Because so many people find international work to be exciting, and because opportunities in the field are limited and require specific skills, the job search can be extremely competitive. To be successful, it’s important to

According to our latest analysis of job postings on Adzuna, graduates with a 2:2 or Third class degree may earn nearly £8,000 p.a. less than their peers who go into the job market with a First or 2:1, a gap of £300,000 over their working lives.  While a good day on a final exam paper may be the only difference in degree performance, employers use degree result to filter CVs, which means a lifetime of earnings implications.

Our research also shows a wide gulf in salaries between

If you are a senior-level professional with international experience you are very much in demand. Here are some ideas to help you feature your work outside Canada:

Furthermore, both hung onto bartending with the same rationale: to pay down a school loan.

Even though both had chosen a similar strategy to deal with debt, that’s where the similarity ended. One bartended, worked for his dad and then eventually got into B2B sales; the other bartended and took care of her grandmother who recently passed away.

Both are now intent on returning in some fashion to their chosen interests: the fellow to an interest in the medical field and the young lady to event planning. Both have a similar interview quandary: How to respond to the inevitable interview question about their career path’s divergence from university studies?

Truthfully of course! What other option is there? The one, who has been working for about a decade since completing his post-secondary education, can honestly say that he found the school-related debt load to be psychologically difficult, and so he elected to continue earning in an established area of success to pay it off. He can then mitigate any potential obstacles that might cause by continuing to share how that led him into sales, a field in which he has had great success (and share a few successes, chosen for maximum impact and impression), and which has led him to return to his specialty and enter the field of medical devices sales.

The other can honestly share that she found her educational debt load to cause her such trepidation that she continued with her bartending, and at the same time she stepped up to the plate to help her family with their beloved Nona’s illness and passing. Two years later, debt paid and no family responsibilities, she is eager to resume her original intent and launch her career in event planning. To overcome any lingering questions, she should share how she is now volunteering with a major local event committee, as a positive step towards her goal.

Some interviewers won’t like the situations and that’s fine; there’s precious little you can do to sway these. Others will appreciate the honesty, find the refocused energy appealing, and admire the personalities. Best to work for a company that supports your values anyways, and best to let those others go.

TIP: Avoid using words that are wimpy and apologetic, such as “just,” “only,” “not much,” or “limited.” Find ways to share your story with words such as “exceeding,” “considerable,” “extensive,” and “resilient.” Be proud of your chosen path and don’t let anyone undermine your focus, pride and confidence!

The temporary staffing company ManPower Belgium has recorded an increase of 25 to 30% in staffing requirements. Currently, they are actively recruiting new people for their staffing pools in the finance and real estate markets.

Belgium is heavily investing in its infrastructure: potholes being repaired and roads being repaved. The country may not have a federal government, but the regional and local governments are certainly functioning. Not having a federal government hurts Belgium as far as investments are concerned and also on a credibility level where politics are concerned. They did, however, successfully conclude their 6-month European presidency.

Here are six reasons why I am returning to Baltimore for the second time:

1. Relationship building: In a virtual world it is easy to forge relationships over distance. It still amazes me how well you get to know colleagues from across the world through social media or by participating in group training courses over the phone – especially if you get together week after week. But nothing beats meeting people face to face – there is just a different quality about it. During our CCMC and CJSS classes we all kept saying: Wouldn’t it be wonderful if we could have a reunion in Baltimore? And now, at least some of us get the chance!
2. Serving international clients: Many of our clients are highly mobile professionals. They are keen to seek out new opportunities, often outside their home countries.  They expect you to be knowledgeable about international career management practices. As an example: I just helped an Indian client who I met during a workshop in The Netherlands land a job in the US. I doubt I could have done this without my ongoing interest in international career management topics and an appreciation of how things work in other countries. What I learnt at CTL 2010 paid off very quickly.
3. Staying ahead of the game: Our industry and practices are changing at such a fast pace. A lot of the new technologies and tools come from the US – whether it’s LinkedIn, Twitter, Facebook or specific online career management tools such as WinTheView, JibberJobber and others. What happens in the US now is likely to come to the UK and Continental Europe in a short while – all the more reason to check out what innovations you have in stock!
4. Inspiration: The UK careers industry is going through the greatest shake up in recent history. After years of expansion, we suddenly see a sharp contraction, with thousands of careers advisors losing their (state) jobs, the outplacement industry under severe pressure to lower their fees or do more with less, and private clients hesitant to spend money. Here, the mood in the careers sector is very subdued. In contrast, the US careers industry looks mature yet vibrant, innovative and energetic (at least from a distance). The buzz at CTL alone will help me get back into the spirit of possibility, optimism and decisive action.
5. Preparation: International conferences can be a bigger investment than attending regional or national ones (okay, this might be different in the US as travel distances are so vast even if you attend a national conference). But because I invest more, I also plan and prepare more. That can only be a good thing!
6. Sense of adventure: I love going to conferences, wherever they are, but conferences abroad are extra special. The foreign location adds to the excitement and all the new impressions will be food for the soul for the next twelve months. My two “must see attractions” in Baltimore this year are: The American Visionary Art Museum and a return to the National Aquarium, both conveniently located on the Inner Harbour.

Ruth Winden

Visit the official website, and you will see the buzz and excitement growing by the minute – more and more events are being added as you read this post.  All the world over, thousands of festivities will take place to remember, honour and celebrate women’s economic, political and social achievements.

In the UK alone, there are currently 365 events listed – from grassroots events, business clothes swops for unemployed women, to women entrepreneur conferences and the Global “Join Women on the Bridge” event.

Annie Lennox – lead singer of Eurhythmics, solo artist, political campaigner, and an admired and cherished role model by many women baby boomers like me – will open the London event by leading the walk across the Millennium Bridge.

The centenary in 2011 will be a very special day – also in the light of the political developments in the Middle East and Northern Africa. And although so much has been achieved, so much still needs to be done. As women in the western world, we might have gained the right to work – but we are still a long way off equal pay for equal work, and a fairer representation on company boards.

To me the day is also a wonderful reminder of the importance of our work as career professionals. Client by client, we make a positive contribution to the workplace, whether it is helping mothers return to work after a career break, coaching executives to break through the glass ceiling or supporting new women business start-ups. (And yes, I am not negating all the important work we do with male clients, but it is International Women’s Day after all).

The centenary also made me realise how important it is to keep sowing the seeds: as a rebellious teenager and student of history, I devoured books by Mary Wollstonecraft, Clara Zetkin, Rosa Luxemburg and Emmeline Pankhurst. To this day I have kept my collection of women suffragists posters and postcards. So when my 13 year old son told me that he was now studying British women suffragists at school, and that somehow all these women’s names and faces had looked incredibly familiar, I couldn’t help but smile: “Happy 100th International Women’s Day!”

Ruth Winden

Once I began interviewing, I was inevitably asked “Why did you leave your last job?” Not yet in career management, I was at a loss, and didn’t handle my reply very well at all. I didn’t land another position until I finally mustered my courage, returned to the company that fired me, and requested a letter of reference. By then the company had a new General Manager, who true to his word asked around, found that all agreed on my professionalism, effectiveness in the role, and dedicated work ethic, and provided me with a wonderful letter. Soon enough, I landed a job (which led to my meeting my husband; funny how something awful can lead to something wonderful!).

Throughout, I remained honest, and I would do the same again. Honesty is the best policy, as certainly little white lies do not exist in the employment world. With social media’s ability to share all kinds of information expanding literally by the mille-second, our world shrinks in size, grows in available information … and lies? They seem destined to be revealed.

But what about the usual interview questions, about strengths and weaknesses, five-year goals, interests in the company—is it necessary or in the job hunter’s best interest to be honest about these as well?

Yes indeed! Honesty is always the best policy. Here’s why. Your career success depends on your ability to contribute in a bottom-line capacity. Your employ impacts revenues, through your performance and productivity. With productivity, which we can also refer to as results and accomplishments,  your resume will contain outstanding examples of value.  Without those, your career will stagnate, and when unemployed, you may be forced to take a position far outside your true capabilities.

Is there, then, a type of company where you will be most productive? Yes indeed! When working for a company that values a person who demonstrates your level of honesty (or lack thereof), your particular strengths, your personality, character, commitment and so on.

It is in your best interests to interview with honesty and then let the future unfold. If you don’t land that job offer, accept it as being in your best interests. Perhaps they were looking for an energetic go-getter to round out the team’s complement rather than your laid-back and competent style; or maybe the company likes bending rules, and hire those with similar, less-than-puritanical ethics—so be it.

Your chances of succeeding beyond your wildest dreams working in a corporation that has ethics and values that vary distinctly from your own, are slim indeed. Be true to yourself. Find a company that likes what it hears when you answer interview questions honestly, and your career is on the path to ongoing success.

All that waiting seems to demand action;   after all, we are often urged to be pro-active. “What if I called to inquire? Would that help show my interest?” wonders the impatient job hunter. So what is the best way to handle all that silent waiting?

It all depends.

There are many approaches, a few are listed below, and depending on a person’s character, strength of verbal communications, rapport established with the interview team, indications given about how soon a decision will be made or when the chosen candidate will ideally be starting, a candidate may elect to wait patiently, or to follow up.

• At the end of the interview, ask “May I give you a call to follow up on the selection process?”
• Most people feel comfortable sending (and receiving) two, perhaps three, follow-up emails. After that it starts to feel desperate, which is a job offer deal-breaker. If you elect to communicate via email rather than phone, stop after two or three.
• Keep track of who you call or email, what was said, who you’ve not yet reached, to make sure that you don’t feel foolish for having forgotten, and that you don’t overdo the attempt to solicit a reply.
• If it is outside your comfort zone to follow up, you might choose to say so. “I apologize for adding yet another email to your Inbox. I am compelled to write, though, as I am just so sure that I have precisely the skills, attitude and experience to succeed in the position of (insert).”
• Instead of an email try a postcard or short hand-written note, snail-mailed. Sometimes choosing “the road less travelled” so to speak, is enough to spark a reply.
• Call, but rather than leaving a message, keep calling until you reach a real live person. Best bet for getting through to the hiring manager is to call very early, or quite late in the day, when it is less likely that his or her calls are being screened.
• Send a last-ditch letter. Be frank. Tell the person that they indicated a decision would be made by this time, and that whether it’s positive news or not, you would like to know.

It is a sad truth that not all interviewers, recruiters, or HR personnel follow through on their promise to call either way.  Although everyone deserves the courtesy of knowing, it’s also true that lots of folks have trouble delivering bad news. One last idea:

• Never give up. Even if you didn’t land that job, send an email two months or so down the road, thanking them again for a great interview, sharing that, although you are exploring a few possibilities you are still available. Suggest that if they know of a suitable position, in their company or another, you would be very grateful for a referral or more information. And continue to stay in touch with professional, non-demanding messages.

Silence is relative, and possible reactions vary according to many variables. Ultimately  it is up to each job hunter to determine what tactics he or she is comfortable using.

As a general rule, it is not customary in the U.S. to include pictures on resumes. However, in places such as Western and Eastern Europe, the Middle East and Far East, and some Latin and South American countries, the practice is quite common and in some cases mandatory.

With the exception of industries where personal appearance is a legitimate qualification, including modeling and acting, for example, I generally advise against adding a picture to a resume that is to be used within the U.S. Most likely, the picture will be ignored and discarded.  This is official HR policy in many companies, and arguably should be so in all companies based on U.S. anti-discrimination legislation. At worst, your entire resume will be dismissed as part of a general corporate policy regarding resumes that include possibly discrimination-inducing information (such as picture, age, marital status, race, etc.).

Even in those cases where the picture (or the whole resume) is not immediately discarded, think of the possible outcomes. A reviewer or hiring executive at any point as the resume is passed along is:

1) Wowed by your personal appearance and eager to get you in for an interview.

2) Unimpressed or for one reason or another does not like your appearance, and in a borderline case, this is enough to make him or her discard the resume.

3) Driven to discriminate based on personal or organizational prejudices regarding gender, ethnicity, or age.

4) Repelled due to their personal preferences: too thin, too fat, out of shape, different fashion sense, not good looking enough.

5) Threatened based on their insecurities: too “buff,” muscular, or good looking (a threat to their self esteem).

You can see that odds are that including a photo is going to hurt rather than help you.

Consider this comment made by a hiring authority on an employment law resource center’s message board, where the issue was under discussion:

“Fortunately, very few people are foolish enough to include their pictures on their resume, although when one pops up, it always makes me wonder what the candidate is ‘up to’ (same goes if they include personal data such as age, marital status, religion, etc.).

I don’t know if I’m supposed to be bowled over by their good looks, winning smile, or the fact that they happen to be Caucasian or whatever. Interestingly, I’ve never seen a photo on a resume from a female candidate – only males and almost always white males.

In truth, I don’t think I’ve ever put a resume with a photo included into the ‘let’s interview’ pile.”

Enough said.