6 Tips for Choosing a Career

The selection of a career is one of the decisions that may have a long term effect on your life. This decision should be taken after a lot of consideration. With self-examination and ample information, you can choose a career that you will enjoy throughout your life. Given below are 6 tips for choosing a career.

Your Work Style
Your career should suit your style of work. What type of work will suit you? Are you a self-starter? Or do you like a work environment that is well structured? Based on the answer to this question, you can find out which career will work the best for you. For instance if you are a procrastinator or daydreamer, you may want to choose a career where you will be able to give your best under the supervision of a supervisor.

Your Hobbies
If you have a hobby, you can transform it into a career. For instance, if you are good at playing an instrument or working with wood, you can turn this art into your career. Doing what you really love can make you a lot of money in the long run.

Your Financial Goals
Your goal must be to choose a career that can earn you enough bucks so that you could satisfy your needs and wants. For instance, if you want to tour the whole world and buy flats in the most expensive countries of the world, choosing to work as a clerk may not be a good idea. The thing is that you should choose a career based on your financial goals.

Back To School
Before borrowing money to get back to school, just make sure It’s worth it. The cost of studying at a college has gone up by 37% in 2010. You may think of going back to school in order to qualify for the job you want. For this purpose, you should consider programs that will be able to help you repay your loans.

Get Real Life Experience
You may want to think about ways companies use temps and interns for evaluating candidates before offering jobs. The real-life experience in a certain work environment may help you choose the best career that will suit you. In other words, internships, job shadows and temporary assignments can give you a good idea of whether a professional will be best for you.

Be Patient
Choosing the right career is not an event. Instead, it’s a process that you will go through. In any field, an entry level post will help you get a good idea of the ladder you are going to climb up. Developing a career takes a good deal of time, but setting solid goals and trying to achieve them will help you achieve your financial goals down the road.

So, with these tips in mind, you can easily choose the right career. This will also help you choose the right study program at the right university of college. Hopefully, this will be of great help to you.

Are you worried about your future? If so, you should do your homework to choose the best career. For a bright career, you may want to get help from Education Directory. The School Directory has a lot of helpful information that can help you with your career selection.

Top 5 Myths About the Recruiting Industry

We have all had the call, “Hey Joe, my name is Bob Smith. I am a recruiter for Acme Widgets. We found your profile on LinkedIn and I was wonder if you could take a few minutes out of your work day to discuss the prospect of working for the leading manufacturer of widgets in the US.” As with most timing in life, these calls will ring you before the first cup of coffee hits your lips or during a busy meeting. Needless to say, most recruiting targets are not prepared for a cold call. Other candidates have posted their resumes online and are just hoping the fish will bite. Given the mysterious nature of these strangers that we call head hunters, there are many misconceptions about the recruiting industry. Here is an inside look at the top 5 myths concerning the art of recruiting.

Not all recruiters jump out the window during a recession

Given the current economic backdrop it seems pertinent to discuss how the recession affects recruiters. When most people consider an economic downturn the last thing they think about is hiring. Following this logic most outsiders would assume recruiters go into a complete panic when the economy hits the fritz. The reality of the situation is much more complex. Internal recruiters that work within organizations which normally have ongoing hiring needs are put in a precarious position. Most companies looking to trim cost will single out recruiters for the first cutbacks. External, third party recruiters can actually benefit from these cutbacks. As companies reduce their internal hiring expertise certain critical positions can crop up that require talent acquisition skills. Companies forced to make limited hires after trimming their recruiting department will turn to third party recruiting companies to fill the void. This shift to outsourcing provides some measure of job security to a large portion of the industry.

The industry actually has many pros

No doubt about it, recruiting is a sales job. Recruiters are constantly pitching. If the recruiter is working on a recruitment outsourcing contract they are pitching the company they represent to a potential candidate. If a recruiter is working on a strictly commission basis, they may be selling a rock star candidate to multiple companies. This unique nature of recruiting can force recruiters to fall back into cliché sales tactics during the hiring process. As a candidate, if you get that used car salesman feeling in the pit of your stomach during a recruiting call, you are not alone. Despite the aggressive nature of the industry, many recruiters are seasoned professional. Contract recruiters can make upwards of 20% of a candidates first year salary for any successful placements. These high commissions mean that an effective recruiter can pull down a yearly income higher than most VP level positions they place. Given the financial implications, there is a significant amount of incentive for recruiters to be as polished as possible.

Recruiters just add extra pork to the hiring process

If you ask most internal HR people about the difficulties of hiring you will probably get the same answer. Recruiters are a critical part of the hiring process for many companies. This rule of thumb is particularly true for tech recruiters. Hiring for technical positions requires an understanding of very specific skill sets. A technical recruiter needs to understand coding expertise, be able to dissect pertinent background experience and also find a candidate that is a good cultural fit for a company. Most HR people are required to focus on managing benefits and boosting employee retention. These job requirements leave little time to develop a deep understanding of the myriad of technology expertise available on the market. Recruiters can significantly improve a hiring program by pushing process and hunting down the best match for any open positions.

It’s all about the commission

Believe it or not, recruiters have priorities beyond their commission checks. Compensation is about catches and balances. Over the years, companies have learned that it is important to hedge the large commissions paid out for new placements with specific securities concerning the candidate. Standard recruiting contracts require that a candidate must stay with a company for at least 90 days before the commission payment are guaranteed to the recruiter who has placed the candidate. These contractual agreements force recruiters to explicitly target candidates that they believe will be a long-term fit for the company. These guarantees also provide recruiter with incentive to develop an understanding of a company’s corporate culture to help find the best candidate match for the organization.

Recruiters are not living in the Stone Age

Recruiting is a juggling act. Each position will see multiple candidates interview for the role and each candidate is at a different stage in the process. This logistical nightmare is multiplied with each open position. Historically, recruiters have attempted to wrestle control and organize their process with giant trails of paper, graffiti covered calendars, waist deep email inboxes and spreadsheets so complex they make the Moon Landing look a bit easier. While the industry was once notorious for organizational flaws, these issues are expected when managing multiple candidates, hiring managers and interviews schedules. Fortunately, most of the recruiting industry has crawled out of the primordial ooze of spreadsheets and emails. Many professional recruiters now rely on industry specific, web-based recruiting software to help manage applicant flow and streamline collaboration between all of the decision makers. When properly used, these organizational tools can seriously increase hiring efficiencies across the board, allowing recruiters to spend more time looking for the perfect candidates.

Most people only have fleeting experiences with the recruiting industry. These short interactions lead to a variety of misconceptions and negative feelings associates with the recruiting process. Many misconceptions about recruiting are a direct result of the necessary sales oriented nature of the process. Ultimately, if outsiders were able to peak under the hood they would likely see a different story. On the whole, today’s recruiters represent talented professionals with a unique skill set to help companies fill mission critical roles and provides candidates with a good match for their careers needs. Recruiter provide the most cost effective solution for many companies hiring needs and with modern technology they can also provide a much needed organizational boost to the hiring process. So next time you get that call, think twice. It may be the best opportunity you’ve had in a long time.