Career Fair 2015 Fall

8/15/2019 Career Fair 2015 Fall

1/24

WHEN: MONDAY, SEPTEMBER 21

WHERE: CLARION HOTEL I 65 & JONATHAN MOORE PIKE

TIME: NOON 5PM FOR THE PUBLIC

COST: FREE TO JOB SEEKERS!

BROUGHT TO YOU BY THE REPUBLIC CLASSIFIEDS.

THE REPUBLIC’SFALL CAREER FAIR


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2 CAREER FAIR 2015

The RepublicCareer Fair Partners

with Clarion HotelMonday,

September 21stNoon-5pm

Job Fair is free to job seekers.

Our hotel offers lots ofopportunity, whether you

are looking for a job, or aplace to stay in town!

We have formal banquet rooms,top-notch guest rooms and takepride in our customer-service-focused workforce.

If you have great communicationskills, a strong work ethic and

the desire to grow professionally,come visit our booth at thecareer fair!

We look forward to seeing youthere! If you are unable to attendthe event, please email yourresume to: [email protected]

Now hiring for the following positions:Maintenance | Banquet Set Up | Line Cooks

Dining Room Servers | Banquet Servers | Host/HostessFront Desk | Housekeeping - Room Attendants

Housekeeping - Laundry Attendants

812-372-1541 | 2480 Jonathan Moore Pike | Columbus(at Indiana 46 & I-65)

www.clarionhotel.com EOE

Looking for a great

career opportunity? Apply to join the Clarion Team!


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CAREER FAIR 2015 3

Your town. Your community. Your media company

Join us at The Republic’s

FALL CAREER FAIR 2015

LOOKING FOR A NEW CAREER?

Monday, September 21st The Clarion Hotel | Columbus | Noon-5PM

2480 W Jonathan Moore Pike, Columbus, IN 47201 (Near I-65)

On Monday, September 21st, The Republic will be hosting our annual Fall career fair. This event is free to job seekersand gives the public a unique opportunity to meet with HR Representatives face-to-face. We look forward to seeing you there!

Gold Sponsors

Silver Sponsors

Bronze Sponsors

HIBBETT SPORTS


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Contents

Comments should be sent to Doug Showalter, The Republic, 333Second St., Columbus, IN 47201 or call 812-379-5625 or [email protected]. Advertising information: Call 812-379-5652.©2015 by Home News Enterprises. All rights reserved. Reproductionof stories, photographs and advertisements without permission isprohibited. Stock images provided by ©iStock.

How to stand out, page 8 It’s not just about you, page 12

Trust in the workplace, page 16 Latest buzzword, page 20

Wo r k h i s t o r y g a p s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

What not to do . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Resume tips . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

What am I doing wrong? . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Follow up after interview . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Negotiating a raise . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Be your own boss . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Emphasize what you can do . . . . . . . . . . . . . . . . . . . . . . . 18

Re-entering the workforce . . . . . . . . . . . . . . . . . . . . . . . . . 22Can’t we all jus t get along? . . . . . . . . . . . . . . . . . . . . . . . . 23

Monday, September 21st Noon - 5 p.m. Clarion Hotel, Columbus

CURRENTLY RECRUITINGAssembly, Machine Operators, Warehouse,

Quality Inspection, and Clerical


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CAREER FAIR 2015 5

BUILD YOUR CAREER AT

Celebra ng 25 years at our Columbus, Indiana loca on, Toyota is in need of dedicated

Associates to join our team and support our future growth! Toyota has been thenumber-one selling forkli in the U.S. since 2002. Built on a reputa on of excellence,Toyota remains popular due to its quality, reliability and durability. Most of the Toyota

forkli s sold in North America are manufactured here in Columbus!

Posi ons that will be recruited for at the fair:Assembly • Welding

Material Handling • MachiningEngineering • Quality

Contact info:

emcareers@ em.toyota-industries.comStop by our booth at The Republic's Career Fair on

Monday, 9/21 at the Clarion Hotel, from Noon-5pm!


6/246 CAREER FAIR 2015

• Entry level and experienced

CNC machine operators

• Manufacturing EngineeringTechnicians

Quality Machine & Tool Works, Inc. offers competitive wagesalong with an excellent benefit package including medical,dental & company paid life insurance, biannual & annual

attendance bonuses.

We are a growing local company that has provided steadyemployment to our employees for over 30 years.

- Who possess excellent attendance- Willing to work any shift- Starting pay based on experience

- Mechanical manufacturing experience that can

take a part from blueprint to production- Recent engineering graduate- APQP, PFMEA systems knowledge

1201 Michigan Ave. Columbus, IN 47201812-379-2660 www.qmtw.net

Come see us at The Republic Career Fair onMonday, September 21st at the Clarion Hotel

How to cover gapsin your work history By Diane Stafford The Kansas City Star (TNS)

I recently heard from a manwho’d been in an active jobsearch for two years. He gota good new job.

The man was in the “older work-er” professional category hit hardby downsizing. That demographichad a tough time competing for thefew high-quality job openings that

were available in the extended post-recession slump. And the longer theirunemployment ran, the less favorablyemployers looked on them as viablejob candidates.

Now, the vastly improved jobmarket is opening doors for the long-term unemployed. Re-employmentisn’t a gimme, though. Hirers stillmay have questions about work gaps.If you’ve been out of work for morethan a few months, it’s important for

you to update your resume to includesome kind of current activity. Itdoesn’t have to be paid employmentfrom an establishment. It can be ado-it-yourself job.

If you have computer skills, forexample, there’s no reason why youcan’t provide help to friends andfamily and call yourself a softwareconsultant. If you have a woodwork-ing hobby, there’s no reason youcan’t put some creations online and

maybe make a sale. Ditto providingany kind of household or personalservice. If you can do it — and youdo it for someone else — you canlist it as work.

Or, instead of having an employ-ment blank, you can list significantvolunteer work. Are you volunteeringin a nonprofit gift shop? Working ona professional association newsletter?Caring for a family member? Listingany of these unpaid tasks will show

some get-up-and-go instead of couchpotato lethargy.

Another viable entry could beeducation. Going back to school formore training or a different, moremarketable degree is a clear indi-cation that you’ve been trying toimprove your work life.

Listing something current mayhelp get you past the initial screen-

ing. If you land an interview, youneed to be able to explain what’s list-ed. Be ready to wow an interviewerwith how you kept your work-relatedskills alive or what you learned fromyour entrepreneurial venture.

It may be harder to translate fam-ily medical care to a work-relatedasset. You may need to stress thatyou’re no longer needed in thatcapacity but that you were very grate-ful to be able to devote full attention

to your loved one without having adistraction from work.

And it can be particularly hard toexplain a work gap from incarcera-tion. Again, it’s vital to emphasizeany work-related skills or educationyou gained and project a work-ready,responsible personality. (Most cit-ies have nonprofit organizationsthat help ex-offenders re-enterthe job market.)

If your extended unemploy-

ment was because you simply hadn’tgotten job offers no matter howcorrectly and conscientiously yousearched, the thing you need to bemost aware of in interviews is to bepositive. It’s understandably easy tobe consumed with anger, hopeless-ness and cynicism. Just exorcisethose demons before you walk in theinterview door.


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CAREER FAIR 2015 7

• Deli Associates• Produce Associates

• Cashier

• Bakery Associate

• Inventory/Cap Team

Associate

• Self Checkout Host

EASTSIDE WALMART SUPERCENTERLocated next to Kohl’s

is currently hiring for these positions

Drug test and background check requiredStart Your Career Today

Apply online atwww.walmart.com or instore / HR Dept.

Fortune 500 Company

Flexible Scheduling

Base Pay $9.00 per hour and up

Cool, Fun Environment

Many Management Opportunities Available

Here’s a really bad way to ask for a job

By Diane Stafford The Kansas City Star (TNS)

Unedited except todelete the name, here’s areal email received by areal spa owner:

“Hello good afternoonI am (name) and I waslooking at your add oncraigslist and seen u havea part time job for mas-

sage therapist i went toschool to be a massagetherapist and now i willbe taken my test March14 to be license.”

Nothing suggests thiscame from a person strug-gling with English as asecond language. There’sno back story to know whether thisperson has learning disabilities. Therecould be a partial reason why the

message is tragically awful.But the spa owner has no clue. And while the would-be applicantmay be able to give a good massage,the owner has no interest in findingout. “I imagine her massage is prettypathetic, too,” the owner told me.“Both writing and massage requirefocus and intention.”

Focus and intention — goodwords for job hunting, too. Messageslike the one above get zero response.

In today’s service economy,employers want people with goodcommunication skills. An email withrun-on sentences, text-speak abbre-viations, misspellings, tense mistakesand capitalization errors shakes confi-dence in the sender’s intelligence andbroadcasts inattention to things sheshould have learned in school.

Can she learn? Does she payattention to details? Employers wantto know this. They also want to cull

the applicant pile quickly, looking forpeople who will be able to contrib-ute from day one.

It’s absolutely fine for a studentto express interest in a job or ask foran informational interview to learnmore about the position. But thissender didn’t do that. She only saidshe’s going to take a test that may(or may not) certify her for the job.

What’s the timetable for knowingwhether she passes? The prospectiveemployer doesn’t have a clue.

I have utmost sympathy for jobhunters who send job applicationsinto the “black hole” of nonresponse.But that sympathy goes to applicantswho proofread their communica-tions, who apply for jobs appropriatefor them at the moment and whoask for help if they don’t know howto do it alone.

Job searching is hard. It i s frustrat-ing. But I also hear from employ-ers who are frustrated at what they

see. The spa owner said I wouldn’tbelieve what comes across her desk— and not in a good way.

I am guilty of firing off emails thatI’m embarrassed to reread. Way toomany goofs go out the door. That’sthe danger of fast-click communica-tion. And most of us aren’t grammar-ians or professional proofreaders.

But what if the appli-cant had written:

“Hello. My name is ( ). I expect to

receive my massage therapist licenseby April and intend to begin workingat that time. May I schedule a timeto speak with you about your part-time job opening? I am impressedwith information I have read aboutyour spa and would like to contributeto your success.”

Do you think she would havereceived a response?


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8 CAREER FAIR 2015

T he job market todayis characterized byshort-term employ-ment and frequent job

change, sometimes by choice,sometimes not. The aver-age person who is betweenages 47 and 56 has held11.7 jobs since turning 18,according to a new reportfrom the U.S. Bureau ofLabor Statistics.

Nearly half of thosejobs were held before age25, but it was commonfor people to hold threejobs from age 25 to 29,two-and-a-half jobs fromage 30 to 34, and two jobs

from age 30 to 39.The takeaway from the

longitudinal study: Youmay have only a year or two

to make a strong impressionduring your prime years of

career advancement.

How to

STAND OUT in short-tenure jobsBy Diane Stafford n The Kansas City Star (TNS)

COLUMBUSRESTAURANTS

CAREER OPPORTUNITIES.

Aramark is searching for energetic customerfocused, food service team members.

Experience in food service preparation,catering setup and service, and customer service

is preferred. Various full andpart time positions are available

Send Resumes To: [email protected] come by and see us at the Career Fair,

Monday, September 21st at theClarion Hotel in the Ballroom.

A recognized leader in the production of high quality stainless steel tubing.

EXCELLENT BENEFITS:• Medical, Dental, Vision Insurance

• Life Insurance• 401(k)

• Paid Vacation / 14 Paid Holiday • Education Reimbursement

• Safety Incentive/Bonus Program

Accepting Resumes and Applications for:Tube Mill Operators: Wages $18 - $20 per hour

Tube Mill Support / Shipping: Wages $15+ per hourMaintenance Technicians : Wages $22+ per hourSalaried Quality Technical Service Representative

Resumes can be sent to : [email protected] accepted at site Monday – Friday 8am – 4:30pm

Pre-employment hair drug screen will be required.


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CAREER FAIR 2015 9

Here are some ideasabout how to shine

in a new job:n Choose wisely. Take jobs that fit yourinterests and aptitudes in organizationsthat you care about.

n Plan a career path. Aim for industries orprofessions that have growth potential andcompanies that are growing.

n Find mentors or advocates. Oncehired, watch carefully and seek advicefrom co-workers or bosses who are the

organization’s leading thinkers or havethe most power.

n Dress for the job you want, notnecessarily the job you have.

n Be on time every day. Put in thetime expected and then some. Peoplewill notice if you’re still workingwhen they leave.

n Be nice and polite to everybody. It’sfine to develop workplace friendships,but don’t get affiliated with a clique ofcomplainers or poor producers.

n Listen and learn. Don’t brag. Don’t tellpeople how you did it in your last job, atleast not right away.

n Take initiative. If you finish assignedtasks, ask for more. But don’t reach formore than you can handle well.

n Understand the organization, thehierarchy and your role. And if you can’tfigure it out by research or observation,

ask an “old pro.” Just choose wisely if youneed to express ignorance.

n Don’t make mistakes because you’reafraid to ask for help. But don’tbe so needy that you’re a pest. See“choose wisely” above.

n Don’t gossip or complain aboutco-workers, at least not yet. You need time

to figure out who shares confidences withwhom and who is trustworthy.

n Keep quiet about your personal

problems or family issues. You don’t yetknow what revelations might work againstyou in people’s opinions.

n Share your goals or ambition withyour supervisor after you’ve proventhat you can do the job. Expressing adesire for promotion too soon might bethreatening to your boss.

If you intend to change jobs by choice,aim for more pay or more responsibilityin your next position. Hirers don’t mindseeing job changes that show advancement.

Getting a variety of experience fromdifferent employers can be a plus. Theeconomy has made it less likely to betagged as a flighty job hopper. But you canprosper with job changes only if you leavea good impression at each landing andgrow from each.

Cummins Inc., a global power leader, is a corporation of complementary

business units that design, manufacture, distribute and service engines

and related technologies, including fuel systems, controls, air handling,

Headquartered in Columbus, Indiana, (USA) Cummins employs

approximately 46,000 people worldwide and serves customers in

approximately 190 countries and territories through a network of more

than 600 company-owned and independent distributor locations and

approximately 6,500 dealer locations.

Please stop by our booth at: THE REPUBLIC CAREER FAIRClarion Hotel • Wednesday , March 1 9 th • Noon-5pm

We look forward to seeing you there!Cummins is an Equal Opportunity Employer

Clarion Hotel • Monday, September 21st • Noon-5pm

Cummins Inc., a global power leader, is a corporation of comple-mentary business units that design, manufacture, distribute andservice diesel and natural gas engines and related technologies,including fuel systems, controls, air handling, ltration, emissionsolutions and electrical power generation systems.

Headquartered in Columbus, Indiana, (USA) Cummins currentlyemploys approximately 54,600 people worldwide and serves cus-tomers in approximately 190 countries and territories through anetwork of approximately 600 company-owned and independentdistributor locations and approximately 7,200 dealer locations.

We offer: Reliability Bonus, Referral Bonus, Safety Bonus,Recognition Programs, Pay Cards, Holiday Pay, Direct Deposit,

Health Insurance & Supplemental Insurance and more.

Resource MFG Is hiring:

www.apply.resourcemfg.com

Columbus 2310 Central Avenue, Columbus, IN 47201Seymour 105 W 2nd Street, Suite 102, Seymour, IN 47274

812.372.5700

LOCATIONS

Machine Operators | Press OperatorsAdmin Assistant | Warehouse | Production

Assembly | Quality | CNC


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10 CAREER FAIR 2015

Immediate openings for caring individualsin and around Bartholomew, Jennings,Jackson and Decatur Counties who areinterested in a rewarding career caring forthe elderly and disabled in their homes.

POSITIONS AVAILABLE INCLUDE:HOMEMAKERS, ATTENDANTS, HOME HEALTH AIDES,RNs, LPNs & DIRECT CARE STAFF

Free training, Sign-On Bonus program, health insurance as well as vision anddental insurance. Competitive pay and benets.

Help at Home, Inc compellingly believes that keeping people in the familiarsurroundings of their home and community truly enhances their

overall quality of life.

If you would like to be a part of this rewarding experience, comejoin our team of excellence. Apply in person or call.

Or online at: www.helpathome.com

357 Tanger Blvd., Suite 219, Seymour IN 47274812-524-7110 (Personal Care Division) 812-524-0295 (Skilled Care Division)

812-405-2681 (Developmental Disabled Division)

Visit us in our new location!

e staff at First Call is here to help yound the right employment opportunity.Come visit our booth at

e Republic’s Career Fairat the Clarion HotelMonday, September 21stNoon - 5 p.m.

We are currently seeking candidates to ll the followingpositions in Seymour, Columbus, Edinburgh and Walesboro: • Material Handlers • Machine Operators

• Assembly

2667 Foxpointe Drive, Suite B | Columbus, IN 47203 | 812.375.8835755 S. State St. | North Vernon, IN 47265 | (812) 352-7290

www.rstcallinc.com

We specialize in job placement. Plus, we have great community relationshipswith local companies. Allow us to do some of the work for you! If you areunable to attend this hiring event, please visit us at:

• Picker/Packer• Forklif Drivers - Stand Up & Sit Down

• Inspector

What employers want on your resumeHere’s what employers think about

resumes, cover letters and thank-you notes, according to a surveyreleased by the Society for HumanResource Management.

Two-thirds of hirers want chronologi-cal resumes listing your work history andeducation in reverse order. Four in 10like bulleted formats.

Thirty-eight percent want your wholerelevant work history. Nine percent askfor 11 to 15 years. Another 38 percentare OK with the last eight to 10 years.

Nearly nine in 10 want your resumetailored to the job or industry. Noone-size-fits-all.

About one-third of government hirerssaid it’s a mistake to lack a cover letter,but only one-fifth of private-industryhirers would miss it. A good cover let-ter, if welcome, emphasizes how you fitthe job requirements and tells why youwant to work there.

If you were fired or laid off, nearlyeight in 10 hirers think you should

explain that in a job interview.

Gaps in your work history? Abouthalf said you don’t need to draw atten-tion to or hide them. Just state facts.

Sixty-eight percent of hirers preferto get resumes through their websites.Email, job boards, postal mail and appli-cant tracking systems are less preferred.

Human resource professionals saidthey spent less than five minutes perresume to decide whether an applicantproceeded further.

Heavy use of applicant screening soft-

ware means your resume must includekey words from the job posting.

The biggest resume mistakes are gram-matical and spelling errors and missingjob history details or dates.

Six in 10 think a thank-you note isimportant after an interview. Half pre-fer emailed notes.

As always, try to use personalcontacts to discern what your targetemployer prefers. Opinions differ.There is no one way.

By Diane Stafford n The Kansas City Star (TNS)


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CAREER FAIR 2015 11

Why won’t prospective employerstell me what I’m doing wrong?By Carrie Mason-DraffenNewsday (TNS)

DEAR CARRIE: I have been out of work for several months. Despite gettingmany interviews and being invited back for follow-ups at some companies, Iam still without a job. I would like to find out what went wrong so I can usethe information to improve future interviews. I have tried, but the interview-ers have never responded to my follow-up emails or telephone calls. I truly donot understand why I don’t get a note back, even as a simple courtesy. I wouldeven accept, “We have decided to go with another candidate,” but I receiveno information at all. The interviewing process has gotten so perplexing andextremely frustrating. Help! My unemployment is about to run out.

— Mum’s the Word?

DEAR MUM’S: I spoke with an executive who offered some insights from hertwin perches of human resources and career counseling.

From an HR point of view, when a candidate doesn’t get a job, the lesssaid the better, said Mary Simmons, director of HR consulting at Portnoy,Messinger, Pearl & Associates Inc., a human-resource and labor-relations firmin Syosset, N.Y.

“As an HR consultant I would advise clients not to give too much informa-tion for fear it may lead to a claim or litigation,” Simmons said. “Quite frankly,it is not our job to tell the candidate why we didn’t hire her or what she can dodifferently. A recruiter’s job is to fill positions as quickly as possible, and takingtime to instruct candidates we did not choose would take too much time and

leave us liable in many cases.”Putting on her career counselor cap, Simmons said, “I am asked this ques-

tion often. My advice is to continue asking for the feedback, although it will berare to get it. Instead be proactive and take a class or tutorial on correct inter-viewing techniques, or work with a career counselor to do mock interviews.”

She said she often tapes mock interviews with clients. “When we playit back for them … they are often shocked at some of the mistakes theymake,” she said.

SOME OF THE COMMON MISTAKES INTERVIEWEES MAKE ARE:n Talking over the interviewer

“Let them lead the interview,” Simmons said. “But you as the candidate

should have notes on what you want to convey in the interview, which shouldbe your skills and competencies as they relate specifically to that particularjob and company.”n Not doing any research on the company or the positionn Dressing inappropriately

“Even though suits are not often worn in the workplace today, professionaldress is still a must for most professional positions,” she said. “Even when theposition would not require a candidate to wear a suit or dress very profes-sionally — say a computer programmer or a cashier — the candidate must bedressed in clothing that is not offensive, is clean and properly pressed, and nottoo revealing.”n

Not succinctly describing their accomplishments in previous jobs“Companies do not want to hear what your responsibilities were at your lastposition, but what you did above and beyond” those duties, she said.

In the end candidates must understand that when they don’t get a job itmight be less about their interviewing skills and more about their not being agood fit for a position, Simmons said.

“They should think back and take notes on the questions asked and recallwhether or not they answered them to the best of their ability,” Simmons said.“If they did, the job is simply not for them, and they may need to review thepositions they are applying for and make an adjustment there.”

Carrie Mason-Draffen is a columnist for Newsday.

HIBBETT SPORTS Hibbett Sports is hiring for its store in

Columbus, IN. We are Hiring Retail Sales Associates

JOIN THE WINNING TEAM!

Visit our booth at e Republic Career Fair,Monday September 21st

Or apply online:Apply at www.hibbettjobs.com

Drug test, criminal/ credit check required.


12/24

12 CAREER FAIR 2015

Excellent wage and bene t package with shift premiumsfor 2nd and 3rd shift! Overtime available!

Impact Forge is accepting applicationsfor full time 2nd and 3rd shifts.

Stop by our booth at the fair!

Electricians, Die Set up, Maintenance, Production,

and Quality positions. Production jobs with incentiveearn over $18 per hour within months of starting.

Currently hiring for:

Now accepting applications Monday-Fridayfrom 8 am- 4:30 pm 2805 Norcross Dr., Columbus, IN

Make sure your interview

isn’t just about youBy Marvin Walberg n Scripps Howard News Service

Many job seekers go into an inter-view as sharp, well-read experts, onthemselves. While it’s important todisplay how good a fit you are for thejob, if you think that the success ofthe interview relies on you as the mostimportant factor, than you are likely

walking out without the job.Kirk Hallowell, a talent manage-ment industry veteran, has seen timeand again that the interview isn’t justabout you. In fact, you are the secondmost important aspect in the equa-tion. He offers the following tips toavoid focusing too much on yourselfduring a job interview:

n Begin the interview process byunderstanding the unique reason thecompany is looking for a leader in the

first place. The story begins, not withyou, but with a unique need.

n Approach a job opportunityin the same way a forensic scientistapproaches a criminal investigation.Rigorously check out all the clues andinformation available to put together

a meaningful and accurate under-standing of the motives and actions.n If you were referred for a posi-

tion by a colleague, network contactor recruiting professional, rememberthat your reference most likely has anumber of insights about the organi-zation and the opportunity. Tap theirexpertise to ask what they believe theorganization is looking for in hiringfor this position at this time.

n Dig deep into the website

Looking for a better job? We are working with top employers in the area looking to hirequality candidates. We represent you and act as the connection

between you and several companies in the Columbus, Seymour andsurrounding areas. Just call the hiring professionals- we can help!

Visit our booth today and let’s discuss your next career move!Machine Operators- $13/hr

Warehouse- $10-$11/hrForklift Operator- $13-$14/hrManual Machinist- $15+/hrSkilled Assembly- $15/hrCDL Driver- $18/hrMaintenance Tech- $20-$25/hrDesign Engineer- $55-$60K #HireMe

812-376-2425 | ExpressColumbus.com3515 W. Two Mile House Rd., Columbus, IN 47201

Located on 46, just ½ mile west of I-65, next to Indiana Wesleyan University.


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CAREER FAIR 2015 13

DIRECT SUPPORT POSITIONSWe’re Growing! New services & new jobs!

Lifedesigns, Inc. is currently acceptingapplications for Direct Support positions in

Columbus and Nashville.

Competitive wages, excellent bene ts and great working conditions

Flexible hours – evenings, weekends, and overnights available

Support individuals with disabilities as they work towardsindependence. Assist with community outings, Special Olympics,

daily life skills, supported employment, and other opportunities.Min. requirements include HS diploma or GED, good driving record,

and self-motivated. Paid training!

Want to know more? See us at the Job Fair on Sept. 21.Check out our website: www.lifedesignsinc.org or

call Human Resources at 812-332-9615.

200 East Winslow RoadBloomington, IN 47401

800-875-9615 Ofce

812-332-1186 Fax

Follow up after a job interview to understand how the companyrepresents itself to the world andto demonstrate your preparationfor the interview.

n Conduct a simple Internet searchon the company name, or divisionnames, with a “news” filter to provide

you with a great summary of local,regional and national stories.n Familiarize yourself with the

significant amounts of financialcoverage available on the Internetfor publicly traded companies. Youshould absolutely be familiar withthe financial performance of theorganization in the last two years andunderstand any major challenges andopportunities that are impacting rev-enues and growth.

n Check with current or previousemployees who may be willing to dis-cuss their experiences. LinkedIn.comand Glassdoor.com are two of themost established resources in this area

n Be disciplined about interviewpreparation. Make the commitmentto spend at least two to three hoursdoing your research before you startfocusing on the second most impor-tant aspect of the interview: you.

Do what others fail to do.


Here’s one of the most com-

mon questions I get from readers: “Ithought I had a great interview, butI haven’t heard a word. Will theyget mad if I call them to find outwhat’s going on?”

I’ve asked this question directly ofhuman resource officials. The consen-sus answer has been that they knowyou want to know, and they won’t getirritated by one call or email.

The consensus blurred aboutwhether it’s OK to ask twice. As

long as at least a week separates yourattempts, maybe OK. But more thantwice? Thumbs down. They’ll viewyou as a too-eager pest.

The unfortunate job-huntingtruth is that your timetable isn’t theemployer’s timetable. It’s normal tobe told you’ll hear back in a few daysand the days stretch to weeks. Evenwhen a manager has permission tointerview, the hiring often gets strungalong until the next budget quarter, or

the CEO gets back from vacation.There’s no way to speed some pro-

cesses along. And some organizations

are thoughtless, disorganized or rude.But many have best intentions. Theywant to get good candidates on board.The challenge is that you may not beable to tell in your interview whatkind of organization it is.

To guard against being left in thedark, you should take action duringyour interview. Don’t let the inter-viewer dismiss you without gettingspecifics about follow-up timing.

Be sure to get the name and direct

contact information of the inter-viewer or manager who’s meetingwith you. You’d be surprised howmany job hunters — perhaps gratefulabout finally getting face-to-face con-tact — don’t learn the interviewer’sname. Ask for their business cards.Organizations shouldn’t allow inter-viewers to be nameless, front-line win-nowers of serious job candidates.

If interviewers don’t specify time-tables for following up, ask. If they

give a vague answer such as “as soonas possible,” ask them to be more spe-cific. Ask whether, in their best esti-

mate, that means days or weeks. Askhow many other candidates they’reinterviewing for the position.

If an email or direct telephonenumber isn’t provided, ask for it. Askthe interviewer which is the preferredmethod of contact. Use that methodif you haven’t heard back afterthe expected time.

Unless you’re juggling another joboffer and need immediate response,give them a few days’ cushion after

the expected response date. Then,when you reasonably feel enoughtime has passed, inquire politely andcalmly. Say something like, “I enjoyedour discussion and remain very inter-ested in the position. Could you giveme a sense of your timetable forfilling the job?”

You did, of course, write a thank-you note to the interviewer imme-diately after the interview, so sheremembers you fondly.

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14/24

14 CAREER FAIR 2015

Tips for negotiating a raise

Being PreparedEquals Success

CAPCO is a premier stamping andassembly operation specializing in auto-motive safety systems and components.Business growth requires that we add tothe CAPCO team. We have immediate

openings in the following areas.

Quality Engineer – 1st Shift: Previous automotive manufacturing and metal stamping is preferred. Must demonstrate knowledge of qualityinspection tools, understand blueprints, complete research and show statistical data. Must have the ability to create plans and reports including PFMEAand PPAP. Successful candidates will be team-oriented with a commitment to quality work, continuous improvement & who enjoy variety in work assi

Sales and Purchasing Assistant: 1-3 years experience with demonstrated ability in Sales and Purchasing - seeks hands-on professional exprienced in a manufacturing sales and purchasing environment to assist with the generation, development and coordination of new business opportunitiea Metal Stamping facility. Previous experience with managing projects as well as processing day-to-day purchase and s ales transactions (RFQ, order placustomer quotes, f/u of quotations and sales leads, client and supplier correspondence, etc.).

Die Maintenance Group Leader – 2nd Shift: Must demonstrate knowledge of tooling, die maintenance and metal stamping. Previousexp. in supervision desired and willing to be hands on maintenance support and trainer. Successful candidates will be team-oriented with a commitmenquality work, continuous improvement & who enjoy variety in work assignments.

Die Maintenance – 2nd Shift: Must demonstrate knowledge of tooling, die maintenance and metal s tamping. Previous experience with dierepair, grinding and polishing processes. Able to work any shift as well as overtime. Successful candidates will be team-oriented with a comm itment towork, continuous improvement & who enjoy variety in work assignments.

General Maintenance – 2nd Shift: Must have strong electrical background; certifed electrician a plus. Previous experience processes inmanufacturing and strong trouble shooting of equipment required. Responsible for all aspects of troubleshooting and repair of machines and other dept

Light Assembly Operators – 2nd Shift: Previous experience in assembly operations is preferred but not required. Successful candidateswill be team-oriented people with a commitment to quality work, continuous improvement & who enjoy variety in work assignments. Successful candwill be conscientious, high output with a genuine appreciation for the quality necessary in automotive safety systems.

Press Operators 2nd Shift: Increased demand for our products requires we expand our s ingle stroke press operations to a full time 2nd shiftassignment. It is necessary to be focused, quality conscious, and a high individual producer. 1-3 years stamping press experience is preferred. Candidatdevelop skills to maintain aggressive production schedules.

Small Machine Operators – 2nd Shift: Previous experience in welding machine operations is preferred but not required. Successfulcandidates will be team-oriented people with a commitment to quality work, continuous improvement & who enjoy variety in work assignments. Succcandidates will be conscientious, high output with a genuine appreciation for the quality necessary in automotive safety systems.

CAPCO offers a clean, safe, air conditioned work environment with competitive wages and bene ts. Send resumes withwork history & quali cations to:

Apply in person or send resumes to:CAPCO HR

1349 Arcadia Dr., Columbus IN 47202Fax 812-375-1800 • E-mail: [email protected] • Website: www.capco-llc.com • EOE

By Sophia BeraAdviceIQ (TNS)

Whether you just landed a newjob or are a longtime veteran in yourcurrent position, you might find itintimidating to negotiate a pay raise.

You want to make sure to not over-step your boundaries or ask for toomuch, but you also want what youdeserve. Here are steps to make thebalancing act easier.

n Research. Before a job interviewor a performance review, researchyour position and salaries in your

area. Look at sites such as Glassdoorand PayScale to see what others inyour field and industry make to helpensure that your request for moremoney is reasonable. Be preparedto give a hard number when younegotiate a raise and your supervisorasks what you want.

You may find yourself underpaidrelative to your local counterparts.

What if you’re right on par with theaverage salary? You can still ask for

— Statistics and figures that offermeasurable success.

— Your ideas for improved pro-cesses or procedures that saved time.— What you did above and beyond

your role and how you look forwardto growing with the company.

Practice in a mirror and later witha friend to observe you. You wantto sound confident, self-assured andready. Don’t try to memorize whatyou want to say; just familiarize your-self with what you will present.

Outcomes may vary. Know how

you want to respond if your boss saysyes or no immediately, counters with alow offer or even offers more moneythan you anticipated.

If your employer says no, politelyask for feedback to understand why.Try to schedule another meeting forlater. Find out what your boss needsfrom you to be willing to increaseyour salary. Ask, “If I reach thesebenchmarks and exceed your expec-tations, can we revisit my salary

more if your work provides valueto your company.

n

Timing. A first interview is obvi-ously not the time to bring up sal-ary beyond an agreed-upon startingfigure. If you’re a current employee,wait until your performance review.If you work in a non-traditionalworkplace or do not have regularlyscheduled reviews, schedule a meetingwith your boss.

Avoid busy times such as holi-days or during stressful work events.Schedule a meeting well ahead of

time; giving your supervisor noticecan help both of you prepare sothat you can set the stage and pre-pare to negotiate.

n Practice and preparation.Negotiating requires a lot of practice.In rehearsal, go over:

— Your recent accomplishments,including specific achievements orpositive events that you made happen(focus on how you saved the companymoney or generated more revenue).

in six months?”Sometimes the decision doesn’t

rest with the person you speak withinitially. Your company may also bedealing with a tight budget, and there-fore a rejection is not personal. Yoursupervisor might also provide spe-cific reasons he feels a raise won’t orcan’t happen now.

If you encounter a lower offer,negotiate. With grace and tact, statethe facts on why you believe you areworth more. Avoid sounding like youare complaining or simply trying to

get more money from the company.Check your personal reasons at thedoor: It’s unprofessional to ask fora raise because your rent went up oryou want a new car. State only rea-sons associated with your work andyour on-the-job performance.

Think of negotiating as simply aconversation. Break what can be anintimidating process into small stepswith the ultimate outcome of moremoney and getting what you deserve.


15/24

CAREER FAIR 2015 15

Lowe’s North Vernon Distribution Center iscurrently hiring for Night and Weekend shiftTeam Members.

• Night shift hours are between Monday – Thursday 6:00 p.m. – 4:30 a.m.•

Weekend shift positions will work Friday- Sunday 5:30 a.m. - 6:00 p.m.Base rate: $11.50 per hourNight shift: $12.00 per hour (shift premium included)Weekend shift: $12.78 per hour (shift premium included)Requirements include: The ability to lift up to 70lbs; 18 years of age or older; astable work history; and the ability to successfully pass a drug screening and criminalbackground check.

Benets after 90 days and 401K and Employee Stock Purchase Plan after 180 days

Leadership positions also available,pay will be commensurate with experience.

For more information on our Team Member and Leadership positions currently avail-able, visit us at our Booth at The Republic’s Career Fair at the Clarion Hotel on Monday,September 21st. Hours are from Noon to 5 p.m. Apply online at careers.lowes.comSelect Category: Distribution, Select State: Indiana,Search and Apply Lowe’s is an Equal Opportunity Employer


The U.S. Census Bureau reportedsteady growth in what it calls “non-employer businesses” — another wayto describe work that has no one elseon the payroll except yourself.

Thanks partly to corporate job-cut-ting and partly to work/life choices,more people are self-employed, free-lance, contract or independent con-sulting workers. Also, although costsmay be unaffordable for some, the

Affordable Care Act has made it pos-sible to leave company jobs and stillbe able to buy health insurance.

But as anyone who’s done itcan tell you, working for your-self demands skills not required ofemployees who get regular paychecksand employer-provided benefits. Tothrive independently you need to havea skill that the market needs at thistime, market your services and collectpayment for them.

The ubiquity of technology meansthat you don’t have to open a tai-lor shop; you can attract customersonline. The rise of the “knowledgeeconomy” and its need for deep spe-cialists means that you don’t haveto be a partner in a large law or

accounting firm; you can be a “supertemp” and move from client to cli-ent on contract.

For some, it’s exhilarating to befree from corporate hierarchies. Butbeing your own boss isn’t freeing ifyou’re not good at motivating your-self, finding new business, using socialmedia to market yourself or manag-ing cash flow. Lots of skilled workershang out their own shingles and thengo bust because their occupational

skill isn’t enough; they fail at busi-ness management. According to Census data, some

leading nonemployer sectors includereal estate services (sales, leasingand property management); groundpassenger transportation (thinktaxi-style services); truck transporta-tion; and personal services (such asbarbers, beauticians, laundry ser-

vices, pet care).The bureau also mentioned service

niches including construction; equip-ment and machinery repair; technol-ogy consulting; advocacy (such as lob-bying or grant writing); photofinish-ing; parking; religious activities; andother personal care, including healthcare, elder care and death services.

Many industry subsectors nowhave freelance support groups to helppeople network and run their inde-pendent businesses. Some have chap-ter meetings. Some provide educationonline. Some chambers of commerce,independent business associations andcommunity colleges offer self-employ-ment seminars and other businesseducation courses.

It’s always possible that a marketsimply doesn’t exist for what it isyou’d like to do. But if your self-

employment is well researched, youmust have or develop the above-men-tioned skills. You won’t make a suf-ficient living if you don’t know howto sell yourself, price your servicescompetitively and get paid.

And, on the personal side, knowwhether you crave the collegial con-tact of co-workers or can be happygoing it alone.

Can you be your own boss?


16/24

16 CAREER FAIR 2015

Nikkei MC Aluminum America, Inc. is celebratingits 25th year of production in the Columbus, Indiana facility.

NMAA is a secondary aluminum manufacturer supplyingaluminum alloys to the automotive industry. Annual production

exceeds 40,000 metric tons.

Current Job Openings:• Maintenance Manager• Production Operators

*All shifts available

Submit resumes to: [email protected] accepting applications at the facility

“Bringing new LIFE to aluminum”

6875 South Inwood Drive, Columbus, IN 47201 • www.nmaluminum.net

Nikkei MC Aluminum America, Inc. is an Equal Opportunity Employer

Trust is key in the workplace, just ask a dog By Rex HuppkeChicago Tribune (TNS)

Unlike people, dogs are good at

letting you know where you stand.If they like you, they wag their tailsand lick your face. If they don’tlike you, they growl or skulk away.

And if they trust you, they’ll fol-low you anywhere.

Trust isn’t something we thinkabout enough at work. We often goabout our days assuming trust amongco-workers or trust between a bossand employees is a given, as if beingon the same team is all it takes. But

trust is fragile and has to be earned.I bring up dogs because I cameacross a new study in the journal

Animal Cognition. (I read it tokeep tabs on whether birds are spy-ing on us. I suspect they are.) Thestudy found that dogs, prone to trusthumans, quickly abandon that trust ifa person gives them bad information.

In the experiment, there weretwo sealed containers, one empty,one holding food. The dog couldn’t

tell which had a treat and which wasempty. A person would first pointaccurately at the container that held

food, and the dog would come up,the container would be opened andthe dog would get the treat. The nexttime, the person would point to theempty container, and the dog wouldcome up and find no treat.

On the third try, with consistency,most dogs stopped responding to thehuman cues. Trust had been broken,and they went to the container thatwasn’t being pointed at.

“In other words,” the report read,

“dogs were sensitive to the reliabilityof the human who gave the cues andtheir evaluation influenced their sub-sequent behavior.”

We’re more like dogs than wethink. We might be inclined to trustour bosses, but that trust must becontinuously reinforced. And if it’sbroken, humans are quick to stoppaying attention.

“Trust is the unspoken currencythat drives business,” said Sheri Staak,

Equal Opportunity/Affi rmative Action/Disabilty and Vet Employer

NOW ACCEPTING APPLICATIONSMonday-Friday from 8-3:00 | 2576 Norcross Dr., Columbus, IN

MACtac is now accepting applications on 2nd/3rd shi for thefollowing positions:

Starting at $13.00/hr with $.50 shi differential applied.At least one year of mfg./forkli exp. is preferred, but not required.

Must be able to li up to 50 lbs. and be at least 18 years old.

Material Handler

Two year degree preferred. Requires strong communication andcomputer skills. Must be able to work independently.

Some travel necessary.

Lab Technician

We offer excellent benets effective on date of hire and aquarterly bonus program in a safety conscious environment.


17/24

CAREER FAIR 2015 17

RNs, LPNs & CNAs & Dietary

812-376-4111

or apply atwww.manpowerjobs.com

The demand fortalent is at anall-time high

and Manpower is ready to help youtake advantage of today’s job

market. Whether you’re in searchof a temp-to-hire manufacturing orcustodial position or a direct hirehigh level administrative position,

our placement consultants can helpyou with the legwork. We’ll get toknow you and focus our efforts on

just the right job opportunity for you.Let us go to work for you.

a leadership and management expertand author of the book “Tune Into Wow Leadership.” “But so manypeople don’t talk about it. Trust isthat unspoken collateral and cred-ibility that you have to be aware of

and think about. When you have it,it’s taken for granted, and it’s onlywhen it gets broken that peoplerealize how hard it is to work yourway back into it.”

Clear and open communication iscentral to building and maintainingtrust. Again, it’s easy with dogs. Youpraise them and they know by thetone of your voice they’ve done well;you scold them and their tails droop,knowing they’ve done wrong.

But humans make things compli-cated. We don’t stop to think aboutwhether our action is going to violatesomeone’s trust. And when a trust isviolated, the aggrieved person oftenopts to not speak up and let the otherperson know what he did wrong.

For example, say you’re heading upa project and suddenly another personcomes to you and says they’ve beenadded to the team. Who added them?

Your supervisor did. Why weren’t you

frustration over a situation like thatand move on, but that’s only add-ing to the problem. Why not goto the manager and say, “Hey, I’mglad to have this new person on the

team, but I wish you had given me aheads up first.”“There’s an accountability on the

other side,” Staak said. “There’s anaccountability on all of us to havethat open, honest dialogue back andforth in order to maintain trust. Ithink that gets missed in business. It’sa real problem.”

As with most workplace dynam-ics, it’s up to bosses and managers tocreate an environment that fosters

told first? Your supervisor was busyand forgot to tell you.

Overall, it’s not a big deal. Butthe three minutes it would’ve takenthe supervisor to give you a heads up

about the new person and explainthe decision would’ve made a hugedifference. Now you’re unsureabout your supervisor and wonderwhen you might get blindsided bysomething else.

“I think a lot of trust gets erodedover time by people not thinkingabout how something is going toimpact somebody else,” Staak said. “Ithink people do it unconsciously.”

Now you could just swallow your

and protects trust. Staak said honesty,naturally, is foundational.

“But communication kind of goeshand in hand with honesty,” she said.“There has to be this transparent con-versation, making sure that they’re

putting all the issues out on the table. You have to do it in a way that’s nothurtful. There’s an art to the com-munication, but there has to be amindset in the leader that I’m going tobe open and discuss things in a directway with my team.”

This is a very simple concept, notunlike the dog experiment. But justbecause it’s simple doesn’t mean wecan trust ourselves to unconsciouslymake the right moves. Trust, both

earning it and expecting it, should bein the forefront of our minds at work.(I’d also argue it should be in the fore-front of our minds outside of work,but that’s another matter.)

“When it comes to trust, it’s notbuilt overnight,” Staak said. “Therehas to be a great deal of patience, andyou have to know it can be brokeninstantaneously.”

If you don’t believe that, ask a dog.They always give it to you straight.

“Trust is the unspoken currencythat drives business. ... When you have it,it’s taken for granted, and it’s only when it

gets broken that people realize how hardit is to work your way back into it.”

— Sheri Staak


18/24

18 CAREER FAIR 2015

PMG HAS BEEN A LEADING GLOBAL AUTOMOTIVE

COMPONENT MANUFACTURER IN COLUMBUS SINCE 1989 .

YOUR FUTURE TODAY

Experience in Powdered Metal is a plus!Ideal Candidates must have strong mechanical

aptitude, good work history, able to work any shift,willing to work overtime, previous experience

in a fast-paced manufacturing setting.

Start

PMG offers excellent benets for full-time employees that include major medical, dental,vision, prescription drug card, vacation, 401K, company paid uniforms,

and a great working environment. Wage is based on previous experience and skills.

Come see us at the Job Fair to discuss your future, send a resume [email protected], or ll out an application at our ofce, located at:

1751 Arcadia Dr., Columbus, Indiana 47201

We are seeking hard-workingreliable people to join our team!

NVIC a Leading Manufacturer of Counterweights is currently accepting

applications for JOB SEEKERS!! Are you looking for long-term, stableemployment? NVIC has openings for:

Manufacturing Associates1st, 2nd & 3rd Shift Positions starting at $11.60/hr as well as

weekend Pre-Finish Shift $12.89/hr:Candidates should possess a strong work ethic, be mechanically inclined and have

a strong desire to participate in a teammanufacturing environment.

Benets include a medical insurance plan along with a free vision plan and optionaldental coverage. Also a Medical Center staffed by doctor, and nurse practitioner

for NVIC associates and their covereddependents at no cost, or co-pays!!

Interested individuals are encouraged to apply at our North Vernon, IN facility;or submit a resume to our website

at http://nvic-cwt.com:Monday –Friday 7:00AM – 4:00PM

We are located at:3750 4th Street

North Vernon, IN 47265NVIC is an Equal Opportunity Employer

North Vernon

Industry Corp.

Emphasize what you can do,not what you wantBy Max MessmerScripps Howard News Service

Objective statementson a resume arebecoming obsolete.

Emphasizing whatyou want out of a

career, not what you can do for aparticular employer, is a strategic

mistake. It’s usually better to lead offwith a professional profile or careersummary that’s highly targeted to theopen position and includes your mostrelevant skills and achievements.

I continue to see not only self-focused objective statements but alsooffbeat and off-topic ones. Those canbe even less effective. Consider thesestrange statements:

“OBJECTIVE: I am going to havea mustache this year!”

We’re more interested in the pro-fessional skills you’re growing.

“OBJECTIVE: Enough money toroad trip it to Nashville for vacation.”

Grand Ole Opry or bust!“OBJECTIVE: To continue to

be a problem solver. Seriously, I amworking on fixing things that aren’teven problems.”

That’s probably not the bestuse of your time.

“OBJECTIVE: Working outa lot and lifting weights so Ican get ripped.”

Resume writing isn’t this candi-date’s strength.

If you’re careless with your resumeand cover letter, employers willassume you’ll be equally inattentiveon the job. Don’t hurt your chancesin a rush to get your documents into ahiring manager’s hands. Take the timeto carefully proofread.

“PROFILE: I am always multi-taskked, speedy and faced-paced.”

It may be time to slow down.“RESPONSIBILITIES: Included

but not limited to training newemployees and crating employee

work schedules.” You’re creating prob-

lems for yourself.“EDUCATION: Received

diplomat, 2011.”From which country?“ACCOMPLISHMENTS: Top

sales consultant for the secondand third moth.”

You haven’t sold us with yourspelling skills.


19/24

CAREER FAIR 2015 19

1st Shift • 2nd ShiftCNC Machine Operators, General Laborers,Laser Operators, CAD Drafters, CAD Engineers

Brake Press Operators & Tig & Mig Welders

Top pay rate for experienced dependableoperators with excellent benet package.

We are looking for the best of the best to helpbuild our team. Noblitt Fabricating is an

Equal Opportunity Employer. Send resumes to

[email protected] orFax to 812-372-9960

NOWHIRINGCome Grow With Us!

We are growing at a record speed,

opening on average 10 new stores each year.

Apply now at www.RKtalent.com.

We offer excellent bene ts

and an amazing Associate Shares Purchase Plan!

We have part-time and full-time openingsthrough the Midwest and also in Florida

Currently looking for cashiers,sales associates, and all levels of managers.

Stop by our boothat the Career Fair

on September 21stat the Clarion.

“QUALIFICATIONS:Conscientiousemployee/effectivemanager.”

The drawbacks of abroken space bar.AVOID POP CULTURE

Looking for a good icebreaker at anetworking event? Want to build rap-port with colleagues around the watercooler? Making a pop-culture refer-ence (“Hey, did you happen to see lastnight’s episode of ‘Shark Tank’?”) isan easy way to initiate conversations.But your resume and cover letter arenot the right places to talk about yourfavorite movies or musicians. Hiringmanagers want to learn about yourprofessional skills and experience, not

your love of reality TV.“OTHER SKILLS: Enjoy doing theGangnam Style dance.”

That’s one way to liven upa staff meeting.

“INTERESTS: My favorite musi-cian is sad Kelly Clarkson.”

Why is she so blue?COVER LETTER: “Like in “Office

Space,” I will deliver my TPS reportson time with a cover sheet while youhover over me with your coffee.”

STAY ON MESSAGE

When crafting your cover letter,aim for being clear and concise. Theuse of analogies and questions, forexample, can add flair to your writing,but they can also distract from yourmessage if not phrased exactly right.

The following job seekersattempted to paint a picture of whatthey can offer potential employers.But the questionable comparisonsonly left hiring managers scratch-ing their heads.

COVER LETTER: “Like a space-ship, I shoot for the moon (butwithout the clunky gear and theexciting launch).”

You haven’t rocketed to the

top of our list.COVER LETTER: “I guess you can

call me ‘Chameleon’ because like thatlizard I can adapt.”

A candidate who’s hidinghis true colors.

COVER LETTER: “You give me ametaphorical pile of wood, and like acarpenter I’ll build you a success stair-way to climb to the top.”

That’s quite an elevator pitch.

We run things a little differ-ently around here.

“WHAT I CAN DO: Delightcubicle neighbors with my horribleimpersonations of old ‘Saturday NightLive’ characters.”

We’re guessing they may not be asdelighted as you think.

COVER LETTER: “As a job seeker,I find interviews are just like ForrestGump’s box of chocolates: You neverknow what you’re going to get.”

Hiring managers feel the same way.Speaking of fictitious characters,

these last two job candidates raisedquestions about the validity of theirown references. I’m still scratching myhead, trying to figure out why.

COVER LETTER: “I have plentyof references that are genuine pastemployers and co-workers. But howdifficult do you think it would be forme to fabricate some past boss?”

Based on that question, we’reguessing not difficult at all.

“REFERENCES: Would you reallybe able to tell the difference betweenmy old shift managers and my oldhigh school buddy? Just saying.”

Some things are best left unsaid.

Avoid asking questions in yourcover letter. It’s highly unlikely anemployer will call you with an answer.Stick to conveying information,not seeking it.

COVER LETTER: “Who stoleyour revenue and your dreams?”

Thankfully, nobody.COVER LETTER: “I figure if this

cover letter is wackadoodle and funfor me to write, maybe it’ll be fun foryou to read! Whaddya think?”

You don’t want to know.COVER LETTER: “I reviewed

your job posting. Are you still lookingto fill that position? If so, what areyou looking for?”

Maybe you shouldreread the posting.

COVER LETTER: “What traitmakes me so much better than everyother applicant that has ever appliedin the history of your company?”

We’re guessing it’s not humility.Speaking of humility, this last job

candidate claimed to be humble, butwe found it hard to take her seriously:

COVER LETTER: “I am a down-to-earth, humble, silly billy willy girl.”

Oh, boy.


20/24

20 CAREER FAIR 2015

‘Engagement’is buzzword worth making noise aboutBy Rex HuppkeChicago Tribune (TNS)

I’m no fan of buzzwords. I dis-like them so much I created my ownbuzzword to describe the fight againstoverused workplace gibberish: dynam-ic jargon disruption. It’s a phraseI’m hoping will catch on, but even a

nationally renowned dynamic jargondisrupter like myself will admit thatsome buzzwords have their place. Oneof those is “engagement.”

You hear it a lot these days, andwith good reason. Engagement, whichis essentially how much you dig yourjob, has been shown quantitativelyand qualitatively to have a directimpact on productivity.

It’s a simple concept, really. If youlike your job and care about your job

mates that these managers cost theU.S. economy $319 billion to $398billion annually.”

I spoke with Kevin Sheridan, aChicago-based expert on employeeengagement and author of the book“Building a Magnetic Culture: Howto Attract and Retain Top Talent

to Create an Engaged, Productive Workforce,” and asked him first togive a detailed description of what itmeans to be engaged at work.

He broke it into four parts:n You have “an emotional and

intellectual bond to the organizationand its mission and purpose.”

n You plan to stick around. “Anengaged employee isn’t going to leaveat the drop of a hat or when anotheremployer waves a dollar more per

and feel invested in the work you’redoing, you’ll work harder and thecompany will retain quality workers.

Gallup recently released a reporttitled “The State of the AmericanManager,” which showed that a strik-ingly low number of managers feelengaged at work, only 35 percent.

The rest are either not engaged, 51percent, or “actively disengaged,”which means 14 percent of manag-ers couldn’t care less and have onefoot out the door.

This creates what the report callsa “cascade effect,” where disengagedmanagers lead to disengaged employ-ees, and that costs money: “Theirmanagers are not engaged — orworse, are actively disengaged — andthrough their impact, Gallup esti-

hour in their face.”n You’re willing to take on new

tasks, mentor others and put in extratime whenever needed.

n You are a “willing owner of yourown engagement.”

That last one is a little buzzword-ish, but it makes sense: Engaged

workers aren’t waiting around fora manager to fire them up; they’vebought in to what the company’sdoing, and they care about it and areexcited to make good things happen.

Still, Sheridan said, getting workersto that point requires engaged manag-ers. And clearly there aren’t enough ofthem out there.

“You have to hire the right manag-ers, Sheridan said. “We’re hiring bod-ies. We’re getting butts into seats as

Career Opportunities! No matter where we provide our services, Benchmark’s mission

remains the same. To help people with disabilities reach their maximum potential in their homes and communities.

IMMEDIATE OPENINGS IN COLUMBUS,GREENSBURG, NORTH VERNON & MADISON AREAS

Some Positions starting at $11.00 to $11.75!

Come meet us and explore your opportunities!Apply on-line at www.benchmarkhs.com under Southern Indiana Region,

Fax resume to 812-376-7158 Attn: HR DeptQuestions? Call 812-376-3906

Benchmark Human Services is an E.O.E./Af rmative Action Employer.Veterans, women and individuals with disabilities are encouraged to apply.

Aisin is one of the largest automotive componentssuppliers in the world. Aisin USA is a prominent supplierof seat adjusters, door frames, and body components toworld class automakers. Over the years, the company

has used its engineering competencies to meet the everchanging needs of the auto industry with high

performance, high quality products.PLEASE VISIT OUR BOOTH AT THE CAREER FAIR

ON MONDAY, SEPTEMBER 21STAT THE CLARION HOTEL COLUMBUS, IN.

OUR HR STAFF LOOKS FORWARD TO MEETING YOU!


21/24

CAREER FAIR 2015 21

opposed to having an interview pro-cess that’s an absolute gauntlet. Youhave to be very scrutinizing for whoyou hire for what positions.”

The Gallup report identified sev-eral management behaviors that boostemployee engagement: being open and

approachable; helping workers “setwork priorities and goals”; and focus-ing on putting employees in positionsthat play to their strengths rather thantrying to improve their weaknesses.

Sheridan believes the manager-employee relationship is also keyand often overlooked. “One of thethings I abhor is a manager who viewsemployees as pawns on a chessboardof productivity, as opposed to humanbeings who have lives and families andchildren,” he said. “Just take a genu-ine interest in them as human beings.That’s not happening often enough.”

In workshops he gives, Sheridanasks managers to think about the bestboss they ever had and write downthe three qualities about that bossthat made her or him so great. Thenhe tells them to mirror those qualitiesand make a commitment to becomesomebody’s best boss. That’s a pretty

percent more likely to be engagedthan those supervised by actively dis-engaged managers.”

So the key is getting betterpeople in management positions,not simply promoting workers upthe corporate chain because they’veserved their time.

Sheridan put it rather bluntly: “If

reasonable approach.Gallup puts the level of worker

engagement at a measly 30 percent.(Other studies of this dynamic haveshown similarly low numbers.) But thereport shows how much engaged man-agers can lift the people who work forthem: “Employees who are supervisedby highly engaged managers are 59

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you have actively disengaged manag-ers, get rid of them. Do not coach andhope. There is no way you’re goingto transform that actively disengagedmanager into one who’s activelyengaged. Can you train managers inthe middle, ones who are not dis-

engaged but also not very engaged. Yes. Train them on what engagementis and get them absolutely jacked tobecome engagement champions. Makesure they’re willing to be accountable,willing to give clear expectations ofwhat they expect of the people whoreport to them.”

That’s when the cascade effectcan work in your company’s favor.

You put the right people in place,you weed out the people who havechecked out, and you get people con-nected to their jobs, excited aboutwhat they’re doing and, hopefully,happy to come to work.

Engagement isn’t something thatwill happen overnight. But it’s a buzz-word worthy of serious attention.

And you know that means somethingcoming from me, a thought-leaderin the burgeoning field of dynamicjargon disruption.


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22 CAREER FAIR 2015

TIPSfor re-enteringthe workforce

Are you a mother transition-ing back to the workforce? Here isadvice from career consultants andother professionals.

Don’t rush inBefore you update your résumé,

create a LinkedIn profile or startapplying for jobs, take the time tofigure out what inspires you and whatwill offer deep meaning and reward.Consider hiring a personal coach tohelp you hone in on the skills, abili-ties, motivations and desires you haveto bring to this next phase of your life.

When you do finally begin applyingfor jobs, your clarity of purpose andauthentic enthusiasm for the oppor-tunity will set you apart from other

candidates. That said, WaveWorksCoaching’s Anne Moellering believessometimes jumping in is a good strat-egy. “I coach my clients to be comfort-able not having all of the answers.Taking action can be more importantthan getting it right the first time backinto paid work,” she says.

Make it publicOnce you have clarity on your

plans to re-enter the paid workforce,

tell the world. Consider buildingyour own “board of directors” whocan help champion this next phase ofyour life. These can be friends, men-tors, people with whom you havevolunteered and family. It was KristeMichelini’s friends who helped guide

her to her second career as an interiordesigner. She says “owning” your pro-cess can be empowering and will helpovercome feelings of self-doubt thatinhibit action.

Redefine your narrative Your career narrative is essential

to helping employers understandhow they can best use your talentsand abilities. Once you have clari-fied your objectives and developeda first draft of your résumé, yourLinkedIn profile and the story of whoyou are and what you have to offer,meet with people.

Jeanine Cowan, Silicon Valleyregional coordinator for JewishVocational Services, says one of thebiggest mistakes that job hunters makeis to come to interviews not fully pre-pared. Informational interviews withfriends and friends of friends who arein the industry or hold jobs similar to

what you want can help you practicehow to tell your story.

The power of the network Everyone in your wide network

has a network of their own. Theymay know just the person, job or

company that is looking for someonewith your skills and abilities. MaryPage Platerink wouldn’t have securedseed funding for her brainchild in themedicinal beverage industry withoutthe help of a previous mentor andtheir network of investors. She creditskeeping that relationship strong withhelping her succeed today.

Don’t give upRejection, and lots of it, is part

of job hunting. You can choose toconvince yourself you aren’t employ-able because you’ve been out of theworkforce. Or you can do what AlisonCormack did. By refining her résuméto better match the job descriptionand finding an advocate to helpsmooth the way, she was able to breakthrough the online application processat Google and find her dream job.

— San Jose Mercury News (TNS)

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Established in 1959 and never ceasing to innovate,LINDAL has become one of the global market leaders

in aerosol technology. Based in Europe, we serve ourcustomers all over the world from our plants located inEurope and the Americas.

Lindal North America , located in Columbus, producesvalves, actuators, and spray caps for aerosol products.

Our clean, climate controlled facility has high speedassembly lines and injection molding production centers

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and part-time employees, we are continually looking forstaff to support our mission : Deeper Learning is our

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We currently have openings for:

- ICare (our before and after school program) - Bus drivers - Cafeteria

- Teacher assistants - Substitute teachers

To access our current open positions please visitour website at: www.bcsc.k12.in.us.


23/24

CAREER FAIR 2015 23

No matter how tech-savvy you are, you have to get along with people


Automation and self-service have replaceda lot of jobs. Computer programming andtechnology skills are requirements for others.But the ability to interact well, person to per-son, remains vital for career success.

A recent article in the Harvard BusinessReview cited a National Bureau of EconomicResearch study that argues that “high-skilled, hard-to-automate jobs will increas-ingly demand social adeptness.” In otherwords, you can’t hide behind a keyboard andexpect to prosper.

The experts in no way downgrade theimportance of technology skills. You musthave command of your field — cutting-edgecommand is even better — but you also needto get along with others. David Deming, anassociate professor at the Harvard GraduateSchool of Education, said it this way in theHarvard Business Review:

“If it’s true that work is becoming moreteam-based, and there’s a lot of evidence

that it is, then it ought to be true that peoplewho are more able to work with others willbe more valuable. Because the thing aboutcomputers, technology and machines isthat they’re very good at the specific thingsthey’re programmed to be good at, butthey’re not flexible.”

Ah, flexibility. It’s a word heard often fromhirers who know that the job you’re hired fortoday might evolve into something differenttomorrow. New or fewer co-workers mightcome into the picture. Experts say adaptingto change is the ability to adjust when your“comparative advantage” shifts.

A machine can’t do that kind of adaptationon the spot; it has to be reprogrammed. Thecompetitive advantage for humans, despitewhat you read about artificial intelligencegains, is that we are better able to adapt tochange quickly.

There’s some evidence that intelligence,your basic IQ, gives an edge in human adapt-ability. Smart people may find it easier tothink through the reasons for change, quickly

understand their altered roles and see howthey need to adapt. But those smarts aren’tenough in many real-world applications.

Here’s why: Workplaces are veritable cess-pools of office politics, as you’ve probablynoticed. Throw in personal relationships withbosses, co-worker cliques and fighting forscarce resources (pay, promotions, top assign-ments) and even the best brains can be taxed.

Thus, a raft of social science researchpoints to the heightened value of relationshipbuilding. IQ may not be as important as EQ,or “emotional intelligence.” Also called “softskills,” these involve interpersonal awarenessand interaction, no matter the white-collar,blue-collar, pink-collar or no-collar job.

Here are two key questionsto ask yourself:

n Do you see yourself as others see you?n Do you treat others — colleagues, cli-

ents, customers — as you wish to be treated?Honest answers to both can help measure

your social skills reputation and likelihoodfor career success.


24/24

To apply for open positions:Please visit our booth at The Republic Career Fair on

Monday, September 21st at the Clarion Hotel from Noon-5pm. We look forward to meeting you!

We will have HR Professionals on staff at the fair to speak with job seekers one-on-one.If you are unable to attend the event, please apply in person at:

2920 Tenth Street, Columbus, IN 47201 or apply online at: www.dsiservices.org

EOE

Great Career OpportunityMAKE A DIFFERENCE IN YOUR LIFE & IN THE LIVES OF OTHERS!

Are you interested in a challenging yet fullling career? Do you feel good whenyou see others advance and reach their personal goals? Then perhaps DSI is theemployer for you! We have degreed and non-degreed Positions available.

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Besides the opportunity to work in a professional yet comfortable setting,DSI offers many excellent benets:Flexible Work SchedulePaid Training

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Documents

Career Fair 2015 Fall