re old, you’ll be treated like you are old. If you act like you are experienced, know how to deal with adversity, and have a track record of helping younger colleagues advance in their careers (and you can prove it by using them as references), you will not be seen as old but as an investment in the company’s growth.

It’s your decision: You can age like you will be a burden or you can age like you can be an asset.

Caregiving

Caregiving can be for a person of any age. What’s the difference between a sick or infirmed child or parent? From the perspective of the job market, nothing.

If the recruiter, hiring manager, whomever, is an idiot, they will consider it to have been of no contribution to a candidate’s professional development. “Being a housewife is the most difficult job,” is just a meaningless platitude. All stay-at-home wives (or husbands) do is a little cooking, a little cleaning, some laundry, a lot of talking on the phone, and even more watching idiotic daytime talk shows and soap operas. Or so the idiots would believe.

And because a job applicant has to assume that they will be dealing with an idiot, their resume must explain the skills, experiences and accomplishments required to be a successful caregiver. Who knows better the importance of patience, how to manage the healthcare system, budgeting, scheduling, employing vendors, and more, than a caregiver?

So, my advice is, don’t make being a caregiver a gap on your resume, because it isn’t. But I have said this all before, when I wrote about returning to work after an absence.

https://hsstaffing.wordpress.com/2026/03/20/aging-and-caregiving/

The Most Difficult Part of a Job Search in 2026: Keeping Focused on the Prize

Mariana Fradman — Mon, 30 Mar 2026 00:07:51 GMT

Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

I am notorious for being easily derailed. I’m not talking about a “senior moment” when I forget what I was saying (admit it, we have all had them regardless of our age!), but having someone saying something which completely gets me off topic. My students quickly noticed this character flaw and took great advantage!

Losing focus in that manner is not the problem I wish to discuss in this article. I only know what appears in my own LinkedIn feed, but I am certain that everyone faces the same issue. Contrary advice and a never-ending debate about Artificial Intelligence (AI).

Back in the day, it was called “noise” and marketers would promise clients that they could show them how to break through the “noise” and be seen or heard, as the case may have been. We used to see, in the US, an average of 500 ads a day. Here’s a scary stat: The number is now 5,000!

Job seekers face the same problem as businesses: breaking through the noise. Do you use AI to apply for a job, or use your HI (Human Intelligence)? Should you click the “Easy Apply” button or go directly to the company’s website and apply through it? How do you write a resume which will pass the Applicant Tracking System (ATS) when experts provide contradictory advice? And how do you write a resume which will pass human review when, again, experts give contradictory advice?

It’s called “information overload.” There’s so much information available that a person, especially a stressed-out job seeker, can’t cope. My solution: STOP READING! and find someone you trust. Stick with them as long as you are seeing positive results meaning, interviews and job offers.

And that is on what you must remain focused. You can’t focus if you have to cope with 5,000 pieces of “helpful” advice every day (I know that’s an exaggeration, but the point is still valid). Focus on what sounds right for you and what makes you comfortable. Don’t try to become an expert on the most effective way to apply for a job (networking), or how to write a resume that will pass that ATS and the human reviewer (keep the resume clean, neat, easy to read, and focused on accomplishments). You’ll get dizzy, nauseous, and you won’t get a job offer!

Final thought: They say, “a little bit of knowledge is a dangerous thing.” The same is true for too much knowledge, by which I mean, when learning takes the place to doing.

https://hsstaffing.wordpress.com/2026/03/

Don’t Blame the Audience (Interviewers) and Remember the OODA Loop

Mariana Fradman — Mon, 09 Mar 2026 22:38:24 GMT

Bruce Hurwitz

March 6, 2026 at 10:37 am

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Martin Gilbert was Winston Churchill's official biographer. Every so often, as he was working on the biography, he would make a presentation to the doctoral students and faculty of the Department of International Relations of the Hebrew University of Jerusalem. I was privileged to attend a few of those lectures.

The first I attended was memorable for how bad it was. The only thing he told us that we didn't already know was that Churchill would approve military plans, or anything else for that matter, by making a red checkmark in pencil next to the suggestion. We were all shocked. How could Churchill's official biographer be such a terrible a speaker?

Fast forward a few months and the man was back. Same man. Same general topic. The only difference was, this time, and all future times, the man was brilliant. The talk was fascinating, informative and engaging.

I remember, after the second talk, asking one of my professors how the difference could be so stark. His explanation, "Everyone is entitled to have a bad day."

If an official biographer can have a bad day, so can a job candidate at an interview. There's just one difference: the biographer has a reputation which will guarantee an invitation to return. Not so much for most job applicants. If a job applicant is having a bad day, it's going to be a very bad day as far as their career goes.

Which brings me to the OODA Loop. It's an acronym (Yes, I remember writing about how I hate acronyms!) used in the US Air Force. It's a four-step decision making process developed by Colonel John Boyd for "dog fights," meaning plane-to-plane combat. (If I get anything incorrect, I invite USAF members and veterans to correct me in the Comments section.)

With planes being flying computers, today pilots probably don't have too much more than a second to perform an OODA Loop. (In Colonel Boyd's day, they probably had a few seconds.) But it has nothing to do with an actual loop, flipping the plane over, a 360-degree turn, to avoid or "capture" the enemy. It's the process of deciding what to do instantaneously. Observe. Orient. Decide. Act. That's your OODA Loop.

When I first began offering Career Counseling Services (No, this is not going to become a commercial! And shame on you for thinking I would do that!!!) I did what I always do, I researched. I was surprised to learn that "Public Speaking," for some people, includes talking to a single person. Think of a sales call. I had always thought it was speaking in front of an audience consisting of multiple people. Not so! Some people are just as nervous speaking to one stranger as some are speaking from a stage to a thousand (which, physically, they would not be able to do That's why it's called "stage fright.")

Regardless, if the speech/presentation does not go well, it is not the fault of the audience. The presenter has the responsibility of relaying their message and convincing the audience to act in a certain way. If they fail, it is their fault and no one else's.

To be fair, a job interview can be perfect. The candidate can be flawless and still not get the job offer. There can be 1,001 reasons why the offer is not given. That is a fact of life far too many candidates refuse to accept. If they did not get the job offer, they honestly believe, it must be discrimination. Not so!

A candidate can only control what is in their control. That's it. If they are not prepared to discuss what they know about the employer, the details of the job description, and to answer surprise questions, they do not deserve to get the offer.

One of the major mistakes presenters make is not "reading" their audience. I once had someone walk out on a presentation I was making (I hasten to add, to a standing-room-only crowd) as soon as I thanked everyone for coming. My response, as he was approaching the door, in response to the stares of the audience, was to say, "Usually people only start walking out after I have actually say something!" Everyone laughed but the man at the door got the final say in just two words, "Bad burrito." Then I also laughed.

I had read the crowd correctly and realized they thought having someone leave like that would bother me. Joking about it replaced the tension in the room with a relaxed atmosphere. Another time I saw I was "losing" the audience. No one had actually physically left the room, but they were looking at their phones and watches. Never a good thing. So, I stopped the planned presentation and began to tell stories that explained the points I was clearly failing to make. The phones went into the pockets and the eyes moved from the watches to me.

I observed. I oriented myself. I made a decision. I acted. No, it was not the heat of battle, but it was the pressure of all those eyes on me. And, of course, the only death I faced was of possible embarrassment. But that does not mean that OODA is not a good strategy in an interview. It is, in fact, a very good strategy.

The best example I can give, and it is a habit that can take some time, and a lot of patience for people to break, is simply talking too much. I can't tell you how many candidates for whom I have secured interviews simply forgot what I had diplomatically told them: "Don't talk too much." So, to make it unforgettable, I stopped being diplomatic, they no longer forget my instructions, and some actually got job offers: You talk too much. Make your point and shut up! And they remembered, successfully read the audience, the interviewers, and realized there was a problem when they, the interviewers, would start fidgeting. So, they regained control - which is all you need for a successful presentation be it in the interview room, on stage, or in the cockpit.

Don’t Blame the Audience (Interviewers) and Remember the OODA Loop | Employment Edification

Stop Hiding on Your Resume, LinkedIn Profile, or a Zoom Call

Mariana Fradman — Tue, 16 Dec 2025 02:42:28 GMT

Stop Hiding on Your Resume, LinkedIn Profile, or a Zoom Call

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Anyone who is a fan of Sherlock Holmes knows that the best place to hide something is in the open. I literally have no room in my home for a book-book. (There’s plenty of room in my Kindle.) Every wall is covered with bookshelves and the shelves are full. If I want to hide a book, it will be on a shelf. (I recognize the contradiction but it’s rude of you to interrupt!) You’ll never find it but, if you do, you can keep it!

You hide something you don’t want to be found. So why are job applicants (I doubt they’ll become candidates) hiding things on their resumes (and, for that matter, LinkedIn profiles) or during a Zoom call? If you are hiding something it means you have something to hide. Employers don’t want employees who have something to hide. They want open, honest and transparent employees, the antithesis of hiders.

Recently I received a resume from a veteran looking for a resume writer. He sent me his current resume. He had been out of the military for decades. Importantly, it was clear that he had a sense of humor. So I began our initial conversation thus: “Before I embarrass you., how can I help you?”

A minute later we got to the embarrassment. I asked him if he was looking at his resume? He was. I then asked him how he expected employers to contact him? He reacted the way I knew he would. There was no contact information on his resume. Understand, this man is a bona fide hero. He’s no dummy. He had been at his civilian job going on 25 years. He had had numerous promotions. He did not need to provide contact information on his resume to get those promotions because his employer knew how to reach him. There was a logical reason for the contact information not being on his resume. We had a good laugh and moved on. No harm, no foul.

But I have received resumes which began with the word “Confidential.” No name. No contact information. Before you ask, they were mailed to me, not emailed. That’s not what I mean by “hiding.” “Hiding” is when you don’t want to reveal something. For example…

The Name of an Employer

Writing, “confidential” in place of an employer’s (the company’s) name means the applicant worked somewhere with a bad reputation. The implication is that the applicant was in some way responsible for that reputation. That may be true. Or it may be that they were not responsible, just ashamed of having worked there. If they were not responsible, they have nothing of which to be ashamed. Only a handful of people were responsible for Enron and Arthur Andersen (am I aging myself?) and only they would need to hide, an impossibility.

There are those who do not want to reveal their current employer out of fear that the employer will discover their job search, in other words, that the employer to whom they are applying will contact their current employer. Fact is, it could happen, but the odds are so small it is not worth worrying about. Their are rules to a job search and the Number One rule is no one contacts a current employer without the employee’s permission.

LinkedIn Profile

I get it. You are proud of your family or friends. But for purely innocent reasons employers want to see who they are considering. Having a photo where the employer has to guess who’s who is problematic. (If you don’t want your photo on your profile because you don’t want the employer to know your race, my question is, Why would you want to work for/help a bigot/racist?) A clear headshot is needed.

And then there is location. Stating that you are in the “United States” means either you are lying – you want to get a job in the US and don’t want your present location to be held against you – or you are looking to relocate and, again, don’t want your present location to be held against you. But you will be discovered fairly quickly. If not the first question you will be asked then pretty close to it will be, “Where do you live?” So why play games?

Zoom Background

Whenever I am on a Zoom call and the person with whom I am speaking has blurred their background, I tell them that I immediately assume there is a reason for their hiding what is behind them and that my assumption is that they are messy and disorganized. Employers do not hire messy or disorganized people. When that is not the case, they immediately reveal what had been hidden and, in response to my question “So why did you hide it?” they shrug their shoulders.

(Once the reason was that the candidate did not want his dogs being a distraction. He had three St. Bernards. He was right, they were a distraction, but loveable and funny. Nothing worth hiding.)

Hiding something draws attention to it and raises red flags. Don’t hide!

Stop Hiding on Your Resume, LinkedIn Profile, or a Zoom Call | Employment Edification

Never Attend an Off-Site Holiday Party

Mariana Fradman — Mon, 24 Nov 2025 16:27:49 GMT

Never Attend an Off-Site Holiday Party

Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

I have written hundreds of articles on LinkedIn and elsewhere. No doubt, unintentionally, I have repeated myself. Except in this case which is definitely intentional. The following is an article I try to share every year. The advice is still good.

I only once adamantly refused an assignment given to me by an employer. In fact, I refused four times! Every year there was an office party held after hours at a restaurant. Guests were invited. Alcohol was served. There was dancing.

I was responsible for fundraising, PR and marketing. It was my job to get any event into the press. I made it clear that under no circumstances whatsoever would I attend. My colleagues wanted to know why.

First, I told them that I would be happy to attend an office party, at work, even if it was after hours, although I would prefer a staff luncheon. In fact, that is exactly what one of our subsidiaries had for their staff. I was pleased to attend and delighted to get some press coverage for them.

Then I told them that based on my experience of listening to colleagues and friends who had attended after hours off-site parties that someone always does something stupid. “Did you see what she was wearing?” “Did you hear what he said?” “Can you believe how much he drank?” “Did you see who she was dancing with?” “Frankly,” I told them, “it’s my job to promote all staff as consummate professionals. I don’t want to see you acting like a bunch of damn fools!”

In the first year, some were offended…until the morning after the party. It became an annual ritual. “Bruce, I’ve got to admit it. You were right. Did you hear what happened?” Every year I would receive the request to attend, would decline, would explain why, would be ridiculed, and then apologized to.

My colleagues were good, decent, hardworking people. But put them in a party situation, even one for work, and some would forget where they were. I honestly believe that some employers hold office parties as a way to see whether or not they can trust some staff – the one’s they are thinking of promoting – to behave. In fact, I know of two cases where employers told me that as a result of their behavior at an office party two employees who were being considered (without their knowledge) for promotion were no longer being considered.

If it is work related you must always be “on.” Would you drink alcohol at your desk? Would you dance with a co-worker at work? Would you dress provocatively on the job? Of course not. Why? Because it’s stupid and unprofessional.

Yes, there are times when it is important for the boss to meet the significant people in an employee’s life. That is why God invented restaurants with tables with four chairs. And I am willing to bet that at the restaurant there will be minimal drinking, conservative dress, and absolutely nothing to inspire gossip the morning after.

Never Attend an Off-Site Holiday Party | Employment Edification

How to Answer the Salary Question

Mariana Fradman — Sun, 09 Nov 2025 03:39:42 GMT

Bruce Hurwitz November 7, 2025

How to Answer the Salary Question

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Last week I wrote about the need to have the salary range included on job descriptions and I promised to follow-up with instructions on how to answer the salary question. I always keep my promises.

If the salary range is on the job description, it is safe to assume that the candidate is looking at the upper end of the range, while the employer is focused on the lower end. If there is no salary range then the candidate is flying blind, although there are websites that can provide insights.

Regardless, when asked a straight-forward question in an interview, the candidate should always provide a straight-forward response. This is especially true when the question is an obvious one.

Always let the employer/interviewer raise the salary issue. The way to respond depends on your situation.

If you are employed, you are on solid ground, and your answer is simple. “I am currently earning X. To make a move I would need at least a Y% increase. I also have to take into consideration that fact that I will have more responsibilities in this position than I currently have. Keep in mind that I am looking at a longer commute (tolls and wear and tear on my car), and then there is the issue of the benefits you offer. Currently my benefits package is A, B and C.” Then shut up! He who speaks next loses.

If you are recently unemployed, the above response should suffice. If you have been unemployed for a while, then your negotiating posture is weak(er). (You’re standing on wet sand, not solid ground.) So keep it simple:

“Depending on the benefits package, here is my budget. This is what I need NET. So, to get to GROSS I would need X% more.” (Ask your accountant what that should be.) No fooling around. You have done your homework. You are literally handing them your budget. From that document they will learn a great deal about you. Most importantly, they will learn how you prioritize.

Regardless of how you respond, referencing benefits always shows that you are will to negotiate. I once had a candidate accept a $20,000 drop in salary because, sadly, he had six children all of whom were taking rather expensive medications. The new employer’s health insurance plan more than made up for the difference.

Another time, I had a candidate willing to go from earning $500,000 to $150,000. (For the record, this was when it was legal to ask about salary history.) “How,” I asked her, “did she recommend I convince my client that she would actually stay on the job and not look for what she had been earning?”

This was a position for an in-house counsel. The candidates I was interviewing were all lawyers at major firms who were working 120-hour weeks. For them, it was a quality-of-life issue. They wanted to be able to spend time with their spouses and children.

Salary is never only about money. It’s the compensation package which is important. Don’t forget that!

How to Answer the Salary Question | Employment Edification

What to do if there is no Salary Range on a Job Description

Mariana Fradman — Mon, 03 Nov 2025 13:38:11 GMT

What to do if there is no Salary Range on a Job Description

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Next week, I’ll discuss how to answer the “What salary are you looking for?” question. But for now, the issue is what to do when no salary range is included in the job description.

A number of jurisdictions require that the salary range appear in the job description. So does common sense. If I may be permitted to exaggerate, why would a company want to interview a candidate who is earning $150,000 when they have only budgeted $50,000 for the position? On the other hand, why would someone want to apply for a job that pays a third of what they are currently earning? It’s illogical, wastes everyone’s time, and reflects poorly on the employer.

Many have written on LinkedIn that they have been rejected for a position because they dared to raise the issue of salary. Instead of asking about salary, I would advise candidates to ask, “Why is there no salary range (and benefits?) listed in the job description?” The answer may provide insights into the company’s decision making.

When there is no mention of salary range (“competitive salary”) is meaningless, it may be an indication that the job is not “real,” by which I mean the company is on a fishing expedition to see if they want to actually hire someone. Of course, the justification may be that the company does not want employees to know what their peers are earning. How credible that is, I leave to the reader to decide.

In any event, it is a very VERY red flag and should be treated as such. Yes, you are desperate for a job, but you don’t want to exchange one set of problems for a new set of problems. In other words, be careful!

While we work with everyone, our mission is to promote the hiring of Veterans and First Responders. (They receive a significant discount off our services for job seekers.) Please consider us for all your staffing, career counseling and professional writing needs.

What to do if there is no Salary Range on a Job Description | Employment Edification

Hire “Why”s Not “How”s or “What”s

Mariana Fradman — Sun, 19 Oct 2025 21:57:35 GMT

Hire “Why”s Not “How”s or “What”s

By: Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Year’s ago, I had a ghostwriting client, a chef, who asked me if I knew the difference between a chef and a cook. I did not. He told me, “A cook knows what to do, a chef knows why you do it.”

I was reminded of that when I read in Paul Johnson’s book, Humorists, that W.C. Fields said, “We know what makes people laugh, We do not know why they laugh.”

This got me thinking about who the best persons are to hire. We know the worst: gossips, those who take credit but never blame (responsibility). We know the standard answers for the best: persons who complement other employees (the boss can manage but can’t sell so he hires a good saleswoman); people who are smarter than you (meaning the boss), etc.

Now, whenever, of course depending on the type of position, someone is being interviewed for a job they are asked if they can use a specific software package and then are given a test. Yes, they are proficient in Excel and yes, they can create formulas. So they have the hard skills to accomplish the required tasks. They can do the job.

That said, do they know why they do what they do or, even more importantly, why the software works the way it works?

I submit that that may be the most important interviewing question for employers to ask candidates. Employers should strive to hire chefs, not cooks! Chefs will help a business grow; cooks will get the job done, but they’ll only be “punching the clock.”

Hire “Why”s Not “How”s or “What”s | Employment Edification

How to Reply When Asked, “Do You Have Any Questions?”

Mariana Fradman — Mon, 07 Jul 2025 01:55:11 GMT

How to Reply When Asked, “Do You Have Any Questions?” by: Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

During a job interview, if a candidate is not asked if they have any questions, that means that the prospective employer/interviewer does not care about them, probably does care about their employees, and the candidate definitely does not want to work for them. They do not deserve a “thank-you” email but rather a “withdrawing my candidacy” email.

On the other hand, if a candidate has no questions, that’s a sure sign that they have no real interest in the position. Saying, “No, you have already answered them,” is a meaningless attempt at a compliment that fools no one.

The vast majority of employers will give candidates a chance to ask questions. It’s the best way to judge their researching skills, ability to prioritize, and, given that some areas may be sensitive, their diplomatic skills. Here are some (you can’t expect me to give away all my secrets!) of the questions my clients ask interviewers:

Why did you want to interview me? No matter how bad the interview is going, unless they say, “I don’t remember!” this questions forces positivity. They have to say good things about the candidate. It gets them thinking that way the candidate wants them to think. Remember, candidate question time, so to speak, marks the end of the interview. And you always want to end on a positive note.

I compared the job description with the LinkedIn profile of the person who last held the position. There are differences, specifically… Why? Now the candidate will be able to judge the development or evolution of the position.

Who succeeds here? It is amazing how difficult this question is for many interviewers to answer. But the answer is crucial. The candidate must know if they are a cultural fit or not. The answer to this question will tell them.

How do you measure success for this position? What are the metrics? Now the candidate will be able to judge if the employer’s expectations are reasonable or if the position is doomed to failure.

What would you like to see that the previous/present holder of the position did/does continued and what would you like to see done differently? Employers don’t like gossips. Asking, “Why did the person who last had the position leave?” is, frankly, none of the candidate’s business. What is their business is to learn what the boss likes and wants, and dislikes and doesn’t want. This question provides the answers.

If I get the position, how will I be able to make your life easier? This is THE question. And it must be asked of every interviewer. The candidate must record the answers and then, when sending individual thank-you emails, make note of the recipient’s answer to the question. This proves that the candidate was listening, understood what was important for the interviewer, and can accomplish the stated goal.

How to Reply When Asked, “Do You Have Any Questions?” | Employment Edification

Transferable Skills vs. Accomplishments

Mariana Fradman — Mon, 07 Jul 2025 01:37:03 GMT

Transferable Skills vs. Accomplishments

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Everyone should know (but these days who knows? ) that you should never discuss sex, politics, or religion during a job interview. I would add one more thing: NEVER say that you have “transferable skills.” When a candidate says, or writes that, the employer hears/reads, “Look, I am not qualified for the position but do me a favor and consider me anyways.” Employers don’t do favors. They know what they want, or at least they should, and they definitely don’t like it when candidates imply that they (the candidate) knows better than they (the employer).

Instead of talking about “skills,” focus on “transferable accomplishments.” Employers like accomplishments. When I prepare a resume it is dripping accomplishments. Employers are only interest in one thing: What can the candidate do for them? There is only one way to convince them of what they can do for them: Show them what they did for another employer. Those are the sacred accomplishments.

I had a client who wanted to be a project manager. He got the certification, but he had no experience. He was, and he was good at it, a warehouse manager. He managed a warehouse, not a project. So we turned the warehouse into a project. A very complicated project. He had not only to keep to a budget, but he had to supervise staff, keep track of inventory, and utilize different technologies. Bottom line was, he was responsible for millions of dollars worth of inventory and equipment and never so much as lost a paperclip. Moreover, he had no turnover in his team and no one was ever injured.

Yes, he had the skills. But he did not use the word. He only spoke of “accomplishments.”

(Seriously? That’s the question you’re asking! I would not have told the story if he hadn’t got the job!)

Transferable Skills vs. Accomplishments | Employment Edification

The Truth About Work-Life Balance by Bruce Hurwitz

Mariana Fradman — Tue, 17 Jun 2025 03:25:00 GMT

The Truth About Work-Life Balance

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

No one can possibly believe that the bird weighs more than the elephant. It’s totally ridiculous. So why do people believe that there is such a thing as “Work-Life Balance?”

The elephant weighs a lot. Probably a couple tons. The bird? A few ounces. Let’s forget reality, after all, the photo is fake. But let’s ask the question: How can a bird weigh more than the elephant?

We are assuming that the balance is between mass. Why make that assumption? Perhaps the balance is between responsibilities. Elephants are known for their loyalty to their families. Some birds are also loyal and mate for life, but, alas, not all.

Years ago, I heard a keynote by the president of a college in Connecticut. It was fascinating. When I was invited to hear her speak at NYU, I gladly accepted. I was shocked. She began by saying that women are naturally more empathetic than men and, accordingly, are more charitable. It’s perfectly alright to insult half your audience, as long as you are going to insult the other half. She didn’t. Instead she chose to dig herself into a much deeper hole. She replaced male anger (perhaps too strong a word) with universal disgust (not too strong a word).

The good former president said, “Animals show no empathy.” Practically every hand went up. “My dog stayed with me when I was sick. He would not leave my side.” “My cat…” Well, you get the idea. Instead of saying, “Thank you. I might have to rethink this,” she said, “You are projecting onto your pets human characteristics that don’t exist.” Someone mentioned elephants. Her response, “I’m a scientist. I deal with reality not emotions. People see what they want to see. I need sources and facts.”

I was hungry. The food looked good. The facilitator looked like he was going to have a heart attack. So, instead of politely raising my hand, I stood up and said, “Since you want facts, and I assume scientific research, let me read you one paragraph from this month’s National Geographic.” And I did. It told the story of a bird, ready to leave the nest and start its own family, who stayed to help its (I don’t remember if it was male or female) parents who were not able to care for their eggs which had not yet hatched. Curtly, she thanked me. The facilitator noted, and this was true, that it was getting late, and “if there are no more questions,” he thanked the speaker and invited everyone to feast on the food that was the only reason anyone had stayed.

My point is to demonstrate that there is nothing unique or wrong about prioritizing family. It is literally natural to do so. But perhaps, returning to our elephant and bird, the balance is not of mass, or even responsibilities, but of sacrifices. Our bird may have sacrificed more for her family than our elephant has for his. And that’s why the bird is heavier than the elephant. And, so that the elephant lobby does not organize protests outside my apartment, for the record, again, elephants are very family oriented. They may even cry.

Put differently, work-life balance deals, or at least it should, with quality not quantity. What is more important, the meeting to secure the new client or your daughter’s dance recital?

It appears that people seeking “work-life balance” consider it to be a Zero Sum game, meaning that whatever comes at the expense or for the benefit of the one, comes at the benefit or expense of the other. Attending the meeting (work), costs family (life). Attending the recital (life) comes at the cost of losing a new client (work).

The truth is, there is no such thing as “work-life balance.” All it means is that someone wants to do more of one and less of the other. If emotional, it’s silly. (I am being nice!) If it is rational, it’s proper setting of priorities.

Think of it as you do your budget. You give up one thing so you can have something else. Sadly, in some cases, it may be food over medicine. (For the record, that should not be, and yes, it happened to me. I chose food. A year later I was rushed to the hospital. So, I know of what if speak!) Or, purchasing the generic supermarket item and not the brand name (and, yes, I know, they are the same thing and, in fact, may be manufactured in the very same factory!).

Work-life balance is ridiculous because they are literally part of each other. Without work (money) you won’t have life. Without life, what’s the point of working? It’s a question of “must-haves” versus “want-to-haves.” Needs vs. wants. Prioritization! And, when it comes to children, it’s a great teaching opportunity.

I was present when a friend explained to her daughter that while she was truly sorry she could not attend her award ceremony, the reason being that she had to finish a project for a client. The payment she would receive from that client would allow them, the whole family, to go on the vacation they had planned. She told her that she wanted to attend the ceremony, but had to finish the project. The little girl understood. In fact, she started to save part of her allowance. Instead of buying what she wanted, candy, she bought what she needed, accessories for her Barbies. Lesson taught; lesson learned.

When looked at from the perspective of needs versus wants, when the elephant and bird are equally balanced, the stress of searching for the elusive work-life balance disappears.

One last question to ponder: Why is it called “work-life balance” and not “life-work balance?” If “life” is really more important, shouldn’t it go first?

The Truth About Work-Life Balance | Employment Edification

Applying for Jobs Online by Bruce Hurwitz

Mariana Fradman — Mon, 09 Jun 2025 01:40:19 GMT

Applying for Jobs Online

THE VIEWS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

It is the nature of the beast that, in this day and age, one must apply online for jobs. But, as we all know there are problems:

Sometimes it appears that, as shown from the above screenshot, thousands of people have applied, so why bother?
Many, too many, job postings are fake.
When indicated, it appears that some postings have been “live” for months.

So, what you ask, are the solutions? Good question. Here are my answers:

First, thousands of people may have “applied” for a job but that could mean that they only pressed “Apply” but didn’t complete the process. So not applying could be a strategic error.

Second, companies will post fake job posting on job sites, for reasons I have never really understood. That said, they don’t post them on their websites. So, apply through the company’s website. It’s more secure, not in the sense of cybersecurity, but in the sense of honesty.

Third, some jobs are posted for months because the company can’t make a decision. You don’t want to work for those companies. But, there might be multiple positions and they may simply not be able to fill them all. It is not a waste of time applying for such positions. This is true, for example, for sales positions, not for CFOs!

So, use the job boards to research and then bypass them and go directly to the company website. And listen to your gut. If something smells foul, and your not applying for a job at a chicken farm (Get it? Foul. Fowl.), don’t apply. Nature gave you a gut for a reason. Trust it.

Applying for Jobs Online | Employment Edification

Coworker with ADHD? Here’s How to Work with Their Strengths

Mariana Fradman — Wed, 28 May 2025 02:45:06 GMT

Coworker with ADHD? Here’s How to Work with Their Strengths

By Chere B. Estrin

Workplaces thrive on diversity, not just in background or experience, but in how people think. One area that’s too often misunderstood, misdiagnosed, or mishandled? Attention-Deficit/Hyperactivity Disorder (ADHD).

I recently received an email from a paralegal manager, clearly frustrated. One of her employees seemed to be spiraling: ignoring direction, resisting feedback, and missing deadlines. The employee was already on a Performance Improvement Plan (PIP), and the manager was beginning to wonder if they were sabotaging their own job. “Do people ever behave like this on purpose?” she asked.

At first, I wondered too. But after a few more questions, a pattern emerged. This wasn’t willful defiance, it might be ADHD.

Understanding ADHD at Work

ADHD is a neurodevelopmental condition that impacts how the brain manages focus, memory, organization, and impulse control. The DSM-5 outlines three primary types:

Inattentive Type: Difficulty focusing, following through, staying organized
Hyperactive-Impulsive Type: Fidgeting, interrupting, excessive talking
Combined Type: A blend of both symptom sets

Common traits among adults with ADHD include:

Time blindness
Difficulty prioritizing
Forgetfulness
Bursts of hyperfocus followed by burnout
Restlessness or nervous energy

But here’s the crucial part: ADHD is not just a challenge. It can be a powerful difference—when you know how to work with it.

ADHD in Action: Strengths You Don’t Want to Miss

ADHD brains are wired for innovation, pattern recognition, high-energy problem solving, and unconventional thinking. They often thrive in fast-paced or creative roles, where novelty and pressure spark performance. Many are intuitive communicators, deeply curious, and capable of diving into intense focus when fully engaged.

Take one legal recruiter I worked with. They struggled in rigid roles that demanded daily cold calls and database hygiene but gave them a high-stakes partner-level search with an impossible deadline? They were a force. They filled a long-vacant staff-level position in under two weeks using creative outreach and instinctive talent-matching. ADHD didn’t hold them back - it propelled them forward.

When Standard Solutions Don’t Work

The employee mentioned earlier? Charismatic, imaginative, great with clients—but inconsistent. We retrained, restructured, gave checklists, but nothing stuck. Eventually, I let them go.

Then I remembered something: they had casually mentioned having ADHD.

I did the research. I restructured the role to better match how their brain worked. I rehired them.

This time, we added daily check-ins, clear written instructions, shorter tasks, and flexible work hours. The result? A 90% turnaround. No more performance spikes and crashes. Just solid, consistent work.

From Management to Partnership

Working with ADHD professionals means moving beyond the idea of “fixing” and instead creating systems that enable their success. This doesn’t require massive overhauls—just smarter collaboration and better tools.

Here’s how to start:

Five Ways to Create a Supportive Work Environment

Flexible Work Hours
Many ADHD professionals have fluctuating productivity. Allowing work during high-focus windows (even if unconventional) can drastically improve performance.
Low-Distraction Workspaces
Offer noise-canceling headphones, standing desks, soft lighting, or quiet rooms. These adjustments help regulate sensory input and minimize overstimulation.
Clear, Written Communication
Be specific. Replace vague phrases like “circle back soon” with “please send me a 3-point update by Thursday at 2PM.” Ambiguity creates friction; clarity creates flow.
Regular Micro Check-Ins
Daily or weekly 5–15 minute check-ins help re-anchor priorities and spot confusion early. ADHD brains often benefit from external structure and gentle accountability.
Normalize Neurodiversity
Build team awareness. Create psychological safety around different work styles. A neurodiverse team is a stronger team: when differences are respected, not stigmatized.

Practical Tools: Structuring the ADHD Workday

Once your environment supports ADHD differences, the next step is workflow. Here are tried-and-true strategies that increase focus and reduce overwhelm:

1. Break Work into Clear, Actionable Steps

Use visual task boards, project management apps, or simple checklists. ADHD brains do better with concrete, visible progress markers.

2. Use the Eisenhower Box to Prioritize

One of the biggest hurdles for ADHD professionals? Prioritizing tasks when everything feels equally urgent—or equally overwhelming. That’s where the Eisenhower Box (also called the Eisenhower Matrix) comes in.

This simple 2x2 grid helps sort tasks by importance and urgency:

	Urgent	Not Urgent
Important	Do First	Schedule It
Not Important	Delegate It	Eliminate or Defer It

How It Works:

Do First (Urgent + Important): Immediate, high-impact tasks (e.g., court filings, critical deadlines).
Schedule It (Important + Not Urgent): Strategic work that builds value over time (e.g., preparing presentations, long-term planning).
Delegate It (Urgent + Not Important): Time-sensitive, lower-value tasks (e.g., document formatting, basic follow-ups).
Eliminate/Defer (Not Important + Not Urgent): Distractions or busy work (e.g., unnecessary meetings, over-polishing already-approved drafts).

For ADHD professionals, this tool removes emotional decision-making from task prioritization and gives them a structure that balances urgency and impact. It’s easy to teach and even easier to apply with Post-its, whiteboards, or apps.

3. Try the Pomodoro Technique

This method breaks work into manageable sprints:

25 minutes of focused work
5-minute break
After four cycles, take a longer break (15–30 minutes)

This rhythm helps maintain energy and attention while preventing burnout—and it delivers regular dopamine rewards, which ADHD brains crave.

4. Build Executive Functioning Skills

Encourage strategies like mind-mapping, brainstorming aloud, or outlining tasks verbally. These externalize ideas and reduce mental clutter.

5. Incorporate Movement and Fidget Tools

Tools like fidget cubes, standing desks, or simply walking while talking on the phone can help regulate focus. Physical activity stimulates the brain and boosts clarity.

6. Anchor with a Daily 15-Minute Sync

One of the most effective tools I’ve used is a same-time-daily check-in. We review priorities, potential roadblocks, and progress. It’s a quick rhythm that creates a strong foundation. No more last-minute fire drills.

Supporting ADHD in Remote Work Environments

Remote work presents a unique challenge for ADHD professionals. Without external structure, it’s easier to drift. Here’s how to create stability:

Set Clear Deliverables
Always spell out exactly what’s due, when, and how it should be delivered. Ambiguity is the enemy of focus.
Minimize Digital Distractions
Recommend website blockers, Pomodoro timers, and time-tracking apps. These tools provide guardrails without being intrusive.
Design Intentional Workspaces
Encourage employees to set up distraction-free zones with good lighting, ergonomics, and visual organization.
Schedule Movement Breaks
Encourage standing breaks, walks, or stretching between tasks. A quick physical reset can sharpen mental clarity.

Final Thoughts: Build a Culture, Not Just a Process

Working with ADHD professionals isn’t about micromanaging. It’s about understanding, flexibility, and intentional structure. ADHD doesn’t mean someone can’t perform. It means they perform differently. And with the right systems in place, “different” can be a competitive advantage.

If we stop trying to force conformity and instead create space for neurodiverse brilliance, we’ll unlock more than productivity. We’ll build stronger, more resilient teams.

Because the future of work isn’t just inclusive.

It’s neurodiverse.

And the teams who understand that? They won’t just perform.
They’ll innovate.

Chere Estrin
CEO, Estrin Legal Staffing

Featured in The Wall Street Journal, CBS News, Fortune Magazine and Forbes.com

310.846.9040

811 West 7th Street, 12th Floor, Los Angeles, CA 90017

www.estrinlegalstaffing.com

chere@estrinlegalstaffing.com

The Missing Link in a Job Interview

Mariana Fradman — Mon, 05 May 2025 03:28:17 GMT

The Missing Link in a Job Interview

By Bruce Hurwitz on May 1, 2025

In any job interview the only guaranteed questions are those based on the job description. That said, every interviewer has their favorite questions. There is no certainty about what a candidate will be asked. But it is safe to assume that they will be given an opportunity, Tell us about yourself, or asked What do you know about us? If so, candidates must be prepared to jump on these because the answers are what may get them the job.

Tell us about yourself. Answer: I look for what is missing; the opportunities. Then give an example that addresses what the interviewers have revealed about their needs.

What do you know about us? Answer: The best way I can answer that question is to tell you what I don't know.

And then you continue:

When I was doing my research, I was not surprised to learn that you do A, B and C. Your competitors do the same. But none of you do D or E. So I asked myself, Why? I then looked into the numbers and D represents potential revenue of $X, while E could bring in $Y. In order to do D or E, you would probably need an investment of $Z, meaning an ROI of something%. So, now you know how I research, what I look for, what the value is I will bring to your company, but my question remains, Why aren't you doing D and or E, and don't you want those markets before your competitors get them?

No one talks that way in an interview. The interviewers will be blown away. You turned the interview into a discussion of which you should be a part. There are no guarantees, and there are some risks, but what type of company do you prefer, one that hires employees who consider new opportunities or one that shies away from them?

Of course, searching for new opportunities may not be the key consideration of the company for which you are interviewing. It may be something else. Find it! In real estate it's "Location, location, location." In interviewing it's "Research, research, research. So find the missing link; it is the most valuable archeological discovery in the interview process.

The Missing Link in a Job Interview | Employment Edification

In a Job Interview, Take the Fifth

Mariana Fradman — Thu, 17 Apr 2025 04:17:04 GMT

In a Job Interview, Take the Fifth

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Or as Archie Bunker would have put it, “Stifle yourself!”

When I have a candidate for a position, i.e., when I am wearing my recruiter’s hat, not my career counselor hat, I do something that most of my peers do not understand. I don’t tell my candidate how to behave during the interview. I don’t prepare them for the interview. I tell them to prepare. I tell them what to do. I tell them what not to do. I just don’t do it for them. Why? you ask. It’s simple:

What candidates don’t seem to realize, even today, is that recruiters do not work for them but rather for the employers. Recruiters get paid when the position is filled with their candidate. Because I give my clients (employers) a six-month guarantee that my candidates will remain on the job for at least that length of time, it is crucial that my candidates be authentic when interviewing. If they are not and say things “because Bruce told me to,” they won’t last six weeks, let alone six months, and I’ll have to honor that guarantee which is something I rarely have to do and never like to do!

Let me rephrase that so it will be clear: I discuss behavior with my candidates, not answers to questions.

I have had candidates rejected for numerous reasons of a personal (behavioral) nature. (Just because I tell them what to do, or not to do, does not mean they listen!) Some show up for the interview reeking of perfume/cologne/aftershave. Then the client tells me, I literally could not stand being in the same room with them. Some dress inappropriately. But the two great sins, not including being late, are interrupting interviewers, and talking too much.

Interrupting is just rude. Talking too much means you have difficulty organizing your thoughts and prioritizing what is of primary importance to the interviewer. (The feedback I always receive from the client is, “I could not get a word in edgewise!”) That being the case, my advice to all interviewees is less is more. In other words, get to the point and then shut up!

Some will tell you that there is an ulterior motive to a question. You must figure out what it is and address that issue. In other words, what are they really asking, what do they really want to know? For example, What are your weaknesses? means, What training will we have to provide for you? There is some truth to that, but not always. A direct question deserves a direct answer. The problem with thinking about ulterior motives is that you will overthink everything. That will lead to disaster. So don’t overthink. Take a breath, answer the question succinctly, and let your ears do, as the Good Lord intended, twice as much work as your mouth!

NOTE: To readers outside the United States who may not understand, the reference in the title to “the Fifth” is to the Fifth Amendment to the Federal Constitution which gives everyone the right to remain silent in a court of law. If you don’t know who Archie Bunker was, look it up!

In a Job Interview, Take the Fifth | Employment Edification

Reverse Recruiting: A Case Study in Packaging

Mariana Fradman — Mon, 31 Mar 2025 03:10:43 GMT

Reverse Recruiting: A Case Study in Packaging

By Bruce Hurwitz on March 27, 2025

THE OPTIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

I must give credit where credit is due. The impetus for this article was a LinkedIn exchange I had with Shlomo Meisels (who, for the record, agreed that I might name him). He posted on LinkedIn, what I, and apparently others, interpreted to mean that he was a recruiter who charged job seekers to get them a job. That was not his intent. We actually met on a Zoom call, and, after listening to what he had to say, I surprised him by telling him that I was going to help him. His problem, I told him, was one of packaging. Just as a product sent in the wrong package will be damaged, so too will a message.

Recruiters do not charge job seekers to find them work. Career counselors do not charge job seekers to find them work. The reason his post caused an uproar was that he was promoting himself as a recruiter or career counselor. Not good. On the other hand, agents charge job seekers to find them work (see below). My suggestion was that he rebrand himself as an agent and form a separate company so he could avoid legal minefields (and, yes, I reiterated to him that I am not a lawyer).

As my readers know, I don't post without confirming my facts. I don't like to be wrong, and I certainly don't want to be wrong on LinkedIn. So, I researched three separate issues:

Can a Career Counselor Charge a Job Seeker to Get them a Job?

Absolutely not. The career counselor, of which I am one, helps the job seeker with their cover letter, resume, interviewing skills, networking, filtering job postings, etc., etc., etc. But they/we do not guarantee that they will find their client, the job seeker, employment. That, in fact, is their job.

Can a Recruiter Charge a Job Seeker for Getting them a Job?

Absolutely not. The recruiter, of which I am also one, does not work for the job seeker but rather for the employer. They get paid by the employer, not the job seeker. It's their/our job to find qualified candidates for the employer, not to find a job for the job seeker.

All pretty obvious and so well documented that I don't need to provide links to corroborating sources (which some readers complain I do too much).

But then I remembered the last baseball game I watched (the final of Spring Training). That got me thinking: Agents, as I understand it, get paid by their clients, not by the teams. In our context, the job seeker pays the agent to convince the employer to hire them. (That's actually not accurate. The only one who can convince an employer to hire someone is the job seeker. I should have written "interview them." Why didn't I? This was a better way to make my point.)

So why can't Vladimir Smith be like Vladimir Guerrero, Jr. (as a Blue Jays fan I had to include him, and, by the way, the Blue Jays won that game I was watching, finishing at the top of the Grapefruit League - which, I know means absolutely nothing for the upcoming season, but still after last year I need something)? Or Aaron Smith be like Aaron Judge? Or Mookie Roe be like Mookie Betts? Turns out, they can.

This is not something for someone looking for an entry- or low-level position. This will only work for senior and executive managers. In fact, "manager" is the wrong word. It will only work for Leaders with a capital L. Allow me to introduce you to something relatively new which is perfectly legal (again, not a lawyer) and which I only heard about because of the subsequent research I did following my exchange with Mr. Meisels:

Reverse Recruiting

I tried to find a legit article on reverse recruiting, but failed. Everything I found was written by a reverse recruiting agency/company. By definition, not legit sources. So let me explain the pros and cons as I understand them:

First, a definition: Reverse recruiting is when the job seeker pays the Reverse Recruiter (RR) to represent them to employers. (Think sports agent.) This is what I believe they should do:

They should do the heavy lifting. They should find the employer. (Most jobs, as we all know, are not advertised. The RR should be going after the "hidden" opportunities; the job seeker can respond to ads.) They should contact the employer to introduce the job seeker. They should discuss the role to make sure it's a match for their client. They should write a resume for the job seeker. They should write the cover letter. But, instead of the cover letter coming from the job seeker, it should come from the RR, singing the praises of their client. If relevant, they should complete the online application. They should arrange for an interview. They should prepare the client thoroughly. Anything less, by way of services, and all the job seeker requires is a career counselor.

Of course, the one thing they cannot do for their client is to actually interview for the job. That, the client, the job seeker, has to do themselves.

Now comes the hard part: The job seeker has to live up to the hype their RR told the employer. They have to know exactly what the RR said so that they do not contradict them. And that can be a problem. Honest, good, decent people can honestly forget what they said in a meeting. If you have ever listened to a Congressional hearing, the, for sake of argument, senators tell the witnesses they said one thing and the witnesses swear they did not say that. And I am not referring to something they said months, weeks or days ago, but rather minutes or seconds ago! (As I warn my career counseling clients, it is not what you say in a job interview that matters, but what the interviewer hears!) So how can the job seeker be certain how to answer a question? Maybe, originally, the RR did not understand them when they explained about a project on which they had worked or a problem they had solved so they incorrectly explained it to the employer. The correction by the job seeker raises too many red flags.

And then, as we are dealing with high-level positions, no doubt some form of negotiation will be involved in the new hire's responsibilities. When getting down to the contract, the job seeker can't very well say, "My RR will deal with that." It will not, as the saying goes, "play well in Peoria." The employer will want to see how the job seeker negotiates, not how the RR negotiates. (To be fair, as a recruiter, I have finalized agreements between my clients and candidates, but I would not exactly call that negotiating.)

But what's most important is the fact that the truly good candidates don't need RRs, Rs, or, dare I say it, CCs (Career Counselors). They are known in their industry. They are wanted in their industry. And when an employer is looking for new leadership, they pick up the phone and start the time-honored process of poaching. No intermediaries required. As I have written in the past (you'll just have to believe me; I have published over 450 articles and can't find this one!), it is better to be the hunted than the hunter.

There are two final topics that need to be raised:

Payment

Payment is difficult because this is so new that I honestly do not know what is appropriate. On the one hand, the RR is working and should be paid for their time. So perhaps a retainer, equal to two weeks' pay - what the job seeker is currently or was last earning, may be fair, with the final fee being equal to 10% of their new base salary.

On the other hand, perhaps a 10 or 15 percent flat fee, such as sports agents receive, is appropriate, with the RR proving their worth before they are paid. The flat fee is also preferable because of the issue of time. Does the RR give a guarantee that after a certain number of months they will secure employment for their client? Do they guarantee that they will secure a minimum number of interviews? Do they guarantee how many employers they will contact? And, by "contact," I don't mean sending out emails, I mean having real conversations with them. To return to my sports analogy, they have to call all 30 teams, not just the low hanging fruit. As noted above, the job seeker can do that themselves. The RR should be finding the "hidden" openings. Also, if they do so, guaranteeing a certain amount of time devoted to the client is just silly. How can that be verified? And, what if they don't produce? After all, the job seeker is paying for results, not effort. If paid a retainer, do they have to refund all or part of it? And for how long will the relationship last? To use myself as an example, I charge a flat fee for six-months support and another fee for unlimited support. Simple. Uncomplicated.

I think it comes from politics, and I don't remember who said it, but they were correct: If you have to explain it, you are already losing. There are too many questions with reverse recruiting for my liking.

Licensing/Registration

Finally, as I understand it, sports agents are licensed by the government (state) and certified by the league (MLB, NFL, NHL, etc.) in which they operate. Perhaps the same should be required for RRs. They should be licensed /registered by the state where they are based (and those in which they work?) and required to have professional insurance (think "bonding"). There are enough scam artists trying to fleece job seekers; we don't need any more! (And, just to be clear, I do not think that RRs are scam artists, I just worry that the scam artists will start coming through the floorboards. I want to prevent that, as I am certain the legit RRs do as well.)

To tie the bow, or, if you prefer, to come full circle, whatever you do, make certain you have the correct packaging. It's the best way to avoid misunderstandings.

Reverse Recruiting: A Case Study in Packaging | Employment Edification

Resume Review Services or How to Make Your Resume ATS-Friendly and Pass the First Hurdle to a Job Interview

Mariana Fradman — Tue, 11 Mar 2025 04:24:22 GMT

Resume Review Services or How to Make Your Resume ATS-Friendly and Pass the First Hurdle to a Job Interview

A post in my LinkedIn feed coincidentally appearing as I was proofreading this article.

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

This is the second of a two-part series on questionable practices by so-called “professional resume writers.” It is not an indictment of all, just a warning to be cautious.

An explanation: Most job seekers believe that the first test their resume must pass is a computer (more on that immediately). But the truth is, not all companies use computers to choose which applicants they will interview. On the other hand, all companies use humans to make the final decision on whom they will interview. You have to please both!

First, a definition: ATS stands for Applicant Tracking System. It’s the computer system some companies use to scan resumes before a human ever sees them. Once scanned, the employee looking to make a new hire enters search parameters and the computer then shows the employee resumes that match those parameters.

Last week, I introduced you to what I called “The Resume Guarantee Con.” Today, I want to consider another con, allegedly, (I have to make the lawyers happy!) resume review services, that is to say, companies that allow you to upload your resume to their site where it will be graded to see if it will “pass” an ATS and make it into the hands of a human being. To use the proper terminology, they will determine if your resume is “ATS-friendly,” meaning that your resume will be selected to progress in the hiring process of companies using an ATS. More often than not, (after all, if a majority passed, they would not have much of a business!) it won’t be “friendly.” But not to worry, they’ll be happy to “fix” the resume…for a fee. And what a fee it is!

Making a resume ATS-friendly is an extremely difficult process. You have to be highly intelligent, practically a genius. So, this to-do list will not be for everyone. I’m sorry, but I cannot simplify the process. Either you are brilliant, or you are not.

First, go to your computer (the thing that looks like a typewriter with a television glued on top of it) and connect to the internet (which is an invisible thing that allows you to read my weekly ramblings).

Second, open your web browser and type www.google.com.

There’s no shame in admitting that something is too difficult for you. If you need a break, take a break. If you need help, ask for it. Asking for help is a sign of strength not weakness.

Third, in the Google search box… You know what? I’ll just show you a picture:

I know. It’s a lot of typing. But I believe in you. You can do it.

In the box, as shown, type “How to make a resume ATS-friendly.” Then press, Enter. (It’s OK. I’ll show you.)

Next, find in the results, Indeed. It looks like this:

I am not always a fan of Indeed, but this is a very well written article, albeit incomplete (as you will shortly read). You know what? You’ve done such a good job up to now, as a present, here’s the link to the article. https://www.indeed.com/career-advice/resumes-cover-letters/ats-resume-template

(This reminds me of a test one of my grade school teachers gave us. There were 20 to 25 questions. But the instructions were to read all the questions before starting. None of us did so. The last question was, “Have you read all the questions? If so, write your name on the top of the page, hand it to the teacher, and go home.” But I digress…)

Basically, the key things to remember in creating an ATS-friendly resume are: no headers, no footers, no boxes, no graphics, no hyperlinks or shadings (not mentioned in the article), no columns, and always use a black front. In other words, keep your resume simple, clean, easy to read and understand. Which is how it should be regardless of the ATS.

And don’t worry about keywords, the above-mentioned search parameters. If the resume is accurate, the keywords will be there. If the job description for the job for which you are applying states that you must have a certain skill, and you don’t, including the keyword may get you the interview, but what are you going to do when you are asked about it? Say you lied to get the interview? Well, you got the interview, you did not get the job offer, and your reputation for being an honest professional took a major hit. But you got the interview! Was it worth it?

Alright. You’ve done a lot. You typed. You read. Now take a break and have a nice cup of hot chocolate. You’ve earned it! And don’t waste your hard-earned money on con artists.

For the record, to be clear, just because a resume is ATS-friendly does not mean that the person reading it will want to interview you. For that you need a resume which appeals to employers. Remember, you are marketing yourself. Doing that effectively is the challenge. Getting the resume past the ATS is only an obstacle, albeit an important one. It’s the first hurdle in the process; the second is that just as annoying human! Here’s the secret to getting the resume past them: Focus on your value not on how great you think you are. All they care about is what you can do for them and the only way to convince them to show what you have done for other employers.

Resume Review Services or How to Make Your Resume ATS-Friendly and Pass the First Hurdle to a Job Interview | Employment Edification

The Resume Guarantee Con by Bruce Hurwitz

Mariana Fradman — Fri, 28 Feb 2025 03:29:38 GMT

The Resume Guarantee Con

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR

This is the first of a two-part series on questionable practices by so-called “professional resume writers.” It is not an indictment of all, just a warning to be cautious…

I had a very nice chat with a potential resume writing client. At the end, as I always do, I asked her if she had any additional questions for me. She did. “Do you give a guarantee?” “A guarantee of what?” I asked. “That I’ll get a job,” she replied. I smiled; I did not laugh.

I explained to her that the purpose of the resume is to get the interview, not the job offer. That’s the purpose of the interview. So, I certainly could not offer her a guarantee of a job since I don’t know how well she interviews.

As for getting interviews, again, if she applies for jobs she wants but, based on the job description, the employers do not want her, she won’t get an interview.

The bottom line is that a job search has too many variables to offer a guarantee.

She thanked me and told me that she had spoken with resume writers who offer the guarantee she wants. I asked her what they charge. She told me, but you won’t believe me if I tell you.

So why would someone charge low four-figures (Oops!) for a resume? (Why would anyone pay that much?) There has to be a logical reason. For the job seeker, it is obviously fear and desperation. But I may know what the resume writer is up to.

A couple of years ago I ghost wrote the autobiography of a retired senior tobacco industry executive. I learned a lot. One thing that surprised me was that having to charge a tax on products is a good thing if the business can hold on to the money for a guaranteed period of time and if the product they are selling which is being taxed will continue to be sold for the foreseeable future.

This is what happens:

The company collects the tax. They turn it over to the government after one, two, three, or maybe even more months. So, let’s say, the January tax collection is paid to the government in April; February’s in May; etc., etc. etc. What does that mean? It means the company is getting a government loan, interest free, for three months. And if they are collecting large sums, that money can go to capital improvements, expansion, whatever.

So maybe the resume writers charging, let’s say, $1,000 for a resume, are doing the same thing. The client pays $1,000. But it’s not one client it’s, let’s be conservative, and say, five. And the guarantee is for six months. And they always secure five clients a month. That’s a $5,000 monthly, interest free-loan, for whatever period the guarantee is. Perfectly legal (I think) but not very ethical (I know).

On the other hand, it might be akin to a hidden “free shipping and handling” charge. Does anyone really believe that “free shipping” is really “free?” I hope not. It’s all included in the price. If the company sells enough widgets, that can offer “free shipping.” It makes the consumer feel good. So does a resume guarantee, but at what cost?

Or, I may be overthinking this and they’re just a bunch of con artists taking advantage of the naive and vulnerable.

Next week we’ll look at resume reviewers, that is to say ATS-friendly resume reviewers.

The Resume Guarantee Con | Employment Edification

5 Warning Signs That You Should Probably Not Accept the Job Offer

Mariana Fradman — Tue, 11 Feb 2025 01:06:31 GMT

5 Warning Signs That You Should Probably Not Accept the Job Offer

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

“Trust your gut” is usually good advice. That said, younger candidates for positions may not yet have a “gut,” so to speak. Nevertheless, there are things that any job candidate should recognize as troubling.

Just a reminder: The job interview process is a two-way street. While the employer is interviewing and judging the candidate, the candidate should also be interviewing and judging the employer. The hiring process usually is a great indication of how a company operates.

My first warning sign is being kept waiting. It’s rude. It shows that the interviewers do not value the candidate’s time. And it is a good indication that they are disorganized. Of course, if they apologize and explain in advance that there is a situation, they should be given a pass (once!).

Second on my hit parade of worries, the interviewers do not have a copy of the candidate’s resume. They may be testing to see if the candidate is prepared, but, at the same time, they are indicating that they are not prepared.

Third, if the interviewers do not give the candidate an opportunity to ask questions, stick tail between legs and run for the exit! If they don’t want to hear from candidates, I’ll be my bottom dollar that they don’t want to hear from their employees!

Fourth, along the same lines, if interviewers refuse to answer questions, or to provide clear answers to clear questions, see above! Of course, candidates should never ask about proprietary information, and they should keep in mind that some things are only revealed to employees not candidates.

Finally, the compensation package has to be clear and simple. Candidates do not want to discover, for example, that, yes, the employer will triple their 401(k) contribution, but vetting takes five years! Moreover, bonus structures can be very confusing. In other words, candidates must read the fine print which means reading the personnel handbook. If a candidate needs a lawyer to understand the handbook or the offer, they probably don’t want the job.

5 Warning Signs That You Should Probably Not Accept the Job Offer | Employment Edification

Never Attend an Off-Site Holiday Party

Mariana Fradman — Wed, 27 Nov 2024 21:01:40 GMT

Never Attend an Off-Site Holiday Party

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

While we work with everyone, our mission is to promote the hiring of veterans and first responders. Please consider us for all your staffing, career counseling and professional writing needs.

Never Attend an Off-Site Holiday Party | Employment Edification

A Job Search and the Law of Diminishing Returns

Mariana Fradman — Wed, 27 Nov 2024 20:45:45 GMT

Read on blog or Reader

Employment Edification

A Job Search and the Law of Diminishing Returns

By Bruce Hurwitz on November 26, 2024

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

I did not do well in Economics. That is what is generally referred to as an "understatement." I was awful. I just did not get it. With one exception: I understood the Law of Diminishing Returns. If I understood it, anyone can. It works like this:

While at the very beginning your investment will result in great yields, after a while, those yields will grow smaller. Put differently, you will no longer receive the same bang for your buck.

Here's an example that just about everybody can appreciate, especially given that Thanksgiving is on the horizon. That first piece of pie makes you feel great. The second piece, not so much. The third? You swear, as you do every year, it just ain't worth it, and you are convinced that your mother is trying to kill you. (Substitute some other dish if pie does not work for you. The principle is the same!)

Ironically, given that a job search is a numbers game, the law of diminishing returns does not work exactly the same for a job search.

Everyone knows that most jobs are not advertised. To find them you have to network. As you get more people looking out for you, as you build a productive network, the value of an additional member does not diminish but rather increases. The more you have, the better.

As for ads, the first is no better than the hundredth (or thousandth, which does happen). If I were to make a graph, which I won't do, the scale would be from minus 10 to positive ten. The value of networking would rise from the lower left to the upper right. The value of a response to an ad would flat-line at one.

Don't misunderstand me, ads are important. The issue here is that the second ad is no more important than the first. That said, as you become more discriminating in the ads to which you respond, focusing on the jobs (employers) that want you and not the jobs you want, the value of the fiftieth ad will be greater than the first, but the fifty-first will be no more valuable than its immediate predecessor.

In summary, eat moderately at the Thanksgiving table, and think strategically in your job search.

Have a great Thanksgiving!

While we work with everyone, our mission is to promote the hiring of veterans and first responders. Please consider us for all your staffing, career counseling and professional writing needs.

A Job Search and the Law of Diminishing Returns | Employment Edification

How to Tell if a Job Candidate is Lying

Mariana Fradman — Tue, 19 Nov 2024 03:03:37 GMT

How to Tell if a Job Candidate is Lying

By Bruce Hurwitz on November 1, 2024

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

"The eyes are the window to the soul." I looked it up and was surprised to find it comes from the New Testament. I don't know why it surprised me, it just did.

Well, Matthew did not get it completely wrong. It turns out, as I learned while interviewing an expert on deception for my podcast, that they are the windows to the truth or, if you prefer, a lie. There's nothing even the best liar can do to hide it; our eyes react when we lie.

Of course, if we honestly believe that what we are saying is the truth, there will be no reaction. If we have deceived ourselves, we can deceive others. It is only a lie if we know it is a lie.

I was once deposed in a class action lawsuit filed by a client against a vendor. The vendor's attorney accused me of having called one of the vendor's employees a liar. She had the email to "prove" it, or so she thought.

In response to her question, I said, "I did not call him a liar. I clearly wrote, 'They lied.' " Then I explained: He, meaning the employee, would not have known the answer to the question. So, he would have asked a colleague. The colleague may have asked someone else, who may have also had to ask someone. Everyone who provided the information told the truth, as far as they knew. Only the first person, the source of the lie, knew the information was false. That was why I had written they and not he lied. That was one exchange that I clearly won.

In any case, in a totally different way, eyes once revealed a very unfortunate truth. We had a friend who we all knew was making a horrible mistake. His girlfriend was no good. We knew it, but he refused to believe it. They got engaged. He would not listen. They got married. She got pregnant. She gave birth to a healthy baby. The baby had beautiful brown eyes. Our friend and his wife both had blue eyes. It was, therefore, impossible for our friend to be the child's father.

Whether or not the eyes are, in fact, the window to the soul, everyone can decide on their own. There is, however, no doubt, that they are the window to the truth. So, when interviewing a candidate, look at their eyes when they are answering your questions. If something looks suspicious, pupils dilating, tears forming, rapid blinking or eye movement, it may because the candidate's body is warning you not to hire them.

Delivering Bad News During a Job Interview

Mariana Fradman — Sun, 17 Nov 2024 22:05:24 GMT

Bruce Hurwitz 6:45 pm on November 7, 2024

Delivering Bad News During a Job Interview

Cowards ghost. In other words, they disappear in order not to deliver bad news. Well, in a job interview, a candidate cannot disappear. They are sitting right there in front of the interviewers. So, what do you do if you, the candidate, have bad news to deliver? You deliver it.

In this regard, I have dealt with two types of individuals. The first wait until I call them to tell them that they have the interview or to relay a job offer, and then they tell me what the problem is. The second immediately tell me about the issue.

I give my recruiting clients (employers) a six-month guarantee that if for any reason a placement does not work out, I will conduct a replacement search for free. Needless to say, I do not want to have to honor that guarantee. So, in the case of the former type of individual, I advise my client not to hire them. They cannot be trusted. If they are going to wait until the last minute to provide material information which an honest person would have shared at the beginning, that pretty much tells the employer, and me, everything we need to know about the candidate’s character. They will not last six months, so why bother?

In the case of the latter, no problem. They were honest and upfront from the very beginning. We found a solution to the problem meaning, in essence, there was no problem. They showed themselves to be of good character.

There are two types of issues/problems that candidates have. The first, which they think is a big deal but usually isn’t (except in cases where the individual is being hired to finish a project within a certain amount of time) is of a personal nature, such as if the candidate has scheduled a vacation. Again, unless there’s a time factor connected to the job (which should be clearly stated in the job description), I have never had a client/employer reject a candidate because of a planned vacation. They always say the same thing, “Of course they can take their vacation; it just won’t be paid time off.” No problem. (Truth be told, I can’t think of any other example.)

The second issue, which is serious, concerns a medical problem. I have dealt with many:

The first two candidates I ever submitted for a job when I started my own firm, were homosexuals. They were both in their mid-forties. When they were children, 10- 11-years-old, which would have been some 50 years prior to my meeting them, psychiatrists actually treated homosexuality as a mental health disorder (see below). In both cases, the gentlemen were married and had children. By then, their “treatment” was anxiety medication and an occasional phone consultation with their doctor if they were having a bad day. They both asked me to explain their situation to my clients. I refused. I told them that when, in the interview, they were given the opportunity, “Tell us about yourself,” or were asked a question such as “How do you cope with anxiety?” to simply tell their story of how they conquered what was, as I just noted, a recognized disorder. I could not do justice to their success; only they could. And when the employers heard their stories, they hired them.

In the case of other mental health disorders, autism, dyslexia, genius IQ (meaning a lack of social skills), stuttering, and PTSD, I had the candidates deal with it in the same way as someone with a physical issue.

First, in the case of military veterans, the so-called 800-pound gorilla in the room is, “Do they have a health issue?” So, I tell them, after the normal exchange of pleasantries, to say, “Before we begin, I know you can’t ask me so let me tell you, I have no health issue. Now the employer knows the candidate is honest, upfront, and understands their concerns. No problem. No issue. And they are off on the right track.

Now, in the case of persons with a mental health disorder or physical issue, they do exactly what the veterans I just mentioned do, with an obvious exception of their being a visible issue. They say, “I know you can’t ask, but I will tell you. I do have a health issue. This is what it is. This is what it means. And this is the ‘reasonable accommodation’ I will require.” (In the case of an obvious physical issue, they begin by saying, “As you can see..” and proceed to explain the issue and what “reasonable accommodation” they need.

Of course, the candidate’s definition of “reasonable” may differ significantly from the employer’s but, in my experience, the issue has always been solved amicably. There was only one exception:

I was doing a search for a company out-of-state, meaning that I never met with candidates in-person. One of the candidate I submitted, who got an interview, was confined to a wheelchair. I did not know that and he did not tell me. The employer was located on the second floor of a landmark building. There was a ramp leading to the ground floor (retail space), but no elevator. In case you do not know this, and I am not exaggerating, you literally cannot change a door knob in a landmark building without getting government approval. It would take a miracle to get the government to agree to the installation of an elevator. No elevator; no job.

All other requests were gladly met. In fact, in some cases employers were a bit offended that I would even ask if the candidate could call a therapist from a private office, or sit facing the door (in the case of a veteran). From their tone of voice, they always sounded like, “Bruce, don’t ask stupid questions! Just have them here Monday morning!!”

The key is to be open and honest. If you deliver the “bad news” at the beginning of the process, and not surprise them with it at the end, you should have nothing to worry about. And if you present your condition as an example of an adversity that you have overcome, greater, I hasten to add, than anything they would encounter on the job, you will make yourself an even more desirable candidate. Remember: Employers do not like surprises, especially when hiring.

NOTE TO THE HATERS: Before you accuse me of being a homophobe, please note that homosexuality was only removed from the American Psychiatry Association DSM (Diagnostic and Statistical Manual of Mental Disorders) in 1974 (as you can see from the below screenshot taken from their website. That said, you will also note that they changed the name over the years). As I understand it, the reason was apparently political, in response to activists, and not medical. That would explain why it remained on the DSM just under different names. Under DSM-V, which was published in 2013, it is called “gender dysphoria” and is thus a medical condition which may be treated.

While I usually preempt the insults by quoting Churchill, this time I shall quote DIckens, The truth is the truth; and neither childish absurdities, nor unscrupulous contradictions, can make it otherwise. (From American Notes: The Young Man from the Country.)

While we work with everyone, our mission is to promote the hiring of veterans and first responders. Please consider us for all your staffing, career counseling and professional writing needs.

Delivering Bad News During a Job Interview | Employment Edification

Fake Job Postings

Mariana Fradman — Tue, 03 Sep 2024 03:06:28 GMT

Bruce Hurwitz 4:17 pm on August 21, 2024

Fake Job Postings

I can remember when a person looking for a job would buy the Sunday or Wednesday newspaper and look at the Classified ads. It was a simpler world in those days. But was it more honest?

Sometimes I think that I earn part of my living helping the frustrated. Usually, it is someone claiming that they are being discriminated against. But sometimes it is complaints that applications go unanswered.

There can be a simple reason for an unanswered application: The company does not have a good process in place to handle job applications. Management is rude. Or, what seems to be more prevalent these days, the job posting isn’t real.

In May of this year, ResumeBuilder.com did a survey of over 1,600 hiring managers. The results were, to say the least, troubling. The key findings were: 40% of companies posted a fake job listing this year; 30% currently have active fake listings; and 70% of hiring managers believe the practice is morally acceptable

(For the record, the jobs are posted not only on job boards, but also on company websites.)

Why do companies do this? According to the survey for two reasons:

First, their employees are overworked. Posting ads gives the impression that help is on the way. The company recognizes the stress and strain employees are experiencing. Second, posting fake job postings not only increases revenue, but also morale and productivity, because the overworked employees think the company cares.

Apparently, these companies think they have stupid employees. Since the ads are fake, even if employees see “applicants” being interviewed, and 85% of the hiring managers questioned said they did interview for the position, after a while employees will figure out that it is all a scam. Help is not on the way. So, if revenue, morale and productivity had a rise, eventually, they will have a fall, perhaps even a crash. It’s a stupid way to do business.

Likewise, posting job ads is said to give the impression that a company is growing. That is an important message to send to competitors, if they are foolish. When it becomes clear that the ads are fake, competitors will use the strategy against the company as a way to question their morals and long-term sustainability. It will backfire.

What is most troubling for me is the 70% of the hiring managers surveyed saying, “posting fake jobs is morally acceptable.” It most assuredly is not.

The important question is, how can a job seeker spot a fake ad? They can’t. But there are two obvious indications of possible dishonesty. (Not being contacted is not one of them. Forty-five percent of the hiring managers said they contacted applicants for fake jobs!) First, the salary range could be ridiculous. That said, offering too much or too little will be self-sabotage. (Wasn’t it Walter Scott who said, “O, what a tangled web we weave when first we practice to deceive?”) Moreover, it would defeat any benefit about increasing morale, productivity and revenue. If employees see that the company wants to pay significantly more than what they are currently earning, the employees will demand raises. On the other hand, if the employees see that the salary being offered is less than they are currently earning, they will think the company is looking to hire cheap labor and, if they are smart, they will immediately start their own job searches.

Second, on most job boards applicants can see when the job was first posted. If a company has been looking for more than a month or two to fill a position, apply but don’t hold your breath. (Of course, the company can “close” the ad and then repost it.) If the company really wanted to hire someone, they would have done so.

To be fair, the reason that a company cannot fill a position in a timely manner may not because the job is fake. It could very simply be that no one wants to work for the company. Either way, be careful.

Fake Job Postings | Employment Edification (wordpress.com)

Why a Job Interview is Like a Chess Match

Mariana Fradman — Tue, 23 Jul 2024 02:27:44 GMT

By Bruce Hurwitz on July 18, 2024

In his book, The 48 Laws of Power, Robert Greene (e-book edition, p. 237), provides a great description of the game of chess:

Chess contains the concentrated essence of life: First, because to win you have to be supremely patient and farseeing; and second, because the game is built on patterns, whole sequences of moves that have been played before and will be played again, with slight alterations, in any one match. Your opponent analyzes the patterns you are playing and uses them to try to foresee your moves. Allowing him nothing predictable to base his strategy on gives you a big advantage. In chess as in life, when people cannot figure out what you are doing, they are kept in a state of terror—waiting, uncertain, confused.

Of course, in a job interview, you are not facing an opponent but rather individuals who you want to become your confederates. Yet, there are similarities to a chess match:

The most difficult part of a job search is patience. You have to wait for a response to your application. You have to wait for a response to your initial (phone) interview. You have to wait for a response to your in-person interview(s). And you have to wait for the job offer. Perhaps serving in the military is a great preparation for conducting a job search as, at least based on my experience, most of the time you just sit around and wait!!

Being able to foresee the steps in the process is crucial. If you expect that there will only be one interview, and it turns out you will have to have multiple interviews and a test, you will become disheartened. The solution is quite easy: Ask! There is no reason in the world for the process to be kept a secret. If you know what to expect, you can prepare, most importantly, psychologically. The key to getting a job offer is confidence. Confidence is an emotion. If you are projecting depression, because you don't like the hoops through which the employer is making you jump, you might be confident you can do the job, but you won't be confident that you want the job. Employers can read emotions so, as your emotions are the most important thing you bring to an interview, you have to protect your king - confidence!

Finally, note what was said about patterns in chess. The analogy in interviewing is that different interviewers will ask you the same question(s). Then they will compare your answers. They don't have to be word-for-word identical, but if they are different, you can forget about getting an offer. In that case, you have lost your king and are checkmated.

Why a Job Interview is Like a Chess Match | Employment Edification (wordpress.com)

Resume for intership

Thu, 18 Jul 2024 19:16:03 GMT

How to create an resume for a internship? What are the do and don't and hiw to I create a cover letter?

References

Mariana Fradman — Tue, 25 Jun 2024 00:17:52 GMT

References

by Bruce Hurwitz

Many, if not most, job applicants are worried about being able to provide positive references. Ironically, more often than not, my clients (employers) have not asked for references. When I protest, the response is always, "No one provides a bad reference." Not true! It happens.

Some applicants want to be proactive and include references on their resume. That's a mistake. Here’s why:

By definition references will know of possible candidates for the position for which the applicant is applying. The employer or recruiter can call them and ask if there is anyone they would recommend for the position they are looking to fill without mentioning the applicant whose resume they received. Why would an applicant want to give an employer/recruiter an avenue to find additional candidates? And what does it say if one of the names the reference provides isn’t the applicant's?
It is foolish for an applicant to provide names of references until the applicant knows they are interested in the position. Imagine if the applicant sends out 10 resumes, and the recipients of five call the references. The references will begin to think that there is a problem and no one wants the person. If the applicant, after meeting with the employer and their staff, decides they want nothing to do with the company, the references will have no way of knowing that the applicant turned the employer down and not the other way around. They will also be curious about why they are being called without notification from the applicant.
Accordingly, it is crucial that prior to giving out the names of references, the applicant, now candidate, actually wants the job and that they have the ability to (a) confirm that the reference is available (they may be on vacation, at a conference, have a family emergency, etc.) and that they remember the candidate. (I once had a former colleague have an employer contact me for a reference, and I did not remember her!) Additionally, the candidate has to prepare the references so they know what to emphasize when speaking to the employer/recruiter.
Finally, if the employer/recruiter asks for references, telling them that they will get them in a day or two because they first want to make certain they are available, shows that the candidate is a professional and does not want to waste the employer’s/recruiter’s time. (There is nothing worse than calling someone for a reference and the person does not return the call.) It, the request for references, is also something they can be added to the thank-you email so the employer/recruiter knows that the candidate did not forget the request. Then, the next day, they can follow-up with a second email with the names of the references, a brief blurb about how they know them, their contact information, and, to show that they are considerate, their time zone. You don’t want someone on the west coast being called at 9 AM Eastern time.

I honestly cannot think of a single reason to include references on a resume. After all, it takes up space that could be better used focusing on the applicant’s accomplishments. No longer is “References available upon request” included on a resume, because it is a silly statement of the obvious.

For the record, ideally references are former supervisors. Secondarily, if supervisors are not available, colleagues will usually suffice, especially those higher on the organizational chart. Board members and major clients/customers may also be acceptable. In the case of older candidates, persons they have helped to advance in their careers are ideal, as the interviewers may consider older candidates a threat to their position. Knowing that they have a record of helping younger colleagues should allay those fears. Personal references should never be given. There is no need to provide more than three references.

References | Employment Edification (wordpress.com)

Efficient Candidate Vetting

Mariana Fradman — Tue, 18 Jun 2024 00:20:01 GMT

Efficient Candidate Vetting

Bruce Hurwitz

This is the final in a series of eight articles, geared towards recruiters but which provide important insights for job seekers.

If any recruiter ever claims that they have not been conned by a candidate, they are either a novice in the field, totally unaware, or a liar. (Of course, they may just be lucky, but I doubt it.)

Just as there are professional students, individuals who arrange scholarships to continue their studies so they never have to actually get a job, there are also professional interviewers. These are individuals who interview brilliantly. They convince everyone that they are the best possible person for the job. Any red flags, such as length of employment, they can easily explain away. They are masters of their trade. The problem is, they are terrible employees.

So why do these charlatans get away with their cons? It’s simply the fault of the interviewers. They so want to fill the position that they forget the basics. It’s almost like a person with a horrible disease clutching at straws to find a cure. They are great targets. But recruiters must not be targets, they must be recruiters.

So, what red flags must be allowed to wave from atop the flagpole like Old Glory?

If the candidate can’t hold a job, you don’t want them. And if they don’t include dates of employment on the resume, it’s a sign they can’t hold a job and you don’t want them.

If the candidate's references are LinkedIn recommendations, you don’t want them. There are no negative recommendations on any LinkedIn profiles. Why? Because the owner of the profile controls what appears on their profile. No one is going to post a negative recommendation. Moreover, many people trade recommendations. They simply cannot be trusted.

If there are discrepancies between the candidate’s LinkedIn profile and resume, it is not necessarily a red flag but is a topic for discussion. What is a red flag is if the candidate’s behavior on Facebook, X, etc. is less than professional, while totally so on LinkedIn.

If the candidate is not available during regular business hours to be interviewed by the recruiter, you don’t want them. If they can’t meet with the recruiter, they won’t be able to meet with the employer. Moreover, if they can’t figure out how to take time off in the middle of the day to interview, even if it is a video call which they could take on their phone in their car, that pretty much tells you everything you need to know about their ability to cope with predictable situations, not to mention the unpredictable.

If the candidate’s voice mail message is unprofessional, that can be a red flag. They obviously have not prepared for a job search where a professional image is everything. If they do not prepare properly when, in essence, they are their own client, the probably won’t prepare well when the client belongs to the employer!

When conducting a video interview, and there should always be a video interview, note where the person is. If they are in their car because they are at work, fine. But if they are home, pay special attention to the background. If they are using a background image or have blurred the background, they are hiding something. That’s a red flag. If the room they are in is messy, it’s safe to assume that that is how their office will be. True, they might know where everything is and therefore, from their perspective, there is order. But, still, impression is reality and employers do not want clients or prospective clients to think their employees are disorganized.

Finally, look carefully at the candidate’s resume. Even if they have kept their jobs for a good length of time, and have no gaps in their resume, it is a definite red flag if the candidate has not really advanced in their career. If they have not increased their responsibilities and authority, it is best to pass on them. They have no ambition. A person who does not grow in their career will not contribute to the growth of a company. Clients want to grow or, at least, not stagnate, which is what the candidate has done in their career.

By identifying red flags, a recruiter can eliminate unattractive candidates and focus on candidates who have the potential, not only to be hired, but to remain on the job a significant period of time. At the end of the day, that is what the recruiter wants. No recruiter wants to have to honor their guarantee that a candidate will stay on the job a minimum amount of time.

Efficient Candidate Vetting | Employment Edification (wordpress.com)

The Thank-You Email and the Most Important Question to Ask in a Job Interview

Mariana Fradman — Tue, 14 May 2024 04:27:50 GMT

Bruce Hurwitz 7:35 am on April 4, 2024

The Thank-You Email and the Most Important Question to Ask in a Job Interview

It is funny the things we remember seeing on television when we were children. For example, I remember a Nobel Prize laureate being asked, “To whom do you credit your success?” He replied, “My mother. When my friends returned home from school, their moms would ask them if they had given the teacher good answers to her questions, my mom would ask if I asked any good questions.”

It is my firm and sincere belief that the questions you ask in a job interview are actually more important than the answers you give. When you ask a question, it is an opportunity to show how well you prepare for meetings and, specifically, how well you have researched the employer and the interviewers.

The most important question you can ask is focused on the after-interview phases of the hiring process: the thank-you email. A good thank-you can rescue a fair interview; a bad thank-you can ruin a good interview.

Here’s the question: If I were to get the job, what would I be able to do to make your life easier? Ask every interviewer and write down their answer. This also means that at the start of an interview you need to get the email address of all the interviewers. (If someone says, “Just write to so-and-so,” then that’s what you do. But let’s assume that everyone provides their email.)

The thank-you email tells a great deal about the candidate. It shows if they were listening during the interview, and whether or not they understood what they were told. It also shows if they are able to send unique thank-yous to everyone and not some generic letter that could relate to interviewing for literally any job. Lastly, it is proof that they can actually write a professional letter.

The thank-you, which must be sent within a couple of hours of the interview, should be relatively short and go something like this:

Thank you for interviewing me this morning for the XYZ position. [Now you are going to remind them of why you are the premier candidate for the position.] Having done X, Y and Z, after hearing your insights, I am even more confident now that I will be able to not only fulfill your expectations for the position, but exceed them.

That paragraph will be relatively the same for everyone. Here’s where the uniqueness comes in:

I heard you when you said that you need me to do X. I understand that that will help you with Y. Just to remind you, as I said during the interview, I have no problem in that regard because…

Then a generic ending on the lines of, Thank you again for having taken the time to interview me. I look forward to hearing from you. Sincerely… will suffice.

The “I heard you” paragraph shows that you were listening, understood, and are onboard to be the interviewers’ partner to help them achieve their goals. Who would not want a new hire like that?

The Thank-You Email and the Most Important Question to Ask in a Job Interview | Employment Edification (wordpress.com)

Copy of Mentor vs Business Consultant

Mariana Fradman — Fri, 08 Mar 2024 01:14:56 GMT

By: Bruce Hurwitz, Ph.D.

Everyone has things that bother them. They are annoying and every so often a person has something they want to "get off their chest." As you may have guessed, I have something I want to get off my chest.

Occasionally, someone calls and asks if I will be their mentor. It is an honor. That said, I am rather selective because I do not want to waste my time or the prospective mentee's. When I start to interview them, and they realize I may not agree to their request, they then make a fatal mistake: They offer to pay me. When I tell them that mentors are not paid, they tell me about friends who actually pay their "mentors" for their services. I will now tell you what I tell them.

Mentors do not get paid. They help a person because they want to help them advance in their career, not to fatten their own bank accounts. A mentor's "payment" is the satisfaction of seeing their mentee succeed and advance.

Business consultants are paid. They too want their clients to succeed and advance, but they want to be paid for their advice. First and foremost, they are in it for themselves. There is nothing wrong with that. It is not immoral, indecent or illegal. It's perfectly fine. It's just not mentoring, it's consulting.

If you want someone to advise you out of the goodness of their heart, someone who is only interested in your advancement, get a mentor. If you want your very own employee (after all, if you pay someone they work for you!) hire a business consultant.

(30) Copy of Mentor vs Business Consultant | LinkedIn

You Are Worth More Than $15 Per Hour

Mariana Fradman — Thu, 29 Feb 2024 03:47:04 GMT

In this episode of the Paralegals on Fire! Podcast Show, Ann Pearson discusses the concerns paralegals have about their jobs being replaced by overseas virtual legal assistants and AI. Ann provides actionable strategies to protect paralegals’ job security and increase their value in the legal profession.

You are worth more than $15 per hour! (paralegal-bootcamp.com)

How to Market Yourself

Mariana Fradman — Thu, 29 Feb 2024 03:42:01 GMT

By Bruce Hurwitz, Ph.D.

The adage used to be, "Everyone is in sales." Today, "marketing" has to be added. It does not matter what position you hold in a company, even if you are working for yourself (either as a job seeker or a business owner), whether you like it or not, you are in marketing.

So are green grocers. (I wonder if the PC Police have outlawed the term!?) When they place their produce on display, they have awaxcoating on them (the produce not the grocers!) to preserve, protect and enhance their appearance, in other words, to make them look good and slow spoilage. Job seekers need the same (primarily looking good, but also not spoiling!).

I am not referring to clothing, accessories, or evenresumes, a topic which I have previously addressed. The wax, so to speak, for a job applicant, should be their online presence.

On July 12, I will be writing about LinkedIn's Social Selling Index, which is the gauge of how well someone is promoting themselves on LinkedIn. For now, suffice to say that individuals will not get their dream job if they are the best kept secret in town. But beware, if you are in the public domain, you are leaving yourself open to ridicule. If you can't take criticism, and feel the need to respond to every comment someone (usually a someone who is jealous) makes, it might be best to stay out of sight.

That said, there is an alternative to expressing your own opinion. Being a source of important information for your profession is enough. You don't necessarily have to write posts or long-form articles opining on different subjects. Simply sharing articles with your network will get you noticed.

Posting articles that you have written on LinkedIn or a blog on a different platform, and linking to them on all social media accounts, will get you noticed. You want your online reputation to be that of a consummate professional. As a recruiter, I had one candidate whose LinkedIn presence was the definition of professionalism. Then I saw his Facebook page. It was dedicated to attacking a politician who will remain nameless. He, the candidate, went over the deepend. He was a raving lunatic. I could not submit him to my client because I did not know who would show up, the professional or the lunatic.

For my part, the only thing I post on X, Facebook, Instagram, etc., are things I post on LinkedIn. The same should be true for any professional, not to mention a job seeker. No one should want a prospective employer thinking that they suffer from some sort of split personality disorder.

The important thing is to have employers run after you, not you running after them. And the only way for that to happen is if you create an online persona which makes you look like the personification of professionalism. Once you have done that, you will be able to wax poetic.

(5) How to Market Yourself | LinkedIn

The Quickest Way to Lose a Job Offer

Mariana Fradman — Tue, 06 Feb 2024 02:50:17 GMT

The Quickest Way to Lose a Job Offer

Bruce Hurwitz

Jan 19 2024

Years, alright, decades ago, I had a job interview. I arrived 10 minutes early, as I always did. I introduced myself to the receptionist, told her who I wanted to see, and sat down to wait. I waited 25 minutes and then returned to the receptionist, told her I was withdrawing my candidacy, wished her well, and walked to the elevator.

Apparently, I did not see her do it, the receptionist had called the person with whom I had the appointment and told him I was leaving. As I got to the elevator, the man ran up to me and asked me where I was going, not why I was going. I told him a job interview was a two-way street and I didn't want to work for someone who keeps people waiting. (Yes, I arrived early but I left 15 minutes after the scheduled time for my appointment.) It's rude, shows bad time management skills, and was not what I was interested in.

As this conversation began, the elevator doors opened. A woman who wanted to get out kept the doors open. She listened to the conversation. She introduced herself. She was the company's CEO. She apologized to me. I thanked her. She told the man I was supposed to meet with to meet her in her office.

The next day, my phone rang. It was the CEO. She told me that she had fired the guy who had kept me waiting and asked me if I would reconsider my decision to withdraw my candidacy. I told her I couldn't as I had already accepted another job. You see, from their office I went to get something to eat and then had a second interview, where I was not kept waiting, and they made me an offer on the spot.

I had heard of employers keeping candidates waiting to see how they would react. I never understood the rules of that game and cannot explain them. On a few occasions, I was kept waiting, but someone would come out, explain to me that there was a problem, apologize, offer me something to drink, and ask me to be patient. I would always thank them, decline the drink, if I had a time limit I would tell them, then I would patiently wait, usually reading something I had brought with me. Unlike in the previously related story, these people were polite and professional.

Then there are the candidates who arrive late. Usually, that ends a candidacy. There is literally no excuse for being late. If a candidate is late for a job interview, it is safe to assume they'll be late for client and staff meetings. Why bother with them? (That's more of a statement than a question...)

An acquaintance once related to me that a friend of his was having a problem. He owned a Starbucks franchise at a local airport. The position for which he was hiring required the employee to be on the job from 11 PM to 7 AM. Usually, new hires showed up for a few days but then were either constantly late or quit. He had an epiphany. To solve the problem, he interviewed candidates, not at his office in the city during regular business hours, but at 3 AM at the restaurant. If a candidate showed up for the interview, he was confident they would be at work, on time, and not quit. He was correct.

There is an exception to every rule and there is one for having to be on time for a job interview. A candidate of mine lived in Brooklyn. The client was on Long Island. If traffic was good, and it never was, it would take at least an hour and a half to arrive. She left four hours early. After half an hour, being stuck in traffic half that time, she knew she would be late. She called the person with whom she was going to meet. (Never go to an interview without the contact information of the person with whom you are meeting!)

If she had called an hour before the interview, there would not have been an interview. But since it was clear she had left with (usually) more than enough time, the client was happy to tell her to call to reschedule when she returned home. She also told her to get off the highway as soon as possible, as the road was blocked all the way to their offices as that was the site of the severe accident which was causing all the trouble.

She rescheduled. The interview went fine but not great. There was another candidate who was a better match. But that candidate arrived 10 minutes late and did not apologize. They gave the job to my candidate. Draw your own conclusions!

While we work with everyone, our mission is to promote the hiring of veterans and first responders. Please consider us for all your staffing, career counseling and professional writing needs.

How to Raise Health Issues in a Job Interview

Mariana Fradman — Tue, 26 Dec 2023 04:06:16 GMT

How to Raise Health Issues in a Job Interview

By: Bruce Hurwitz

Twice this happened to me:

I was invited to speak (the first time at a local university and the second at the New York Public Library) on conducting a successful job interview from the perspective of the applicant. The question that was asked was simple: How to raise the issue of a medical condition for which the applicant will require a “reasonable accommodation,” which, according to the law, an employer must provide to an applicant suffering from a medical condition.

I’ll use actual examples:

One employer was located on the second floor of a “landmark building.” Landmark buildings are building which, for whatever reason, local authorities have designated as “landmark.” This means no changes can be made to the structure without government approval. And when I say “no changes,” I mean “no changes.” In one case, the owners could not even change door knobs without official permission!

The applicant for the position with the employer on the second floor used a wheel chair. He neglected to mention that when the employer called to set up an initial interview. If he had, he would have been informed that there was no elevator. It was most assuredly not a “reasonable accomodation” for the employer to install an elevator or a chair lift leading to the second floor (even if by a miracle, and it would have taken a miracle) the government would have approved it. Needless to say, there was no interview.

But that was an extreme case and, frankly, a foolish job applicant.

The other cases I dealt with were simple. These concerned veterans. Most people think their problems are greater than they really are and veterans are no different. One had been shot in the knee and needed to sit at a desk that would enable him to stretch his leg out. Another could not tolerate bright lights and needed to wear sunglasses indoors. And a third could not sit with his back to the door. None of the employers for whom they were interviewed cared. The “accommodations” which they required were perfectly “reasonable,” and were immediately granted. The same thing was true for those dealing with a mental health issue and needed to be able to call their mental health professional occassionally or at regularly scheduled times. (One employer said to a candidate in that situation, “Don’t worry about it. You have to be crazy to work here!” Everyone laughed and, by the end of the day, he was hired.)

At the speaking engagements I previously mentioned, the director who invited me to speak at the university, and my two co-panelists at the Library, all advised that persons requiring a “reasonable accommodation” should raise it once a job offer had been made. I vehemently objected. Here’s why:

Just as job applicants learn everything they need to know about a company’s decision making process from what they experience being an applicant (and, hopefully, becoming a candidate), so too do companies learn what they need to know about an applicant, especially their values, from how they behave during the interview process. That’s why there are multiple interviews and multiple interviewers.

Let’s consider the situation when at the end of the process, when an offer has been made, the candidate (who has advanced from being just an “applicant”) surprises everyone by announcing that they require a “special accommodation.” If the employer, in my opinion, is smart, they will immediately withdraw the offer. Why? Not because of the applicant’s needs but because of the flaw in their character. If they waited until literally the last moment to provide what is called “material information” about their needs, it is safe to assume that they will surprise potential clients, at the last moment, with information they, the potential clients, required at the start of the process to reach an informed decision. No one likes surprises, not potential clients, not actual clients, oh, and yes, not employers! (And in this case, the employer may rightly suspect that the applicant was setting them up for

While we work with everyone, our mission is to promote the hiring of veterans and first responders. Please consider us for all your staffing, career counseling and professional writing needs.

How to Raise Health Issues in a Job Interview | Employment Edification (wordpress.com)

10 Red Hot Flags Not to Take that Job By Chere B. Estrin

Mariana Fradman — Wed, 27 Sep 2023 03:11:46 GMT

I once took a job in an AmLaw (top firms in the country) firm. Boy, was I excited! A big bump in salary; great title; opportunity to grow; the works. And then – I knew within 3 days that I had made a huge mistake. Huge. There was no question - this was going to be a “crying in the shower every morning” adventure.

I had been recruited away from my previous firm, a well-known entertainment law firm. A top partner and the Director of Administration took me to lunch and told me of their hopes, wants, dreams and desires. I was so excited about the prospect that, when I look back on it, I never looked at the red flags. You know that old cliché – “once burned”…….

As a candidate, you can ask all the questions possible. However, red flags are often in the nuances or the answers that you don’t get. If you have taken a position that was right for you every single time, you must be doing something right. Either that, or hitting fantastic, transparent firms.

Here are 10 of the hottest red flags you don’t want to miss during the interview:

1. Billable hours are not specified.

Somehow, you failed to get information about a minimum number of billable hours or the firm skirted around the issue. Furthermore, the firm was not clear as to whether the minimum is a minimum or a mandatory goal or if you are penalized if you don’t go well beyond that number.

2. Overtime is implied but vague.

Answers such as “overtime from time-to-time” are not answers. You need to know if you are going to be working every New Years Eve and whether the amount of overtime is within your realm of reality. In these firms, quite frequently, once you get in, you find out your co-workers shame you if you leave after 8 hours every day.

3. Work weekends for free.

Some firms expect you to be available 24/7. They expect that you will answer emails or take calls on weekends or your days off without pay. Bear in mind that only managers and attorneys are exempt from overtime. If you are a paralegal, legal assistant or legal professional without a manager title, you must be paid overtime, even if it’s only for 15 minutes.

4. Overpromising.

Perks are a way for firms to make an offer more attractive on top of the base pay. And, yet, when a firm is overly eager to agree to any of your requests, that might be a red flag. If it seems like they are overpromising you, most likely they are. In this tight candidate market, firms appear very willing to relax some of their prior hiring criteria. If they overpromise to you, they will overpromise to clients, and then you get overworked. Not a pretty picture.

5. The firm concentrates on your advancement opportunities.

While almost everyone wants to advance, an interview concentrating on where you can go as opposed to the job at hand, causes a full-fledged red alert. This is generally a sign that the job you are applying for is a) beneath your capabilities b) not so exciting c) you are not a fit.

6. You don’t really find out why the position is open and how many people preceded you or in what time span.

No firm likes to highlight continuous turnover in a role or even in the firm. There’s always some excuse. If you don’t get the answer in the interview, get on Glassdoor, www.glassdoor.com and check out the reviews from current and past employees. That’s usually a good indicator of what’s really going on. The firm will claim “disgruntled employees” but really, how many “disgruntled employees” can you have?

7. You will be wearing several hats or working for many attorneys/supervisors or carry a very heavy caseload.

New hires want to show they can handle new challenges and responsibilities. However, a definite red flag is the phrase: “You’ll be wearing many hats.” Over time, it’s likely you will be given the work of many but paid for one. Additionally, the firm is all over the place with their expectations. This is like taking a bow and arrow trying to aim for the target but each time you pull the bow back, the target moves.

8. You are applying for the interviewer’s job.

While interviewers certainly leave, you need to find out the real reason this person is leaving and most times, that’s practically impossible. “Moving on for greater challenges” may mean the job won’t be challenging for you. “Got recruited away” may mean they were open to new positions and the question is, “why?” Make sure that you interview with a team as the real reason might pop up. This can affect your decision making to move forward. Google the firm and be sure to check Glassdoor.

9. No written job descriptions.

When you hear things such as “just need a good trial lawyer or paralegal” or “typical legal assistant responsibilities”, a red flag should go up immediately. You have no idea what that

firm’s idea of “typical responsibilities” are nor the nuances of the job. If you can’t get a job description, check LinkedIn for present or former employees that had the position and see what the expectations are.

10. Your gut tells you no, but your head says, “Take the job, another one might not come my way”.

Your gut is often underestimated. Gut reactions are not mysteries or come out of nowhere. There are studies that show the gut and brain are connected. Gut reactions are based upon past experiences, even if you can’t bring up the exact experience. If you are not hearing what you need to hear, go back and ask more questions and satisfy yourself that your gut reaction is correct. There’s really no way of knowing for sure. However, you don’t want to cry in the shower every morning because you neglected to get all the information you possibly could. This is a candidate tight market and there are approximately 4-5 jobs for every candidate. The trick is to pick the right one for the right reasons.

Choosing the right job can be stimulating, rewarding and motivating. You aren’t always going to get all the answers all the time. However, you are in the legal field! Investigation, fact finding, and deep diving are all part of any legal professionals’ skills. Put those excellent talents to work and get the job of your hopes, wants, dreams and desires.

Chere Estrin is CEO of Estrin Legal Staffing along with her pivotal roles within the medical records and deposition summarizing divisions - MediSums and DepoSums.

She is President and co-founding member of the Organization of Legal Professionals (OLP), a legal technology training organization. Chere has held executive positions within AmLaw firms, litigation support companies, and as Senior Vice President of the legal staffing division within a $5 billion publicly held corporation. She is acknowledged as One of the Top 50 Women Leaders in Los Angeles and recipient of the Los Angeles/Century City Chamber of Commerce “Women of Achievement” award.

Chere’s expertise has been sought after by The Wall Street Journal, Fortune Magazine, CBS News, ALM, Law360, LA Times, Newsweek and numerous other media. Along with being a national speaker, she has penned 10 influential books centered around legal careers along with her award-winning blog, The Estrin Report. To connect with Chere, reach out at Chere@EstrinLegalStaffing.com

The Fulcrum of a Successful Job Search by Bruce Hurwitz

Mariana Fradman — Wed, 27 Sep 2023 02:38:49 GMT

What is a “fulcrum?” For present purposes, it’s the thing that makes the thing the thing. Best example, a pair of scissors. The screw above the blades, holding the two handles together, is a fulcrum. Another example, a see-saw. The pipe, the centerpiece, that allows the persons on either end of the board to rise or fall, as the case may be, is the fulcrum. It’s what makes a board a see-saw.

So what is the centerpiece that makes a job search successful? Most people will probably say something like this, all of which is true:

The cover letter gets the recipient to look at the resume. The resume gets the recipient to contact the applicant for an interview. The applicant’s interviewing skills are what gets them the job offer.

So, pick one. Is the cover letter the fulcrum? No. Is the resume the fulcrum? No? Are the applicant’s interviewing skills the fulcrum? Sort of, but you’ll have to keep reading.

Alright. Bruce is being difficult. So, what comes before the cover letter, etc.? Creating a plan. No. Networking. No. All are important, but they all form a whole. They are not the one thing. There’s only one fulcrum. Without the aforementioned screw, scissors are not scissors, only two sharp blades that no one would want to use to cut cloth, or anything else for that matter. The padded seats and handles are all necessary, but they don’t make a board a see-saw. A board balanced on a pipe may be an ugly and unsafe see-saw, but it is a see-saw.

The fulcrum of a successful job search is confidence. If the job seeker does not exude confidence while executing all stages of their plan, they will be unsuccessful. No one wants to recommend or hire someone who they believe is not sure of themselves.

Consider the handshake. When you meet someone, and they give you a firm handshake while looking in your eyes and smiling, what do you think about them? When they hand you what I like to call a “dead fish” and don’t make eye contact, what do you think about them? Who would you hire?

I hope the answer is the one with confidence because they are the one who will bring a fulcrum with them to work!

The Fulcrum of a Successful Job Search | Employment Edification (wordpress.com)

The Perfect Resume by Bruce Hurwitz

Mariana Fradman — Wed, 06 Sep 2023 01:13:40 GMT

The Perfect Resume

Before you get excited, there is no such thing as a perfect resume. Anyone who tells you that the resume they will prepare for you will get you a job is either (a) a liar, (b) naive, or (c) does not know either the purpose of a resume or how it is read. Let’s discuss point c:

Purpose of the Resume

Regular readers of my articles know what I am about to write: The purpose of the cover letter is to get the recipient to look at the resume. The purpose of the resume is to get the interview. And, just to finish the trilogy, the purpose of the interview is to get the job offer.

How a Resume is Read (By a Human)

If it is a human who is reading the resume, it won’t (initially) be read. Who has the time? The recipient is looking for specific people, i.e., those who meet certain qualifications. They may have scores of resumes to review. By the time they get to yours they will be tired, so, at best, they willskim scan your resume (and they’ll skim it even if they are not tired because they don’t want to waste time with applicants who apply for every job they see in their industry regardless of their qualifications). You do not want tiredness, laziness, or eye-fatigue, to cost you an interview. So provide the recipient with the information they want in such a way that they cannot help but to find it.

First, they want to know where you live. All they need to see, at the top of the first page of your resume, is your city and state of residence, not your address. You don’t know the type of person who will be looking at the resume, so don’t tell them where you live. (And, sorry that I have to write this, include your full name, phone number and email address. Your LinkedIn profile URL is also not a bad idea to include, but continue reading.)

Second, they want to know if you can keep a job. Clearly show the dates (see below) of your employment per employer, not just position. So, for example, if you had five jobs, each for two years, but all for the same employer, show the dates for the employer in bold and the dates for each position in regular type. That way the recipient of the resume will know you can keep a job and that you were so good that you were promoted multiple times. You don’t want them to think that you had five jobs/employers in 10 years!

Third, initially, they dont want to know your responsibilities but your accomplishments. In other words, focusing on what you did for previous employers will tell them what you can do for them. So begin the resume with “Selected Accomplishments” – a list of bullet points (see below) which succinctly list your major achievements.

Fourth, have a section on your education clearly showing the degrees you actually earned. If you did not earn the degree, make that clear. If they need someone with an undergraduate degree, and you listed “Studied,” they may think you earned the degree. When they find out you didn’t, you’ll be out of a job. You can also note the expected date of graduation. Of course, if the degree is a requirement for the job, and you don’t have it, you are probably wasting your time. Applying for jobs for which you are not qualified will eventually lead to increased frustration, stress and lack of sleep.

Fifth, list any certifications/licenses you have, indicating the issuer, date you were awarded, and, if applicable, the Number and expiration date.

That is all a recipient will initially look at. If you are not actually qualified for the position, why should they bother reading the entire resume? The only thing that might save you is the list of Selected Accomplishments. If you saved your last employer millions of dollars, but are not a CPA, maybe they will make an exception if being a CPA is a qualification. Or, maybe, and more likely, they will consider you for something else.

You might also list any volunteer activities with which you have been involved. You never know what will appeal to an employer. Also, to show that other people think you are great, list your speaking engagements, media citations, and publications. For academics, showing your Google Scholar URL is encouraged.

So much for humans. Large companies initially have resumes scanned into Applicant Tracking Systems. In other words, they are first “read” by a computer. Think of the ATS as the gatekeeper, the assistant, once known as a “secretary,” who only lets certain people talk to the boss. Back in the day, you had to learn how to get past her (it was almost always a woman). Now you have to learn how to get past the ATS. Here’s how:

How a Resume is Read (By a Computer – ATS)

You have to assume that the company is using a “bad” ATS system. A “good” ATS should be able to “read” any resume. But let’s assume the ATS is bad. Here is what to remember:

Don’t worry about keywords. If your resume is honest and accurate, all the keywords will be there. If, for example, the job description says something about Yardi (software for property management), and you include “Yardi” in your resume, but have never used it, you’ll look foolish when being interviewed, won’t get the job offer, and will simply have wasted everyone’s time, including your own.
No hyperlinks (for your email address, LinkedIn profile, or anything else for that matter).
Don’t use a font smaller than 11 and use Calibri.
Don’t have any graphics, logos, pictures, boxes, or shadings (black background, white font), or use italics. Bold is alright. In any case, infographics are just silly. The recipient may look at it in a way not intended by the applicant. The best is to use words; that’s why Dr. Samuel Johnson invented them! Ecplain what your would have wanated to recipient to learn had you included infographics. Of course, if you are applying for a graphic designer position, including graphics may be to your advantage (as long as the company does not use an ATS.)
Don’t have any headers or footers. They won’t be “read.” Manually insert pages numbers, which brings me to my next point…
Keep the resume to no more than three pages. Apparently, some ATS systems don’t like to read alot!
Bullets should be a simple round black dot, as used here.
Submit your resume as a Word document as some ATSs don’t like PDFs or Google Docs, even if the online application accepts them (which makes no sense to me but I’m following the advice of the so-called “experts”).
For the record, ATSs apparently like to search for accomplishments, so my initial advice, which I have been giving since before there were ATSs, should be followed.
Dates of employment should be formatted as two-digit month slash four-digit year. If you are still employed, “- Present” is perfectly acceptable in lieu of a final date.

Keep in mind that a resume is a summary. Under each job, don’t list all of your responsibilities. That’s a sign you can’t prioritize. Think of the resume as a teaser for the main event, the interview. It’s the commercial for the movie the producers want you to see. By all means have a “Skills” section. That can enable you to include keywords associated with some of your (previous) less important respsonsibilities.

Good luck with your job search, and Have a happy Labor Day!

The Perfect Resume | Employment Edification (wordpress.com)

Bureau of Labor Statistics Occupational Outlook Handbook - Paralegals

William Strachan — Tue, 28 Mar 2023 16:54:08 GMT

https://www.bls.gov/ooh/legal/paralegals-and-legal-assistants.htm

⚖️

NFPA Joint Conference Friday, March 31 - Saturday, April 1

William Strachan — Mon, 27 Mar 2023 18:58:02 GMT

Good afternoon:

First, I wish to express my gratitude to the NYCPA board for approving my attendance, as your Primary Representative, to the annual NFPA Joint Conference this coming weekend, Friday, March 31-Saturday, April 1. I take my responsibilities in that position seriously to afford you the best possible advocacy.

I am attaching below, for your benefit, the agenda of the workshops for the conference. I am asking you to review them and forward to me any questions, concerns, or other elements you should wish me to raise during the sessions or privately with the presenters particularly as they apply to NYCPA.

You can forward those to me any time before or after the sessions. I will be taking notes, transcribing them next week and making them available.

Thank you again for the opportunity to serve you.

https://www.paralegals.org/files/conf/NFPA_2023_Joint_Conference_Agenda.pdf

Sincerely,

William Strachan
NFPA Primary Representative

NFPAPrimary@NYC-PA.org

ESAPA Secondary Representative
Email: nycpasecondary@nyc-pa.org; esapa@nyc-pa.org
Phone: 347-586-9272
website: www.nyc-pa.org

NFPA Joint Conference 2023 Friday, March 31-Saturday, April 1

William Strachan — Wed, 22 Mar 2023 17:50:24 GMT

Bill Strachan

NYCPA NFPA Primary Representative

Good afternoon fellow paralegals!

Timely reminder! Spring has sprung and it is almost time for the annual NFPA Joint Conference!

Every year the National Federation of Paralegal Associations (NFPA) offers a series of Continuing Legal Education (CLE) workshops called the Joint Conference (JC).

In the interest of making it easier to incorporate them into your schedule, NFPA has consolidated the workshops into two (2) days instead of the traditional three (3). This year they are being held Friday, March 31 and Saturday, April 1. We are not fooling when we say this is an excellent oportunity to catch up on the latest developments in our profession and advance your career.

These are also extremely affordable. Each of the three (3) conference elements are only $40.00. There is also a free Friday night social to enable you to meet and interact with other paralegals from around the country.

I encourage you to review the conference agenda below for all the details and how to register.

I look forward to meeting and sharing with you at JC later this month.

Be well and watch your six.

PARALEGALS.ORG

https://www.paralegals.org/i4a/pages/index.cfm?pageid=3283

How to Ruin Your Career in 5 Easy Steps

Mariana Fradman — Fri, 10 Mar 2023 02:20:44 GMT

How to Ruin Your Career in 5 Easy Steps

by Chere B. Estrin

As CEO of a prominent (yes, let’s acknowledge it here!), staffing organization, I talk to lots of unhappy or frustrated people, not exactly my favorite thing. As someone who loves coming to work, my Pollyanna attitude is that everyone should have the same experience. Sadly, that’s not the case. What I have found dealing with thousands of legal professionals throughout my career is that quite often, legal professionals blame the job they are in as the sole reason for unhappiness. As hard as it is to believe, many people do not recognize that their career has stalled. They blame frustration on the job they are in. It’s not necessarily the job, rather, how you are making choices about your career.

A survey by VitalSmarts found that 83% of those surveyed had witnessed someone make a blunder that had catastrophic results for their career, reputation, or business, and 69% admitted that they themselves had done something that had damaged their careers:

· 31% said it cost them a promotion, a raise, or even a job

· 27% said it damaged a working relationship

· 11% said it destroyed their reputation

It’s time to wake up and recognize that you may be experiencing these symptoms:

· Unhappiness with the firm, usually management

· Routine and repetitious work translating to boredom

· Lack of growth

· Below market salary

· Overwhelming amount of work

· Consistently laid off

· No upward movement (doing what you did 10 years ago)

· Happy but like a puppy on a linoleum floor: lots of motion, going nowhere.

Let’s put it on the table: Here are steps you may have taken that are ruining your career:

1. Taking a job that you know you won't be good at. Sometimes people get so caught up in the quest to get a job offer that they forget to think critically about whether the job is one they'll be good at. That shortsightedness can lead to doing things like trying to hide key weaknesses, bluffing about your knowledge, or trying to sell yourself for a role despite reservations from the hiring manager. The danger here is that if it works, you'll have vastly increased the chances that you'll end up in a job where you struggle or even get fired. Muddling through is not a good option because that can have long-term effects on your reputation. Colleagues and managers who knew you in that job will think of you as mediocre (which is not what you want for future jobs). Plus, there's an cost of opportunity spending time in a job that you're not great at when you could have been spending that time building an excellent reputation somewhere else. Results? Inability to get a new job when the cat is out of the bag.

2. You lack a sense of purpose. Purpose is a belief that your life matters and that you make a difference. It is a sense of being guided by meaningful values and goals. You will be most engaged in your work when the mission and goals of the organization also matter to you—and when you feel you can contribute to the bigger picture. We all want to build castles, not just lay bricks. When you have purpose, you experience:

· Increased optimism, resiliency, and hope

· Joy, happiness, and satisfaction experiences more often

· Better physical health with a lower risk of death

· Being a more engaged employee

· Feeling a greater sense of belonging at the firm

· Increased career satisfaction

· Being a leader in the workplace

· Higher income

Are you aware of your sense of purpose? For example: you may be in a position assisting in corporate transactions. However, deep down inside, you would rather do something that is more community oriented, despite the probable lower pay. You may be in a large firm where you are a small cog in the wheel and cannot discern exactly what purpose you play other than putting more money in the shareholders’ pockets. That is not purpose and does not necessarily give you a sense of pride in your work. According to Forbes, you should strive to pursue a job or career that offers opportunity. Pursue work that is meaningful, intellectually challenging and spiritually rewarding. Find a job that enables you to help others, promotes positive change and serves a higher purpose. You want to ensure that your work is aligned with your core values and principles and could possibly make the world a better place. I understand that these are lofty, aspirational goals. It is rare to find work that offers a sense of purpose. In fact, it's more likely that your job won't offer intrinsic, meaningful rewards. You may enjoy the fact that your job is associated with a social status that people find impressive or that it helps you earn a nice living, but somehow, you still feel that something is missing. Can you sum up your purpose in one sentence? I, for example, say, “My purpose is to find people their dream jobs and when I do, I feel incredible career satisfaction that I have help make someone happy.” If you feel that there is a lack of purpose in your career, you can choose to make a change.

3. You have stayed much too long at one job. There’s a bias these days against employees who stay much too long at one job. In past years, when your parents or grandparents were in the job force, they were rewarded with a gold watch and an office party as they retired from one job after being there umpteen years. Today, employers want to see that you have changed jobs. Why? If you haven’t, they think you show no ambition. If you stay in a job simply because it offers long-term security and you can do your work with your eyes closed, the best years of your career might slip by. This lack of ambition could come back to haunt you later when you're getting passed over for promotion and struggling to improve your earnings and workplace status. This always amused me because if there is anything that employers hate most of all, it’s someone who hops around.

Staying too long doesn’t only hurt you with your current employer; it makes new employers shy away.

While some staying power is attractive to an employer, they don’t want to invest in a new employee only to have them leave in a year or two. That’s considered job hopping. Many employers see the risk and cost of prying away a long-term employee as too great. They wonder if the person can adapt and how much drive and motivation they have.

Here are the cons of staying in one place too long:

· You end up knowing only the systems your firm has in place. When you go to another firm, you may not have the expertise you need. For example, there are legal professionals, particularly litigation paralegals, who have little eDiscovery experience. They don’t know the most popular software programs. They set out to get a new job and discover their options are extremely limited. Few employers today will hire without those skills. Can you say, “not very marketable”?

· Your skills may become too niche and you are pigeonholed.

· You can be viewed as “part of the furniture”. The reality of becoming “too comfortable” at a firm is that powers that be don’t really see your skills and importance. They assume that you will always be there. Like the desk or the wall, you’re part of the landscape. This can cause your compensation and potential career path to fall behind the market as your employer pays more attention to newer employees. Frequently, you are passed over for promotions.

· New and current employers alike wonder if you can adapt and how much drive and motivation you have.

· You make less money as over the years, you typically receive a cost-of-living increase but never a huge jump as you might if you change jobs.

When you stay in the same job, or at the same level, for too long, you will get typecast. This damages your career success because it gets harder for people to envision you in a different position or at a senior level. If your goal is to be in management, don’t overstay your role as an individual contributor. If your goal is to be a supervisor, apply for jobs that provide that responsibility earlier rather than later in your career. If you are the assistant but want to be the team leader, get your game plan together and work it. Do what it is that you need to do. Trust me, your firm is not going to do it for you.

There are some pros to staying in one place: consistency, larger bonuses, internal advancement, and gaining expertise. It’s a good rule of thumb to consider the 7-10-year mark as a critical point in decision making as to whether you’re a “lifer” at your current firm. For some folks, being a “lifer” is just fine, however, it is important to consider the career limiting aspects of this decision. Just remember, if you are not an attorney, the chances of becoming a partner are not going to happen. (I hope this is not the first you are hearing this……) On the other hand, if you are an attorney and shooting for partnership track, most tracks today are 6-7 years and staying put may be the right thing to do.

4. Assuming good work will be recognized. This is huge. Most employees think, “If I do a good job, the firm will notice, and I will get great raises or promoted.” Guess what? The firm hires you to do a good job. That’s what you are expected to do. If you’re a hard worker, it’s easy to just assume all your efforts are getting noticed by management, without bragging about your successes. However, in many instances, your manager won’t even notice what you’ve done or that you’ve gone the extra mile in your work. All the while your less-than-competent colleagues have risen through the ranks because they were able to point out their contributions to the firm’s overall success. I know it’s hard to brag. However, there are ways to do this without seeming pretentious. It’s absolutely imperative you get the word out about your successes. (That’s a whole other article.)

In a similar vein, don't assume there is an established 'pecking order' within your firm and an orderly queue for promotion. Firms want to keep their best people onboard and motivated and this means allowing talented professionals to rise through the ranks. If you're seen as someone who has leadership potential, you may be able to secure a promotion before your natural turn. Ways to achieve this include volunteering for extra responsibilities, exceeding billable hours, leading a team, finding a way to increase efficiencies and boosting revenue. However, if you are a paralegal in a firm without avenues to move up the ladder, it may be time to go.

5. No career goals. Frequently, when I give seminars or interview candidates, I will ask, “What are your career goals?” Most of the time, they will tell me what they don’t want. (I don’t want to work overtime; I don’t want to work for a large firm; etc.) But they cannot articulate what they do want. That’s because they haven’t set any career goals. In fact, the majority of legal professionals do not have career goals. They are of the opinion that the firm will notice them and do something about their career. Not happening for you? I am not surprised. The old trite and meaningless, “What will you be doing in five years?” can rarely be answered. Is this you? Are you letting your career drive you rather than driving your career? Hmmmm……probably. This would be akin to taking a bow and arrow and aiming for that round target with the red circle in the middle. Just as you go to pull the bow and arrow, someone removes the target. Then what?

Additionally, if you want to move forward, you are going to have to map out a route to get to your destination. What goals are you going to achieve and by when? Do you want to be a team leader but are now just part of the team? What do you have to do to meet that goal? Believe me, no one is just going to pick you out of the crowd. Do you need to take a course? Get cross-trained in a different specialty? Give up your remote position and go onsite? Plan, plan, plan. And, if you are a person of “a certain age”, start asking yourself, “How do I want to go out?” Reality, folks. Reality.

At the end of the day, no one is going to look out for your success better than you, and if you don’t do it, it won’t get done. Don’t ever presume that you will eventually be rewarded. There are far too many people calling me because they are unhappy and they think it’s the job, not the choices they have made. Frequent searching for “the next thing” is not the best strategy. Once every two years is probably a good cadence for checking what your next challenge should be, inside or outside your current firm. Most people think that all it takes to destroy one’s career is a huge mistake. But sometimes even the small mistakes can pile up and before you know it, you’re the miserable and calling me……(not that I don’t want to hear from you!)

Chere Estrin is the CEO of Estrin Legal Staffing, a top nationwide staffing organization with a five-star Google Business Review rating. She has been a well-known name in the field for over 20 years. She was recently interviewed by The Wall Street Journal and Fortune Magazine (www.estrinreport.com) and was named “One of the Top Women Leaders in Los Angeles” She has written 10 books on legal careers, hundreds of articles and has been written up in publications such as the Los Angeles Times, Chicago Trib, Newsweek, Entrepreneur and others. She received the prestigious Los Angeles/Century City Women of Achievement Award and was a finalist for the Inc. Magazine Entrepreneur of the Year award. Chere is a founder of the well-known nationwide Paralegal SuperConferences and a co-founding member of IPMA (International Practice Management Association).. She gives numerous webinars including those for Lawline and LawPractice. She is a former administrator at an AmLaw 200 firm and Sr. Vice President in a $5 billion company. Reach out at: chere@estrinlegalstaffing.com or visit her website at www.EstrinLegalStaffing.com.

What the Big Game teaches us about career success

Mariana Fradman — Tue, 14 Feb 2023 12:01:15 GMT

Access the article here: https://nyl.co/3JWlsDz

How to find a good mentor and the rewards when you do

William Strachan — Tue, 17 Jan 2023 15:44:52 GMT

https://www.npr.org/2019/10/25/773158390/how-to-find-a-mentor-and-make-it-work

Job interviewing and the medieval dungeon rack. The latter might be less painful. . They have become more difficult. Here are some reasons why and pro-active steps to make it more productive and successful.

William Strachan — Fri, 13 Jan 2023 17:51:44 GMT

All sharing option

It should not take endless interviews to get a job.

Emily Stewart covers business and economics for Vox and writes the newsletter The Big Squeeze, examining the ways ordinary people are being squeezed under capitalism. Before joining Vox, she worked for TheStreet.

In late 2022, Jessica found herself in a predicament that will sound familiar to many job seekers: slogging through an extended interview process with seemingly no end in sight.

She was up for a job as a fundraiser at a major social services organization in New York. Across the span of two months, she took part in six separate interviews with nine people total, multiple of whom she met more than once. She’d pulled one of her first all-nighters in years putting together a dummy presentation on a hypothetical corporate partnership for interview No. 4, which entailed what she describes as a 15-minute “monologue” from her on the matter followed by a 45-minute Q&A with a panel. It wasn’t until the final interview that she got a real one-on-one sit-down with the person who would be her boss.

“Every time I thought, ‘Okay, this is the final hump,’ there was another thing,” said Jessica, which is a pseudonym. Vox granted her anonymity in order to protect her privacy and keep her out of hot water with her current employer. “It just gets really mentally exhausting, and it’s hard to manage your work schedule because obviously you don’t want your employer to know you’re interviewing.”

Job-seeking can be a real exercise in immersive futility. It often feels like you’re tossing your resume into the abyss and praying to the recruitment gods for a response. If and when you get that response, the landscape doesn’t always get easier. Companies are seemingly coming up with new, higher, and harder hoops to jump through at every turn. That translates to endless rounds of interviews, various arbitrary tests, and complex exercises and presentations that entail hours of work and prep. There can be good reasons for firms to do this — they really want to make sure they get the right person, and they’re trying to reduce biases — but it’s hard not to feel like it can just be too much.

“There’s no reason why 10 years ago we were able to hire people on two interviews and now it’s taking 20 rounds of interviews,” said Maddie Machado, a career strategist who has previously worked as a recruiter at companies such as LinkedIn, Meta, and Microsoft. “It’s kind of like dating. When you go on a first date, you need a second date. You don’t need 20 dates to know if you like somebody.”

COMPANIES ARE SEEMINGLY COMING UP WITH NEW, HIGHER, AND HARDER HOOPS TO JUMP THROUGH AT EVERY TURN

Jessica describes her recent marathon interview process as basically having a “second job.” As for the actual job in question, she didn’t end up getting it. A week after her last interview, Jessica followed up with the recruiter and learned the organization was moving forward with another candidate. “They probably wanted to go with the other person all along but wanted me as a backup,” she said.

If you do not have a terrible interview story, sincerely, congrats

If you’ve ever looked for a job, chances are you’ve had some sort of a “what in the world is going on” moment. For Brad, a consultant in Pennsylvania who asked to withhold his last name, that moment came when he went through a series of interviews for a project management position in 2016. All of them went well — until he reached the CEO, who spent a significant portion of their nearly hour-long conversation dwelling on Brad’s somewhat low high school GPA, which the company had requested along with his college GPA and SAT scores. “I had to justify why my high school grade point average wasn’t top of the class,” he said. “I was offended.”

He’d graduated from high school some 30 years prior and had 25 years of work experience. When the company’s recruiter later called him to suggest he spend more time talking to the CEO, he said he wasn’t interested. “I had the luxury of not needing the job,” he said. “You’ve got to like who you work for.”

Reporting for this story, I heard anecdotes about hiring processes that ranged from irksome to hellish.

One recent graduate described having to take a series of intelligence tests, go through two interviews, and provide five references — all of whom were asked to complete a 15-minute questionnaire — for an entry-level position at a nonprofit he was told he didn’t get two months later. One woman’s job offer was contingent on her getting a reference from her current manager, who wasn’t aware she was on the hunt for a job.

“MY INTERVIEWING EXPERIENCES HAVE BEEN WORSE THAN DATING, WITH THE GHOSTING AND NON-RESPONSES”

Another man was told to start looking for apartments across the country after being flown out for a final interview, only to follow up a couple of weeks later and learn that the recruiter simply forget to tell him he hadn’t gotten the job. “My interviewing experiences have been worse than dating, with the ghosting and non-responses,” he said.

Among friends and colleagues, swapping interview horror stories can turn into a sort of sport. One of my former coworkers was asked to build out an entire content strategy for a popular financial newsletter and work with the team in the office. She was unemployed and scared, so she felt like she had no choice but to sign a waiver agreeing for her work to be used for free — work that was apparently good enough to be sent out to their readers but not to land her a position with the company. Looking at the company’s Glassdoor reviews, it’s obvious she’s not the only one who’s been subject to this sort of treatment.

“So many employers get away with this,” Machado said. “They get away with making people go through all these hoops because … candidates have absolutely no protection.”

The difference between okay and over-the-top isn’t always so obvious

What counts as a fair ask from a potential employer isn’t always clear-cut. It can depend on the industry, the job level, and the purpose.

“There’s a fine line between appropriate and inappropriate,” said Sondra Levitt, a leadership and career coach with Korn Ferry, an organizational consulting firm. For example, it might make perfect sense for a company to ask a candidate, especially at the executive level, to do some sort of presentation about their vision and what they want to accomplish. Where it gets hairy is when the company asks a candidate to create, produce, and submit a full-blown marketing campaign, which happened to one of Levitt’s clients recently. “The candidate felt like they were just trying to get free information and free work through the interview process,” Levitt said.

There’s no denying that over the years, in many instances, the hiring process has gotten harder and more convoluted. A 2022 survey from hiring software company Greenhouse found that 60 percent of job seekers were “unimpressed by time-consuming recruitment processes.” There’s no concrete explanation as to why many employers have been so insistent on making the hiring process so hard — it’s likely an amalgamation of factors.

Companies are afraid to make the wrong decision. Hiring is expensive and onboarding is time-consuming, so they really want to get it right. The pandemic and current economic conditions may be exacerbating employers’ anxiety even more. Levitt said she thinks many firms feel like they “jumped too fast” to make hires amid the great resignation or great reshuffle, as for much of 2021 and 2022 workers hopped jobs in droves. The pendulum is swinging the other way now, with managers being extra careful to do their due diligence, especially as the economy looks rocky.

Becca Carnahan, the founder of Next Chapter Careers, said that companies may see multiple interviews and tests as a way to make the hiring process fairer. “It can reduce bias in the hiring process when you’re actually looking at a candidate’s abilities rather than their past accomplishments,” she said. She added that technology has likely also played a role in making the hiring process more complex. “These Zoom interviews are a lot easier than bringing candidates into the office,” she said.

Jessica, the nonprofit fundraiser, speculated that in her case, tech and remote work made it possible for her potential employer to drag things out longer. Before the pandemic, she would have probably had to go to the office one day for a string of interviews, the firm recognizing she couldn’t just disappear at random from her current job for weeks on end. But with her simply clicking a Zoom link, the company was able to sprinkle interviews across multiple weeks.

Machado believes that the increasingly long maze of recruitment and interviewing is driven, in part, by pride and by companies competing against each other to be considered the most elite places to work, especially in the tech world. “You want to be the most challenging interview. If you can get past the Facebook interview, you can get past anything,” she said. The caveat is that the best interviewers are not always the best people for the job, and a difficult interview process does not guarantee the candidate won’t quit. “There’s too much emphasis on screening people out and not on screening people in.”

Perhaps the simplest answer to why companies make it so hard is that they can.

In 2005, it took two interviews for Stacey Aldstadt, an environmental lawyer, to get her job as general manager of the city of San Bernardino’s municipal water department, from which she retired in 2017. While there, she oversaw 300 employees and a $120 million budget. In late 2020, she decided to apply for a job at a cannabis company looking to expand to California. She was subjected to a seven-interview, eight-week hiring process that culminated in an impersonal rejection email without explanation. Aldstadt has hired people in the past, and this seemed incredibly excessive. “I would never do that to someone,” she said. “Not in a million years.”

Candidates can push back, but leverage is limited

If and when candidates feel like the employer is overdoing it in an interview process, the options are a little limited. To a certain extent, you kind of just have to go with it or walk away. But there are ways to navigate.

It’s helpful to ask questions to ascertain expectations around interview assignments — figure out why they’re relevant and how they’ll be evaluated, and get assurances that the work remains proprietary. You can also try to decipher if there are alternatives, such as providing samples of previous work, or asking for compensation, though the answer might be no. At the outset of the hiring process, it’s also a good idea to ask exactly what it’s going to entail — how many interviews, with whom, on what timeline — and hold the company or recruiters to it.

“If a company is not communicating effectively with a candidate, if they are super opaque about the process and the timing, that’s where it gets really, really icky, and it can leave a candidate just feeling so confused,” Carnahan said.

“YOU’RE DEFINITELY INTERVIEWING THE COMPANY AS MUCH AS YOU’RE BEING INTERVIEWED”

Candidates should also set some boundaries, which are different for everyone. Machado generally recommends the job seekers she works with do no more than four rounds of interviews. And if they’re asked to do a presentation or take-home assignment, it’s time to evaluate whether it’s a place they really want to work. Sometimes, candidates worry the potential employer will use their work. It might be more often the case that they don’t look at all. “They’re making people do these assignments, and then no one checks it,” Machado said.

It’s important to remember that if a company’s hiring process feels off, working there might feel off, too. An employer having to reschedule multiple interviews because the interviewers are swamped at work might be a sign that things aren’t great, internally. “You’re definitely interviewing the company as much as you’re being interviewed, so stay attuned to what you are hearing and seeing,” Levitt said. “What’s your gut telling you about this company? About this job? About the organization?”

Companies should take note that being a complete pain to deal with in recruiting is not great for their reputations, either. They can stall so much or put candidates through such a rigamarole by the time they put out an offer, the candidate’s just over it. More broadly, while job seekers may not have a lot of options to fight back, they can talk to others about their experiences, and they definitely do.

Jessica says knowing what she knows now, she still probably would have applied for the fundraising job. Still, she wishes the organization hadn’t checked her references as a last and apparently unnecessary step. “It was a little weird for someone to be like, ‘Oh what happened to this? Did you get that offer letter?’ and you’re like, ‘Oh, actually, I didn’t get the job.’”

How to Interview (Both Sides of the Table)

Mariana Fradman — Tue, 22 Nov 2022 03:47:11 GMT

How to Interview (Both Sides of the Table)

By: Bruce Hurwitz, Ph.D.

A few times I have been in a "beauty pageant." No, not that kind; one where a business owner considers a number of companies for a project.

If, for example, a company is unhappy with their outside counsel, to whom they pay millions every year to keep them on the straight and narrow, but who nickel and dime them charging for literally everything they do, they might very well invite other firms in to see if they can get a better deal somewhere else. The lawyers, or it could be accountants, parade into the Board Room one after the other. Thus the "beauty pageant" analogy.

But that's not the type of interview with which you are concerned, whether you are looking to hire or be hired. So let's focus on the good ole fashioned job interview. Here's what I recommend should happen.

Window screens are not enough

First, someone should screen the applicant, going through the job description, to make certain the person is, in fact qualified. It seems obvious, but far too often employers are heard saying, "But it says on your resume..." You might want to sit down for this: People lie, exaggerate and misrepresent on their resumes! I know, it's shocking. But it is true. And this is everything from where they live to periods of employment to their academic credentials and professional certifications. So you need to have everything verified by a recruiter, internal or external, before the hiring manager, supervisor, boss, owner, whomever, gets involved. But, let's say that everything checks out and the candidate is honest, as the vast majority are, what's next? Interview them. Here's how:

Questions the employer should ask:

What do you know about our company? This will tell you how well the candidate prepares for meetings and how serious they are about working for you.

Why did you apply for the job? This will, again, tell you how serious the candidate is, but this time it will also show how well they understand the job. And, yes, I have received some very stupid responses. ("The job seems pretty easy," immediately comes to mind!)

Give me an example of a time you took on a responsibility that was not in your job description. This will tell you if the candidate gives 100% or 110%.

Give me an example of your biggest failure and what you learned from it. Believe it or not, I have had people say, "I prepare very well, so I don't fail." End of interview. The person is either totally unaware, a fool or a liar. And then there are those who tell you what their failure was, but don't say what they learned from it. If you have to remind them of the second part of the request, it's either a sign that they do not listen well or that they don't learn from their mistakes. (To be fair, it could also be a sign they are nervous and simply forgot, so be nice!)

Give me an example of your greatest success and what you learned from it. This time they'll have an answer but, again, as before, if they forget the second part of the request, it could be a red flag.

I also like to ask some questions right out of left field: What is the most important thing you have learned in life? This tells me about their values. What are you curious about? This tells me if they are continuously learning. Some of my clients ask questions such as, "What was the last movie you saw?" or "What book are you currently reading?" They want to see how interesting the person is, how good they are at small talk. Some ask a simple mathematical problem to see how well the candidate thinks on their feet. With one exception that I will get to momentarily, there is no guarantee of what an interviewer will ask a candidate.

In any event, the most important question to ask the candidate, and the final question, should be, "What questions do you have for me/us?" If the candidate has none, they are not interested in the job. In any case, even if you did not like their answers to your questions, give more weight to the quality of their questions. Good questions trump bad answers every time. And if the employer does not ask the question, it is a very large red flag: If they don't think enough about you as a prospect to ask if you have any questions, it is safe to assume that they won't want your opinion as an employee!

Questions the candidate should ask:

"Why did you decide to interview me for this position?" This way your part of the interview starts with the interviewers thinking positive things about you, and you will know what they liked about you so you'll know which other qualities you have that you should emphasize.

Show that you prepare well for meetings. Ask, "Why do you follow so-and-so on Twitter? They're a European company. Are you planning on expanding into the EU and, if so, how are you going to deal with the GDPR?" Now you have proven that you research well and know your stuff.

Ask specific questions about the job: "How do you measure success?" "What benchmarks have you established for the position?

Don't ask, "Why did the last person who held the job leave?" That's gossipy. Ask, "What did the last person who held the job do that you would like to see continued and what would you like to see done differently?" That's being a professional.

Ask specific questions about the company: "What is your employee turnover rate?" If they don't know, or won't tell you, that's a big red flag!

No way to predict

It is impossible to know what questions a candidate will be asked, over and above those related directly to the job description (the one thing that I alluded to earlier that you can be certain of being asked). That said, you can prepare for the unknown by having mock interviews, and doing a deep dive into the company so that your questions will be superior to anything your competition will ask. This will also help to make you confident that you can succeed. Nothing is more appealing to an employer than justifiable confidence. (Overconfidence is just obnoxious!)

The key to landing a job offer is differentiation. All things being equal, if your questions are better than everyone else's, you should get the offer and the employer should get a top-notch employee.

After-interview Steps

The interview does not end when the the candidate leaves. If on the same day as the interview each interviewer does not receive a personalized email from the candidate, that directly relates to that person and is not generic, don't hire them. (There's an easy way to do this, but that's a subject for a future article.)

And if the company's decision making process is such that they don't fulfill their promises, "We'll let you know our decision next week," that pretty much tells you everything you need to know about them. If the company disappears on you, doesn't follow through and doesn't keep their promises, why work for them? That said, things happen, so a week later, on a Friday (so you can wish them a happy weekend), send an email and request an update. If you still don't get an answer, well, that's your answer!

(76) How to Interview (Both Sides of the Table) | LinkedIn

YOU LANDED THE JOB: NOW WHAT????

Thu, 30 Jun 2022 02:50:01 GMT

Congratulations!! You received an offer and decided to accept. Now what?? Well, simply put, it’s show time! It is time to showcase your skills, you know, all the things you said you could do in your interview, yeah those. Remember that the first three to six months of your employment are crucial because it is your probationary period and you better believe that you are being watched and your performance is being monitored. But don’t sweat it, use this as an opportunity to show them why you were selected in the first place and why you are still the right person for the role.

Be involved:

Whether you are working from home or reporting to the office, it is important for you to be actively involved in your company. Partake in team meetings, attend a lunch and learn, join an employee resource group or attend a summer social event your company may be having. These are all great opporunities for you to learn more about your new company while also networking with other employees in different departments of your organization.

Don’t be afraid to ask questions:

Everyone has been the new person before. Don’t pretend to know anything you don’t and also don’t be afraid to ask questions. Asking questions is a win for you and a win for your company. Asking questions shows your interest and curiosity and it benefits you because you get to learn more about your new role and your responsibilties.

See a need, fill the need:

If you see a particular area in your department where you can offer your help and expertise, do so. Don’t wait for someone to ask. If your manager is in need of something that you know you are capable of doing, volunteer to help. In doing this, you are showing your manager that you are a team player, have a willingness to help and can be counted on when needed.

Showcase unique skills:

I always see those fancy excel spreadsheets or those fancy powerpoint presentations during team meetings and I always think to myself, wow I wish I could do that! While I am highly skilled in other things, I am often in a love hate relationship with excel and powerpoint. If something comes easy to you or you have a unique skill that would be beneficial to your team, speak up and let it be known. Who knows, you may even become the go-to person in your organization for that specific thing!

Nikky Brown

Reference Checking 101 by Bruce Hurwitz, Ph.D.

Mariana Fradman — Mon, 04 Apr 2022 02:37:09 GMT

Reference Checking 101

(I am not an attorney, so I am not going to get into the legal aspects of giving a false reference, praising someone who is not worthy of praise, and then, based on that recommendation, they get hired. Suffice it to say, as with everything else, never lie.)

There's no point in checking references. No one is going to give the contact info for someone who will not praise them. No one gets a bad reference.

I have heard many an employer utter those or similar words. And they are wrong.

Now, to be perfectly honest, part of me likes it when they make that statement. The lazy part of me. Because checking references extends the hiring process and I like to be paid as quickly as possible. I'm funny that way. But, I also give a six-month guarantee that if for any reason a placement does not work out, I'll find a replacement for free. I don't like to have to honor that guarantee and the fact that references are checked (either by me or the employer/client) means I rarely have to.

Bottom line: check references. Let me give you two examples of great references.

The first was from a man whose tone of voice immediately changed when I mentioned the person about whom I was calling. (Obviously, he was not expecting my call. More on that in a moment.) He said all the right things, but his tone of voice told me what he really wanted me to know. She was not a good employee and others confirmed it. That was a great reference because it was honest.

The second reference was stellar. I called a surgeon, in fact, a brain surgeon. He was only available to speak with me at 7:30 AM. I called just before 7:30. I introduced myself and told his receptionist/nurse/assistant/whomever why I was calling. She said, "One moment please."

The next voice I heard was the doctor. He said,

"This is Doctor X. I know you are calling about Y. I wanted to take your call but I am about to perform surgery on a young woman with a brain tumor. Y was great. We were all devastated when she left. Is there anything specific I can tell you?"

Ya, right. I'm going to keep a surgeon from a patient lying on the table about to have her head cut open!

I thanked him and wished him and his patient the best.

Around 9:00 AM, I called my client, told him what had happened and asked if he wanted me to check the other two references. (You should always get three references.) He laughed and told me to offer the position to the candidate.

A good reference does not have to be long!

In any event, be aware that some companies have a no reference policy. It is not a reflection on the candidate. All they will do is confirm dates of employment, title and salary range. (I think we can blame the lawyers for this one!) In those cases you have to be flexible and instead of demanding a reference from a past supervisor (which is the best reference), a past colleague or a current (since the rules don't apply to them), client/customer will have to suffice.

There is one other reference which should be noted:

As alluded to, before giving out references candidates must contact their references. This is for a number of reasons. First, to make sure they are available. There is nothing worse than calling a reference and not hearing back from them. Second, the candidate has to tell them about the position so that they will know on what to focus. And, third, they have to know that the person is willing to provide a reference.

(These are also the reasons why references should never be listed on resumes. And there is one more: You don't want an employer making sales calls to your references, using your name! There are plenty of unethical and unscrupulous employers out there. Don't make it easy for them. Never provide the name of references before an employer makes you a conditional offer of employment.)

One day my phone rang and it was the owner of a staffing agency that provided social workers. She said that Jane Doe had given my name as a reference. I told her I had no idea who the woman was. She told me where we had worked together. I said I remembered a "Jane" but her last name was not "Doe." Perhaps, I suggested, she had gotten married in the ten years since we had worked together! I also told her I do not provide references unless the candidate reaches out to me in advance.

I figured that would be that. (Who's going to hire someone who gives a reference who does not remember her, who doesn't check with the reference prior to providing their contact information, and who has not worked with them for ten years?) But, no, Jane Doe, who I had known as Jane Smith, called. (She had, in fact, married.) I told her that I really did not remember working with her on any project but if she wanted me to speak with the business owner I would. I figured that would be the end of that.

But, no, the owner called me. I told her, "I really don't like social workers. I never had a good experience with any of them. But, in her case, the best I can say is I don't remember her messing up, which, coming from me, says something." The owner said, "That's good enough for me!"

So, a woman who did not have the common sense to first contact me, whom I had not worked with for a decade, and for whom I could not provide anything more than a "non-negative" reference, got a job. But not for long. A couple of months later, having learned from the experience, my former "colleague" called and said she was looking for a new job and wanted to know if she could give my name as a reference. I declined, suggesting that she find someone with whom she had worked more recently. (Pleased, she was not.)

As I said, not all references are good but, then again, some business owners, apparently, don't care! Desperate times call for desperate measures. And, this was a good ten years ago, before the Great Resignation. I hate to think what may be happening today...

One last thing: Letters of recommendation are not good enough. Many employers give them out simply to get the employee out of the building with a smile on their face. Following up, to confirm what was written, is crucial, and can be very revealing. The best example I can give was the time the employer told me he never gave letters of reference, asked me to fax (this was a long time ago) it to him, and then told me it was a forgery. The logo was perfect, but the address was wrong!

The Evil Secret of the Cover Letter By Bruce Hurwitz

Mariana Fradman — Fri, 11 Feb 2022 04:54:49 GMT

A cover letter coexists in the three sections of linear time: past, present and future. (Sorry, I forgot to take my medication this morning. I'll be right back.)

OK. I'm better now. But the sad truth is that some consultants actually talk that way. They want to give the impression that they are scientists (This was even before Covid!) and not simply oracles who some believe should sit on the top of Delphi while others think they should be buried under it! What job seeker has time for this nonsense? None with whom I have ever worked.

Yes, a cover letter deals with the past, present and future (the aforementioned nonsense about linear time), but the purpose of the cover letter is simple: To get the recipient to look at the resume. That's it. Period. End of discussion. But it can be more than that.

Sorry, but now we have to do some math:

For sake of argument, let's say that when someone posts an ad for a job, they get 50 applications. (This can actually be a very conservative number.) That's 50 cover letters to read. Figure an average of at least a minute per cover letter since some (the really bad ones) are well over a page in length, that's an hour's worth of reading. And that's why, based on my unscientific surveys of recruiters and hiring managers, most simply throw them away and go straight for the resume. Which is a shame, because a cover letter can help differentiate a candidate from their competition and complement the resume, getting them the interview. That is why it is so important to write a cover letter that will actually be read. Mine are read!

There are basically two formats for a cover letter. As you will read, I prefer the traditional. The other is a "T-Bar" where the candidate lists the responsibilities/qualifications for the job on the left side of the chart, and their experiences/qualifications on the right. The logic is obvious: You are looking for X, I have done X. Clean. Neat. Simple.

The problem I have with it is that the employer already knows the responsibilities and qualifications for the job. It's called "the job description" and they wrote it. So why waste time telling them what they already know? If you list them all, then you are sending the message that you cannot prioritize and don't know what is their key demand or need.

Think of the cover letter as a "tease" or a "movie trailer." You are trying to entice them to see the movie, i.e., your resume. If the cover letter tells your entire story, why should they read the resume? That is why I prefer a more traditional approach:

First, the cover letter must be short. You, the candidate, want the recipient to know that you can get to the point. You also want them to know that you understand their workload. So you want to make things easy for them. You want them to know that you care about getting the job (you don't send a form letter) and, given that it is so rare today, that you can actually write a professional letter in English. (If I see one more "u" for "you" or "ur" for "you are" or "you're,"...)

Second, there is no need in the cover letter to summarize your resume. If you need to summarize your resume because it is not clear, you need a new resume. If you need to summarize your resume so there will be content in your cover letter, you need to continue reading this article because you do no know what you are doing.

Allow me to sort of digress. If they don't ask for one, should you provide a cover letter? I think the benefits outweigh any negatives. Yes, the recipient might think that you do unnecessary work. (If I wanted a cover letter, I would have asked for a cover letter!) But the fact that you know how to write an effective cover letter says enough positive things about you that it is worth the risk which, I believe is, at best, minimal. And this is why I believe employers should demand receipt of a cover letter. A short, to the point cover letter is a pretty good indication (not perfect, but pretty good) that the candidate won't talk too much in meetings and will not digress from the topic.

So how do you write a cover letter?

In the first paragraph simply state "I wish to apply for the XYZ position you advertised on 123." Now you have told the recipient that you appreciate the fact that they may be working on a number of searches at the same time and you want them to know which job you want (granted it should be in the subject line of the email along with any code) and, perhaps more importantly, that you get to the point. So many people start their cover letters by introducing themselves, telling the recipient about their career goals, and some even mention their hobbies, so, assuming the recipient will read the letter, they only know why the person has written them when they get to the bottom of the first page (if they are that lucky!). You appreciate the stress they are under. Again, you know how to get to the point. You know what is appropriate to be included in the cover letter and what can wait for the interview. That is why you keep it simple, just one informative line. So far, you are doing great! You have their attention. They are reading the letter and since they see, basically, that there is only one more real paragraph left, they continue reading.

In the second paragraph you tell them about the one accomplishment that you have had that speaks to the position for which you are applying and will convince them that they want to consider you before you reach out to their competition. You are showing them that you know what they want to hear and can refrain from wasting their time telling them the subjective things that you want them to know. No one wants to hear how great you think you are, they want to know what you can do for them. So: "Having successfully done such-and-such, saving my current employer X dollars, I am not only confident that I can fulfill the requirements of the position, but exceed them." The unspoken questions are: You want me to save you hundreds of thousands/millions of dollars or your competitor? You want me to raise your client retention rate or your competitor's? You want me to lower your employee turnover rate or your competitor's? That's the message of the second paragraph: I did it for someone else and I can do it for you! The unspoken message is: I am not a big risk to interview nor to hire.

The rest is simple:

Attached is a copy of my resume for your review. (Self explanatory.)

Thank you in advance for your consideration. (Always be polite.)

I look forward to hearing from you. (Self explanatory and not pushy. HR does not want you to call them. Imagine if all candidates called; they would not be able to do any work. You emailed them; they got your email. Now move on!)

Sincerely, (That's how professionals end their letters.)

Your Name (And that's why you don't have to start your cover letter with, "My name is Joe Jones." They know your name because it's either on your email address, at the top of the letter, or your signature. When I get one of those I almost expect the next sentences to be: "I am five years old. When I grow up I want to be a fireman.")

This letter can be read in about 10 seconds which is all the time you have. And that's the primary evil secret of the cover letter: No one is going to spend more than 10 seconds reading a cover letter!

The Evil Secret of the Cover Letter | Employment Edification (wordpress.com)

Looking for a paralegal job

Thu, 03 Feb 2022 16:30:49 GMT

I am a recent graduate from Berkeley College, where I completed the Associate's Degree with Legal Studies as the Major.

I am looking for a job in the legal fields so that I can gather some experience as a paralegal. As a raw graduate, without any relevant experience there is hardly any possibility to get into any bread earning job.

I need a mentor to help me find something substantial so that I can get some food on the table for me and my family.

Would be grateful, if someone can stand by my side and help me stand up straight in my legal field and walk through the future successfully.

Appreciate any help and assistance.

FIVE HEALTHY HABITS FOR WORKING FROM HOME By: Nikky Brown

Mariana Fradman — Fri, 21 Jan 2022 01:06:58 GMT

FIVE HEALTHY HABITS FOR WORKING FROM HOME

By: Nikky Brown

We should all aim to have healthy work habits. While many of us are now working full time from home due to the pandemic, it may be a bit harder to do. I have been working from home for almost a year now and I thought it was going to be a piece of cake. To my surprise, you actually have to be extremely disciplined, dedicated and motivated to ensure that you are as productive as you would be (if not more) if you were in the office. There are many things we can do to create healthy work habits and to be and remain productive while working from home. Here are five things that you can start doing right now: Create a routine: Getting into a routine is so important when working from home. Sticking to that routine is crucial. In the beginning I thought I could just roll out of bed, get ready in a few minutes for my first zoom meeting and be okay for the rest of the day. But by doing that, I actually felt tired and a little lethargic even though I had gotten a full nights rest and it was only the start of the day. I implemented a morning routine and quickly realized how much of a difference that made. My morning routine never really varies now because when I stick to it my energy is up and I am more focused and ready to tackle the day. Take a mental break: It is very important to take a few mental breaks throughout the day. We are not robots. No one should be working 8 to 9 hours with only a lunch break. Taking mental breaks allows you to: give your eyes a rest from the computer, give your mind a break from working and the opportunity to recharge and help you to feel less fatigued. Have a designated area to work: I thought it was ok for me to work in different areas in my apartment throughout the day. I quickly realized that was not a great idea. If I was working in the kitchen or living room, my family would often come and chat with me. Even though they were not trying to be disruptive, I found myself being distracted easily and not as focused as I wanted to be. I eventually purchased a work desk and set up a designated work area in my apartment to work. Upon doing that, it actually felt like I was really in the office and I also found that my family tended to bother me way less when they see that I am at my workspace. Decorating your workspace with files and work supplies as you would in the office helps to give it that in office feel. Work only on work during work hours: It is so tempting to do other things while you are at home but your work hours should strictly be for work and work only. We should not be away from our computers for a long period of time, with lunch being an exception. Now is not the time to catch up on that Netflix series. It is normal to want to take a quick break to grab a snack, stretch your legs, walk around for a bit, but running to the supermarket because you realize you are out of pesto sauce and plan to make pasta for dinner is not a good idea. Stay connected: Remember, you are still at work. It is important to stay connected with your co-workers and what is happening in the company. Try to engage with others as much as possible by zoom or group chat. Having daily zoom calls is a great way to stay connected and engaged with your team. Don’t completely isolate yourself and be responsive and available to help when needed.

KNOW YOUR WORTH By: Nikky Brown

Mariana Fradman — Fri, 07 Jan 2022 03:15:34 GMT

KNOW YOUR WORTH

BY: Nikky Brown

Knowing your worth requires you to believe in who you are, your skills and abilities and to know with absolute surety that you are very capable of doing all it is that you say you can do. This is extremely important, especially in the workplace. I find that a lot of employers will know that they have an all-star employee on their hands but will still try to convince them to take less, and if they are successful, that’s a win for them. They get to keep costs low while also scoring an all-star employee. But, you have the power to stop this from happening by simply knowing your worth, bossing up and applying pressure. When you go for a job interview and you are totally killing it, they love you and want to hire you right on the spot do not let this excitement cloud your judgement, especially when salary is being discussed. They know you are good, otherwise they wouldn’t want to hire you right on the spot. Use this to your advantage. Don’t ever be afraid to negotiate. If they want you as bad as they say they do, they will work something out to where all parties are happy. Also, don’t ever be afraid to walk away if what you are asking for seems like too much to them. I have been in situations where I walked away from an offer that I felt did not commensurate with my experience. Weeks later, I get a call back from them asking me if I was still looking. They also offered me my original salary requirement, yes the one they felt was too much the first time around. Stand firm, you know all that you bring to the table. Do not let anyone mark down your worth. Remember, you know all that you are capable of and the right job for you will be able to see that and compensate you accordingly.

KNOWING WHEN IT’S TIME TO GO By: Nikky Brown

Mariana Fradman — Tue, 28 Dec 2021 22:06:25 GMT

KNOWING WHEN IT’S TIME TO GO

By: Nikky Brown

Knowing when to leave a company is a skill that many of us haven’t quite mastered. We always seem to have all the perfect reasons for not leaving a company, even when we truly aren’t happy with the company for a plethora of reasons. I remember back when I started my legal career in 2012. After obtaining my paralegal certificate, I landed a job at a law office as a Paralegal. It was my first real legal job outside of interning at law firms. I was so happy to have found this position and I felt as though I had to put in enough time there before I could move on elsewhere. I was getting paid minimum wage yet I had it in my mind that I had to stay there and deal with it so that I could have a certain amount of years under my belt before I could move on. I know now in my adult career that isn’t the case. A lot of us fall into this idea of having to stay and commit to a place of business so that we don’t look like we are jumping around from company to company. Even when there are so many things the company is failing to provide us, we still stay. While I am all for longevity and being loyal to ones company, there are just certain things that lets you know that it’s time to start looking for better. Work life balance is not a reality: There isn’t a great work life balance. You find yourself dedicating more time to work than to your family, friends and loved ones. You begin to neglect your body and/or your health because all of your time and energy is invested in work leaving you with no life. Work is work and it’s important to have some down time from work to not only give your body a break, but also your mind to rest and recover. If you feel as if you are forced to work around the clock, often staying late and even working weekends because there just isn’t enough time in the day to complete your work responsibilities, then you may want to start looking for other opportunities. That really is no way to live and there are places that actually believe in a healthy work life balance. They won’t run you into the ground until you’re completely depleted because they know how important it is to have their employees well rested and energized. You’ve stopped learning: Ok, you never really stop learning, but with some roles you get to a point where you’ve learned your position so well that you’re just going in day to day and executing what you already know how to do so well. You're not really taking in anything new. I don’t know about you guys, but for me, once the learning stops my mind tends to get bored and I start to crave something new. If you happen to be that unlucky one that’s in a company that has no opportunities for you to take on new tasks, or learn a new role, it may be time to start looking outside of the company. Lack of support and encouragement from management: It’s the absolute worst when you have a terrible boss. Like literally the worst feeling in the world! I’m speaking from experience. We spend more time with our co-workers than we do with our family members so for me it is crucial to have a drama free, stress free, hostile free environment at all times. I’ve come to realize that some people just don’t know how to manage a staff and they wind up making terrible bosses because of it. Crappy salary: You took the position because they spoke highly about the company and its work environment and it seemed like a good career move. You agree on a salary at the start of your employment with the understanding that as you learn, grow and contribute more to the company your salary would grow as well. You soon realize that isn’t the case. Often times a company is prospering, business is flowing, the company is expanding and doing very well, yet you are still stuck with the same salary, raises are hard to come by and when they do, it’s like pulling teeth trying to get a few extra dollars in your pay check, even though you know you are making a valuable contribution to the company. You can literally layout all you’ve accomplished for the company and can relate them to what you can achieve for them in the future, and they still won’t pay! It takes me about 6 months to figure out the likelihood of financial growth with a company. I am hoping some of you realize that sooner and make the decision to get out sooner, especially if you are working towards making a particular salary. Once you evaluate the situation and realize that your salary most likely will not grow at the pace in which you want it to, leave. It’s not worth waiting around and “sticking it out”. Little to no benefits: There are careers out there that require you to come ready with a Bachelors degree, “X” amount of years of experience, ability to do this, skilled in that, and the list goes on. They have a laundry list of requirements for the position but they are only offering a salary (pray that it is decent) with little to no benefits. The bare minimum that some places offer is medical benefits and 401K, be lucky that you end up in a company that matches in your first year of employment. Turn over rate: When a company is constantly hiring and people are coming and going and they aren’t staying for very long, it’s a bit worrying. Constantly having to adjust to new faces can take a toll on anyone especially in the workplace. There’s also that period of time where it’s very possible that additional tasks are temporarily tacked on to your work load from people who have left the company until the company has time to adjust and find a new hire. All of this can be draining especially when it’s happening constantly and in a short time frame. The fact that people are coming and not staying says a lot about the company in many different ways. Combine this with the fact that you’re underpaid, the benefits aren’t great and you get no support or encouragement from management— definitely time to chuck up the deuces beloved.

Why Can't I Get a Job? 15 Possible Reasons

Mariana Fradman — Mon, 08 Nov 2021 23:59:51 GMT

Here Are 15 Possible Reasons You’re Not Getting Hired—and How to Fix Them

by Lily Zhang

Job searching is a grind. And the longer you’re at it, the worse it seems to get. It can be so discouraging to put yourself out there and get rejected over and over again or be met with radio silence.

But rather than keeping your head down and sending out another flurry of applications, you may benefit from taking a step back and considering why you’re not getting the results you want. What’s the real issue keeping you from landing your next gig? Accurately diagnosing the problem now will save you time in the long run.

Here are 15 reasons you might not be getting hired and how you can fix them—broken down by when in the job search you’re running into trouble.

If You’re Not Getting Callbacks or Interviews

1. Your Resume and/or Cover Letter Isn’t Tailored to the Job

If you’ve submitted a whole slew of applications and haven’t heard back from more than a handful, a likely culprit could be that you’re sending out the same generic resume and cover letter each time without changing how you present your experience to match the job.

Employers are looking for someone who matches their job description—and since they’re probably getting hundreds of applicants for each open job, they’re not going to do the extra work to figure out how you measure up. You have to be sure to tell anyone reading your application how you’re suited for the role by tailoring your resume and cover letter. That means figuring out what skills and experience they want and then highlighting them in the form of accomplishments in your materials. You don’t necessarily have to do this for every single role. But at the very least you should tailor your application for every type of role—for example, you might have a software engineering resume and cover letter and a different product management resume and cover letter—as well as individual roles you’re especially interested in.

2. Your Resume Isn’t Formatted Correctly for an ATS

Maybe you’re doing plenty to tailor your resume and still hearing crickets. Your application could be getting trapped in applicant tracking system (ATS) limbo and never actually getting read by a human being. If you’re applying for jobs through online applications, your resume is probably being sent through an ATS—a computer program that scans applications, tracks applicants, and generally helps recruiters and hiring managers manage the search on their side. Hiring professionals can also use ATSs to search for resumes that contain keywords that are relevant to a given job.

To make sure your resume is being read correctly by the ATS:

· Don’t try to get too fancy with your formatting: Avoid tables, graphics, and columns.

· Include keywords in the right context: Recruiters and managers are likely to use terms directly from the job description to search for relevant applicants, so scan the job description for the skills and experiences they’re looking for, then pick out the ones that you have and include them in your resume—using the same language.

· Use standard section headings: Go with headings like “Experience” and “Education.”

3. You’re Applying to the Wrong Jobs

Look at the job description and honestly ask yourself if you have the skills you’ll need to do the job—or get up to speed quickly—to ensure you’re not underqualified for the roles you’re targeting.

That being said, job seekers usually do a fairly good job of making sure they’re qualified before applying to a role. One thing they are less great at is being honest about whether they are in fact overqualified. Hiring managers obviously won’t hire someone who doesn't have the skills or experience to do the job, but they’re also hesitant to hire someone who has gobs of experience for an entry-level role. How will they keep you interested and challenged? Won’t you just leave once something more suitable comes along? The last thing a company wants is to have to fill the role again after you’ve gotten bored and quit. Make sure you’re targeting the right jobs for your background. (And if you genuinely do want that job that might seem too junior for you on paper, follow this advice.)

Need to find more of the right jobs to apply to? You can search thousands of openings on The Muse.

4. You’re Not Applying to Enough Jobs

As a career coach, I’ll occasionally work with a client who only applies to dream jobs or dream companies, and then gets frustrated when their search drags. It’s fine to be extra picky about what roles you’re considering, but if you’re only applying to a job here and there, then understand that your job hunt will absolutely take longer.

If your situation doesn’t allow for that, then you may need to be more open to “stepping stone” roles—jobs that are not exactly what you’re looking for, but could get you there someday. For example, you might apply for jobs that will help you gain the skills you’ll need to be a more attractive applicant for your dream role.

5. You’re Not Telling People about Your Job Search

You probably already know you’re supposed to be networking when you’re job searching. Some of what networking entails might be obvious. For example, if you know someone at a company that you’d like to work for, try to apply with a referral or at least use any additional insight you may have gleaned from your conversations in your application.

What’s less obvious is that you should really be broadcasting your search as widely as possible, even to people who have no obvious way of helping you. Talk about your job hunt at non-work events or make a post about it on a private non-LinkedIn social media account. You probably don’t know everyone another person knows. First-degree networking—a.k.a., getting help from those you know directly—is great, but second-degree networking can be really powerful too! A fellow career coach once witnessed a student who groused loudly about her job search in class and found out that the classmate next to her had a close relative who could help. Networking!

If You’re Getting Phone Screens or First-Round Interviews But Not Moving Forward

6. You’re Not Fully Prepared for Phone Screens

Phone screens can feel pretty informal. Some recruiters even tell you they just want to schedule a “quick chat,” but don’t be fooled. A phone screen is an interview and you need to be preparing like you would for a formal phone interview. Even though phone screens can be quite short and cover just the basics, do your homework. Research the company. Prepare your pitch. Know how much you want to get paid. Be as ready as possible. I say “as possible” because sometimes recruiters don’t even bother to schedule phone screens ahead of time. They just call. In this case, at least having your pitch and salary expectations ready to go at all times will get you most of the way.

7. You Don’t Know Enough About the Company

You might dismiss the common advice to research a company before an interview, because really why would a recruiter care if you know who their CEO is if you can do the job? Well, one thing employers evaluate before they extend an offer is your likelihood of accepting it. And a good way to show that you’re likely to accept is to show interest in the company. How do you show interest beyond simply saying you’re excited about the opportunity? By knowing a lot about them.

Research a company’s products and services. Prepare to talk about how you’ve used them or similar ones in the past. Read up on their values and check to see if you have any contacts at the company via LinkedIn. If you want to go above and beyond, schedule an informational interview with an employee at the organization to learn more about what it’s like working there.

8. You Haven’t Prepped Interview Answers to Common Interview Questions

Job searches tend to occupy a lot of head space—even more so after you get an interview invite. But be careful you’re not spending all your time just thinking about the interview (or worrying about it!). You need to really prepare.

You should be looking at common interview questions and practicing how to answer them out loud. The aloud part kind of trips people up, but saying the actual words before the interview is essential and will improve your performance quickly and significantly. If you can find someone to do a mock interview with you and give you some feedback on where you could’ve been stronger or when they started losing interest in what you were saying, even better.

Don’t try to memorize your answers—you don’t want to sound robotic. Plus, your answers could change depending on the company and what they’re looking for. So practice answering the questions out loud each time you’re invited to interview with a new company. You need to prepare for each interview, not just interviews in general.

9. You’ve Focused Too Much on Prepping Interview Answers and Neglected Other Interview Skills

You don’t want to be the person who doesn’t greet the receptionist and only responds in single words to small talk with the recruiter. That person rarely gets hired. You need to think about interview skills like storytelling, active listening, eye contact and other body language, empathy, and small talk. Most of these abilities can be improved by just being aware that you need to be mindful about them and practicing. So by reading this, you could already be halfway there.

10. You’re Not Passing the Technical Screen

I’m using the term “technical screen” kind of loosely here. A technical screen could be a more formal technical interview, a copywriting test, or a coding question thrown in during a first-round interview—among other evaluations. In other words, anything that assesses your technical ability to do the job.

Failing the technical screen usually means an automatic rejection, so it’s absolutely critical that you do well enough to move forward. Luckily a skills test typically doesn’t require flawless execution, but if you’re struggling with technical assessments every time you interview with a new company, then you probably need to spend some time buckling down. There’s no shortcut here. Find a relevant book or course and get to studying. And be sure you’re not making common mistakes you can easily fix—like not following directions.

If you’re still falling short, then you may need to evaluate whether you’re applying for the wrong jobs. Maybe you need to get more practical experience with these skills in a lower-level position first, for example.

If You’re Getting Multiple Interviews But Not Getting Offers

11. You Have the Skills, But Not the Story

You have all the right skills, you’re applying for the right jobs, you’re passing the screens and early interviews—and yet, no offers. What’s going on? You might not have the right story. The “right story” is kind of a fuzzy concept, but basically, you don’t want the hiring manager to walk out of the interview thinking, “Yes, they can do the job, but why do they even want it?”

In interviews, you need to make the case for why a job makes sense as the next step in your career. Are you looking for a managerial role or are you hoping to be more in the weeds dealing with technical problems rather than people problems? In other words, how does this job fit into the story of your professional development? You can cover this straight on in your response to “Tell me about yourself” or “Why this role?” and weave it in throughout the interview.

12. You’re Coming Off a Little… Strong

It’s good to be excited about a job opportunity, but it’s another thing to come off as overly excited. The latter can sometimes (unfairly) trigger red flags for interviewers.

So do show off your interest by having a lot of knowledge about the company and sharing it. Don’t show up an hour early to the interview, wait awkwardly in the lobby, and make everyone feel bad that they’re not ready for you yet. Do write a thank you note to your interviewers and include details from the conversation. Don’t call every day to see if there is an update on the role. Do check out your interviewers on LinkedIn to prepare for the interview. Don’t friend them on Facebook or other social media. You get the idea.

13. You Don’t Stand Out Enough

You don’t want to be memorable for the wrong reasons, but you do want to be memorable. When the hiring committee meets to discuss candidates, it’s not a good sign if no one really remembers much about you.

To stand out in the right way, be ready to show that you’re passionate about something related to the job. You can also showcase an unrelated—but just kind of interesting—passion, like bread making or biking. Find things you can talk about with gusto and then do! For example, when you get a more open-ended question like, “What is the accomplishment you’re most proud of?” answer with a work-appropriate response and then briefly add in your latest sourdough triumph at the end!

14. You Were Too Negative

In general, hiring managers favor candidates who are positive and don’t always see the worst in everything—it’s human nature to not want to work with someone who’s overly negative.

So, for example, when you get to later interview rounds, you may get asked what kind of suggestions you have for the company to improve a product or make a team more efficient. In these instances, be careful how you word things. It’s easy to accidentally get a little too negative and point out all the problems you see. You want to answer the question, but also be mindful that you’re not offending anyone. Be solution-oriented instead of only focusing on the issues.

The no-negativity rule also applies to questions you may get about previous employers. No badmouthing former workplaces, managers, or colleagues. Even if their behavior was egregious, you won’t look good if you speak poorly of them.

15. You Didn’t Prep Your References

If your references are saying completely different things than what you said in the interview, that can be a huge red flag for hiring managers. To avoid having a reference accidentally contradict you, make sure you’re giving them adequate heads up that a call may be coming. Ideally, you should also let them know what role you’ve applied for and why you think you’re a good fit. Sending over your tailored resume and cover letter can be really helpful, too. In short, you want to make sure that their story and your story align.

All this being said, sometimes you really can be doing everything right in your job search and the reasons you haven’t landed a position yet are entirely outside your control. Maybe you were competing with an internal candidate the hiring manager had in mind from the get-go or maybe they just defaulted to interviewing people with more years of experience to narrow down the applicants.

Focus on the aspects of your applications that you can control and keep moving forward. Job searches take time, and it will be worth the effort once you land the right job.

Lily Zhang is a career counselor at the MIT Media Lab, where she works with a range of students from AI experts to interaction designers on crafting their own unique career paths. When she’s not indulging in a new book or video game, she’s thinking about, talking about, or writing about careers. You can find her on LinkedIn, Twitter, and her website.

Why Can’t I Get a Job? 15 Possible Reasons | The Muse

How to Write a Perfect Resume

Mariana Fradman — Mon, 04 Oct 2021 21:47:29 GMT

How to Write a Perfect Resume

by Bruce Hurwitz

A friend sent me an email he received from a resume writing company that boasted, in the subject line, that they create "perfect" resumes. More power to them. There are just a few problems with their claim:

First, there's no such thing as a perfect resume. And perfection, in any event, is overrated. There is a debate over who said it first but, whoever it was, was correct, "Perfect is the enemy of good." If you are shooting for perfection, you will never finish writing your resume. Sometimes "good" is "good enough."

Second, a resume is a tool. That's all it is. It's purpose is to get the recipient to invite you for an interview.

Third, I disagree with those people who say that most recipients of resumes spend 10 seconds reading them. That's wrong. As I have written previously, they spend five seconds scanning them. Scores of resumes can arrive every day. Who has time to actually read them all? No one. And this is a good thing because...

Four, since the recipient does not have time to actually read a resume when it arrives on their desk, their first impression is going to be visual. So the document needs to be clean, neat and well-organized. Unless you are applying for a job as a graphic designer, there is no need for graphics (which, by the way, can play havoc with some Applicant Tracking Systems). Infographics look great on a report but are a waste of space on a resume. They are just clutter.

Fifth, since many initially scan the resume, not actually reading it, don't kill yourself when you discover, after you send it, that there is a typo. In a recent unscientific poll on LinkedIn, 75% of respondents, including yours truly, responded that they would consider a candidate whose resume had typos. (Of course, this is within reason. There is a limit! And when the company does a keyword search, the typo may become problematic if, and only if, it's in a keyword.)

Sixth, the important thing is to grab the recipient's attention. You do that by simply starting the resume with half a dozen bullet points highlighting relevant professional accomplishments. For veterans, I always suggest, if it's true (and it usually is) that they write, "Highly decorated veteran of the US..." and then state the branch where they served. (I once had a veteran client who could not get a job interview to save his life. After two hours he finally told me that he was a Silver Star recipient! Once that became the first bullet point at the top of his resume, his phone started ringing! A resume is no place for modesty.)

As for the rest of the resume, you want to show the recipient that you know how to prioritize. Don't list every responsibility you ever had, just the main ones. Think of the resume as a "tease," the trailer to a movie to get the recipient to buy the ticket and go and actually see the movie, meaning that they invite you for an interview.

And forget about being perfect. Excpet for my humbal self, I no of know won who is perfekt. If the resume gets you the interview, it's perfect enough.

Postscript

While writing this article I came upon a survey/poll on LinkedIn asking the question if LinkedIn profiles will replace resumes. My response was to the effect that, while resumes are legally binding documents, LinkedIn profiles are not. Of course, people disagreed with me, which is their right. One person said resumes are not legally binding because they are not signed. In fact, they are. When you note on your cover letter that your resume is attached, since you "sign" the letter (even if it's an email) you are also signing the resume. And if you are attaching it to an online application, most have a warning that by submitting the application you are confirming that, to the best of your knowledge, the information is accurate - including the resume. As all resumes are part of a job application, I believe they are legally binding. (Not everyone agrees.) After all, you can be fired for lying on your resume.

My view is that a LinkedIn profile is more like an ad. Not everyone on LinkedIn is looking for a job. I'm not. So if someone comes to me for my services, because they saw my profile, why should that be any different from my advertising my services, making the same claims as I make on my profile, in a newspaper or on a billboard? What's the difference? Why shouldn't "true in advertising" still apply? And an organization called "LinkedIn" even wants lies in profiles on their site reported! (One person who disagreed with me suggested that I do research before I express an opinion. I had to laugh!)

Of course all of these questions will remain questions until someone sues their employer for firing them for lying on their resume or LinkedIn profile, or until someone is sued for "false advertising" on their profile. But here's a crazy idea: Don't lie!

The One Thing That May Get You the Job Offer

Mariana Fradman — Fri, 30 Jul 2021 02:30:52 GMT

The One Thing That May Get You the Job Offer

By Bruce Hurwitz

Curiosity may have killed the cat, but it might get you the job offer.

Years ago I attended a lecture at New York University by a former college president. She was having a really bad day. The first thing she said was that women were more philanthropic then men because of biology. (The consensus among the men was that the buffet was impressive so, even though there was probably more nonsense to come, it would be worth the wait. It was!)

The third thing she said (and that’s not a mistake on my part; the second thing will come next), was that human beings are the only animals that show empathy, sympathy for others, and care about family. Every hand went up. There were stories about pets – dogs, cats, even birds. Instead of admitting she was wrong and had to rethink her hypothesis, she dug herself in deeper. (Rule Number One: When you find yourself in a whole, stop digging!) She said that individual stories reflected the prejudices of the pet owners. They saw what they wanted to see. (That did not go over well…) Then someone mentioned elephants and noted he did not have a pet elephant at home. Neither did the woman who spoke about horses. But it was to no avail. Then I remembered I had a copy of National Geographic with me and had read an article on birds sacrificing for the family unit. I raised my hand, stood up and, without being called upon, I said I thought that two short paragraphs from the article would end the discussion. The speaker let me read and then said she wanted to move on. (We, the men, now joined by the women, wanted to move on to the buffet!)

But it was the second thing she said which stayed with me. The speaker informed us that what separates humans from other animals was that we human beings are the only creatures on the planet who are curious. I found that an ironic statement because she obviously was not curious enough to check her facts. (No one responded because of what came next!)

This was the first, and only, time I can remember no one having a question for a speaker at the end of their presentation and everyone standing up and heading for the food as the moderator thanked the speaker. So why did her “curiosity” statement stick with me?

Back then, when I was at NYU, I was a fundraiser. The topic of the presentation was supposed to be “Women and Philanthropy,” an extremely important topic at the time as it was estimated that trillions of dollars were going to be bequeathed to women in the coming years. I, if you will, was curious and wanted some insight into how to approach elderly women, widows, to ask for donations without sounding like a fool, or worse. Needless to say, from that perspective, it was a wasted evening.

But the issue of curiosity always interested me. Why is it that we humans have always looked to the heavens and asked questions about those flickering lights in the sky? Why do we want to know why the sky is blue? Why do we want to know why men have nipples? Why… You get the idea. (And for the record, why do dogs literally stick their noses where they do not belong?) The answer is curiosity.

Perhaps the best question an interviewer can ask a job candidate is, What are you curious about? And if they don’t ask the question, perhaps the best thing a candidate can do, when given the opportunity to tell the interviewer(s) about themselves, is to say, This is what makes me curious.

It does not have to have anything to do with the actual job. In fact, it might be better if it were totally divorced from the job as that will show that the candidate is a “complete” person. I, for example, am curious about how one molecule can be in two places at the same time in the realm of quantum mechanics. I am also curious about why otherwise intelligent people would become engaged without signing a prenuptial agreement.

Of course saying that you are curious about something is not enough. You also have to prove that you have tried to find the answer. For example, the two explanations for my molecular problem that I kind of, sort of, understand, is that it has something to do with gravity or it is a question of timing, when the molecule is observed. But I readily admit I am not intelligent enough to be able to explain either explanation or to know which, if either, is correct. But that’s perfectly alright. Admitting ignorance is a strength, not a weakness, and should help, not harm, a candidate in a job interview. The important thing is the search for the answer.

So my advice, for what it is worth, is to tell potential employers what makes you think. What grabs your attention. What makes you curious. And they may make you a job offer!

Oh, and as for the pre-nup question, it seems the reason is simply the person declining the pre-nup is focused on having a successful divorce, not marriage. (That one I could not Google; I had to ask!)

The One Thing That May Get You the Job Offer | Employment Edification (wordpress.com)

The 3 Skills That Will Keep You Employed

Mariana Fradman — Thu, 08 Jul 2021 12:22:05 GMT

The 3 Skills That Will Keep You Employed

by Bruce Hurwitz

In his book, Present Future: Business, Science, and the Deep Tech Revolution, Guy Perelmuter writes (p.55), "The use of subjective judgment, emotional intelligence, and adaptability to unexpected situations are emerging as important characteristics for the employees of the future since these are features that are quite uniquely human and will very likely not be replaced by a machine in the foreseeable future."

This quote is important for two reasons: First, Mr. Perelmuter is correct. Second, this is a great example of why job seekers can better spend their time reading books by legitimate authorities on the future, especially scientists and engineers, than reading "how to" books about getting a job, with the obvious exception of mine!

I have two rules about competitors. First, I never acknowledge anyone as my competitor. The minute I would do so, I would be telling potential clients that they, the competitors, are as good or better than I am. Why would I do that? Why would anyone do that? Second, I never try to build myself up by knocking someone else down. When I am asked about a competitor I always reply, "I don't know enough about them to comment. All I can do is tell you about myself."

No one can possibly be offended by that response. And it will work nicely in a job interview. This is especially so given that employers are not going to tell candidates against whom you are competing. That being the case, candidates have to assume that their competitors may have more direct experience than they do or may be younger. The first is faced by some veterans (although many have far more relevant experience than civilians); the second by older workers.

In either case, you never want to say, "I have experiences that no one outside of the military could bring to the table." Or, just as bad, "I have more experiences than some twenty-something." After all, you may be insulting the person who is interviewing you.

So ignore the competition. Don't forget them; just ignore them. The inference will be that you have what the others don't.

Which brings us back to Mr. Perelmuter. What are "subjective judgement," "emotional intelligence," and "adaptability to unexpected situations?"

First, they are all connected, in one way or another, to something I wrote about some time ago namely, on what older workers/candidates should focus in a job interview. My answer was then, and is now, dealing with adversity. In my career I have had to deal with death, criminality, and technological breakdowns, to name but a few. I guarantee I can "beat" you on your example of your worse day on the job. Someone with, let's say, five years' experience just can't do that. They may have one example, but not enough to show that they can handle Perelmuter's third point, which I will deal with first.

A good interviewee (candidate) politely takes control of the interview. They refocus the conversation to their benefit. Think about what talented politicians do in an interview. They answer questions by refocusing. (I think it was Churchill who said something on the line of, If I don't like your question, I'll respond to it; if I like your question, I'll answer it!) You, the candidate, should do the same. Answer the question you are asked but immediately add a caveat. Say something like, "But what is also important is to prepare for the unknown. We do that all the time. That's why we have insurance. That's why we have virus protection on our computers. But, of course, we can always be surprised. No plan is perfect and no protection is fool-proof. Let me give you an example."

I promise you, a veteran and an older worker will have a much better example than someone who has never served in the military or who has an employment record that can fit nicely on half a sheet of 8.5 x 11 paper.

Which brings me to "emotional intelligence." I have read a great deal on the subject and, with all due respect to the experts, I still like my one-word definition the best: maturity. People with emotional intelligence do not panic. If you will, they do not get emotional. So, when giving your above example add, "As always, when the unexpected happens, I take a deep breath, and then begin to calmly respond. If I panic, everyone else will panic, and a bad situation will only get worse."

And that brings us to "subjective judgement." It's "subjective" because it is yours. You are judging the situation. If everything works out, you are a hero, if not... Of course, in the example you will give, you will be right. So the emphasis is on "judgement."

Now that you have explained that you do not panic, that you are mature, you have to tell the interviewer how you reached that decision which proved to be correct. In this case it is important to emphasize two things: First, experience. Briefly recall similar situations you had and what you learned from them. You can even include a failure. Recognizing your failures is a sign of strength, not weakness and, as everyone should know, you can often learn more from failures than from successes. Second, and just as important, make sure to say that you consulted with your team prior to making the decision. Team members want to have their leader agree with them but, more importantly, they want to be heard. Explain to the interviewer that you always explain to your team members why you agree or disagree with their recommendations. By doing so, you gain their support and everyone should implement your decision without bitterness.

Such a strategy in an interview should impress the interviewers and help you to secure the job offer.

The 3 Skills That Will Keep You Employed | Employment Edification (wordpress.com)

We Are All Replaceable…But… By Bruce Hurwitz

Mariana Fradman — Thu, 27 May 2021 02:10:44 GMT

We Are All Replaceable…But…

Mothers lie to their daughters!

Now they may also lie (Alright, it may not be a “lie-lie” but just a foolish statement said with the best of intentions) to their sons, I have just not heard or experienced it. And fathers may do it as well. For me it has always been daughters, young and old, and mothers, never fathers. They actually believed it when their mothers told them, “You are special. You are unique. You are irreplaceable.” And they are truly shocked when they discover that they are neither special, nor unique and are most definitely replaceable. We are all replaceable. But…

The most difficult searches I have ever had have all been for what I call “second spouses.” Typically I am contacted by someone who says they need an “executive assistant.” They provide an accurate job description, which clearly lists the qualifications. I find candidates who meet all the mandatory qualifications and most, if not all, of the preferred. I interview and submit them. Then the phone rings:

Bruce, good job! But there’s something missing. They’re not the right fit.

The client is not being difficult. They simply cannot articulate that intangible quality they need. They are hiring a confidant. They are hiring someone they will be with eight hours a day, if not more, and maybe even on weekends. Thus my classification that they are looking for a “second spouse.” They are hard to find.

But this article is not about my most difficult search, it’s about the second most difficult. Those are the ones where the employee being replaced, usually through no fault of their own, has been with the company “forever.”

Allow me to digress, which I usually do…

I just finished reading Malcolm Gladwell’s book, The Bomber Mafia. (Short read. Excellent read!) On page 47 he writes,

“The psychologist David Wegner has this beautiful concept called transactive memory, which is the observation the we don’t just store information in our minds or specific places. We also store memories and understanding in the minds of people we love. You don’t need to remember your child’s emotional relationship to her teacher because you know your wife will; you don’t have to remember how to work the remote because you know your daughter will. That’s transactive memory.”

(If you are thinking of Googling “transactive memory” add “psychology” or you will drown in a sea of [at least for me] incomprehensible IT babble. My advice, in either case, it to accept Gladwell’s definition/description and get on with your life!)

Transactive memory is why trying to replace a veteran employee is so difficult. There’s no problem finding someone with the skill set. There’s no problem finding someone with all the qualifications, maybe even the preferred ones. But that employee, in one very important sense, is truly irreplaceable. Stored in their brain is history. Stored in their brain are all the things the boss did not want to store in his – the transactive memories. They know why you should never suggest doing A, and must always do B. They know why you never ask C about D and why you should always mention E to F, but never when G is around. They know why you must never use H as a vendor, and why I always has to be used.

I could continue until I exhaust both the English and Greek alphabets, but you get the idea.

The issue here, actually, is not the employee or the candidate, it’s the employer. They have to realize, and accept, especially if the employee who is being replaced is not available to answer their replacement’s questions, that the replacement will not, cannot, and cannot be expected to have their predecessor’s transactive memories. That person holds between their ears a vast depository of knowledge. What’s more, they probably don’t even realize that they know what they know.

I once was hired to be the assistant to the director of a small children’s mental health center. We shared an office. One day, a donation arrived. I filled out the bank form and prepared the receipt for the boss’s signature. She watched me. When I handed her the receipt, she asked me, “What about the book? You didn’t record the donation?”

I looked at her, puzzled, and asked, “What book?”

She was shocked. My replacement had never told me about the book, the book in which all donations were to be recorded. So I called her. She apologized, told me where it was, and I updated it. She did not intentionally not tell me. (I know; a double negative!) For her, it was so obvious, that she simply and honestly did not think of it.

That’s a simple and innocent example of what happens when memories are not shared. This was not a transactive memory. It was something she knew very well and had just forgotten to tell me. So just imagine how much information is stored in the brain of that veteran employee who, despite their best efforts, cannot possibly share it all.

Why is this so difficult? Because the employer has to accept the fact that no candidate will have the knowledge base to replace the veteran employee. Skills, yes; knowledge, no. It is simply impossible. And, sometimes, the new hire does not last long because the employer is frustrated that the new hire does not know what they, the employer, wants or needs them to know. So, in some ways, some people are irreplaceable (at least for the short term).

How to Debate at Work and Maybe Get a Promotion

Mariana Fradman — Fri, 21 May 2021 03:14:03 GMT

How to Debate at Work and Maybe Get a Promotion

by Bruce Hurwitz

Whenever I am asked by a high school student what they should study in college, I always tell them that their major does not matter. What matters is that they take a couple of classes in English. No matter your profession, the only way to advance, to get promoted, in your career is by having, at a minimum, a good command of the English language. You have to be able to write well and, just as importantly, to speak well.

In Thomas Jefferson: The Art of Power, Jon Meacham writes,

[John] Adams said, "A public speaker who inserts himself, or is urged by others into the conduct of affairs, by daily exertions to justify his measures and answer the objections of opponents, makes himself too familiar with the public, and unavoidably makes himself enemies"

To write public papers or to negotiate quietly, away from the floor of an assembly or even away from a largish committee, enabled a politician to exert his will with less risk of creating animosity. [p.108.]

Put differently, if you have a problem with something at work, sit down, shut up, and put it in writing. Adams, as he was so often, was correct. And for one very simple reason.

When you debate someone verbally, it is almost always viewed as an attack. The other person feels a need to immediately respond. Immediate responses can be emotional. Rarely does the person have time to think. However, if you write something, and take the time to proofread it, you'll also, literally, add oxygen to the equation (as in, taking time to breathe) and you may calm down. As the saying goes, "Calmer heads will prevail." Similarly, saying, "Let me think about this. I don't think it is as simple or clear-cut as it appears at first. I'll send you something later today," gives you time to properly think the matter through and, more importantly, to word you response carefully in a way that cannot be misquoted. A person can honestly, or dishonestly, misquote something that has been said, but not written - at least not for long.

You don't want to be the victim of "telephone," the children's' game where the first child whispers something to the second child, who then repeats it to the third. By the time it reaches the fifteenth child, any resemblance between the original statement and the final one it totally coincidental. That does not matter when playing a game; it most certainly does matter when trying to create policy.

Most people think that Lincoln won the debate again Douglas. Most people think they were debating for the presidency. Most people are wrong. But that's not what is important. What's important is that most people think the foolishness that we call "debates" today was what they did. They didn't. The first speaker spoke for an hour. The second spoke for an hour and a half. The first had a half hour to respond. Can you imagine any of the candidates who have recently run for public office being able to do that? And I am not talking about the physical stamina and dignity. To stand for 60 minutes and speak, and then to sit for 90 minutes and not say a word, takes more than physical strength. Both men, whether you agree with them or not, were as brilliant when they began as when there time finished.

I'm no Lincoln. I'm no Douglas. And, respectfully, I doubt any of you are either. Our formal education is certainly better today than in ante bellum America, but not the informal. I just don't think we have it in us. But Socrates...that's a different subject.

If you have to publicly debate, by which I mean to defend a proposal in the office, your responses may be seen as attacks, unless you follow Socrates (and even then, an immature opponent still will not understand). The Socratic Approach, as it is called, is to ask questions to cause the other side, and force the audience to think critically. Asking questions, instead of making declarative statements, appears to be less confrontational but, in truth, it is a far more effective strategy and can be devastating because it requires the person to logically, rationally and, most importantly, dispassionately, defend their position. If they respond with emotion, they lose!

Being Lincoln or Douglas causes the audience to think but not, necessarily, to stay awake. Being Socrates, causes the audience to think and keeps them engaged, awake, because the "debate" is rapid fire. But this means that you, the questioner, have to be prepared. You have to understand what the other side is going to say. You have to appreciate their logic and know how to attack it not them.

I have always found that a higher level of debate results in better decisions. Allow your staff to ask probing questions, in fact, let them know that they are expected to ask and respond to probing questions, and, most importantly, to do so respectfully. Do that and your decision making will be exemplary and the results exceptional.

How to Get Employers to Run After You

Mariana Fradman — Tue, 06 Apr 2021 04:12:08 GMT

How to Get Employers to Run After You

by Bruce Hurwitz

You may not know what mercaptan is, but you would probably be dead without it. I thought about this while watching a documentary on a boon town in Texas, during the Depression, which was literally the only place in the country with jobs. Sorry, green energy fans, but it was all because of fossil fuels. Now what I did not know was that natural gas was a biproduct of oil exploration. And I certainly did not know that they did not know what to do with it so they burnt it off, on site. Then they discovered that it could provide heat. So they pumped it into their brand new school, providing them with free heat. No good deed...

The school filled with gas, someone lit something, and the school blew up, literally, and fell back down where it had previously been standing. Some 300 students, teachers and staff died. Mercaptan was the solution. It was safe, had no impact on the efficiency of the gas and, most importantly, provided an odor that people could smell when there was a leak.

I have had two job seekers contact me in the last week or so. Neither understood why they were getting no calls, not even from recruiters.

The first had what is called a "functional" resume. The "function" seems to be unemployment. Those are the resumes that don't include the names of employers or, if they do, they do not include the dates of employment. Two very large red flags. The first means that the applicant is afraid of what the employer(s) might say about them. But, as far as I am concerned, the second is far more serious: No dates means the person can't keep a job. I don't submit candidates who can't keep a job. So when I see a functional resume, I move on. And the few times I didn't, I should have. If you have a "functional" resume, please don't contact me.

The second was as serious, but in a totally different way. He had a decent resume. He actually has had a few interviews. But he has had no offers. Why? I believe it is because he is running after employers instead of having them run after him. Put differently, he did not stand out. There was nothing special about him.

Just as the presence of natural gas must be known, so too must your presence. And today, it's easy. It's called "social media." It is what we are doing right now. It can be what gets you found or what makes you stand out from your competition.

Now let's be honest: I have been doing this for at least a decade and probably longer. (I was one of the first to sign-up for LinkedIn.) I actually track this: between my social media sites, my blog (www.employmentedification.com), and the blog on my website (www.hsstaffing.com) I have over 46,750 followers, and my posts on LinkedIn, which I share on all my social media sites, have been read over 430,000 times. I hide from no one. You may not always like what I write, but you know I write!

Personally, I act identically on all my social media platforms. I have seen, blocked and rejected candidates/individuals who act professionally on LinkedIn, but like idiots on Facebook, lunatics on Twitter, and morons on Parler. How can I possibly work with someone like that or submit a client to them? Who will they be getting? The LinkedIn professional or the Facebook psychopath? I can't afford to take the risk and neither can any employer. Social media is a public forum and you have to behave properly in public at all times.

So how do you get employers to run after you? Write long posts on LinkedIn. Write updates/comment/tweets/parleys on LinkedIn, Facebook, Twitter and Parler. Read what others post. Comment on them, but always be professional. Never be insulting. Don't argue; ask. Engage people, including those with whom you disagree, in conversation but always do so on a high level. Let employers see that you not only know your stuff, but know how to behave.

And don't just share your own writings. Share articles. Comment on them. Explain what you like and with what you disagree. Become known as a source for important writings (articles, etc.) on your profession.

I guarantee you, that 47,750 people will not read this article. I guarantee you, if you are an average person, you will probably get a couple of dozen reads on whatever you publish on-line. Who cares? All you need is the one person who will be so impressed that they will help move your career, or business, forward.

One last point: Remember to share you articles, etc., with your LinkedIn and Facebook groups. Even if they are not, strictly speaking, profession-related, someone in those groups may know the person you will want to meet. Don't keep yourself a secret. Be the best known professional not the best known secret in your industry. Remember, in business it is always best to be the hunted and not the hunter.

How to Get Employers to Run After You | Employment Edification (wordpress.com)

In Support of Conformity on Social Media - by Bruce Hurwitz

Mariana Fradman — Tue, 02 Mar 2021 03:48:29 GMT

In Support of Conformity on Social Media | Employment Edification (wordpress.com)

I had an interesting exchange with an acquaintance on LinkedIn. Basically, I asked him why he acted one way on LinkedIn and differently on Facebook. He explained that his persona, and these are my words, not his, consists of his professional self and his personal self. He also stated that he follows the rules of the various social media sites. I assume this means that what he does on one site may not be acceptable on another. He also mentioned that he has a significantly larger number of followers on LinkedIn than first-degree connections, stating that his followers like to read his posts, etc. (He did not mention the number of “friends” and followers he has on Facebook.)

I do not subscribe to the school of thought that you should act one way on one social media site and differently on another. All are public and everything you do on them is in the public domain. My rule is simple: If you wouldn’t do it on Main Street, don’t do it on the Internet.

Our personas have many components. There are things we do in public and things we do in private. Some we would do in both. Discussing a book. Watching a movie. Eating. But there are things we do not share in public which are best kept private. Political views immediately come to mind, not to mention family issues. True, millions of people post their political thoughts (it’s their right) proving them to be liberal loons or crazy conservatives. But why be like them?

If you act like a consummate professional on, let’s say, LinkedIn, and go nuts on, let’s say, Twitter, what does that tell an employer or potential collaborator about you?

I’ll use myself as an example. My articles on LinkedIn have been read, as of the beginning of this year, over 425,000 times. I must be doing something right! They are all, basically, business related. Or, just something I wrote for fun. (Silly has always been part of my persona.) I have never written anything purely political. The one possible exception resulted in only praise, public and private, mostly private. And all of my articles/updates are identical on all my social media platforms. The only time there is a difference is when I am responding to someone else’s posts which, obviously, cannot be shared on other platforms. But the style is the same. I have the nasty habit of asking people to share the sources on which they have based their views! I’m a “Prove it!” of “Show me the beef!” type of guy. And I am also known for providing links to facts disproving claims, which result, more often than not, in the original post, to which I was responding, disappearing.

Look at it this way: The way you act on LinkedIn is likely the way you will act at work. That’s what most employers will think! The way you act on Facebook, Twitter, and the rest, will be the way you act outside of work. Again, that’s how most employers will think! But there is no “outside of work.” A woman was fired, for example, because of the way she acted at a bar. She was seen by a client. The client called her boss, reported the behavior, and said that she did not want to work with her any longer. She was fired. How do I know? She called me for career counseling. Sure enough, her LinkedIn profile was professional; not so much her pages on Facebook and Twitter. And this was far from the only time I saw this. It’s more common than you may think.

For sake of argument, let’s say that LinkedIn, and I believe this to be so, is the gold standard for behavior on social media. (We have all seen the “LinkedIn is not Facebook” posts!) Well, what does it say about you if you lower your standards on your other social media platforms? And why would an employer want to take a risk and hire you. Who are they going to get, the professional on LinkedIn or the raving lunatic on Facebook? Why take the risk? And it’s not just employers. The same thing is true for someone trying to sell you their products, good or services. No one wants to work with someone who reflects poorly on them. “I know he’s an idiot, but he pays his bills on time,” is not the reputation you want to have.

Social media platforms should not set the standards for your behavior. You should! On-line and off-line. That’s what I do and maybe that’s why I have over 46,000 followers across all of my social media networks – LinkedIn, Twitter, Facebook, Parler and my blogs.

Speak to the Gap - By Bruce Hurwitz

Mariana Fradman — Fri, 05 Feb 2021 05:28:43 GMT

Speak to the Gap

Bruce Hurwitz

Congratulations! Your cover letter and resume were effective. They did their job. The cover letter got them to look at your resume. Your resume got them to pick up the phone, confirm your interest and qualifications, and you got the interview – the Number Two Holy Grail of the job search process.

And then, there you were, seated (virtually) across from the interviewers and you blew it. Sure, you did your homework. You knew the job description inside out and backwards. You memorized their website. You knew the professional, and some personal, details about the interviewers. You even knew about the person you would be replacing. You had a list of really good questions to ask, not the normal nonsense. And you knew exactly what you needed to tell them to convince them that you were the candidate for the job. And then you blew it.

You forgot one little thing. Well, not so little a thing. You forgot the most important thing of all. You forgot to listen.

Most – no, that may not be fair. Allow me to start again.

Far too many employers talk to much. They are so desperate, literally and figuratively, to fill that empty chair, that they talk too much. They are so frustrated that they have to get the proverbial off their chests. So they talk too much. They tell the candidate, the interviewee, you, what they want to hear. What they need to hear. What they are longing to hear. What they want you (Stop eating!) to regurgitate back to them. And then…you blew it.

What did you do wrong? You were so focused on sharing with them everything that you had learned about them as individuals, and about the company, to prove to them what a great researcher you are and how well you prepare for meetings, that you did not bother to listen. You were waiting for your chance to tell them what you wanted them to hear that you totally missed out on what they wanted to hear.

It happens more often than you think.

I had a career counseling client who came to me, totally frustrated. He was in real estate business development. Sales. And he was good. He was averaging an interview every couple of days. But no offers.

His first mistake was that he was applying for the wrong type of jobs. He was the king of residential sales, but he was only applying for commercial real estate sales positions. Why? Because he wanted new experiences. He wanted new challenges. All very noble, but not what the interviewers, the employers, wanted. They wanted commercial and he only had a little commercial experience.

After they lectured him for five or 10 minutes on their commercial real estate problems, they simply asked, “How can you help us?” And what did he do?

At that point he took a deep breath, smiled, and lectured them for five or 10 minutes on his residential sales experience. They were not interested. Interview over.

What should he have done?

He should have spoken about the commercial real estate experience he had. Even though it was slight, he had some. And here’s another mistake he made: He forgot that they knew that. After all, he had not lied on his resume. They knew he was heavy on residential and light on commercial sales. Yet, there he was, virtually sitting across from them on the Zoom call.

He should have talked commercial and then added, “This is analogous, of course, to my residential sales experience. We had the same problems that you described. This is how I overcame them.”

By presenting, if you will, the painting of his residential sales career in a commercial sales frame, they would have listened. And, after a few mock sessions with me, that’s what he did, with positive results.

Put differently, he spoke to the gap, in fact the gaps (plural): The gap between what the interviewers needed and what he had to offer, and the gap between what he had to offer (great residential sales experience) and what they wanted to hear (commercial).

Just as in the London Tube the signs read, “Mind the Gap,” in an interview you should “Speak to the Gap,” the difference between the interviewers’ needs and what they have, and what you have to offer. Otherwise, you’ll fall in the crack! Granted, it’s a less deadly gap, but still, you don’t want to trap yourself.

Conducting an Agile Job Search by Bruce Hurwitz

Mariana Fradman — Mon, 01 Feb 2021 03:54:35 GMT

Conducting an Agile Job Search

Bruce Hurwitz

First, I must give credit where credit is due: I am stealing from Mark Shead’s excellent (Well, let’s be honest. I’m not an IT guy so I really don’t know if it’s “excellent,” but it was great for my purposes!) video, What is Agile?.

Agile, if I understand it correctly, is a framework for software development. Anyone who would be interested in hiring me to develop software for them, to oversee the development of software for them, or to test software that has been developed for them, should seek psychiatric attention. I make that clear from the beginning so that you will understand that what I write about Agile is as basic, fundamental and simple as possible.

When I was first introduced to Agile, I thought the person was talking about flexibility. Given that one component of the approach is the willingness to change, I may not have been entirely wrong. After all, they must have called it “Agile” and not “Inflexible” for a reason.

There are similarities between Agile software development and a job search:

There are some things you have to do quickly. In our case, the cover letter and resume. Get them out of the way. They are tools, albeit important tools, but only tools. The real work should be in networking, securing informational meetings, and honing interviewing skills.
You have to revisit what you have done to make sure it is working properly. If you are not getting networking and informational meetings, and if they are not productive, something has to change. If you are not getting interviews, redo your cover letter and/or resume. If you are not getting job offers, your interview skills need work.
And you have to keep focused on the end result. In our case, getting the interview and, ultimately, the job offer. That’s the test, the only test, of success. Yes, securing networking and informational meetings are important, but they are small successes on the road to the main success.

Consider this article the presentation of another way to look at conducting a job search, this time with somewhat of a scientific basis, but really a moralistic one.

Agile tells software developers to focus on, or stay true to, a set of values and principles, if you will, beliefs, they have decided upon at the outset of their work that they must follow. It also means that they have to be flexible, and change their plan if circumstances change. In a sentence, it’s not about what they are doing, but why they are doing it. (Perhaps some nice IT guys and gals would be so kind as to explain, in the Comments section, what values, principles and beliefs are when it comes to software development. A few examples would help. Thank you and have a nice day.)

No, I do not mean why you are applying for a job. It could be for any number of reasons. I mean why you are applying for a particular job. And that brings us back to values, principles and beliefs. They should inform your decision not just about where you want to work but, more importantly, for whom you want to work.

At the beginning of your job search you should decide on the type of boss you want to have. Most people search for the company. I have come to believe that that may be a mistake. After all, the Number One reason people quit their job is because of their boss, not their company. Look for the right boss, the person for whom you would want to work. The person from whom you believe you can learn. The person who you believe shares your values, principles and beliefs. Ninety-nine times out of a hundred, they’ll be working for a company where you would want to work.

So how do you find your next boss? Look around on LinkedIn, reading articles and posts written on topics of importance to you. See whose writing resonates with you. For that matter, see whose “likes” resonate with you and their comments on articles and updates. Read articles from professional journals and on websites. But don’t just concentrate on the authors. Pay close attention to whom they quote; those may be the people for whom you really want to work.

After all, if you are interested in software development, would you rather work for me or Mark Shead?

Conducting an Agile Job Search | Employment Edification (wordpress.com)

Two Keys to Getting the Job Offer by Bruce Hurwitz

Mariana Fradman — Tue, 26 Jan 2021 04:08:23 GMT

Let's look at the job search in a totally different way. Instead of being nice, and convincing the prospective employer that you are the person with whom they would most like to spend eight hours a day, convince them that you are someone with whom they cannot afford not to spend eight hours a day (despite the double negative).

Now, just because there may be some fool out there in Readerland who does not understand sarcasm, exaggeration, or being figurative, I neither endorse blackmailing prospective employers, threatening them, nor being anything other than nice. Now that we have gotten the foolishness out of the way, let's get back to our subject.

Every day I receive a resume that begins, front and center, with a paragraph fool (Sorry. Freudian slip) full of adjectives and self-praise. The individual is a "consummate professional." They are "well-respected." And, of course, they are "accomplished." But nowhere in the paragraph do they actually enumerate any of their accomplishments. A candidate can claim to have worked on a multi-million dollar project, but it could have been a complete and total disaster - because of them! So it is a misleading statement. Being misleading on your resume, will paint you in a corner, when you are interviewing, from which you will never to able to escape. Don't mislead! Don't misrepresent! Don't Mississippi! (I needed three "mis"es for the alliteration but could not think of a third one. Sorry.)

Problem is, and please remember this, there is not an employer in the world who cares what you think of yourself; they only care about what you can do for them. Take a few minutes and reread the part in italics a few times until it sinks in. Excuse me while I go get something to drink.

That was refreshing!

So now that we have eliminated the paragraph that your mother wrote for you, or you a paid a "professional" resume writer to write for you (and, yes, I have received resumes with exactly the same adjectives and in the exact same format, from different candidates, all of whom paid a fortune for that nonsense!), let's get to the fun part: threatening and blackmailing.

If you begin your resume with a bullet point list of your quantifiable, objective accomplishments, the employer (or their representative) will say, "I have to meet this person." Remember, the purpose of a resume is to get an interview, not to get the job. So you need to be nice in the interview, not in the resume. In the resume, you have to brag and get to the point. You don't have time to charm. The resume reader is tired. They will make mistakes. They will miss things. (Yes, me too!) So don't make them work. As journalists say, "Don't bury the lead." Get to the point!

Front and center announce, without shame, what you have done for others. By so doing, you lower the employer's level of concern. You appear to be someone who can do the job because you have shown that you have done it for others. And therein lies the subliminal blackmail and threat.

When the employer is finished reading your resume you want them to think, "If they don't work for me, they'll work for my competitor, and, unless they turn out to be a jerk, I don't want that. So let's bring them in QUICKLY!"

And there's the blackmail. There's the threat. If I don't work for you, I'll work for your competitor. Or, if you prefer,if I don't work for you, I'll work against you! Or, if you don't hire me, your competitor will!

The only way to achieve that result is by focusing on objective, quantifiable accomplishments, not adjectives and self-praise.

Oh, and remember, be nice in the interview. No one hires someone with whom they would not want to spend eight hours a day.

Two Keys to Getting the Job Offer | Employment Edification (wordpress.com)

I am a returning member since attending Paralegal School and graduating

Thu, 14 Jan 2021 21:05:04 GMT

Ms.Maria Friedman ,the President of NYC-PA,helped me in 2016 with my resume in very,very great detail to secure an interview ,breakfast interview,with a HR Director from Louis Vitton Legal.

My Paralegal Dean at Queens Plaza College- originally from New York Career Institute- Dean Lazarus recommended me to NYC-PA.

I am interested in securing P/T volunteer work to retrain my skills to a professional level.For example,Disability Rights Advocacy, DRA or such.

After studying the LSAT and visiting law schools for 6 years via LSAC.org and obtaining almost 8 recommendations letters for law school-I wanted to be a Public Defender Disabiity Attorney for children and youth and young adults-I can adamantly admit proudly I am a Paralegal by trade. That is satisfying enough.

Sincerely,

Garth Harding

hartinggarth@gmail.com

347-876-9181

The Importance of Estate Planning Documents During a Pandemic by Samantha Vitone

Sun, 10 Jan 2021 18:49:07 GMT

We can all agree that the year 2020 has changed our lives and one of the reasons is because of COVID-19. I know it did for me. In March, I got laid off from my very first paralegal job at a tax and foreclosure law firm in New York City. I was devastated not only because it was my first job working as a paralegal, but because I was only working there for about three months. During that time, many Americans like myself was feeling hopeless to finding a new job after getting laid off. Even today, many people are still looking for a job.

At the end of June, I was fortunate enough to be hired as a Paralegal/Administrative Assistant at a trusts and estates law firm called Avelino Law, LLP located in Summit, New Jersey and New York.

I did not know what to expect when starting the new job. What I first noticed was how busy everyone was with the back-to-back phone calls and the consistent e-mails flowing from clients. It then hit me as to why the firm was busy. COVID-19 is a huge threat to the lives and health of countless people. The virus has more people preparing for the worst. What I also witnessed at my job is those who almost died because of having COVID, called to do their estate planning documents.

According to CNBC.com, the pandemic has produced a rise in estate planning however, majority of Americans still do not have a Will. The LegalZoom.com survey found that 62% of Americans do not have a will and, of those who do, 12% created them in the past 12 months — and 44%, in the last five years. The more I work at the law firm, the more I realize how important it is to having your own trusts and estates documents such as a Will, a Living Will, a Power of Attorney and other documents.

I know it is scary to think about our own death but I do believe it is crucial to plan to protecting yourself as well as loved ones. Having proper estate planning documents will help control the disposition of assets at death and to enable other people to make our financial and medical decisions if we are unable to. Below are terms and definitions for basic estate planning documents in the state of New Jersey that can help you have a better understanding of what each term means.

Last Will and Testament– a document that defines the distribution of the assets of a testator (a person who has made a will or given a legacy) will be distributed upon their death.

Trust – a document that explains your assts are transferred to a trustee or trustees that you selected either while you are living or upon your death.

Living Will – is a document that provides “instructions to the Declarant’s Medical team with regard to how they would like to have their end of life options honored when there are no medical options to extend a quality of life.”

Power of Attorney– it is a document that allows you to appoint a person or organization to manager your financial, property or medical affairs if you become unable to do so.

It is never too early or too late to plan for your future at any age. Consider hiring a trusts and estates attorney to assist your estate planning needs because he or she can help you save a lot of time, energy, and effort in building out your estate plan. If you have any questions or want to start your estate planning documents, please feel free to reach out to me or Avelino Law, LLP.

Samantha is currently a paralegal and an administrative assistant at Avelino Law, LLP. Every day at her job, she is learning something new especially trusts and estates planning law. She is involved in the paralegal world by being member of a few Associations and she is the Social Media Coordinator of the New York City Paralegal Association, Inc. On her free time, she enjoys working out, walking outside, and spending time with family and friends.

Work Cited

https://www.legalzoom.com/articles/creating-a-last-will-pros-and-cons#:~:text=One%20of%20the%20greatest%20advantages,receive%20what%20from%20your%20estate.&text=You%20can%20create%20a%20testamentary%20trust%20within%20a%20last%20will,You%20choose%20your%20executor.

http://avelinolaw.com/

https://www.cnbc.com/2020/10/05/op-ed-more-people-are-creating-wills-amid-the-pandemic.html

https://eforms.com/living-will/new-jersey-instruction-directive-living-will/#:~:text=The%20New%20Jersey%20instruction%20directive,extend%20a%20quality%20of%20life.

https://www.legalzoom.com/articles/what-is-a-power-of-attorney#:~:text=A%20power%20of%20attorney%20(POA)%20is%20a%20document%20that%20allows,become%20unable%20to%20do%20so.&text=Each%20type%20gives%20your%20attorney,a%20different%20level%20of%20control.

https://www.nolo.com/technical-support-main/nolo-living-trust-how-a-living-trust-works.html

Proof Not Praise - By Bruce Hurwitz

Mariana Fradman — Tue, 05 Jan 2021 02:25:34 GMT

Proof Not Praise | Employment Edification (wordpress.com)

It seems that at the dawn of a new year someone always announces that for the coming 365-and-a-quarter-day cycle, there should be a new resume, and not just a new year.

The worst example, which I must admit even I fell for (for a while), was the ridiculous video resume. When first approached to be an (unpaid – that should have been my first clue) advisor to a company whose name I forget, by people whose names I forget, they had a great reply to my comment, “It’s hard enough to get employers to read resumes; do you really think they’ll watch a video?” I forget their reply, but I remember attending a few meetings before regaining my senses. It can happen to anyone. It’s nothing of which to be ashamed, as long as you learn from the experience.

I was recently reading a book that referenced the presidential election of Dwight Eisenhower. His presidential campaign was the first to utilize the services of an ad agency. He apparently did not like the idea, but he gave his approval. He was literally sold to the American people like a box of cereal. And, of course, it worked. General Eisenhower became President Eisenhower.

If you want to get your dream job in the New Year, you need to do the same. Sell yourself like a box of cereal.

When you purchase something, anything, the manufacturer’s marketing department makes certain to let you know about the product’s benefits. They make promises. And the smart ones provide proof. They back up their claims. In clinical studies it was shown that our soap does not dry your skin. Nine out of 10 dentists… You get the idea. And I would hazard to guess that those are the products you buy.

And this brings me to the first paragraph – the so-called “Professional Summary” – of far too many resumes. They begin with adjectives. “Outstanding” is my favorite. It is amazing how many outstanding professionals can’t find a job.

The most valuable “piece of real estate” on a resume is the top of the first page. Resume recipients are usually very tired from reading resumes. They (I admit it, we) are fed up with looking at resumes. We miss things. So for 2021 the new resume should be one which does not require the recipient to work.

In journalism it is called “burying the lead.” It was a cool September night. The wind was blowing gently from the southwest. The moonlight offered a romantic glow to the pedestrians walking on Main Street. It also provided ample light for murder!

That may be how a novel is written, but not a newspaper article. Murder comes first. It also, figuratively speaking, needs to come first on a resume.

Have you ever gone to a networking event and introduced yourself thusly? (Now that is a good word with which to end a year!) Hi. I’m Jane. I’m an outstanding… Of course not. You’d sound like a total fool. So why do it on your resume? It doesn’t read any better than it sounds.

No employer cares what you think about yourself. They want to know what you can do for them. The only way to convince them is by telling them what you have done for your current and past employers. So start your resume with a half dozen bullet points highlighting your accomplishments. Numbers are important. Quantification is important. Reduced employee turnover to record numbers doesn’t mean a thing. Reduced employee turnover to 3% from 12% in one year means a great deal. So don’t bury the lead with nonsense about how great you think you are. Show the resume recipient why others think you are great. Show them why they should interview you. Show them why they can’t afford to let you go and work for their competitor. Don’t praise yourself; prove your worth. That’s the 2021 resume. Everything else stays the same.

Good luck and may 2021 be a year of Good Health, Happiness and Prosperity.

Published on December 30, 2020 Proof Not Praise | Employment Edification (wordpress.com)

Employment Edification.
A Service of Hurwitz Strategic Staffing - www.hsstaffing.com

Employee Evaluations by Bruce Hurwitz

Mariana Fradman — Thu, 03 Dec 2020 03:55:18 GMT

Employee Evaluations

(The following is based on a presentation made to the Park Avenue Connections networking group.)

Dick Cavett once asked Jerry Lewis about critics. Not including his shtick, he basically said, and this is not an exact quote, but it’s close enough, “People who do, do; people who can’t, teach; people who can’t do either become critics.” Then he was asked about his reaction to the critiques of the critics.
READ MORE HERE

End of LIBOR: How all industries, not just banks, can prepare (and paralegals too)

Mariana Fradman — Wed, 04 Nov 2020 00:32:35 GMT

The change affects any company that has borrowed money through rate-referenced debt or has an agreement that references the London Interbank Offered Rate.

A lot of contract/legal agreement reviews to check out related clauses that need to be updated and amended. There are going to be a lot of LIBOR transition projects. Loads of paralegal work!!!

End of LIBOR: How all industries, not just banks, can prepare

By Mark D. Mishler, CPA

August 1, 2020

READ MORE

The Biggest Mistake Job Seekers Make By Bruce Hurwitz

Mariana Fradman — Thu, 22 Oct 2020 23:58:15 GMT

I once had a boss who called me into his office. He wasn’t upset; he was jealous. One of our competitors had a full page article in the local paper. He asked, “Why aren’t we getting that type of coverage?”

I smiled. I picked up the paper. I walked around his desk. I opened it and said, “Because we are getting this type of coverage…here…and here…and here…and here!”

While our competitor got one page, we had four photos, with stories (captions), on four different pages. In fact, we were averaging 12 media citations a month in the local press, not including television coverage.

The next day, the chairman of the Board was visiting. He called me into the president’s office. The president had just showed him the previous day’s paper. He asked me, “How do you do this?”

Well, the chairman and I got along very well. I said, “In addition to my many positive qualities…” (He interrupted to invoke the Deity.) “…charm, chiseled features, rugged good looks, superior intellect, superlative education, modesty and humility…” (I paused while they discussed the termination of my services…) “I know my audience.”

I then continued in a more serious vein…

“Our competitor wants to please his Board members and wants to attract clients. So he no doubt badgers his contacts at the paper and finally gets them to send a reporter to write a story and take a photo. Who knows if the story is accurate? On the other hand, while I also want to please our Board members and attract clients, my primary audience, the person I care most about, are the editors of the various papers. If I give them what they need, “fillers,” they’ll publish my photos with the captions. I know the stories (captions) are accurate and that people are actually more likely to read captions than long articles. So I focus on the editors. I give them what they want. And we get what we want.”

And, no, I was not fired!

So what is the mistake that job seekers make? They focus on the wrong person. It’s human nature but it’s still a mistake. In other words, instead of focusing on the editors, they focus on the chairman of the Board and clients. They should be focused on the employer not themselves.

First, candidates apply for jobs they want, not jobs for which they are wanted. There’s a huge difference. You see your dream job. You know you can do it. You really, really, really want it! And you apply. And you don’t even get an automated response for their computer system rejecting you. Why? Because they don’t want you. And if you had read the qualifications listed on the job description, through the employer’s eyes and not yours, you would have known you were not going to be considered because they don’t want you. And if they don’t want you, you are wasting your time.

Now, that said, there is nothing wrong with introducing yourself to an employer. Maybe that are thinking about hiring someone for a position that is not yet advertised. And maybe you get lucky. So by all means, send your resume to employers who are hiring, just don’t apply for jobs for which you are unqualified. HR people don’t like that. Some even ask the questions, “Can’t this person read?” “Don’t they know what ‘Required’ means?”

So Rule Number One is, Only apply for jobs for which you are qualified. You will save a lot of frustration.

Now, to continue with our all too real hypothetical scenario, a candidate finds a job for which they are qualified. Now that have to open their tool box. Just as a carpenter, plumber, or electrician needs the right tool for the right job, so does the job seeker.

The first tool in the job seeker’s tool box is the cover letter. The beauty of the cover letter is that, sadly, today, no one knows how to write. So if you write a well-written cover letter, that is short, sweet and to the point, you have already differentiated yourself from your competition in the best possible way.

Now your cover letter needs to answer two questions: What do you want and why should they (the employer) want you? So you clearly state the job for which you are applying and then, in the second paragraph, in one or two sentences, you tell the employer what you have done for your current or previous employer that shows that you can not only fulfill the responsibilities of the job but exceed them. In other words, you don’t tell them why you want the job, you tell them why they should want you. That’s Rule Number Two.

Then you go back to your tool box and remove the other tool you have: Your resume. Rule Number Three is that the resume has to be focused on the employer and not on the candidate. No employer cares what you think about yourself. So a “Personal Statement” or “Personal Philosophy” is simply silly and a waste of valuable real estate. And having an “Objective” is just plain stupid. Your objective should be to get the job for which you are applying. If it is something else, you should not be applying for the job.

So how do you focus your resume on the employer and not on yourself. It’s really quite simple:

Begin with a section titled “Selected Accomplishments.” These are bullet points that, like the second paragraph of the cover letter, tell the employer why they should hire you. It makes you a “safe” hire because they know, or at least they figure, if you did this for others you can do it for them. But it also makes them think: Do we want him/her working for the competition or us?

Also, a good interviewer asks, “Tell me about a failure you had?” It’s a great question. So answer it on the resume. Following “Selected Accomplishments” have a second titled, “Selected Failure.” That’s “failure” singular not plural. Again, as a bullet point, briefly state what the failure was. Then write, in bold What I learned: And then, no surprise, tell them what you learned. This shows that you are self-aware and learn from your failures. Everyone has failed at something. The only time you should be ashamed is if you repeat your failures.

And then there is a third section, “What I want to learn.” This will tell the employer something about you as a professional. It reinforces the fact that you are self-aware and indicates where you want to go with your career. So, for example, if you are in IT, you might include getting certifications. If you are a fundraiser you might want to mention learning planned giving. If you are a teacher, you could mention educational administration. Now with COVID the question will come up, if you have been unemployed for the past three-four months, how have you been spending your time? What have you been doing to achieve these educational goals? If you have not been doing anything to improve professionally, well you have made a very big mistake. I strongly advice that you start correcting it NOW.

So when looking for a job, and applying for a job, keep focused on the employer. Before they will meet your needs, you have to meet theirs. That’s life. That is how the game is played.

Oh, and it’s the same for the interviews. As far as I am concerned, the questions you ask are far more important than the answers you give. But this article is long enough and that’s a topic for another day.

https://hsstaffing.wordpress.com/2020/07/23/the-biggest-mistake-job-seekers-make/

The Biggest Mistake Job Seekers Make

Mariana Fradman — Thu, 22 Oct 2020 23:42:48 GMT

Bruce Hurwitz 12:07 pm on July 23, 2020

The Biggest Mistake Job Seekers Make

I smiled. I picked up the paper. I walked around his desk. I opened it and said, “Because we are getting this type of coverage…here…and here…and here…and here!”

The next day, the chairman of the Board was visiting. He called me into the president’s office. The president had just showed him the previous day’s paper. He asked me, “How do you do this?”

I then continued in a more serious vein…

And, no, I was not fired!

So Rule Number One is, Only apply for jobs for which you are qualified. You will save a lot of frustration.

So how do you focus your resume on the employer and not on yourself. It’s really quite simple:

So when looking for a job, and applying for a job, keep focused on the employer. Before they will meet your needs, you have to meet theirs. That’s life. That is how the game is played.

https://hsstaffing.wordpress.com/2020/07/23/the-biggest-mistake-job-seekers-make/

How to Stand Out if You Can’t Impress In-Person

Mariana Fradman — Fri, 11 Sep 2020 01:32:12 GMT

By: Lauren Frazer

Lauren Frazer is a senior editor for Indeed’s Career Guide with over 15 years of experience in content creation, editorial and marketing. Based in New Hampshire, she thrives upon helping job seekers learn what they need to develop and grow.

In the wake of COVID-19, the job market can feel difficult to navigate—especially if you have employment barriers, like gaps in your employment history. While the global pandemic has made in-person communication difficult, it doesn’t mean finding a job needs to be. In this article, we’ll offer tips for reaching and impressing employers virtually if you’ve typically had success getting jobs by connecting face-to-face.

How to stand out in a virtual job market

Here are a few simple ways you can stand out to employers during COVID-19 when you can't connect directly in person:

1. Make yourself available.

Due to the fluctuations in the economy, certain employers need to hire immediately. Being able to start working as soon as possible can make you a more desirable job candidate to employers and recruiters than someone who can’t. To find jobs available now, start with our guides:

Tara Thompson McCracken, Director of the Western District of the Workforce Development Center for Goodwill Industries of Northwest North Carolina, says, "The majority of job seekers we are working with—who often have various barriers to employment—are really ready now. They are applying now and ready to work now which meets a lot of employers’ immediate needs. Many employers are in immediate need to hire at the local—as opposed to remote—level and this can change from day to day which makes it a really great time for individuals with barriers to find employment.”

McCracken recommends making yourself more available to work on short notice: “Make sure that you are expressing your open availability on the online application so that employers notice this right away.” You can communicate this both in your application, if applicable, as well as your cover letter.

You can also indicate your readiness to work by toggling on the “Ready to work” option in the “About me” section of your Indeed profile. Doing so alerts employers that you can start work immediately.

Related: How to Write a Cover Letter

2. Review and tailor your resume.

If you have potential employment barriers, ensuring your resume is as up-to-date, communicative, polished and customized to the job you want is crucial. McCracken says, “To get noticed virtually, make sure all of the documents that you put out there for employers are up-to-date, accurate and look top notch. This includes the basics like resume and online applications.”

To do so, make sure your resume is:

Up-to-date. An updated resume and cover letter highlight your most recent and relevant skills, accomplishments and experience. Make sure you’ve included all of the credentials that make you a great fit specifically for the job you’re applying for. These might include:

Paid or unpaid jobs
Extracurricular activities
Certifications
Awards
Specialized training
Courses
Internships
Volunteer work

Include only the most recent 10-15 years of professional experience to make your resume relevant and readable. If you have more than five years of professional experience, consider removing the dates from your education section and relocate it towards the bottom of your resume. .

To see examples of resumes and cover letters in your field, browse our free Resume Samples and Cover Letter Samples. You can also create an Indeed Resume to easily apply to jobs online with professional resume templates made specifically to suit employer preferences.

Related: Guide to Updating Your Resume

Polished and professional. It is critical to proofread and review your resume to ensure it is error-free with correct grammar, punctuation and spelling and formatting. Consider asking a trusted friend, family member or colleague to review your resume—they will likely find things you missed on your own.

Customized. McCracken points out that “Although simple, many job seekers still don’t consider adjusting their resume and applications to meet the position’s needs.” Tailoring your resume shows the employer that you are interested in working for their company in particular and why you are the best fit. Most of the time, this information is not obvious from a generic template cover letter and resume:“Resumes and cover letters are even more important in this virtual environment since that is the first impression.”

Tailor your resume by carefully rereading the job posting. Include keywords in the skills, requirements, and job description sections that match your background.

3. Seek out and attend virtual hiring events.

If you’re accustomed to seeking out managers and employers in person to prove yourself, there are alternatives to connect with employers virtually. McCracken explains: “I’ve seen an increase in virtual hiring events from various employers and on a larger scale, like virtual career expos. Staying up-to-date on these opportunities is a great way to get noticed.”

One great example is Indeed’s Virtual Hiring Tour, which allows you to connect and interview with employers from the safety of your home. McCracken recommends searching for these events in the following online locations:

Local job sites
Facebook pages (events, groups and companies)
Employer-specific websites
Local chamber of commerce websites
Local job search resource websites

If you don’t have a computer…
McCracken adds, “If you do not have access to a computer at home, consider using a smartphone or seeking out the local library, local Goodwill career center or other job search resources that may be open for in-person assistance.”

Another option is to attend drive-thru hiring events in your area. Doing so is a safe way to meet with and prove yourself to employers without needing a computer or internet.

Most importantly, McCracken encourages job seekers not to feel intimidated by virtual experiences over in-person meetings: “Don’t be afraid to hop on a virtual hiring event! Employers are adjusting to the virtual world just as much as job seekers in some cases and hiring managers are being flexible!”

Strengthening your network virtually

SilkRoad’s applicant tracking data revealed that referrals accounted for 30% of all hires overall in 2016 and 45% of internal hires. In a highly-virtual world where you can’t as easily connect with people in person, it’s all the more important to know how to strengthen your network remotely.

To do so, McCracken recommends both engaging in virtual networking to make new connections, and tapping into your existing network through friends, family and former colleagues: “Employers like to interview and hire people who they know or people who come with a recommendation.”

Let people in your life know you’re looking for work and interested in learning about new opportunities they may come across. Using your networks is a great way to get noticed and possibly move your online application to the top of the stack.

4. Show your personality and soft skills virtually.

One of the most effective ways to win a hiring employer over is by demonstrating your personality and soft skills in-person. You can also communicate these attributes virtually. Here’s how to demonstrate the following qualities:

Detail-oriented. Ensure your resume and cover letter are free of typos, formatted correctly and easy to read. Submitting application materials that are polished and error-free also shows employers that you value professionalism.

Related: 27 Proofreading Tips That Will Improve Your Resume

Reliable. Show that you’re a reliable employee by being on time—if not early—to your virtual hiring event interview. Following up and providing the recruiter or hiring manager with your application materials promptly also shows you’re reliable and responsible.

Tenacious. Demonstrate your work ethic and determination by taking an Indeed Assessment. Going above and beyond what the employer may be expecting of you shows tenacity, a quality any employer would like to see in a potential employee.

Enthusiastic. Employers want employees to be excited about their work. Convey your level of enthusiasm for the position by being engaged and alert during your phone and video interviews. Be on time, focus on your interviewer, make eye contact and ask questions to show that you are thoroughly involved in the conversation.

Friendly. While you won’t necessarily be able to connect in the same way you would in-person, showing your personality can also easily be done virtually. Sit up straight, smile and speak clearly and confidently—you have valuable experience and qualities to offer the employer, so enter any hiring conversations with that in mind. Show the employer who you are by being genuinely interested in your interviewer, asking thoughtful questions and displaying gratitude for their consideration.

Published on Indeed September 8, 2020

Cover Letter

Harvey Simon — Thu, 10 Sep 2020 02:17:34 GMT

In looking for an Entry Level Paralegal Position in Civil Law, NYC Legal Aid Society has open positions in Tenant Advocacy. My prior NYC Gov't experience in the SCRIE Program and familiarity with DHCR, I believe, would make me a very valuable Teammember, even though my Paralegal experience in this context is entry level. How may I be succinct and effective in my cover letter, in this regard?

Thanks for your time,

Harvey L. Simon, (Paralegal and MPA)

How to Respond to Passive-Aggressive Emails in the Workplace

Fri, 28 Aug 2020 00:29:44 GMT

By: Signe Whitson

The professional atmosphere of a typical workplace setting inhibits the direct and honest expression of emotions such as anger and frustration. Yet, even in the most business-like environments, employees experience these strong emotions over daily events. Couple professional pressure to mask emotions with the tone-obfuscating medium of email, and you have yourself a recipe for passive-aggressive behavior

— the perfect office crime.

In a recent survey, Adobe discovered the nine most-hated passive-aggressive email phrases used in the workplace. Below, I offer three steps that workers can take to avoid becoming entangled in no-win, passive-aggressive conflicts at work, along with suggestions for effective responses that de-escalate the bubbling hostility of a passive-aggressive office situation.

Step 1: Know what you are dealing with.

The first skill to effectively managing passive-aggressive email communication is to see beyond the sugarcoated phrasing and recognize the hostility that lies beneath. When you see the kind of patterned wording cited in the Adobe study (e.g., “As previously stated” or “Please advise”), a red flag should be raised in your mind, and you should ask yourself if the sender of the message may be harboring some hidden anger toward you.

Step 2: Refuse to engage.

Once you learn to readily recognize the red flags of passive-aggressive communication, the next essential step is to resist the urge to mirror the sender’s hostility. The goal of the passive-aggressive person is to get someone else to visibly act out the anger that they have been concealing. Any time their covertly hostile email is responded to with overt hostility, the passive-aggressive person succeeds. Rather than mirroring passive-aggressive behavior and increasing the overall hostility quotient in the workplace, savvy professionals know to defuse the hostility instead with emotionally neutral, bland responses. For example:

Passive-aggressive phrase: “Not sure if you saw my last email...”

Don’t mirror the hostility by replying: “Not sure if you realize how busy I am…”

But rather drain off some of the hostility by starting with, “Thanks for the reminder.”

Passive-aggressive phrase: “Re-attaching for your convenience...”

Don’t up the ante by replying: “I got the attachment the first time you sent it and don’t need you to clog up my inbox with your repeated reminders.”

But rather model respectful communication by saying, “I appreciate that you re-sent the document.”

Passive-aggressive phrase: “As previously stated...”

Don’t jeopardize your own professionalism by replying with the first sarcastic thought that pops into your mind, such as, “Oh, did you state that previously? I must have missed it, because you talk so much that I usually just tune you out.”

Rather, keep it classy and don’t take the bait. A simple, “Thanks for the recap” will go a long way in keeping a friendly workplace and rising above someone else’s covert anger.

Passive-aggressive phrase: “Any updates on this?”

Don’t engage in passive-aggressive behavior of your own by intentionally ignoring or delaying your response to their request for updates.

But rather, offer a polite, factual response such as, “I don’t have any updates yet,” or even better, “I don’t have any updates at this time, but I will email you as soon as I do.”

Passive-aggressive phrase: “Sorry for the double email.”

Don’t respond with angry or aggressive language that will make you look like the office hothead (and help the passive-aggressive person look like your victim), such as, “That’s actually the third time this week you’ve bothered me with this, and if you email again, I’m going to break your typing fingers.”

But rather, acknowledge the person’s persistence by replying, “I have received both of your emails and will respond as soon as I have an answer for you.”

Passive-aggressive phrase: “Please advise.”

Don’t give in to the urge to inundate the person with more advice and work than they ever bargained for, such as, “I’m going to need you to cancel your weekend plans and stay here at the office to thoroughly investigate the situation and submit a 100-page report by Monday morning.”

But rather, take the high road, and offer the advice they are seeking. For example, “Yes, please proceed with your idea,” or, “We have decided to move in a different direction. Please hold off on making any changes.”

Step 3: Acknowledge the anger.

If you feel like a co-worker is chronically hostile and using passive-aggressive communication across most situations with you, it might be worth taking the next step, which is to respectfully but very simply acknowledge their anger. For example, you might say, “It sounds like you may be feeling angry,” or, “From your email, I’m wondering if you are frustrated about something.”

Nine times out of 10, the passive-aggressive person will reflexively deny that they are feeling angry — and that’s OK. Your respectful acknowledgement marks a change in the dynamic; the passive-aggressive person now knows that you are a straight shooter who will not shy away from trying to resolve a conflict. With consistent use of steps 1 through 3, the passive-aggressive person will have no choice but to begin to relate to you in a more honest way.

https://www.psychologytoday.com/us/blog/passive-aggressive-diaries/201809/how-respond-passive-aggressive-emails-in-the-workplace

Why Saying 'Good Morning' to Your Co-workers is Important

Mon, 17 Aug 2020 14:56:23 GMT

By Samantha Vitone

I am a huge morning person. I have a good start in the morning is doing my usual morning routine. One of them is saying ‘good morning’ to my work colleagues. It sets myself towards a great day. When I greet my co-workers in the morning, I notice how it brightens their mood. I know It does for me! Even if you are working remote from home or in the office, it can still play an impact. Not everyone is a morning person but I always say ‘good morning’ because I believe it is important and it can mean much more than you think. Below are a few reasons as to why saying good morning is critical.

Manners: It is like you saying hello to someone but he or she does not say it back – it is just as courtesy. Saying ‘good morning’ is a way to acknowledge one another and it maybe can make someone’s day a little bit better. You are also wishing them well for the day.
Improves Communication and Positive Among Workers: A 'good morning' acknowledges the presence of your colleagues and makes them feel welcomed. It also gives you a chance to interact with your colleagues for a few minutes or even seconds. According to https://www.thehappinessfirm.com, positive human interactions and communications lead to happier work relations especially when you’re trying to collaborate or to solve problems at work. According to Stanford’s Center for Compassion and Altruism Research and Education, they say that social connections are not only vital to our physical health, but they’re key to improving our mental and emotional health, too.
It is Quick - Saying good morning to your co-workers is painless and a fast way to interact with one another. It is a method to acknowledge each other’s presence, especially people we do not usually work one on one with or see too much of.

Greeting and acknowledging one another is a way to help create positive overall atmosphere in the office. How do you create a happy workplace and boost employee engagement?

Can You Still Search for Jobs and Get Hired at The Moment?

Tue, 21 Jul 2020 13:53:39 GMT

Getting hired right now, may seem daunting. The last time a pandemic occurred was in 1912 and there weren’t detailed records kept about how the economy bounced right back, let alone a manual written on how to get hired after a pandemic.

Yet, several companies are hiring right now. Navigating these changing tides means adapting, like being ready for online interviews, longer waiting times and focusing on the things you can control.

As for the question of, "Can you get hired right now?" the answer is yes. Companies are continuing to hire and rehire as the nation opens back up again. Just take a look at Disney who furloughed employees and now is projected to open on July 11^th with employees back on board, safe and healthy. With the national re-opening a decrease in unemployment numbers occurred, down to 13 percent from the 17 percent immediately following the pandemic.

You may feel ready to work. Guess what, companies feel ready to have you come work. You still have the capacity to do the job and companies adapt to tailor the job responsibility and description to meet these changing times, including ensuring employee safety and health.

Those are only some of the changes that occurred. The government stepped in during this crisis, helping keep businesses afloat, and still plans to assist during this transition. There is also a predicted rise in a contact-free economy, with a rise in telemedicine, digital commerce and automation. Companies are faced with re-thinking business models entirely, looking to the future with innovation and pliancy to transform their companies in this dynamic world.

What does this mean for you? Getting hired right now is reality. It may require flexibility, with time and growing new skills. This is a great time to invest in a class, book or training session to develop new skill sets that only set you apart as a candidate. It may mean taking some lifestyle changes, like working from home permanently. Facing the future requires reconstructing what was to create what will be.

On the practical side of, "How do I get a job right now?" focus on the reality that companies may take a little longer but still practice what helped you land jobs in the past.

1. Following up: It’s still okay to follow up on your application. Wait about one week before making contact as a general rule of thumb. If you don’t hear back from the company after following up, it’s safe to move onto the next lead.

2. Interview prep: Prepare like you normally would for an interview (even if the interview is virtual), such as coming up with examples from past experience. Additionally, ask yourself “what skills did I develop during the pandemic that I can take into this next job?” Did you take a class? Did you learn time management skills? Spend time reflecting on this experience and applying it to the workforce.

3. Keep an eye on the horizon: Keep your eyes out for new opportunities by continuing to search for jobs as well as talking with friends, family and past co-workers about your job hunt. Staying focused on what is out there keeps fueling the fire to move forward.

Stepping back into work may provide challenges, especially during the changing economy. There are companies hiring out there right now. The process may look different than before, but you can do this.

This article was written Danielle Beatty.

Danielle Beatty is a copy writing intern at Nexxt. She brings her experience of exploring for the right job to help job seekers in searching for their next opportunity. She enjoys coffee, music and writing whenever she gets the chance.

https://www.theconfidentcareer.com/2020/06/can-you-still-search-for-jobs-and-get-hired-at-the-moment.html

5 Ways to Make Breakfast Healthier

Mariana Fradman — Fri, 17 Jul 2020 00:51:46 GMT

Psst… these breakfast ideas taste so good you’ll wonder how they’re even healthy.

By: Rebecca Jacobs

Enjoying a healthy breakfast sets the tone for a healthier day. And, not only that but fueling up with nutrient-dense foods is a sure-fire way to give your body that much-needed boost of energy to conquer your daily to-do lists!

We’re sharing simple ways to ditch that sugary bowl of sugar and say yes to healthy and wholesome breakfast options to help set you up for serious healthy eating success all day long.

How to Cope After Being Laid Off

Mariana Fradman — Thu, 09 Jul 2020 00:53:28 GMT

How to Cope After Being Laid Off

New York Times writer Holly Epstein Ojalvo speaks with Alison Stewart about managing the emotional impact of losing a job and takes listener calls in How to Manage the Emotional Impact of Getting Laid Off

What To Do During Tough Times

Tue, 16 Jun 2020 00:52:02 GMT

By Samantha Vitone

Times are tough right now and it is hard to ignore with what is going on in the world, especially in the United States of the year 2020. When I sign in to any social media platform or put the news on, what I usually see is fear. I love being informed and educated with current events but lately, it has played a negative toll on me. I have been feeling sad, upset and concerned. I bet you that I am not the only person who has hit that point during this craziness.

I recently realized that I needed to make some active changes in my life to help keep my spirits uplifted and to have a sane mind. Below are a few tips and tricks that help me feel relax when I am upset and I want to share them with my readers. This is a time where we should help each other out and I hope my tips will help you too.

1) Healthy Activities: Step away from your smart phone and yes, you will be okay. “The vast majority of Americans who have access to the internet rely on social media to keep up with friends and current events.” Most of us can agree that social media is a fun and a colossal time-suck and addictive. It has become so easy to access anywhere and anytime and we feel compelled to pay attention 24/7 to what is taking place on our newsfeeds. According to Dr. David Greenfield, he said, ”staying away from social media makes you less prone to such high level of cortisol, leaving you more relaxed and focus. Choose more mentally engaging activity to banish your boredom instead of scrolling through your feeds such as reading a book or building something,” (I love reading books so if you need any book recommendations, let me know!). Once you stop scrolling through other people’s opinions or news, “you will likely find out more about what motivates you, activities you enjoy and it will help lead to the discovery of one’s self.” There are applications that can help keep you off your social media accounts such as Offtime, Moment, Forest and more.
2) Emotions – It is okay to open up and to seek help. Talk to your family or friends with your issues or even just vent to get some feelings off your chest. If you do not want to talk to anyone who is close to you at first, that is okay. There are several services that can help you such as therapy, find a support group and other helpful services. Or, writing your feelings and thought, can help you understand your feelings more clearly which can improve your mood. “Journaling can help you manage anxiety, reduce stress and cope with depression.”
3) Staying Active – When I finish a work out, I feel happier and better from either doing a high-intensity work out, a run or the spin bike. Why is that? According to healthdirect.gov.au, regular exercise releases chemicals like endorphins and serotonin which makes you feel good. A recent study done by the Harvard T.H. Chan School of Public Health found that, “running for 15 minutes a day or walking for an hour reduces the risk of major depression by 26%.” In addition to relieving depression symptoms, research also shows that maintaining an exercise schedule can prevent you from relapsing. Even a little bit of activity is better than nothing, take a few minutes out of your day and do a physical activity such as walking in your neighborhood, yoga, stretching and more.
4) Take A Deep Breath In And Now, Let It Out – What helps me sleep every night is doing deep breathing exercises. The way you breathe affects your whole body and breathing exercises are a great way to reduce tension, relax and relieve stress. Improper breathing can cause anxiety, panic attacks and fatigue. According to psychologist and breathing expert Alison McConnell, “taking 6-10 minutes each day using this breathing technique can help reduce your heart rate and blood pressure.” There are several different breathing exercises that can help you relax. Do your research to find deep breathing techniques that works best for you.

Difficult times can feel incredibly overwhelming and there are many things we can do to soften the blow. The tips above are ways that can help you be mentally strong during tough times. What helps you de-stress? To help others, let others know what healthy and safe ways that help you relax.

Samantha is an Associate Member to the Paralegal Association of New Jersey, Inc. She is also the Social Media Coordinator for the New York City Paralegal Association Inc. She enjoys being active and involved in the legal industry, especially the paralegal world.

Works Cited

https://www.healthline.com/health/my-65-week-digital-detox

https://www.thehealthy.com/mental-health/quit-social-media/

http://www.psyweb.com/articles/mental-health/journaling-to-cope-with-depression-anxiety-and-stress/

https://www.healthdirect.gov.au/exercise-and-mental-health-recovery

https://greatist.com/happiness/breathing-exercises-relax

You Should Be Looking For A New Job

Thu, 11 Jun 2020 00:56:50 GMT

By: Bert Binder

You love your job and have absolutely no interest in finding a new one or squandering your scant spare time monitoring the job market. Or maybe you are currently in an “under/over” job. That would be a job where you are: underutilized, underpaid, underappreciated, overworked, overlooked, and/or overwhelmed. If you are in that first group—lucky you! Just do not get too comfortable and complacent to remember that change happens. Don’t get so involved in your day-to-day routine that you lose sight of your long-term career goals. Being the master of your career includes being prepared for events that may impact your current job or work environment.

Career management includes being prepared for the unexpected, whether that is a serendipitous job offer or any undesirable change(s) in your current job. This preparation can give you the power, confidence and ability to move forward in a more felicitous manner. Commitment to staying current about career options and researching the job market are excellent uses of your time and should be part of your long-term career plan. You should not be too busy to stay informed about career opportunities in case you decide or are forced to make a change.

Consider these scenarios: your current employer could merge with another firm/company/agency resulting in a major culture and responsibilities shift; your boss, who is totally awesome, decides to retire or leave for another job and you are reassigned to a new boss who is definitely not totally awesome; a personal situation may require relocation to another city; an unforeseen pink slip due to restructuring or shifting business priorities—all job impacting events. Case in point: I was a Litigation Support Specialist at a large law firm, which had been in business for over forty years that dissolved because of management dissensions. I really loved that job. When it comes to your career, do not let the circumstances beyond your control force you into an under/over job.

Effective career management includes being open to learning about the diverse career opportunities that are evolving in today’s job market. Staying informed about the job market is not a negative reflection on your current employer, it is vital to your career. You may not be unhappy or dissatisfied, just curious. Have you ever wondered what else is out there? Are you really as competitively paid as you think you are? Are you ready for some new challenges and learning opportunities? What additional skills or knowledge would you need to move your career in a different direction? What direction is that? Also, reviewing job postings that are comparable to your current position can provide insight to any evolving trends in skills or technology that are becoming standards or requirements sought by other employers. This information can help you to determine if you need to update your skills or knowledge just to be competitive in your current job classification.

If you are contently employed, you can be more objective and selective in perusing job postings since you will need to be impressed and inspired to consider making a change. If the moment arrives and you realize it's time to move on, by keeping your job search in motion, you will have real time insight to the job market. There’s a difference between always looking for a better job and always switching jobs. Just because you’re always looking doesn’t mean you always want to make a change. The more you review job postings, the more opportunities you’ll uncover. With more opportunities, you can be more discriminating about which ones best meet your interests and career goals. Furthermore, consider that the postings can support and reinforce that you are currently in the right job because nothing else really piques your interest.

It is important to look not just at the positions you are currently qualified for, but also for the next step job to see what qualifications, training or certifications you could pursue. This information can provide you a sense of what the industry standard is for education and skills as well as the salary range in that new direction. It helps to know what’s out there and what employers are identifying as their Requirements or Preferences. Staying in the hunt helps you chart your progress at your current job and evaluate whether or not it’s offering the opportunity to develop the skills and knowledge that you need to advance to the next one. Before you decide on the jobs you want to pursue, you have to analyze the aspects of your current job that you are passionate about, those you don’t mind, and those you wish you never had to do again. Successful people change jobs many times during their careers; and it is good career management to always be on the lookout for divergent opportunities.

You do not need to spend an inordinate amount of time job searching; just keeping up to date with the market. This can be easily accomplished by signing up for job notifications/alerts. If your career plan includes a transition to a different job type than you currently hold, you will need to do some work to determine job titles to use in your searches. Nothing is worse than looking for a job when you’re desperate. Your anxiety level and your unhappiness can result in being willing to settle for a new job that is just good enough—not one that you really want or deserve. So if you find yourself unexpectedly needing to find a new job, you can improvise a course of action without a predetermined plan (aka, wing it); or you can make informed, calculated decisions because you have been monitoring the job market for your next career opportunity.

One of the commitments I made when I became a Career Coach was to publish an electronic newsletter of job postings that I cull from diverse sources. The jobs that I share focus on positions for paralegals, legal assistants, and law office support staff; as well as alternative career positions that require legal skills, knowledge and abilities. While my job postings are for the Metropolitan Phoenix Az area (the 11th largest by population in the U.S.; 2017 Census), individuals across the country subscribe to get insight to the diversity of jobs available in a large metropolitan area for those with legal education, knowledge, experience and skills. I have helped a number of clients who wanted to make a career transition to a job that they never knew existed until they saw a job posting for it. So whether you’re looking to learn more about job opportunities or just finding out what is out there, sleuthing around the job market can be the smartest career move you can make. Exploring your potential with other employers could also reignite your career fire.

Paralegal Career Options Are Diverse ------------------------ If you don't know where you are going, you'll end up someplace else. ~~ Yogi Berra The future depends on what you do today. ~~Mahatma Gandhi

About the author: Bert Binder is a nationally recognized Career Coach with a diverse range of expertise in the legal field. Her education includes: A.A.S., Legal Assistant; B.A., Justice Studies Administration; and M.A., Human Resources Management. She has been a member of the adjunct faculty of an ABA approved Paralegal Program since 2001. Her career evolved from traditional paralegal jobs in the government and private sector to litigation technology consulting and court management. As a Career Coach, Bert works with entry level through senior level Paralegals, Legal Assistants, and legal support staff to define, plan and pursue their career goals. If you would like to receive her free e-Newsletter of job postings for the Metropolitan Phoenix AZ area, you can contact her on LinkedIn: https://www.linkedin.com/in/paralegalcoach/ or at ParalegalCareerCoach@gmail.com

Paralegal Career Options Are Diverse

Thu, 11 Jun 2020 00:50:46 GMT

By: Bert Binder, Paralegal Career Coach

Have you heard the comment: “being a paralegal is a dead-end job?” The people who I have heard make that comment were focused on having a paralegal titled job at a law firm, corporation, or attorney based government agency, as that was generally their interest and intent when they decided to become a paralegal. Recently, I read a post stating that the paralegal profession is doomed by technology (I wholeheartedly disagree). If concern about having a deadjob or doom and gloom is not causing you trepidation, are there other factors that are making you feel well beyond the need for a significant change in your paralegal career?

I have participated in numerous discussions in the office, at organization meetings, and at happy hour about the negative characteristics of the paralegal profession: high stress, underappreciated, over worked/under paid; not respected; crazy hours; expected to meet impossible deadlines; inadequate communications; etc. Those issues as well as feeling burned out, frustrated, stagnant, in a rut and cultural dissatisfaction are all drivers for paralegals seeking diverse career options. And there are actually some paralegals who just have a curiosity as to what else is “out there” that they are qualified to do and could pursue if so inclined.

It has been my privilege and pleasure to be a member of the adjunct faculty of an ABA approved Paralegal Program (my alma mater) since 2001. I spent over a decade as their Paralegal Internship Coordinator, helping students prepare for their entry into the paralegal career field. From 2014 - 2016 I took over the Job Bank Coordinator position to provide an electronic newsletter of local job postings (Phoenix Arizona Metropolitan Area) to students and graduates of the program. So I am very familiar with a large metropolitan area job market and the skills, knowledge, abilities and education that employers seek. The Program Director asked me to expand the job postings beyond the traditional paralegal jobs to include career opportunities for paralegals desiring more diverse career options. I was amazed and inspired by what I found.

So how did I determine which jobs could be possible career options for paralegals? I compiled a database from over a thousand paralegal/legal assistant/legal support job postings to determine the most commonly required skills/knowledge/education in the job postings. Some of the most frequently listed were: detail oriented, excellent oral/written communications, organized, effective time management, multi-tasking, excellent interpersonal skills, analytical, legal/general research, work with limited supervision, and problem solver (sound familiar?). The vast majority of those jobs required at least an associate degree. Then, I started searching for the Required and Preferred qualifications for a wide range of job titles and found many job opportunities that require those same skills, knowledge, abilities and education.

Job opportunities are definitely out there for those with these skills and abilities; some without additional education or training required, and some require additional skills, knowledge and/or education to meet the job qualifications (i.e., advanced degree or certifications). Since many paralegals embrace continuing legal education and lifelong learning, they would not find it difficult to embrace pursuing more education or skills development to expand their career opportunities. I have found Paralegals, as a group, to be highly competent and career focused individuals.

One of the key events that created a number of career opportunities for paralegals is the Sarbanes-Oxley Act of 2002, a federal law that set new or expanded requirements for all U.S. public company boards, management and public accounting firms. The law was enacted as a reaction to a number of major corporate and accounting scandals, including Enron and WorldCom. The growing maze of laws, regulations, licensing and permits increased the need for compliance positions to make sure companies and governing bodies stay in line with internal policies and regulatory requirements. For example, here is a portion of a job posting for a Compliance Specialist: advanced understanding of litigation and federal and state agency proceedings; ability to analyze and understand legal and business concepts related to compliance issues; excellent communications; excellent analytical skills; detail oriented; well organized; effectively manage high volume workload; high level of professionalism; confidence; integrity; ability to build relationships (sound familiar?).

We can likely all agree that change is hard (easier to complain than change), but change can also be stimulating and rewarding. Whether you are burned out, bored, or just curious, maybe it is time to get inspired and focused to develop a strategy for your next career move. If you are ready for a change and a challenge, here are just a few of the job titles I found that listed requirements that many paralegals can meet from entry to senior level. Some of the jobs requiring senior level experience are more relevant depending on the experience obtained working in a specialty area of law (i.e., real estate, criminal law, trusts/wills/estate planning, immigration, etc.). None of the following jobs were listed by law firms; they are from the private and government sectors. Very few of the job postings contained salary information as that was a factor that I also considered whenever possible. Remember that changing jobs always has multiple factors and aspects to consider well beyond just salary. So if a new job is something you are contemplating, hopefully this information will help you expand your search for options:

Senior Experience: Health Plan Compliance Specialist; Contract Compliance & Training Officer; Mitigation Specialist; Medicaid Compliance Officer; Contract Administrator; Medical Marijuana Program Legal Liaison; Contract Management Specialist; Code Compliance Officer; U.S. Pretrial Services Officer; Compliance Supervisor; Contracts Administrator; Legal Support Supervisor; Controls & Compliance Analyst; Immigration Services Officer; Subrogation Team Leader; Real Estate Lease Administrator; Fiduciary Investigator; Environmental Compliance Specialist; Risk Management Administrator.

Entry Level (0 -2 Years) Experience: Operations Legal Specialist; Legal Coordinator; Legal Administrative Specialist; Operations Legal Clerk; Legal Staff Assistant; Fraud Support Representative; Credentialing Assistant; Case Processing Specialist; Initial Services Assistant; Justice Systems Clerk; Legal Support Assistant; Victim Notification Clerk; Assets Researcher, FOIA Information Specialist; Custodian of Records Assistant, Legal Social Media Specialist.

-----------------------------

Bert Binder has been employed as a Paralegal in both the government and private sectors. She has been a member of the adjunct faculty of an ABA approved Paralegal Program since 2001. Her career has evolved from traditional paralegal jobs, to Litigation Technology Consultant, Director of Courtroom Technology for the fourth largest court system in the country, and currently, Career Coach. Check out www.ParalegalCareerCoach.com for services and career information. Contact Bert if you would like to receive her e-Newsletter job postings.

Courtroom Technology: Evidence Presentation And More

Thu, 11 Jun 2020 00:40:23 GMT

By: Bert Binder

The use of electronic presentation of evidence in a trial first came to my attention in the early 1990’s. There was a civil trial in Arizona involving a savings and loan violating federal antifraud laws and defrauding tens of thousands of people out of their savings. I started following the trial because I knew someone who had lost most of her life savings in that scandal. The trial went on for months and involved over 50 million pages of documents. My fascination with that trial was one of many experiences I had as a litigation paralegal that inspired me to continue learning more about litigation technology (evidence presentation software, case and document management databases, graphics design applications, etc.).

In the late 1990’s I got a job as the Litigation Support Specialist for a large law firm in Phoenix. I used Summation to manage large document cases, and TrialDirector, Visio, and PowerPoint to prepare the cases for hearings or trials. When there was a trial, I had to transport equipment to the courthouse and set it up in the courtroom. The usual setup included a projector, large screen, VGA cables, power strips, extension cords, computers, and audio speakers. Many of the attorneys at the firm were quick to embrace electronic evidence presentation since they had me to prepare and handle the technology in the courtroom for them; and they received very positive feedback about their presentations from the jurors after the trials. It was generally accepted that visual presentations aided in the comprehension and retention of the information presented.

Using evidence presentation technology in the courtroom got much easier for me in 2001 when Maricopa County Superior Court opened their first e-courtrooms in downtown Phoenix. Hallelujah! Not only was all that equipment I had toted already there, but much more was available including: annotation monitors, video conferencing, document camera, and a VCR/CD player. Also installed in these e-courtrooms was an audio/video recording system that digitally recorded the trial. (There was a court reporter present who took down the official record.) The lawyers really liked the ability to get a daily copy of the trial recording on a CD so that they, or their associates, could review testimony back in the office. Sometimes the attorneys had me make audio/video clips of witness testimony that we would play during closing arguments. We also used clips of the opposing counsel’s witness when they waffled in their testimony during cross examination—definitely more effective at holding the jurors’ attention than reading from the transcript.

Fast forward to 2006 and I found a new job (of course technology was involved): Director of Courtroom Technology for the Judicial Branch of Arizona in Maricopa County, the fourth largest court system in the country that encompasses over 9,000 square miles. This court system includes Superior Courts and Justice of the Peace Courts which currently have over 185 judicial officers in 19 courthouses throughout the county. Yep, the courtrooms I was frequenting for years were now my responsibility to support and assist in the renovation of, as well as the design of new courtrooms. I also provided training for attorneys and paralegals on the use of the equipment. During the eight years I was there, we built and renovated dozens of courtrooms, and expanded and improved the technology in the courtrooms to meet evolving needs.

Today, electronic presentation of evidence has become the status quo in many jurisdictions; however, there is much more technology in some courtrooms that can be extremely useful. While most of my professional experience is in the Arizona state court system, I have spoken with vendors working on courtroom technology projects nationwide, and they affirm that other states have included many of the features that we have available. In addition to evidence presentation systems, additional technology in our courtrooms includes:

 Audio/video recording systems that digitally record the proceedings. Note: anyone can purchase a copy of any trial/hearing recording that is not sealed. So, if you are interested in other cases which may have relevance to your case, this is an inexpensive way to get copies of recordings of trials/hearings (much less costly than a transcript).

 Free Wi-Fi. Today cell phones and other mobile devices are commonly used to provide attorneys with the ability to communicate with their staff or vendors outside the courtroom. Public Wi-Fi can be a convenience, and sometimes a necessity, to attorneys during hearings/trials.

 Assistive listening headsets available for anyone in the courtroom (jurors, parties, witnesses, and observers in the gallery). I had attorneys tell they removed their hearing aids to use the headsets as they provided better audio coverage of the courtroom.

 Video conferencing. While there are various options available today to have a remote witness appear in the courtroom, a video conference system installed in the courtroom can be integrated into the other technology and provides stable, high quality audio and video of the witness.

 To improve audio, lavalier mics are available for the attorneys who prefer to move around the well of the courtroom during a proceeding; and hand-held, wireless microphones are available for jurors to use during voir dire (jurors can be very hard to hear in a large courtroom).

 Remote Interpreter equipment. A court interpreter can be in any courthouse on the court network and connect to a tilt/pan/zoom camera and the audio system in a courtroom at another courthouse. This provides them with the capability to see and hear the person needing interpretation services. The person in the courtroom wears a headset and mic so that they can directly communicate with the interpreter.

 Audio/video feed from the courtroom to a victim room adjacent to the courtroom. During criminal trials, there may be times when a victim prefers not to sit in the courtroom but wants to see and hear the proceedings live.  Large, flat-panel monitors in jury deliberation rooms and a portable, multi-component technology cart available to connect to the monitor so that jurors can review digital exhibits that were admitted during trial.

 Ability to stream the audio/video recording system from a courtroom to an overflow room in the courthouse so the public can view the trial live—very useful in high profile cases that receive a lot of media attention.

Court systems (federal and state), judges and attorneys across the country have taken notice of technological developments and evolution of equipment that can improve efficiency and enhance the trial/hearing process in the courtroom. While preparing for your next trial, check with the court staff to find out about any technology available in the courtroom that can be beneficial to everyone involved.

About the author: Bert Binder began her legal career in 1988 and has been employed as a Paralegal in both the government and private sectors. She has an A.A.S. in Paralegal Studies, B.A. in Justice Studies Administration, and an M.A. in Human Resources Management. Bert has been a member of the adjunct faculty of an ABA approved Paralegal Program since 2001, offers local workshops on diverse paralegal career topics, and has been a keynote speaker at Paralegal Conferences and Seminars. Her career has evolved from traditional paralegal jobs to Litigation Technology Consultant, and Director of Courtroom Technology. Since December 2014, she has been a nationally recognized Career Coach. Bert maintains memberships in the Arizona Paralegal Association and the Maricopa County Bar Association Paralegal Division. She can be contacted on LinkedIn: https://www.linkedin.com/in/paralegalcoach/ or at ParalegalCareerCoach@gmail.com

Do You Have a Plan B That Rocks?

Mariana Fradman — Mon, 01 Jun 2020 01:43:07 GMT

Do You Have a Plan B That Rocks?

By Chere B. Estrin

It's so tough out there right now! One day, we are not supposed to wear masks; the next, we should have been wearing them all along. One week, we are sure about a remedy based on the trials. The next week, it didn't work. A few weeks ago, younger people were safe. That theory was based upon data from Europe. It turns out that in the U.S., younger people are just as vulnerable as anyone to the virus. Why? Because of the obesity epidemic. In Europe, they are much more food conscious, thinner and consequently, have fewer health problems.

Lately, 22 million people are unemployed including thousands of legal professionals. Some are going to have a difficult time finding a job in a downturn job market. Yet, sometimes, in our belief that things will change quickly, we tend to beat a dead horse. We look for jobs that aren't there, we send out tons of resumes for jobs that do exist and we never hear back.

So, my wonderful readers, it's time to formulate Plan B. We don't know how long this pandemic will last. Even if we do go back to the office pretty soon, lots of things will have changed. Are you ready? What if your firm furloughed you but doesn't ask you back? What if you are working now but may be laid off? It could be scary. Unless, of course you have a Plan B.

What does Plan B look like?

Plan B is often confused with an alternate or a completely different approach. However, that is not necessarily true. Plan B is a contingency plan. It is a confidence that will eventually drive Plan A. It does not have to be a replacement or an alternative but an addition or an expansion of your career. It is the extension of current process and opinions.

There’s nothing like the confidence you get from being prepared. When you have a Plan B, you’re more likely to aggressively go after your Plan A because you know, if it goes wrong, it’s not such a big deal. You’ll just set Plan B in motion and keep moving forward! That kind of confidence can offer you the opportunity to take risks along the way because they aren’t as risky as they would be if you had no backup plan.

"The best Plan B's are different but related to what you are doing now."

There is some controversy to having a Plan B. That is, it causes you to lose motivation to pursue Plan A. Sure. In a good job market. However, in this Kafka like environment, we stand to lose more than motivation if we don't have a Plan B. Jobs may simply not be there. What are you going to do?

According to Reid Hoffman, founder of LinkedIn, the best Plan B’s are different but related to what you are doing now; this way you can apply the lessons you’ve learned to date to the new plan.

Bear in mind that you don't necessarily need to write down a specific Plan B, but you should always be aware of your parameters. You should be thinking about the “adjacent possible" such as your transferable skills or other opportunities on the horizon.

First, identify how to measure when you’re tracking towards a worst-case scenario. Are there lots of "secret" meetings at the firm? The firm tells you they are fine, yet are scouring for big loans? Second, it’s the plan that tells you what to do should that happen. Maybe if you are in mergers & acquisitions and that practice specialty has taken a nose dive, you may end up getting a job at Amazon, WalMart or your local grocery store. It may be that right now, there are few, if any, jobs in corporate transactions. On the other hand, standing in line at the food bank and desperately trying to get unemployment to pay the rent may not be the option of your choice. You might start to think about switching specialties. Now is the time to take plenty of online continuing legal education. Let me put in a plug for The Organization of Legal Professionals offering online CLE in legal technology, eDiscovery and more.

What if you do take a job outside of the legal field? In our stress management webinar, an attendee voiced concerns that law firms may not take you back if you step out of the field. That may have been true in a good market. However, if we look back to the great recession, you will see that once hiring began again, employers were much more forgiving of the lapse of employment in the legal field. If you do take a job outside of legal, make it a transition job and try for no more than 6 months, if you can help it. A transition job is just that - taking the job for now and transitioning back to what you want when the market improves.

It is incumbent upon you to be flexible. There are candidates whose jobs are in peril and insist on making a lateral move or improve upon their salaries. One candidate told me he would definitely not move for "less than $100,000, needed to work remotely several days a month and wanted to match his six weeks’ vacation. Right. Clearly, the message was not filtering up to the penthouse. He is still looking and chances of his getting laid off are getting closer. In the meantime, the top of his salary range dropped to $90,000.

Personally, I initiated a Plan B. The staffing industry is the third largest industry to be hit hard after hospitality and retail. With unemployment expected to go as high as 30%, finding clients who are hiring is extremely hard. Having been a victim of the great recession, I had a Plan B.

I took a hard look at the market. What is going to be hot during the crisis? This is the legal field. Surely, areas are going to heat up. People are just waiting to get through this. However, once things settle down (and they will settle down), people are going to get very, very angry and lawsuits will be rampant. Who are they going to sue? Healthcare, hospitals, doctors, nursing homes, employers who did not properly protect them, insurance companies, products liability for devices such as faulty ventilators, and so on and so on. I thought, what does that mean? It means there is going to be a heck of a lot of medical records that are going to need to be summarized. Tons of them. I was searching hard for something that would align with my current career.

So I opened up a division called MediSums. I located a team of licensed doctors and legal nurses who can do the summaries and chronologies. The division aligns with my business. The message: Have your Plan B get as close as you can to your current position. You are less likely to fail. What I am doing is "adjacent possible". It is not a total disruption i.e., creating a brand new business and starting all over again. I am not willing to beat a dead horse.

Creating the Plan - It's actually simple.

Ask yourself if Plan A fails, what is the next best thing that I could be potentially excited about?
Did you feel a little bit of excitement? OK, so working at Amazon is not your dream job. However, did you feel a little bit relieved? If so, write it down. If not, try again.
Repeat.
Create a list of actions.
Refine.
Don't be too proud to ask for help.

Plan B helps to acquaint ourselves with the lives of many others who had to throw away Plan A and begin anew: the person who thought they’d be married forever, then suddenly wasn't– and coped; the person who was renowned for doing what they did, then had to start over in a dramatically different field – and made it.

Amidst these stories, we are liable to find people who will tell us that in the end, their Plan B ended up superior to their Plan A. They worked harder for it, they had to dig deeper to find it and it carried less vanity and fear within it.

Expecting and preparing for changes can help you be successful. It's not what happened to you, it's how you handle it. We are a very resilient species. Bouncing back may be hard, it may not turn out how we hoped, and there may be some roadblocks along the way. Let's ride that horse in the direction it's going. Have a little faith. Believe in yourself. It's the great unknown out there now. However, we all have the wherewith all to survive. Trust me on that one.

Chere Estrin is the CEO of Estrin Legal Staffing, a top national and international staffing organization and MediSums,medical records summarizing. She is the President of the Organization of Legal Professionals. Chere has written 10 books on legal careers, hundreds of articles and has been written up in publications such as the Los Angeles Times, Chicago Trib, Newsweek, Entrepreneur and others. Chere is a recipient of the Los Angeles/Century City Women of Achievement Award and a finalist for the Inc. Magazine Entrepreneur of the Year award. She is a former administrator at an AmLaw 100 firm and Sr. Vice President in a $5 billion company. She can be reached on Sundays fro

Fight Stress with Healthy Habits Infographic

Mariana Fradman — Tue, 19 May 2020 15:45:17 GMT

Fight Stress with Healthy Habits

Slow down
Plan ahead and allow enough time to get the most important things done without having to rush.
Snooze more
Try to get seven to nine hours of sleep each night. To fight insomnia, add mindfulness and activity.
Let worry go
The world won’t end if a few things fall off of your plate. Give yourself a break and just breathe.
Laugh it up
Laughter makes us feel good. Don’t be afraid to laugh out loud, even when you’re alone.
Get connected
A daily dose of friendship in great medicine. Make time to call friends or family so you can catch up.
Get organized
Use “to do” lists to help you focus on your most important tasks and take big projects one step at a time.
Practice giving back
Volunteer your time or spend time helping out a friend. Helping others helps you.
Be active every day
Exercise can relieve mental and physical tension. Find something you think is fun and stick with it.
Give up bad habits
Too much alcohol, tobacco, or caffeine can increase blood pressure. Cut back or quit to decrease anxiety.
Lean into things you can change

Make time to learn a new skill, work towards a goal, or to love and help others.

Learn more at heart.org/HealthyForGood

https://www.heart.org/en/healthy-living/healthy-lifestyle/stress-management/fight-stress-with-healthy-habits-infographic?utm_source=move+more+month+051720&utm_medium=email&utm_campaign=move+more+month+fy+1920

How I Spent My Covid Staycation By Chere B. Estrin

Mariana Fradman — Mon, 20 Apr 2020 03:53:08 GMT

For those of us with stay-at-home orders, which is just about the entire world, there are little challenges that are coming up while we bravely wait out the end of the Covid-19 virus. I know these may sound petty in the scheme of things but having your world turned upside down with no end in sight can be pretty intimidating. It does, however, give you a new appreciation for what we take for granted. It's not that I mind staying at home. In fact, it's kind of comforting, given the scene out there.

Nonetheless, it's amazing what we can do without. Boy, looking back on it, I realize how spoiled I was by taking a lot of things for granted. Take, for example, the fact that you can't get your hair dyed. Now, it's true I'm not exactly going anywhere where people can see me but hey, I still want to be well groomed. With my highlights growing out, my natural color coming in and no hair salons open anywhere, I actually thought I was in luck. I looked at myself in the mirror the other day and went running to my husband. I was thrilled. "Guess what?" I said. "I have great news. I can't get my hair dyed but I probably shouldn't have had to dye my hair after all! My hair is growing in blonde!" He just looked at me as though I had lost my mind. "Honey," he said. "I hate to tell you this but that isn't exactly blonde that's coming in." Oh. I immediately went to Amazon to order something, anything, to take care of this appearance changing event. No hair dye was to be found anywhere. Shelves and shelves in stores had run out. Online stores had absolutely nothing. So, here I sit, about to really look my age. This could be really scary.

And take my fingernails. Right before the lock down, I got my nails done and tried out a new powder nail polish that was supposed to last at least 3 weeks. Unfortunately, I can't get it off unless I go to a nail salon which of course, is not going to happen anytime soon. In the meantime, my nails are growing out and the polish is moving to the top of my nails. I now look like the Wicked Witch of the West. I think this is starting a new fad.

And what about exercise? It's not exactly like I was religious about it anyway. A walk through Costco about did me in. But all the advice columns say you have to get exercise. My husband and I thought we had a brilliant way to do that. We ordered bikes. Now, my husband has never ridden a bike and I doubt at this age, he is going to get his balance. We decided to let pride go by the wayside and ordered, yes, tricycles. Oh, sure. I was going to look like some old lady with the basket in the back and that little orange warning flag rising above it but I didn't care. Who was going to see me? Everyone is inside.

We had huge choices. Do we get one speed or three? What color bike should we get? Do we have to wear helmets? You can see where this is going. Obviously, without a lot to do, these decisions became all too important. After careful consideration, we chose - purple. Purple? Who orders a purple tricycle? At least we were going to stand out. That is, if there was anyone to see us.

After about a week, a very brave truck driver delivered the bikes. We wiped them down very carefully with Clorox Wipes. There wasn't an inch that wasn't wiped. I immediately got on and took off. OMG! Freedom! The wind in my hair, my little legs pumping those foot things and I was in heaven. My husband, on the other hand, had a very different experience. He was too tall for the bike. He struggled trying to make it taller. He called the manufacturer. They gave him instructions. He was out there in the garage taking the dang thing apart. He gained a couple more inches but not enough. We took the bikes out for a ride anyway. He pumped, he humped, he gave it his all. After about half an hour, we came in and 'lo and behold, his right knee was swollen up from hitting the handle bars. As I write this, he's on the couch icing up. He's also saying a lot of stuff under his breath. I don't think I want to know what.

Then there was the fight with the cruise line. Oh, yes. Right before the Covid-19 pandemic, we had booked a cruise to the Caribbean. Three days before we were supposed to board, we decided it was crazy to go. All shore excursions had been canceled. The cruise ships were not allowed to dock at any of the islands. One had to dock in Mexico. Great. I can see us floating aimlessly out to sea, sicker than dogs, trying to have pillow fights on the Lido deck. We canceled. We did have insurance but somehow it didn't include something that said we can have our money back. I can't believe I'm in the legal field and overlooked that. I am still getting emails from cruise lines offering great discounts to take a cruise now. Yeah, I'm really going to do that. Instead, I'm watching House Hunters International and salivating over the houses in St. Thomas with spectacular ocean views all the while imagining I'm there lying on the beach. It's really the best I can do.

My house is cleaner than ever. We scrub, we rub, we bleach. I don't think I ever had a home with a hospital clean environment. As I look around, I wince. It probably should have been that way all along. I tell myself I've been very busy.

Then there's the food. I think we have enough food for three weeks in a snow storm. My refrigerator is so full, we can't get to all of the food. Lean Cuisines are stacked so tightly in the freezer, I couldn't get them out. However, I noticed when I virtually visit my friends, every one seems to be getting a little chunky. I don't want to say anything, of course, but this is definitely a situation where the old adage, "eat yourself out of house and home" is applying. At grocery stores, you can't get comfort food. Gone are the "p" foods: pizza, pretzels, potato chips, pancakes, popcorn. Yikes! This could be a real problem.

Then there is the situation of spending a lot of money online. Why is it that suddenly we are in need of a ton of stuff? Besides getting the most important necessities. I mean, did I really need to buy new dance shoes (like I'm going dancing), a heavy sweater direct from Ireland (it is Spring now) and that lava lamp? Really, Chere, a lava lamp??? I am sure I needed these important items. I am, however, still waiting for my hand sanitizer, Clorox Wipes, nail clippers, hair cutting scissors and ok, hair dye. Did I mention that I am going to try cutting my own hair? I'll keep you posted on that one. I keep getting emails from Walgreens saying any minute now I'll get my delivery. By the time any minute comes around, I will be an old woman wearing orthopedic shoes and gumming my gums because I can't get to a dentist. Whew!

Fortunately, we signed up for a toilet tissue club. Yep. One actually exists! Amazon sure was thinking ahead. I don't know if they still have the club but since that seems to be the most sought after item in the country, check it out. A huge box arrives once a month. It's like Christmas. We now feel relieved (pardon the pun), safe and secure. God forbid we run out of toilet tissue. I mean, really though, how much time can you spend in the bathroom? Don't ask.

The most sought after item for women? If you are a woman of a "certain age" you may have a, well, excess hair issue. No, not on top of your head. Right around that ole chin and upper lip, You know, the hair that comes in that only men are supposed to get? Since there are no salons, there is a run on facial wax strips. Can't get 'em. Now, that's where I draw the line. I simply cannot go around like the bearded lady in the circus. I do have my dignity. So, I ordered more tweezers. And since you can't get your eyebrows done either, I ordered one of those battery operated eyebrow shavers. It came. I tried it. I now have no eyebrows.

"We signed up for a toilet tissue club. God forbid, we run out of toilet tissue."

So, my friends, that's life in the Estrin household. I would be remiss if I didn't thank all our essential workers deep from within my heart who make these little challenges a little less challenging: first responders, healthcare workers, hospital staff, EMT, firemen and women, police, sanitation workers, cleaning staff, pharmacists and drug store workers, grocery store employees, post office employees, shelf stockers, transportation drivers, gas station attendants, delivery people, forest rangers, take-out food people, cooks, food bank volunteers, dentists, factory workers, tow truck drivers, cable TV workers, phone company employees, utility workers, anyone in transportation, the military and National Guard, reporters, TV and radio anchors and crew, and many, many more. Thank you, thank you, thank you. Given what's going on, the little challenges are just that - little insignificant challenges. We all can cope and make do. It's the American way.

Chere Estrin is the CEO of Estrin Legal Staffing, a top national and international staffing organization. She is the President of the Organization of Legal Professionals. Chere has written 10 books on legal careers, hundreds of articles and has been written up in publications such as the Los Angeles Times, Chicago Trib, Newsweek, Entrepreneur and others. Chere is a recipient of the Los Angeles/Century City Women of Achievement Award and a finalist for the Inc. Magazine Entrepreneur of the Year award. She is a LAPA Lifetime Achievement Recipient. Chere is a former administrator in an AmLaw 100 firm and Sr. Vice President in a $5 billion company. She can be reached on Sundays from 3pm-5pm. Reach out at: chere@estrinlegalstaffing.com.

Are You in the Next Round of Layoffs? What to do in the Time of Covid-19. By Chere B. Estrin

Mariana Fradman — Thu, 02 Apr 2020 13:19:36 GMT

Are You in the Next Round of Layoffs? What to do in the Time of Covid-19.

By Chere B. Estrin

It's happening all over the U.S., the world and yes, even in the legal field. Layoffs.

Law firms, like everyone else, are laying off. I hear stories from legal professionals who walked into the office or turned on their home computers to find out they were let go on the spot, most via e-mail. No severance, no warning. It's a sign of the times. Firms are immediately reserving cash, tightening up and battening down. It's worse than the great recession. But there’s hope. Yes, there really is.

Some people have been furloughed - meaning, they are laid off and expected to return when the economy returns. Really? That's a terrible risk and unless the firm is paying its' employees to hold them in check, there is no reason to expect there will be a future job, We have no idea what that future looks like.

Some people tell me that they have job security. It’s time to face reality. No one, absolutely, no one is immune to these big chasms in the job market. No one. Unless you have a crystal ball and predicting what is going to happen, you have to act as if the worst will occur. If it doesn't, consider that a windfall.

There are areas that are now "hot" because of Covid-19. Interestingly, no matter what crisis the world sees, it is inevitable that critical areas of need pop up. Here is what is hot or getting hotter:

Estate Planning - People are suddenly getting ready - just in case - for the worst by preparing their estate plans.
Healthcare - There will be thousands of lawsuits against hospitals, doctors, nursing homes, and anything else related to healthcare including medical malpractice and products liability (for those ventilators that failed from manufacturers with no prior experience).
Employment law - Lawsuits for wrongful termination, age discrimination and more, are going to pop up as millions of people are terminated.
Insurance defense - Given the number of lawsuits bound to happen, insurance defense will see an increase. Plaintiffs always go for deep pockets.
Divorce and family law - Reports from psychologists and elsewhere point to the divorce rate going up as house bound people experience "real issues". They decide if their present situation is how they want to continue. There is usually an uptick in divorces after holidays. This is hardly a holiday.
Bankruptcy - Just as in the recession, bankruptcy for millions of businesses and individuals is not only around the corner, it is on our doorstep. Out of work employees, closed businesses, revenue loss and less income point to one thing - bankruptcy lawyers and staff will be in demand.

If you are in any of these specialties, you may just stand a chance for survival. If you are not, for heaven's sake, get cross-trained now before it is too late! Take a class, learn from other departments, do what you need to do. In other words, always ride the horse in the direction it is going.

What if you do get laid off? I hope not. If it happens, don't run scared. This is a flight or fight situation. Choose fight. Running will not get you back where you want to be. By fighting, you don’t go down. Here are some action items you can do:

· Get your resume together, even though you are certain you are safe. I receive more bad resumes than good. In a panic, people throw one together and expect it to sell them. Remember, you are now going to have tons of competition for the same job. During the recession, there were hundreds of applications for the same role.

The resume needs to look professional, "pretty” and package you to stand out. Tailor your resume to the job description. I had a candidate just this week, applying for a corporate paralegal position. By the looks of his resume, he clearly was not qualified. However, after the interview, it turns out that he was very qualified. He refused to change his resume. He had one line in the resume that matched the job description and two pages that did not.

He expected the firm to assume that he had accomplished the tasks in the job description because he mentioned "corporate paralegal". Believe me, they make no assumptions, they have no imagination and if the responsibilities in your resume do not match the job description, they will definitely pass. Finally, I got him to change the resume because he had, in fact, done everything in the description. At this point, he has made it past the HR Manager and onto the Hiring Manager. Fingers crossed.

Your future job is probably not on Indeed. Yes, there are plenty of jobs there. However, if you take a good look at what is now happening, you will see that the majority of jobs were posted before stay-at-home orders. Check how old the job is. If it is 30+ days old, you might have a couple of situations: the job expired or is on hold; the firm filled the job but did not pull the posting or they are having a hard time finding someone.

Prepare yourself.

Tap into your network. Best people who know where the jobs are, are employees at the firm. Colleagues confide in each other about desires to seek another position. They don't go running down to HR and say, "You know, I am thinking of leaving. What do you think?" Colleagues know where the next vacancy is.
Go to Martindale-Hubbell, a well-known law firm directory, listing thousands of firms. Research hot specialties and your practice area. Check out their websites. They may be hiring. Even if they are not, send an inquiry to the Hiring Manager and throw your hat into the ring for upcoming positions. You just don't know what can happen.
If you are not on LinkedIn, by all means, put yourself on! If you are afraid your current employer will see your profile, be aware that LinkedIn does not mean that you are looking for a job. It is a sign that you are a professional in today's workplace. Be sure and list responsibilities under each firm. Just putting, "Litigation Paralegal" means nothing to recruiters and employers.

Recruiters buy a LinkedIn package allowing key word searches. If your profile doesn't look right, there is no professional picture and you skimp on details, you will get passed over. Write a compelling summary. Just saying, "Highly motivated legal professional with corporate transactional skills, team player, works well independently" ain't gonna do it! Get away from routine descriptions and make yourself stand out. Listing job responsibilities that thousands of other people have is not good enough.

Check out samples on LinkedIn to make your summary compelling and show some personality. Put your full name and firm. None of this "confidential" stuff or name like, "Anne D.". You will get passed over. Guaranteed.

Don't overlook LinkedIn’s job board. However, you are going to have to have that profile because when you respond, employers click the link that goes right to you.

· Get registered with staffing agencies. They may not have something now but when they do, they reach into their database. Don't get discouraged if you don’t hear right now. Most of their clients have put their jobs on hold for 60 days or more. But please, don't hound them as they are in this just like you and times are tough for everyone.
Check out what's going on with your alumni. People tend to stick together. Don't be shy. They may know something.

· Consider working temp or contract. Usually, when a recession hits, direct hire goes down but temporary staffing goes up. That's because firms do not have the budget for full-time employees or they only have project-by-project needs. You may not get the same rate as on your job but hey, the rent will be paid and the kids will eat. Don't get caught in temping too long because that backfires when you go to find a full-time position. Firms don't like long-term temps as a rule. They think you won't stay.

· Consider a job outside of the legal field just for now. You can even temp. We all know Word, have good communication skills, are pretty intelligent and have excellent work histories (well, most of us, anyway). Sign up with a general clerical agency. Take a clerical job if things are not panning out. It's not forever and will get you through so you don't otherwise go on unemployment or go hungry.

I honestly do not know if temping will heat up in this unusual market. No one seems to be predicting much of anything. But it just doesn't hurt to have backup plans.

Check your email constantly. I cannot tell you how many candidates say they are desperate but fail to constantly check email. Even worse, their voicemail is constantly full. In this market, it is going to be survival of the fittest. When an agency calls you for a temp job, they want to fill it immediately. If an employer calls and can’t get through, they move on. If you are slow in getting back to them, chances are they have filled the order. You need a sense of urgency because someone else will beat you to the job.
Not a member of NYCPA? Join now. You will get the newsletter, networking and job board opportunities. When the time comes, you can get out of the house and meet. (Not now.) Some associations are now holding virtual meetings. Be sure and attend. You probably have plenty of time on your hands.
Stay on top of the news and social media for this field. While turning off the news and giving yourself a mental health break is good, bear in mind, this crisis changes almost hourly. Having information is having power.
If you haven't been laid-off, now is the time your firm sees you as indispensable. No more just suiting up and showing up. You need to become an expert so much so that the firm would really suffer a loss if they let you go. That could be a deciding factor when the firm is faced with who to cut.

That may mean initiating an office politics campaign, gaining new responsibilities, getting next to the conduit to the power who can speak for you, and rising above everyone. Just plain old excellent hard work will not do it in this unprecedented market. Everyone is expected to work hard and provide excellent work. This is not criteria strong enough to keep you at the firm.

Protecting yourself in your career today is just as important as washing your hands, practicing social distancing and staying at home. You don't want to get the virus and you don't want to be unemployed or helpless.

Here's the deal. Nothing lasts forever. While going through this is one of the worst possible situations that can happen to our magnificent country, we are tough enough to fight it through. I believe in my heart of hearts that we will see the light at the end of the tunnel and realize, it's not a train coming at us.

Have faith. Keep washing your hands, stay calm, stay positive and most of all, stay strong,

Chere Estrin is the CEO of Estrin Legal Staffing, a top staffing organization in California. She is also the President of the Organization of Legal Professionals. Chere has written 10 books on legal careers, hundreds of articles and has been written up in publications such as the Los Angeles Times, Chicago Trib, Newsweek, Entrepreneur and others. Chere is a recipient of the LAPA’s Lifetime Achievement Award, Los Angeles/Century City Women of Achievement Award, New York City Paralegal Assoc. Excellence Award, and a finalist for the Inc. Magazine Entrepreneur of the Year award. She is a former administrator in an AmLaw 100 firm and Sr. Vice President in a $5 billion company. Reach out at: chere@estrinlegalstaffing.com.

©Estrin Education, Inc. 2020

Paralegal 101 – Certified Paralegal vs. Advanced Certified Paralegal

Sun, 29 Mar 2020 21:49:07 GMT

Being a paralegal is hard but also, a very rewarding job. Even though we are not attorneys, we as paralegals do a lot because we are the ones who assist the lawyer or lawyers in the legal industry by drafting documents, conduct legal research and maintain and organizing files and the list of duties goes on. What exactly is a paralegal? According to the American Bar Association (ABA), a paralegal is, “ a person qualified by education, training or work experience who is employed or retained by a lawyer, law office, corporation, governmental agency or other entity and who performs specifically delegated substantive legal work for which a lawyer is responsible.” From the 1970s to 2020, the paralegal industry has changed dramatically and paralegals are in high demand than ever before.

One way to be a paralegal is to receive a paralegal certificate and that is when you successfully completed and graduated from an ABA-Approved paralegal studies program. When you receive a Paralegal Certificate, it does not make you a Certified Paralegal (CP). How do you become one you might ask. To be a Certified Paralegal, you need to successfully complete both the knowledge and skills exam from the National Association of Legal Assistants (NALA). You first have to see if you are eligible to take the two-section exam to be a certified paralegal. The candidate must submit the CP application on www.Nala.org, pay a fee and send the required supporting documentation via e-mail, online or mail to NALA. You will be notified via e-mail if you were or not approved to take the exam. The exam is a comprehensive assessment based on federal law and procedure. There are several benefits of having a Certified Paralegal Credential including a salary increase, which will assure employers and clients that they possess a specified level of understanding and competence and having a CP credential is recognized worldwide.

Once you become a Certified Paralegal, the next step you can do is being an Advanced Certified Paralegal (ACP). Yes, there is more! To be one, you have to successfully complete the Advanced Certified Paralegal program that is hosted by NALA and it is designed to advance your education. The average course is about 20 hours in length and organized into multiple chapters and these web-based courses are available on a 24/7 basis. Anyone can take the courses and you do not have to be a NALA Certified Paralegal but the ACP credentials are only available to current Certified Paralegals.

The paralegal plays an important and critical role on any legal team and because of that, we should always try to learn. The more education we obtain, the more knowledge we will be of the legal world. If you cannot be a Certified Paralegal or an Advanced Certified Paralegal, that is ok! A few ways to learn about certain law fields is by attending legal seminars, webinars, online courses, and Paralegal conventions/events. What Anton Chekhov has said, “Knowledge is of no value unless you put it into practice.”

How Bad Is It To.....by Chere Estrin

Mariana Fradman — Sun, 15 Mar 2020 19:02:53 GMT

How Bad Is It To.....

We all make mistakes. However, there are degrees of mistakes, some very bad, some, well, not so bad. Here are 5 scenarios that might sound familiar to you:

How bad is it to......

1. Agree to a phone interview with a staffing organization recruiter and ghost or stand them up. Recruiters are professionals. They take the time to answer your application. They set aside time in their very busy schedule that could have gone to someone else. Recruiters can be your best friend because not only do they know where the jobs are, they have intimate details of the firm that you would never know by answering an ad on a job board. They may even have other jobs available that you don't know about.

Once you stand them up, they put you down in their file as a "no show" and move on to the next candidate. It is really rude and frankly, unprofessional, not to even shoot the recruiter a one-line email and in the re line say you can't make it. That way, you remain friends and the recruiter can book their very valuable time with someone who does want the interview. You wouldn't stand up an employer, would you? Of course not! Why would you stand up the gatekeeper to the employer? What happens? Usually, after some time goes by, the candidate forgets that they stood that recruiter up and applies for their dream job with the same agency. The result? They are very definitely rejected.

How bad is it: Really, really bad.

2. Your resume does not look that great. Yet, you refuse to change it, acknowledge it isn't the greatest or have someone else review it. You use Times Roman font (outdated). You use the wrong grammar i.e., in past jobs. You say, "Drafts documents" instead of the past tense, "Drafted documents". (Employers bounce resumes for that reason. You don't know how to write.) You are not specific to the job description posted. You keep sending out the resume with little or no results and claim "age discrimination" or some such thing. You go back 30 years when you only need to go back 10 years.

How bad is it: Really bad.

3. You leave off your email or your phone number on your resume. Seriously??? You say that you are getting too many spam calls. You forgot to put it on. Or, you leave off your email and say you don't want to reveal it to strangers or that you get too many emails. I am curious. How do you expect potential employers to reach you? Sometimes, they book an interview with you and only afterwards, realize there is no phone number on the resume. It's annoying and makes you look unprepared. You are viewed as not detail oriented or, well, making a dumb mistake. (Honestly) They simply pass.

How bad is it: Really bad.

3. In an effort to adhere to the "one page" resume rule, you squeeze everything in or leave out important information. Look. You need to sell yourself. You need to get past the gatekeeper. It's absolutely true that potential employers can spend less than 15 seconds perusing your resume seeking salient points. Two pages is perfectly ok. Three or four is not. It's better to have a good looking resume than one that is crowded or leaves off important information.

How bad is it: Kinda bad.

4. You just had a phone or face-to-face interview and you fail to send a thank-you email. I cannot emphasize how important the thank-you email is. First, it shows professionalism. Second, it reminds the potential employer of you and it is one more reason to get in front of them. Third, employers review the thank-you email and make assessments as to your writing ability along with your desire for the position.

The first paragraph thanks the employer for taking the time to meet with you. The second paragraph and most important, ties in something that was said in the interview that ties in with your skills. It shows that you were listening and reminds the employer of why you are qualified for the position. The third paragraph talks about looking forward to moving to the next step. Try not to use standard thank you's that everyone writes. Be original. It shows that you are well above the average candidate.

How bad is it? Sorta bad.

5. You have no questions to ask the interviewer after the interview. The interviewer ends your talk and asks you if you have any questions. Now is the time to show off that you are highly interested. Don't say, "No, you've pretty much covered everything." Have two questions to ask about the job. Be sure not to ask what are the benefits, bonus and salary. Not the right time. Answering, “No, I have no questions” could signal to an interviewer that you lack enthusiasm, thoughtfulness, and an understanding of everything discussed in the interview.

The first rule is never ask anything already covered. Listen carefully the entire way through your interview because if you ask something already expressed, it’ll seem like you weren’t listening. If you need something explained further, ask: “I’d like to revisit this point … can you elaborate on this for me?”

You might say:

""I am very interested in this position and am confident I am qualified. Can you tell me if I am the type of candidate you are seeking?" The idea here is to find out what objections the interviewer might have. Finding out on the spot gives you a chance to explain further or more solidly clear up any doubts the interviewer might have instead of having them stew over it and send a rejection letter.
"How has this position changed over the years?"
"Is there anything that I haven't explained adequately that you would like to address?"

Here is a great article to help prepare you: 14 Impressive Questions to Answer at the End of the Interview

How bad is it? Pretty bad.

There are always things we could do better. However, these common mistakes can be avoided and you can spend a lot less time agonizing over why you didn't get an offer. Always take the path to success. Don't be resistant to trying new techniques. With the coming down economy, you may find yourself on the job market. (Hopefully, not.) Beat the competition and land the job you want. You'll be glad you did.

Chere Estrin is the CEO of Estrin Legal Staffing, a top staffing organization in California. She is also the President of the Organization of Legal Professionals and the Paralegal Knowledge Institute. Chere has written 10 books on legal careers, hundreds of articles and has been written up in publications such as the Los Angeles Times, Chicago Trib, Newsweek, Entrepreneur and others. Chere is a recipient of the Los Angeles/Century City Women of Achievement Award and a finalist for the Inc. Magazine Entrepreneur of the Year award. She is a former administrator in an AmLaw 100 firm and Sr. Vice President in a $5 billion company. She can be reached on Sundays from 3am-5am. Reach out at: chere@estrinlegalstaffing.com.

https://www.linkedin.com/pulse/how-bad-chere-estrin/?trackingId=EfVKWycaPZM1jVNoHzey%2Bg%3D%3D

How to Make Your LinkedIn Profile Desirable

Sun, 08 Mar 2020 13:47:19 GMT

Social media has been more of a reliable resource for finding prospects, jobs, new talent, and partners than ever before. One of the most popular social networking sites in the year of 2020 is LinkedIn: a social networking site when it comes to online “business networking.” Did you know that LinkedIn has actually been around longer than Facebook, Twitter, Snapchat, and Instagram? But it is more relevant now than ever.

You are probably wondering to yourself, “is it important to have a LinkedIn profile?” The answer is, yes. Why? According to Topresume.com, “LinkedIn hosts more than 500 million professional profiles, which means nearly an unlimited supply of network connections and job opportunities. From seeking a new job to maintaining your personal brand, LinkedIn is an important part of being a full-fledged professional in any industry these days.” Your profile gives you the ability to showcase your expertise, connections, skills and achievements.

Learn how to build a professional and better LinkedIn profile with the few tips below.

Profile Picture: The quality of your LinkedIn profile picture is very important. Your picture is a key element of your LinkedIn presence. According to Lydia Abbot, the Blog Editor and Contest Marketer at LinkedIn, research showed that just having a picture makes your profile (14) fourteen times more likely to be viewed by others.

Get someone such as a friend or family member to take your photo – do not take a selfie. Make your pose simple, put the focus on your face, look friendly and stick to your office wardrobe (there’s no need to dress up unnecessarily). Standard office clothes will do. The only exception to this rule is for casual work environments), and do not over edit your picture. Try to avoid small, low-resolution images and your ideal size is 400 x 400 pixels. For more tips to have a better LinkedIn profile picture, click here.

Write an Interesting Headline and Summary: LinkedIn data shows that you only have (5) five to (10) ten seconds to impress a potential employer online and one of the very first things they see is your headline. Your headline should answer the question, “Why should I stop and click on this profile?” Have a specific header such as highlight your unique value proposition. The more detailed your headline is, the better.

Think of your summary as a cover letter - as it is supposed to give people a better sense of who you are. Show off your personality, keep it short by removing superlatives and write in an active voice, and have a pitch: elaborate on your passions, skills and unique story. Click herefor more tips to making a better LinkedIn profile summary.

Customizing Your URL: Your LinkedIn profile URL is important because it enhances your personal brand, control how you appear when people search for you online, use the URL on your resume and on personal business cards. Click here for directions of how to change your public profile URL.

These tips will help you make a better profile. It will wow your future connections and grow your influence on LinkedIn. What are your tips to making a LinkedIn profile desirable and interesting? Write your tips or advice below to help other readers with their profile.

Also, do not forget to download the LinkedIn Mobile App on your electronic device or devices.

How To Manage an Overflowing To-Do List

Mariana Fradman — Sun, 11 Aug 2019 20:00:40 GMT

By Becky Kane—Doist via Fast Company

Becky Kane writes, "According to his LinkedIn profile, Rick Galan has been the head of digital marketing at Qualtrics — an experience research and analytics software company headquartered in Utah and Seattle — for the last three years and seven months. On paper, he certainly looked successful. Yet here he was with a to-do list so out of control that he had decided to just give up and start fresh."

READ MORE HERE

Can you help a fellow paralegal?

Mariana Fradman — Thu, 08 Aug 2019 00:41:11 GMT

A question was submitted to NYCPA:

As applied to Regulation D Private Placements there are Jurisdictional NASAA Legends. What book or website would I need to find out the Legend requirements for Israel, UK, and Europe? I'm aware that there is a more "general" foreign legend. Would that be more appropriate? where would I find one? I will be applying them to a "clear sky" continual offering for 100mm. For disclosure purposes- the issuer exemption is being utilized. As for forms when attracting foreign investors with or without using a "portal" what forms are required and to whom do I submit them. Is it possible that my questions and more that I may not be aware that I have are answerable in one or more horn or nutshell books?
If you can help, please respond to Bermanmoorellc@aol.com.

Thank you!

Are you afraid to post on LinkedIn? By Esther Adamson

Mariana Fradman — Sun, 12 May 2019 23:54:31 GMT

Are you afraid to post on LinkedIn? I have broken down for you how I went from a lurker to a full-time poster (am I an hashtag #influencer yet?) Each stage is typically 3-6 weeks (depending on your level of social media fear).

Lurk for awhile (it's ok, this is a necessary prerequisite.)
Like a few posts per day.
Begin to comment. (Keep it real. Just make believe you are talking/conversating.)
Become a regular liker/commentator.
Begin to post with a goal of once a week.
Accidentally post twice a week (because you found yourself with more things to say and it wasn't so scary!)
Post daily.
Surprise yourself and post more than once a day!
Disclaimer: It's ok to take a break if you have to.
Also: Message people regularly to say hello!
Connect with at least 10 ppl per day.
Connect with those that like and comment on you posts.

Questions? Ask me in the comments! If you're a LinkedIn pro what can you add? P.S. This somehow means a lot to me to share this. Hope you like it! hashtag #EstherINsites hashtag #socialmedia hashtag #linkedinlife hashtag #linkedintips hashtag #connectengagerepeat Expirit

https://www.linkedin.com/feed/update/urn:li:activity:6531899395418386434/

10 truly helpful Windows 10 tools you might not know about | PCWorld

Mariana Fradman — Wed, 08 May 2019 12:49:41 GMT

10 truly helpful Windows 10 tools you might not know about

Enthusiast-friendly power tools lurk in every corner of Windows 10. Let's shine a light on some of the more obscure ones.

By Brad Chacos

Senior Editor, PCWorld

So you’ve mastered Windows 10 keyboard shortcuts and Snap open windows like a boss. Now what?

Windows 10 offers many other power tools for enthusiasts—if you know where to find them. Some are older, yet still obscure. Others are relatively new, added during the twice-annual major upgrades Microsoft’s been pushing out since Windows 10 launched nearly four long years ago. But all 10 of these little-used tricks and tools can help hardened PC users save time or eliminate headaches.

If you’re looking for a guide to even more of the operating system’s darker corners after reading this, be sure to check out our roundup of the best Windows 10 tips and tweaks. Most everyone will learn a little something! Microsoft’s been aggressive about rolling out new features for Windows 10, but not necessarily about promoting them. Speaking of which…

1. Timeline

Microsoft rolled out Windows 10’s Timeline feature as part of the April 2018 Update, and it’s awesome. It’s basically like a browser history for your desktop programs, showing files you’ve opened previously in chronological order. Selecting one opens the file once again. Paired with the “Pick up where you left off” in modern Microsoft Office apps, you can be knee-deep in that project from two weeks ago in no time. Better yet, Timeline’s tied to your Microsoft account rather than an individual PC. If you store your files in the cloud, you can pick up where you left off no matter which device you happen to use.

READ MORE HERE: https://www.pcworld.com/article/3387950/10-truly-helpful-windows-10-tools-you-might-not-know-about.html

How Can Paralegals Survive and Thrive in New Work Situations?

Mariana Fradman — Wed, 17 Apr 2019 14:23:04 GMT

How Can Paralegals Survive and Thrive in New Wokr Situations?

Whether you’re new to the profession or you have years of experience as a paralegal, you may find yourself working in an unfamiliar practice area. You may be ‘learning by fire’ and not feeling confident about how you’re getting the job done. You may not have enough contact with your supervising attorney or feel like you’re bothering him/her with constant questions. Even if you’re not working in a new practice area, there are always new rules and procedures that you need to figure out.

Here are twelve tips that will help you survive these situations and thrive in your career:

Just like the cable company, adopt the habit of ‘bundling.’ Try saving all the questions you need to ask the attorney and present them all at once. It’s tough to flag down a busy person and they don’t like frequent interruptions that take them away from their work. If you can schedule one or two fifteen minute meetings (say, first thing in the morning and perhaps immediately after lunch), you may find a more willing listener.

Does your state have guidelines for the utilization of paralegals? If so, be sure you have a copy and then discuss the guidelines with your employer. Tell him/her that you really like your job and you like working for him/her but you feel there are some areas where you feel uncomfortable and could he/she help you with those. If your employer doesn’t know that you need this help, he or she can’t provide what you need. (Remember that the American Bar Association offers Guidelines for the Utilization of Paralegal Services and so does the National Association of Legal Assistants.)

Be sure you are getting the supervision that is required for nonlawyer staff. Remember that the attorney is to review your work before it leaves the office and that nonlawyers cannot sign pleadings or correspondence that offers legal advice.

Familiarize yourself with the court rules for your state and your local jurisdiction. Know where to find requirements and time frames for any filings you’ll be doing. It’s your responsibility to know this for calendaring and for planning when work needs to be done.

Are there similar older or closed files you can follow? They would give you great ideas for a procedure that’s been followed in the past, documents that have been drafted, and correspondence that’s been sent. Be sure to ask the attorney if there is another file you can follow or another client with similar issues.

Make the court staff your new best friends. They are usually happy to help with the procedure and they may have checklists and forms you can use. Be sure to treat them with respect and be lavish with your thanks.

Create your own procedures manual. This should include forms, checklists, contact lists, and helpful Web sites. The more systems you can put in place, the smoother your transition into this new practice area will be.

Seek out continuing education opportunities, especially in the new practice area. You should consider certification and advanced certification. There are also a number of online courses (remember that The Paralegal Mentor offers a few that might work) that should be convenient for you to attend.

Take an active role in paralegal forums. Two good ones are provided by Paralegal Gateway and by Legal Assistant Today. NALA also provides a good forum for members. The paralegals who post on those venues are very generous with their expertise and advice. They will generally share forms and their knowledge of procedure.

Join local, state and national professional associations. After you’ve joined, become an involved member: go to meetings, run for office, join in discussions and educational events. This will provide chances for networking with other paralegals who do the same work you do. Professional newsletters and journals offer lots of articles that may help you with your situation.

Find a mentor. Ask someone who has experience in the practice area to help you learn the ropes. Again, most paralegals are incredibly generous with their time and their expertise.

Use social media as a resource. Establish accounts on LinkedIn, Facebook, and Twitter, provide a professional profile and dive in. Be sure to join whatever groups work for you, too. This is a great way to ask questions, locate resources and learn about educational opportunities. Just remember that whatever you post on these sites can be viewed by everyone so keep everything you do on a professional level.

Your challenge: When you catch yourself saying, “Holy Moly…what do I do now?” take a step back, analyze the situation, and decide which of the above tips will work for you. You will probably find more than one. Then, step by step, learn all about the new practice area or the new procedure. Before you know it, you’ll be offering tips and advice to other paralegals.

Vicki Voisin, “The Paralegal Mentor”, delivers simple strategies for paralegals and other professionals to create success and satisfaction by achieving goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes a bi-weekly ezine titled Strategies for Paralegals Seeking Excellence. More information is available at www.paralegalmentor.com

Good for Attorneys. Good for You. 5 Tips for Incorporating Mindfulness into Your Legal Practice

Mariana Fradman — Wed, 13 Mar 2019 19:44:21 GMT

5 Tips for Incorporating Mindfulness into Your Legal Practice

Mindfulness practices have known therapeutic benefits that I’ve seen firsthand as a lawyer and practicing yoga instructor.

By Jennifer Cormano | March 08, 2019 at 05:07 PM

Jennifer Cormano is an associate in Nixon Peabody’s Los Angeles office (Photo: Courtesy Photo)

When I talk with lawyers about having a daily practice of mindfulness, meditation or yoga, there’s often resistance to add yet another activity to their already hectic schedules. But these practices have known therapeutic benefits that I’ve seen firsthand as a lawyer and practicing yoga instructor. Studies show that meditation leads to growth in areas of the brain important for learning, memory, emotional regulation, perspective taking and compassion. Simply put, it’s worth the time.

Here are some ways you can incorporate these activities into your daily life:

Start small. Pick a short meditation you’ll be able to complete regularly. There are many types of meditation but, at its core, meditation is the act of concentrating your mind on one point of focus. Value the quality of the time and the number of days you practice rather than the amount of time you spend practicing on any one given day. A great starting point is a focused breathing meditation. Start by sitting or lying down. If you are sitting, be sure your feet are flat on the ground with your legs uncrossed. Your hands can be in a comfortable position with your arms unfolded. Close your eyes and take a deep breath in while slowly counting to three. The goal is to time your breath so that you have inhaled as much as possible as you reach the number three. Then exhale while counting to three. Again, the goal is to have exhaled as much as possible as you reach the number three. Repeat this for as many breaths as you’d like. If your mind wanders at any time, gently bring your focus back and start where you left off. Another option is a body scan meditation. You can hear a session I led with the Live & Law in LA podcast.

Attach your practice to something you already do and/or schedule it. The best way to be consistent is to build a short practice around your current activities. For example, doing the above breathing meditation for five breaths before getting out of the car when you arrive at the office and/or before getting out of the car when you arrive home. Another alternative is to turn something you do daily into a mindfulness exercise. Mindfulness is the act of observing one’s physical, mental and emotional states in the current moment without judgment. For example, if I mindfully brush my teeth, I slow down the activity and focus on the feel of the brush on my teeth or the taste of the toothpaste without deciding if I like or dislike it.

Track your progress and commit to being consistent. In order to get the most from your practice, it’s important to be consistent with some form of practice. Studies that focus on changes to the brain in connection with mindfulness, yoga and meditation, all show these benefits take place when the exercises are done consistently. Put time on your calendar or use an app to track your consistency. If client demands or other personal needs come up, that’s okay, but reschedule your practice time in the same day rather than cancelling altogether. If you miss a day or two, it’s okay, just pick it up the next day. This isn’t about being perfect every day—just completing your practice most days.

Grow your practice slowly over time. When you first start out with your new practice, put a reminder in your schedule every week or two to check-in and determine if it’s time to increase your practice time. For example, if you started with five focused breaths before getting out of the car when you arrived at the office, try ten breaths after a week’s time. After another week, try 15. When the number gets too high to count easily, try moving to a timed meditation by setting an alarm for three to five minutes. Then each week increase your time by 15 to 30 seconds until you reach your desired length.

Be forgiving and patient with yourself and your practice. Lawyers are often perfectionistic and whatever we do, we want to be the best. As a result, we can be incredibly critical of our performance. When I first started my daily meditation practice, it felt like I was failing because I found it difficult to get it in every day. My yoga teacher suggested I try changing the time of day I meditated, but, more importantly, that I go easy on myself. Give yourself the same permission to be a beginner and investigate different options. The end goal is to create a consistent practice that works best for you.

Jennifer Cormano is an associate in Nixon Peabody’s Los Angeles office. She represents both nonprofit and for-profit health care providers, including hospitals, physician groups, academic medical centers, surgery centers, accountable care organizations, and other organizations affiliated with the health care industry. Her practice focuses on hospital/physician alignment strategies, corporate governance and formation matters, joint ventures, mergers, acquisitions and other strategic transactions. The information outlined above does not constitute legal advice and is meant solely for educational purposes.

https://www.law.com/therecorder/2019/03/08/5-tips-for-incorporating-mindfulness-into-your-legal-practice/

Mentor Program Tips and Tricks: How to edit a PDF in Microsoft Word

Mariana Fradman — Mon, 28 Jan 2019 19:29:34 GMT

Edit a PDF in Microsoft Word https://bit.ly/2CPAsPN < Want to convert a PDF to Word? No special software needed!

https://support.office.com/en-us/article/edit-a-pdf-b2d1d729-6b79-499a-bcdb-233379c2f63a

19 SMART Goals for 2019

Mariana Fradman — Wed, 09 Jan 2019 15:13:45 GMT

19 SMART Goals for 2019

From

http://blog.healthadvocate.com/2018/12/19-smart-goals-for-2019/

Looking to improve your health in 2019? Breaking down your goals into smaller SMART goals can be the difference between aspirations and realizations. SMART goals are Specific, Measurable, Attainable, Realistic and Timely. Adopting behaviors in this manner helps to create lasting lifestyle changes!

Think about the goals you have for your health and the positive results you hope to achieve in 2019. Integrate some of the suggested SMART goals below that can help you reach those results.

Pack a healthy lunch for work three days each week.
Walk for 15 minutes of your lunch break five days each week.
Designate two evenings each week to be screen-free time.
Aim to go to bed at a time that allows you to sleep for 8 hours five days per week.
Add an extra serving of fruits or vegetables every day.
Drink a glass of water before each meal, three days a week.
Strive to avoid added sugars in foods two days each week.
Select 5 days each week to perform at least 30 minutes of exercise.
Stay ahead of stress by allocating five minutes every day for a stress-relieving activity such as a brisk walk, quick meditation or deep breathing exercises.
Make one new healthy recipe for dinner every week.
Aim to get 10,000 steps five days each week.
Start your day in a healthy way by eating a nutritious breakfast at least three days a week.
Meditate for 10 minutes before work two days a week.
Strive to eat a dark leafy green vegetable such as spinach, broccoli, kale, romaine, etc., three days each week.
Include two days of resistance or strength building exercises each week.
Use a fitness device or app to track your workouts daily.
Add one serving of whole grains such as brown rice, quinoa, whole grain bread, oatmeal, etc. three days each week.
Select one day a week to eat vegetarian.
Choose two days a week to spend one hour doing something you love such as reading, a hobby, journaling, or any other activity you do for personal enjoyment.

Create your own SMART goals! When setting wellness goals, creating specific goals to achieve over a designated period of time is the best method to successfully achieve lasting lifestyle changes.

Add Punch to Your LinkedIn Profile Using These Examples as Inspiration

Mariana Fradman — Tue, 08 Jan 2019 03:35:17 GMT

Add Punch to Your LinkedIn Profile Using These Examples as Inspiration

Editor's Note: Enjoy this special encore post which was one of our readers' favorites in 2018. Happy New Year!

Eating healthy. Cardiovascular activity. Stopping the next episode from auto-playing. We all have our struggles. We know how we should act, but the actions don’t always follow.

Personal branding is an all-too-perfect candidate for this category. We’ve generally accepted that a strong personal brand is important. But carving out (and protecting) time to actively brand ourselves? That’s a whole other matter. The good news is, even if you don’t consider yourself a social media darling, you can create a professional brand that impresses all who view it, and you can do it in just a few minutes a month.

Previously, we wrote about free ways to build your personal brand on LinkedIn. In this post, we illustrate how to optimize your LinkedIn profile using examples from marketers who made us take notice.

The LinkedIn Profile Headline Is Your Digital Salutation

To make it easy for searchers to pick you out from the pack, we recommend writing a profile headline that’s instantly recognizable. There are several "Jason Falls" with LinkedIn profiles. Here, Jason Falls, the marketer, cleverly uses his headline to clearly distinguish himself.

Just how important is it to distinguish yourself? The LinkedIn community is strong at over 546 million users. By making incremental updates to your profile, you can greatly increase your visibility on LinkedIn, and there’s no better place to start than with your headline.

Shoot for a headline that sums up your specialty or approach succinctly and supports the professional brand you’re cultivating. Take time to review and update your profile regularly, because the search for people like you is a never-ending one. A complete, up-to-date, engaging profile tells the professional world you’re open for business. Use the examples below as inspiration for spiffing up your own LinkedIn profile.

Who nailed their LinkedIn profile headline?

Craft A LinkedIn Profile Summary That Supports Your Objectives

If the headline is your salutation, then the summary is your media-enhanced elevator pitch.

What do you really want readers to know about you, if they read nothing more? Professionally speaking, what’s your purpose? Think along these lines when you craft your profile summary.

Your commitment to incremental improvement and professional growth is as impressive as it is inspiring, so don’t hesitate to let others know about it. Your profile summary could be a perfect spot to convey your career goals. You can highlight your skills as well as developing aspirations to leave a reader feeling good about your interest in self-improvement and growth.

When writing your summary, try to strike a conversational tone that invites the reader in. Because you want to get this just right, consider drafting two options you’re happy with, then ask a trusted peer or mentor for their feedback.

Who nailed their LinkedIn profile summary?

Create A Seamless Discovery Experience for the Person Viewing Your Profile

Linkedin makes it easy to show professional proof benefitting your personal brand right from your profile. Rich media including presentations you’ve authored, videos you’ve helped create, web pages you’ve written, campaigns you’ve designed and more can be added to your profile summary, as well as within each section of your work history.

When adding rich media or links to your profile, take a moment to include a title and description to help set the stage for the viewer.

Who enriched their LinkedIn profile with media?

There’s more than one way to create a unique, polished LinkedIn profile. Thirty minutes per week is all you need – no struggle necessary. Hopefully these examples have inspired you to make incremental strides toward your own standout profile.

Subscribe to the LinkedIn Marketing Solutions blog to learn more ways to advance your marketing career.

How to Stand Out at Your First Job, the Introvert Way

Mariana Fradman — Mon, 07 Jan 2019 15:17:10 GMT

How to Stand Out at Your First Job, the Introvert Way

By Karl Moore

The value of the more soft-spoken members of the C-suite is becoming widely recognized and – based on the results these leaders have quietly achieved – it’s fair to say that it’s about time. However, without years of past effectiveness to point to, introverts who are new on the job need to prove their value. We’ve spoken to a number of self-identified introverts to find out how they have capitalized on their strengths and overcome their weaknesses in order to show their new employers just how valuable they can be.

LEARN AS MUCH AS YOU CAN

“A first job is a learning experience, and I’ve taken full advantage of that fact – my tendency to listen more than I talk has allowed me to constantly learn and continually improve.” – Nick Taylor, McGill University, ALDO Group

When you start your first job, you are not expected to know everything, but you are expected to learn. Use the introverted tendency to be an observer to your advantage and absorb as much information as possible – particularly in your first month. Later on, use all of your new-found knowledge to make informed and productive contributions to discussions and your new company as a whole.

DON’T BE AFRAID TO SAY ‘I’

“When you are the ‘quiet one’ in a group, your contributions can be overlooked, but it doesn’t mean they aren’t there – it just means that sometimes you need to be the one to point them out.” – Bessie Cheng, York University, Cahoots Theatre Company

When working as a part of a team, introverts and their hard work tend to get lost in the noise. Although acknowledging the value of your team members is important, it is equally important to take pride in your achievements and to not shy away from credit. Rather than seeming obnoxious, the introvert who remembers to say ‘I’ now and then clarifies not only their role on the team, but their value to their employer.

EMBRACE ONE-ON-ONE INTERACTIONS

“I tend to start small in terms of workplace interactions – I get to know my colleagues individually, rather than trying to get myself noticed in a group setting.” – Sophia Drozdowska, Edinburgh University, Raleigh

“Introvert” is not a synonym for “snob” or “standoffish,” and you can make that clear to your new co-workers by capitalizing on opportunities to interact with them one-on-one. Build your in-office network and connect with your team by connecting first with individuals. Things as simple as asking a question face-to-face rather than sending an e-mail or eating lunch in a shared space rather than at your desk can go a long way in building relationships – without forcing you too far out of your comfort zone.

GIVE YOURSELF TIME TO PREPARE

“I’ve always found it much easier to speak up in a group when I know what I’m talking about, and that was especially true when I was the most inexperienced in a meeting.” – Claire Porter, McGill University, PwC

Unlike their extroverted counterparts, introverts tend to be uncomfortable with public speaking, particularly when they are put on the spot, and this can make it difficult to communicate in team meetings. To overcome this natural anxiety and make it easier to share your ideas, ask for the topics that will be discussed in a meeting in advance whenever possible, and familiarize yourself with your talking points beforehand. As a bonus, preparing for meetings shows initiative, a quality most employers look for in their new hires.

DO YOUR WORK, AND DO IT WELL

Although group work is an increasingly prevalent part of any work day, your first job will almost certainly offer you the opportunity to work independently. This can be the introvert’s time to shine, so take full advantage: use your time spent listening, considering and learning to complete your task efficiently and effectively. When speaking up is not your forte, embrace the chance to let your work speak for itself.

Published in Quiet Revolution Blog

This article was first published by The Globe and Mail.

The importance of networking in the paralegal community

Mariana Fradman — Mon, 12 Nov 2018 21:14:38 GMT

The importance of networking in the paralegal community

https://www.unitedcorporate.com/blog/the-importance-of-networking-in-the-paralegal-community/

In a span of 10 days in mid-October, my colleague and I traveled over 6,600 miles to attend the International Practice Management Association (IPMA) and National Federation Paralegal Association (NFPA) conferences held in Orlando, Florida and Seattle, Washington. This was an opportunity to reconnect with old friends and make new acquaintances. The new relationships would primarily be for business purposes but could quite possibly turn into long-lasting friendships.

As I stood by my carefully staged vendor table, offering and taking business cards and asking questions to quickly get to know the conference attendees, all this activity reminded me of just how important professional networking is for career development as well as your sanity. So many of my interactions turned into learning moments and a chance to relate to someone who was going through something I thought was unique only to me. Five years ago through my networking efforts, I met Mariana Fradman, Vice-President of the New York City Paralegal Association. I admire Mariana’s commitment to the advancement of the paralegal profession and we have developed a relationship that benefits her organization as well as mine. I asked Mariana about the concept of networking and this was what she shared:

“When I was growing up, my father told me that if you want to be a professional, you have to belong to a professional association. Only by joining the New York City Paralegal Association, I did fully understand it. When I come home and say “I had a closing today, my family understands that I had a busy day. But only my fellow paralegals know how much work stands behind that closing; how many hours my team and I spent in preparing all the documents, clearing all the obstacles and making sure that all parties are on a same page.”

What are the benefits of actively networking?
Networking can help you develop and improve your skill set, stay on top of the latest trends in your industry, keep a pulse on the job market, meet prospective mentors, partners, and clients, and gain access to the necessary resources that will foster your career development. According to a survey conducted by LinkedIn in 2017, almost 80 percent of professionals consider networking to be important to career success. Even more interesting was that according to that same survey nearly 70 percent of the people in 2016 were hired at a company where they had a connection.

How do I get started?
Today there are so many ways to network. While there are hundreds of social media outlets (LinkedIn being the most popular) to connect with, in my opinion, there can be nothing more invigorating than spending time around people who are supportive and share a common interest. Whether it is in the office where you work or the person you meet at the grocery store, there is always an opportunity to network. Start by looking for a local group of professionals in your field who meet on a regular basis and provide opportunities for career advancement, training, and networking.

Mariana offers this observation and practical advice:
“In the first three years being a member of my local paralegal association, I met more people that I met through my entire career. Some of them became my mentors and friends. Some of them helped me to shape my career. The easiest way to start is by joining your local paralegal association and getting involved with it. Between joining committee or board of directors, doing pro bono or just attending local paralegal events and seminars, there are many opportunities for professional and personal growth for anyone who is interested in it.”

The elements of networking were on full display at both conferences. I encountered opportunities to learn through targeted seminars presented by experts in their respective fields. I observed meetings/debates regarding specific challenges that affect the workplace and advice on career advancement. I also saw colleagues from across the country celebrate the impressive achievements of their counterparts.

Despite traveling from coast to coast a few days apart, my colleague and I agree that we feel exhausted yet exhilarated for the opportunity to meet with such a diverse and passionate group of professionals who care deeply about what they do for a living. Being a paralegal myself I can certainly appreciate the commitment.

Do you have a networking story you’d like to share? Feel free to drop a comment on our LinkedIn page. You never know who it may benefit. While you’re at it, come join our LinkedIn group (United Corporate Services, Inc.) to receive more blogs like this one and to share your journey. We’d love to network with you!

About the author:
Keith Sheppard is the Project Coordinator at United Corporate Services. Keith received his Bachelor of Science degree in Paralegal Studies from St. John’s University. As a corporate paralegal and manager with over two decades of experience in the legal services field, Keith has developed an awareness for how to assist lawyers and fellow paralegals with corporate filings and due diligence. Have a question or a suggestion for a blog? Contact Keith at keith.sheppard@unitedcorporate.com

10 Ways to Be More Mindful at Work

Mariana Fradman — Mon, 08 Oct 2018 20:45:03 GMT

10 Ways to Be More Mindful at Work

You don't need to block out 30 minutes to practice meditation in order to experience the benefits of mindfulness at work. Here are a few ways you can stay in the present moment to do your best during a busy day.

By Shamash Alidina
June 8, 2016
Work

fatumwr/Adobe Stock

Mindfulness may seem like a great idea, but how do you become more mindful in the context of a busy work day? You may have emails, phone calls, meetings, and presentations to deal with. And, of course, your own work! In the middle of all that, how can you apply the principles of mindfulness so that you feel more alive and present, as well as being productive? Here are a few popular and other more radical ways to be mindful at work.

1. Be Consciously Present

Mindfulness is, above all, about being aware and awake rather than operating unconsciously. When you’re consciously present at work, you’re aware of two aspects of your moment-to-moment experience—what’s going on around you and what’s going on within you. To be mindful at work means to be consciously present in what you’re doing, while you’re doing it, as well as managing your mental and emotional state. If you’re writing a report, mindfulness requires you to give that your full attention. Each time your mind wanders to things like Helen’s new role or Michael’s argument with the boss, just acknowledge the thoughts and bring your attention back to the task in hand (see how to stop thinking). This scenario sounds simple, but many aspects of your experience can get in the way.

Here are some ideas to help you stop being mindless and unconscious at work and more mindful and consciously present:

Make a clear decision at the start of your workday to be present as best you can. Pause for a few moments before you start your work day to set this intention in your mind.

2. Use Short Mindful Exercises at Work

Mindful exercises train your brain to be more mindful. The more mindful exercises you do, the easier your brain finds it to drop into a mindful state, thus optimizing your brain function. In the busy workplace, finding time for a 30-minute mindful exercise can be difficult. So does that mean you can’t be mindful at all at work? Nope. Mindful exercises can be as short as you wish. Even one minute of consciously connecting with one of your senses can be classified as a mindful exercise. You don’t need to close your eyes. You don’t even need to be sitting down. Be creative about finding slots in the day to practice mindfulness exercises. At times of excessive pressure at work, practicing a short mindfulness exercise can be a saviour. The process helps to rebalance your nervous system, toning down the fight-or-flight response and engaging the wise part of your brain, so that you make reasoned decisions rather than automatically react to situations.

3. Be a Single-Tasker

Single-tasking is doing one thing at a time. Multi-tasking is trying to do two or more tasks at the same time or switching back and forth between tasks. Nobody can actually multi-task. In reality, your brain is madly switching from one thing to the next, often losing data in the process. Most people know multitasking is ineffective nowadays. If multi-tasking is so inefficient, why do people still do it? The reason was uncovered in a study by Zheng Wang at Ohio State University. She tracked students and found that when they multi-tasked, it made them feel more productive, even though in reality they were being unproductive. Other studies found that the more you multitask, the more addicted you get to it.

Here are a few ways to kick the multi-tasking habit and become a mindfulness superhero:

Keep a time journal of what you achieve in a block of time. Work out when you’re single-tasking and when you’re multi-tasking. Note down what you achieved in that time block and how mindful you were.

4. Use Mindful Reminders

The word “mindful” means to remember. Most people who’ve read about or undertaken training in mindfulness appreciate the benefits of mindful living. Unfortunately, they keep forgetting to be mindful! The reason you forget to be mindful is because your brain’s normal (default) mode is to be habitually lost in your own thoughts—running a sort of internal narrative. When you’re going about your usual daily activities, your brain switches you into this low energy state, which is unmindful, almost dreamy. Doing some things automatically, without thinking, is fine but research undertaken at Harvard University showed that 47 per cent of a person’s day can be spent lost in thoughts. The same research found that day dreaming can have a negative impact on well-being. Being on auto-pilot means that you’re not fully present and awake to the opportunities and choices around you. You can’t be creative, plan something new or respond appropriately if you’re operating mechanically.

By using some form of reminder, you can be mindful again. The reminder shakes you out of auto-pilot mode. Try these reminders:

Setting an alarm on the phone – even a vibrating alarm that doesn’t disturb others can work well.

So, every time your phone rings, you take a mindful breath. Every time you hear the ping of a text message, you pause to be mindful of your surroundings rather than immediately reacting by checking the message. All these things are opportunities to come back into the present moment, to see yourself and your surroundings afresh. You take a small step back and reflect rather than automatically react to what’s coming at you in the form of demands, tasks, and challenges.

5. Slow Down To Speed Up

Mindfulness at work does seem counter-intuitive. You’re considering the fact that, by stopping or slowing down, you can become more efficient, productive, happy, resilient and healthy at work. You may not think that slowing down and being conscious can have such an effect (see How to Stop for more tips on that).

Imagine being asked to stop sleeping for a week. Sleeping is resting—and resting isn’t work. So, simply stop sleeping and just keep working. Maybe you’ve experienced this when studying for exams or trying to meet a deadline at work. Eventually your efficiency drops to almost zero; you’re completely living out of the present moment and perhaps even hallucinating! You need to sleep at least seven hours every night to be able to function effectively.

Clearly, rest can increase efficiency. If you do manage to get about seven hours of sleep and achieve a certain amount of work, imagine what would happen if you also did a few mini-mindfulness exercises during the day? Your brain would become even more efficient, focused, effective at communicating with others, and better at learning new skills.

Being in a panicky rush leads to bad decisions and is a misuse of energy. Instead, pause, focus on listening, stroll rather than run, and generally take your time when at work. Effective leaders, workers, and entrepreneurs slow down and reflect to make the best decisions and actions—they slow down to speed up. That’s a mindful way of working.

6. Make Stress Your Friend

Recent research conducted at the University of Wisconsin-Madison, asked 30,000 people the same question: “Does the perception that stress affects health matter?” The results were astonishing.

The researchers found that people experiencing high levels of stress but who believed that stress was good for them had among the lowest mortality rates. Whereas highly stressed people who believed that stress was bad for their health had the highest chance of dying. Your beliefs about stress clearly affect how they impact on your health and well-being. Another study even found that the blood vessels constricted (as is seen in those with heart disease) in people who believed that stress was bad for them, but stayed open and healthy in those who believed that stress was good for them.

If reading this didn’t make you go “wow,” try reading it again. It’s the most exciting research I’ve read this year!

So if you want to make stress your friend, you need to change the way you think about it and, in turn, your body’s response to it.

Mindfulness can help you achieve this change in perception. The next time you’re facing a challenge at work, notice how your heart rate speeds up and your breathing accelerates. Observe these responses and then switch your attitude—respond to your stress creatively rather than negatively. Be grateful that the stress response is energizing you. Note that your body is preparing you for your upcoming challenge and that a faster heart rate is sending more oxygen around your body. Be grateful that the process is sharpening your senses and boosting your immune system. By viewing the stress response from this perspective, you see your upcoming problem as a positive challenge and recognize your body preparing to meet it. This small change in attitude can literally add years to your life and improve your productivity and achievements in the workplace.

7. Feel Gratitude

Humans have a “negativity bias.” Essentially, this means that you’re much more likely to focus and dwell on something that’s gone wrong than on things that have gone well. Behaving in this way every day means that you ultimately adopt an excessively negative and unbalanced way of thinking.

Gratitude is the antidote. Plenty of evidence suggests that actively practicing gratitude makes you feel better and has a positive impact on your creativity, health, working relationships, and quality of work. Gratitude makes being at both work and home more positive experiences.

If you feel like you’re stuck in a job you don’t enjoy, the first step is to practice gratitude. What’s going well in your job? Maybe you’re grateful for the money? Even though it may be less than you’d like, you probably prefer it to having no salary at all. You may not like your manager, but maybe you’re friends with a couple of colleagues? You hate the office politics, but they give you insight into what you don’t like in a job, so in the future you know what to look for. After practicing gratitude, you can then consider whether you want to continue in that role or need to find another job.

Being mindful of what’s going well at work helps to improve your resilience. Rather than allowing your mind to spiral into anxiety or dip into low moods as you brood over all the aspects of the job you don’t like, you can feed your mind with thoughts of gratitude to raise your well-being. Then, if you do decide to find another job, your positive mental state can help you select an appropriate position and optimize your performance in the interview. People hire positive people, not those who just complain about what’s going wrong. Use gratitude to neutralize your brain’s natural negativity bias.

8. Cultivate Humility

Humility comes from the Latin humilis, meaning grounded. Humble people have a quiet confidence about themselves and don’t feel the need to continuously remind others of their achievements. Humility may seem counter to our culture of glorifying those who make the most noise about themselves, grabbing our attention. But actually, humility is attractive—no one enjoys being around those who continually sing their own praises, and most people enjoy the company of those who are willing to listen to them rather than talk about themselves all the time.

In Jim Collin’s hugely popular book Good to Great, he identified leaders who turned good companies into great ones. He found that the companies exhibiting the greatest long-term success (at least 15 years of exceptional growth) had leaders demonstrating all the skills of your standard leader but with one extra quality—personal humility. They were willing to work hard, but not for themselves—or the company. If things went wrong, they didn’t seek to blame other to protect themselves. And if things went well, they immediately looked outside of themselves to congratulate others. They didn’t have an inflated ego that needed protecting all the time.

Humility is often confused with meekness or timidity but they’re not the same. Humility does not mean seeing yourself as inferior; rather, it means being aware of your natural dependence on and equity with those around you.

How is humility linked to mindfulness? Mindfulness is about accepting yourself just as you are, and being open to listening to and learning from others. Mindfulness is also synonymous with gratitude—you appreciate how others have helped you. And someone who is grateful for the contribution of others is naturally humble.

To develop a little more humility, try the following:

Undertake mindful exercises: Mindfulness reduces activity in the part of the brain that generates the story of your self—sometimes called the narrative self. Giving too much attention to you and your own story is unhealthy. Mindfulness practice helps you to be more connected with your senses—the present self. Your attention widens and you can see how much others contribute to your everyday successes.

9. Accept What You Can’t Change

Acceptance lies at the heart of mindfulness. To be mindful means to accept this present moment just as it is. And it means to accept yourself, just as you are now. It doesn’t mean resignation or giving up. But it does mean acknowledging the truth of how things are at this time before trying to change anything.

Here’s a workplace example. If you went $30,000 over budget, that’s a fact. It’s already happened. As soon as you accept that, you can move forward and try to deal with the situation. Lack of acceptance can lead to denial of the fact (maybe causing you to go even more over budget) or avoidance (you keep skipping meetings with your boss) or aggression (you vent your anger at your team unnecessarily, adversely affecting relationships and motivation). Instead, you can accept the situation, talk to the necessary people, learn from your mistakes, and move on. Acceptance actually leads to change.

When you accept yourself, you cut down on energy-draining self-criticism. You’re then much better able to enjoy your successes and smile at your shortcomings.

Personal acceptance is even more powerful. Self-acceptance is embracing all facets of yourself—your weaknesses, shortcomings, aspects you don’t like and those you admire. When you accept yourself, you cut down on energy-draining self-criticism. You’re then much better able to enjoy your successes and smile at your shortcomings. Through self-acceptance, you can create a clarity of mind that allows you to work on those aspects of yourself you wish to improve. The starting point of self-improvement and personal development is self-acceptance.

10. Adopt a Growth Mindset

According to Carol Dweck and her team at Stanford University researcher, people essentially adhere to one of two mindsets—a growth or a fixed mindset.

People with a fixed mindset believe that their basic qualities, such as their intelligence and talents, are fixed traits. Instead of developing their intelligence and talents, they spend their time hoping their traits will lead to success. They don’t seek to develop themselves, because they think that talent alone leads to success. They turn out to be wrong—brain science has proved otherwise.

People with a growth mindset believe that they can improve their intelligence and talents with effort. By applying themselves, they think that they can get better. They see brains and talent as just the starting point, and build on them with hard work and determination. Brain scans have actually revealed that effort does lead to growth in intelligence and enhancement of initial talent over time. People with this mindset have a love of learning and demonstrate greater resilience. Success at work depends on having a growth mindset.

Mindfulness is about adopting a growth mindset. Mindfulness is about giving attention to the present moment and not judging your innate talent or intelligence, but being open to new possibilities. When you adopt a growth mindset at work, you don’t mind getting negative feedback as you view it as a chance to discover something new. You don’t mind taking on new responsibilities because you’re curious about how you’ll cope. You expect and move towards challenges, seeing them as opportunities for inner growth. That’s the essence of mindfulness at work—believing that you can improve and grow with experience, moving towards challenges, living in the moment, and discovering new things about yourself and others.

4 Steps for Adopting a Growth Mindset

Use the following four steps to develop a growth mindset, based on research by Dweck and colleagues:

1. Listen to the voice of a fixed mindset in your head. This is about being mindful of your own thoughts when faced with a challenge. Notice if the thoughts are telling you that you don’t have the talent, the intelligence or if you find yourself reacting with anxiety or anger when someone offers feedback to you.

2. Notice that you have a choice. You can accept those fixed mindset thoughts or question them. Take a few moments to practice a mindful pause.

3. Question the fixed mindset attitudes. When your fixed mindset says “What if I fail? I’ll be a failure,” you can ask yourself “Is that true? Most successful people fail. That’s how they learn.” Or if fixed mindset says “What if I can’t do this project? I don’t have the skills,” reply with “Can I be absolutely sure I don’t have the skills? In truth, I can only know if I try. And if I don’t have the skills, doing this will help me to learn them.”

4. Take action on the growth mindset. This will make you enjoy the challenges in the workplace, seeing them as opportunity to grow rather than avoid. Use the above system if you mind starts leaning towards the fixed mindset.

Over time, you’ll find yourself habitually of a growth rather than fixed mindset, leading to greater success and personal mastery that before.

This article was adapted from Mindfulness at Work for Dummies by Shamash Alidina and Juliet Adams.

https://www.mindful.org/10-ways-mindful-work/

"Career Experts Mercilessly Revised My Entry-Level Resume" By Rich Bellis

Mariana Fradman — Fri, 10 Mar 2017 05:24:44 GMT

Career Experts Mercilessly Revised My Entry-Level Resume

By Rich Bellis

Add more specific details, cut out your address, tie unrelated experience to your field, and enough with the italics.

A couple of weeks ago I asked some experts to revisit a cover letter I wrote early in my career. Their reviews? “Verbose and methodical”; “does not capture my attention”; “vague.”

Well, fair enough. The revised version they offered up would’ve delighted 24-year-old me, with whom (and I realize I’m biased here) it’s easy to sympathize: When you’re only a few months or years into your career, you’re inexperienced as both an employee and as a job seeker. With so little by which to sell yourself and scant sense of how to do it strategically, it’s inevitable that you’ll write clumsy, boring, and (yes) “vague” cover letters and resumes at first...READ MORE HERE

Membership Benefits Create Value for Professional Paralegal Association Members

Mariana Fradman — Thu, 22 Sep 2016 02:01:19 GMT

Membership Benefits Create Value for Professional Paralegal Association Members

Victor F. Panieczko, The Legal Intelligencer

Twenty five years ago marked the beginning of my legal career, at a time when the world was a very different place. The year was 1990, Wilson Goode was the mayor of Philadelphia, the phrase "Google it!" didn't exist, Congress voted for the Americans with Disabilities Act, and President George H.W. Bush and Soviet leader Mikhail Gorbachev signed an historic agreement to end production of chemical weapons. I had no idea what a professional paralegal association was or why networking with other paralegal professionals was an important part of my occupation. As I built my career, I quickly found value in the opportunities and benefits that membership in a professional paralegal association provided.

One of the first steps toward furthering your paralegal career should be exploring the idea of joining a professional paralegal association. You might ask yourself, "How will becoming part of this group help further my paralegal career?" Joining a professional paralegal association may not be one of your top priorities. What paralegal has time for more meetings and activities after working all day with deadlines, charts, and other daily tasks? The answer is that you should make the time; an association is synergistic with your growth. As Thomas Jefferson once said, "Do you want to know who you are? Don't ask. Act! Action will delineate and define you." My membership in a professional paralegal association provides me with valuable networking benefits that include, but are not limited to, meeting and interacting with professional contacts, access to a wealth of useful practice information, continuing legal education through conferences and seminars, becoming an advocate of my career, and the opportunity to mentor others.

Associations sponsor countless events throughout the year that allow you to connect with your colleagues in the paralegal profession. Building such relationships is a fundamental way to establish and ensure that you are working diligently on your career path and consistently improving your skill sets. By attending various association events, you have the chance to socialize with other paralegal colleagues and paralegal students while extending your professional networking opportunities. It's not every day that you have a chance to meet the chancellor of the Philadelphia Bar Association, or federal, state, or local judges, or some of the prominent members in the legal community and hear them speak on legal issues. Your connections will extend beyond just your firm, but also with paralegals in different capacities such as in-house, government, and nonprofit paralegals. By becoming an involved and active committee member or even chair, you will become a highly valued member in your association. The connections you establish will be invaluable resources in your career. The more people you know, the more people know you, and the more you can learn from them. As Henry Ford said, "Coming together is a beginning. Keeping together is progress. Working together is success."

The paralegal profession is an ever-evolving practice that requires continued learning and expansion of skills. Every paralegal job has become more sophisticated as new technology continues to be introduced. Paralegals need to develop a culture of learning not only in learning the use of emerging technology, but the importance of improving the efficiency of their current legal technology skills. Associations offer several ways to broaden this knowledge. Opportunities include case studies, online courses, career guides, articles and books written by experts in your area of practice, educational conferences and seminars for association members to attend, and free subscriptions to industry magazines, print and online publications, and other informative resources.

Another important benefit to membership in a professional paralegal association is the career resources offered to members. Many associations offer job listings online that are only available to their members. When looking for job opportunities, your connections with fellow paralegals can offer insights and perspective on a firm's culture and leadership. They may also know of new vacancies being offered even before the job posting appears on social media or in other publications.

For recent paralegal program graduates, establishing relationships with alumni associations also will help you professionally and socially. This is especially true for job offerings from various organizations seeking entry level and experienced paralegals. Furthermore, such associations offer tips on resumes and the drafting of cover letters, strategies on job searching and techniques relating to negotiations.

Associations provide new paralegals with a chance to market themselves, gain career advice, meet potential mentors, make commitments, update knowledge, and take part in association activities. There are a variety of volunteering opportunities for new members of an association to get more involved. You don't want to miss out on the numerous membership benefits that a professional association offers. Ronald Reagan made a statement that "There are no great limits to growth because there are no limits of human intelligence, imagination and wonder."

Mentoring is the pillar of many professional associations when working with newer members. There is a noticeable difference in paralegals who had a mentor at the beginning of their career. Mentorship does not take much time. A short discussion over coffee or lunch, even a few emails will be suitable. Mentors who share their knowledge, experiences, and connections with newer members of the association will create a sense of appreciation, respect, and pride among colleagues. Giving back can be the greatest reward and benefit. Many mentees are looking to learn from experienced mentors. Mentees need to take an active role, be open, willing to work and be respectful of a mentor's busy schedule. Many mentoring relationships turn into lifelong friendships. My first mentor was my boss when I was working as a library clerk 25 years ago. My second mentor was an attorney that I had a privilege to work with and witness him grow professionally from a summer associate to a firm partner. I have built not just a professional relationship with my mentors but a personal one as well. As Steven Spielberg once said, "The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves."

In closing, regional, state and national paralegal associations provide information on training and certifications for paralegals such as the Pa.C.P. credential offered by the Keystone Alliance of Paralegal Associations [www.keystoneparalegals.org] or the CRP™ and RP® certifications offered by the National Federation of Paralegal Associations [www.paralegals.org]. Potential employers may favor candidates who have current membership status in an association or who validate their knowledge as a credentialed paralegal. •

http://www.thelegalintelligencer.com/id=1202767396578/Membership-Benefits-Create-Value-for-Professional-Paralegal-Association-Members?slreturn=20160821215842#!

New Benefits for NYCPA Members.

Mariana Fradman — Mon, 29 Aug 2016 01:45:20 GMT

Greetings paralegal members and followers,

We are interested in providing you with substantial benefits for your membership and to encourage our followers to join the New York Paralegal Association by rewarding them for reading our newsletter, The Buzz, liking and contributing to our posts on Facebook and Linked In as well as stopping by and checking our website. We will be posting questions on all forms of communication just mentioned. These questions will serve two purposes: to help us with the demographics of our subscribers and followers, and to help us verify that our we are indeed engaging our readers.

The rewards will be free webinars on a variety of legal topics - that can be downloaded and watched on demand - many of which come with power point presentations with which you can read separately and have. Recipients will have a choice of several each time - and your participation will help us determine what legal areas of interest NYC-PA should cover. This will not be a drawing. All participants will receive a link to view and download.

Here is an example; On our webiste, An article this month posted by the Treasurer in the Mentor blog discussed "3 Things Hiring Managers Actually Discuss After the Interview". Name one of them

_________________________________________

In order to answer the question, readers must consult the article mentioned on the website. Please submit answers to: research@nyc-pa.org.

Everyone who submits a correct answer will be sent a link to webinars on one of these topics - their choice:

Dispute Resolution
Bankruptcy
Guardianship

Here is another exmple:

Select a Facebook event/webinar announcement from our page and submit a comment on whether you have registered, and why you chose that topic.

On August 7, there was a webinar about "Tort liability". Did you register or not and why? Did you watch the webinar and/or did you learn anything from it? By submitting a meaningful comment and adding to our Facebook and/or Linked In activity you will earn a link to download a FREE webinar.

Sincerely,
Belline Manopla
New York City Paralegal Association, Inc.
Research Coordinator
Email: research@nyc-pa.org
website: www.nyc-pa.org

It’s Five O’clock Somewhere: How are your ethics ‘after hours’?

Mariana Fradman — Wed, 24 Aug 2016 01:22:11 GMT

It’s Five O’clock Somewhere: How are your ethics ‘after hours’?

“What time zone am on? What country am I in?
It doesn’t matter, it’s five o’clock somewhere.”
~ Alan Jackson, ‘It’s Five O’clock Somewhere” recorded with Jimmy Buffett

“It’s Five O’clock Somewhere” refers to a popular expression used to justify drinking at any time of day, given that somewhere in the world it’s 5:00 p.m. — the end of the work day for a traditional “nine-to-five” employee.

While, this might apply to happy hour, it does not apply to ethics rules for legal professionals. Ethics rules continue to apply after the work day ends.

The Basics:

Attorneys are bound by the ethical rules adopted by the state where they practice…usually those ethics rules are adopted by rules adopted by the American Bar Association.
A person engaged in a profession, such as medicine or the law, is held to a higher ethical standard than the average person. This is because the higher standards are necessary to protect the public that the professional serves.
In law, ethical standards that apply to the profession also apply to all individuals working in the profession, whether they’re the licensed professional or they are employed by the professional.
Members of the legal support staff, not just the paralegals, are held to the same high ethical standards as attorneys.

Ethics rules are quite clear while you’re at work. Within the confines of the work place, conflicts checks are routine. It’s usually apparent whom the firm is representing. Everyone understands that communications, both oral and written, must be confidential. Privileged documents and communications are evident. It’s obvious that the attorney is the one licensed to practice law. AND, other people are paying attention to what you are doing.

It’s after hours, when you’re not at the office and no one is watching or listening, that you may let your guard down and ignore the ethics obligations that follow you wherever you go. All of your actions after hours are bound by the same ethical obligations as when you are on the job. Further, these unethical actions may be just as damaging, perhaps even more damaging, as anything you do at the office.

Here are some interesting situations for you to consider. Do any sound familiar?

“Do I need a lawyer?” People will want to talk about potential legal issues. You are not licensed to practice law and cannot give legal advice, even something as simple as telling them that, yes, they need to see a lawyer. Instead, suggest that they make an appointment with someone at your firm so that the attorney can evaluate their case.

Another issue is that this person is not a client of your firm and, therefore, the conversation you have with him is not privileged and may be discoverable by an opposing party.

“I have a quick question about my case.” Never engage in conversations about a client’s case (with the client or anyone else) outside the office. You never know who may overhear the conversation. If it is overheard by a third party, the conversation is loses the privilege. And you also owe the client the duty of keeping everything about their case confidential. This is virtually impossible in a public place.

“Sweetie, I need a simple will and I just can’t afford a lawyer.” Of course you want to help your poor Aunt Pearl and you may think you can draft a ‘simple will’. However, you do not have the ability (or the authority) to make legal decisions for another person. Only the attorney can use his or her expertise to apply legal judgment to an issue.

Besides, you may be doing your Aunt Pearl a real disservice. It’s entirely possible that she has some complex estate planning issues that only the attorney would recognize and have the knowledge to give her the advice she needs. Also, this all holds true whether or not you’re paid for helping someone with a legal issue. Giving free advice or assistance is still the unauthorized practice of law.

“Will you serve on our board of directors?” Is the entity one of your firm’s clients? If so, serving on their board may be a conflict of interest. Discuss this issue with your attorney before you make any commitments.

“Can we talk off the record about my case?” Your answer is ‘NO’ whether the person is a client or the opposite party. Remember that there are issues of confidentiality and privilege. Also, you cannot have communications with a represented party without their attorney present.

“I heard Bob and Mary are getting a divorce!” Oh, yes, your firm is representing Bob in his down and dirty divorce from Mary. You know all the sordid details! Keep your lips zippede! Even telling someone that the firm represents Bob is unethical.

“Hello, Judge!” Communicating with the judge about a case is prohibited and so is any effort to influence the outcome of a case. Also, you must avoid even the appearance of impropriety.

“I slipped and fell on the ice!” A golden opportunity, right? You’ll get a new client for the firm and look like a hero! Wrong! Staff cannot solicit clients and only the attorney can form the attorney client relationship. So don’t hand the injured person your card and tell them your firm is the best one to handle a slip and fall case. Also, keep in mind the issue of privilege. The person is not the firm’s client and your conversation may be subject to discovery.

These are just some of the slippery situations and you may encounter. Always be mindful of potential ethics mine fields that await you both in and out of the office. Keep in mind the American Bar Association’s Model Rules of Professional Conduct, as well as those adopted by your state and any professional association you belong to. They are not long, nor are they difficult to understand.

Keep in mind that ethics rules always apply when you’re out with friends, at social events, or in public places. When someone asks you a simple question you’re tempted to answer, you have to handle the situation ethically to protect yourself, your firm, and the client.

Always remember that your ethical obligations are with you 24/7… they don’t change or end when the clock strikes five.

____________________________________________________

Vicki Voisin ACP, “The Paralegal Mentor.” delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She is the co-author of The Professional Paralegal: A Guide to Finding a Job and Career Success. Vicki publishes Paralegal Strategies, an e-newsletter for paralegals, and hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More information is available at www.paralegalmentor.com where subscribers receive Vicki’s 151 Tips for Your Career Success.

http://paralegalmentor.com/2016/08/its-five-oclock-somewhere-how-are-your-ethics-after-hours/

Behind the Scenes: 3 Things Hiring Managers Actually Discuss After the Interview

Mariana Fradman — Mon, 15 Aug 2016 04:36:54 GMT

Behind the Scenes: 3 Things Hiring Managers Actually Discuss After the Interview

By Richard Moy

https://www.themuse.com/advice/behind-the-scenes-3-things-hiring-managers-actually-discuss-after-the-interview?ref=recommended

If you’re like many people I know, you worry about what hiring managers say about you the second you exit the interview. And you therefore probably assume that they nitpick the heck out of your answers and only hire the people with zero faults.

Well, I can’t speak for every single hiring manager on the face of the earth, but I can say that when I was a recruiter, that was not the case. Sure, there are a lot of conversations that happen before a candidate receives an offer, but the things your interviewers are discussing will probably surprise you.

1. Is This Person Excited to Be Interviewing Here?

Many employers I’ve come across do everything in their power to hire individuals who are passionate about their company’s mission. A sincere interest in the organization goes a long way—and a lot of recruiters know they shouldn’t have to settle for someone who’s qualified on paper, but has no interest in being a part of the actual team.

And because this is so important to so many people, your excitement comes up more often than you’d think. Employers know that they’ll meet candidates who don’t know the entire mission or haven’t memorized the founding story, but they do look for people who seem genuinely excited about the possibility of coming to work there.

If your energy is lacking, that should be a sign that you should probably look elsewhere. Why? Because it's an indication to the employer that they should probably look elsewhere, as well.

And, if you’re not sure if your enthusiasm came across clearly, use your thank you note to make it obvious just how pumped you are about the opportunity.

2. Is There Anyone Else We Should Ask This Person to Interview With?

I’ve lost count of the number of times I’ve walked out of an interview and had no doubt that we should pass. But I’ve also lost count of the number of times I left an interview with an excellent candidate and had to ask the hiring manager if he or she wanted that person to meet with anyone else. And if so, when that person would be available.

As frustrating as lining up schedules was, it became a very real reason that some of the most qualified people I met with got nothing but radio silence from me for an extended period.

And even worse, I’d been burned enough in the past to know that there was a chance that person would end up at one of our competitors because he or she would assume we weren’t interested in moving forward. So, while it’s totally understandable to be frustrated by a lack of follow-up, take solace in the fact that the delay doesn’t mean you’re out of the running.

3. How Soon Do We Need Someone to Start?

You might’ve read this question and thought to yourself, “So, if I catch a company at the exact time they simply need to fill a role, I’ll be in good shape to get it?” Sorry to be the bearer of bad news, but the truth is that’s not the case.

If an employer’s pumped to make you an offer, he’ll ask himself how soon he’d like you to start to figure out his internal timeline. Who needs to be alerted? What does the HR team need for your onboarding? When does he think you’ll be able to give your current company notice?

On the flipside, this question often spurs a long conversation about how good of a fit you are. If you’re not the one, it’s more likely resources will be re-allocated to make up a gap until the employer finds the right person—than he’ll just hire you (and trust me, that’s for the best).

But more importantly, this forces companies to think deeply about whether they’re excited to hire you, or if they’d only be settling by extending you an offer.

Some of these talking points aren’t exactly fun. I get that—especially because if it were up to me, every conversation that a hiring manager about me would be incredibly positive.

But knowing what happens behind closed doors is still a good way to ease your nerves. Employers don’t just make fun of your answers after you leave an interview, or that old blazer you were unsure about (but decided to go with at the last minute). They’re digging into some crucial questions to determine whether or not you’re a fit for the job—and also if the job is something that would make you happy.

Photo of co-workers talking courtesy of Caiaimage/Paul Bradbury/Getty Images.

About The Author

Richard Moy is a Content Marketing Writer at Stack Overflow. He has spent the majority of his career in talent management, including a stint as a full-cycle recruiter and hiring manager. In addition to the career advice he contributes to The Muse, he also writes test prep and higher education marketing content for The Economist. Say hi on Twitter @rich_moy.

"Thinking of leaving the field? Try this instead" By Chere B. Estrin

Mariana Fradman — Mon, 04 May 2015 10:37:02 GMT

Recently, I was a speaker at the Los Angeles Paralegal Association's 19th Annual Spring Conference. The theme was the Paralegal Career - What's happening today; alternative careers and the ever-talked about licensing, registration and regulation. What can I say? It was informative, lively and eye-opening.

I was invited to be on the alternative careers panel. Oh, boy. Having taken one of the most unorthodox career paths in paralegal history, this is a topic I knew. There were going to be 3 people on the panel. A litigation paralegal doing something else interesting, a legal administrator who was never a paralegal and me. That meant 20 minutes each for the hour.

OK! I can do this! I did my research. I got in touch with my network. I interviewed a number of former paralegals all over the world and now had different titles and responsibilities. I poured a lot of hours into condensing a wide topic into 20 minutes. I got those new fangled PowerPoints so I looked on top of things. I went out and bought a brand new outfit at Neiman Marcus. (Spring-like, Tahari, make-you-look-thinner-type of thing.) Ok, it was Neiman Marcus, the outlet and I got it on sale. I even found out salaries (hard to get info). I load up my flash drive and I'm ready to go.

I arrived to find there were 5 people on the panel - 2 extra who were invited by mistake which meant if it ran precisely on time, not one second over and no questions, there would be exactly 12 minutes each. Oh, dear. I had a lot to say. Which 8 minutes would I cut? Obviously, some of the folks on the panel weren't too happy to see me either. When we sat down, someone next to me told me that I wasn't supposed to have PowerPoints. This was after all, she said, a panel discussion. She was practically hissing. I didn't know who she was but she certainly seemed annoyed with me. Great. I squirmed in my chair. If I squirmed any harder, my new Neiman Marcus Tahari all linen beige pants might split right down the middle. Then, of course, I wouldn't be able to get up. It's always something. All I could say was, "Oh."

I frantically searched my memory. It was totally blank. Totally. I had no notes and wasn't sure if I could do the presentation minus 8 random minutes without the prompting of the PowerPoints. I mean, I'm an experienced national seminar speaker and all but hey, I'm up there in front of 200 people being told the show has suddenly changed in the last minute and a half and some one who thinks I've taken her spot is chastising me under her breath. I think I'm in trouble. My palms started to sweat. Not a pretty picture.

Just then, as I am sitting there wiping mud off my face, Bobby Rimus, the most wonderful association president in the world, comes over to me and tells me I'm scheduled to go last and we would put on my PowerPoints and we'll go over the hour. Don't worry about a thing. Somehow, I am no longer warm, wonderful and charming. At least for just a second. I set a Cheshire grin on my face and turn to my colleague. I don't say a word. I just grin. But truthfully, I was really glad I had given myself an extra dose of Secret that morning.

The other four panelists turned out having interesting things to say. The Legal Administrator, Luci Hamilton, had originally immigrated from Brazil to the US without knowing one word of English, spoke six languages and ended up leading one of the most prestigious boutique employment firms in Los Angeles. She stressed how paralegals were generally lacking financial skills. If they had that knowledge, combined with management skills, ability to size up situations, work with difficult personalities, and team skills, they were solid candidates for good career paths in HR and administration.

Kai Ellis, a senior litigation paralegal talked about her foray into paralegal teaching. Here was an opportunity to exercise the benefits of your experience, gain the satisfaction of knowing you have assisted someone in their career and just feel great. Teaching also has upward career movement - besides writing opportunities, you can become head of a paralegal program or more.

There were two paralegals from a well-known major corporation, Disney. They talked about working for The Mouse. In-house legal departments have always caught the interest of paralegals from law firms. The myth is that the job is easier than one in a law firm. The reality is the job is not necessarily easier but the level of stress and politics is different. There are few, if any, billable hours, so the pressure on attorneys to make partner based upon how many clients they bring to the firm is non-existent resulting in less pressure on non-attorneys.

One of the in-house paralegals, Tamara Loveland, was in a hot, hot arena: technology. She rose from paralegal to head of the Litigation Support Department. This is a well-paying arena ripe for paralegals for a couple of reasons: professional technologists who also have a legal background are frankly, very hard to find. While paralegals have user friendly backgrounds, heavier technology skills are not that easy to find. Throw in management skills and the position becomes one that pays very well. I mean, very well.

The other paralegal, Yvonne Kubicek, spoke about the paralegal manager position. This is an interesting position as the job has changed over the years. Paralegal managers now have additional responsibilities than in earlier years. They may be in charge of other departments, They may have financial control over sophisticated budgets. They have more personnel responsibilities and certainly have more control over the workflow process and project management. It was interesting to hear her take on what it took to get into paralegal management. It is no longer the paralegal who does the best work who wins. It is now the paralegal who can demonstrate the best HR skills and understanding of the big picture - not an opportunity every paralegal is offered. This is one position a paralegal will probably have to seek training on their own.

It was timely that I was on the alternative career panel as I am adding an additional career avenue to my own career path: that of a job search strategist. With over 20 years in paralegal management, staffing, executive management, CEO and author of 10 books on legal careers, I realized this was something that I knew a lot about.

So, I have launched a new website, LegalJobSearchRx.com. I am consulting with just a few select clients on job hunting strategies. Using the latest techniques to match the new norm job market, I have been coaching clients on the new way to write resumes, cover letters, answer tough interview questions, beat age discrimination, negotiate for the highest salaries, write a compelling LinkedIn profile, create a network that works and get your dream job.

So far, I have a 95% success rate. One person hadn't had a job in a year. Within one month, she had a job in a Fortune 1000 corporation. Another hadn't had an interview in months. With the new cover letter, she had 4 interviews lined up for the following week. I can't tell you how excited I am. Alternative careers can give you a boost even when you don't think you need one.

Oh, as for the paralegal on the panel who had the hissyfit, she didn't exactly apologize (which upon reflection, she probably didn't owe me). However, she did ask for a copy of the PowerPoints. I mean, what more can you ask for? My new BFF.

I have a free eBook I've prepared on alternative careers for paralegals. I'd be happy to send it to you. For a free copy, drop me an email at chere.estrin@paralegalknowledge.com. You just never know. A little spice here, a little spice there. It's good for the soul, believe me.

Chere Estrin is CEO of the Paralegal Knowledge Institute, a national online continuing legal education organization and President and Co-Founding member of the Organization of Legal Professionals (OLP), providing legal technology training for lawyers, litsupport professionals and paralegals. She has written 10 books in the legal field and has been interviewed by the Los Angeles Times, Chicago Tribune and other publications. She has written the blog, The Estrin Report since 2005. Chere is a Los Angeles Paralegal Association Lifetime Achievement Award Recipient. She can be reached at chere.estrin@paralegalknowledge.com

This article was reprinted with the permission from Chere Estrin. http://www.estrinlegaled.typepad.com

“A Serious Reality Check on Paralegal Starting Pay”

Mariana Fradman — Thu, 23 Oct 2014 19:17:12 GMT

This article was reprinted with permission from The Paralegal Society™
a forum created to educate, motivate and inspire paralegals.
Be sure to check it out at: www.theparalegalsociety.wordpress.com!

By: Jamie Collins

Alright, I really can’t help myself here. There are certain times when I feel so compelled to write on a particular topic that I simply cannot go one more day without sharing a little industry wisdom and a few pearls of personal opinion with our readers. The day has come, my friends. Today’s [Read More]

5 Steps to FIght Age Discrimination

Mariana Fradman — Sun, 22 Jun 2014 03:09:22 GMT

By Chere Estrin, Co-Founding Member & Managing Administrator at Organization of Legal Professionals (OLP)

Mentorship — The Golden Nuggets of Knowledge

Mariana Fradman — Tue, 23 Apr 2013 09:49:13 GMT

By: Barbara A. Bessey, CP

Greetings, TPS Nation! It’s great to see you on this absolutely fabulous Monday morning. Here’s the deal – it’s either going to be a fabulous Monday or we’re going to go down in a big blaze of legal glory trying to make it happen! Today, Barbara is stopping by to share a guest post on the topic of mentorship. What do mentorship and mining have in common? You’ll have to keep reading to find out.

I connected with Jamie Collins through the NALA group as an active member of NALA. Jamie had shared some of her articles that she posted on TPS with the NALA group. The first article I read of Jamie’s was a very interesting article about paralegals being planners and the run-away train that we end up on each day trying to derail us. I then read Jamie’s article regarding TPS, how her vision began, and what mentoring meant to her. It stayed with me; I woke the next morning thinking about what I wanted to post as a comment.

I sat down to my computer, logged into LinkedIn, went to my Groups’ listing, clicked TPS, and low and behold there was Jamie’s current article about a writing contest. Great! I thought, “I’m going to develop my comment into an article for the contest.” Life is sometimes a run-away train and my best laid intention to do something that is career related just sat on the hard drive of my computer partially started as a random thought process. I know the contest is long over and we had some amazing winning articles [insert applause!]. But, I felt compelled to finish my thought process and submit a guest blogger piece to help my dear friend Jamie find some precious extra time to spend with her family.

I believe many of us have come across the occasional paralegal at work or in our local association that feels that her best asset is to hang onto the “golden nuggets” of knowledge – a miser. I’m not sure if these paralegals have a fear of losing their job or losing certain projects if they share their experience and talents with “newbie” paralegals. I call them “golden nuggets” of knowledge because they are the things that a paralegal won’t find in a textbook sitting in a class. They also may not be helpful words spoken by an attorney because most attorneys don’t really know the exact intricate steps paralegals take to get their work done. It is up to paralegals to share their knowledge and experiences with others.

Even though I have 20 plus years of legal experience, starting as a receptionist at a small law firm of brothers, I still feel like I am a newbie in certain situations as most TPSers likely can relate to. Every time I have changed jobs, I’m the newbie learning the office culture and the office’s intricate internal procedures. Sometimes, I am also a newbie learning a new area of law.

I was also a newbie when I joined the executive board of a paralegal association by volunteering from the floor for a vacant position. It was a total unexpected “knee jerk” response from me, the classic shy introvert, to raise my hand and volunteer. I really felt like a newbie in unchartered waters when I became elected chair of that executive board several years later (upon encouragement from a now past president of NALA while having lunch with her the last day of an annual conference). I led by example of women I felt had leadership qualities in “aces of spades”. True mentors. I attended national conferences as a newbie. Talk about needing that “20 seconds of insane courage” that Jamie has talked about to learn the “practice of networking” [insert positive nod of head].

Even if a paralegal has years of experience in one way or another she/he continues to be a newbie. We all need mentors of one kind or another throughout our careers as paralegals. We all become better paralegals by sharing the “golden nuggets” of knowledge.

Mentoring is like mining. The golden nuggets are there to be extracted from the legal community whether it be from individuals in the workplace, an association, or an online group, which has formed as a “mineralized package”. The miners (newbies or veterans) might find some of the golden nuggets just under the surface; however, more often than not it might take a little bit of work to harvest the most valuable pieces. Don’t give up. Sometimes the miners might have to “sift through a whole lot of sand” to extrapolate the real gems. Keep digging. The internet has an abundance of blogs and articles undefined take as little or as much information as needed that works for you.

Mentorship should be a valuable and integral part of the workplace. It has to be. And if mentors are not prevalent in a paralegal’s workplace then she/he needs to find mentors in other places. Keep searching. Knowledge is meant to be shared and paid forward, not buried or secreted in the “ore body”. Mentors come in all shapes and sizes, like the landscapes of Mother Earth. Mentors may be like river beds, beach sand, or unconsolidated materials (placer deposits) or be like veins, layers, or mineral grains of solid rock (lode deposits). Either type, golden nuggets are extractable by different techniques. Keep trying. Not all of the “golden nuggets” come from deep within an “ore body”; some of the best “pearls of wisdom” are tucked deep inside a protected shell in the soft body waiting for the right person to open that shell to release it. It might be your next “aha moment”.

_____

Join.
Attend.
Don’t give up.
Keep digging.
Keep searching.

…until you find those precious golden nuggets of mentorship.

Just like Barbara said, “It might be your next ‘aha moment.’”

Remember, good day or blaze of glory undefined either way, we’ve got it covered! Make it fabulous. We’ll see you soon.

LinkedIn Endorsements: What You Need to Know

Mariana Fradman — Mon, 15 Apr 2013 00:51:52 GMT

LinkedIn Endorsements: What You Need to Know
By Vicki Voisin, ACP

If you have a LinkedIn account, you’ve probably received email messages with the news that someone, often a complete stranger, has endorsed your skills.

Sometimes the endorsements are in areas where you actually have minimum skills.

Since so many people are using this new tool, the question becomes, “Do endorsements offer value?” Hopefully the following 10 points will help you understand endorsements and then use them so they are helpful to both you and your connections:

1) First a word about LinkedIn recommendations. LinkedIn members have always been able to recommend their connections. These are written references supporting you and your work and are almost always written by or for someone you know and/or have worked with. Receiving a recommendation is special in that it takes time and effort for a person to write it and it represents the person’s opinion (usually positive) about you.

2) What is an endorsement? Endorsements represent skills and expertise that someone knows or thinks you have. They are a “one-click” way to give praise to a connection and are based on the skills you entered in your profile. LinkedIn allows anyone to endorse anyone for their skills.

3) How do endorsements happen? When LinkedIn connections view your profile, they are asked if they want to endorse you for any of the skills you've listed. If they choose to do this, they will be asked if they want to endorse skills from other contacts. Under your “Skills and Expertise” section, LinkedIn lists all your skills along with how many have endorsed you for each one and who did the endorsing.

4) Should you reciprocate? There is no official LinkedIn endorsement etiquette but this is a social network, so you may want to get into the spirit of reciprocity. If you know the person who endorsed you, take a look at their profile and endorse the skills you know they have. You will be giving a little bit back to that person. You certainly don't have to endorse the same number of skills, but you may endorse all the skills you know are accurate.

5) Why do you want endorsements? Since your connections are verifying your skills, people who review your profile will know you didn't just list skills to get noticed. The result is that your profile has more credibility. While it’s difficult to know if specific endorsements will influence potential employers or networking partners, it is safe to say that (a) endorsements can't hurt your profile and (b) the lack of endorsements may make people questioning both your skills and your social media savvy.

6) How to get the right endorsements. It's important that the endorsements you receive accurately match your skills and experience. You can almost guarantee by including a wide variety of critical skills and knowledge in your profile there are ample options for endorsements. Include as many skills areas as possible within your target career or job, particularly if you are transitioning to a new area of the law or another career field.

7) Do endorsements have value? The value of endorsements on LinkedIn has been questioned because this takes so little effort and often isn’t accurate. Since there seems to be a race to collect as many endorsements as possible, their overall value and professionalism may be diminished. Some bloggers have predicted that LinkedIn will drop endorsements by the end of 2013 with, perhaps, everyone realizing they are worth as much as the effort it took to award them: zero.

8) Turning off endorsement messages. If you don't want email notifications regarding the endorsements you receive, you can turn off the email messages by following these steps:

Click on Settings (under your name on the top right side of the page
Click on Email Preferences
Click on Set the frequency of emails
Scroll down to Endorsements
Select No Email (you can also opt for a Daily Digest)

9. Turning off endorsements. You can't stop someone from endorsing you. However, you can stop them from showing on your profile by following these steps:

Click on Profile
Click on Edit Profile
Scroll down to Skills & Expertise
Click on the pencil icon

10. What if you don't want to be endorsed for some skills? People may endorse you for skills you really don’t have and you don’t want to mislead anyone into thinking you do. For example, I’ve been endorsed for Public Speaking and that's valid. I’ve also been endorsed for PACER and product liability. While I know a bit about both, I don’t want to mislead anyone into thinking I’m an expert in those areas.

Your Challenge: Be sure your LinkedIn profile accurately reflects your skills. Then decide if you want to play the endorsement game. This should be based on the value you believe they add to your profile. Take a look at the profiles of connections you know and endorse the skills you recognize they have. Do not endorse just to be endorsing. Endorsements certainly can’t hurt so long as they are accurate. They may even be helpful in expanding your network and employment possibilities.

~~~~~~~~~~~~~~~

© 2013 Vicki Voisin, Inc. Do you want to use this article in your newsletter, ezine or Web site? You may do so so long as you include the following attribution language:

Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She is the co-author of The Professional Paralegal: A Guide to Finding a Job and Career Success. Vicki publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More information is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

12 Tips to Help You -- and Your Career -- Thrive in 2013

Mariana Fradman — Mon, 14 Jan 2013 04:39:25 GMT

12 Tips to Help You -- and Your Career -- Thrive in 2013
By Vicki Voisin, ACP

As you kick off the New Year, instead of "resolutions" look for "real solutions" that will help you grow and flourish in the 12 months ahead.

Here are 12 tips to help you make 2013 one of your best years ever:

1. Look for the opportunities and be prepared to take advantage of them.

2. When you make plans, back them up with action. A plan without action is just a wish.

3. Doing what's right may not be the easiest way, but it is the best way.

4. When you encounter negativity, respond with education instead of anger.

5. Nourish your mind every day with new information that educates, motivates and inspires you.

6. Deliver on your promises and exceed expectations.

7. Always ask, “What can I learn from this situation?”

8. Do not be a follower. Instead, find the courage to be your unique self.

9. In addition to work that pays, do work that matters.

10. When you start a project, always be working on the end result you want.

11. Avoid fixating on disturbing news and disasters that you can do nothing about.

12. Rather than complain, create a solution.

What would you add to this list? Follow this link to leave a comment at my blog.

~~~~~~~~~~

© 2012 Vicki Voisin, Inc. Do you want to use this article in your newsletter, ezine or Web site? You can, so long as you include this entire blurb with it:

Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She is the co-author of The Professional Paralegal: A Guide to Finding a Job and Career Success. Vicki publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More information is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

Decision Making 101: How to Make the Right Decision with Confidence

Mariana Fradman — Sun, 07 Oct 2012 05:26:07 GMT

Decision Making 101: How to Make the Right Decision with Confidence
By Vicki Voisin, ACP

How do you make a decision? Are you impulsive? Do you agonize and wring your hands? Do you make every decision complicated? Are you afraid of making any decision at all?

Does making decisions stress you out? Do you procrastinate so you don’t have to make any decision at all?

Recognizing what drives your decision making process can help you make better decisions, as well as control irrationality and impulsiveness.

Here are some strategies that will help you make those better decisions:

1. Understand Your Emotions. The first step toward making better decisions is to understand how your feelings and attitudes motivate your behavior. Those feelings are usually deep-rooted in your childhood and revolve around how you were raised. They might include attitudes toward money or work or possessions.

Identify these attitudes and work at changing them. You do not want to be the person who buys things you have no use for, or who changes jobs on a whim or forms relationships for the wrong reasons.

2. Think first. If you are an impulsive decision maker, you probably get caught up in the frenzy and can’t stop yourself. Instead of participating in the frenzy, step back, take a deep breath, and spend a few minutes re-evaluating your choices. Even better, sleep on it and make your decision the next day when you’re thinking rationally.

3. Is the decision worth the worry? Be honest...is this a momentous decision, one that will change your life, or one that really won’t matter much in the end? Will it really matter if you choose the pink sweater or the blue one? Insignificant decisions are simply not worth stressing over. Just make your decision and move on.

4. Consider the consequences. Think your options through to the end and consider the consequences you may suffer if you take the path you’re considering. This will help you eliminate the choices that would have poor consequences and help you keep your choices in perspective.

5. Do What’s Right. Always choose to make a decision based on what is right and what corresponds with your personal values. Consider what you can and cannot live with. Never base your decision on what is easy. Doing what is right may be a bumpy path for a while but you will sleep better and be happier with yourself in the long run. Consider this quote:

My basic principle is that you don’t make decisions because they are easy; you don’t make them because they are cheap; you don’t make them because they’re popular; you make them because they’re right. ~ Theodore Hesburgh

6. Listen to your Intuition and Follow Your Instincts. Decisions can’t always be based on statistics and analysis. There are times when your “gut feeling” provides the right choices. If your options have your stomach tied in knots, know that your intuition sending a strong message. As Oprah Winfrey says, “Follow your instincts. That's where true wisdom manifests itself."

7. Is there pressure? If you are being pressured to make a decision immediately, consider what is driving the pressure. Perhaps you’re dealing with a salesperson who needs to make quota or by someone driven by competition, greed or power. If the reason for the pressure does not make sense, step away from the pressure and give your decision more thought.

8. Decide not to decide. Not making a decision is a decision in itself...and often the right decision. If you are trying to make a choice between Option One and Option Two, the right decision may be Option Three: neither One nor Two.

9. Heads or Tails? When you are faced with options that are really not very different and either would be a good choice, you can always flip a coin. The point is not to agonize over a simple decision. This is a waste of time and keeps you from taking care of really important life decisions.

10. Don’t look back. Once you have made a decision, don't look back and don't worry about "what might have been". Your goal should be to do your best to make the decision work so you get the results you want.

Your Challenge: Think about why you stress out when it comes to decision making. Work on your attitudes and emotions that play into your decision making process. Always listen to your instincts and, once a decision is made, march forward toward your goal.

~~~~~~~~~~

© 2012 Vicki Voisin, Inc.
Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She is the co-author of The Professional Paralegal: A Guide to Finding a Job and Career Success. Vicki publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

Is it realistic to think that a degree entitles you to a job?

Mariana Fradman — Sun, 08 Jul 2012 19:38:14 GMT

Is it realistic to think that a degree entitles you to a job? By Pamela J. Starr, CBA, J.S.M.

June 8, 2012

I’ve been following a particularly interesting thread on LinkedIn:

“A few associates of mine think that they can walk into a law firm to work with just having a paralegal degree and no experience, I told them that’s not going to happen w/o exp. What are your thoughts?”

This is a phenomenal thread; filled with good advice and shared wisdom. I was particularly impressed by the comment that ‘earning a paralegal certificate is akin to receiving a learner’s permit’. It is true, no amount of education will prepare you for the real world.

Think about it – realistically – high school does not truly prepare you for the experience that is college; college and other degree programs do not prepare you for a job. An education provides you with the tools you need; if you’re lucky, it also provides you with the knowledge to use those tools. Nothing, however, takes the place of education, determination, experience, and thinking outside the box to get the job.

We are in a difficult economy – the jobs are out there, but they are more difficult to find. Paralegals sometimes need to be chameleons to succeed. To that end, you should not have a boilerplate resume or cover letter – you need to put the energy and effort into customizing both for each position. I am not suggesting that you lie – heaven forbid – but you need to tailor the content for your audience.

Use your cover letter to distinguish yourself from the competition; highlight personal, professional, and/or educational accomplishments that show that you can be an asset to a prospective employer – and remember to keep it concise and on point. Never send out blind or generic cover letters or e-mails – those are the first to get tossed; check and recheck your spelling and grammar; and know your audience.

I graduated from an ABA approved program in 1983; I had my BA and paralegal certificate, but it was 1983 in Texas and the economy was in trouble. My first job out of paralegal school was at the information desk at the unemployment office. My first paralegal job was with my father’s attorney. Armed with my degree, certificate, and several summers as a ‘law clerk’/runner (okay, mostly, I did a lot of filing), I went to the interview and agreed to work ‘as needed’ to get the necessary experience and a pay check.

My early career reads like a checkerboard. I took temporary and contract positions for several years; a few days here; a few months there. Ultimately I landed a job in the legal department of a savings and loan where I learned all about mortgage and bankruptcy; later I got a gig at a ‘real’ law firm. And then the economy took another hit … I ended up at the Resolution Trust Company closing down and investigating several failed Texas S&Ls.

I had to keep reinventing myself; to remain flexible and open to new opportunities – even 2 jobs where my office was a storage closet and my desk, a pile of boxes. I have earned my stripes, and yes, I had to swallow my pride a few times (and I have served my time in the unemployment line).

In 2008, I lost a law firm position that I had held for 8 years. I had to completely reinvent myself. Rather than rely on finding another law firm position, I started my own virtual paralegal services company. I provide services only to lawyers – UPL scares the bejeebers out of me. Going solo is not for everyone and can be difficult if you have not worked as a paralegal before; but there are options.

It is an established fact that it can be impossible to get past the office gatekeeper – find another way. Attend local bar association / section meetings; consider working part time for several lawyers (bear in mind the potential for conflicts of interest and confidentiality issues); make yourself useful – figure out their ‘pain points’ and offer solutions; suggest that you intern for a short period of time so you can get your foot in the door; apply to the courts and various agencies and NEVER stop networking!

So, what are your thoughts?

To read more or sign up for updates, go to http://pamelatheparalegal.com/is-it-realistic/

STARRParalegals, LLC is not a law firm, nor are we attorneys.
We do not provide advice to any individual as to their legal rights, remedies, or obligations under the laws of the United States of America.
STARRParalegals, LLC's services are provided ONLY to licensed attorneys. All documents, pleadings, etc., are prepared under the exclusive direction of those attorneys. Visit http://www.starrparalegals.com/ for more information.

Change... Do It or You're Done! by Vicki Voisin, ACP

Mariana Fradman — Fri, 29 Jun 2012 22:37:24 GMT

Change is in the air! Whether it's the advent of Summer or the current political campaign, it seems like everyone is talking about change.

Change is always good, any time of the year. In fact, I believe that once you stop changing you're just done...there will be no more personal growth in your life.

I'm not necessarily talking about drastic changes like a quitting your job, leaving your spouse, or moving to Peru. I am talking about making small changes that will keep you fresh and content with your current job and your career.

Do you feel like you've painted yourself into a corner? Do you feel like you're stuck in a rut? Well, nothing happens to the rut you're stuck in unless you make the changes necessary to get out. If you continue to do the same thing in the same way, you'll get the same results. It's time to make a few small changes that will get you out of that rut. Here are some tips:

Clear the decks! Or, rather, clear your desk! Piles of papers and gobs of Post-It notes keep you from doing your best work. With all the clutter on your desk, you waste time looking for files and memos. Throw away what you can and then file the rest. Working in a clear, organized space will make you feel better instantly.

Set goals! Decide what you want to do and where you want to go. Then figure out the steps you need to take to get there. You would never eat a 12" sub sandwich in one gulp, but bite by bite that sandwich will disappear. Setting short term goals to reach your long term goal is the only way to make sure you keep yourself on track. Put those goals on your calendar so that you will make time to do them.

I have another example. Say you want to see 'Wicked' this coming October 2nd. But you say to yourself, "I don't know if I can do that. What if something else comes up?" So you do nothing. Guess what...October 2nd will come and go and you will not have seen 'Wicked.' If you had put that event on your calendar, purchased your tickets and made travel plans, you would be in for a terrific experience on August 2nd. If not, you'll be at home watching 'I Love Lucy' re-runs.

Challenge yourself! Think of something challenging that you want to do before you wake up on the wrong side of the grass. This should be something that is out of your normal routine...something that is a stretch for you. Would that be sky diving? A trip to Morocco? Learning Italian? Once you've chosen your challenge, plan the steps you must take to make it happen. You simply cannot learn Italian overnight.

Also, forget the excuses. Never say, "I can't do that. It will take too long and I'll be (you insert the number that's holding you back) years old before I'm finished!" I have news for you, you will (hopefully!) be 30...40...50...60...or whatever number you're thinking. You might as well reach the age and have completed your challenge as get there and have regrets because you didn't. Nothing is impossible if you put your mind to it and plan the steps you must take to climb your mountain.

Ask for what you want! I'll let you in on a little secret...I didn't have a reserved seat for the Richlin v Chertoff oral arguments. It would have been very easy to just wring my hands and decide to stay home because I wasn't even sure I would get in the building. Instead, I stood in line for two hours on a chilly March morning and slowly inched toward the door. The oral arguments were to begin at 10:0 0 a.m.

As that time approached, I could see I wasn't going to get in. Instead, I was given the opportunity to move to the line of people who could watch for just five minutes. That was better than nothing (even though I was calculating that for five minutes in the court room, the trip would cost me about $300 per minute!) so I moved and was with the first group inside. When I sat down, I was totally awed by the Court and the voices of the Justices, but I couldn't see them very well.

Then I noticed one empty seat just across from me. The Marshalls were patrolling the room and looked like they'd throw me out if I even crossed my eyes. But when one walked by me I asked (very quietly!) if I could move to the empty seat. His response? "If you move to that seat, you have to stay for the whole hour!" Yes! I asked for what I wanted and I got it. Never hesitate to ask for what you want. What do you have to lose? You'll be surprised how often it works.

Look for the good in people! It's very easy to see other's faults, but it's healthier to see the good things. Every person has a story. Every person has something interesting to offer. Acknowledge at least one positive quality in everyone you meet during a day. The negatives will slip away and you will find more joy in your day.

Exercise! Golly, how many times have you heard that? But it's true! You need to exercise not only to keep your body strong, but also to keep your mind healthy. You will do your best thinking and problem solving while you take a brisk walk. Try to make exercise a priority.

Have you noticed a recurring theme here? Each of these changes requires that you work on yourself and your way of thinking. It is so important that you maintain your sense of humor, that you have fun, and that you always be learning something new. Taking a risk once in a while is mandatory. Work on those goals, make some long-term plans, smile at your neighbor, and I'll bet you will find you're no longer stuck in your rut. That said, I have one more point to make.

Evaluate your situation! In the beginning, I said I was not advocating any drastic changes. But think about this: You probably have an idea where you want your career to go. Think where you were five years ago and then where you want to be in five years. Are things going as you had hoped? Are you on a path that will get you to where you want to be in five years? Are you earning what you deserve? Hopefully your answers will be 'Yes.' If not, you may need to make more than a few small changes.

Your Assignment: Take ten minutes to assess that rut you think you may be stuck in and make a list of five things you would like to do by the end of the year. Then determine what steps you have to take to reach those goals, to make those things a reality. Next, schedule the steps on your calendar. By the end of the year, you'll not only be out of your rut, but you'll be marching down the road singing a happy tune.

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You Searched For What? A Little Paralegal Humor…

Mariana Fradman — Mon, 25 Jun 2012 16:23:53 GMT

By: Jamie Collins

Happy High Heel Friday, TPS readers! Raise the flag and rally the legal troops -you’ve made it through yet another thrilling work week! [insert paralegal high fives all round]. Today, we’re sharing some of the most interesting search terms that have made their way onto our blog. Since we couldn’t convince all of the esquires of the world to give you Friday off…we figured we’d do the next best thing, and give you a brief break from your big day of accomplishment, accompanied by a small dose of paralegal humor. We’re certainly ready for a mental break, aren’t you?

Here goes…

(and yes, these are real search terms…we can’t make this stuff up)

Did paralegals use typewriters in the past?

Seriously? The answer is HECK YES! Thankfully, I have no personal experience with that genre of paralegaling. Just ask any senior paralegal with 25+ years of experience and they’ll tell you all the fun and interesting tales related to the days of carbon paper past. May those thin, black sheets of finger staining tissue paper rest in peace.

The true story of George the paralegal

OMG…this search has landed people on our blog at least 10 times over the past month or so. Who in the heck is this George fella? Really? If you figure it out, please let me know. I’m dying here. George? You out there? What’s your story? And why in the world are all these people searching for you???

What challenges does a paralegal face?

Hmmmm…let’s see – there’s waking every day with a to do list that never seems to gets ta-done due to every possible perceived crisis, issue or phone call that seems to comes your way, as though you are a knight engaged in a duel…only the knight is you…and the sword is your super amazing intelligence, skills and legal aptitude, slaying problems like Morimoto slicing tuna tartar on the Iron Chef; aimlessly wandering and stressed out esquires asking why you didn’t provide them with a letter you never knew they needed despite your best telepathic efforts; typically an 8 hour work day (hopefully) with 12 hours worth of work piled up to the point that your office is starting to resemble the Library of Congress.

All in a day’s work! Did I miss anything?

Paralegal on call

You betcha!!! Only on days that end in “y”. We’re confident and sit perched and ready…available like a 911 dispatch operator, just waiting on the next call. Did I mention that I answer my inner office calls: “Help Desk”?

We’re paralegals! You ring…we bring.

That’s us.

Are paralegals dumb?

I have no idea who keeps searching for this…but the answer is no!

Paralegal fuzzy robe

What? A paralegal fuzzy robe???? What? You got me here. I’m stumped. I have absolutely no idea what in the world it is that you’re in search of with this one, Mr. Google searcher. Anyone know anything about a paralegal fuzzy robe? Is this used in place of the green jacket when one is inducted into the Paralegal Hall of Fame or something? Am I missing something here? Paralegal fuzzy robe. No clue. I’m speechless…and apparently in search of a robe.

Jobs for paralegal with no experience

From what we’re hearing these days, searching for a paralegal job with no experience is somewhat comparable to combing the woods of North Alaska in search of Big Foot. On a positive note, there is only one Big Foot and you only need to hear one “yes” to begin your big adventure in paralegal land! Just one – that’s it. All you need is one. May you fondly pay mental homage to Big Foot during your next job interview!

Corporate paralegal to do when not busy

Huh? Not busy? We’re throwing the oxymoron card on this one! We know a lot of corporate paralegals all across the country and they’re about as busy as a one-legged man in a butt kicking contest! During any down time, we’d suggest taking a few deep breaths to prepare for the next wave of crazy!

Are we missing something here, corporate paralegals??? You’re busy right?

Poor paralegal

Clearly an individual who did not adequately learn, grow, rise to challenges, excel, and conquer the legal mountain; newbies, let me assure you – good paralegals are not poor! Good paralegal = good pay check. If that’s not the case, you’re doing something wrong!

Clothing + paralegal

Yes!

Sure hope you figured that one out before that big job interview.

In summary…Clothing + paralegal = yes!

Do you have to have typing skills to be a paralegal

Nope. The pleadings just magically type themselves. Really. Amazing isn’t it???? If you find any of that magic, pleading typing, fairy dust lying around…please send a bottle my way!

Okay, in all seriousness the answer is an astounding:

Yes^2,000,000. Yes, you must have typing skills to be a paralegal. (See…I just typed that…) I’m a paralegal.

To do list for paralegals

About as long as Santa’s…and you better believe we don’t list each and every little thing we actually have to do on that to do list…or we would all surely be overcome with either a full-blown, stage-4 panic attack or undoubtedly be sued by those caring folks interested in protecting the integrity of the rain forests we would single handedly level with our legal laundry lists. It would surely send us all clamoring onto our window ledges. Here’s the thing: the to-do list is L-O-N-G and never done. Once you resign yourself to this “fact” (and it is a fact), things go a lot more smoothly in the land of legal.

Keep it real, Santa!

What stands between you and what you want

Good question. Unfortunately, not one that we can answer for you! What is it? Lack of ambition, knowledge, career skills, opportunities, confidence, education, connections, intelligence, motivation and/or desire? You tell us! We have no idea what’s standing between you and what you want, but chances are, it’s something on that list.

Like Robert Frost said: “The best way out is always through.”

Everything you need to know about being a paralegal

We sure wish we could answer that one for you in one impressive line of text. Unfortunately, it’s a little more complicated than that. You have to read books, read blogs, listen to instructors, talk to lots of smart attorneys, talk to a lot of smart paralegals, attend seminars, webinars and workshops, embrace Google like a long lost sibling, and embark on a life long journey of growth and learning. It never ends in the paralegal world…at least not if you’re doing it right, it doesn’t.

“Window office” paralegal

Ahhh…the land of windows and sunshine…every paralegal’s dream. It does happen. However, if they opened, we might occasionally feel inclined to leap out of them…therefore…they typically don’t…open that is…and this prevents the window-officed paralegals from doing the paralegal swan dive in a moment of utter chaos. Good move, law firms! And good luck getting that window office, paralegals!

Mission statement for a paralegal

Let’s see …don’t miss a statute of limitations, don’t miss the deadline for request for admissions, answers, summary judgment motions or other important deadlines, make sure your attorney is always where he is supposed to be, when he’s supposed to be there, never lie about progress made on a file or task (never…it will kill your credibility…don’t do it!), conduct yourself as a consummate professional at all times, and steer clear of the cancer in your office (those dark clouds a/k/a keepers of the misery) as best as you can. Yep – the secret to remaining gainfully employed, and you heard it here, folks!

Okay, well, there is much more involved than that, but you get the idea. Pretty darn comprehensive considering we’re responding to a search term here…

How to become a senior paralegal

Well, you get your first paralegal job, and then you work some more…and some more…and some more…and finally…one day, you’ve worked so many “mores” that you become a full-fledged, senior paralegal. Pretty cool, right? Hey, you might even get one of those coveted offices with a window…that doesn’t open! We’ll chalk that up to “living the dream.”

Ignore passive aggressive person

OMG…best of luck on that one…and we mean that in all sincerity. Trust us – we all try to ignore a passive aggressive person each and every day of our paralegal lives…and it ain’t easy! We highly recommend ear plugs, blinders, an on-call masseuse, therapeutic music, and aromatherapy candles for your office…with the window that won’t open. Just stay in your area/office while the dark clouds (a/k/a keepers of the misery) loom. (That’s what the blinders and ear plugs are for, people…you’re gonna need ‘em!) Hey, maybe that’s actually the real reason why those windows don’t open after all…it’s not us they’re worried about going out the windows…it’s the negative, annoying and scantily clad among us! We’re with ya now!

Kudos on your incredible foresight, attorneys.

Wanted paralegal

Are we talking…you want a paralegal here? Or like Jesse James poster with a reward offered kind of wanted? I have no idea. If you’re an attorney or human resource professional, you may want to resort to more helpful hiring resources, such as job boards, classified ads and LinkedIn. Just sayin’. I’m guessing 20 paralegals didn’t come beating down your door over this one, Mr. HR representative.

Best of luck in finding your “wanted” paralegal!

Are You Sitting on the Bench? 7 Ways to Become a Real Player

Mariana Fradman — Mon, 18 Jun 2012 00:37:10 GMT

Are You Sitting on the Bench? 7 Ways to Become a Real Player
By: Vicki Voisin, ACP

Sitting on the bench is not a lot of fun. All the other team members are participating in the excitement of the game while the bench warmers are just watching -- and wishing they could be more of a player.

Paralegals may experience the "bench warmer" malady, too, when they would like to play a bigger role on the legal team and assume greater responsibility.

Wanting and wishing will not make it so. Instead, you have to take action to get off the bench and out on the field. Here are 6 ways to make that happen:

Perception is everything. Be sure you are perceived as a person who can take on more responsibilities. Is your office neat and organized? Even though you may know where everything is among the piles of papers and files, you may appear overwhelmed and unable to take on any more work. You may also appear disorganized and unable to keep track of a project. Give some thought as to how you can project a better image in the office.

Upgrade your skills. If your employer will send you to continuing legal education classes, always go. If that is not an option, learn on your own time and dime. Your local paralegal association may offer classes. There are excellent learning tools available on the Internet. Read everything you can. Pay attention to how others in the office are doing their work and ask them to teach you.

Become an expert. Has your office implemented a new software program? Learn it inside and out and then offer to train others how to use it. You may also want to draft training manuals and checklists to save everyone time. Whenever you become the “expert” in any area, you will be called upon to play a bigger part in the game.

Volunteer. Want to take a more active role in a case, perhaps one that is going to trial? Anticipate what has to be done and take a stab at completing the work.

For example, ask if you can prepare the witness and exhibit list or organize the trial notebook. Many attorneys prefer to do this themselves but there is no harm in asking if you can prepare a draft. When the final product is completed, compare it to your draft to learn how you can improve for the next “stab”. You may find that the attorney will gladly turn more responsibilities over to you IF he thinks you more things well.

Do good work and meet deadlines. When you are given work, be sure to ask when it must be finished. Then do your best work and finish as soon as possible, perhaps beating the deadline. A word of caution: Never hesitate to ask questions if you aren’t sure how to do the work and never promise you will meet a deadline if you know you are not able to.

Cooperate and pitch in to help. Cooperation is the act of working with others to complete a project. When you respond positively to requests for assistance, as well as take the initiative to solve problems and get the work done, you demonstrate a cooperative spirit and willingness to help everyone for the good of the team.

Team players do not come in any particular style or personality, nor are they always the “Yay, Team!” cheerleader types. While they may be soft-spoken, they are not passive. They care about what the team is doing and they contribute to its success without being asked or pressed into action.

Follow these 6 steps, to become an active and committed team player. You will find that warming the bench is a thing of the past.

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Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She is the co-author of The Professional Paralegal: A Guide to Finding a Job and Career Success. Vicki publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More inf ormation is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

“Top 10 Survival Secrets to Balancing a Family & Career”

Mariana Fradman — Tue, 05 Jun 2012 14:17:14 GMT

By: Jennifer MacDonnell & Gjineta Sulaj

When I was a child my worries were small. When will the sweet song of the local ice cream truck pass by my street? What stinky vegetable will I be forced to eat at dinner tonight? How many more agonizing days until summer vacation? Will Santa bring me all the Christmas gifts I wished for this year? Okay, I have to admit I secretly worry about these things, but now as an adult with a demanding paralegal career and a family, my childlike worries have escalated into unchartered territory.

I constantly worry about whether my paralegal career and family will survive the onslaught of daily obligations. Will I finish the mediation brief on time so I can take the kids to the park and get dinner on the table? If I work a few weekends and late nights preparing for the big trial will I be able to finally take a relaxing family summer vacation? Can I manage without sleep tomorrow, labeling and organizing trial exhibits, if I shop the Toys R Us midnight madness Christmas sale tonight to buy the kids presents for under the tree? Seriously, at some point, you have to ask yourself how our parents effortlessly crafted the balancing act of sustaining a career and a family without voluntarily moving into Crazy Town as a permanent resident.

Indeed, our parents somehow kept their sanity intact and we survived our childhood. Although, I am quickly learning, our parents would have never had balanced a career and a family without a much needed sense of humor and taking note of a few of the following survival secrets.

1. Leave the Diaper Rash Home: If you have ever read Winnie the Pooh books, you are familiar with the low drawl, whining tone of Eeyore, the gloomy and depressed old grey donkey. Don’t be that new or seasoned parent that spreads gloomy grumbles to everyone at the law office about your late night feedings, baby blowouts, and every little diaper rash in between. Whether you realize it or not, you will only be setting the stage to be alienated by your coworkers and ultimately your boss. Leave the diaper rash stories and the Eeyore attitude at home with the experts, your kids.

2. Just Say No to Saying No: The daycare supervisor will charge you $20.00 for each minute you are late picking up your kids and there are only thirty minutes left of your workday. Out of nowhere your boss approaches you and desperately asks, “Can you work until 6:30 p.m.?” Of course you can’t, so immediately you say “No.” Wait!! When does the word “no” actually enter the vocabulary of any paralegal? Aren’t we trained to rationalize every detail of a case in the client’s favor? Ultimately, you should have informed your boss about your daycare pickup duty prior to this predicament, but since you are forced to explain your situation, offer a compromise of coming in early or working late tomorrow. You are better off professionally if you attempt to negotiate with practical options, rather than just saying “no.”

3. Excuses are for Sissies: So really, how do superstars Brad Pitt and Angela Jolie balance their professional careers and manage to raise six children with such ease. Okay, okay, they do have a gazillion dollars to spend on nannies, personal assistants and private chefs. But you also never witness a glint of blame casted upon their children or themselves for the reasons why they can’t have more productive professional careers. In fact, they appear to strongly embrace their family unit, as if this is what fuels them to carry on. On the other hand, I have observed parents with larger-than-life sad puppy eyes openly place blame on their children for their shortcomings in the professional paralegal arena. Instead of using your children as a definitive excuse for the lack of a paralegal career, rather find the strength in your family to set a positive example by accepting your current career status or choosing to move forward with your paralegal endeavors.

4. Will Work for an Adult Escape: Every mom has seen the Nyquil commercial depicting a woman in bed with the worst cold in her life. At her bedside, the loving husband convincingly says, “After all, if you take Nyquil, you will sleep like you did before we had kids.” [Insert your over exaggerated eye roll here] Really? Nyquil will help you escape parenthood and give you a good night’s rest? Any parent understands there is no escaping or forgetting about your 24 hour a day family obligations. Although, diving into your paralegal “adult” work-life, for example, by drafting a trial brief can be a great escape, even if it is just for a little while. That one small moment of escape will rejuvenate the “adult” in you, and reclaim your inner works of a paralegal professional.

5. Bad Attitude Disease: Have you ever walked into work wearing your happy paralegal game face, only to be greeted with a severe case of bad attitude disease? The receptionist fails to return your cheery morning hello, the legal secretary is threatening a mass email alert if her stapler is not returned, and your supervising attorney is on the hunt for whoever stole his blue pen. This is all within the first five minutes of your day, and you are pretty confident that you will be the next victim of the bad attitude disease, only to eventually infect your family after work. Instead, don’t be an active participant of the problem. Sure, you can lend a sympathizing ear, but then put on your happy paralegal game face and move on. In the scheme of the day, these petty attitudes and complaints are not your own.

6. Stop the Blame Game: As hard as we try, parents often find themselves in unfortunate situations beyond their control. For instance, missing your child’s acting debut in the school play because you worked late to meet a court filing deadline. Yes, this would make any parent feel like jumping off the proverbial deep end, and believe me, you are not alone. Although, crying real tears or playing the “blame game” is simply no way to diminish the fact that you missed a memorable family moment. Obviously, planning ahead would have saved the day, but as many paralegals know, the best plans can be hijacked. Don’t be afraid to tell your boss that you cannot work late, but then make sure to offer a compromise. Otherwise, if you must work late and miss the school play, stand tall, meet your filing deadline, and stop the blame game, as you will have future opportunities to witness many memorable family moments.

7. A Paralegal’s Job is Never Finished: You firmly believe the next episode of A&E Network’s reality series, ‘Hoarders’ will feature your home unless you come up with a solution, and fast. Endless piles of laundry are strewn across the family room waiting to be folded, the kitchen sink is stacked with dirty dishes, the kid’s toys are scattered everywhere, bills are piled up waiting to be paid, and the bathroom needs a full overhaul. To top it all off, your paralegal briefcase is loaded with a 200 page trial transcript for your review. Don’t panic! Take a deep breath!! After all, you are a paralegal, right? Put on your paralegal game face, remain calm while prioritizing, and then divide and conquer the situation. I know you thought you left your paralegal tool bag at work, but by utilizing your savvy paralegal organizational devices, you will be able to resolve the most overwhelming family home conditions.

8. The Big Picture Strategy: It’s 6:30 a.m. and you have already started to break a sweat over your work/family to-do list for today. As you rush to get ready for work, prepare breakfast for the family, make lunches for the kids, and herd everyone towards the door, you say to yourself, “Why didn’t I grow up be a fortune teller and join the circus.” Since fortune tellers can see the future you could at least build a strategy on becoming less stressed out! Take your blinders off my paralegal friends, because we are conditioned to foresee potential problems and then distinguish those fires before they start. Through simply calendaring your family’s routine activities, you will clearly foresee the big picture, predict your daily stress triggers, and then alleviate them with a preplanned strategy.

9. Cartoons are for Kids: I remember when cartoon heroes like the Super Ninjas, Super Friends, and Scooby-Doo dominated Saturday morning television. I would watch these cartoon characters solve the world’s problems, assuming that it was perfectly normal that they never had any real life responsibility. As a busy parent, with a demanding paralegal career, it is all too easy to transform into the cartoon heroes of our youth, solving everyone’s problems, but your own, and without accepting any help. Temporarily put your pride in your back pocket and pass your hero costume to a family member, friend, neighbor, or even coworker. By accepting a little help, you will effectively manage your time to solve life’s responsibilities.

10. Work Anxiety Buster: Once again, you are stuck sitting in after work rush hour traffic with a full blown anxiety attack. Did Susie Secretary follow my direction and schedule the transcriber for the mediation tomorrow? I think I received a confirmation email. Did my supervising attorney receive the message that the mediation was pushed back one hour? I think he confirmed he received my message. The banter inside your head could go on for hours or worse, all night! Instead of torturing yourself, unwind your day at the office. Just take a few minutes to check your calendar or email, speak to the support staff or your supervising attorney, and you will surely minimize future anxiety attacks.

In a single fleeting moment, most parents humbly realize they are not superhuman. It can happen anytime between the daily race to get home from work, the rush to drop the kids off at soccer practice, the moment those dinner plates hit the table or as you sink down into the comfy cushions on your couch for the first moment of quiet time around 10:00 p.m. So before you jump the next train to Crazy Town, recognize your sense of humor and keep your practical decision making in the forefront. You can either allow the daily frustrations of a career and family life call the shots, or you can prevent them. In any event, remaining positive and proactive will help you survive the daily balancing act of a family and a career.

“Are You Sure You Have a Winning Resume? Part II”

Mariana Fradman — Tue, 05 Jun 2012 14:12:44 GMT

By Mariana Fradman, MBA
(Part II of our Resume Series)

This article was reprinted with permission from The Paralegal Society™ a forum created to educate, motivate and inspire paralegals. Be sure to check it out at: www.theparalegalsociety.wordpress.com!

In Part I of this series, we started to speak about the evil in our lives: “the resume” and how to write a winning one. I got a lot of responses and would like to answer some of the most common questions in this article.

One or two pages? I personally prefer a one-page resume. Your resume is your ticket for an interview. Your job is to grab reader’s attention as they all are busy people and the likelihood that your resume is the only one that came their way is close to null. Unless you are applying for a C-level job or a teaching position, most of information provided will be disregarded if the reader lost interest after 10 seconds. Can you read two pages in 10 seconds? Neither can the employer. The resume must be a marketing piece that compels your reader to pick up the phone and give you a call or to send you an e-mail. It should be concise, crisp and to the point.

Should I use Arial, Tahoma or Times New Roman. What about pictures and colors? We are in a professional world. Entering (and staying) in the field is not an easy job and you should know that documents need to be in a certain format using certain guidelines. Your resume is one of those documents. While you may be a very creative person, using hearts for bullet points, animation and fancy colorful frame or headlines won’t put you on top of the pile…unless it is a recycling bin. Don’t take a risk.

Remember: most of the time your resume won’t be printed out, but reviewed on-screen. Use the most conventional fonts used in the legal word. Times New Roman and Arial are a few of them. Your font size shouldn’t be less than 11 pt and your heading shouldn’t be more than 14 pt. I am not a fan of tables – ever. The document may look great when printed out, but on the screen it just won’t look crisp and concise. Period.

Why I can’t use one resume for all positions? They are all law related. The key word is “Focus.” Do you want to get that job? Focus on THAT job. Never use a “one-size fits all” resume. There are no “one-size fits all” jobs, so, your resume won’t work. I know great candidates who couldn’t land a single interview until they revised their resumes. I know mediocre candidates who were getting interviews just because they had a winning resume (not necessary a job, but the resume is your ticket for an interview, isn’t it?).

I won’t use an “Objective” statement on my resume. We all have one objective, don’t we – to get a job! However, a nice summary statement or qualifications summary at the beginning may help. The idea is to grab reader’s attention. Don’t forget that your summary should be tailored for each position you submit your resume for, but you statement should be clear…and short. I saw summaries that were running from two to ten sentences. Your summary shouldn’t be more than two lines long. If you can’t write it as short as two lines, omit it. Save it for your cover letter. It will look much better there.

Why can’t I put “all” my experience on the resume? “Everything?” You can order a bagel with “everything.” You can’t add everything to your resume. I know what you are thinking: I have 25 years of experience and if I don’t list everything, they would think that I don’t have enough experience. The answer is “yes” and “no.” It is all in presentation. Your most current job should take the biggest chunk of your resume. It is also recommended to keep your experience to your last ten years of employment. If your past two-three positions were similar, if not the same, be creative. Don’t just copy and paste. And leave out your part-time job while in college, if you graduated…ten years ago.

My husband said that my resume is boring! If he said it, he is right. Trust him! Don’t be the one who is boring. Don’t just list down your daily routine and (as I mentioned above) copy and paste it from one job to another. You must use action words and highlight your achievements. Don’t say “assisted in preparation of exhibits for a trial.” Say “prepared exhibits.” You drafted documents, managed people, ran events and created presentations. So, say so!

How can I organize my resume? I can’t stress enough how important it is for your resume to be organized. It is not only important for your resume, but it is an integral part of our profession. If you rushed and created a messy resume with your experience, education and skills strung together here and there, what will an employer think about your organizational skills?

There are a few sections of your resume that are a must: Education, Experience, Membership and Associations, and Skills. Depending on your situation, the first two can be switched; however, all of your education should be listed under Education and all your experience should be listed under Experience. Period.

I also recommend bullet points for your job description. Start off each bullet point with a strong action verb. Stand out on your resume. Show your actions and your organizational skills.

Miscellaneous. No, this part is not about some random additions to your resume. It is about those extra things that need to be taken out: your hobbies and past activities. I spoke about them in my first article, but I see this on nearly every resume. You may not believe it, but this is the last thing candidates typically agree to take off of their resumes. They are okay with the majority of my comments and suggestions…except for when it requires them to take off their extra-curricular activities. They seem to cling to the activities. Why? Let’s discuss this further.

So, you were an active member of a civic group in the 80’s. Not only will you give up your age by listing that, but the activity is irrelevant to the job you are looking for today. I understand that this was part of your life, but you never know the outcome. It can either assist you or hurt you undefined it’s a toss up. There is no middle ground. Don’t take any chances.

You were a “prima donna” at your high school musical. Congratulations! But we are not competing here for a role in the next musical. Paralegals don’t sing…at their desks or in a courtroom.

I understand that you need to fill up your resume and put as much as you can in order to convince an employer to give you a shot, but you never know what he or she has in mind. Stick to boring activities like volunteer-paralegal for a divorce clinic or immigration clinic. By the way, they are not so boring – and actually related to your profession.

Spelling and Grammar. Last, but not least undefined and one of the most important subjects on resume writing is proper spelling and grammar. What would you think about a candidate who can’t spell? It is very easy to miss a word here or there. Even if you re-read your resume a few times, it is easy to miss a typo or fail to spot a grammar mistake. Get someone else to look at your resume. I heard that if you read backwards, you would spot your mistakes (and yes, the human brain can accept backward information – try it and let me know if it works for you).

I encourage you to review your resume again. Take the time needed to make sure that you have a winning resume. If you would like me to take a look at your resume – don’t be shy! Email it to mentor@nyc-pa.org and I will do my best to assist you.

This article was posted at http://theparalegalsociety.wordpress.com/2011/11/14/%e2%80%9care-you-sure-you-have-a-winning-resume-part-ii%e2%80%9d/

DEFINING A PARALEGAL by NFPA Region IV Director Valerie Dolan, RP®, Pa.C.P. (IVdir@paralegals.org)

Mariana Fradman — Mon, 30 Apr 2012 03:15:09 GMT

The role of a Paralegal can be defined various ways, some of which are as follows:

Bureau of Labor Statistics defines paralegals or legal assistants as individuals that “assist lawyers by investigating facts, preparing legal documents, or researching legal precedent…conduct research to support a legal proceeding, to formulate a defense, or to initiate legal action.” (http://www.bls.gov/oes/current/oes232011.htm#nat)

American Bar Association: “A legal assistant or paralegal is a person, qualified by education, training or work experience who is employed or retained by a lawyer, law office, corporation, governmental agency or other entity and who performs specifically delegated substantive legal work for which a lawyer is responsible.” (http://www.americanbar.org/groups/paralegals.html)

National Federation of Paralegal Associations: A Paralegal is a person, qualified through education, training or work experience to perform substantive legal work that requires knowledge of legal concepts and is customarily, but not exclusively, performed by a lawyer. This person may be retained or employed by a lawyer, law office, governmental agency or other entity or may be authorized by administrative, statutory or court authority to perform this work. Substantive shall mean work requiring recognition, evaluation, organization, analysis, and communication of relevant facts and legal concepts.” (http://www.paralegals.org/displaycommon.cfm?an=1&subarticlenbr=788)

The above definitions beg the question of which definition is correct and which one fully defines a paralegal. Which definition fully states what we believe to be a paralegal? What definition should associations adopt across the United States? Which definition will the Courts accept? Each definition stated above stresses the importance of education, supervision by an attorney and substantive legal work (that is non-clerical in nature) that would otherwise be completed by an attorney. So, what can a paralegal really do? What are our limitations? Here is the short list:

A. Paralegals must communicate to the client that they are not an attorney;

B. Paralegals cannot be partners in a law firm;

C. Paralegals cannot share legal fees;

D. Paralegals are permitted to have business cards, their name on firm letterheads and sign correspondence as long as it has the appropriate designation;

E. Paralegals cannot give legal advice; and/or

F. Paralegals cannot sign pleadings, appear in court, set fees or receive bonuses that are tied to a particular case.

What is the difference between a paralegal and a legal document assistant? According to the Alliance of Legal Document Assistant Professionals, “A Legal Document Assistant (LDA) is a non-attorney, qualified by experience and education, who is authorized to provide self-help legal services to a consumer who is representing himself or herself in a legal matter. A Paralegal is authorized by law only to perform substantive legal work for a licensed attorney, law firm or in-house legal department. Paralegals are not permitted to provide services directly to members of the public.” (http://www.aldap.org/ethics.htm)

Some states have already adopted definitions for legal document preparers, but have not clearly defined paralegals. Who should make these types of decisions? The Courts, the States - should there be statutes and legislation or reliance upon case law? Who will ultimately respond to these questions?

What are the educational differences and requirements to sit for the various tests offered by the following organizations: National Association of Paralegals (NALA) (http://www.nala.org/) - the Certified Paralegal/Certified Legal Assistant Exam (CP/CLA) and the Advanced Paralegal Certification (APC); National Federation of Paralegal Associations (NFPA) (http://www.paralegals.org/) - the Paralegal CORE Competency Exam (PCCE™) and the Paralegal Advanced Competency Exam (PACE^®); American Alliance of Paralegals, Inc. (AAPI) - the American Alliance Certified Paralegal application (AACP); National Association of Legal Secretaries (NALS) (http://www.nals.org/) - the Professional Paralegal Exam (PP)? Which test is the right test? Will any of the tests be approved by the Courts to certify a paralegal? Who will monitor the UPL requirements of paralegals? States like Florida, Ohio and North Carolina are some of the few that have Certification programs through their state bar associations. States like Pennsylvania, New Jersey and Delaware have Certification programs through their state or local paralegal associations. Other states like Florida, Ohio, Kentucky and North Carolina are some of the few that have Certification programs through their state bar associations.

There are three (3) types of regulation: Registration, Certification and Licensure. Why is regulation important? As attorneys confront challenges in their daily practices to provide quality legal services to their clients, attorneys need to be assured that the paralegals they employ to assist in their practice are better educated and qualified to provide legal services. Members of the public indirectly rely on the work performed by paralegals and many times directly rely upon information given to them by paralegals. Paralegals should know and understand their ethical duties, their limitations under the Unauthorized Practice of Law statutes, and meet minimum standards of paralegal competency. Although most states with a regulatory scheme have a voluntary program, it does give the attorney a much-needed benchmark to assist with hiring practices and hopefully reduce ethical violations, unauthorized practice of law violations, and malpractice claims. Regulation will not prevent attorneys from hiring any non-lawyer as a legal assistant or paralegal but it will help attorneys to identify qualified candidates and allow the attorney to publicize the employment of a certified or registered paralegal

There seem to be more questions than answers; more gray areas than clear black and white ones. How can individuals hold themselves out as professional paralegals when no one knows or even understands what that role means and entails? What should the requirements be? Should someone right out of school hold the same position and salary recommendation as someone who has been in the legal field for over ten (10) years and is just now getting the recognition they deserve? What are the educational requirements, degrees or certificates which should determine becoming a paralegal?

Some of the benefits for employers to utilize paralegals are reduced costs to clients, lower legal fees, increased client contact, court approved paralegal fees, pro bono opportunities, liaison with Court personnel, proficiency in electronic filings, specialized services and competitiveness in legal community (http://www.americanbar.org/groups/paralegals.html). Some of the issues facing the paralegal profession include outsourcing, disbarred/suspended attorneys working as paralegals, cutbacks, work satisfaction and growth/promotion opportunities. However, according to the Bureau of Labor Statistics, “The number of jobs for paralegals is expected to grow much faster than the average for all occupations through 2018. Law firms will hire more paralegals to help lawyers prepare their cases. More people and businesses will need legal help. Many people like these jobs, so new workers are expected to face competition.”

A student and/or a working paralegal should be interested in these issues and many of the other issues facing the paralegal profession. A way to do that is to make professional development a part of your daily program or schedule. Remember VIPER:

A. Volunteer - for pro bono or community service projects or assignments

B. Involve - get involved in a committee or group with the local paralegal association

C. Participate - in a luncheon or special event in the legal community or local paralegal association

D. Educate - continue your legal education through seminars or conferences

E. Respect - continually have respect for your chosen career

Valerie A, Dolan, R.P.^®, Pa.C.P. is a litigation paralegal with the law firm of Hangley Aronchick Segal Pudlin & Schiller and currently serves as Region IV Director of the National Federation of Paralegal Associations, Inc. (NFPA^®). NFPA is a non-profit professional organization representing more than 10,000 paralegals and is headquartered in Edmonds, WA. NFPA’s core purpose is the advancement of the paralegal profession. Information about NFPA can be found at www.paralegals.org.

WHAT MAKES A GOOD LEADER?

Mariana Fradman — Sun, 15 Apr 2012 06:17:46 GMT

WHAT MAKES A GOOD LEADER?

Cindy Welch, NFPA Region II Director
(iidir@paralegals.org)

We can all name several people, locally or nationally, who we admire for their leadership qualities, and it always interests me how they acquired those skills. Unfortunately, there’s no exact recipe; 1 tablespoon of intelligence, ¼ teaspoon of wit, ½ cup of respect, because none of us come to the table a blank slate. We have both personal and professional life experiences in our history so we are left to figure out what we need more of and in what quantity! Oh, yes, that’ll be easy… What I can offer is some suggestions of the “ingredients” needed – the quantities will be up to you.

THE ABILITY TO LISTEN. When someone says something, it isn’t just the words they are sharing; it’s a feeling or a passion or even a lack of passion. If you’re unsure what the other person really means by their comments, repeat their statement back to them in your own words to see if you’ve got it.

THE ABILITY TO “NOT SPEAK.” What? While serving as a member of my local association and as a current member of the NFPA board, I’ve watched observed leaders “not speaking.” This not only creates more opportunities for others to voice their opinion but it gives everyone a moment to reflect on previous discussion.

THE ABILITY TO SHARE. No one person makes up a board or committee so when your goal is reached or the event is a success, share the accolades with the others on your team. Maybe even incorporate the royal “we” into your vocabulary now and then.

TAKE RESPONSIBILITY. Whether you are the committee chair or the president of your board, if a project fails, take responsibility. Everyone know that typically it’s not just one person’s fault when an action is unsuccessful, so the members of your team will respect the fact that you are willing to step up and not point fingers at others. You and your team can disect the situtation in private so you can do a better job next time.

BE OPEN TO IDEAS. Just because you didn’t think of it first doesn’t mean it isn’t a great idea. Consider the new team member who makes a suggestion and three or four of the long-time members immediately shut it down “because we tried that and it didn’t work.” Talk it out-while it may not have been successful many years ago, that same idea might work now if tweaked a little.

LEARN ABOUT THE ORGANIZATION. While I had been a member of my local association for over a dozen years before I became president, I was truly surprised at how much I didn’t know about it. I made a point of visiting specialty sections I hadn’t attended before, welcoming each new member (via email,) meeting the attendees as they arrived for meetings, reading and re-reading the procedures and the bylaws and helping our executive director with registration,

TRUST IN THE OTHERS ON YOUR TEAM. Trust that since they volunteered for that job or position, that they feel they can handle their duties. Give them a chance to succeed – they might surprise you. If you feel they need some assistance, give them a “buddy” on the board. Likewise, find yourself a buddy or mentor if you need help in a specific area.

RESPECT OTHERS. There is no rule that says you have to be best friends with those on your team – or even like them - but you do need to respect them. Respect their ideas, their commitment to the board, and their time and efforts.

LEAD BY EXAMPLE. Just as children learn this way, so do adults. Your respect and trust of others will be reciprocated. If you expect your team members to finish their assignments on time, then you need to do the same. The supervisors that I respected the most always got in the trenches with their employees.

Try tackling one of these attributes every month and even ask for some suggestions from your group. Make it a safe place for them to speak their mind and for you to shine as a leader.

Five Reasons Why Double Is Better

Mariana Fradman — Mon, 19 Mar 2012 01:07:26 GMT

Five Reasons Why Double Is Better
By Vicki Voisin, ACP

A question was posed to me recently while I was doing one on one coaching with a paralegal who wanted tips to get her career off dead center and moving forward. She asked me:

"Vicki, do you think I should get state specific certification or take a certification exam offered by a national paralegal professional association?"

My answer? "Both!" Double is always better. Here are five reasons why you should double up on your certifications.

Credible. Certification typ ically consists of the "3 E's": Education, Experience and Exam. You are not able to take a certification examination unless you meet certain criteria. It is a career-long commitment that demonstrates to your peers and your employers that you have mastered core principles and that you are dedicated to staying current in your profession.

Certification gives you expert status which translates to credibility. Having that on a state level is definitely a plus. You double your credibility when you take that expert status to the national level, showing advanced analytical abilities and writing skills, as well as a broad understanding of laws and procedures nationwide.

Marketable. Whether you're job hunting or job hopping, you are more valuable if you have doubled up on your certifications. Thi nk of it this way:

(a) almost everyone acquires a certificate or degree in paralegal studies prior to entering the profession; if everyone has a paralegal certificate, they have identical qualifications and are on a level playing field;

(b) state specific certification hikes you up a notch and gives you a leg up on someone with only their basic education;

(c) doubling up with your national certification puts you on top of the heap.

Portable. Your state specific certification will serve you well so long as you never move to another state. For instance, if you move from North Carolina or Ohio to Texas, you will be competing with paralegals who may already have that state's certification.

Since you will need all the ammunition you can muster to land a job in a place where virtually no one knows you, your very portable national certification will give you the credibility you need for employment in your new location.

Profitable. Salary surveys illustrate the value of your certification. If you're a paralegal with one credential, you will certainly earn a higher salary than a paralegal with none. However, if you're a paralegal wi th double certifications, you are in a position to demand an even higher salary. In this case, certification makes both sense and cents.

Recognizable. Certification is a standard by which employers can judge the competency of a potential employee and the value of a current employee. You can be very proud of the letters displayed after your name. They demonstrate your advanced abilities, your depth of experience, and your knowledge. Double the letters translates to double the recognition of your advanced skills and knowledge.

A handful of states have state specific certification. There are different qualifications for taking each. Some require you to have up with national certification to qualify, others do not. Wherever you live, national certification is available and acces sible.

How do you "double up" if you have no state certification available? Move on to advanced certification (NALA has 17 ACP areas; NALS has a Specialty Certificate Program) or work on some other industry certifications. For instance, if you work in insurance defense, a CRM (Certified Risk Manager) might be helpful. Do you work with employee benefits? You might look into a PHR (Professional in Human Resources).

There are also certifications in the computer and medical fields that could be beneficial. You will want to be sure that the certification you seek has value in your specialty area and enhances the scope of your work. The only other precaution is to be sure the certification is professionally managed and administered.

Do you want to move your career in the right direction? A single certification will do that. Double certification will make you more credible, marketable and noticeable. You will find it is both portable and profitable. Double certification will move you miles ahead. Double is definitely better!

Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes a weekly ezine titled Paralegal Strategies. Information is available at www.paralegalmentor.com

She also co-hosts a monthly podcast on Legal Talk Network (www.legaltalknetwork.com).

You may absolutely share this newsletter with people you think might enjoy it. When doing so, please forward it in its entirety, including the contact and copyright information. Thanks and enjoy!

Vicki Voisin, Inc.
PO Box 743
Charlevoix, MI 49720
support@paralegalmentor.com
www.paralegalmentor.com

Law.com’s Top 10 Paralegal Resolutions

Tue, 31 Jan 2012 22:56:44 GMT

Law.com posts Christine M. Flynn’s list of Top 10 New Years Resolutions for Paralegals.

Christine is a defense litigation paralegal at Swartz Campbell with more than 20 years of experience in the field and President of the Philadelphia Association of Paralegals as well as chair of the litigation committee.

I’ve re-posted the items from the list here. Check out the article for the reasoning behind her suggestions. Do you have anything you’d add or change?

1. Get a checkup.

2. Join a professional association.

3. Learn something new.

4. Take the Paralegal Advanced Competency Exam and obtain your PACE RP credential.

5. Join your local bar association. Some paralegals will read this and ask why. Well, there are

numerous reasons.

6. Participate in pro bono/community service.

7. Mentor, mentor, mentor.

8. Manage stress.

9. Use GoodSearch.

10. Identify a weakness.

Christine ends with this reminder:

As we turn the page from 2011 to 2012, we should keep in mind the words of the poet Edith Lovejoy Pierce, who said: “We will open the book. Its pages are blank. We are going to put words on them ourselves. The book is called ‘Opportunity’ and its first chapter is New Year’s Day.”

So take a few moments today to seize the opportunities to enhance your professional status in 2012. Best wishes for a safe, happy and healthy new year.

Certification: Which Credential Is Right for YOU?

Mariana Fradman — Mon, 30 Jan 2012 03:13:56 GMT

Certification: Which Credential Is Right for YOU?
By Vicki Voisin, ACP

In last week’s issue of Paralegal Strategies, I discussed the reasons why you should pursue certification.

There are many choices for certification credentials, so today I’m focusing on how to choose the one that is right for you. This is a very personal decision.

Choices: National paralegal associations provide certification examinations (ie NALA, NFPA, NALS).There are also several levels of examination, which provide you with the opportunity to obtain basic certification and then move on to more advanced certification. For instance:

NALS offers

ALS ~ Accredited Legal Secretary

PLS ~ Professional Legal Secretary

PP ~ Professional Paralegal and

The Specialty Certificate Program

NFPA offers

RP ~ Pace Registered Competency Exam

CRP ~ Paralegal CORE Competency Exam

NALA Offers

CLA/CP ~ Certified Paralegal

ACP ~ Advanced Certified Paralegal (choose from 19 ACP designations)

In addition to the national associations, there are voluntary certification programs offered by some states...examples are Texas, North Carolina, Louisiana, Kentucky and Florida (there are others!). And even some cities: in Houston you can become a Professional Houston Paralegal (PHP).

All have different structures and eligibility requirements, as well as different continuing education and re-certification requirements.

The credentialing organization you choose must be a bona fide entity. A certification examination is not something that is thrown up overnight. This process takes a great deal of planning. Further, there are standards for certification exams. It is crucial that

the organization prepares an examination under the guidance of professional testing consultants,
the exam be continually reviewed for accuracy, and that it be updated on a regular basis.
the exam be administered under rules and regulations in accordance with governmental acts and with such issues as anti-trust and fairness.
the organization agrees to keep applications and records confidential

Now that you understand some of the things to look for in a certifying entity, there are some things to think about that relate just to you:

Which credential is most recognized in the area where you live?
Which credential will be of most use to you in your work? For example, if you focus on litigation, you probably would not pursue certification in bankruptcy.
Will you have adequate study support? Is there a study group available through your local association? Does the national association provide a study course?
What expenses are involved? Be sure to consider whether you have to travel to take the exam and what study materials you need to purchase

There are some wrong reasons, too:

Do not look for easy. If certification were simple, everyone would have the credential. You want your credential to set you apart, to say that you are special.
You're not doing this for an increase in pay. While a nice raise may be a result of certification, you cannot depend on it. Instead, pursue certification for your own satisfaction and, remember, it may help you get a new job down the road.

Your challenge: If you already have a professional credential, congratulations! If you don't, please put that at the top of your list of professional goals and start thinking right now about which credential would be right for you.

==========================
© 2012 Vicki Voisin, Inc.

Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determini ng the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More information is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

Best Paralegal Career Advice From Leaders in the Paralegal Field

Mariana Fradman — Mon, 09 Jan 2012 01:32:59 GMT

by Charles Sipe on June 10, 2011

We asked leaders in the paralegal profession to share the best career advice that they have ever received. To find their responses, visit:

http://www.criminaljusticedegreeschools.com/best-paralegal-career-advice/

New Year...Fresh Start

Mariana Fradman — Tue, 03 Jan 2012 02:52:51 GMT

New Year...Fresh Start
Vicki Voisin, ACP

As 2011 ends and 2012 begins, it's tempting to make resolutions for the New Year. Organize your office? Increase your billable hours? Lose weight? Be on time for work? Sit for a certification exam?
Whatever you have in mind, read on...
It's common knowledge that resolutions rarely work. All those good intentions seem to fall by the wayside by the middle of January...all that's left are guilt and regret that once again you're not able to keep your resolutions. By next December you'll be making the same resolutions all over again.

It's time to change the pattern. Resolutions don't work because they're usually a very broad st atement: This year I'll lose 20 pounds. This year I'll learn to speak French. This year I'll look for a new job. You've got the want down...you know what you want to do. The problem is, you're only looking at the big picture.

Instead of making resolutions, set goals. A goal is something you commit to fully and work toward all year long. Take a few minutes right now to visualize your top three goals for 2012. Then write those goals down on a paper.

Make a plan. Once your goals are set, decide what you have to do to reach each one and then plan each step toward your goal from beginning to end. For instance, if you want to learn French this year your first step might to be to search for a class. The next step might be to enroll in the class. The next step mig ht be to buy your your study materials. The next steps would be to attend each class and do your homework.

Do you see how each step you take helps you reach your end goal? This process will work for any goal you might want to reach.

Take this one step further. Schedule each step in your planner...make an actual appointment. This ensures you will set aside the time to accomplish each step. Don't make the mistake of putting the steps on 'to do' lists because a 'to do' list is just a wish list and you will invariably run out of day before you run out of list. The 'to do' list just goes on and on. Your planner is a real guide for accomplishing your goals.

Your challenge:</> Plan to make 2012 your best year ever. Take a few minutes to set your goals. Break the goals down into achievable mini-goals. Decide when each mini-goal must be accomplished to reach the main goal by the end of the year. Enter those mini-goals in your planner. Make appointments with yourself for completing each one.

If you do your planning and then do your scheduling, you can accomplish absolutely anything you want and this time next year you'll be celebrating the fact that you actually reached your goals.

Here's to out with the old...in with the new...to a new year and a fresh start. Happy New Year!

==========================
© 2011 Vicki Voisin, Inc.

Do you want to use this article in your newsletter, ezine or Web site? You can, so long as you include this entire blurb with it: Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and co-hosts T he Paralegal Voice, a monthly podcast produced by Legal Talk Network.
More information is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

Do visit www.paralegalmentor.com where new subscribers can access the special report titled "Is Your Computer Talking Behind Your Back'" This report is available at no cost and offers inside information on how the careless use of technology can result in the disclosure of confidential client information and/or privileged documents and information.

The Paralegal Mentor Blog is now available. I'll be looking forward to your comments as I post more information and pictures there.

She also co-hosts a monthly podcast on Legal Talk Network (www.legaltalknetwork.com).

Vicki Voisin, Inc.
PO Box 743
Charlevoix, MI 49720
support@paralegalmentor.com
www.paralegalmentor.com

Where are your old work horses?

Mariana Fradman — Sun, 02 Oct 2011 13:37:53 GMT

Where are your old work horses?
Don't put them out to pasture! Make them leaders for life.
By: Vicki Voisin, ACP

Where do the officers of your association go when their terms of office are completed?

Are they turned out to pasture like these old horses, simply roaming free and no longer concerned with the future of the association?

You may think your past officers have earned the right to roam free, but what they have really earned is the privilege of not working quite so hard.

These past leaders remain vital to the continuity of the association. Their leadership skills, talent and expertise are needed to keep your association moving forward.

Instead of squandering all that knowledge and experience, harness those old horses and bring them back to the barn. Appoint them Leaders for Life and keep them involved.

This doesn't mean the past leaders should be circulated back through the chairs, though. Your association will fold if the same old horses keep on doing all the work.

How should you use your Leaders for Life? This is simple. Tell them how valuable they are to your association and ask them what they'd be willing to do. You'll be pleasantly surprised that they're not exactly happy out in the pasture and are willing to help in any way they can.

Here are some excellent ways to use the talents of your Leaders for Life:

Planning meetings and educational events. Past leaders are pros at planning and they usually have the connections to draw upon to make your conventions a smashing success.

Speakers. Past leaders usually have a wealth of professional knowledge and experience and make excellent speakers for your seminars.

Ad Hoc Committees. Do you have a short term issue that needs to be handled? Appoint the past officers.

Special Committees. Past officers make excellent members of special committees, such as those for scholarships and awards.

Liaisons. Appoint the past officers liaisons to special groups, such as the bar association and paralegal schools.

Officer orientation. Past officers have extremely valuable experience and knowledge, not to mention their finely honed leadership skills. Bring them in to share this with the new officers as they're taking the reins.

Mentors. The experiences of the past offices, as well as their tactful counsel, make excellent mentors for current and upcoming leaders.

Certification review courses or other certification-related issues. Your past leaders have "been there, done that" so they are perfect candidates for leading review courses and they're also great cheerleaders for those who are seeking certification. Their history makes them perfect choices when your association has certification-related issues.

There are also tips for the Leaders for Life who have been corralled:

Become a member of the team. Let them know you will help and assist any way you can. Be available when they need you.

Become a steady resource. Nurture, encourage and empower the members and officers. Be sure they're comfortable asking for your advice and direction but don't insist that they do everything your way.

Be gracious. You may not always agree with the new leaders, but allow them to forge their own future. Don't say "we did it this way" or "our way was better". Times do change...they need to change...and the 'old way' may not be the best way any longer.

Give only what you can. You may not have the time or the energy you once had. That's OK because you can help on many levels. Anything you do for the association is needed and will be appreciated.

Be miserly with your criticism and lavish with your praise. Leaders for Life boost members' self-esteem and help them reach their full potential. This is how future Leaders for Life get their training.

Set a good example. The members and current officers will learn from your style and your grace.

Try not to serve on the Board again. If it becomes necessary for you to take a Board position, do your job without taking over. Let the new leaders have the limelight.

Former officers and board members should not simply sit back and let the newer members fend for themselves. While their terms of office are over, they are still leaders of the association and the profession. Their knowledge and expertise, as well as the history they share, are still very much needed. It's up to the current leaders and members recognize their value, invite them back, make them useful, and insist that they be Leaders for Life.

==============================

© 2011 Vicki Voisin, Inc.
Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes Paralegal Strategies, a weekly e-newsletter for paralegals, and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More information is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

Are You Sure You Have a Winning Resume?

Mariana Fradman — Mon, 12 Sep 2011 02:05:44 GMT

As a mentor and President of New York City Paralegal Association, I am often approached by members and non-member of our association with a request to assist to find a job or, at least, an internship. They tell me that they sent dozens of resumes weekly and didn’t receive even a single phone call in return. They blame economy, greedy employers or lazy agents, their decision to become a paralegal and even the time of the day and weather conditions.

My first question to them is always the same: “Can I see your resume?” Some responded “oh, my resume is perfect” and others say “my resume was professionally prepared” or an even better one: “I used it 20 years ago and got a job at a first shot.” I believe all of you, but another pair of eyes never hurts. You will be surprised at what people call a “perfect” or “professionally prepared” resume. And forget about those resumes that landed you a job in the last century.

There are so many reasons for lack of response from prospective employers that following a few simple steps and avoiding some common mistakes will leave your wondering of why you didn’t think about them before hand. Your resume is your first and foremost marketing tool. It is your PR representative and you want it to look the best.

So, if you are ready, let’s look at some mistakes that candidates make on their resumes:

It is all about me: wrong. Remember, it is not about you or that you need a job – it is about the prospective employer and their business. Your summary should reflect what they are looking for, not that you are looking for. Instead of “looking for a paralegal position where I can professionally grow,” think about how the employer can benefit from hiring you by showing them that your education and experience will save them money, streamline process and bring value to the company. However, don’t make your summary too long ever. In the best case, nobody will read it. In the worst case, it will be the end of your application process.

Remember, employers and agents review hundreds of resumes a day and you have only 10 seconds to grab their attention. Your summary should be written around the specific needs of the employer, but, if it won’t be read, it shouldn’t squash your resume. Avoid that generic “paralegal school graduate looking for an entry level position,” summary tagline, even if you graduated with 4.0 GPA and your school is the cherry on the top on the paralegal sundae. If you won’t be looking, why do you need to prepare your resume in the first place?

I have a lot of experience: do you really want to list them all? Chances are that if your resume is more than one page, nobody will read past first one. (I heard from many agents that two pages are ok, but I am a strict stickler to one page only). Once, I saw five pages resume where a candidate spelled out all her jobs starting from a high school assistant to a cheerleader (huh? An assistant to a cheerleader?) and had held about 25 jobs in the past 35 years. There are many problems with listing all of them. First of all, her experience as an assistant to a cheerleader 35 years ago is irrelevant to the position of paralegal in that multinational law corporation she is dreaming about. Secondly, she just showed her age. Yes, I know, it is illegal to discriminate by age, but…for an entry level paralegal, they can find a young fellow with a college degree, don’t they? The next turn-off point: was she a job-hopper?

SO, what is the best option? Keep it short. Instead of a chronological resume, use a functional one. List the last 10 to 15 years of your experience and, if possible, combine your jobs. For example, one of members told me that her company merged three times and she survived all merges. She listed all of companies separately and it looked like she changed her jobs three times. In reality, she worked for a company for more than 10 years, growing from an entry level paralegal to an office manager. The solution: combine them all as “ABC Law Office formerly CBA Law Office; firm merged with Law Office of AAA in December 1999.”

But what about my age? If you don’t bring it up on your resume, nobody will penalize you for it. Your first job is to get that interview, isn’t it?

I have a degree in anthropology and paralegal certificate. I will list my BS in anthropology first: wrong. Are you applying for a position in a museum of natural history or for a paralegal gig? List your most relevant degree first. If you have a high GPA – don’t forget to add it. AND if you graduated from an ABA-approved program – make it visible.

I don’t have a real life experience. I only volunteered in the court. Was that court a fake one? Didn’t you assist attorneys, judges, claimants and court personnel? Or did you just sit in a chair and read your favorite magazine a whole time? Nobody asks you to list your salary on a resume. You need to show your experience not how much you earned. Assisting in the court is your experience. Participating in pro bono clinics run by your college, local paralegal association or Bar association is your experience. List them all in the proper form and order.

I don’t need to proofread my resume. English is my first language. English is not my first language and I am not prone to misspelling words. I don’t need to spell out here that some words can’t be picked up by a spellchecker as they were spelled correctly, but misused. Somehow, I see someone’s mistakes faster when my own. The employer has the same if not better “magic” vision for all your misspelled words, grammatically incorrect structures and missed comas and periods at the end of sentences. Proofread it! Have someone else proofread it! Period.

I have a great resume that I send out as my response to all open positions. Really? I don’t believe that there is a “one size fits all” resume, as I don’t believe that aspirin is the best medicine (but I do believe that chicken soup is a magic elixir)! I believe that if your resume clearly matches the needs of the employer, you will get that long awaited phone call or e-mail. If you don’t customize your resume each and every time you are sending it out (and your cover letter too – but this is a part of a different story), you have lost your “elevator pitch” – that ten second window when you actually had a chance to grab an employer’s attention. The employer has moved on to another one already…

I like to knit and hike. Great! But does your future employer really looking for your hand knitted pair of mittens or that you hiked Himalayans Mountains last summer? It would be a great addition to a “water cooler” talk when you are hired, but keep it off your resume, please. However, if you are a member of a professional association or have awards, don’t forget to list them. Just don’t keep them on the top of your resume. They belong next to your skills…that brings me to the last, but not the least crucial mistake that some make on their resume.

I am hardworking multitasking team player that works well under the pressure. Excellent! We need people like you, but keep those skills for your cover letter and interview. We are talking about your technical skills here: knowledge of software and research engines (Microsoft Office, Lexis-Nexis, Westlaw, etc.), some other field specific programs and another language. Just remember: fluent in language means “fluent.” If you understand the “kitchen talk,” but can’t translate a document or assist during the meeting with a client undefined you are not fluent. You can list it as “some conversational” language if you think it will assist you.

There are many, more points that can make or break your resume, and I will bring them up to you under separate cover (yes…please look forward to another fabulous article authored by yours truly in the future).

However, there is one key piece of advice that I would like to emphasize prior to us parting ways: “Don’t lie!!!” Never, ever, ever lie on your resume! If you didn’t graduate, don’t say “graduated.” You can list the name of the school and number of credits. If you worked for two months, don’t stretch them to one year. It is better to have a two month gap on your resume. Remember: all information can be verified. Think twice!

Good luck and looking forward to hear from you!

This article was first posted at http://theparalegalsociety.wordpress.com/2011/08/29/are-you-sure-you-have-a-winning-resume/

12 Career Lessons from the Garden

Mariana Fradman — Fri, 29 Jul 2011 01:10:47 GMT

12 Career Lessons from the Garden

By: Vicki Voisin, ACP

As I was working in my garden this past weekend...digging, weeding, planting and transplanting...I noticed the parallels between all the flowers and a paralegal career.

There are lessons to be learned from the soil and the plants:

1. A successful garden involves careful planning and consistent action, as well as dreams and anticipation. Gardens don't grow and flourish without a little help from a skillful, attentive gardener who thinks about what will grow best, plans for successful results, dreams of a bountiful harvest, and looks forward with anticipation to the good results.

Your career requires the same planning for the future, dreams of what your career should look like, the knowledge that the steps you take today will impact your future, and consistent action to bring your dreams to fruition.

All of the flowers of tomorrow are the seeds of yesterday.
~Proverb

2. Regular maintenance is essential. Just as gardens require regular, ongoing maintenance such as weeding and feeding, so does your paralegal career. Your career's "regular, ongoing maintenance" should include continuing legal education, particularly ethics education, reading Lawyer's Weekly and your State Bar's publication so you're on top of case law and changes in court rules, and attending live meetings and conventions...for two purposes: learning and networking.

3. The growing process can't be rushed. Every plant begins small and takes the season, sometimes several seasons, to reach its full potential. A paralegal career develops over time...and usually slowly... beginning with education, then a job, and then all of the experience and experiences necessary to reach your full potential. Be patient but be sure you working on your career growth every day.

Growth takes time. Be patient. And while you're waiting, pull a weed.
~Emilie Barnes

4. Put down roots. The deeper a plant's roots, the more stable it becomes and the more nutrients it can reach. Your paralegal career needs the roots you put down when you join local, state and national associations. Beyond joining, though, become involved and your "roots" will reach all the nutrients you need for career growth and satisfaction.

5. Nourishment is required. Gardens need just the right amount of water and sunshine to nourish the plants. Your career also requires nourishment...you can't stop in your tracks once you get your first job or your career will wilt on the vine.

Taking a certification examination is the best nourishment for your career. This will demonstrate your skills and expertise and set you apart from paralegals that fail to nourish their careers.

6. Stretch! Tiny plants are drawn out of their comfort zone by the sunshine as they grow and thrive. Take the time to "stretch" in your career. If you stay in the same place forever, if you don't reach toward the sunshine and take a few chances, your career will be stale. Growth is good!

Every gardener knows under the cloak of winter lies a miracle...
a seed waiting to sprout, a bulb opening to light, a bud straining to unfurl.
And the anticipation nurtures our dreams.
~Barbara Winkler

7. Make the most of a difficult situation. Flowers deal with inclement weather, nasty weeds, poor soil, and persistent insects, yet they grow and flourish. Like flowers, paralegals may not always have ideal working conditions. There may be difficult co-workers, endless responsibilities, impossible deadlines, etc.

To flourish in your career, end your arguments with reality and look for ways to deal with...and overcome...those difficult conditions and obstacles. When you do, your career will thrive and to grow.

The fair-weather gardener, who will do nothing except when the wind
and weather and everything else are favorable, is never master of his craft.
~ Henry Ellacomb

8. Create a network. A single Daffodil doesn't attract much attention. A bed of Daffodils makes a dramatic statement. The same goes for paralegals.

If you isolate yourself, you might think no one else understands your challenges or has the same issues as you. When you join other paralegals...either in person or online...you'll impact the direction of both your career and the profession.

9. Pay attention to your instincts. Plants seem to know when to grow and when to take a rest for the winter. Paralegals need to pay attention to their instincts so they recognize industry trends and hot specialty areas to position themselves to take advantage of change.

Reviewing salary surveys, subscribing to legal blogs, and reading journals from professional associations, such as NALA's Facts & Findings, the NALS Docket, or NFPA's National Paralegal Reporter, can accomplish this.

One of the most delightful things about a garden is the anticipation it provides.
~W.E. Johns, The Passing Show

10. Transplanting can have big results. The Peonies in my garden grew so large that they were bursting out of their space so I moved them to a new area and they're thriving. Your career may need a 'transplant' to a new locale...either a new specialty area or even a new work environment...so that it continues to thrive. If there is no 'transplant', your career could become root bound and stop growing altogether.

11. Sharing brings great rewards. When flowers and plants are shared with others, the joy is spread to many. When paralegals share their knowledge and expertise with their peers and with those who are new to the profession, they experience personal growth and they ensure the continued success of the profession.

12. Perennials are committed to the long haul. There are two types of flowers: annuals and perennials. Annuals put on a show for one season but perennials return year after year and grow stronger over time.

Paralegals who plan to be 'perennials' have vision and understand it takes time for a career to take root. They know that the steps they take today will impact their career tomorrow.

Gardens require hard work, planning and constant attention. Ignore them and weeds will take over. Nurture them and you'll be rewarded with beautiful flowers. Your career is your garden. You have the talent and ability to survive and to thrive, to produce a career that is beautiful and satisfying. Will you choose flowers or weeds?

The most noteworthy thing about gardeners is that they are
always optimistic, always enterprising, and never satisfied.
They always look forward to doing something better
than they have ever done before.
~Vita Sackville-West

Your Challenge: Follow these 12 lessons to establish a flourishing paralegal career.

==============================

© 2011 Vicki Voisin, Inc.

Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes a Paralegal Strategies, a weekly enewsletter for paralegals and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network.

More information is available at www.paralegalmentor.com where subscribers receive Vicki's 151 Tips for Your Career Success.

How Do You Become A Leader?

Mariana Fradman — Mon, 20 Jun 2011 03:13:29 GMT

Click the link to read an article on HOW DO YOU BECOME A LEADER shared by Cindy Welch, RP, Director, Region II. Your involvement with the Association will let you network with your piers, grow professionally and personally, give to the community and enhance your resume. Why wait?

Top Ten Pointers for New Paralegals: Climbing the Paralegal Ladder

Mariana Fradman — Thu, 19 May 2011 23:41:54 GMT

I would like to share with you an article written by Jamie Collins and published in the IPE monthly newsletter. Click the link to read about Top Ten Pointers for New Paralegals: Climbing the Paralegal Ladder.

Please feel free to subscribe by sending e-mail to ipefeedback@nbi-sems.com.

Office Politics? Hear No Evil, See No Evil, Speak No Evil!

Mariana Fradman — Thu, 28 Apr 2011 19:53:17 GMT

Office Politics? Hear No Evil, See No Evil, Speak No Evil!

By Vicki Voisin, ACP

Office Politics – strategies people use to achieve personal advantage -- are a fact of life. Some are “good” and some are “bad”.

When thought of as “bad” office politics, reference is to the tactics people use for their advantage at the expense of others, adversely affecting the work environment and relationships. “Good” office politics help you promote yourself.

You may hate them, but like it or not, you need to learn to handle office politics well to ensure your career success. If you refuse to deal with the 'bad politics' churning around you, your career may suffer as others take unfair advantage. If you avoid practicing 'good politics', you may miss opportunities to promote and advance your career.

Office politics may be compared to navigating a minefield. To deal with them effectively, you must accept the reality that they exist and then develop tactics to deal with them. The “See No Evil, Hear No Evil, Speak No Evil” approach is best. Here are some tips to help you survive:

Hear No Evil

Disregard Biased Comments. Negative feelings about a co-worker often result from something another co-worker says. Don’t pay attention to biased comments. Instead, get to know your co-workers and form your own opinions. Once you know someone well and understand what motivates them, you may find they’re not so bad after all.

Don’t hold a grudge. Anger toward a co-worker only serves to adversely affect your work. Instead of bottling up your anger and risking an emotional explosion, take steps to diffuse the crisis regardless of who may be at fault. Once the problem is resolved let go of your anger -- treat the problem as history and move on.

See No Evil.

Observe your co-workers. It’s always helpful to know where other people stand. Take some time to observe your co-workers and assess their political power. Who are the real influencers? Are there groups or cliques? Who gets along with whom? Who are the chronic complainers and crisis seekers?

Build relationships that with peers as well as bosses. Be part of multiple networks so you can keep your finger on the pulse of the firm. Get to know politically powerful people in the firm or company. Build relationships with them but never fear them. Be friendly with everyone but don’t align yourself with one group or another.

Speak No Evil.

Treat everyone with respect and kindness. No matter how upset you are about something or how upset you are with a co-worker or client, keep your comments to yourself, put on a smile and greet them warmly.

Avoid joining with voices that criticize your boss, the firm or the company. Never complain to a client or anyone outside the firm about internal conflicts. This only sheds a bad light on everyone, especially you.

Don’t be boastful. Co-workers perceive you as bragging, you may have a label you don’t want. It’s best to let your work speak for itself or let somebody else do the bragging for you. Of course, it does no harm to point out to your boss what you have contributed and achieved beyond the call of duty. If you make a mistake, admit it and fix it...don't blame it on someone else.

Beware – ultimatums may be very dangerous. Before you rush to a manager and lay down an ultimatum, consider what the results might be. If you get someone fired, you may pay a steep price with your co-workers. If you are ignored and nothing is done, you are no further ahead and you’ve made it known that you are so unhappy you’re ready to leave the firm. When and if you decide to take your problems to a manager, always be able to offer constructive solutions.

Additional Steps You Should Take.

Concentrate on your work. Be the best at what you do, no matter the size of the job, and always leave your mark of excellence on your work. Be punctual, meet deadlines and follow the rules (written or unwritten) of the firm or company. Become an expert (the go-to person) in at least one area. Watch for trends in the industry. Always be learning new systems and software.

You may have to make a change. If the chaos of office politics becomes too difficult to handle, you may have to request a transfer or decide that another job is the best route for you. Do not wait until you are completely broken down to do this. Know the danger signs and when it’s time to quit. If at all possible, land the new job before letting go of the current one.

There’s a saying that you attract more bees with honey than with vinegar. This certainly applies to office politics. Always weigh your options. Don’t hesitate to ask for help. Be patient. Be open to new opportunities.

When you learn to deal with office politics, you will regain your self-confidence and enjoy your work more. You’re a winner!

Do visit www.paralegalmentor.com where new subscribers can access the special report titled "Is Your Computer Talking Behind Your Back'" This report is available at no cost and offers inside information on how the careless use of technology can result in the disclosure of confidential client information and/or privileged documents and information.

The Paralegal Mentor Blog is now available. I'll be looking forward to your comments as I post more information and pictures there.

She also co-hosts a monthly podcast on Legal Talk Network (www.legaltalknetwork.com).

You may absolutely share this newsletter with people you think might enjoy it. When doing so, please forward it in its entirety, including the contact and copyright information. Thanks and enjoy!

4 Tips to Help Paralegals Communicate Effectively

Mariana Fradman — Mon, 04 Apr 2011 16:28:56 GMT

By Gloria Koss, ServeNow.com

Communication skills are something that come to us, as sociable beings, somewhat naturally. While communication can be easier for some than others, it is an important skill set to manage because those who can communicate well are in high demand in the workforce. Paralegals who have a firm grasp of these skills not only invite new employment opportunities for themselves, they can also further cement themselves in a position they currently hold and enjoy.

For those not as skilled as they would like to be in the art of communication, some very simple tips can immediately begin improving how you interact with attorneys, clients and other professionals around the office.

The importance of communication for paralegals
The National Associate of Colleges and Employers (NACE) recently released a study conducted to discover the most desirable skills that employers sought in potential employees. These same desires apply to existing employees, especially in the legal profession. What was at the very top of their list? Communication skills. That’s right, a good communicator is more desirable to employers than those with sharp analytical skills, good team players, those with sharp technical abilities, and even individuals with a solid work ethic. What types of skills fall into this most-wanted category, and why are they so important?

Obviously, communicating means the ability to effectively transfer information to other individuals. More specifically, there are three general types of communication skills: expressive, listening, and overall management. Body language, facial expression, and word choice all fall into the category of expression. Being able to absorb information through hearing falls into listening, and works in close conjunction with expressive skills. These skills work together to gather spoken information and then relay it to the area that interprets the information in conjunction with the speaker’s body language and facial expression. The overall management function then brings the entire experience into one melting pot, which allows the individual to interpret the encounter and react appropriately to it.

On the surface, these functions manifest themselves in individuals who are effective public speakers, those who can produce high-quality written presentations and communications, and those who conduct themselves with grace in the courtroom, in meetings, or with clients. Superficially, it seems like something we do naturally, almost unconsciously. However, as with every other aspect of life, there are always some who do it more effectively than others, and those individuals are more likely to get the coveted position you are competing for. Why is that?

Employers want to hire effective communicators because they want people who can present their firm as the most professional, educated, and capable to their clients. Clear and concise communication, whether written or verbal, does that. Employers also state that paralegals who are great communicators reduce confusion, stress, and errors in the workplace. Also, while this skill set is the most desired by employers, they also state that it is the rarest. With that said, how do we make sure we are showing top-notch communication skills in the office?

1) Be a contributor
Show your interest in your firm by contributing at meetings or other times when feedback is solicited. By taking an active role, not only do you ooze confidence, you show your co-workers and bosses that you are invested in your job. Weekly firm meetings can sometimes be tedious, but participating early on shows your bosses and co-workers that you take your position seriously and can contribute to the overall success of the firm. Speaking up in the first third of the meeting shows you are eager, but willing to let others speak first.

2) Radiate confidence
Many times when we are trying to be polite we actually undermine our credibility or emanate a lack of confidence. Look others in the eye when speaking to them or when they speak to you. Hold their gaze, as being the first to drop eye contact can sometimes be seen as submission.

Also, when speaking and writing, choose your words carefully. Avoid beginning sentences with words such as “I could be wrong …,” “I could be forgetting something …,” or other defensive signal phrases because they undermine you as an individual. Avoid ending statements with “OK?” or “don’t you agree?” because these words can make it appear that you are seeking the approval of others or are otherwise unsure of your decisions or statements. By making better word choices paralegals can project an air of confidence and professionalism to those around them in the workplace, instilling a reciprocal sense of worthiness in the eyes of those around them.

3) Look prepared, even when you’re not
When arriving for or sitting through meetings, avoid fidgeting, shifting your eyes frequently, and making other types of harried movements, as they make you appear unprepared. The fewer movements you make, the stronger the message you send others that you are cool, calm, collected, and in control. Numerous shifty or fidgety movements indicate exactly the opposite; you can appear nervous, uncertain, or otherwise project a negative image to your co-workers and clients, making them question your ability to manage the situation at hand.

4) Make the most of small talk
Being able to talk with co-workers, bosses, and clients comfortably projects respect, confidence, and professionalism in the workplace. Take an interest in those around you and use tidbits of information to your advantage. For instance, remembering that a client has a grandson in kindergarten and asking a question about him while you wait with that client in the hallway for your case to be called not only makes you appear more personable and caring, it can also help to calm nerves in otherwise unpleasant circumstances.

Gloria Koss is a former paralegal and a staff writer for ServeNow.com, a trusted network of local, pre-screened process servers. ServeNow.com also offers ServeManager - a web-based software to help legal professionals assign, track and manage service of process all in one place. Learn more at www.ServeNow.com or www.ServeManager.com.

Take These 3 Steps for Career Success

Mariana Fradman — Mon, 26 Jul 2010 23:32:47 GMT

Take These 3 Steps for Career Success
By Vicki Voisin, ACP

Throughout my career, I have immersed myself in learning. Because I have always worked as a paralegal, I have primarily attended and spoken at law-related seminars. Lately I've become interested in time and space organization, so I've been learning a lot about that, too. I've discovered, though, that it is also important to take ample time to focus on personal development .

Why? Because it's essential that you work harder on yourself than you do on your job. If you do this, the job will take care of itself and your life will be successful.

Over the years, I have learned 3 steps for success that I want to share with you. I refer to these as my "a-has" because they have helped me focus on very important areas of my life and they have also helped me create a successful career.

1. You are the average of the five PEOPLE you hang around the most. This is a principle taught by Jim Rohn, whom some call the father of personal development. A light bulb went off when I heard this. It made me realize that it's necessary to surround myself with people I want to be like....people who are success oriented, who have vision, who have spirit and dedication.

The key is to make a concerted effort to be with people who think big and talk about great ideas, instead of the headlines of People Magazine, the price of gas (how depressing!), or how much they hate their jobs and their bosses. Attitudes and levels of thinking are contagious. Beware!

There are tons of great seminars offered both where you live and all around the country. You have no excuse not to get out there and surround yourself with people who have positive attitudes and like-minded goals.

2. Your ENVIRONMENT must support your goals. Your success depends more on your environment than you may realize so it's imperative that you give yourself an environment that supports you at the level you want to attain, not the level you are at now. There are three areas of your environment that you should give your utmost attention:

Your physical environment. Do you love your work space? Do you have enough room to work comfortably? Does this space encourage you to think? Are you surrounded by things that are beautiful and bring good memories, such an eye-catching piece of art?

We can't all have a gorgeous view from our offices, or even a window, but we can create an environment that brings us peace and tranquility without spending a lot of money. Little touches like flowers, photos of friends, family or your recent vacation, even an interesting paperweight, can make you feel good.

Your emotional environment. Do you get the support you need from your friends, family and co-workers? These people are not mind readers. It's up to you to ask for what you need from them.

I have a great group of friends that I can bounce ideas off, ask for help with problem solving, and share my successes. Of course, sometimes I just need to vent! If your friends, family and co-workers can't provide this, you may need to find a career coach or a support group that will.

Your intellectual environment. It's crucial that you feed your brain with new ideas and up-to-the-minute knowledge. Are you stimulating your brain every day? If not, you need to find a way to make this happen...to expose yourself to creative and innovative thinking that will stretch and increase your brain power. Again, seminars, teleclasses and books/audio programs are helpful. I really enjoy listening to these on my iPod so I can learn while I take a walk or when I travel...this makes a long drive, a lengthy wait in an airport, or my time on an airplane zip by. My personal favorite is downloading books to my iPod from my membership at www.audible.com. iTunes also has many podcasts and other programs available at little or no cost.

3. Your future is created by your habits. It only makes sense that your daily habits will create long-lasting effects in your life. The habits you establish today will determine the results you have tomorrow.

If you want to be healthy and in shape, you must have the habits of a person who is healthy and in shape. If you want to be a successful paralegal, you must have the habits of a successful paralegal. If you want to be a leader, you must have the habits of a leader. None of these things will happen tomorrow unless you establish habits today that will lead to the results you want.

Your challenge: Visualize YOUR tomorrow. What kind of person do you want to be? Where do you want your career to take you? Then decide: What new habit can you put into place now that will make your tomorrow what you want it to be? What can you do today to create a work environment that gives you joy? What will you do to surround yourself with people who will support you and who will be a positive influence? Ask yourself these questions now so that you can create habits for yourself today that will result in the tomorrow you want.

~~~~~~~~~~~~~~~~~~~~~~~~~
©2010 Vicki Voisin, Inc.

Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by achieving goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes a weekly ezine titled Paralegal Strategies and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network. More information is available at www.paralegalmentor.com.

How do you handle change? by Vicki Voisin, ACP

Mariana Fradman — Sun, 23 May 2010 20:23:40 GMT

How do you handle change?

By Vicki Voisin, ACP

Change is inevitable. It is the one constant in life and something everyone experiences. These transitions are not always easy to navigate, though, and it's sometimes difficult to view them with optimism.

Here are five ways to see the positive in these transitions and to embrace changes as they come your way:

1. Don't dwell on the past. There are many emotions associated with change that may keep you from moving forward. Instead of spending time stewing about what you were or what you had, focus on where you are going and what you want to be. Then devise a plan to create that future.

2. Focus on the positive. Your attitude toward the change will have a direct effect on the outcome of the process. If you concentrate on success and view change as an opportunity that exists to teach you or to lead you to something better, you'll find it easier to make the transition. Change may lead you to something new and rewarding that you wouldn't have had the ability to pursue before. It may lead you to new friends, a new job, or a new hobby.

3. Focus on others. Instead of spending time feeling sorry for yourself because of the changes you're going through, focus on other people. You'll feel better if you help someone else. You may also realize that, compared to the problems of other people, what you're going through really isn't so difficult after all. Do what you can to make their lives better and you'll find you've made your own life better in the process.

4. Accept reality. Here's a favorite saying: "It is what it is!" This certainly fits when you think about change. Your transition will be easier if you accept the change for what it is and understand that it's out of your control. Try to relax and be open to possibilities. You'll end up in a better place.

5. Surround yourself with supportive people. You may feel isolated by the transition you're experiencing and you may think no one else can help you. Quite the contrary! Change will be easier if you let other people into your life. Look to family, friends, co-workers, spiritual leaders...anyone who will listen, encourage and support you. They'll also help you remain in the loop, stay optimistic and hopeful.

Here are some questions to consider when you're struggling with change:

What's good about this?
How can I make this work for me?
What does this change allow me to do that I couldn't do before?
What positive results will come from this change?

Change is inevitable and usually not something you can control. What you can control is your attitude and how you allow the change to affect you. When change occurs, don't settle for merely surviving. Instead, make the change work for you...grow and thrive!

***Note: OK...a new paint color on the lighthouse I see several times every day isn't a life changing event; but after considering the above, I'm ready to move forward and accept that it's out of my control. The lighthouse is red...the lighthouse is beautiful!

========================>
©2010 Vicki Voisin, Inc.

Vicki Voisin, "The Paralegal Mentor", delivers simple strategies for paralegals and other professionals to create success and satisfaction by achieving goals and determining the direction they will take their careers. Vicki spotlights resources, organizational tips, ethics issues, and other areas of continuing education to help paralegals and others reach their full potential. She publishes a weekly ezine titled Paralegal Strategies and co-hosts The Paralegal Voice, a monthly podcast produced by Legal Talk Network. More information is available at www.paralegalmentor.com

Finding and Realizing Your Professional Path

Mariana Fradman — Fri, 30 Apr 2010 01:07:27 GMT

The link below is to a free e-book on Finding and Realizing Your Professional Path. Please feel free to share.

http://www.uafter4.com/Site/E-Book_files/UA4EBook.pdf

Sincerely,
Mariana

Probono Work

(Past member) — Wed, 17 Feb 2010 01:38:22 GMT

CUNY Citizenship Now!

CITIZENSHIP NOW!
Event Announcement
Wednesday, February 24, 2010
11 a.m. to 3 p.m.
Queens

Event Sponsor

Metropolitan Council on Jewish Poverty

New York City Council Member
Julissa Ferreras

New York City Council Member
Daniel Dromm

Quick Links

Dear Deborah,

Since the beginning of the year, Citizenship Now! has already served over 600 clients at our Hatian TPS events with the help of over 400 volunteers from the New York City area. Help us continue our push to make 2010 a record year for service.

Please join us at our upcoming event on Wednesday,
February 24, 2010 at Jackson Heights Jewish Center. At the event, we will provide free legal assistance to help lawful permanent residents apply for naturalization. This is an opportunity not only to help immigrant communities, but also to network and hear from our event cosponsors Council Member Julissa Ferreras and Council Member Daniel Dromm. Please find complete information about the event below.

Citizenship Now!
Application Assistance Day
with Metropolitian Council on Jewish Poverty.
Co-sponsored by NYC Council Member Julissa Ferreras, and NYC Council Member Daniel Dromm
Wednesday, February 24, 2010
11:00 a.m. to 3:00 p.m.

Jackson Heights Jewish Center
37- 06 77th Street
Jackson Heights, Queens
Get Directions

To volunteer for this event, or for more information, please call Nadine Huggins at (212) 568-4679 or email nadine.huggins@mail.cuny.edu

Please note: Breakfast will be served to volunteers at 10 a.m. Make sure to arrive promptly, so that you don't miss it!

Sincerely,
Kym Gashi
Special Projects Coordinator
CUNY Citizenship and Immigration Project
(212) 568-6294
kymete.gashi@mail.cuny.edu

Paralegal Mentor.com

Sat, 06 Feb 2010 23:18:19 GMT

A new member has suggested this site: Paralegal Mentor.com, created by Vicki Voisin, aka The Paralegal Mentor. She offers strategies and resources to help your career.

6 Tips to keep a Mentor by Monica O’Brien

Mariana Fradman — Sun, 31 Jan 2010 02:51:02 GMT

I would like to share the article written by Monica O'Brien with you. It will answer some in not all questions I am getting on a regular basis.

Sincerely,
Mariana Fradman

6 Tips to keep a Mentor

by Monica O’Brien

I get messages almost daily from people who read my blog and want to meet with me by phone or in-person. As a rule, though, I won’t meet with anyone unless they have interacted with me several times, or they give me a good reason (not just “let’s chat”). I realize this may make me seem snobby or elite, which isn’t my intention.

Steer clear of being a time vampire

My intention is to avoid time sucks. I would love to be everyone’s friend, but it isn’t a reality for me at this time. I have work, school, a house, and a family that all need my attention too.

Plus, I realize some people are just out there to use me, and some people are one-hit bloggers who will disappear in 2 months, and some people don’t have that much in common with me, and it’s hard to sort through whom I should spend my time getting to know, especially online.

Six tips to connecting with a mentor

I think anyone with any amount of clout can probably relate to this. So if you want to meet someone you admire, here are six tips on how to make it happen:

Tip #1 – Choose someone local

While the internet holds a vast number of possibilities, at the end of the day my most useful connections are made offline. In my experience, the value of having a local network is at least tenfold the value of a having an online network in terms of job leads, collaboration, and sales opportunities. So it helps to find someone you have a chance of meeting in-person someday.

Maybe you have endless financial resources and “local” for you means anywhere in the US, or anywhere in whatever country you live in. That’s cool. For me it means people in the Chicago area, usually, or people who are deep enough into social media that they will always be attending the big blogging and social media conferences.

Tip #2 – Bring something to the table

Mentors are at the top for a reason; they surrounded themselves with talented people throughout their careers. To get a mentor you need to give him a reason to think that helping you will somehow benefit him. Otherwise, he will not make time to meet with you.

If you can’t think of a good reason to meet with someone, here’s a default: tell him you want a career like his, and that you have questions about how to pursue the same path. It’s probably true to some extent, right?

But then you also have to prove you have the potential to go all the way. Force the person to see himself in you; that’s your in. Because who doesn’t want to help someone that is where he was once?

Tip #3 – Act on advice

Your mentor will not want to mentor you if you don’t act on his advice. If he is going to make time for you, he doesn’t want to feel like his efforts are going to waste. Plus, acting on a mentor’s advice is a sign of your deep respect for him and his experience. So stop making excuses or explaining why you can’t. Just do what he says; it did work for him, didn’t it? Mentors hate “can’t.”

But before you act, make sure your mentor is giving you good advice, because that can be a problem too. And if it is, why is this person your mentor still? People can waste your time too, so don’t let them.

Tip #4 – Report back

Once you’ve taken your mentor’s advice, let him know. It shows that you can take direction and it makes him want to keep mentoring you. And then you’ll get more advice. But it’s lame to ask for more advice before you’ve acted on what you’ve already been given.

In fact, don’t report back unless you’ve acted on advice. It makes you go from “interesting mentee” to “wasting my time” very quickly. See point #3.

Tip #5 – Know the difference between a friend and a mentor

Raise your hand if you wish you were friends with Barack Obama. Even most republicans would be all over this; but realistically, you probably won’t ever be friends with Obama by contacting him out of the blue about his policies.

If you want to be friends with someone, don’t ask for advice; instead, invite him to a party, or meet up with him for drinks. And then let it be. Don’t contact him 15 hundred times afterwards for advice. Friendships develop naturally out of common interests and fun; mentor relationships develop professionally. Friendships develop out of mentor relationships too, but usually when the two become equals.

So choose which relationship you actually want before you contact someone, and expect to wait for either the advice or the camaraderie, depending on which you pick.

Tip #6 – Avoid public screw-ups at all costs

This one is by far the most important, because when you ask someone for mentoring or contact information, you are borrowing that person’s brand. Mentors with power are afraid that their mentee will do something stupid and it will reflect poorly on them also.

And honestly, of all these tips, #6 is what worries me most when I collaborate with others. The more power I get, the more guarded I become against these types of requests. And I think about how I’m nowhere near the top, and how people who really are at the top must feel. Do they worry about this too?

Author:

Monica O’Brien writes career advice for young professionals at her blog, Twenty Set. You can also follow her on Twitter (@monicaobrien).

http://www.personalbrandingblog.com/6-tips-to-keep-a-mentor/

Cover Letters & Resume Tips

Sun, 06 Dec 2009 21:38:22 GMT

Written by Technical Recruiter, Marc Ingrassia

My experience has shown that cover letters are more of a formality. I do technical recruiting so, I am more about skills than packaging. Keep in mind recruiters and HR people go through a lot of CV's daily so they generally scan resumes for qualifiers. (And, keep the cover letter short.) Here is a list of things I tell job seekers.

Cover letters

Mr. Hayes, I am responding to your paralegal position. As I am flexible with my work hours and have proven skills in computer and legal searches, I know I am equal to the job. I look forward to hearing from you in the near future.

RESUMES:

Read other paralegal resumes and get a feel for what sounds good and what doesn't.
Imagine you are competing the resumes you read (because you probably are) and you are the one reading the resumes...ask yourself, what would make me stand out?
>Modify resumes to emphasize the qualities that the employer is looking for---within the realm of honesty, of course.
Use short, bold words and sentences.
Don't be afraid to promote yourself with descriptions...Adept at...expert with...excelled in..
Don't be overly fancy or cute. Just get the message out.
Remember, the resume is basically an invitation to come back and find out more about you...it's not a tell-all.

Mark Ingrassia
Technical Recruiter
mark_ingrassia@yahoo.com

Blueprint for Job Search in the Digital World

Thu, 22 Oct 2009 16:55:16 GMT

*****

Are you searching for a job?

Do you need to update your resume?
*****

Your approach to your resume and your job search in 2009 is totally different from any time in the past. This can be both time-consuming and challenging!

How will you locate legitimate job postings?
How will you write a resume that get results?

Find the answers here:

A Blueprint for Your Job Search in Today's Digital World

This 90-minute MP3 download and comprehensive handout provides you with a methodical approach to:

Craft a winning resume...
Write a perfect cover letter...
Conduct a successful online job search....
Create a professional presence on the internet
Locate contacts who will help with your job search
Understand the benefits of social networking
Learn how to choose and link to relevant job sites

Here's one participant's opinion:
A Blueprint for Your Job Search in the Digital Age" was the most useful résumé/job search workshop in which Ive ever participated.
Thanks to you, I was able to condense my two-page résumé, bloated with darlings, into a one-page power résumé with an impressive F-Zone. Every time I open the document now, I see at least one thing that could be improved, stated more succinctly, or moved into a more critical area of the F-Zone.
I look forward to soon being able to report that my new and improved résumé (attached), cover letter and interview skills have landed me a job.
----Margaret Agius CP (Westland MI)

You will be provided with simple steps that will help you...

...Decode your cover letter sentence by sentence and your resume section by section
AND
...Explain how your eyes see text and how your choices affect the way an employer reads your application documents.

********

The Presenters

Vicki Voisin, also known as The Paralegal Mentor, delivers simple strategies for paralegals and other professionals to create success and satisfaction by setting goals and determining the direction they will take their careers.

She spotlights resources, ethics issues, organizational tips, and other areas of continuing education to help paralegals and others reach their full potential. Vicki publishes a weekly ezine titled Strategies for Paralegals Seeking Excellence and hosts free monthly Mastermind Calls.

Vicki received her B.A. degree in Business Management from Central Michigan University and received her Advanced Paralegal Certification (ACP) from the National Association of Legal Assistants (NALA) with a specialty in real estate.

Charlsye Smith Diaz, Ph.D., is an assistant professor of English specializing in technical and professional writing at the University of Maine.

She holds a masters degree in professional writing from the University of Massachusetts Dartmouth where she wrote about law firm culture. She has served as editor and has written for Facts & Findings, the journal of the National Association of Legal Assistants and has written for GP Solo, a publication of the American Bar Association.

Charlsye is also an education and technical communication consultant for the National Association of Legal Assistants (NALA) where she helped develop the Association's online specialty training program.

You won't want to miss this important information!

Your investment is only $27.00 for this high-content high-quality course.

Vicki Voisin The Paralegal Mentor
PO Box 743
Charlevoix, MI 49720

Great Job in Tough Times

Thu, 15 Oct 2009 17:34:31 GMT

Hello Mentees,

Check this out:

Here is the Great Job in Tough Times, tele-seminar "Social Media and Your Job Search: A Strategic Approach" with guest speaker, Leigh Henderson. Leigh Henderson is Managing Director of Leadership Training Room based in New York City and provides executive and mentor coaching services.

Date: Wednesday, October 21, at 8 pm EDT

During this hour, Leigh will guide you through:

A strategy for creating your online professional presence.
The basics of:

LinkedIn: Business Attire
Twitter: Business Casual
Facebook: Work/Life Balance
YouTube: A great video is worth a thousand clicks
Managing your career with social media.

(If you sit in front of a computer during the tele-seminar that would be great. We'll show you some examples live. Not possible? No worry we'll talk you through it.)

If you have any questions, please feel free to e-mail me at info@GreatJobInToughTimes.com.

All the best,

Jane Cranston
"The Job Search Expert"

LexisNexis - Martindale-Hubbell

Mon, 12 Oct 2009 17:30:50 GMT

Attention Mentees:

How are you? Fine I hope. How is your job search coming along? My job search tips are listed below:

Go to Martindale.com (www.martindale.com) to do research on the law firms and legal speciality that you are interested in. Fax your cover letter and resume to those law firms.

That is how I got all of my permanent jobs.

Good Luck.

Regards,

Letitia M. Smith

Internet Your Way To a New Job

Wed, 29 Jul 2009 17:25:33 GMT

Hi,

Here is PDF attachment: Internet Your Way To a New Job - How to Really Find a Job Online.

Cordially,

Letitia Smith

Job Search Engines

Tue, 30 Jun 2009 17:22:06 GMT

The Top Ten Job Search Engines on the Web

Find a Job with Job Search Engines

If you're in the market for a new job, you'll want to check out my list of the top then job search engines out there. All of these job search engines offer unique features and can streamline your job search efforts.

1. Monster.com-Job Search Engine with Lots of Extras¹

I've been using Monster.com for several years now and have always found it to be one of the best job search engines out there. You can narrow your search by location, keywords, and employer; plus, Monster has plenty of job search extras: networking boards, job search alerts, and online resume posting.

More about Monster Jobs³

2. Indeed.com- A Meta Search Job Engine⁴

⁵

Indeed.com is a very solid job search engine. Unlike Monster, you cannot submit your resume from Indeed.com, but the job search engine more than makes up for that by being a meta search engine of many of the major job search engines and job search boards out there. I've found that Indeed uncovers a lot of jobs that you wouldn't normally find on most job search sites, and they do a good job of making their job search features as easy to use as possible.

More about Indeed⁶

3. USA.gov⁷

⁸

Think of USA.gov as your gateway into the huge world of US government jobs. Navigate to the USA.gov home page, click on the Jobs and Education⁹ section, then Government Jobs¹⁰. You'll find a wealth of resources here to help you find jobs working for Uncle Sam.

More about USA.gov¹¹

4. CareerBuilder¹²

¹³

CareerBuilder offers job searchers the ability to find a job, post a resume, create job alerts, get job advice and job resources, look up job fairs, and much more. This is a truly massive job search engine that offers a lot of good resources to the job searcher; I especially appreciate the list of job search communities.¹⁴

More about CareerBuilder¹⁵

5. Dice¹⁶

¹⁷

Dice.com is a job search engine dedicated to only finding technology jobs. It offers a targeted niche space for finding exactly the technology position you might be looking for.

More about Dice¹⁸

6. LinkUp¹⁹

²⁰

LinkUp is a job search engine that searches for jobs within company websites. Here are five search tips²¹ that will help you use LinkUp more effectively.

7. Yahoo Hot Jobs²³

²⁴

Yahoo Hot Jobs is one of the largest and most well known job search engines on the Web.

More about Yahoo Hot Jobs²⁵

8. SimplyHired ²⁶

²⁷

SimplyHired has been one of my favorite job search engines now for a while; mostly because of their SimplyFired²⁸ contest. SimplyHired also offers a very unique job search experience; the user "trains" the job search engine by rating jobs he or she is interested in. SimplyHired also gives you the ability to research salaries, add jobs to a job map, and view pretty detailed profiles of various companies. I highly recommend SimplyHired.

More about SimplyHired²⁹

9. LinkedIn.com³⁰

³¹

LinkedIn.com combines the best of two worlds: the ability to scour the Internet for jobs with its job search engine, and the opportunity to network with like-minded friends and individuals to deepen your job search.

10. Craigslist³³

³⁴

There are all sorts of interesting jobs on Craigslist. Just find your city, look under Jobs, then look under your job category. Non-profit, systems, government, writing, etc. jobs are all represented here.

More about Craigslist³⁵

This About.com page has been optimized for print. To view this page in its original form, please visit: http://websearch.about.com/od/enginesanddirectories/tp/jobsearchengine.htm