Employment Guide

© A GateHouse Media Publication

FreelanceResumeInterviews

02 | GET THE JOB | GATEHOUSE MEDIA 2015

Employment Guide

© A GateHouse Media Publication

AN EDITION OF THE:NEWTON KANSANMCPHERSON SENTINELDODGE CITY DAILY GLOBEPRATT TRIBUNEWELLINGTON DAILY NEWSBUTLER CO. TIMES GAZETTEKIOWA COUNTY SIGNALST. JOHN NEWS

Get the Job is created by GateHouse Media, Inc., parent company of theabove newspapers, and is distributed with various GateHouse papersacross the country. Reproduction in whole or in part without prior writtenpermission is strictly prohibited. Opinions expressed in the publication arethose of the authors and do not necessarily represent those of the manage-ment of the publication.

©2015 GATEHOUSE MEDIA ALL RIGHTS RESERVED

Get the Job Contents03 BREAKING IN

05 GOING FREELANCE

07 KEEP YOUR JOB SEARCH SECRET

09 THE HIRING STRUCTURE

11 LET YOUR ACHIEVEMENTS SHINE

13 CONSTRUCTION MANAGER

15 INTERVIEW TIPS

GATEHOUSE MEDIA 2015 | GET THE JOB | 03

GET THE JOB | ADVICE FOR GRADUATES

Breaking InF

inding your first job after college can seem

more difficult than actually earning your degree.

In fact, it can be even more of a challenge. A 2013 Wall Street Journal

report found that 284,000

Americans with a bachelor’s

degree or higher were work-

ing in jobs that paid mini-

mum wage or less.

The job market is as com-

petitive as ever, with numer-

ous candidates hunting for

the same positions. So how

can you, the new college grad,

differentiate yourself from the

competition?

BE PROACTIVEHuman resources directors

will tell you that one of the

most impressive traits of an

entry-level hire is a proactive

nature. Thinking creatively

and knocking on doors is a

great way of making connec-

tions.

Knowing the balance

between being proactive and

being a nuisance is critical,

however.

There’s nothing wrong with

sending in a follow-up email

after you have submitted your

resume. Two or more starts

getting into the zone of not

being able to take a hint that

you may not be the right fit

for the position.

BULLETPROOF RESUME

Typos, misstatements and

outright lies are easy to spot

by trained professionals. And

they can add up to your

resume being thrown in the

trash.

To avoid these mistakes,

first of all be honest. There is

no excuse for fabricating

portions of your resume.

Hiring managers are trained

to follow up with your refer-

ences and will work hard to

fact-check information you

claim to be true. Just

remember, once you put it

on paper and give it to

someone, it’s out there for-

ever.

As far as typos are con-

cerned, consider having

someone else read through

your resume. Their eyes are

fresh and may be able to

spot mistakes you are gloss-

ing over.

GET CREATIVESending resumes via the

mobile application Snapchat.

Emailing storyboarded, cho-

reographed resumes in video

form. The list goes on. These

are the signs of our digital

times, and everyone is trying

to take it to the next level

when it comes to being

noticed.

These ideas can be effective

if your industry is a creative

one, such as graphic design,

videography or web develop-

ment.

If you’re a banker, attorney

or sales manager, however,

these methods can be a bit

over the top. The key is in

knowing your audience and

tailoring your resume to what

they are expecting.

© FOTOLIA

04 | GET THE JOB | GATEHOUSE MEDIA 2015

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GATEHOUSE MEDIA 2015 | GET THE JOB | 05

GET THE JOB | NEW CAREER PATHS

Going Freelance M

ore than half of the workforce is

expected to be freelance by 2020,

according to a recent Gallup poll.

A growing desire to build a

business or simply escape the

corporate grind has many

trading in their office com-

puters and mahogany desks

for their laptops and home

offices.

But is going freelance really

feasible? Can you make a

great living and still enjoy all

the benefits of being your

own boss? The numbers say

yes.

THE COMPANY PERSPECTIVE

A freelancer can be catego-

rized into a few segments: the

business owner, the indepen-

dent contractor and the con-

sultant. Companies are hiring

these professionals because

they are specialized in their

crafts.

They also are hiring them

because they are cheaper.

Let’s say a consumer goods

company needs a graphic

designer to create an exciting

new product campaign. The

job will take about four weeks

to complete and will include

the design of print materials,

a website and a billboard.

Instead of hiring a full-time

graphic designer with a salary,

health insurance and retire-

ment, companies are looking

to independent contractors to

complete the work.

Why? Because they don’t

require the salary, health

insurance or retirement. They

pay for that themselves.

Companies also save money

by only paying for the hours

they agree to in the project

contract.

Freelancers are easy to find

with online talent websites or

advertisements through social

media or your local newspa-

per. And as they numbers

show, they will only become

easier to find in the future.

THE FREELANCER PERSPECTIVE

Freelance work comes with

a new prestige that didn’t

exist in years past. According

to a study by the Freelancer’s

Union based in New York,

freelancers are seeing major

gains in their available proj-

ects and are excited about

their futures.

Some of the study’s major

findings include:

• Twice as many freelanc-

ers have seen an increase in

demand in the past year as

have seen a decrease

• Sixty-five percent of free-

lancers said their line of work

is a career path that is more

respected today than it was

even three years ago.

• Thirty-eight percent of

freelancers expect their

hours to increase in the next

year.

© FOTOLIA

06 | GET THE JOB | GATEHOUSE MEDIA 2015

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GATEHOUSE MEDIA 2015 | GATEHOUSE MEDIA | 07

GET THE JOB | JOB HUNT TIPS

Keep Your Job Search SecretW

hen searching for a new job, you may feel like letting everyone

in the world know that you’re available and ready for a change.

Everyone in the world, that is, except your current employer. The scenario has played out

for many professionals in the

past. They are fed up with

their current jobs and on the

hunt for a new one until all of

a sudden their employer finds

out. Just like that, job security

is a thing of the past and the

job search becomes more

urgent than ever.

There is nothing wrong

with finding a new position if

you’re unhappy in the one

you have. But there are ways

to do so quietly without draw-

ing attention to your inten-

tions.

NO COMPANY EMAIL

This seems like a no-brain-

er, but avoid using company

email, phone or messaging

systems for your job search.

There is an information tech-

nology professional oversee-

ing all of your company sys-

tems, and finding any evi-

dence of your job search is as

simple as performing a basic

search of your correspon-

dence or Internet history.

Using your company’s

equipment is only half the

problem. You also don’t want

to be caught using company

time to conduct your search.

This can make you seem

sneaky and unethical, so keep

your efforts outside of the

workspace.

NETWORK WISELY It may be difficult to net-

work within your office or even

your industry if you work in a

specialized one, but using your

trusted sources can be a great

way to find a new position.

According to data reported

by the U.S. Bureau of Labor

Statistics, 70 percent of all

jobs are found through net-

working.

But networking with the

wrong people can land you in

hot water with your boss. The

key is starting with only the

people you trust the most.

They will hopefully keep

your secret while also intro-

ducing you to someone who

could open new career doors

for you.

‘CONFIDENTIAL’ You also can use discretion

by letting prospective

employers know that your job

search is confidential. Place a

watermark on your resume or

in the email subject line that

reads “confidential.”

Address your situation in

your cover letter, as well. Add

a line that encourages respect

for your wishes to remain

confidential and let them

know you appreciate their

cooperation.

© FOTOLIA

08 | GATEHOUSE MEDIA | GATEHOUSE MEDIA 2015

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GATEHOUSE MEDIA 2015 | GATEHOUSE MEDIA | 09

GET THE JOB | CORPORATE CULTURE

The Hiring StructureA

re you ever confused at who you’re actually talking to when

interviewing for a new position? Recruiters, hiring managers

and headhunters — who does what in the hiring process? Gaining more clarity on

who can help you in particu-

lar situations will shed light

on how to prepare for inter-

views with each one.

Each of these professionals

has a different goal in mind

when bringing you in for a

chat.

HIRING MANAGERS

A hiring manager is gener-

ally an inside position, work-

ing for his or her company to

onboard top talent. These

professionals know the ins

and outs of the requirements

for an open position but may

not always have the time to

actively look for job candi-

dates like a recruiter or head-

hunter does.

Hiring managers will be

more apt to ask you questions

about how you fit into the

company and will be trying to

see how much you researched

the open position, so prepare

accordingly.

RECRUITERSRecruiters are most often

external professionals hired

by an organization to find

qualified candidates for open

positions.

There are many boutique

recruiting firms in the mar-

ketplace, ones that solely

focus on building relation-

ships with both candidates

and companies so vacancies

can be filled quickly and ade-

quately.

The main responsibilities

of recruiters include sourc-

ing, screening and interview-

ing candidates to learn more

about their career histories.

They do have knowledge of

open positions within certain

companies, but are more

concerned with learning

about you and your

strengths.

HEADHUNTERSThe term “headhunter” con-

veys a competitive, cut-throat

job, and that’s exactly what it is.

These professionals work on a

contingency basis, meaning

they don’t get paid until they

find an acceptable employee.

Headhunters can be paid by

both companies looking for

employees or by job-seekers

looking for work. They general-

ly earn a fee if they find you a

job, so make sure you know

how much you will owe.

© FOTOLIA

10| GATEHOUSE MEDIA| GATEHOUSE MEDIA 2015

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GATEHOUSE MEDIA 2015 | GET THE JOB | 11

GET THE JOB | RESUME TIPS

Let Your Achievements Shine Y

our resume is a like a complex jigsaw puzzle.

If any pieces are missing, you will sell yourself

short on showcasing the complete picture of you.

The most important aspect

of your resume can be the key

achievements that have

defined your career up to this

point. These bites of informa-

tion are what make you differ-

ent from others applying for

the same positions because

no one will have achieved

exactly what you have.

You can let companies

know that you understand the

importance of results by stra-

tegically including them both

within your key summary and

within your job descriptions.

FRONT-LOADED ACHIEVEMENTSOne of the most effective

resume-writing tactics is to list

your achievements in a

front-loaded fashion. What

does this mean?

Here is an example that

shows the difference between a

standard and front-loaded

achievement:

Standard: Developed new

paperless system to improve

company savings by $4,000 per

year

Front-Loaded: Catalyzed

$4,000 in annual savings via

development and implementa-

tion of innovative paperless

system

The actual achievement

comes first and is followed by

the steps you took to get there.

ALL ABOUT THE NUMBERS

For certain industries,

numbers tell the story of your

success. Leaving them off

your resume can hurt your

chances of being hired.

Sales professionals make

their career on the numbers:

Achieving X dollars in territo-

ry growth or establishing rela-

tionships with a new account

that captured X dollars in new

revenue.

Recruiters and hiring man-

agers in the sales and market-

ing industries are trained to

spot these achievements on a

resume, so include them in

your job descriptions.

To give your document an

effective balance, list your

main tasks for each job

description in paragraph form

(three to four sentences) and

your achievements in bullets.

This will help reviewers dif-

ferentiate between the two for

a seamless analysis of what

you bring to the table.

© FOTOLIA

12 | GET THE JOB | GATEHOUSE MEDIA 2015

GET THE JOB | CAREER OUTLOOK

Construction ManagerT

he real estate industry is finally on the

rebound, improving the career outlook for

professionals in the construction industry. One role within this sector

is that of the construction

manager, a professional who

can oversee work on both res-

idential and commercial proj-

ects ranging from new con-

struction to remodeling jobs.

Here’s what a construction

manager does on a daily

basis, according to a collec-

tion of job descriptions found

on the career services website

Indeed.com:

• Organize, coordinate and

lead crew members in line

with project specifications;

• Work on site to assess and

improve crew performance;

• Ensure health and safety

of all personnel, subcontrac-

tors and vendors;

• Work with specialized GPS

equipment and other techni-

cal tools; and

• Collaborate with upper

management to develop, ana-

lyze and monitor project bud-

gets.

SALARY AND OUTLOOK

According to the

Occupational Outlook

Handbook reported by the

United States Department of

Labor, the median pay for a

Construction Manager is about

$82,000 per year.

The department’s last

in-depth look into the profes-

sion came in 2012, when it was

projected to grow 16 percent by

2022 — faster than the average

industry in the United States.

The professionals best

equipped to land construction

management jobs have a bach-

elor’s degree in construction

science, construction manage-

ment or civil engineering,

according to the outlook hand-

book.

KEY TRAITS Given the amount of people

a construction manager over-

sees, the ability to get along

with all levels of leadership is

critical.

One minute you may be

dealing with a general laborer

on a roofing project. The next

you could be talking to a cli-

ent, updating them on the

status of the project. In the

very next, you might be in a

meeting with a company

executive covering how your

budget and labor hours look

compared to the pre-deter-

mined project plan.

Being able to navigate all of

these relationships requires

collaborative communication

skills and a strength in build-

ing positive relationships.

© FOTOLIA

GATEHOUSE MEDIA 2015 | GET THE JOB | 13

w w w . a m e r i c a n i m p l e m e n t . c o m

Pickup or drop off resume and or application to:11311 E. Wyatt Earp Blvd, Dodge City, KS

or e-mail to: dancammack@americanimplement.com

ema.www

opPickup or drW11311 E.

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esume and or applp off rp Blvd, Dodge Cyatt EarWk@americanimpncammac

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lication to:, KS Cityy,

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14| GET THE JOB | GATEHOUSE MEDIA 2015

GET THE JOB | ACING THE INTERVIEW

Interview Tips & MistakesY

our resume was impressive enough to push you

to the interview phase for a possible new position.

Now it’s up to you to perform in person. No pressure. Actually, pressure is a very

real part of the job interview.

It’s how you channel that

pressure that will determine

your chances of landing the

job.

One great way of overcom-

ing stress in the interview is

through preparation. Before

sitting down with a hiring

manager, here’s how you

should prepare:

• Research your prospective

company. If you’re applying

for a marketing position,

knowing which recent cam-

paigns a company has

launched can position you

well for the question, “What

do you know about our com-

pany and what we’re trying to

achieve here?”

• Write down interview

questions you may be asked.

You can find some general

ones through simple online

searches. Practice answering

them, and then practice

answering them again.

Practice in front of the mirror,

in front of family members

and in front of a video cam-

era. Watch yourself and incor-

porate any feedback from

your audience members to

strengthen your execution.

CRITICAL MISTAKES

According to a Harris

Interactive poll, hiring man-

agers and recruiters identified

answering a call or text as one

of the most critical job inter-

view mistakes a candidate can

make. To avoid this gaffe, con-

sider leaving your phone in

the car.

Another common mistake

made by interviewees is

appearing uninterested and

failing to make eye contact.

Look your interviewer in the

eye and sell yourself. If you

don’t, no one else will.

DISPARAGING YOUR OLD BOSS Nothing says “pot-stirrer”

like someone going on and

on about the incompetence

of a prior boss. This can leave

your interviewer feeling

uneasy about trusting you to

make positive relationships

with new bosses.

Even if you’re feeling a little

less than thrilled with former

employers, it is important to

keep your feelings sup-

pressed in a job interview

setting.

Doing so will make you

appear professional and

mature, as opposed to bitter

and problematic — two

characteristics that no

employer wants in their

employees.

© FOTOLIA

GATEHOUSE MEDIA 2015 | GET THE JOB | 15

GET THE JOB | ACING THE INTERVIEW

Interview Tips & MistakesY our resume was impressive enough to push you

to the interview phase for a possible new position. Now it’s up to you to perform in person. No pressure.

Actually, pressure is a very real part of the job interview. It’s how you channel that pressure that will determine your chances of landing the job.

One great way of overcom-ing stress in the interview is through preparation. Before sitting down with a hiring manager, here’s how you should prepare:

• Research your prospective company. If you’re applying for a marketing position, knowing which recent cam-paigns a company has launched can position you well for the question, “What do you know about our com-pany and what we’re trying to achieve here?”

• Write down interview questions you may be asked. You can find some general ones through simple online searches. Practice answering them, and then practice answering them again. Practice in front of the mirror, in front of family members and in front of a video cam-era. Watch yourself and incor-porate any feedback from your audience members to strengthen your execution.

CRITICAL MISTAKES

According to a Harris Interactive poll, hiring man-

agers and recruiters identified answering a call or text as one of the most critical job inter-view mistakes a candidate can make. To avoid this gaffe, con-sider leaving your phone in the car.

Another common mistake made by interviewees is appearing uninterested and

failing to make eye contact. Look your interviewer in the eye and sell yourself. If you don’t, no one else will.

DISPARAGING YOUR OLD BOSS Nothing says “pot-stirrer”

like someone going on and on about the incompetence of a prior boss. This can leave your interviewer feeling uneasy about trusting you to make positive relationships with new bosses.

Even if you’re feeling a little less than thrilled with former employers, it is important to

keep your feelings sup-pressed in a job interview setting.

Doing so will make you appear professional and mature, as opposed to bitter and problematic — two characteristics that no employer wants in their employees.

© FOTOLIA

BIGSTOCK

Resumes: How long is too long?By Rob FucciMonster.com

Whether you’re a 20-year profes-sional or among the millions of recent college graduates looking to break into the workforce, the same thing stands between you and your dream job: your resume.

No matter your experience level, your C.V. will always be key to getting an interview.

Naturally, then, your inclination will be to go on at length detailing all of your experiences and accomplish-ments. Not so fast.

“The world we live in today is focused on speed and the ability to deliver relevant information quickly,” says Gary Taiste, director of staffing solutions at TalentBurst Inc., head-quartered outside Boston. “A novel of a resume will get overlooked, but a short story should capture attention and leave the reader asking for more — and possibly an interview.”

But how long, exactly, is too long these days? The answer depends in part upon where you are in your career path.

If you’re less than three years into your career …

On this, the experts we spoke to seemed to agree: “Job seekers early in their career should keep it to one page,” says Sean Pritchard, cofounder of Military Hire, a job website for mili-tary personnel and vets.

No one expects you to have a lot of experience, and in fact, it can look like you’re inflating yourself if you blow your background out too much.

Within that short length, though, your words should be carefully selected.

“Hone in on the pieces that are truly relevant to the job you’re apply-ing for,” adds Shayleen Stuto, a talent coordinator for Technology Advice in Nashville.

If you’re applying for a mid-level position …

Once you’ve got more than three years’ experience under your belt, you probably have more to say, and more relevant jobs to write about. One page may not be enough to highlight your accolades, but you still don’t want to get too verbose.

Generally, “mid-career professionals

should aim for two pages,” Pritchard says.

Choosing your words to describe your worthiness and selecting the appropriate examples become more important.

Again, the accomplishments you include should be relevant to the job at hand, but you should also make extra clear the business or technical impact of those achievements.

“The details help me determine whether your skills are relevant to our situation,” says Pritchard. “The impact helps me determine the amount of benefit my organization can expect from hiring you.”

Carina Chivulescu, a senior associ-ate of human resources at The Expert Institute, an expert witness service in New York, says that numbers can help you strengthen your case while still allowing you to being concise: “Saying that ‘I streamlined multiple processes in my department’ is nowhere near as impressive or useful as, ‘I was able to reduce costs by 15 percent by streamlining multiple processes in my department,’” she says. “That’s what I’m looking for.”

If you’re applying for a senior-level position, or you’re in a technical field or academia …

With decades of experience behind you, keeping your experiences to one or two pages may be difficult. Don’t short-change your accomplishment, experts say.

“Older individuals applying for senior positions may benefit from a more substantial resume,” says Chi-vulescu. “The same can be said of applicants for highly technical posi-tions, where they need to outline their competency in multiple technologies, scientific methodologies, etc.”

Same goes for those applying for professor positions, notes Hannah Morgan, a job search strategist based in Rochester, New York. These jobs often require a C.V. that lists every experience.

But even in these cases, you want to make your resume as concise as you can.

“The reality is that recruiters see dozens, if not hundreds, of resumes at a time so they will review any one of them in seconds,” says New York career coach Caroline Ceniza-Levine. “The longer it is, the less time there is to see anything.”

16| GET THE JOB | GATEHOUSE MEDIA 2015