Holiday celebrations in the office can be a lot of fun — they provide everyone with a break from the routine and a chance to let loose — but for some reason it also seems like they never fail to create awkward situations. Just think about how weird things got at your last company holiday party, or that time Bob from accounting professed his love to Jane the marketing director over the loudspeaker on Valentine’s day. Talk about uncomfortable.
Halloween is no different — it presents plenty of fun-yet-potentially-awkward situations. While it’s always great to get dressed up, it’s pretty easy to take in-office costumes too far: a co-worker gets creepy confused with downright creepy; a colleague finds out the hard way that cubicles and sexy-Harry Potter costumes just don’t mix.
If you’re dressed up at the office and currently reading this post, you’re probably thinking to yourself “Please don’t let TheWorkBuzz make an example out of the exact costume I am wearing!” Relax. Most people err on the side of caution when it comes to dressing up at work, so chances are, you’re completely appropriate if you are in costume.
But, just in case you need a little more clarification as to what differentiates an appropriate costume from a potentially uncomfortable one, here’s a look at a few real-life examples from workers who have witnessed both sides.
[Side note: We'd show you pictures of our own completely appropriate costumes, but in lieu of dressing up, we at TheWorkBuzz chose to celebrate Halloween by consuming excessive amounts of candy corn instead. Fortunately, some of our CareerBuilder colleagues are far more fun than we are. We got to play "Rock of Love" at the office today courtesy of Cara Gannon, pictured above. She's one of CareerBuilder's senior account executives, and our very own Bret Michaels for the day.]
“Our entire customer service department are dressed up today as a tossed salad, including a plate, tablecloth and silverware.” — Shari McPeek, marketing manager, Rev-A-Shelf, LLC
“I work for OrangeSoda (not a drink company, we do online marketing for local businesses). The SEO team has decorated our area like levels of Super Mario including the underworld. Everyone is dressing up as characters from the different Mario games. As the only woman on the team I’ll be Princess Peach. There are stars, mushrooms, coins and flowers hanging from the ceiling. The center of the office is decked out with cobwebs and goblins. The kids will come and trick or treat at our desks (and play Mario) later today. I always dress up. One of my favorites was being the ghost of technologies past. I had a cassette tape, cords, a walkman, etc. like chains around my neck.” — Janet, OrangeSoda Online Marketing
“We all dressed up this year! We have two pink ladies, a monk, a witch, an angel, Where’s Waldo, the cast of ‘The Office,’ a rock star, a Viking, a Michigan State superfan, and lots more!” — Brittany Fowler, social media specialist, It Works Global
The potentially uncomfortable
“We’re in the midst of our costume Halloween party at work, and the costume competition is being judged via a video feed between our office [in San Diego] and the offices of sister company in New York. More than half the 100+ employees here got dressed up. There was one controversial one: A pregnant woman had a baby zombie bursting out of her stomach. Couple people found that a little shocking. Most everybody else thought it was really cool.” — Tom, Digitaria, a digital marketing agency
“The costume that crossed the line was when a former boss dressed up as Captain Canada. He dyed his underwear red and wore it over white tights with a Canada flag as a cape. Let’s just say your eyes were drawn to the red. Someone reported him to HR. It was funny but awkward to find yourself staring at your boss …” — Janet, OrangeSoda Online Marketing
What’s going on in your office today? Any fun costumes? Any that crossed the line? Tell us how your office celebrates Halloween in the comments section, below.
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Interviews are certainly atop the causes of anxiety for job seekers. Here on The Work Buzz we’ve devoted many posts to the topic, and each time you have plenty to say. As it stands, the job search process appears stacked against job seekers: You try to impress employers and say the rights things in order to get an offer because the amount of applicants outnumbers the number of positions. Only when the offer is extended do you feel as if you’re in power.
A bad handshake.
A tie that’s too bright.
Not making eye contact.
Not speaking with enough authority.
“All of these little things can cost me an offer?” you ask.
Depending on the employer, yes. Fair or not, that’s the truth. And according to a new survey from Glassdoor.com, employers are messing even more with your mind. They’re not trying to make your life difficult; they simply want to find the strongest candidate for the job. In order to do that they don’t stick to the standard questions. You might hear “Tell me about yourself” one moment and then “How would you describe an orange?” another.
Seriously. According to a recent Glassdoor.com analysis of major technology companies, in one interview Hewlett-Packard asked a software engineer applicant to describe an orange. These questions are causing serious concern for job seekers who don’t know how to answer them and what they have to do with their performance. Consequently, many companies are rated high on the list of places to work but low on the list of places to interview.
In his article, Mike Swift explains, these are popular jobs at popular companies. They can afford to be selective and applicants are willing to put up with the hassle.
“The interview process wasn’t a breeze at any of the dozen tech companies in the Glassdoor analysis, a group that also includes Hewlett-Packard, Intel, Oracle, Microsoft and Dell. Job candidates at all 12 tech companies rated the interview experience as more difficult than the average rating for the 17,000 companies for which Glassdoor collects data.
“No matter how difficult the interview questions or process might be, there is a silver lining for some tech job-seekers. Demand is intense for software engineers right now, with Google, Facebook and some other companies hiring rapidly, recruiters say.”
These brainteasers have been around for a while, but they are growing more popular, especially in certain competitive industries. Job seekers consistently want to know: Why do they ask me a question I couldn’t possibly know the answer to?
Because they want to see how you reason out the answer and handle the pressure. Think about the drills you had to do in order to try out for cheerleading or basketball in high school. You don’t actually ever run back and forth between a series of cones during a game, but you have to prove that you have the power to do it and are willing to try. Job interviews are similar.
In a previous article, Why Do Interviewers Use Brainteasers?, we tackled the topic:
“A precise answer is rarely the goal. ‘In many cases, hiring managers have told me that they don’t even know the answer.’ The interviewers ‘are interested to see the logic and problem-solving ability of the candidate,’ [says, Greg Moran, managing partner of Better People, a recruitment outsourcing firm].”
“Other questions are used simply to evoke a reaction from a candidate. Moran often asks, ‘Beside this question, what is the worst interview question you have ever been asked?’ He wants to see how a candidate will perform if hired. ‘It gives our recruiters a good idea of the candidate’s sense of humor while seeing if they can engage with a good story.’ He considers it a good test for candidates applying for a sales position.”
One surefire way to fail this test is to say that you don’t know. Who’s going to pick the cheerleader who doesn’t even attempt to do back flips or a handstand? As with a coach, employers want to know that you’re not going to give up in the face of a challenge.
Think about how you would answer one of these seemingly impossible questions if you heard them in an interview — all of which were asked of engineer job seekers for the respective company:
- “Approximately how many garbage men are there in California?” (Apple)
- “Given an array of integers, find the maximum number that can be reached by summing the best possible consecutive subsequence of the array.” (Facebook)
- “Estimate the volume of water on the Earth.” (Yahoo)
- “Find the anagrams in a dictionary.” (Microsoft)
Have you encountered these questions in an interview?
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While getting sick is a total drag, sometimes, when you wake up with a 102-degree fever on a rainy Monday, being sick really doesn’t seem all that terrible. A raging fever or a case of the flu means that instead of going to work, you get to stay home in your sweatpants and watch Christmas movies and “The View” all day while eating chicken soup and drinking ginger ale (or whatever makes you feel better).
Unfortunately, though, we can’t control our immune systems (Baseball game = feeling good; Another 10-hour workday = bring on the Streptococcus), so most of us are stuck with taking our sick days as they come.
Yet some workers are not content to just sit around and wait for the next time they’re feeling under the weather to take a sick day. According to CareerBuilder’s annual survey on workplace attendance, 29 percent of workers said they’d called in sick when they were well at least once during the past year.
While the most common reason for calling out was simply because employees “just didn’t feel like going to work,” some employers reported hearing some pretty fanciful excuses for taking a sick day.
- Employee said a chicken attacked his mom.
- Employee’s finger was stuck in a bowling ball.
- Employee had a hair transplant gone bad.
- Employee fell asleep as his desk while working and hit his head, causing a neck injury.
- Employee said a cow broke into her house and she had to wait for the insurance man.
- Employee’s girlfriend threw a Sit n Spin through his living room window.
- Employee’s foot was caught in the garbage disposal.
- Employee called in sick from a bar at 5:00 p.m. the night before.
- Employee said he wasn’t feeling too clever that day.
- Employee had to mow the lawn to avoid a lawsuit from the home owner’s association
- Employee called in the day after Thanksgiving because she burned her mouth on a pumpkin pie.
- Employee was in a boat on Lake Erie and ran out of gas and the coast guard towed him to the Canadian side.
Although these excuses certainly win points for originality, if you find yourself in need of a day off, a simple “I’m not feeling well,” is probably a better bet than coming up with a ridiculous story. The majority of employers reported that they believe their workers when they say they’re feeling under the weather.
However, if you have a hunch your boss will check up on you by making your bring in a doctor’s note, calling you at home, etc., which 29 percent of employers reported they have done, try telling the truth — that you just need a day off. You might be surprised by how understanding your boss is.
“Six-in-ten employers we surveyed said they let their team members use sick days for mental health days,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “If you need to take some time away from the office, the best way not to cause yourself more stress is to be open and honest with your manager.”
What do you think about bogus sick days? Have you played hooky in the past year? Have you had to call out sick because something bizarre actually did happen to you? Tell us your sick-day stories in the comments section.
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We previously discussed the validity of credit checks as part of a job hunt and you had plenty to say. If you’ll remember, we wondered whether an employer should be able to check your credit history and use that information to decide whether or not to hire you. Based solely on your comments, the overwhelming majority of job seekers think the practice is unfair, and here are just a few of your reasons:
• “There are thousands of people in the work force who have bad credit, from major to minor credit issues. If everyone was given a credit check, [from the] president on down the line, how many jobs would be lost? I’d say the vast majority of congressmen, senators and those who work in positions of authority in the U.S. would have some explaining to do. Credit checks do not give an ethical picture of the person; there are many reasons behind poor credit. This does not mean the person will steal from your company or trade secrets to foreign countries.” — Lenore
• “I think that [it] is a disgrace that an employer can check your credit and use it to decide if they want to hire you or not. There are many things in life that can cause one to have bad credit. What about companies that go bankrupt and can go under a different name and open back up. Maybe the person that has a bad credit history should be able to go under a different name to reestablish their credit?” — Bre
• “I am just wondering: Do the companies that require a great credit score pay all there invoices in less than 30 days? Do they all have a stellar D&B? What’s their customer satisfaction ratio? BBB information?” – Bill Bailey
• “When you are unemployed, you may very well get behind in your bills. Heck — you can have a job and be behind on your bills! On top of that, you may or may not have erroneous marks on your credit report that even if you know about them, it takes time, and money to get them corrected. It is not as if a simple letter will make them go away.” — Cats
Recently, the Arizona Republic ran a story on the same topic, due in part to the Equal Employment Opportunity Commission’s concern about credit reports. Credit checks, the EEOC explain, might negatively affect women and minority groups more than any other job seekers.
Author Jahna Berry explains:
“Financial pressures often are a motivation for employee theft, according to the Association of Certified Fraud Examiners’ 2010 review of more than 1,800 workplace-fraud cases worldwide. The study found that living beyond financial means accounted for 43 percent of the cases, and money difficulties accounted for 36 percent of the cases.
“Those fraud statistics are disputed by consumer advocates, who argue that the fraud examiners’ report suggested that men, older workers and divorced employees were prone to theft, but employers don’t screen based on those characteristics.”
Berry goes on to interview job seekers whose finances took a hit after layoffs, which then made finding work more difficult. One job seeker and his wife decided sought a loan modification on their home after he was laid off. In order to get the modification they had to skip some mortgage payments, and that naturally dented his credit history.
According to the Washington Post’s coverage of last week’s EEOC meeting to discuss credit checks, employers aren’t running the checks just because you give them permission to in your application. Michelle Singletary writes:
“The Society for Human Resource Management says job applicants shouldn’t worry too much about credit checks. Although about 60 percent of organizations use credit checks when selecting employees for some jobs, only 13 percent conduct credit checks on all job candidates.
“‘Credit check results are one important component of the hiring decision but are not typically the overriding factor in the consideration of a job candidate,’” Christine Walters, a human-resource professional and lawyer, told the EEOC.”
Of course, as Singletary’s article explains and many of you explained in our last post, your financial concerns don’t turn you into criminals. You might be behind on a few mortgage payments, but you’re not necessarily going to embezzle from your boss. After all, you took the job to make money and stay afloat financially (or recover from a down period), so the last thing you want to do is risk losing your job. That’s probably the reason you allowed the company to run the credit check in the first place — you didn’t want to say no and lose a job opportunity.
According to the EEOC, more meetings in the coming months will look at potentially unfair hiring practices and how they affect various groups. Although no recent significant changes have come regarding credit checks, hopefully discussions about them won’t die down. If more employers understand the nuances of financial hardships and personal responsibility, they might be willing to look beyond and credit score and find the candidate that will actually do the best job.
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You might think the world doesn’t need yet another survey about social networking and the generation gap. But wait! A recent survey actually has a twist on the well-worn topic. According to a Citrix Online survey, when it comes to workers, Gen X is more likely to use social networking for business than Gen Y.
Yeah, you read that right.
Workers 55 and older are more likely to use social media for work on a daily basis compared to younger workers. And Gen Y workers are less likely to use videoconferencing and web conferencing tools at work.
Although the survey doesn’t explain why this gap exists, a possibility is that older workers are in higher positions that require more interaction. Go back 25 years and think about an old-fashioned Rolodex. The older worker with the higher ranking was more likely to have a collection of important contacts than the younger worker. Connections can be more important when you’re schmoozing.
The survey, which looked at the behavior and attitudes of workers in several countries, also highlighted another generational difference: Gen Y just doesn’t care about meetings. Gen X cares more, but nobody really thinks they do much good.
- “Gen Y is least likely to think meetings are efficient. Only 29 percent of Gen Y workers think meetings used to decide on a course of action are very efficient, compared to 45 percent of Older Boomers.”
- “Gen Y is least likely to pay attention in meetings and barely half (51 percent) believe it’s very important to do so in meetings to decide a course of action.”
Yet, in what seems like a contradiction, Americans have more meetings than any other surveyed country and they believe paying attention is important.
- “90 percent meet in person to communicate and build relationships, more than any other nationality.”
- “Of those, 51 percent meet daily, compared to a mere 31% of French.”
- “75 percent of Americans believe it’s very important to pay attention in meetings to decide on a course of action, compared to 50 percent of the French.”
So, if you’ve ever thought you have too many meetings, you do (compared to the rest of the world). Less than half of surveyed workers view meetings as efficient, but 85 percent of all workers are having them. Force of habit? Gluttons for punishment? Why, workers, are we doing this to ourselves?
And in another odd peculiar finding, 75 percent of Germans considering seeing the other attendees in the meeting important, but only 55 percent of Americans do. So Americans have the most in-person meetings of anyone, yet we don’t care that they’re in person.
Making sweeping assessments of any group is dangerous, especially when you’re looking at a survey. Yet, Americans’ attitudes toward meetings and the frequency with which we have them suggest that we’re stuck in a rut. If younger workers aren’t paying attention to meetings that few people consider effective, could the future workplace look much more different? Perhaps when Gen Y is in charge, meetings will rare and more effective? Although this survey finds older workers using social media to do business, younger workers — who are the ones to usher in the era of Facebook — might rely on technology for business interaction.
What do you make of this survey? Is American begrudgingly married to meetings? Do older workers really use social networking for business more than younger workers? Do you think the workplace of the future will reflect these results?
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CareerBuilder released its annual Seasonal Hiring Forecast this morning, and though it’s barely Halloween, many employers are already thinking well beyond Thanksgiving and are planning for their holiday hiring needs. Which means that if you’re planning to pad your pocket with some extra cash this holiday season, now is the time to start your job search.
“Job seekers looking for seasonal work should prepare their resumes and look into open positions sooner rather than later, as a significant number of employers start hiring for seasonal positions in October,” says Brent Rasmussen, president of CareerBuilder North America.
While the retail industry reported the most need for holiday workers — 33 percent of seasonal positions are expected to be in this industry — there are other options for those who feel that their stress thresholds aren’t high enough to handle holiday shoppers.
The following round out the top-five sectors in which employers plan to add seasonal workers:
- Customer service – 31 percent
- Admin/clerical – 17 percent
- Shipping and warehousing – 12 percent
- Hospitality – 10 percent
CareerBuilder has already seen an uptick in companies posting seasonal positions in each of these areas. The following are just a sampling of companies that have already listed at least 100 seasonal openings:
(Hint: Click on company links for available positions, and click here for a list of 15 more companies that are currently hiring for the holidays.)
Industry: Office, office services
Global Experience Specialist (GES)
Industry: Convention services
Location: Los Angeles, Las Vegas, New York, Chicago, Dallas
Industry: Fashion retail
Location: New York, Washington D.C., Boston, Los Angeles, Las Vegas
Industry: Transportation and logistics
Though a lot of companies are looking for seasonal help, the highly competitive state of the job market means that — while getting an early start will be helpful – that in itself won’t necessarily be enough to nail down a position.
Rasmussen offers the following tips to job seekers looking for seasonal work :
Don’t say you want the job for the discount. Even if it’s one of the main reasons you want to work this season, don’t tell your interviewer that you’re looking forward to buying your holiday gifts at 50 percent off or shipping them for free. Thirty-one percent of hiring managers said they’d be turned off by a candidate who seemed more excited about the discount than the job.
Show that you’re excited about the opportunity. Seasonal hiring managers who responded to the survey said that a lack of enthusiasm is the No. 1 deterrent to hiring a candidate. Additionally, 40 percent of respondents said it was likely that they’d transition some of their seasonal hires into full-time employees, so demonstrating enthusiasm for the company and the role may make the employer more likely to keep you around in 2011.
Get to know the company before the interview. Many seasonal positions only last a few months, but that doesn’t mean the interview should be taken any less seriously. Thirty percent of seasonal hiring managers said they would be unlikely to hire a candidate that had little knowledge of the company or its products.
Watch what you wear. If you’re applying for a retail position, make sure you dress the part (i.e. no fishnets at a Gap interview). Fifteen percent of hiring managers also said they’d be put off by a candidate who showed up in a competitor’s ensemble.
Will you be looking for work this holiday season? Tell us about your plans in the comments section.
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People want jobs. It really is that simple. Bloggers, editors, politicians and talking heads go on and on about who’s got the answers to fix this economy. They scream and they yell, but at the end of the day people just want to be employed. They want a job where their skills are put to use.
Although I can’t promise you I know what job is right for you, I can at least point you in the right direction. So here are 10 companies that are hiring employees this week:
1. Party City
Sample job titles: Payroll manager, assistant buyer/merchandising manager, IT project leader
Industry: Accounting, finance
Sample job titles: Project director, senior compliance analyst-AML
3. 24 Hour Fitness
Industry: Personal health
Sample job titles: Club manager, human resources generalist, personal trainer
4. AMC Entertainment
Industry: Customer service
Sample job titles: Manager, kitchen preparation
5. Children’s Creative Learning Center
Sample job titles: Marcom specialist, preschool teacher
6. Aarons Sales and Lease
Industry: Transportation and delivery
Sample job titles: Delivery driver, manager trainee, sales manager
7. Robert Half Legal
Sample job titles: Litigation paralegal, legal secretary, attorney
Industry: Health care
Sample job titles: Manufacturing sciences manager – purification, neurology sales consultant
Industry: Marketing (various)
Sample job titles: Direct marketing process specialist
Sample job titles: Help desk, network engineer
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Perhaps the toughest challenges associated with building the long-awaited bridge linking Arizona and Nevada had less to do with technology and the daunting dimensions and more to do with respecting the true engineering marvel 1,500 feet upstream. At least that is the opinion of one well-respected civil engineer.
Working mothers have a lot to consider when choosing where — or even if — to work. The commute, length of the work day, quality of health insurance, amount of paid time off and cost of child care are just a few of things that factor into a working mother’s ability to create a healthy balance between work life and family life. And since 71 percent of all mothers with children under the age of 18 are part of the workforce, according to the Bureau of Labor Statistics, companies are finding themselves with an increasing responsibility to cater to this population.
One of the most popular choices that has emerged for working mothers is the “flexible schedule,” which allows for options like telecommuting, paid leave and adjustable hours. In fact, according to a study released today by Bain & Co., 87 percent of women surveyed said that they’d be interested in using flexible work options.
The survey also found that providing such arrangements seems to be one of the best ways to increase employee satisfaction and retention for both sexes — an effective flexible scheduling program can improve retention by up to 40 percent among women and 25 percent among men.
Strangely enough, however, while such programs are simultaneously desired by workers and beneficial for their employers; a majority of companies that allow wiggle room in their employee’s schedules report that workers aren’t taking advantage of the flexibility.
According to the Bain survey, of the 60 percent of companies that offer flexible scheduling, only 17 percent report that it is widely used at their company. Additionally, only 44 percent of women and 21 percent of men said they’d made use of flexible scheduling – a testament not to the disinterest in the programs, but the need to further develop existing programs.
Julie Coffman, an author of the study, says that companies need to start offering customized options to their employees looking for flexibility. “Despite the fact that flex models are one of the hottest recruiting and retention tools, they aren’t sufficiently used at many organizations. Companies can no longer get away with just offering cookie cutter options; they must tailor them to their employees and also provide adequate levels of support and resources to ensure better cultural acceptance,” Coffman said in a statement.
Cultural acceptance seemed to be a major factor for companies that lacked employee participation in the programs, with survey respondents citing “Feeling guilty about not working as hard or negative client/customer reactions” as major deterrents. Additionally, less than one-third of survey respondents said they perceived flexible work arrangements as being completely positive.
While flex-time may have a ways to go before it’s widely adopted by both companies and their employees, there is some good news for working mothers who feel guilty about juggling a hectic work schedule and family life. An analysis recently published in the American Psychological Association’s “Psychological Bulletin” shows that children with working mothers don’t demonstrate significant differences in behavior or achievement than children of stay-at-home moms. The analysis looked at 69 studies on working mothers from the past 50 years, and concluded that, “with a few exceptions, early employment was not significantly associated with later achievement or internalizing/externalizing behaviors.”
Does your company offer flexibility? Would you take advantage of it if it were offered? Let us know in the comment section.
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Being environmentally friendly is the de facto mindset of most people today. Many cities provide recycling bins for their residents. Gym goers carry around reusable water bottles instead of disposable plastic ones. Businesses proudly tell their customers that their shopping bags are made from 100 percent recycled material. As a whole, we’ve all gone green.
Although the well being of the planet and breathable air for future generations are good enough reasons to stop pollution and energy waste, another (more immediate) reason exists: your career. Green jobs aren’t going away; in fact, they’re on the rise. One area you might want to consider is solar energy. According to a new survey from The Solar Foundation, solar companies are on target to add jobs at a greater rate than the rest of the economy.
From the survey:
“[As] of August 2010, the U.S. solar industry employs an estimated 93,000 solar workers – deﬁned as those workers who spend at least 50 percent of their time supporting solar-related activities. Over the next 12 months, over 50 percent of solar ﬁrms expect to add jobs, while only 2 percent expect to cut workers. This ﬁnding is especially relevant given that the overall expected 12-month growth rate for the entire U.S. economy is only about 2 percent.”
Your first reaction might be, “Well, that’s great for solar experts and the environment, but I’m not a scientist.” However, you don’t need to be. The survey has a lot of interesting information, but its most interesting detail is how prevalent these jobs will be across several industries. You don’t have to have a degree in solar engineering to work in this field. It’s similar to how you can be a great salesperson in retail or insurance or medical equipment. With the right training you can use your skills to sell anything.
According to the survey, manufacturing, wholesale trade and installation are the primary sectors poised for growth. Within each group you’ll find a variety of jobs, including:
- Solar water or pool heating installers or technicians
- HVAC technicians with specific skills in solar installations
- Plumbers with specific skills in solar installations
- Production workers
- Marketing staff
- In-house legal staff
- Accountants and accounting clerks or finance staff
- First-line supervisors or managers of production and operating workers
As you can see, most of today’s professionals can use their skills in new jobs as solar positions continue to grow. So what can you do about it?
1. Pay attention
Solar jobs aren’t disappearing anytime soon, and you’re sure to read more about them in the future. Pay attention – read articles, journals, books, studies. You’ll be ahead of other job seekers if you understand the industry before you apply for the job.
2. Look around
The survey says that Colorado, Pennsylvania, Texas, Michigan and Arizona have a strong solar presence. Whether you live in one of those states or not, you should see what companies are focusing on solar efforts and where their new jobs are popping up. Solar jobs popular in Texas might not be as popular in your region, so have an idea of where you could end up.
3. Get educated
If working in this (or any environmentally focused) field is important to you, find out about certifications and courses. You might not need additional education to qualify for a job in this field, or you might only need one or two classes. Either way, you want to make sure that your core skills are bolstered by your qualifications in the solar industry.
Read the full survey here.
Have you thought about taking a job involving solar power and energy? Have you seen a shift toward this emphasis in your industry?
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