Ways to Earn Extra Cash While Job Hunting

By Siri Anderson

So, you're looking for a job. You're not alone, and right now it's safe to bet that it'll take a little longer than usual before you score the permanent job position you want. What are some ways to earn extra cash in the meantime, pay the bills and maybe have a little fun to boot?

Before you start a part-time job, make sure that you know what you're looking for in terms of permanent work so that your side odd jobs don't create a conflict. Balance is the key, and if you are doing side jobs to make money, make sure they help your future career path.

Restaurant and food service work. Whether you're serving up chilled martinis or burgers and fries, waiting tables is often considered one of the best ways to earn extra cash - and there's a reason for that: the industry offers some of the most flexible part-time jobs, and with tips you can earn well over minimum wage. Most shifts don't conflict heavily with regular office hours, which is helpful for making business contacts and attending interviews during the day. Job prospects are considered excellent due to the high employee turnover that is characteristic of this industry - but don't forget that competition can be stiff at upscale establishments where the tips are the highest. Waiter/waitress median hourly wage = $14.50 (including tips)

Retail jobs. If food service isn't for you and you just need a side job that makes money to fuel your job search engine, then working in retail could fit the bill. Employment growth for these jobs usually reflects the expansion and contraction of the economy, so right now, it might be a little harder than usual to land a position. Despite that, retail job opportunities are still considered good because of the high level of turnover in this sector. Furthermore, warehouse, clubs and supercenters are supposed to have excellent prospects as their popularity is strong with bargain-hunting consumers. Sales clerk/cashier median hourly wage = $8.16

Temp agency work. Companies are wary about hiring directly at the moment, creating many temporary job opportunities. "Employers are looking for flexibility," says Eric Buntin, of Randstad US, a staffing company. However, they are still looking for plenty of entry to mid-level temp positions that, with a little patience on your part, may turn into a full-time job. "It's important to be flexible, but be clear with the agency about your long-term and short-term plans, so they can help you meet your goals," advises Buntin. "Some contracts could be just for a week, then become one month and eventually lead to a hire." Salaries vary widely depending on the industry and your experience level, but the potential is there to earn quite well while you're waiting for a permanent offer. Entry level temp work (healthcare) median hourly wage = $8.00; Experienced contractor hourly wage = $35.00**

Recreation workers. Sharing your knowledge of creative arts or sports and recreation can be a fun way to earn extra cash, and this job sector offers an unusually large percentage of part-time and seasonal employment, leading group outings or activities. Work environments range from community centers to summer camps. This is considered a tough field if you want to get into it full-time, but for part-time, job openings are good, stemming from the large number of people who leave the field each year. Recreation worker median hourly wage = $15.03

Test prep instructors and tutors. Opportunities in educational support are growing, many of which are part-time job positions, usually scheduled during evenings or weekends. If you've done well on standardized tests and have a passion for helping others succeed, you can earn $100/hour teaching GMAT prep courses. If test prep doesn't sound like a fit, students from elementary school through college are often in need of tutoring or extra help with homework assignments as well. Test prep instructor wage = $100/hour*; Tutor = $13.40

Need more flexibility? Find odd jobs for fast cash near your home.

If you're looking for more casual ways to earn extra cash, you can get a long way by using a little creativity, according to Robin Ryan, Seattle-based career coach and author. In her years of coaching people toward the right position, she's seen many innovative and entrepreneurial spirits earn extra cash with side odd jobs they develop themselves, from mowing neighbors' lawns after finishing their own, to planning birthday parties for their children's classmates.

"One woman was cooking dinner for her family one night and thought to herself, why not offer to cook for other families in the neighborhood," Ryan recalled. She ended up having a number of families willing to pay for meals a couple of times a week. For just a little extra prep time in the evenings, this turned a side odd job into extra cash.

"Also, if you have clothes that don't fit anymore, furniture, or that terrible gift that your aunt gave you for Christmas - sell it!" Ryan advises. Sites like Craigslist or Ebay are easy ways to earn extra cash, or you can rally a few neighbors to have a larger garage sale to increase your inventory and your earnings to few hundred dollars in an afternoon.

Whichever route you choose, part-time work is important. "A serious job search takes about 20 hours per week," according to Ryan, "any more than that is just spinning your wheels - job searching is slow. Fill the rest of your time with something that produces results. Psychologically, this helps a lot."

Claiming Unemployment and taxes:

If you're collecting unemployment, you may be wondering how a side job will affect your claim. Legally, you must report all earnings, which will then be subtracted from your unemployment check until you exceed the amount of your benefit. Sometimes it is just a partial deduction from you benefit, so it's best to check with your state's unemployment office for full details on how to report your earnings.

Regarding taxes on self-employment or odd jobs, you usually don't have to report earnings of $400 or less. The IRS gives complete information in publication 501 about federal filing requirements.

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6 Myths About Job-Hunting During a Recession

By Cherie Berkley

The job market is tight. Competition is stiff. But, if you are one of the thousands tasked with getting a new job in this poor economy, all is not lost. Hopefully, you can move more quickly from the unemployment line to a job offer once you get past these six common myths about job-hunting during a recession.

Myth No. 1: No one is hiring during a recession.

Layoffs are happening, but some employers - even those laying off workers -- are still hiring. Companies often eliminate full-time employees with budget-busting benefits only to replace them with contractors or consultants to save costs. Additionally, "green" jobs and health care jobs are among those still actively populating want ads. And, the pay is respectable. For instance, Payscale.com shows the median annual salary of an environmental engineer with 3-5 years experience is $60,672.

Myth No. 2: The Internet is the best place for finding jobs in a recession.

The Internet is an efficient way to survey jobs among many companies, but personal interaction is still the smartest way to find a job during a recession. Truth is, employers are bombarded with thousands of resumes from the Internet. Therefore, the chance that your new boss will choose your resume out of a pile of prospects is slimmer than ever. Instead, focus on finding a position, apply for it, and then do some research and connect personally with a hiring manager in the company to follow-up. Social networking sites, such as LinkedIn, also offer a great way to connect with targeted employees on your company dream list. These connections are golden because they can give you insider info about unpublished positions and help you sail past HR "blockers." Personal recommendations go much farther in landing a job during a recession than random resumes.

Myth No. 3: Searching companies in hiring freezes is a waste of time.

Like many situations in life, hiring freezes are not absolute. Savvy networking, the right face-to-face meeting, and the ability to sell skills critical to the prospective company can be the perfect formula for lighting a fire under an employer in a hiring freeze. Behind closed doors, hiring managers are told to make exceptions for spectacular candidates that can show them the money, especially in a recession when every dollar counts.

Myth No. 4: Expect a salary cut during a recession.

In hard times, companies value astute problem solvers more than ever. While employers may trim the fat elsewhere, there is always room in the budget for salaries of top-tier talent. However, in a competitive job market, there is a bigger burden to prove you are worth a higher salary, John Challenger, CEO of Challenger, Gray & Christmas, says. Ultimately, companies want their talent investments to pay off -- and stick around. "If an employer goes to the expense, time, and effort to find a qualified candidate, it wants the person to stay," Challenger adds. The last thing an employer wants is for a prized candidate to temporarily accept a lower salary than her previous salary and say "hasta la vista" once the job market recovers.

Myth No. 5: Companies are not interested in hiring people over age 55.

There are several reasons Challenger, Gray & Christmas disputes the adage that older employees are unemployable. In a struggling economy, employers value seasoned workers' shorter learning curves (aka: less money invested in employee training) and their ability to do the work of several younger, less-seasoned workers. Separately, like a fine wine, experienced employees who are surgeons, accountants, attorneys, engineers, and IT professionals get better with time. Clients gravitate to more experienced employees in these professions. This adds up to more cha-ching for employers.

Myth No. 6: Experience and advanced degrees guarantee a job during a recession.

While experience and education have their plusses, they aren't guarantees to landing a job during a recession. In a deep job recession, experienced and degreed people come a dime a dozen. "It is very important to sell your world experience, your concrete accomplishments, and expertise; things that make an impact on the company rather than just your knowledge," Challenger says. Research what skills the employer values most in order to tailor your sales pitch accordingly, Challenger adds. And, because the market is so tight, though you are experienced, someone with more experience is likely applying for the same job. Take time to create your brand image and sell, sell, sell!

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5 Ways to Keep a Job During a Recession: Tips for Improving Job Performance

By Bridget Quigg

In the turbulent, toss-about world of work in America, all kinds of people are worried about getting fired. Who among us hasn't seen a helpful, smart, hard-working person get laid off? Being let go is not for last place performers anymore. Everyone is at risk.

Can you avoid the pink slip? You can sure try. While no one may guarantee you a gig these days, here are five ways to keep your job during a recession and improve your job performance.

1. Talk directly to your manager about how to improve job performance

Lay it all out on the table and sincerely ask for advice from your boss about your situation. You're not asking them to butter you up or paint a rosy picture. You're asking for the truth.

Ron Mitchell, career coach and founder and CEO of New York City-based Gotta Mentor, advises on some good questions to ask your boss regarding job performance, "You should take control of this process. In this meeting you should ask two questions. First, what can I improve upon? Second, what additional things can I do to help you do your job better?"

Is asking your boss about job performance considered kissing boss booty? Maybe a bit, but your manager is likely under a lot of stress, too, so finding ways to help them and make them look better means your less likely to be sent packing.

2. Learn other people's jobs

It sounds calculating, but it's true. One of the best ways to keep your job during a recession is to increase your value to your employer. If you can do the work of two, you have a better chance of out-staying your peers. As with any worthwhile fitness program, you must cross-train for greater strength and resiliency. Sean Ebner, regional vice president of the IT outplacement firm, Technisource, emphasizes why this productivity makes a difference, saying, "Make it so that two people would have to replace your work effort, not just half of a person."

And, once you pick up some new job skills or strengthen old ones, let people know. Executive coach Peggy Klaus says, "Connect the dots for people and show them how your strengths can be utilized in other departments, capacities, or fields."

3. Be profitable

If you're not clear how your work either makes the company money or cuts costs - or both - you'd be wise to figure that out soon. If you need help, talk to trusted friends, co-workers and even your boss. Letting your boss know that you're trying to improve your job performance and contribution to the bottom line can't hurt. Plus, it reminds them of how essential you are.

Klaus says, "Be certain that the results you are focusing on and producing are the ones your boss and company value most. Translation: efficiency, cost-cutting and revenue."

4. Toot your own horn - loudly!

No one appreciates arrogance, but staying quiet about your job performance and contributions isn't wise right now. Whatever you do to move the company forward - stay late to complete a project, have a great call with a client, train someone else in a new skill or improve your output - make sure that your boss knows about it. Your resourcefulness and willingness to work hard are attributes most managers want to keep in-house.

John M McKee, founder and CEO of BusinessSuccessCoach.net, says "Successful professionals don't wait to get noticed while they toil away on a project."

5. Rise up and take command

Amidst the devastation that layoffs leave behind, you have a unique opportunity to collect the remaining pieces and move quickly into management. As Allison Hemming, founder of The Hired Guns talent agency says, "Be the phoenix. This could be your opportunity to rise to the top." She recommends that when departments are combined, "Take advantage of a re-shuffled deck. Management will be looking for new leaders to prevail."

Plus, that way, when the company is back on its feet, you'll be a time-tested veteran who helped lead everyone through the worst of times. Your job could be more secure and well-paid than ever.

Are Some Layoffs Simply Inevitable?

All advice aside, don't be too hard on yourself. Many experts agree that you can only do so much to protect yourself from a layoff. Sometimes, even your best won't be enough.

Ron Mitchell reminds you to chin up and stand proud should that moment come, "One thing this current job environment has taught us is that no one is immune to layoffs. Companies have for the past few rounds of layoffs been cutting bone not fat. They are laying off people that have been doing a good job."

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'Don't Show Us the Money-Show Us Healthcare Benefits,' Workers Say

When choosing jobs, Americans want healthcare benefits more than anything, a recent survey finds.

By Kristina Cowan

U.S. workers are putting money in its place-and it isn't first. According to a survey on what Americans want in a job, health insurance plans rank first, while compensation comes in 10th.

Next up after health insurance plans are job security, an environment with clear policies/procedures, retirement/pension plans, and a flexible, family-friendly workplace, says the survey for the Center for State and Local Government Excellence.

Elizabeth Kellar, executive director for the Washington-based center, says what the survey likely reflects "is that increasingly employers are not offering health-insurance benefits that are very good, or health-insurance benefits at all, so it's much more on people's minds when they're looking for a job."

Experts and employees offer differing opinions about the survey's findings, with some agreeing and others remaining skeptical.

Are Health Insurance Plans All the Rage?

While compensation is important, some experts say nowadays workers have different priorities.

Melanie Holmes, vice president of World of Work Solutions for Manpower in Milwaukee, Wis., says she's not surprised health insurance plans rank first in the survey, given the abundant media coverage of the nation's troubled health-care system.

She also agrees with the emphasis on job security and flexibility. "The perception out there is that the economy is soft. So people might understandably have anxiety about losing their jobs," she explains. "Work-life balance is becoming more important to older workers, and younger kids coming into work want work-life balance and want time for themselves, to give back to the community. It cuts across all age demographics."

Rich Milgram, founder and CEO of Beyond.com, a niche-specific career network, says he thinks money is less important than it used to be, especially for younger workers.

"I believe the kids coming out of college today are a different breed. They're not so set on a huge career track that's going to lead them to financial gain as much as their parents or my parents would have been. So there's good and bad to that," Milgram says. "But the fact is money is playing less of a factor. Quality of life is playing more of a factor these days, and I believe that's terrific. Companies need to realize that fact and start treating employees accordingly."

Ryan Healy, who recently graduated from Penn State University, says he ranks salary approximately fifth in importance. "I put ahead of it company culture, people you'll be interacting with, the amount of personal growth the job allows for, the amount of responsibility you're allowed to take," notes Healy, 23. "And this is assuming it's an adequate salary-you're not going to take a job that doesn't pay your bills."

Last fall Healy left his job as a financial consultant for IBM Global Business Services to work as part of the small team behind BrazenCareerist.com, a new online career center for young professionals.

But Money Does Matter!

Some are more skeptical of the survey's findings.

Roberta Chinsky Matuson, a Massachusetts-based human resources expert, says money still matters a lot, and recruiters tell her money plays a critical part in the hiring process.

"People have to feel like they're being recognized and rewarded, and compensation is a part of that. If people want to say money doesn't really matter, then they're living in a dream," she says.

M

ary Froehlich, a senior property manager at Sydney Associates, a real-estate firm in Brookline, Mass., shares a similar sentiment.

"It's interesting that compensation was number 10, because that's never been my mindset, and I still, even in younger workers, am not finding that," Froehlich says. "In 25 years of managing people, I have never come across that people don't want to make money, and I think that today you need to make money."

Ultimately, the survey raises important points for employers, Kellar says."Even during economic downturns, there is still going to be competition for talent. It's important for employers to be aware of what they need in terms of benefits if they want to compete for the talent," she notes.

Kristina Cowan is the senior writer for PayScale.com. She has over 10 years of journalism experience, specializing in education and workforce issues.

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Convince Your Boss with 6 Reasons for Telecommuting

You don't need to sacrifice your salary, experts say; just focus the conversation on the reasons for telecommuting that will be a bonus for your employer.

By Kristina Cowan, Senior Writer for PayScale.com

Moving from office to remote work doesn't mean sacrificing your salary. Millions of U.S. companies and workers with solid salaries are finding realistic reasons for telecommuting as a way of improving the balance of employee lives and worker productivity.

The positive reasons for telecommuting have already been recognized by many software and technology companies. And according to The Telework Coalition, more than 45 million U.S. workers currently telecommute from home at least once a week. Chuck Wilsker, president and CEO of the Coalition, says in the last six months, he has seen a three-fold increase in the number of calls he fields from employers, employees and media wanting to know more about the reasons for telecommuting.

If you're feeling stretched thin between work, family and a long commute or are a victim of endless meetings that make it impossible to get any actual work done at the office, you might be wise to define your reasons for telecommuting. You can build your case by writing a proposal for telecommuting, and expert say you won't have to compromise your salary. The key is to emphasize the reasons for telecommuting that will benefit your employer. Before writing a proposal for telecommuting and heading into your manager's office, consider these six tips:

1. Do your telecommuting homework. Find out if your employer has a company telecommuting policy by checking with human resources or your colleagues, says Alexandra Levit, a Chicago-based career expert and author of "How'd You Score That Gig?" "If others at your company have done it successfully, you will be more likely to convince your boss that you can do it successfully," Levit explains. Likewise, if your employer doesn't have a company telecommuting policy, it's critical to know ahead of time, says J.T. O'Donnell, a New Hampshire-based career coach and workplace consultant. "There may be a good reason they frown upon it-in which case, think about whether you want to approach the subject," she says.

2. Play up on the productivity reasons for telecommuting. A lower salary should not be a part of your transition plan to telecommute, explains Linda Babcock, co-author of "Ask For It: How Women Can Use the Power of Negotiation to Get What They Really Want." The key lies in illustrating reasons for telecommuting that will boost your productivity. "Tell your employer you will be home working-not cleaning house or caring for kids. Say, 'I have an office on the third floor of our house, I will be super-productive, I will have all the things I need to do my job,' so the employer sees this as a positive for them, also," notes Babcock, who is based in Pittsburgh. For example, when you're writing a proposal for telecommuting, you might illustrate how telecommuting one day a week will let you devote the two hours you normally spend commuting on work tasks, instead.

3. Determine your boss's potential telecommunicating concerns. A manager might object to telecommuting from home over such issues as trust or accessibility. "Go on the offensive and tell them why they don't need to worry," O'Donnell suggests. You can offer to check in several times a day, by e-mail and phone, she says, creating a presence while you're not in the office.

4. Propose a telecommuting trial period. When you're writing a proposal for telecommuting, experts say to suggest telecommuting on a test-run basis, instead of as a permanent situation. Recommend a six-month or a three-month telecommuting test period and a monthly conversation with your boss about your progress and productivity, says Tory Johnson, CEO of Women For Hire in New York. "Managers are more inclined to say yes to something that isn't permanent. It's why you date before you marry-you test the waters," Johnson says. And when you do show productivity, your boss will begin to understand your reasons for telecommuting, and how they benefit the company.

5. Explain your home-office setup that will be used for telecommuting. Mike Boyer, vice president of IT at Fiberlink, a technology vendor in the Philadelphia area, says when an employee approaches him about telecommuting from home, he asks how the working environment will be set up. A less-structured, kitchen-table configuration could work for someone with keen self-discipline, Boyer notes. But those who need quiet space should create that at home, he says; otherwise, their productivity will be compromised by telecommuting.

6. Rehearse your telecommuting pitch. "You really want to have thought about how you want to present this. Rehearse it with someone-words are key. If you go in there and present it in the wrong way, you could lose your chance," O'Donnell says.


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Be Interview Savvy: How to Ask Critical Interview Questions

By Siri Anderson

You just landed an interview. You’re excited. You’re nervous. And, your head is full of questions about how to come across as the perfect candidate: What should I wear? What should I say? What are the frequently asked interview questions are they may throw at me?

Most of these first questions revolve around marketing yourself to the company and answering the question, “What does an employer expect in an interview?” But, hang on a second. Take a moment and remember, it's also important to use the interview process to answer the most important question of all: Is this the job I want?

To answer that crucial question, you must pay close attention during the interview and actively engage your potential employer. That doesn't mean you should throw all your hard-hitting questions out at the beginning. The key is to strategize by asking questions that fit in with the goals of the various stages of the interview process.

So, how do you know what to ask and when? Mark Stevens, CEO of marketing and public relations firm MSCO and author of 25 books, including Your Marketing Stinks, suggests viewing the stages of an interview like different stages of dating – falling in love, going steady and engaged to be married. As with dating, you don't jump in asking about finances or other uncomfortable topics. After all, putting the cart before the horse can kill a good thing. Keep in mind the company’s concerns as well as your own when asking questions and you might find yourself getting swept off your feet by the perfect new job.

Initial Interview: The Falling in Love Stage

Asking for and discussing a bureaucratic checklist of benefits or responsibilities is no way to entice a new employer to fall in love with you. The goal of the first interview is mostly to figure out if you like the company and if they like you and could use your skills. Also, this is a time to look for subtle clues about the workplace – take note of the office mood, corporate culture, and how you are treated. Did anyone offer you a coffee or water? Do people make eye contact or say, “Hello”? Can you hear laughter anywhere?

Once the interview starts, the questions you pose to your interviewer should open up dialogue on broader topics such as your professional values and goals, and how they all might align with company goals. Keep the tone personable and look for ways to convey your passions. Doing so will help you come across as confident and knowledgeable, and that can set you apart from other candidates. Furthermore, the depth of information you’ll be able to discuss will leave the interviewer with a much clearer picture about who you are every day.

For example, Stevens advises people to avoid the question, “What will my duties be?” Instead, he suggests posing a similar question this way: “I visited your Web site, and I liked what I saw. How would I be able to contribute to those values in this position?”

Changing the way you ask a rather standard question can lead to a more interesting dialogue and give you a more complete idea of the job. It also shows your potential employer that you are aware of the company goals and that you are someone who will find ways to make them happen. On top of that, by preparing ahead of time, you show the employer that you understand the importance of questions for employer during interview. This puts some of the power of the interview back in your hands.

Second Interview: The Going Steady Stage

If you're asked in for a second interview, you've obviously struck the company’s fancy, and you can begin to ask some of the more difficult questions – tactfully, of course.

Your goal in this stage is to add detail to the broad picture that was painted earlier and to answer any doubts or concerns that you may have about the job. If your research has found a black mark in the company's record, ask about how that's been corrected. If you've found that the company's financial situation is a little rocky, ask how that’s being addressed.

Keep in mind, though, that the formats of follow-up interviews vary widely. You may be meeting with more people than you did in the first interview, or you might just meet with the same people to further explore some topics previously discussed. Either way, you may be asked some of the same questions you were asked before, and you may want to ask some of the same questions as well.

If everything is going well at the end of this stage, you should feel fairly comfortable with this company and envisioning a future with them should be positive and without too many doubts or unknowns.

Job Offer: The Engagement Stage

Congratulations! They want you to join their company – and no matter how excited you may be, don’t jump too soon. This is the time to negotiate the nitty-gritty of numbers and benefits. If you have any remaining concerns, is this company willing to bend to meet them? Are you willing to compromise something in return? Explore how. To ask critical interview questions shows that you care about yourself. Don’t stop looking at this as a relationship at this point – neither party should be asked to sacrifice too much.

If negotiations begin to feel uncomfortable, ask about the larger concern of the employer. Is it that you might be earning more than a supervisor? Are they nervous about giving you the responsibility you'd like to take on? Find out the root of any concerns, ask critical interview questions, and see if there are compromises that can be made so both you and your employer feel like you’re being treated fairly.

Remember, as with dating, one interview process is never the same as the next, and you may have to trust your gut to know when the time is right to ask some of the more difficult questions. Tread softly but confidently through the sticky topics – succeeding in this will likely set you up for a rewarding relationship with your next employer.

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Careers for Active People: Stay Fit While You Earn

By Carol Tice

If you're tired of desk jobs that leave you no time to work out, consider switching to a career where you buff up on the job instead of getting flabby. While labor-saving devices have made many jobs easier – think logging and the invention of the chainsaw – there are still plenty of jobs that require physical fitness and they are great careers for active people. Some of these pay quite well, particularly jobs that also expose workers to physical danger, notes career expert Laurence Shatkin, author of 175 Best Jobs Not Behind a Desk.

Because so many Americans are out of shape, if you're physically fit you gain an edge in applying for physically difficult jobs, says Brian Sharkey, co-author of the 2008 book Hard Work. You need to be in shape to qualify for many tough jobs, and for jobs such as fire fighter, you'll need to pass a fitness exam annually.

If you're out of shape and want a shot at a physically hard job, allow several months to get in shape, Sharkey recommends. Prospective employers can provide information on the physical requirements for their jobs and in some cases can offer training recommendations. In general, Sharkey says most women need to build up their strength, while men often lack the aerobic conditioning needed for many tough jobs.

"You need to have endurance to do something like fighting a wildfire all day long," he says.

Here are some of the best-paying jobs that require you to stay in shape:

1. Sheet metal worker. It's sweaty, dangerous work fabricating all the metal pieces needed in buildings, from downspouts and siding to air-conditioning ducts. Apprentices usually do four or more years of classroom and on-the-job training, and demand is expecting to grow 6 percent in the next decade, the Bureau of Labor Statistics (BLS) reports. Median annual salary - $52,829

2. Police and Sheriff's Patrol Officer. They may have a patrol cars-and-doughnuts image, but in reality law officers may need to sprint after a suspect or wrestle them to the ground. BLS reports future demand for officers is expected to grow 8.7 percent. Not all careers for active people offer this level of danger. You have to be strong physically and emotionally. Median annual salary - $50,190

3. Electrician. Working around potentially dangerous electrical wires all day, electricians need physical strength to bend conduit, climb or lift heavy objects. They may also need to stoop or kneel for long periods as they wrestle wires into place. As we head into economic recovery, demand for electricians is forecast to soar nearly 12 percent, BLS says. Apprenticeship programs usually last four years. Shatkin says demand may be better than initially forecast due to the electrical component in booming green technology, with electricians needed to wire solar panels. Median annual salary - $45,524

4. Fire fighter. Blazing heat, blinding smoke, irregular hours…what's not to love? Firefighting attracts people who thrive on danger and can go with the flow. Most firefighters work for local governments. Population growth in coming years will see this occupation grow more than 18 percent. Median annual salary - $44,795

5. Brickmason or blockmason. Bricklaying is one task that's still done by hand – lifting heavy materials into place and stooping or kneeling are common workday activities. Apprentices train three to four years. BLS forsees more than 11 percent growth in the field, with particular opportunity for workers with restoration skills. Median annual salary - $40,656

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Need Help With Choosing a New Career Path? Zig-Zag Your Way to Success

By Bridget Quigg

Would you consider your career path “typical?” Did you move step-by-step from an assistant to a senior director in the same company? Or did you zig-zag from salesperson to set designer to sea captain?

Online salary database PayScale.com decided to take a look at the many leaps, steps and sharp turns people take during their working lives. With PayScale’s GigZig career path tool, you can look at real people’s career path information to see what workers in a certain job were doing five years ago and what they go on to do five years later. Some of the answers may surprise you.

Will working as a lifeguard guarantee you a career in graphic design one day? Not necessarily, but it turns out that graphic designer is the second most common career move for lifeguards, after registered nurse, as reported by PayScale users. While it can’t predict the future, GigZig may help with choosing a new career path by seeing the wide variety of career moves that are possible.

Below is a roundup of real people’s career paths ranging from the predictable to the unexpected.

1. Bank Teller

The median annual salary for a bank teller is $21,900 per year This wage can pay the rent and help you buy some groceries, but not much else. What if you could nearly double that income in five years? It turns out that bank tellers may do just that. Some go on to become staff accountants, earning $42,600 per year. Others become loan officers, earning $42,400 annually. Some make a surprise leap to the healthcare industry working as certified medical assistants, earning $27,400 per per year.

2. Administrative Assistant

Administrative assistants do it all. They stuff envelopes, answer calls, make travel arrangements and manage schedules, all for about $30,300 per per year. An “admin” in any office usually has the opportunity to move up if they show their mettle and ingenuity. Where do they go? Among PayScale users, the majority become executive assistants, earning $35,400 per per year. The highest-paid, former administrative assistants end up as senior executive assistants or executive assistants to CEOs, earning about $50,000 per year. The most creative career shift made by some admins? Working as marketing coordinator, earning $37,400 per year.

3. Medical Assistant

The average salary for a medical assistant is $26,700per per year. Responsibilities include filling out insurance forms and tidying up exam rooms. Where could this healthcare industry gig take you? Some medical assistants moved closer to treating patients as surgical technicians, earning $36,500 per year. The highest paid ones end up as physician assistants (PAs) and typically earn around $76,800 per year. That’s an annual salary boost of $50,100 in just five years. The most unusual switch? Some medical assistants become clinical research coordinators and work on the academic side of medicine earning $41,300 per year.

4. Construction Laborer

Construction laborers feel the blows of seasonal changes and economic downturns more than most. But when they do have work, they earn about $31,600 per year. Within five years, where do they go for bigger bucks? Some graduate to construction equipment operators or cement masons, earning over $40,000 per year on average. But, it’s possible to jump a whole $40,000 annually by learning the skills of a construction project manager, who make an average of $71,600 per year. Typical? Maybe not. Possible? Absolutely. The most unexpected switch comes from those construction laborers who trade in jeans for slacks and become computer aided design drafters, earning $35,700 per year.

5. Musician or Singer

Choosing a career as a struggling musician has long been seen as a gig that gets you nowhere. But, according to PayScale’s findings, it takes people just about anywhere. The majority of the results for former full-time musicians and singers are in the music arena, such as church organist; music director; or art, drama or music teacher. But, other musicians have made career moves that are more unexpected, like working as a grant writer, security officer, staff accountant or bank branch manager. Which choice is the best paid? Professor of higher education earning $73,534 per year.

6. Legal Assistant

This gig gets you plenty of exposure to life in the legal system. Legal assistants earn about $34,600 per year to gather and analyze legal articles, prepare affidavits or other documents, file pleadings, etc. It looks like when they move on, many legal assistants become paralegals, getting a bump in salary to $41,600 per year. The ones who earn the most become lawyers, earning about $81,800 per year, or corporate or senior paralegals, earning close to $55,000 per year.

7. Assistant Financial Consultant

For those who want to one day manage wealthy people’s money, starting out as an assistant financial consultant might work well. You can be trained on the job after completing a finance or related degree and earn $39,800 per year to direct and coordinate financial activities at a branch, office, or department of a bank, brokerage firm, or insurance department. The next step for many assistant financial assistants is working as a personal financial advisor, making about $55,600 per year. Other top earners have become consulting accountants, earning $63,600 per year or senior financial analysts pulling in $73,000 per year.

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How to Handle Salary Requirements When Applying for a Job

Posted by Kristina Cowan

Job interviewing is like art: it requires skill, dexterity, and the right tools and environment. Make one wrong move and the result can be disastrous. This is especially true when it comes to discussing salary requirements. As a job-seeker, approaching a conversation with a prospective employer about salary requirements can be tricky.

How soon can you expect an employer to ask you about your salary requirements? Should you ever include salary requirements in a cover letter? How can you pick a salary that doesn't aim too high or too low?

To find sage answers to these and other basic questions about salary requirements, I tapped several career experts for their wisdom.

The Ins and Outs of Salary Requirements

Question: When interviewing for a new job, what are some basic principles job-seekers should keep in mind about their salary requirements?

Answers: "Salary requirements should be based on the market value for a particular skill set or job … not on the job seeker’s needs or desires," says Barbara Safani, president of New York-based Career Solvers, a career-management firm. You should be flexible, too, knowing much can transpire during the time when a job is first posted and when it's filled, she explains. "If a position seems perfect for you, but the salary is lower than you had hoped for, go through the interview process and sell your value to the hiring manager throughout. Once a hiring manager decides that you are the right candidate, they will be more willing to negotiate salary."

Dr. Rachelle J. Canter, author of “Make the Right Career Move: 28 Critical Insights and Strategies to Land Your Dream Job,” urges job-seekers to focus not just on salary requirements, but on opportunity. To that end, she advises asking yourself some key questions, such as:

* Will this job provide you with crucial experiences, skills, and accomplishments that you need to attain your dream job eventually?

* Will it fill in critical gaps in your industry or job experience?

* Will it give you visibility with an audience you previously were unknown to?

Question: Should job-seekers mention salary requirements in cover letters?

Answer: "No no no-–salary is a way to screen you out (too high or too low), and you want a chance to look over a prospective employer before being eliminated," Canter explains.

Question: Should job-seekers give an exact salary figure, or a salary range?

Answers: If you have to, give a range for your salary requirements, Canter says, but try to stay focused on whether the job is the right fit."Once an employer falls in love with you, your negotiating power increases exponentially," she says.

Safani also recommends a range instead of a specific number, because it gives you wiggle room once you get to the salary negotiation stage.

Question: How soon during the interviewing process can a job-seeker expect the salary requirement conversation to come up?

Answer: It could arise as soon as the first interview, so you need to know your competitive market value before you start interviewing, Safani says. You can try deferring the conversation by saying you'd like to learn more about the job, so you can gauge whether it's a good match before rolling out your salary requirements. If an employer presses you for a "ballpark figure," ask for the salary range of the job, Safani says; if they won't divulge it, say based on your research, you've found that pay for such positions is "between X and Y," and ask if that's consistent with their range.

Question: How do you determine what your salary requirements should be, so you’re not aiming too high or low?

Answer: "Job seekers should benchmark their market value by talking with recruiters and colleagues, researching salary ranges for comparable positions on the job boards, reviewing salary information available through professional associations, and of course reviewing information on PayScale," according to Safani.

Questions: What if a prospective employer asks to verify your current salary with your current employer? What if this jeopardizes your current position?

Answer: "Until there is an offer on the table, this question should not come up. Once an offer is made, this is considered fair game as part of the due diligence process for some employers," Safani says. "Job seekers can politely explain that if an offer is extended, they would be willing to have their salary information verified."

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Entry Level Jobs for High School Graduates

By Carol Tice

A good salary and a rewarding career doesn't have to mean a four-year slog through college. There are plenty of jobs for high school graduates that pay nicely with less education, ranging from certificate courses just a few months long to two-year community college programs.

Education costs for most of these careers are modest - you might even pay nothing at all. If you're from a low-income family and between 18-24, you may qualify to receive up to three years of free job training, housing and support services through the federal program Job Corps. National program director Esther Jacobs says Job Corps serves roughly 100,000 students a year. "We're the best-kept secret in this country," she says.

Otherwise, state-sponsored technical and vocational schools will usually be a cheaper option than private training companies, and many offer financial aid. Most training programs will help you get entry level jobs with good pay when you're done, too.

Here's a look at some of the best jobs for high school graduates that you can get into fast, listed with their salary for someone with three to five years' experience, according to PayScale.com.

1. Network installers, network administrators, computer systems administrators. If you enjoy tinkering with computers and wireless-network routers, consider this field. The business slowdown may have damped demand a bit, but it'll rebound fast as the economy picks up. Median salary: $49,801 per year.

2. Police officer. Law-and-order types who enjoy working with people might consider a quick career change into law enforcement. Basic training only takes about four months, and costs roughly $2,000. Median salary: $47,485 per year.

3. Court reporter. This one's a great recession-proof career for those who enjoy courtroom drama. It offers job security as the courts must continue to function in good times or bad, notes Laurence Shatkin, co-author of 300 Best Jobs Without a Four-Year Degree. Median salary: $47,275 per year.

4. Clinical laboratory technologist. Science lovers who watch CSI might like this line of work. Clinical lab techs examine tissue and body fluids under a microscope and test them for diseases. This field is expected to grow as new diagnostic methods continue to be developed. Entry into the field requires at least a two-year training course from either a technical college or hospital. Median salary: $47,081 per year.

5. Heating-Ventilation-Air Conditioning (HVAC) installer. If you enjoy working with your hands, this job's got that, along with the satisfaction of knowing you're helping people stay comfy indoors. You can earn the required certificate to get started in as little as nine months. Median salary: $44,814 per year.

6. Computer numerical control. In areas of the country that still have a strong manufacturing base, there's demand for people who can program the robots that do much of today's assembly-line work, says Bryan Albrecht, president of Gateway Technical College in Kenosha, Wis. "You need strong analytical decision-making skills, where you can diagnose a problem in a machine," he says. Median salary: $44,629 per year.

7. Solar energy systems installer. This and many other "green" jobs are hot now, as the recently signed federal stimulus bill put billions into alternative energy and energy conservation. A boom in installing solar panels is expected. Median salary: $44,460 per year.

8. Correctional officer. Working in prisons can be stressful and hazardous - so it pays well. Corrections can also be a good option for those who want to work the night shift, as prisons must be staffed 24/7. These are good jobs for high school graduates as local and state prisons may not require further training beyond a high school degree. Median salary: $42,795 per year.

9. Security and fire-alarm systems installers. Demand for security systems, Webcams and fire alarms is increasing, author Shatkin says, because the price of these systems is falling. This field offers entry level jobs with good pay as the National Alarm Association of America says training can be done in less than two weeks and costs under $1000. Median salary: $41,417 per year.

10. Aircraft mechanic. People who enjoy tinkering with their cars - and live near an airport - might consider this field, which pays better than automotive repair. Unless Americans suddenly give up their love affair with cheap travel, this field is expected to see continued steady growth. Roughly 170 schools nationwide are certified by the Federal Aviation Administration (FAA) to offer the needed training, which usually takes between 18 months and two years. Median salary: $39,584 per year.

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How Many Contacts and Resumes Are Enough? 10, 100, 1,000?

by Peggy McKee

How many contacts and resumes are enough? That is an excellent question. Perhaps the answer is simpler and at the same time more frustrating than we would like. As success driven people, we like concrete answers with concrete solutions performed in a concrete, fixed period of time. Yet, in this case the answer is as many as it takes to win the job. So, instead of wasting time trying to measure the unquantified, job hunters need to focus in a laser-like way on driving more contacts and reaching each contact with increasing effectiveness on each subsequent effort.

What constitutes effectiveness during the job search? To begin with effectiveness is measured by reaction and response. If each revision of your cover letter increases the number and frequency of response, this is likely effective. If your new and improved LinkedIn profile creates more interest, leads to more contacts, and causes more industry involvement which you are able to turn into interviews, this constitutes increasing effectiveness. If each day you become better at ferreting out contacts who may have a position for you, you have increased your job searching effectiveness.

Our view is there are some key areas to focus on today for job search effectiveness:

1. Build and use your rolodex of contacts. This doesn't mean make social calls. This implies focusing on those individuals who can help you contact recruiting sources, hiring managers, and human resources departments to win the interview and job you are pursuing. Each call should seek first to lead directly to the individual contacts outline, but if these aren't available seek a contact with whom they have credibility who can provide real leads for you.

2. Improve and strengthen you resume and cover letter to compelling make your case as the candidate of choice.

3. Work on your phone call plan and interview plan converting these calls from contacts with a potential job source to interplay between professionals leading and uncovering the career path and job you are seeking.

4. Look at ways and means to increase your credibility among your peers and in the industry such as discussions on related blogs, attending professional conferences, or other activities to create the reputation and word of mouth marketing to create spontaneous opportunities.

So, the answer is:there's no set number. Instead, you have to make enough contacts with enough impact to win the job offer you are seeking. Like pursuing a sales lead, the more quickly and effectively you accomplish this the less you will have to do in the future.

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