The Top Ten Job Search Engines on the Web
Find a Job with Job Search Engines
By Wendy Boswell, About.com Guide
.See More About:save moneyonline shopping guidemake money onlinetop ten job search enginesfree printable coupons
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 Extras
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 Jobs
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Indeed.com Job Search
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Employment Job Posting
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2. Indeed.com- A Meta Search Job Engine
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 Indeed
3. USA.gov
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 Education section, then Government Jobs. You'll find a wealth of resources here to help you find jobs working for Uncle Sam.
More about USA.gov
4. CareerBuilder
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.
More about CareerBuilder
5. Dice
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 Dice
6. LinkUp
LinkUp is a job search engine that searches for jobs within company websites. Here are five search tips that will help you use LinkUp more effectively.
More about LinkUp
7. Yahoo Hot Jobs
Yahoo Hot Jobs is one of the largest and most well known job search engines on the Web.
More about Yahoo Hot Jobs
8. SimplyHired
SimplyHired has been one of my favorite job search engines now for a while; mostly because of their SimplyFired 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 SimplyHired
Sponsored Links
CV Tech Jobs
Hundreds of listings for all states American Society Echocardiography
www.asecho.org/Careers
Operations Finance Job
Search over 2,000+ Job Listings Post resume to eFinancialCareers.
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9. LinkedIn.com
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.
More about LinkedIn
10. Craigslist
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 Craigslist
Readers Respond:
Have you used a job search engine to find a job?
Read responses (5) Share your experience!
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A Web Based Publication That Covers Organizational Development and Human Resources in Today's Career Landscape. Published By X Corp Consulting and TB Design in Hermosa Beach, CA
Tuesday, December 14, 2010
Thursday, November 11, 2010
When the Child Needs FMLA for the 'in loco' Parent as republished by Xochitl Boehm at X Corp Consulting kin Hermosa Beach, CA
In yesterday's Advisor, we covered the issue of in loco parentis for employees wanting FMLA leave to care for a son or daughter. Today, the other direction—when an employees want leave to care for the person who stood in loco parentis for them, plus an introduction to the "FMLA Bible."
FMLA Definition of 'Parent'
For FMLA leave purposes, "parent" is defined broadly as a biological, adoptive, step, or foster parent, or an individual who stood in loco parentis to an employee when the employee was a child.
Note that an employee's parents-in-law are not included in the definition of "parent" for purposes of FMLA leave.
An eligible employee is entitled to take FMLA leave to care for a person who stood in loco parentis to the employee when the employee was a child. The fact that the employee also has a biological, adoptive, step, or foster parent, does not preclude a determination that another individual stood in loco parentis to the employee when the employee was a child.
The specific facts of each situation will determine whether an individual stood in loco parentis to the employee within the meaning of the FMLA, says WHD.
Examples of 'in loco parentis'
Examples of situations in which FMLA leave to care for a parent may be based on an in loco parentis relationship include:
An employee may take leave to care for his aunt with a serious health condition, if the aunt was responsible for his day-to-day care when he was a child.
An employee may take leave to care for her grandmother with a serious health condition if the grandmother assumed responsibility for raising the employee after the death of her parents when the employee was a child.
An employee who was raised by same-sex parents, only one of whom has a biological or legal connection with the employee, may take leave to care for the non-adoptive or non-biological parent on the basis of an in loco parentis relationship.
Unless an in loco parentis relationship existed when the employee was a child, an employee is not entitled to take FMLA leave to care for a grandparent, an aunt, or another non-covered relative with a serious health condition.
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FMLA changes—the #1 hassle of 2010, and likely of 2011. BLR's compliance guide is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.
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In loco parentis status under the FMLA does not change the law's other requirements, such as those regarding coverage, eligibility, and qualifying reasons for leave. All requirements must be met for FMLA protections to apply.
An employee asserting a right to FMLA leave to care for a parent who stood in loco parentis to the employee may be required to provide notice of the need for leave and to submit medical certification of a serious health condition consistent with the FMLA regulations.
What's a son? Daughter? Parent? It's an almost overwhelming task to keep up with the old FMLA, let alone comply with the recent, far-reaching changes and then the complexity of marrying all that with state law provisions. Good news! BLR's editors have gone the extra mile to get your comprehensive compliance guide up to date.
BLR's recently updated Family and Medical Leave Act Compliance Guide—the book some are calling the "FMLA Bible"—simplifies the frustrating and confusing complexities of the FMLA, so you know exactly how to comply in every situation.
It contains practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
--------------------------------------------------------------------------------
A whirlwind of changes has hit the FMLA—are you ready to comply? Order BLR's comprehensive guidebook and find out what you need to do. You'll get expert FMLA guidance, forms, and concrete examples. Find out more.
--------------------------------------------------------------------------------
The Family and Medical Leave Act Compliance Guide includes:
Leave law overview
All the new forms and advice on how to use them
Practical guidance on implementing all aspects of the new rules
Analysis of federal and state laws, what they require, and how they interact
Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers' comp, and military leave
Recordkeeping and reporting requirements
Reasonable accommodation
Sample policies and forms
Plus a quarterly newsletter and updates to make sure you stay in compliance as any changes come about
FMLA Definition of 'Parent'
For FMLA leave purposes, "parent" is defined broadly as a biological, adoptive, step, or foster parent, or an individual who stood in loco parentis to an employee when the employee was a child.
Note that an employee's parents-in-law are not included in the definition of "parent" for purposes of FMLA leave.
An eligible employee is entitled to take FMLA leave to care for a person who stood in loco parentis to the employee when the employee was a child. The fact that the employee also has a biological, adoptive, step, or foster parent, does not preclude a determination that another individual stood in loco parentis to the employee when the employee was a child.
The specific facts of each situation will determine whether an individual stood in loco parentis to the employee within the meaning of the FMLA, says WHD.
Examples of 'in loco parentis'
Examples of situations in which FMLA leave to care for a parent may be based on an in loco parentis relationship include:
An employee may take leave to care for his aunt with a serious health condition, if the aunt was responsible for his day-to-day care when he was a child.
An employee may take leave to care for her grandmother with a serious health condition if the grandmother assumed responsibility for raising the employee after the death of her parents when the employee was a child.
An employee who was raised by same-sex parents, only one of whom has a biological or legal connection with the employee, may take leave to care for the non-adoptive or non-biological parent on the basis of an in loco parentis relationship.
Unless an in loco parentis relationship existed when the employee was a child, an employee is not entitled to take FMLA leave to care for a grandparent, an aunt, or another non-covered relative with a serious health condition.
--------------------------------------------------------------------------------
FMLA changes—the #1 hassle of 2010, and likely of 2011. BLR's compliance guide is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.
--------------------------------------------------------------------------------
In loco parentis status under the FMLA does not change the law's other requirements, such as those regarding coverage, eligibility, and qualifying reasons for leave. All requirements must be met for FMLA protections to apply.
An employee asserting a right to FMLA leave to care for a parent who stood in loco parentis to the employee may be required to provide notice of the need for leave and to submit medical certification of a serious health condition consistent with the FMLA regulations.
What's a son? Daughter? Parent? It's an almost overwhelming task to keep up with the old FMLA, let alone comply with the recent, far-reaching changes and then the complexity of marrying all that with state law provisions. Good news! BLR's editors have gone the extra mile to get your comprehensive compliance guide up to date.
BLR's recently updated Family and Medical Leave Act Compliance Guide—the book some are calling the "FMLA Bible"—simplifies the frustrating and confusing complexities of the FMLA, so you know exactly how to comply in every situation.
It contains practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
--------------------------------------------------------------------------------
A whirlwind of changes has hit the FMLA—are you ready to comply? Order BLR's comprehensive guidebook and find out what you need to do. You'll get expert FMLA guidance, forms, and concrete examples. Find out more.
--------------------------------------------------------------------------------
The Family and Medical Leave Act Compliance Guide includes:
Leave law overview
All the new forms and advice on how to use them
Practical guidance on implementing all aspects of the new rules
Analysis of federal and state laws, what they require, and how they interact
Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers' comp, and military leave
Recordkeeping and reporting requirements
Reasonable accommodation
Sample policies and forms
Plus a quarterly newsletter and updates to make sure you stay in compliance as any changes come about
Friday, October 8, 2010
Today's HR Daily Advisor Tip: Topic: E-pinions By BLR Founder and CEO Bob Brady as republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach
http://www.xcorpconsulting.com/
Increasingly, part-timers are taking on important roles in our prganizations. Whether they are soon-to-retire veterans or new-to-the-workforce grads hoping to get to fulltime, they all want benefits. Where should you draw the line on who gets benefits and what they get? Today's survey will help you figure it out.
For years, BLR® has surveyed HR and benefits professionals to see what benefits they are actually offering. This year, we have expanded our survey program by conducting a series of brief, targeted benefits surveys.
Today's Survey Topic: Benefits for Part-Time Employees
Here are some of the tricky issues we're going to probe:
How many hours per week must an employee work to be eligible for benefits?
Which benefits are offered to part-timers? (Holidays, vacation, sick, health insurance, life insurance, 401(k), retirement, bonus/incentive, paid family leave?)
What percentage of workforce is "part-time"?
Has the percentage changed in the past two years?
Does your company allow job sharing?
And other part-time benefits questions
Thursday, September 30, 2010
Today's HR Daily Advisor Tip: Jury Duty: Striking the Balance Between Civic and Company Responsibility as republished by Xochitl Boehm at X Corp
Jury duty leave seems like an easy one, but anything that involves questions about who gets paid and who doesn't is not so easy. In yesterday's Advisor we talked about the legal issues surrounding jury duty and appearance as a witness; today, we'll look at key policy considerations, and get an introduction to the "Employee Leave Bible."
Most employers believe that an employee has a civic responsibility to serve when called as a juror or witness. In fact, according to BLR's Survey of Employee Benefits, over 40 percent of employers place no limit on the amount of leave allowed for jury duty per year, and an additional 28 percent allow over 2 weeks per year.
However, it can be difficult to develop a policy that strikes a balance between supporting the civic obligation and at the same time protecting the organization from the loss of a valuable person at a crucial time. Your policy on leave of absence for jury or witness duty should be in writing and be communicated to employees by way of a company policy booklet or a workplace posting. When developing your policy, consider the following points.
Is your policy in legal compliance?
You will want to ensure that your policy meets the minimum requirements of federal and any applicable state laws. If you do business in several states with differing rights for leave for jury or witness duty, you may want to maintain a consistent policy in all of your facilities by following the law with the most generous provisions for the employees.
What notification procedures will you require?
When an employee receives instructions to report for jury or witness duty, whom should the employee notify and when? Is verbal notification sufficient?
What documentation will you require?
Must the employee present a copy of the subpoena or other document instructing him or her to report? Must the employee afterward present documentation of the dates of service?
What compensation will you offer?
The most common practice is to pay employees the difference between their regular pay and any compensation they receive from the court system. Also, decide whether you want to place a limit on how long the employee will be paid—for example, 2 weeks per calendar year—and whether different groups of employees—hourly, salaried, probationary—will be compensated in the same manner.
--------------------------------------------------------------------------------
FMLA changes—the #1 hassle of 2010. BLR's compliance guide is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.
--------------------------------------------------------------------------------
Will you require a return to work after early release?
If you voluntarily continue to pay an employee on jury or witness duty, it is reasonable to require the employee to report back to work if released before 12 noon by the court; early releases occur frequently. Consider if second- and third-shift employees will be excused from work for the whole day.
Should you request a postponement?
Under what circumstances will your organization ask that a particular employee be excused from witness or jury duty or that jury duty be postponed? Who must approve these requests? You don't want employees to be excused from duty under any but the most pressing circumstances, so try to pinpoint the areas in which an employee's unexpected absence for a prolonged period of time is most likely to disrupt operations.
Since leave requests often come up unexpectedly, it's best to answer these tricky policy questions beforehand to eliminate confusion and resentment. And it's no different for the most annoying leave law of all, the Family and Medical Leave Act.
It's an almost overwhelming task to keep up with the old FMLA, let alone comply with the recent, far-reaching changes and then the complexity of marrying all that with state law provisions. Good news! BLR's editors have gone the extra mile to get your comprehensive compliance guide up to date.
BLR's recently updated Family and Medical Leave Act Compliance Guide—the book some are calling the "FMLA Bible"—simplifies the frustrating and confusing complexities of the FMLA, so you know exactly how to comply in every situation.
It contains practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
--------------------------------------------------------------------------------
A whirlwind of changes has hit the FMLA—are you ready to comply? Order BLR's comprehensive guidebook and find out what you need to do. You'll get expert FMLA guidance, forms, and concrete examples. Find out more.
--------------------------------------------------------------------------------
The Family and Medical Leave Act Compliance Guide includes:
Leave law overview
All the new forms and advice on how to use them
Practical guidance on implementing all aspects of the new rules
Analysis of federal and state laws, what they require, and how they interact
Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers' comp, and military leave
Recordkeeping and reporting requirements
Reasonable accommodation
Sample policies and forms
Plus a quarterly newsletter and updates to make sure you stay in compliance as any changes come about
Get more information or order your copy of the Family and Medical Leave Act Compliance Guide.
Share Your Comments
The Rx for Your #1 HR Headache—FMLA
BLR's Family and Medical Leave Act Compliance Guide has been updated with the most recent changes—everything you need to know NOW to stay compliant.
The Family and Medical Leave Act Compliance Guide includes:
Understandable explanations of FMLA's many interactions with the Americans with Disabilities Act, workers' compensation laws, and military leave.
Model FMLA forms and policies that save you time and money.
Quick-reference FMLA summary of state and federal laws. See at a glance how federal and state family medical leave requirements interact and how they apply to your organization.
Complete reference library of leave laws and regulations. Includes helpful Q&As that save you valuable time.
Free quarterly newsletter and updates keep you in the know on the latest leave and FMLA changes.
Online access to U.S. Department of Labor Opinion Letters. Helps you avoid expensive mistakes.
Download newsletter sample
Download product sample
Download table of contents
Get more information or order.
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Managing an HR Department of One
2010 Update — More Topics plus Healthcare Reform Information
Our most popular HR resource has been updated! All the compliance info, prewritten forms, and guidance you need, especially designed for a department as small as one. Thats why we call our program Managing an HR Department of One. Start Your Free Trial Today
HR Audit Checklists
Just added Flexible Hours/telecommuting and Electronic Monitoring
Created by employment law experts, this unique and practical handbook provides prewritten checklists that help spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more. Learn more
HR.BLR.com - Providing Answers and Advice to your HR Problems 24/7
HR.BLR.com is BLRs all-inclusive HR web service providing Plain-English analysis on every key HR topic - available for all 50 states. See what everyone in HR is talking about! Check out this remarkable everything-you-need-for-HR solution at no cost or risk. Learn more
10 Minute HR Trainer — The Answer to "No Time to Train Our Managers on HR— Try it FREE!
Nobodys got the time for HR training, but everybodys got the need. Weve compacted exactly what managers have to know about key laws and best practices into 50 prewritten learning modules you can use in just 10 minutes each! Put us to the test. Try BLRs 10-Minute HR Trainer free for 30 days! Read more.Learn more
SmartPolicies on CD-ROM
Create the most-needed HR policies at about $1 each. Prewritten, legally reviewed, ready-to-use on a CD-ROM. Boot up, include your specifics, print. Youre done! Policies for attendance, harassment, compensation, discipline, and many more. Learn more
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The Only Employment Law Conference You Need in 2010
2010 National Employment Law Update - October 28 - 29, Webcast
NEW—Attend Via Webcast!
Can't make it to Las Vegas October 27-29? Whatever the reason—budget restraints in this tough economy, no time to travel, or just can't get away from the office—we understand!
Don't let these barriers put you in legal jeopardy and keep you from attending this top-notch conference - take advantage of our new webcast option. Not only will you eliminate airfare and hotel costs, as well as travel time, but you'll have the opportunity to keep your entire HR staff up to date and in compliance from the comfort of your own office.
LEARN MORE
In 2010, the challenges facing you as an HR professional are as big as ever.
You face:
Workers who are in the "economic recovery" mindset and demanding raises to match—even though your organization is still firmly in the "digging out" phase
An extension of the COBRA subsidy, leading to paperwork and recordkeeping headaches
Ever-changing developments relating to social media, including a key employee text messaging case—with potentially huge implications for employers—that the U.S. Supreme Court recently decided to review
The continued push for "easier than ever" unions
Pending federal leave laws that could go into effect this year
And much more...
It's not enough to have the knowledge—you need the know-how, too.
REGISTER NOW
You can keep up-to-date with all the newspapers and trade journals you can get your hands on, but they don't explain how to apply the information about new laws and regulatory changes. They don't tell you what you really need to know: How to act on what you've learned.
But we do.
Join us for this unique opportunity to participate in the fourth-annual BLR National Employment Law Update conference via webcast from October 28-29. You'll get in-depth, comprehensive instruction from experts around the country who specialize in putting their know-how to work for you.
REGISTRATION OPTIONS
With this order option you will be joining the 2-day main conference (October 28-29) via webcast.
Join us live in Las Vegas for more information View our Online Brochure
Can't make it on October 28-29? Order the webcast recording
REGISTER NOW
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2010 Update Now Available
Spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more.
Start Your Free Trial Today
HR Department of One
HR Audit Checklists
HR.BLR.com
10-Minute HR Trainer
SmartPolicies
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Upcoming Webinars
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The Only Employment Law Conference You Need in 2010
2010 National Employment Law Update — October 28 - 29, Webcast
NEW—Attend Via Webcast!
Can't make it to Las Vegas October 27-29? Whatever the reason—budget restraints in this tough economy, no time to travel, or just can't get away from the office—we understand!
Don't let these barriers put you in legal jeopardy and keep you from attending this top-notch conference - take advantage of our new webcast option. Not only will you eliminate airfare and hotel costs, as well as travel time, but you'll have the opportunity to keep your entire HR staff up to date and in compliance from the comfort of your own office.
LEARN MORE
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Family & Medical Leave Compliance Guide
This comprehensive resource is the Rx for your #1 HR headache. Helping you keep tabs on the changing law. Includes full explanation, pre-written forms, free updates and quarterly newsletter.
Learn more
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What to Do About Personnel Problems in [Your State]
For over 20 years, human resource managers have relied on this practical state employment laws resource to understand and stay on top of ever-changing employment regulations in their states. No wonder weve heard so many nice names for What to Do About Personnel Problems—weve even been called the "HR Bible"!
Learn more
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Wednesday, September 22, 2010
Are You Leveraging The Power Of The Social Experience? As republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach, CA
It is nearly impossible to ignore the social web these days. People are flocking to websites like Twitter, YouTube, Facebook, and LinkedIn to dish out their opinions, solutions, resources, and other information to peers—and it’s becoming the preferred source of information when consumers make purchase decisions online.
Some organizations are using it to their advantage, while others hold back, not sure where to begin. What is your organization doing?
Leveraging The Power Of The Social Experience Requires A Two-Pronged Strategy
Monitor conversations occurring on the social web and act quickly to address customer concerns
Integrate social media as a seamless part of your overall brand strategy
RightNow Social Experience helps you achieve both, offering cloud monitoring tools that make it easy to identify and join critical conversations and flexible, scalable online customer communities that bring the conversation to you, so you can use them to drive your business goals.
How CX Works Why RightNow What Others Say
RightNow CX is not CRM. CRM was developed to close internal communication gaps between sales and service. Important, but inward-facing. As companies attempted to make it fit their customers' behavior, CRM increased in complexity, becoming more difficult to manage and more expensive.
RightNow CX provides the flexibility needed to meet customers' continually evolving expectations while our SaaS model combines robust functionality with low overhead. We help you create optimal customer experiences where they matter most:
RightNow Web Experience provides your customers with 24x7x365 access to your company, engaging them through intuitive self-service, chat, co-browse, and email features.
RightNow Social Experience allows you to establish yourself in the social realm and proactively participate in the numerous critical conversations about your business, building customer loyalty and strengthening your brand.
RightNow Contact Center Experience enables customers to communicate with you via your call center, email, or chat, and helps both customers and agents easily find the information they need, when they need it.
Today's consumer has evolved beyond what yesterday's CRM can deliver. RightNow CX, the customer experience suite, can help you evolve with them.
10 Things That Will Get You Hired by Kate Lorenz as republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach, CA
You Hired
Kate Lorenz, CareerBuilder.com Editor
Do you want to extend your time looking for a job? Of course not. Candidates are always on the lookout for the most efficient, effective way to find new work. The following tips -- when heeded during the job search and interview processes -- can make job hunting go by faster:
1. Customize your résumé and cover letter.
It might seem faster to blast off generic materials to dozens of employers, but this will cost you time in the long run. Tailor your résumé and cover letter to each open position to clearly demonstrate how your experience fills the employers' requirements. For example, if you're applying for a public relations role, give your PR experience a prime spot on your résumé.
2. Diversify your search.
If you've been responding to newspaper ads with no response, also post your résumé online, search some job Web sites, talk to your friends and attend an industry trade show. The more ways you search, the more likely you are to connect with the right employers.
3. Don't go solo.
Your friends, family and former co-workers each have a network of their own -- and a friend-of-a-friend might hold the perfect lead. Don't be shy: Reach out to your network and let your contacts know you're on the job market.
4. Find a company where you fit in.
Browse potential employers' Web sites and ask your friends about what it's like to work at their companies. Employers are looking for candidates who would be a good fit and thrive within the company culture.
5. Don't get discouraged.
Experts estimate the average job search to last anywhere between three and 10 months -- and that means a lot of rejection. Keep at it: Your dream job is out there.
6. Always be prepared.
You can never be too prepared for your first meeting with a potential employer. Before your interview, always browse the company's Web site. Find out as much as you can about the company's products, leadership, mission and culture, and prepare answers to common interview questions.
7. Be on time.
Whether it's an informational interview, an open house or a formal interview, always arrive about 10 minutes early. Allow plenty of time for traffic and poor weather.
8. Dress and act the part.
In a business setting, always dress in professional clothing in the best quality you can afford. Take the industry and employer into consideration, but a business suit is almost always appropriate for interviews.
9. Listen more than you talk.
Even if you're nervous at an interview, try not to ramble. By keeping your mouth shut, you can learn valuable information about the company and avoid saying something that you'll wish you hadn't.
10. Ask good questions.
At the end of an interview, the employer will inevitably ask if you have any questions. Have a list of questions prepared that showcase your company research and interest in the position.
Last Updated: 25/05/2010 - 2:29 PM
White House Launches New Health Care Website
September 22, 2010 - The White House launched a new health care website today. The launch is in celebration of the six month anniversary of the Affordable Care Act (ACA). The website provides information about the ACA, including state specific information.
View all Healthcare Insurance News.
What HR Needs to Know About Preventing Violence in the Workplace
September 22, 2010 - From a recent hostage situation at the Discovery Channel in Maryland to a deadly shooting spree at a Connecticut warehouse, workplace violence continues to make national headlines. What steps should employers take to prevent problems from escalating into violence and to protect employees in the event that a violent incident does occur? Threat assessment professional Wayne Maxey offers some advice.
View all Violence in the Workplace News.
Be sure to check HR.BLR.com's News section for all the latest stories.
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