As students near graduation from college, or are starting back to class, more often than not their thoughts turn financial. Whether they chose a major with an end career in mind or they use their college education as a springboard for new opportunities, all students must consider their return on investment. With the cost of higher education averaging anywhere from $9,000 – $35,000 per year, a lucrative life after graduation is becoming even more important. In a competitive economy, having a profitable degree from a highly sought after field of knowledge could be the key in gaining career success. What degrees bring in the big bucks? We’ve listed some below. All salary information comes from the 2008 NACE (National Association of Colleges and Employers) salary survey.

Engineering

Not surprisingly, engineering majors in every category earn an average of $60,000 their first year after college. Chemical engineers are paid the most, working for a variety of companies in different fields including manufacturing, healthcare, and business. Chemical engineers design equipment and develop products. Electrical engineers rank second, with an average starting salary of around $55,000. Electrical engineers focus on the design and implementation of equipment used in all aspects of life- automobiles, aircraft, and electrical utilities. Both of these majors apply to a variety of different fields, contributing to the overall success of their earning potential. Mechanical engineers are a close third, with an average starting salary of $54,000. Mechanical engineers are also employed in a number of different industries ranging from agricultural to business.

Computer Science

As our society becomes more and more reliant on the internet and the advancements in computer related technologies and networks, working knowledge of the systems becomes a valuable tool. Computer science majors make an average of $53,000 their first year out of college. This number does include the entrepreneurs who take their computer science background and apply it to business models, advancing technologies and expanding the horizon of development.

Economics

Business markets are highly profitable, and graduates with a thorough knowledge of economics rank high in earnings potential. The average starting salary of a first year economics graduate is around $47,800. Most economics majors work in data research or consulting, and many work for the federal and state governments.

Management Information Systems

Students with an MIS degree work in all facets of business organization. They analyze businesses and contribute to a more efficient management structure. These graduates typically start in the mid $40,000 range their first year after graduation.

Finance and Accounting

Finance and accounting grads have many different options in a plethora of fields. The type of work is varied but always in demand. These positions have very valuable knowledge in intricate areas and generally start at $46,200 their first year out of school.

Business Administration and Management

This is also a lucrative field, as titans of industry are recognized by the efficacy in business management. This major is consistently one of the most popular, and for good reason- business grads can work almost anywhere! The average starting salary is $43,500 for these students, with a chance to accrue more wealth over the length of their employment term.

Keep in mind that a student’s ultimate return on investment is subjective. Yes, these types of degrees offer access to monetarily profitable careers, but it is also important to consider the subjective and completely independent determination of wealth- something that is measured differently by each person.

Job hunting is not anyone’s favorite thing to do. Neither is writing a resume either, unless you do it for a living. So when you find errors on your resume after you’ve sent it, how important are they?  This just happened to a friend of mine. No sooner had her finger hit ’send’, did she realize there was a typo in the career summary at the top of page 1. Are those mistakes really going to cause you serious problems?

Well, the answer to that is that it depends.  There are many different types of errors that you might find on a resume, and while some of them are ridiculous, others are so inconsequential that no one will notice.

For example, formatting errors are more noticeable than anything else, and will leave an impression that the person who is submitting the resume doesn’t know what they’re doing. If the resume wasn’t created by you, it will still be the impression given to the employer. Ensure that your resume is properly formatted. In other words, all the edges match up, because looks do count. Pay attention to whether or not bullet points are used in appropriate places, if you have chosen to use them. Make sure everything is consistent. If you are going to capitalize your job title, make sure ALL job titles are capitalized, etc.

How important are errors on a resume? Is your contact info correct? There is a difference between the town names Brookfield and Brookville! Let’s say Person X living at 123 Main in Brookfield lands a job—but their resume says Brookville. When the job offer is mailed to the wrong address and comes back as returned mail, that’s a big problem.

Incorrect information on a resume is also a major resume no-no. Lying about previous experience or schooling is a huge problem. How important are these errors on a resume? More than likely, at some point in time, you will get caught, and your credibility could be ruined. Oh, and you’ll probably be fired, too.

When creating your resume be truthful about where you went to school, what your ranking was, and when you graduated. If you took longer to graduate, you can explain that in an interview.  Past experiences are listed on your resume with the most recent on top and a description of what the job was, using as few words as possible. Many people are too wordy, which is a turn-off to employers looking for potential workers. Keep it straightforward and simple. Cut the fluff words and stick to the point.

Spelling counts for a lot and the spell-check function on your computer can be a valuable tool. Be aware of how to spell the names of personal references properly. When potential employers call to check the references with these people, they don’t wish to be embarrassed by asking for the wrong person due to the name being misspelled. You should always spell-check and proof your work obsessively, or at least 2-3 times. Beware: spell-check doesn’t catch everything. I used to always automatically type “manger” for “manager”. I don’t know why, but I did. Manger is a word so spell-check never caught it. I did though. Luckily there is a cool tool in MS Word (auto correct options) where you add the words you misspell the most and it will automatically correct them (whew!).

Really, how important are errors on a resume? It all depends on the position you are applying for. If you are looking at a small spelling mistake in a sentence, and you are applying at an auto parts store for a cashier position, then it’s probably not a big deal. However, if you are applying as a newspaper editor with that same resume, it is a big deal. In the end, your resume should still be perfect anyway.

Occasionally I get asked about recruiters, if the client should use one, how companies find them, and what recruiters do for companies. So here is a little article on what recruiters are about.

Making the best use of recruiters is something that almost all major corporations do now. Taking advantage of someone that is trained to sort through people means less hassle for the company—and why not? Less hassle means fewer headaches for those businesses.

Recruiters are people who have been trained specifically to hunt for various corporations to fill empty positions. They place ads in newspapers, online and in magazines to get the attention of any individual that might qualify for a job opening that they might have.

Taking the time to find recruiters who know what they are doing is the first important step for a company. Without excellent recruiters, corporations likely will not end up with the type of people that they want working for them.

Finding the best use of recruiters is up to the corporations that employ them, however, companies need to pick and choose where the need is for new hires in particular. In other words, will the corporation be expanding in Asia and the Western United States? If so, recruiters look for individuals who might have the ability to speak Japanese or Chinese, or are bi-lingual/fluent in other languages.

Another possibility would be if a company has decided to open a whole different operation. For example, Company A typically has been a restaurant chain. Now Company A wants to start some retail stores, and has the means to do it. Using a business plan, Company A will make the best use of recruiters by sending them out in whatever area it defines to find candidates to interview. Company A will have certain guidelines for the recruiters to go by, but the recruiters will pick the potential candidates.

Once the potential candidates are picked, recruiters will typically thin out the crowd somewhat before sending the candidates in for an interview. Recruiters take the time to sit and talk to each candidate for several minutes and are usually tuned in well enough to people that they can spot instantly who would work for the job, and who wouldn’t.

When you have recruiters who are available, it makes life much easier for the corporation. It is one less step that the Human Resources Department has to be concerned with. When there are so many other things that HR people have to do, using recruiters makes their job easier. For large corporations, making use of recruiters on a regular basis is a great benefit and saves them plenty of money. Smaller corporations on the other hand, may not see a benefit except once in a while—perhaps when searching for a new Chief Executive Officer or other high-ranking position.

So here is your little lesson on how recruiters help companies and what that means for you!

Although the Internet has been a boon to networking over the past decade or so, there is something to be said for a face-to-face networking over business lunches or trade shows. Adding a personal touch that might be missing from cold emails and Twitter, a lunch with a colleague can be an invaluable tool for you to use for everything from job leads to getting advice about a venture or idea. Trade shows offer the chance to speak with peers in your field. They know that you are interested in finding a place of employment.

People are more apt to share more personal details, and are definitely better able to read you as a person when sitting across from you at a business lunch, or spending a little time with you at a trade show. The chance to understand a person’s inflections, and gauge their sense of humor (or lack thereof), their personal foibles and idiosyncrasies or how much you might even want to engage with them outside the business milieu can only be had in a face-to-face encounter.

There are certain protocols involved when you are considering networking through business lunches or trade shows. Some are common courtesy: such as not interrupting a vendor while he’s currently dealing with a peer or customer. Wait for your opportunity to introduce yourself with a firm handshake and a business card, and get to know the person a little bit before you dive right into a lunch invitation. You might find that after a little personal interaction that you are no longer interested in getting to know someone better, or it might cement in your mind that this is someone to get on your side. Be interested in their products or sales pitch (it’s a hard, sometimes thankless job working a trade show), and ask pertinent questions.

Know that once you’ve proffered a lunch invitation to a potential networking connection, he or she may not want to talk business. Trade shows often carry with them grueling schedules, and lunch may be one of your new contact’s only break in the day.

You might consider making initial contact through the trade show venue, then following up with a lunch invitation. Be sure to let your contact know the agenda of lunch; don’t lull them into thinking a personal relationship or friendship is on the table when you’re really looking for a networking or job opportunity. Be sure to propose a firm date and time, with the offer of alternatives available. When you are networking through business lunches or trade shows do not invite anyone other than the main person (i.e., don’t show up with coworkers, or your girlfriend). Be prompt, be appropriately dressed, be courteous, and thank your invitee for their time. Once you have had lunch, remember, it is up to you to pick up the check, even if they insist. You certainly wouldn’t be impressed if you were invited to lunch and were expected to either pay or go halves; neither will they.

It seems unbelievable to me that Americans are still faced with employment discrimination when we there are so many other options available. While once rampant discrimination was perpetrated based on race, sex or religious affiliation, today one of the worst forms of discrimination is discrimination against primary caregivers (a.k.a. parents and children of sick/aging parents). Many people do not realize that there are several different kinds of primary caregiver discrimination. Learning the different types of discrimination that are practiced against primary caregivers is the best way to learn how to prevent it.

In some cases, there are laws that help prevent primary caregiver discrimination. These laws often include not only those who care of their children, but also those who care for a sick or aging parent as well a sick spouse. In 1964, the Civil Rights Act was passed. Under this act, specifically Title VII, primary caregiver discrimination is declared illegal. The law gives primary caregivers protection without declaring them a ‘protected class.’

It is also true that women are the primary targets of this type of discrimination. This is because gender stereotyping is still rearing its ugly head, making many people assume that only women can be primary caregivers. This stereotyping can lead to an additional kind of discrimination against women. Some companies will refuse to hire young married women – specifically because there is a high chance that those same young women will soon have children and thus become a primary caregiver.

Preventing discrimination against primary caregivers is a tricky matter. The truth is no company would refuse to hire a primary caregiver and give that as the cause. Instead they will site lack of experience or even too much experience. Companies that have successfully implemented a program of primary caregiver discrimination prevention have typically taken one step: they disallow interviewers or hiring managers from asking questions designed to determine if a particular candidate is or will become a primary caregiver.

The Equal Employment Opportunity Commission or EEOC has developed a list of guidelines specifically aimed at preventing discrimination against primary caregivers. These are merely guidelines and not legally binding, but it’s still important to know and perhaps implementing a similar program might ensure that a company is not actively discriminating. The following is what the list includes:

1. Develop a list of qualifications for each open position
2. Focus only on a candidates abilities, strengths and weaknesses
3. Actively recruit primary caregivers
4. Engage in careful review programs to monitor performance and compensation evaluations
5. Whenever possible offer flex time as an option for employees

Remember: an employer IS NOT ALLOWED TO discriminate against primary caregivers. Because of the prevalence of lawsuits, employers are recommended to follow the guidelines set forth by the EEOC and to actively monitor their hiring practices as well as the terms and conditions of employment. Primary caregiver discrimination is still a problem today, but it doesn’t have to be.

**I am a member of the Career Collective, a group of resume writers and career coaches.  Each month, all members discuss a certain topic.  This month, we are talking about networking and job search whether  you are introverted or extroverted. Please follow our tweets on Twitter #careercollective.  You can also view the other member’s interesting posts at the end of the article.

The old adage ‘the grass is always greener on the other side,’ fits many situations. Today, it is especially relevant to job seekers. In the world of the job hunt, two personality types often emerge, each with strengths and weaknesses. Extroverts and introverts alike often find themselves wishing they were exactly opposite of themselves. The truth is that understanding how to craft a resume and how to interview, utilizing the strengths or weaknesses of either an introvert or an extrovert, can mean success in the form of a new job. I think I border both, because in ‘new’ situations I tend to either get quiet or talk more than I would like to. Both can be bad, or good, depending on how you look at it. Which are you?

By determining which you are, introverted or extroverted, and by understanding the strengths and weakness of your personality type, you can begin a successful job search with your resume. If you are most comfortable alone, or in smaller settings and find it difficult to express yourself verbally, you are most likely an introvert.

Those that are social enjoy crowds and talking is typically considered extroverted behavior. You might mistakenly assume that extroverts always interview well while introverts present above par resumes. The truth is actually somewhere in the middle.

The Resume

Both personality types are urged to remember the purpose of a resume. It should be a clear, precise representation of a candidates experience and related skill sets. While introverts, very good at introspection, may have an easier time paring down their resume, they often make the mistake of providing too little information. Extroverts tend to be more inclusive in their resume attempts, but often provide too much information. When writing or updating a resume, both personality types should focus on the format of the resume, including relevant details and facts about themselves and removing any unneeded information.

The Interview

Extroverts, who love to talk, often quickly settle into an interview. Introverts, often find themselves ill at ease and uncomfortable. Unlike the extrovert, the introvert is unlikely to engage the interviewer himself or herself. While it sounds like the extrovert wins the interview round, both personality types need to make adjustment to their interview style in order to be successful. Extroverts need to remember to keep their answers short and to the point, while introverts must allow themselves to be drawn out during the interview process.

In general, the both introverts and extroverts should follow the same guidelines when preparing a resume or interviewing. Resumes should be in the correct format and provide information relevant to the job position. When it comes time to interview, candidates of both types should have had a good nights sleep and should be prepared. It is a good idea to bring a list of questions for the interviewer. Practicing short, informative answers to typically asked questions can be helpful as well.

Always remember that both personality types have strengths and weaknesses and learning to play on these is the best way to be successful in your job hunt. Introverts should take advantage of their inquisitive and analytical nature while extroverts should use their ability to fit into any social situation. By carefully balancing these strengths against their weaknesses, either personality type can be successful. Good luck!

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Don’t forget to check out other similar articles from members of the Career Collective:

• 5 Little Secrets About Networking, @Careersherpa
• Networking: Easy as 1, 2 , 3, @WorkWithIllness
• How to Take the Intimidation Out of Networking, @heathermundell
• Networking for the Shy and Introverted, @KatCareerGal
• A tale of two networkers, @DawnBugni
• Introvert or Extrovert: Tips for the Job Search No Matter Which ‘Vert’ You Are, @erinkennedycprw
• Networking for Job Candidates Who Hate Networking, @heatherhuhman
• Networking? Ugh! @resumeservice
• Network, Network, Network, @MartinBuckland @EliteResumes
• 3 ways to make networking fun for introverts and extroverts, @Keppie_Careers
• Grow Your Career Networking Seeds Organically, @ValueIntoWords
• Networking: It’s a Way of Life, @WalterAkana
• Social Media Networking & Your Career, @GayleHoward
• Your Networking Circle, @chandlee

• Networking for the Networking-Phobic, @JobHuntOrg

The current state of the economy and the job market has made it almost impossible to find a job. If you want to be one of the “chosen” to land an interview, you must be at the top of your game. No longer is it enough to simply appear at an interview dressed in a suit and armed with a positive attitude. Today’s candidates must be thoroughly prepared for each interview they attend. An important component of that preparation is knowing the ten things you should always bring with you to an interview.

1. Five copies of your resume – even if you have submitted your resume electronically, it is still important to bring along hard copies. In many cases, candidates will find themselves interviewed by multiple managers, so it is always important to have enough resumes to go around.
2. Professional references – be sure to bring a list of 3-5 professional references. Include each reference’s contact information including email address as well as the capacity by which they know you.
3. Personal references – more and more companies are turning to personal references to round out the interview process, so bring a list of personal references as well. Phone numbers, email address and relationship should be carefully noted for each reference.
4. Work History – keep a list of your previous employers including physical address, phone number, employment dates and manager names. Being unable to provide this information is unprofessional and may raise an eyebrow or two.
5. Education – bring a list of each school you attended, the address and the degree, or program studied.
6. Skills – As technology continues to evolve, many potential employers are interested in what programs candidates have mastered. You should also include any specialized skills or equipment you can operate
7. Questions – almost all hiring managers will end the interview by asking if the candidate has any questions – prepare a list in advance. It is a great idea to do this by carefully reviewing the company website. The questions should be thought provoking and relevant.
8. Documentation – Bring along any professional certifications as well as a valid driver’s license and social security card. In the event that the position is immediately offered to you, you will have all of the information needed with you.
9. Samples – Many jobs require a candidate to provide samples of their work. Be sure to bring along representations of your best work. This applies to almost all jobs. For example, an architect may bring along samples of their designs while a teacher might bring lesson plans or an example of a teaching plan.
10. Attitude – never underestimate the power of your attitude – remember you are selling yourself, so it is crucial you come prepared to do just that. Be well rested and eat shortly before your interview.

Being adequately prepared for an interview is the first step towards has a successful session. Be sure to prepare your interview items in advance so you are not rushing around trying to locate everything right before your interview.

The world is moving faster than ever. In fact, it often seems like everything about our lives is changing – sometimes on a daily basis. From online shopping to cellular phones that access the internet, technology has often driven the changes we see. Our work place is no different. Once it was expected that a 9 – 5 job was just that. Today employers have the ability to offer their staff a variety of work methods. Telecommuting is particularly popular. Less well known is the idea of flex time. While not as many employers offer flex time, those that do believe it allows their work staff to be more productive. Learning about work options should be an important part of every candidate’s research and decisions making process when looking for and interviewing for a new position.

I love the idea of flex time. When I was around 10, my mom went back to work. She was offered flex time. It went like this: she worked Monday, Tuesday and Wednesday morning, and Pat worked Wednesday afternoon, Thursday and Friday. It was perfect. They both worked hard those 2 1/2 days to make sure their work was done. Their bosses never once complained, in fact the opposite. You couldn’t find harder workers. It gave both women time with their children and families while earning a little extra income. Awesome. Why don’t more employers offer it? I decided to do a little more research on it to find out.

The idea of flex time isn’t that new. Employees are offered the ability to create a schedule that works for their particular needs. The employer typically publishes a set of guidelines and then works directly with an employee to pick a flexible schedule that will allow the necessary work to take place in a timely manner while still allow the employee to be flexible. This concept has worked particularly well for working mothers or employees with unique family obligations. For example, an employee with a school age child may wish to adjust their hours in order to be home when their child arrives back from school. They may request a flexible schedule of 6 am – 2 pm. The employee will still work a full 40 hour week but will have the ability to address the needs of their child.

Typically both the employer and the employee see flex time as beneficial. Employers tend to see a higher rate of productivity in their employees; after all happy employees are productive employees. Additionally, the absentee rate typically drops as employees schedule allows them to focus their work time on work and their off hour time on other pursuits, such as family. They also note that the ability to work during off peak hours often gives them quiet time that can be used to focus on larger projects without the worry of customers or coworkers bothering them.

Deciding to ask for flex time is very much a personal decision. Anybody considering the move should first determine if their company is even open to the idea. Try approaching your manager about your particular needs–it might be the next step in creating a flexible schedule. Whenever possible this discussion should take place during the hiring process to prevent conflicts.

Flex time can be an excellent tool to keep employees happy, healthy and productive. It can also help manage that all too often forgotten balance between home and work life. If you are interested in the idea of flexible scheduling, don’t be afraid to ask. A clearly presented explanation of your request and the ability to work within the guidelines of your company often go a long way.

It may be true that getting an interview is half the battle, but what about the interview itself? Nerves can often overwhelm you when you are placed in the position of interviewing for a long sought after job. Learning to control your nervous habits, tics or even a stutter is one of the most important job seeking skills you should master.

It is important to consider the psychology behind nerves during an interview. Often, so much seems to ride on an interview. Desperation for a job or simple longing for a change can make an interview seem like a life or death situation. Sit back, take a deep breath and recognize that it is nothing more than a simple conversation about who you are as a potential employee. No matter how desperate your work situation is, an interview is nothing more than a chance to sell yourself. If you interview poorly, the sun will still rise the next day. By removing some of the pressure a typical interview can generate, you will already begin to realize that some of your nervousness is dissipating.

Preparation comes next. The more prepared you are for an interview, the easier it will be for you. From dress and grooming to a careful review of the company website, preparing for an interview should be done precisely. Leave nothing to chance. Collect your interview attire several days in advance and carefully review it. Have a backup suit prepared as well. Make several copies of your resume and portfolio, if needed, and have them ready. Stow a copy in your briefcase and one in your trunk. Remove all of the potential headaches the interview day may bring. If you don’t have to rush about searching for your tie or your other shoe, you are more likely to arrive at the interview with all your nerves and wits about you.

Common sense plays a role here as well. Be sure to get a good night’s rest the night before, no matter how hard it is to sleep. Eat a well balanced meal an hour or so before the interview and take several practice drives to the interview locations. Being well rested, fed and knowing exactly where you are going is a giant step in the right direction.

If you suffer from a particular nervous tick, like sweating under pressure, prepare for that as well. Practice relaxation exercises that can be performed in the waiting room or place tissue in your pocket for wiping your hands with. Try to counter each nervous tick to remain calm.
Those that suffer from a stutter have it a bit harder, but even still there are things that can be done to make the interview go more smoothly. Practice saying common words and phrases that are likely to come up during the interview. Carefully note letter or sound combinations that cause you difficulty and find alternatives before the interview so you can use them instead of the words that give you difficulty.
Confidence plays a major role in landing a job. Don’t let your nerves get the best of you. Relax, breathe and be yourself. You’ll do great!

It’s not enough for some potential employers to simply get a cover letter and resume in response to a job advertisement anymore. They may want a biography, a more detailed look into who you are personally and what your life experiences have been. It is a mini life story, and a good one will take a little work on your part. Do not make the mistake of enclosing a biography with just a standard resume and cover letter, for a job that does not specifically ask for it. Do some research on your job field specifically, and learn the protocol for when and where to submit a biography, if at all. A person applying as a construction worker probably won’t require one; whereas a CFO might.

Start by reading over biographies on the Internet or from the library. Look particularly for those that are short and attached to curriculum vitae or resumes, especially those of people who hold positions you might be interested in pursuing. Keep an eye out for ones that appeal to you personally, and set them aside as a rough guideline for how to conduct the writing of your own biography.

Next, take your resume as a launching pad, providing you with a clear chronology of events. Flesh out these events with any remarkable happenings in between or around your work and educational backgrounds, like accomplishments, professional development, or volunteer work, or personal details that were meaningful to you at the time. This is a brainstorming session, so throw on anything you find interesting or important to you, and edit it at a later point.

Now, pinpoint happenings in your life (education, background and career) that might be relevant to the position for which you are applying, and expound on those events. Be detailed as to what they meant to you, and, if needed,  who the key players were in your experiences.

The hard part comes now, with editing. You’re going to want to cull down your brainstorming session into three or four relatively short paragraphs that are succinct, and relevant to the job you’re going for. You’ll want a strong introductory sentence, followed by a chronological personal history. If it helps, make an outline with headings and subheadings, and write a sentence or two for each of them. Sell yourself, not being too modest, and not being too show-off. You should be proud of your accomplishments, but not appear as though you have nothing new to learn.

When you’re finished, read it out loud to yourself and listen to your tone. Fix any awkward phrases or poor flow, and then have at least two other people whose writing and reading abilities you respect read over the content. Ask them to examine readability, relevance to the topic (the job you want), and look for grammatical and punctuation errors. Ask them for tough editing. Ask them too, if there is anything missing or they would like to know more about, pretending to be a potential employer.