Posted: 29 Mar 2010 02:27 AM PDT

By Joey Nigro-Nilsen / CNY Works, Inc.

March 29, 2010, 5:38AM

Joey Nigro-Nilson is business services representative at CNY Works Inc., Syracuse. She works with businesses, job seekers and employed workers to navigate changes in the work-force landscape.

Help During Hard Times
Central New York experts in career counseling, hiring, job placement and family budgeting share their advice on landing a job, moving up in a career, re-entering the job market or stretching a budget. Find their tips each Monday in MoneyWise in The Post-Standard and here on syracuse.com.Though it's an unsettling thought, odds are at some point in your professional career, you might be laid off.

From my vantage point in work force development, I have long held the belief that everyone should prepare to be laid off and think about a "Plan B" and even a "Plan C." We can no longer settle into a job and expect that our current skills will keep us employed for life.

The work force climate has become increasingly unpredictable, making the development of strategies toward achieving long-life employment frustrating and daunting.

Most of the forces in play are unstoppable: rapidly changing technology, offshore competition, mergers, bankruptcies and continual restructuring to cut costs in response to economic shifts. These conditions have given new meaning to "lifelong learning," a passive concept when it was first coined in the 1970s. Now, developing knowledge and skills is not an option, it is vital.

Thankfully, the American workforce culture is changing in response to these challenges. Employers recognize the need to invest in ongoing worker training. They understand that the only way to survive and thrive is to have a well-trained workforce. Worker training is not limited to industry-specific skills training. Successful organizations encourage the development of "soft" skills such as efficiency, leadership and team building, all of which improve performance.

Most employed workers today understand this and are enthusiastic about taking advantage of training that will help them remain employed and make them more employable if they lose their jobs.

During my 30 years in employment and training I have interviewed laid-off job seekers from just about every sector and every level. The majority of them have told me that they didn't see it coming, making their anger, confusion, uncertainty and fear more pronounced than if they had expected it.

I've been laid off myself and understand that the journey from job loss to re-employment is probably one of life's most difficult transitions — especially if it requires a career change. I've been there too.

Preparing for this possibility while you're still employed won't take away those emotions when you suddenly find yourself without an income; but it can make the transition to a new position a little easier.

If you're currently unemployed, you can fast track some of these suggestions. I would urge you to take advantage of available resources in our community, both public and private.

Always know the answers to these questions:

What if I was laid off?
Are there other companies that might need my current skills?
Do I need more skills to remain competitive?
Realistically assess your skills against the demands and requirements of your industry.

Adopt an entrepreneurial spirit:

Look for opportunities to add value to your organization.
Take an active interest in the health of the company.
Engage in the race to remain competitive and express an interest in learning.
Find ways to invest in yourself in your current position: Not every employer can or will provide training. It involves work and money but it's one of the best investments you'll ever make!

Embark on an honest and comprehensive self-assessment:

Buy a copy of "What Color Is Your Parachute."
Take the time to really work every chapter.
Get professional if you can.

Reflect on your values and needs:

Only you can determine what is important to you but you may have to consider your family, your lifestyle and obligations. Start with these:

Financial Needs?
What do I need?
What do I want?

What do I really value in life? Rate your top five, for example:

Professional Growth?
Compensation?
Job satisfaction?
Status?
Geographic location?

Identify an alternate career:

At a minimum ask yourself these questions:

What are my interests?
Is there a dream career that I gave up on?
Is it viable today?
What education/skills would I need?
Is it within my reach?

Network to find someone who is doing work you might like and ask their advice.

What are the day-to-day duties?
How did you get started?
Ask them if they know what the short-term and long-term forecasts are in their field.

Keep on top of trends:

Research, research, research!

Stay on top of industry changes and anticipate trends in your current and/or target industries.
Adjust your plans to make changes as the needs of the industries evolve.
Amazon.com has a listing of professional and trades magazines from accounting and finance to the sports and leisure industries.
Links to 33 magazine subjects from agriculture, automotive, biotechnology and pharmaceuticals, trade and professional services, and utility and energy can be found at: www.allyoucanread.com.
From there you can get names of publications and Google those. Also, check your local library for current and back issues.

Continually update your resume:

It's easier to evaluate your current skills, strengths and weaknesses while you're still working.

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Qatargas follows up career fair applications - Zawya.com

Posted: 29 Mar 2010 03:53 AM PDT

Doha - Qatar, 29 March 2010: QatargasQatargas announced that it has begun to process job applications and resumes received from the Qatar Career Fair 2010 and interviews with eligible candidates are currently being scheduled.
Ghanim Al Kuwari, Chief Operating Officer - Administration, QatargasQatargas, said: "Our participation in the Career Fair 2010 has been a success as we drew a large number of aspiring Qatari graduates from a variety of professional and technical disciplines."
He added that all resumes would be reviewed thoroughly by the Human Resources department and the suitable candidates would be first called for an HR interview and if successful, they would be interviewed by the concerned departments in QatargasQatargas that want to employ them.
Al Kuwari noted that QatargasQatargas' participation in this year's career fair, which was held under the banner "A Shining Career with QatargasQatargas," came in line with its strategy and commitment to Qatari participation in all fields of the company's operations.
He added: "QatargasQatargas is going through an important phase of expansion. Our vision is to be the world's premier liquefied natural gas (LNG) Company by 2015. As QatargasQatargas considers people its most vital and valuable asset, attracting, developing and retaining qualified nationals forms an integral part of our recruitment policy."
Abdulaziz Mohammed Al Mannai, Human Resources Manager, QatargasQatargas, said: "We were looking for qualified graduates in specific fields like engineering, Information Technology, and Finance. We will now be going through the applications to identify those applicants of high potential."

Talking about future plans to recruit more Qatari nationals, Al Mannai said: "QatargasQatargas will participate in the upcoming Universities and local schools career fairs to attract more Qatari graduates to our workforce. Besides, we have good relations with several universities in Qatar that will also help us recruit high potential nationals.
"QatargasQatargas is proud to deliver one of Qatar's most precious natural resources to the world. We are moving forward to position Qatar as the world leader in LNG. By the end of the decade we will be exporting LNG, condensate, and sulfur to every corner of the globe. And we want the Qatari nationals not to be only part of this success story but to lead it," said Mr. Al Mannai.
QatargasQatargas has initiated several programmes to support the development of Qatari national workforce:
The company has introduced a high quality national development program in order to meet its business objectives in this area. All efforts are utilized in developing the recruits and opportunities are provided for short and long terms external assignments with QatargasQatargas' shareholders, vendors, or Project Expansion teams within QatargasQatargas.
The Company as part of its national development program also offers scholarship to various Bachelor Degree programs in the best universities/colleges overseas and in Qatar.
In addition to the scholarship program, QatargasQatargas offers development through a TAFE program for Operators and Technicians, and the Clerical and Security Guard Preparatory Programs for non-technical national candidates.
QatargasQatargas supports the Ministry of Education's annual overseas English language program for young Qatari students.
The company sponsors the Chair of Engineering at Qatar University as part of its support to the aspiring Qatari professionals.
QatargasQatargas also offers a series of summer internships for local school and university students in a bid to acquaint young nationals with practical work experience as a prelude to embarking on a lifetime career.

-Ends-

© Press Release 2010

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Older job seekers should tweak strategies - New Haven Register

Posted: 29 Mar 2010 04:43 AM PDT

By Cara Baruzzi, Register Business Editor

Click to enlarge

Cas100324 03/24/10 New Haven-- Middle Age Job seekers. . Photo Illustration-Peter Casolino

While the current job market presents challenges for most job seekers, it can be particularly tricky to navigate for older job hunters.

More than a quarter of the nation's unemployed population is age 45 or older, according the U.S. Department of Labor. At 26 percent, the portion of older Americans out of work is double what it was at the beginning of the recent recession.

"Not only are there more people over 40 out of work, but their job searches are taking longer," said Ed Poff, managing partner at OI Partners-SIMA Career Coaching in Avon. "These are the peak earning years of a person's career and there are fewer job opportunities for more experienced people with higher salaries."

OI Partners offers career consulting, executive coaching, career transition and leadership development services. It has global offices — including ones in Avon, Danbury and Westport in Connecticut.

Given the unique challenges this economy presents to older job seekers, the firm advises those who are over 40 and looking for work to:

‰Use up-to-date terms in self-descriptions. Consider using positive terms typically associated with today's savvy workers. Use terms such as "high-energy," "able to learn new systems and methods," "good technology skills," and "willingness to learn new things."

‰Accentuate the advantages of experience. Highlight the benefits that older, more skilled employees can bring to a job.

More experienced workers bring maturity, work ethics, productivity and the ability to understand "the big picture" — all of which should be communicated to prospective employers.

"You have a good knowledge, more so than the 20 and 30 crowd, of what you're good at and what you're passionate about," Poff said. "When you stay focused on that stuff, as opposed to trying to be all things to all people, you interview better."

‰Learn new interview techniques. Interview procedures and questions are different than when some older workers last applied for jobs, according to Poff, and they should be prepared.

Questions tend to be more demanding and probing than they were in the past, and many interviewers will seek specific examples of how applicants' previous work experiences can be assets in a new position.

‰Use the right key words on resumes and in online job posts. Also, provide details on each particular area of proficiency, such as marketing, budget forecasting, inventory management or others. Applicants should include any software products, by name, in which they are proficient.

"Use industry terms and buzzwords that are relevant to the opportunity so your resume will score well," Poff said.

‰Network in reverse. This is when job seekers start with jobs that are posted on companies' Web sites and subsequently use their networks of contacts to get closer to decision makers at those companies.

"Networking is, by far, the way to land your next job," Poff said. "The longer you've been in the work force, the larger your network. Use your network to gain a little advantage in the whole process."

‰Use "reverse mentoring." Seek out younger workers who can share their insights on how to build an online presence and use social networking tools. In exchange, older workers can offer their younger counterparts guidance in developing their careers.

Mentoring, and being mentored, has many benefits for older workers, Poff said. "It's a great thing to do, it feels good, it keeps people active."

‰Explore flexible work arrangements. Be open to various forms of employment that may initially seem less than ideal. Interim, freelance, contract and consulting work may all lead to full-time jobs, and provide needed income in the meantime.

These days, many companies are hiring temporary or project-specific workers before adding full-time positions, so a growing number of temp jobs are becoming available.

Many older workers initially view temp jobs as being "beneath" them, Poff said, but contract or short-term jobs often can lead to permanent employment and serve as a good way for workers to gain access to a company.

"In this market that flexibility, particularly with the over-40 crowd, is really important," he said.

Contact Cara Baruzzi at cbaruzzi@newhavenregister.com or 203-789-5748.