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By Josh Greenberg This article relates to the Career Opportunities competency and explores issues such as internal growth opportunities, potential for advancement, career development importance, and the relationship between job performance and career advancement. Evaluating the Career Opportunities competency in your organization will determine whether your employees believe they have a chance to grow within the organization. Studies show that lack of career opportunity is one of the top reasons why employees leave an organization. Also, continually hiring open positions from outside the organization can be detrimental to morale when a qualified candidate is available internally. Topics covered in this competency are: perceived opportunity for advancement, existence of a career development plan, and organizational commitment to staff development. This short story, Try, Try Again, is part of AlphaMeasures compilation, Tales From the Corporate Frontlines. It takes a lighthearted look at the career planning methods of some coworkers, and outlines one company’s solid strategy for career development. Anonymous Submission Genuine opportunities for advancement are rare in the company where I work. Frequent job postings appear on strategically placed bulletin boards, according to company policy. It’s easy to tell when there’s been a new posting. There’s an almost constant group of onlookers, examining the paperwork as if it were the Holy Grail. You can hear them whisper —-who left? Or was this a new position? Who could qualify? Who would apply? Would they get hired? If they did, would it be a promotion or a lateral move? Was this a genuine career opportunity or a placeholder job? Pass by human resources and you’ll see one or more of the “fast-trackers” at the information counter. Members of this group apply for any and every job posted. It doesn’t matter to them whether they are qualified, talented or experienced in the required area - as long as the potential salary is higher than their current rate. If there’s no salary posted, they go on info-gathering missions and interrogate anyone who might know - on the quiet, of course. If it looks like a step up, they apply. Some have made the switch successfully, for a while, at least. It’s usually not long before they’re spotted scanning the job board again, searching for new career opportunities. When the fast trackers are rejected, they can turn nasty. It’s the company’s fault, of course. But most people know enough to consider the source. After all, many of us give some thought to our career development planning, and feel that the fast trackers get what they deserve by not doing the same. More often, employees feel concern for their long-term colleagues who apply for promotion when one of their superiors moves on, and are bypassed in favor of a new hire from outside the company. The reasons given usually make sense-but the fact is, when it happens too often, the company is blamed. Fortunately, our company has a solid middle ground. Between the fast trackers and those who believe they should automatically inherit career opportunities, lie most of the average employees. At evaluation time, we work with our managers to find ways to develop the skills we need to get us into the jobs we want. We discuss new options and gather information. We engage in career development planning, and are prepared when opportunity comes along. I highly recommend this as the path to success. ————————————————————- 2005 AlphaMeasure, Inc. - All Rights Reserved This article may be reprinted, provided it is published in its entirety, includes the author bio information, and all links remain active. ————————————————————- Measure. Report. Improve your organization with AlphaMeasure employee surveys. Josh Greenberg is President of AlphaMeasure, Inc. AlphaMeasure provides organizations of all sizes a powerful web based method for measuring employee satisfaction, determining employee engagement, and increasing employee retention. Launch your employee satisfaction survey with AlphaMeasure. Article Source: http://EzineArticles.com/?expert=Josh_Greenberg http://EzineArticles.com/?Tales-from-the-Corporate-Frontlines:-Try,-Try,-Again&id=17586 no prescription xanax online canada xanax with no prescription buy xanax online online prescription xanax

By Susan Fee Congratulations! You’ve finally landed that job interview you’ve been waiting for. Now the real work begins! Remember, resumes don’t get jobs; they merely get you in the door. Here’s how to make your resume come alive and make a good impression. Tell Your Story in 60 Seconds or Less. Believe it or not, one of the biggest stumbling blocks for job candidates is what to say when an interviewer opens with: tell me something about yourself. This is not the time to share where you were born, your love of cats, or how much you hate your last boss! Its your golden opportunity to make your resume come alive. Your story needs to highlight your top three selling points that are most pertinent to the job for which you are applying. Support your points with short examples (see below). You may have more selling points, and if the interviewer is interested he or she will ask. Practice telling your story out loud until its smooth and concise. Give Specific Examples. For every selling point youve listed on your resume, you need at least one strong, specific example to support it. Great at customer service? Wow them with the story of your best customer turnaround. Marketing whiz? Dazzle them with your best campaign. Brilliant computer programmer? Give an example of how you saved someone time, money, or solved a problem. Do Your Research. Theres no excuse for walking in the door unprepared. Check the company website, read magazine and newspaper stories; talk to friends or current employees. Ask the receptionist for old company newsletters, scour local business journals. The more you know, the more confidently you can match your skills to the companys needs. Think Benefits. No, Im not talking health and dental here! I mean, why should the company hire you? Whats in it for them? Most people sit down and start outlining all their needs: salary, hours, driving distance, blah, blah, blah. Fatal mistake. Companies are not in the business of handing out something for nothing. So what can you offer that nobody else can? Dont Be Afraid to Ask Questions. A person who is afraid to ask questions in an interview is one who wont ask questions on the job. That leads to costly mistakes. You need to ask just as many questions as they do. Start the moment your interview is scheduled. Who will be interviewing you? Find out names and titles. Is there anything special you should prepare? How much time should you expect? During the interview, ask questions that will help you determine if this is a good match. What would a typical day be like? What personality qualities does the company most value? DO NOT ask about money! Once youre offered the job, then its time to negotiate. Be Consistent. First impressions begin long before meeting face-to-face. Starting with your resume, proofread! A resume with typos broadcasts carelessness. Once youve sent your resume, be prepared for a call. Answer your phone professionally and be aware of your voicemail or answering machine message. What does it say about you? Be nice to the receptionist. That persons opinion can make or break you. Send a Handwritten Thank You Note. A classy move that few people make. Ask for a business card to get the correct spelling and follow up immediately. Susan Fee is a licensed counselor, communications expert, and author of Positive First Impressions: 83 Ways to Establish Confidence, Competence, and Trust. She can be reached through her Web site at http://www.susanfee.com Article Source: http://EzineArticles.com/?expert=Susan_Fee http://EzineArticles.com/?Successful-Job-Interview-Tips&id=14392 online prescription xanax online xanax sales buy real xanax overnight with online culsultation prescriptions xanax online without a prescription