Thursday, November 13, 2008

Strategies for a Successful Phone Interview

Many companies use the phone interview, or phone screen, to help limit the amount of candidates that come in the door. This prevents the hiring manager, as well as any support staff that would meet with potential candidates, from taking time out of their days to meet with duds. In order to succeed at these interviews, there are three things you need to know:

1. The purpose of a phone interview.
2. How to prepare for a phone interview.
3. How to conduct oneself during a phone interview.

Although few companies will bluntly state their true motive, the phone interview is simply a device for weeding out the bad candidates. These are the ones that within the first 15 seconds of the job interview, the hiring manager knows they either lack the qualifications to perform the job or the proper attitude to fit in with the team. So instead of having his or her staff schedule time to meet with someone that won't be a fit, they request that someone in human resources have a conversation to answer questions and get more information about items on the applicant's resume.

As a job seeker, understanding that this is the first round of elimination is key to your success. Take a look at your resume and look for things that someone may find questionable. These things include:

• Short stints at several companies / job hopping.
• Unexplained lapses between jobs.
• Loss of responsibly from job to job.
• Inconsistent experience.

It's often hard to critique our own resumes so you might want to enlist the help of a friend or professional recruiter. Have them take an objective look at your resume for any flaws or red flags.

Researching the company and position is equally important. Look at the listing for the job and match up your qualifications and experience with each required item. Try to come up with an example of how you meet each requirement - these will be the talking points that you'll try to work each answer during your interview towards.

Visit the company's web site and read about its products and services as well as any press releases or news items. Read the executive bios as well as any write ups regarding key staff. Create a cheat sheet with notes like you used to in college - remember that a phone interview is like an open book exam. Try to create a list of potential interview questions and practice your answers. All of this will show the person interviewing you that you've done your homework and you're interested in the position and the company.

On the day of the interview, make sure that you wake up at least 90 minutes prior to your phone call. You don't want to sound groggy to your interviewer. Also, find a nice quiet place where there will be minimal distractions so that your interviewer can hear you clearly. Avoid using a cell phone or VOIP phone if possible - the sound quality isn't so great and the reception is unpredictable.

Choose a work area that will give you instant access to all your notes and supporting information. You could use your dining room table with all of your information in the form of printed documents or you could sit at your computer with all the pertinent information in the form of open browser and word processor windows.

At the very least, you should have the following information at your fingertips:

• Your resume.
• The job description for the position you're interviewing for.
• A cheat sheet of information about the company.
• A list of potential interview questions and your answers.

Make sure you're wearing something that's comfortable and doesn't make noise when you move, especially if you're using a speakerphone (if your phone has a headset, use that instead). Many people recommend that you dress up for a phone interview because it'll put you in the right frame of mind. That advice is both bad and impractical - why would you want to be unnecessarily uncomfortable?

Phone interviews are the first the step in the interview process for many companies - especially when a large amount of candidates are applying for the job. With a little preparation and understanding, you can successful get through the first round of elimination and set yourself up for a successful in-person interview.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Author Byline: Communicating Your Way to Success
Author Website: http://blog.jvf.com

Wednesday, November 12, 2008

Exploring "Gap" Year Alternatives After Graduation

If you are graduating from college this year, you might be considering taking a break before going to grad school or starting your career. If you are, think about doing something meaningful as you explore "gap year" alternatives.

According to Wikipedia, the term, "gap year" refers to a "prolonged period (often, but not always, a year) between two life stages. This "gap year" is also known as a "year out", "year off", "deferred year", "bridging year", "overseas experience", "time off" and "time out". Taking this time off is actually very popular in Europe and Australia where young adults are encouraged to take a break after high school and before or after college. Graduates are urged to take on meaningful experiences during this time for personal exploration before moving to the next life stage of career or college.

Your graduation from college this year could offer you the same opportunity. You might be thinking about taking the time off, especially if you are not sure what your next career or higher education step should be.

The question to ponder is whether or not taking the "gap year" off a good thing for you?

The answer of course is - it depends. College graduates should weigh the pros and cons of taking this time off and the long term ramifications on future career choices.

Here are some pros for exploring "Gap Year" alternatives:

1. This break could give graduates the time needed to explore career options.
2. Students may be tired of school and might get diminishing returns from paying for classes and not doing well.
3. Graduates might be able to save some money to return to school, get an apartment or some needed transportation.
4. Traveling can help students explore geographical options and other cultures

Here are some of the cons of taking advantage of "Gap Year" alternatives:

1. Students may never want to return to college or further their education. This is quite possibly the most common reason for hesitating.
2. Once away from school, graduates lose touch with college professors and others who could encourage further education or guide career direction.

Some US colleges now understand the increasing urge that high school graduates have for the "gap year" and are now getting on board with innovative programs to meet the needs of these college students.

A recent article in the US News outlines "gap year" plans from Princeton University in New Jersey. Princeton University is planning to send 10 percent of their 2009 incoming freshman overseas for a year to work in the social services. These new college students will actually do all this cross cultural exploration before they even set foot on the Princeton campus for their freshman year.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

By: Marcia Robinson and courtesy of BullsEyeResumes College Blog (http://bullseyeresumes-college.blogspot.com). Robinson coaches, trains, and writes on career, workplace, and education issues for students and career professionals.

Tuesday, November 11, 2008

Why Helicopter Parents Are Important

Wikipedia defines a helicopter parent as someone who pays extremely close attention to his or her child or children, particularly while at educational institutions. The term suggests that like an actual helicopter, parents "hover" nearby, able to swoop in quickly to address, fix or handle situations.

The term is mostly used in a derogative way on college campuses, since these helicopter parents are accused of rushing in to prevent any harm or failure from befalling children, sometimes, despite protests from the children or college students they seek to protect.

Valerie Strauss in an article for Washington Post, says helicopter parents "are needy, overanxious and sometimes plain pesky -- and schools at every level are trying to find ways to deal with them".

As schools try to deal with helicopter parents, administrators have to balance other research that shows that students with strong parental involvement do better in school. The Harvard Family Research Project found that teens, whose parents played an active role in their education, do better in school and are more likely to enroll in college.

If parental influence supports better attainment in high schools, why would that not hold true for college students? Opponents of helicopter parenting would appear to be saying that once students are safely enrolled in college, parents should immediately take a hands-off approach.

With HigherEdInfo.com showing a 6-year college graduation rate in the US at 56.4% in 2006 and the 2003 annual ACT survey showed that only 37.5% of two-year college students were graduating within three years, is there a role for helicopter parents?

Experience, Inc., a provider of career advice and job hunting tools for students and alumni, surveyed more than 400 college students and new graduates on their parental involvement in college life. The overwhelming majority of college students described their parents as moderately involved. Twenty five percent of students in the survey responded that their parents were "overly involved to the point that their involvement was either annoying or embarrassing." Additionally, 13% of the respondents said their parents were not involved at all.

Is it possible that parental involvement at the college level could enhance rather than hinder college student graduation rates? Should college administrators now begin to embrace rather than reject helicopter parents?

To find out if your parents are helicopter parents or if you are a helicopter parent, the College Board offers a great quick 12-question quiz that could help you as a parent gauge your current level of involvement with your children. Whether or not, one agrees or disagrees with their quiz results, I did not agree with mine, it does offer the opportunity for personal reflection and could be the foundation of a conversation between college students and parents.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article by Marcia Robinson and courtesy of BullsEyeResumes College Blogs. Robinson has been coaching, training, and writing on career, workplace, employment and education issues for students and career professionals for 10 years.

Monday, November 10, 2008

Attract The Right Talent At The Right Time

You have to know the industry’s demands in order to attract the right talent at the right time. Certain clients will insist you keep an eye out for great talent to fit their organization. With that in mind, you can take the initiative to find these professionals and/or recent grads to fulfill your clients’ needs. As a recruiter, you have to remember the three ways to attract highly talented candidates: establish an effective strategy, recruit strong candidates, and make your clients happy with all referrals.

Establish an Effective Strategy

Your networking strategies can determine the success of your recruiting campaign. Participation in industrial committees and events can ease your company ahead of the pack.

Successful networking involves:

*Keeping in touch with each professional within your network twice per quarter.

*Making sure all candidates’ information is correct and accurate.

*Finding highly talented candidates by participating in networking events.

Recruiters continue to adjust to new technologies by implementing social network marketing and mobile marketing. With these changes in marketing channels, recruiters drive highly talented candidates to companies all over the world. Recruiters (that or who) express exceptional understanding of these verticals enjoy successful returns on their efforts. As the demand for great talent continues to rise, recruiters must remember and focus on the importance of strong candidates.

Recruit Strong Candidates

Recruiters must remember the importance of a strong candidate in order to reinforce the purpose of their positions. If your organization positions itself as a leader, your brand should follow the same suit. Professionals will come to you in search of higher paying positions or transitions from their current careers. With your help, the individual will add benefits to your clients and/or your organization. If you are unsure of what to expect, Scott Wintrip explains his points of view in the article Quality Talent vs. Warm Bodies – Finding Top Candidates In a Difficult Market [http://www.collegerecruiter.com/pages/articles/article328.php].

Make Your Clients Happy

If you keep your clients happy, your business will enjoy substantial growth. Successful recruiters focus on their clients’ and/or organizations’ needs. Their recruiting services enrich an organization’s culture through extensive research and development. Stay in touch with your most successful placements, remain visible, and more candidates will seek you for placement. Your business and/or position as a leading recruiter depend on the turnover of your placements. The best aspect of a client’s approval is there power to refer your services to other companies.

Attract the right talent at the right time by implementing these three tips: establishing an effective strategy, recruiting strong candidates, and making your clients happy. Employers love recruiters with insight and successful track records. Be a new leader within your organization and/or industry by providing outstanding referrals to enrich an organization.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Tahjia Chapman is a writer for CollegeRecruiter.com at http://www.CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.

Sunday, November 09, 2008

RIASEC Inventory

A Quick and Easy Assessment

The RIASEC Inventory

Uses Holland’s RIASEC coding system and latest O*NET job titles
Scores into six interest areas: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional
Quick, 4-page assessment takes only 10-15 minutes to complete

The Holland Code inventory gives individuals a fast and informative way to explore occupations based on their interests. Using the RIASEC system developed by John Holland--the most widely used occupational interest coding system available.

Use this inventory to identify their job interests.

Complete only 72 work activity statements.

Match results those interests to potential careers.

The Holland Code inventory, a quick and easy assessment, is perfect for job seekers who have little time to spend on testing and career exploration.

Use RIASEC Inventory with -

50 Best Jobs for Your Personality
Dictionary of Holland Occupational Codes
Enhanced Occupational Outlook Handbook - Best Career Reference Book for doing in-depth research on job descriptions, career options, and education options
Occupations Outlook: An Exploration for Teens - Career Clusters and Holland Codes Handbook for Teens
Holland Career Materials: A Practitioner's Guide
Unlock Treasure Chest (Children's Version)
Making Vocational Choices

Saturday, February 16, 2008

Paint Careers With Colors - Get the Facts

The Paint Careers With Colors System is VISUAL learning techniques and career test for kids that use colors to represent Holland Codes.

The Paint Careers With Colors Fact Sheets answer the following questions -

Purpose and Rationale for the Paint Career With Colors System

1. What does the Paint Career With Colors System measure?

2. What are the concepts or theories underlying the development of this Paint Career With Colors System ?

3. What demonstrated need does this Paint Career With Colors System serve?

Description of the Paint Career With Colors System

1. What is the structure of the instrument:

How many parts are there in career test?
What does each section measures?
How many items does the Paint Career With Colors System contain?
What type(s) of scores are generated?

2. What is the format of the System ? Group or individual administration?

3. What are the required response modes of the System :

4. What is the total estimated time required for administration?

5. What is the proposed scoring procedure?

Components

1. What nonconsumable (i.e., reusable) components do you anticipate will be required for administering, scoring, and interpreting the Paint Career With Colors System? (e.g., System manuals, scoring keys, System plates, booklets, manipulatives)?

2. Describe each of these components in terms of the anticipated production characteristics: page size, number of pages, color(s) of ink, special forms (e.g., multi-forms, self-carboning), extraordinary use of graphical images, line drawings, or other illustrations, etc.

Primary Markets

1. What is the target population for the System (i.e., demographic characteristics such as age, gender, etc.) What other individuals who use the Paint Careers With Colors ?

2. What professional discipline(s) would be potential purchasers and users of this System ?

3. Which settings would be appropriate for use of this System (e.g., schools, private clinics, hospitals, private practice, etc.)?

Market Competition and Special Features of the Paint Career With Colors System

What other Systems are currently available that serve a similar function?

Find out how to get the Paint Careers With Colors System fact sheets.

Human Resources Managers VS Marketing Managers

Question from Linked-In:

I am an MBA first year..will be starting off with the 3rd semester very soon,the only question is how will I know what to choose as a specialisation between HR and Marketing? I already have done my project in HR but I am confused between the two..so what do I do?

Answer:

Here is the difference between Human Resources Managers and Marketing Managers.

Human Resources Managers

Plan, direct, and coordinate human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance.

Tasks -

* Administer compensation, benefits and performance management systems, and safety and recreation programs.
* Identify staff vacancies and recruit, interview and select applicants.
* Allocate human resources, ensuring appropriate matches between personnel.
* Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
* Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
* Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
* Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
* Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
* Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
* Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.

Marketing Managers

Determine the demand for products and services offered by a firm and its competitors and identify potential customers. Develop pricing strategies with the goal of maximizing the firm's profits or share of the market while ensuring the firm's customers are satisfied. Oversee product development or monitor trends that indicate the need for new products and services.

Tasks -

* Develop pricing strategies, balancing firm objectives and customer satisfaction.
* Identify, develop, and evaluate marketing strategy, based on knowledge of establishment objectives, market characteristics, and cost and markup factors.
* Evaluate the financial aspects of product development, such as budgets, expenditures, research and development appropriations, and return-on-investment and profit-loss projections.
* Formulate, direct and coordinate marketing activities and policies to promote products and services, working with advertising and promotion managers.
* Direct the hiring, training, and performance evaluations of marketing and sales staff and oversee their daily activities.
* Negotiate contracts with vendors and distributors to manage product distribution, establishing distribution networks and developing distribution strategies.
* Consult with product development personnel on product specifications such as design, color, and packaging.
* Compile lists describing product or service offerings.
* Use sales forecasting and strategic planning to ensure the sale and profitability of products, lines, or services, analyzing business developments and monitoring market trends.
* Select products and accessories to be displayed at trade or special production shows.

Clarification added 0 seconds ago:

The Holland Code for Marketing Managers is: EC

Enterprising — People with an Enterprising personality style like working with people and data. Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.

Conventional — People with an Conventional personality style like working with things and data. Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

The Holland Code for Human Resources Managers is: ESC

Enterprising — People with an Enterprising personality style like working with people and data. Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.

Social — People with an Social personality style like working with people. Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

Conventional — People with an Conventional personality style like working with things and data. Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

For more information about Holland Codes, visit Hollandcodes.com.

Monday, February 11, 2008

Free Holland Code Test with Any Purchase

Offer expires soon. Act Now!

Your FREE test identifies your career interests and then tells you what jobs are out there for you. Uncover the tasks, experience, education and training needed for your next career move. It's an essential tool to make tough career decisions and find careers you might not otherwise explore.

Quickly focus your efforts

The test report was built to be presented on the Web. It displays both a graphical and text based interpretation of your results and enables you to access a wealth of career information. There are 36,729 possible careers in North America and 284 academic majors. You need a test to narrow your search.

Get career advice from a source you can trust

The test was developed by a psychologist, who has published over 200 research articles and is the Former President of the American Psychological Association's Division of Measurement, Evaluation, and Statistics. Over 1 million people have successfully taken the test to plan their future.

FREE test is managed by career experts with over 40 years of combined experience. We are founding members of the Association of Test Publishers and members of the Better Business Bureau online reliability program.

Now available to the public

Until now, quality career tests have not been widely available to the general public. The Web allows us to provide a tool that was previously only available through certified career counselors.

Takes only minutes to complete, and your results are saved for future reference.

The test, respected by career counselors world-wide, takes only 25 minutes to complete. Plus, we save and password protect your results to assist your decision-making process.

Help prevent costly career mistakes

Working in an unsatisfying career can dramatically reduce happiness, productivity, self-confidence and self worth. Pursuing unclear career objectives or stagnating in dead-end situations costs you money.

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Test measures career interests, which research has shown are related to career satisfaction and happiness.

Order any Hollandcodes.com product, and get your FREE test.

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Saturday, February 09, 2008

United Arab Emirates Career Education Report

Read a Fact-Filled Report about the United Arab Emirates (UAE) Ministry of Education.

Get strategies to create a new career education program.

See how your educational system differs from the Ministry of Education.

The UAE is preparing youth for the future.

The UAE Career Education Report is summary of the UAE educational system gathered from articles, reports, databases, and web sites. There are three major areas –

Part One: Facts about United Arab Emirates
Part Two: Strategies for developing a Career Education Program
Part Three: Powerpoint Presentation

Part One covers Facts about UAE. From authoritative sources, you will get the answers to the following questions -

What is the specific geographic communities to be served?
What is the student population?
What is the teacher/ student ratio?
What is the agency that supervises the educational system in the United Arabic Emirates?
What is the agency’s purpose, mission, and objectives?
What is the structure of the Ministry of Education?
What are the matching ages for each grade level?
What is the certificate awarded at the end of the general secondary level?
What are the three major streams (pathways) within the secondary level of the Ministry of Education?
What are the objectives of the ADEC?
What are the names of the five largest centers of learning found in the UAE?
What are the key industries in the UAE?

Part Two gives you the blueprint for a Career Education Program. After determining the program mission, goals, and objectives, you develop the Program Design. In Strategies for Building a Career Education Program, you will focus on the following areas -

Step One: Selecting the right career assessment test
Step Two: Utilizing existing career exploration resources
Step Three: Designing new career resources

Assessment Phase
Contract Negotiation Phase
Product Development and Production Phase
Product Delivery Phase
Training Phase

Step Five: Identifying post-secondary opportunities
Step Six: Identifying Strategic Partnerships
Step Seven: Establishing Performance Requirements
Step Eight: Evaluating outcomes
Step Nine: Creating a Budget

Part Three is a Powerpoint presentation that accompanies Part One covers Facts about UAE and Part Two Strategies for Building a Career Education Program.

Use this link to Free copy of UAE report.

Limited time offer! Act Now!

Thursday, January 03, 2008

Unlock the Treasure Chest for Children

Guide to Career Exploration

New 2008 Version

toolkit/unlock-children-cdrom-cover-2007.JPG

Unlock the Treasure Chest for Children. Guide to Career Exploration is a step — by — step guide to explore careers. Use the Unlock the Treasure Chest for Children. Guide to Career Exploration to pinpoint your interests, abilities, skills, talents, and values. Discover who you really are and understand your likes, dislikes, and interests. Match your likes and interests to careers. Succeed in planning a career.

The Unlock the Treasure Chest for Children. Guide to Career Exploration is used in conjunction with the -
Self Directed Search Career Explorer
and the
Paint Careers With Colors System (Children's and RIASEC Version).

The Unlock the Treasure Chest for Children. Guide to Career Exploration has 3 sections:

Guide to Exploring Careers
Internet Resources for Teachers, Counselors, Parents, Adults, Kids and Children
Visual Aids or Screenshots from the Unlock the Treasure Chest Guidebook

Guide to Exploring Careers
The Unlock the Treasure Chest for Children. Guide to Career Exploration is for kids and children who need a manual that will guide them through the steps of exploring careers. The topics included in the Unlock the Treasure Chest for Children. Guide to Career Exploration are:

Learning about Yourself
Find the Secret Code
Understand the Secret Code – The Holland Code
Find Your Career Group
Identify Careers Using Paint Careers With Colors System
Identify Careers Using the Self Directed Search Career Explorer
Explore Careers Using Career Web Sites
Explore Career Using Career Books

Learning about Yourself

Learning about Yourself involves AWARENESS. AWARENESS unlocks the door to the unknown. AWARENESS means pinpointing your interests, abilities, skills, talents, and values. AWARENESS helps you -

UNCOVER the mystery.
DISCOVER who you really are.
KNOW your likes, dislikes, or interests.

Learning about Yourself is a journey.

On Day One —

Meet your Guide
Get your Career Map
Begin your journey to find the Treasure Chest.

On Day Three, use career test to find the HOLLAND CODES.

On Day Seven use your HOLLAND CODES to find careers that interest you.

Internet Resources for Teachers, Counselors, Parents, Adults, Kids and Children

Children Unlock Treasure Chest, Internet Resources for Teachers, Counselors, Parents, Adults, Kids and Children has information on career exploration web sites and books.

On Day Eight, you look at Exploring Careers Web Sites.

Here are the different types of Children Unlock Treasure Chest, EXPLORING CAREERS WEB SITES –

Curriculum
Career Information
Career Groups – Science
Specific Careers — Science

CAREER KID CURRICULUM WEBSITES

RESOURCE ONE: CAREER CRUISER

The CAREER CRUISER is a career kid site/ guidebook for middle school students. The CAREER CRUISER has self — assessment activities to match personal interests to careers. The CAREER CRUISER has information on HOLLAND CODES. Careers are grouped into 16 career clusters. The CAREER CRUISER has information on occupational descriptions, average earnings, and minimum educational level required for the job.

A Teacher’s Guide is also available.

RESOURCE TWO: Elementary Core Career Connection

The Core Career Connections is a career kid collection of instructional activities, K — 6 and 7 — 8, designed by teachers, counselors, and parents. Each grade level has instructional activities that align directly with state department of education requirements. This instructional resource provides a framework for teachers, counselors, and parents to integrate career awareness with the elementary and middle level grade students.

CAREER KID INFORMATION

RESOURCE FOUR: Career Ship

Career Shipis a free online career teen exploration tool for middle and high school students.

Career Ship uses HOLLAND CODES and the O*NET Career Exploration Tools.

For each career, Career Ship provides the following information:

Tasks
Wages
Career outlook
Interests
Education
Knowledge
Skills
Similar careers

Career Ship is a product a public—service web site providing career, college, financial aid, and financial literacy information and services.

RESOURCE SIX: Destination 2020

Destination 2020 helps youth discover how everyday tasks can help them build skills they will need to face the many challenges of the workforce.

Skills are linked to –

School Subjects
Other School Activities
Play Activities At Home
Work at Home

Through career teen quizzes, activities and articles, students find some answers or, at least, a direction about their future. There are more than 200 profiles of real people who are describing what a day at work is like for them.

Career Kid CAREER GROUPS Websites — SCIENCE

RESOURCE EIGHT: EEK! Get a Job – Environmental Education for Kids

Eek! Get a Job – Environmental Education for Kids is a career kid site/ electronic magazine for children in grades 4 — 8. Eek! Get a Job provides information about –

Forestry
Hydrogeologist
Engineering
Herpetologist
Park Ranger
Wildlife Biologist
Park Naturalist

There is a job description for each career, a list of job activities, suggested activities to begin exploring careers, and needed job skills.

RESOURCE ELEVEN: San Diego Zoo Job Profiles for Kids

San Diego Zoo is a career kid website that has job profiles. Job Profiles discussed jobs for people who –

Work with animals
Work with plants
Work with science and conservation
Work with people
Work that helps run the Zoo and Park

There are activities listed under each area, for example –

What we do
What’s cool about this job
Job challenges
How this job helps animals
How to get a job like this
Practice Being a …
How to Become a …

SPECIFIC Career Kid Websites — SCIENCE

RESOURCE FOURTEEN: About Veterinarians

About Veterinarians is a website that has career kid facts about –

What is a Veterinarian?
Veterinary Education
Roles of Veterinarians
Employment Outlook
Becoming a Veterinary Technician

RESOURCE SIXTEEN: Engineering – The Stealth Profession

Engineering – The Stealth Profession has a lot of career kid information about engineers –

Types of Engineers
True Stories
Salaries
Education Required
Work Schedules
Equipment Used

RESOURCE EIGHTEEN: Do You Want to Become a Volcanologist?

Do You Want to Become a Volcanologist? provides career kid descriptions of the –

Word ″Volcanologist″
Daily work
Traits for success
Education
Salaries

The Visual Aids or Screenshots from the Unlock the Treasure Chest Guidebook is an additional bonus for teachers, counselors, and parents. These screenshots are excellent for group presentations. The screenshots present the concepts covered in the Guidebook. With each purchase, you will receive Visual Aids.

The Unlock the Treasure Chest for Children. Guide to Career Exploration is a toolkit for teachers, counselors, or parents preparing kids and children for exploring careers.

Benefits

The Children Unlock Treasure Chest Guide to Career Exploration book is a visual learning technique that is a fast, quick, and easy way to introduce careers and Holland Codes.

The benefits of the Guide to Career Exploration are -

Eye appealing - Is a colorful presentation
Easy to use - Facilitates learning through the use of graphics
Comprehensive - Shows the relationships between careers, interests, and Holland Codes
Easy to understand - Simplifies the understanding of career exploration and the Holland Codes

As a visual learning technique, the Children Unlock Treasure Chest helps children, youth, and adults see and categorize career concepts, patterns, and relationships.

The Guide to Career Exploration clarifies thoughts, integrates new knowledge, and promotes critical thinking. New concepts are more thoroughly and easily understood.

The Guide to Career Exploration organizes and analyzes information. Children -

See how Holland Codes are connected to careers
Realize how careers can be grouped and organized

The Children Unlock Treasure Chest also improves –

Attention Span and Concentration: holds audience's attention and helps people absorb information
Memory Skills and Understanding: improves ability to absorb information
Speed of Learning: reduces the time it takes to complete career tests.

Features of Children Unlock Treasure Chest

The Unlock Your Treasure Chest is used to:

Provide career exploration classroom activities for middle school students, children, and kids

Provide career assessment tests for middle school students, children, and kids
Identify Steps in the Career Planning Process
Identify Holland Codes
Match careers to Holland Codes career groups
Explore careers and career web sites

The Career Groups are -

*HOLLAND* *CAREER MODEL*	*EXPLORING CAREERS AND HOLLAND CODES GAMES*

· A = ARTISTIC	· A = ARTS
· E = ENTERPRISING	· B = BUSINESS
· C = CONVENTIONAL	· O = OFFICE
· S = SOCIAL	· P = PEOPLE
· I = INVESTIGATIVE	· S = SCIENCE
· R = REALISTIC	· T = TECHNICAL/ TOOLS

There are two versions: RIASEC or Children's.

Read about the Unlock the Treasure Chest for Children...

Wednesday, January 02, 2008

Hollandcodes.com Authorized Dealer Program

Hollandcodes.com has just created a new Authorized Dealer Program. By joining this Dealer program, you can earn profits by promoting Hollandcodes.com products.

Benefits:

Expand your selection of career exploration resources.
Earn you money when your customers or clients order popular Holland Code resources.
Use marketing logos and images in Authorized Dealer marketing efforts within a specified calendar year. This authorization is granted for a period of one calendar year and the dealer must reapply for authorization on an annual basis.
For Counselors, Consultants, and Teachers, receive FREE listing on Hollandcodes.com
Receive generous discounts on selected products
Access to exclusive pricing, offers and discounts available only to dealers
Access to online and toll free ordering
Access to soon to be released products
Receive free promotional copies of the following CD-ROMS($400 Value) -
For Adults, College Students, High School Students, Teachers, and Counselors:
- Career Clusters and Holland Codes Poster Set CD-ROM
- Holland Codes Resource Toolkit Photo CD-ROM
- Unlock Treasure Chest (Adult Version) CD-ROM

For Children, Limited Reading Ability, or Special Needs:

Holland Codes Resource Clip Art Toolkit CD-ROM
Paint Careers With Colors System (Children's and RIASEC Version) CD-ROM
Unlock Treasure Chest (Children's Version) CD-ROM

Authorized Dealer Application Process

Hollandcodes.com has created an Authorized Dealer Application. The Application has two parts -

Agreement for Marketing Hollandcodes.com Products
Authorized Dealer Application

Read about the Hollandcodes.com Authorized Dealer Program.

Tuesday, January 01, 2008