Everyone has career goals. Getting there takes hard work, and for some, the right education and experience. Careers take up a lot of time in our life. So if you find yourself wanting to change careers or land a position without the right amount of experience, these goals can be a bit more difficult to attain. However, do not fret. Clark Personnel Service has some strategies that can help you get over that experience hump.

Take on an internship or volunteer.
If you find yourself saying, “but I don’t have the time”—stop right there. Jobs you want do not just fall in your lap. You have to work hard for them. You may have to move to part time at your current job, or work on the weekends, but if this is the experience you really want, you will do anything to get there. Find a company in an industry you would like to work in, and see what they have available.

Look for startup companies.
Startup companies have plenty of opportunities for people to learn and help out. They are usually run by one or a handful of people and everyone in the company does every job available, from producing the actual product, to accounting, to marketing and beyond. Startups may pay little to no salary, but the time and experience you will get there is immeasurable.

Online courses.
Go back to school. Many universities and colleges now offer online and summer courses where you can get a degree in the matter of a couple years.

Network online and off.
Join new groups on LinkedIn and join professional groups in your community. Go to seminars. Get on Twitter. Get yourself out there to build relationships.

Rebuild that resume.
If you don’t have the exact experience a company is looking for, add a section focusing more on your best skills than job history.

Work with a mentor.
Find someone with the experience in the field you desire and ask if you can take them to lunch. Rack their brain. See if they are willing to help you learn and understand the skills you need to succeed.

Young and experienced job seekers are both finding this dilemma in today’s saturated job market. And yes, many people do not find the skills they need until they are working in the job market. So do the best you can there and beyond.

E-Verify are an online system that compares an employee’s I-9 to data from the Department of Homeland Security and the Social Security Administration to confirm the employee’s employment eligibility. Its origins date back to 1997, but it really gained traction in 2007, when federal government entities were required to use it.

How does it work?

Once a job candidate is hired, you process their completed I-9, which includes their Social Security Number and a picture ID, through E-Verify. The E-Verify system compares your data against more than half a billion Social Security Administration and Department of Homeland Security records.

It Can Help Your Business

E-Verify helps you avoid employing unauthorized workers. Not only does that keep you on the right side of the law, where we all want to stay, it helps you considerably in the case of an  I9 audit.

The second way E-Verify helps your business is as a selling point, showing that you do business ethically and with integrity. You can let your clients know that you will provide them with the highest caliber of contingent workers and help protect them from the liabilities that might result from hiring unauthorized workers. (Plus, E-Verify is a free service, so it doesn’t cost your business anything besides the time to check new hires.)

As of the first of the year, five states have introduced requirements that at least some businesses use E-Verify: Those states are Alabama, Tennessee, Louisiana, South Carolina, and Georgia.

Regardless of what the laws in your area require or don’t require, using E-Verify can be good business. In the staffing industry, our product is people, and E-Verify can help us ensure that our product is the highest quality possible.

Taken from NISA Newsletter April 27th, 2012

Many companies are starting to realize the importance of digital brand management, also known as a company’s online reputation and identity. This is another arena for employers to attract prime candidates without the restrictions of traditional media.

However, with the openness of online brand management comes more monitoring and responsibility. The internet allows individuals to say anything they would like about a company—personally or anonymously. Even the greatest companies can have unhappy employees and clients. The best that you can do is to be prepared and build out your own online reputation.

There are many employer forum websites out on web. Some examples include JobBrite and GlassDoor. Any internet user can log on and leave an anonymous comment on a company. Occasionally these posters can be spam bots or competitors spouting false information.

The acknowledgement of the existence of sites as these can be overwhelming for an employer. However, there are some steps that you can take to protect your online identity.

1. Do a digital media audit of what people are saying about the company online. Search Google for your company name as well as high-level representatives within the company. Set up Google Alerts for these identifiers as well as well.

   If your company is on social media, use monitoring software such as Hootsuite or Tweetdeck to search keywords relating to your company. These searches will allow you to see the conversation in your industry.You may also come across digital impersonators-an online realm of identity theft. Make sure to circumvent these issues by always registering your trademarks and copyrights.

2. Introduce your employees to your social media and digital channels. Happy employees will speak freely about the awesomeness of your company, especially if they are given the free time to do so. Some may not even realize that the company has a Twitter account or LinkedIn page if you don’t show them.
3. Create a social media policy. Not every employee will be happy all the time. If you establish some rules and guidelines for mentioning the company on social media and other web pages, you may be able to prevent any online issues. Some good examples of policies can be found easily through a Google search.
4. Build out your digital real estate to attract candidates. Managing your digital reputation is essential for recruitment. Your company has to be out there to attract the best candidates. Most employees will do a search before pursuing or deciding on a company.
5.  Continue to monitor and build your presence.

Clark Personnel Service has opportunities with companies of great brand reputation. Call us today!

Crossing the street in front were nine baby ducks…with no mother duck in sight. They were approaching the curb on the other side, when all of a sudden, they stopped. Trapped, no place to go, they waited for over ten minutes; each looking around for someone to lead the way. Finally, one of the baby ducks got the thought ‘enough is enough’ and made the move to climb the curb. Scratching and clawing, he made it! And after that move, each little duck, one by one, followed their leader!

This is a good example of how we can make a choice to change something or allow it to control us.  It may not be an easy to do something when we are not comfortable with but it can be done!

                                                                                                                                                                                                  Reprint from NISA 3.23.2012 Newsletter

No matter what industry we’re in, we’re all in the people business. We’ll only be successful if we really get to know our customers and colleagues.

You’re off the record.

  You might not get to hear the most important information they can share: the unique team dynamics or executive’s personality quirks that would make or break ability to match an expert consultant. Over sushi or a latte or a walk around the block, clients will talk more.

Body Language. Facial expressions often communicate so much more than words.  We need to know what isn’t on the resume that makes each person unique. In their eyes and in their body language, we can see confidence, empathy, fear, friendliness or sincerity.

Where the actions is. The environment speaks volumes and may factor into your business proposal or plan. By understanding company dynamics, we can communicate more effectively to meet their needs.

Most Clients are very similar: They want to Skype, email and text. But those are some reasons you still need face time!

Reprint from NISA 3.23.2012 Newsletter

7 DO’S and DON’TS for Employers under the Alabama Immigration Act – Updated,
By: Tommy Eden, Attorney • Capell & Howard, P.C

On June 9, 2011, Alabama Governor Robert Bentley signed into law the Beason-Hammon Alabama Taxpayer and Citizen Protection Act (the Act 2011-535 “Act”) and on September 28, 2011 U.S. Federal District Judge Sharron Blackburn temporarily enjoined (stopped from going into effect) certain portions of the Act. On October 14, 2011 the 11th Circuit Court of Appeals enjoined two additional provisions. Almost all of the provisions affecting Alabama employers remain in place as of this publication and impose significant new employer-related compliance obligations. At the core of the Act is compliance with the Federal Form I-9 requirements under the Immigration Reform Control Act of 1986 and enrollment in the Federal E-Verify program. The following list is a Do’s and Don’ts summary of the employer obligations updated following the 11th Circuit Court of Appeals decision of October 14, 2011:

1. DON’T knowingly employ, hire for employment, or continue to employ an unauthorized alien to perform work within the State of Alabama. Effective January 1, 2011, all Alabama business entities seeking to contract with the State of Alabama, or any political subdivision thereof (City, County, public authority, etc), or “transact business” with any of these same entities, should prepare now to verify the status of every new employee through the federal E-Verify procedures, secure documentation that they are in fact a business entity (most likely a record from the Alabama Secretary of State), fire unauthorized aliens and have an immigration compliance check-up conducted to allow the business to provide a good faith affidavit of immigration compliance [Sections 9, 15, 26 and 30 of the Act] to the political subdivisions it seeks to contract with or “transact business” with. Hopefully, a central filing by a business entity with the Alabama Secretary of State or Alabama Department of Homeland Security will allow for this to be an orderly process and no later than 90 days following the effective date of the Act all Alabama employers enrolled in E-Verify will have their name listed on a state website [Section 26 of the Act].

2. Do enroll in E-Verify. Effective April 1, 2012, every Alabama business entity or employer should be enrolled in E-Verify to verify the employment eligibility of every new hire in the State of Alabama. E-Verify provides a safe harbor so that an employer who uses the E-Verify system “shall not be deemed to have violated [Section 15 of the Act] with respect to the employment of that employee.” A business entity or employer that uses E-Verify to verify the status of an employee in good faith “and acts in conformity with all applicable federal statutes and regulations is immune from liability under Alabama law for any action by an employee for wrongful discharge or retaliation based on a notification from the E-Verify program that the employee is an unauthorized alien.” Three violations involving employment of unauthorized aliens can result in permanent revocation of all licenses and permits to do business throughout the State of Alabama.

3. DO schedule Form I-9 Supervisor Training. The federal E-Verify system is only as accurate as the information collected on form I-9. Also, do put an E-Verify policy in your employee handbook and make sure that you are using the latest version of Form 1-9.

4. DO have an outside Immigration Compliance Check-up done of your Form I-9s and Immigration Practices. E-Verify is an employer’s only get out of jail card with Immigration Compliance and Enforcement (ICE) and the only safe harbor under the Alabama Immigration Act. Millions of dollars of ICE fines and prison sentences have been levied against employers that are out of compliance. Effective January 1, 2012 every business entity, employer and subcontractor that contracts with any public entity in the State of Alabama will have to prove by affidavit, under penalty of perjury, that they are enrolled in EVerify and have a good faith belief that they are currently only employing those legally eligible to work in the United States. [Section 9 of the Act]. Two violations by an Alabama employer can result in permanent revocation of all licenses and permits to do business throughout the State of Alabama. Expect businesses to mandate by contract such affidavits as well.

5. DO properly terminate any employee if you become aware of their unlawful status. The employer could face severe business penalties involving probation, suspension and permanent revocation of Alabama business licenses and permits [Sections 9 and 15 of the Act].

6. DON’T enter into contracts with unauthorized aliens. The Act provides that no court shall enforce the terms of, or otherwise regard as valid, any contract between a party and an alien unlawfully present in the United States [Section 27 of the Act]. However, on October 25, 2011, Jefferson County Circuit Judge Scott Vowell found this provision violated Section 95 of Alabama Construction (prohibits impairing of contracts) in that he found the law, as applied to a contract which predated the Alabama Immigration Act, was unconstitutional.

7. DO have employees carry ID proving their lawful status in the U.S. Significantly, the 11th Circuit left in place Section 18 of the Act (drivers of motor vehicles to have their drivers licenses in their possession at all times or subject to detention to verify citizenship); and Section 30 (must prove lawful status to enter into any “business transaction” with public entity, i.e. business license, license plate, drivers license renewal, non driver ID card, etc.). An unexpired Alabama Drivers License or Nondrivers Identification Card issued by the Alabama Division of Motor Vehicles is sufficient verification of lawful status. Placing in your job description that possession of a valid driver’s license as an essential job qualification may be considered to ensure that your employees will not be detained while driving on company business. If you would like to schedule an Immigration Compliance Check-up of your Form I-9s and Immigration Practices, please contact deborahf@csbcpa.com. CSB will be performing these services in conjunction with Capell & Howard, P.C.

About the author: Tommy Eden is an attorney with Capell & Howard, P.C. and a member of the ABA Section of Labor and Employment Law, and presented throughout the State of Alabama on Immigration Workplace Compliance in 2011. Tommy can be contacted at tme@chlaw.com or 334-241-8030. A more detailed legal summary for employers of the Act, and other links and resources, is at www.immigrationalabamalaw.com

This Do’s and Don’ts summary is for educational purposes only and does not constitute legal advice. “No representation is made that the quality of legal services to be performed is greater than the quality of legal services performed by other lawyers.”

Competition in the job market will never slow down. If anything, with the country’s economic strain, many more people are searching for fewer jobs. How do you set yourself apart from the rest? Sell the product of YOU!

Why not manage your career like a startup business?  Invest in yourself, build professional networks, take intelligent risks, and make uncertainty and volatility work to your advantage.

More information on this career philosophy can be found in The Startup of You, written by Reid Hoffman, cofounder and chairman of LinkedIn and Ben Casnocha, entrepreneur and author. Hoffman and Casnocha make some excellent points on creating a niche for your talents and getting the position and earnings you deserve.

The book acknowledges these three pieces to help you develop a competitive advantage:

1. Assets: What you have going for you now.  Your soft assets (like knowledge, skills, connections) and hard assets (like cash in the bank).
2. Aspirations and Values: Where you might like to go in the future.
3. Market Realities: What people will actually pay you for?

Executives continuously reassess these items to determine the right job search mindset and personal marketing strategy.

Other ways to thrive in your career through the startup mentality:

• Adapt your career plans as you change, the people around you change, and industries change

• Strengthen your professional network by building powerful alliances and maintaining a diverse mix of relationships

• Find the unique breakout opportunities that massively accelerate career growth

• Take proactive risks to become more resilient to industry tsunamis

• Tap your network for information and intelligence that help you make smarter decisions

Once you decide what qualities and strengths make you truly unique, your career goals can be achieved much easier. And to truly achieve we much think and work like a startup: no guts, no glory!

For additional help on putting your career on the fast track contact Clark Personnel Service.

We spend a lot of time working. We also have special talents that differentiate us from others. Some people are good at writing. Others are good at taking photographs. Some of us are good at running marathons. Some could sell a snowball to a snowman.

Most people would like to be doing something they love. Guess what? You can! There is a realistic way of turning your talents into a career. As the saying goes, “if you can do what you love, you’ll never have to work a day in your life.”

Are you ready to take the plunge? Here are some recommendations for starting your dream job:

Prepare to Work Part Time

It’s good to have a backup plan. So yes, you may have to start by keeping your day job and working on your preferred career on the nights and weekends. Starting an entire career is difficult no matter what the industry. Quitting your day job to pursue your dreams may not be possible for everyone. This way you will always have a steady income in case you need to regroup or change direction. That being said, sometimes when the rug is pulled out from underneath us, we tend to work that much harder.

Be Creative

If you want to turn a hobby or an interest into a business, you may need to think outside the box. If you really love hockey, but don’t have the skills, consider starting a blog or a skate shop. Although you may not have the ability to hold the Stanley Cup over your head, you will likely still love your job because it deals with the same subject matter. You may need to modify your hobbies or interests in order to create a stronger career.

Create an Online Presence

It’s important to create a website and social media channels for your new business. A professional looking website will show that you’re serious. Create engaging content about your hobby/area of interest through a blog and repost these tidbits on Facebook and Twitter.

Network: Virtually and In Real Life

It’s no secret that networking is extremely important for any business. You can do this by setting up a LinkedIn profile, as well as attending local networking events. Make sure all of your online information is included on your business cards. Go out and search for professionals who you think might like to help you jumpstart your business—you may be surprised who you can get on your side.

Hire Help and Advertise

This step doesn’t come into play until your business is making enough money to become your full time career. You may want to take out a small business loan if you feel your company has the potential to grow. These are usually available for most brick and mortar businesses. If you work from home, this may be a bit more difficult. This will allow you to hire experts to keep track of your business finances, legalities and other tasks.

Starting a business is one of the most difficult things you can do, yet one of the most rewarding. These suggestions are simply the stepping stones to help turn your talent or skill into a career. Good luck!

Are you ready to find your dream  job? Call Clark Personnel Services! We’ll work with you to find the right job for your talents, skills and passion.

Talk to the Expert about Resumes that Result in Interviews
May 3rd @ 8:00 AM PST/ 9:00 AM MST/ 10:00 AM CST/11:00 AM EST

Your resume will either screen you in or out for an interview.  We will be joined on this webinar by one of the individuals who conducts our free resume reviews.  They know what it takes to write a resume that gets attention!  This call is a must attend for anyone involved in a Job Search.

Could your Job Targets be Sabotaging your Job Search?
May 10th @ 8:00 AM PST/ 9:00 AM MST/ 10:00 AM CST/11:00 AM EST

Your Job Targets can make or break your Job Search.  If you are not experiencing success in your Job Search – it could be your targets.  During this session you will learn the following:

• How to identify the best Job Targets for your credentials
• How to identify the right person within those targets
• What it takes to get your targeted prospects to contact you

Log into your Happy Candidates back office and click on EVENTS tab on the Navigational Button Bar. Register for the upcoming webinars by clicking on the event and then clicking the webinar registration link.

Please go to www.clarkpersonnel.com and click on our career portal to register.