Have A Spotty Work Histories? Get Free Jobseekers Strategies And Free Ebooks To Help You Get Over The Hump.

Have a spotty work histories? Do you need knowledge and answers, employment or counseling’s if so? Read this free advice below. This advice is excellent for ex-offenders, Students, seniors, felons.

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Re-Entry Strategies for Jobseekers Who Have Spotty Work Histories

Jobseekers need self-knowledge so that they can be advocates for themselves. Most employers are reluctant to hire and train someone who will not stay in the position very long. Being able to explain job hopping or gaps in employment,and providing assurance that the pattern is not likely to continue, improves the chances of getting a job.

Additionally, jobseekers can avoid having to reveal the full extent of an intermittent employment past. Counselors note that there are a lot of different ways to write a resume, so jobseekers need to create one that makes the most of their skills without emphasizing their employment history— using a functional rather than a chronological format, perhaps, or providing only years of employment instead of including months and days. After all, a person does not have to account for every minute of his or her time. Re-entry strategies for jobseekers who are… Seeking skills. Everyone has abilities that are valuable in the workplace. Some people just need to recognize their work-related abilities, both those that they have and those that they need to develop.

Often, skills are transferable from one experience to another. By describing their performances on similar tasks in the past, jobseekers can demonstrate that they will be able to do what is required in a new job.

Re-entrants who lack recent work experience should evaluate areas of their lives in which they have been successful— such as raising children, maintaining a household, or making ends meet—to identify their skills. Organizational, personal management, decision making, and negotiation skills are just a few of the strengths that people can discuss outside of an employment context.

Some people might need to update their skills. Certain types of jobs—including those dealing with technology, computer science, and engineering—change more rapidly than others. As a result, these fields are more difficult to re-enter after an absence. But jobseekers who find themselves in this situation should identify the skills needed and work toward getting them.

The U.S. Department of Education has information and resources for aspiring students on a variety of topics, including choosing and paying for career or technical training; planning for, enrolling in, and paying for college; and returning to school.
More information
Write to the U.S. Department of Education
400 Maryland Avenue SW
Washington, DC
20202; call toll-free
1 (800) USA-LEARN (872-5327) or TTY1(800) 437-0833 visit online,Go to Students

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Re-Entry Strategies for Jobseekers Who Have A Criminal Records

When first thinking about employment options, these jobseekers might be more focused on getting a job quickly than on finding a long-term career. Any job done well can help establish solid, post conviction employment performance and thereby pave the way for better future opportunities.

Jobseekers should also find out if having a criminal record prevents them from entering or resuming work in any occupations that interest them. Federal and State laws differ in each state. barring licensure of convicted felons in some occupations, such as security guard. There are also some things that ex-offender jobseekers can do to help themselves. If they do not have these documents already,jobseekers should get a birth certificate, a Social Security card, and photo identification as soon as possible because proof of identification is required for employment.

Some employment counselors suggest that jobseeking ex-offenders get a copy of their criminal arrest record, or “rap sheet,” to review what is on it and to check it for mistakes.

In addition, jobseekers might want to consult their State’s repository of criminal records or contact an attorney about the possibility of having a criminal record sealed or expunged.

When applying for a job, ex-offenders should tell the truth about their criminal record. Being truthful might cause difficulty in the short run, but the alternative—lying to get a job, only to have an employer later discover a conviction—can cause more difficulty in the long run.

Honesty does not, however, mean that jobseekers need to put specifics about a conviction on an application.

Instead,counselors recommend writing something like, “I welcome the opportunity to explain the circumstances surrounding my conviction during an interview.”It is best not to go into too much detail during a job interview when talking about criminal history.

State the nature of the offense,perhaps acknowledge having made a mistake, and then redirect the discussion toward the positive, such as completion of course work or proof of skills relevant to the job.

There are also benefits available to employers—such as tax credits and Federal bonding—to encourage them to hire exoffenders.

During an interview, a jobseeker should first discuss his or her work history, skills, and abilities. Then, the added incentives can be mentioned.

Many of the rules and procedures that ex-offenders need to follow when seeking a job are State-specific.

The National H.I.R.E.

Network offers a listing of these resources by State.
Information is available by writing the National H.I.R.E. Network.
Center, 153 Waverly Place
8th Floor
New York ,NY 10014
(212) 243-1313

visiting online at Go to Hire Network

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Re-Entry Strategies for Jobseekers Who Have…Too Little Or Too Much Work Experience

When applying for some positions, jobseekers who do not have much practical experience may feel that they lack options. The same is often true for jobseekers who have more experience than a position requires. In both situations, jobseekers should show a willingness to acquire new skills.

Too little work experience. People who have a limited employment history can still have a significant work history. Jobseekers should think about the skills they use in what they do and where they go in their everyday lives.

Some of those skills might qualify as experience that can be applied in a job. Unpaid work, such as volunteering or performing community service,often allows people to gain experience.

Employment counselors say that jobseekers who have little or no employment history should look for an entry-level position— especially one that provides an opportunity for some onthe- job training—and should try to convey to employers that they are eager to learn new skills.

Too much work experience. The opposite problem of having too little experience is having too much. In an interview,an employer might say something offputting, such as, “You’re overqualified” or “We can’t pay you what you’re accustomed to.” When responding to comments of this nature, jobseekers might want to let the interviewer know that they are aware of what the job involves or what its general level of pay is, that they want the job, and that they are a good fit for it—and why.

Jobseekers who have significant experience may encounter some degree of age bias. One way in which more experienced jobseekers can respond is to redirect the prospective employer’s attention by discussing how their skills can benefit the employer’s organization.

Counselors suggest saying something like, “I have experience, but I also have enthusiasm and up-to-date skills, and I learn new tasks quickly.”Older workers may want to keep some dates off their resume.

For example, by the time jobseekers are in their 50s, they probably do not need to include the date they graduated from high school or college. It is important, however, to highlight recent classes or skill upgrades. As is the case for jobseekers who have little work experience, experienced jobseekers can demonstrate their motivation and ability to pick up new skills.

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More information:
Workers aged 50 and older is available
by writing to AARP
601 E Street NW.
Washington, DC, 20049
calling toll-free
1 (888) OUR-AARP (687-2277)
or visiting Go to Careers

The U.S. Department of Labor’s Senior Community Service Employment Plan offers help for economically disadvantaged senior citizens.
To learn more, write to the Division of Older Worker Programs,
U.S. Department of Labor
Employment and Training Administration
200 Constitution Avenue NW.
Room N-5306, Washington
DC 20210; call (202)693-3842
or visit online at Go to Seniors

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Re-Entry Strategies for Jobseekers Who’ve Been Fired Or Laid Off

It is never easy to lose a job, but there is an upside, employment counselors say: job loss provides an opportunity to find something better.Fired. Often, a firing is a sign of a poor job match. Understanding the reasons behind a termination can help people avoid similar situations in the future.

Counselors advise against using the word “fired” during the hunt for the next job. “Job ended” or “involuntary separation”are alternative answers jobseekers can put on an application that asks about the reason for leaving. Using these less volatile terms increases the likelihood of being invited for an interview, during which an employer has the option of asking for more details.

It is a good idea to be honest during an interview. No matter what the reason behind the firing—even if it’s something serious, such as stealing, abusing drugs or alcohol, or doing a bad job—it is better to be upfront. Mention the cause of the problem without going into too much detail, and then return to solid ground by talking confidently about personal strengths and the skills obtained at the job prior to the termination.

Jobseekers are also advised never to speak poorly of a former employer. In fact, fired jobseekers should try to remain on good terms. Even if the circumstances surrounding a departure were less than favorable, some employers may still be willing to act as a reference or write a letter of recommendation for former employees.

Many people have experienced involuntary layoffs, so future employers are likely to understand and sympathize with jobseekers who are in this situation. However, laid-off workers should probably look for another job as soon as possible to avoid large gaps in employment, as such gaps may be negatively construed.

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Jobseekers are also advised never to speak poorly of a former employer. In fact, fired jobseekers should try to remain on good terms. Even if the circumstances surrounding a departure were less than favorable, some employers may still be willing to act as a reference or write a letter of recommendation for former employees.

Many people have experienced involuntary layoffs, so future employers are likely to understand and sympathize with jobseekers who are in this situation. However, laid-off workers should probably look for another job as soon as possible to avoid large gaps in employment, as such gaps may be negatively construed.

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The U.S. Department of Labor and State Unemployment Insurance agencies offer help and information to those who have been, or anticipate being, laid off. Retraining might be an option for some people and, in certain cases, this training may be provided at no cost through One-Stop Career Centers.

For more information, write to
The U.S. Department of Labor
200 Constitution Avenue NW.
Washington, DC 20210.

Jobseekers

call toll-free 1 (877) US-2JOBS (872-5627) or TTY 1 (877) 889-5627
or visit the Department of Labor’s Employment and Training Administration online.Go to jobseekers/laidoff_workers

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Re-Entry Strategies For Jobseekers With Disabilities

When (or whether) to disclose a disability to a potential employer depends on the individual and his or her situation. People who have anoticeable impairment should be prepared to talk about it within the context of convincing an employer that they will be able to do the job.

Like all jobseekers preparing for an interview, individuals with disabilities should find out as much as possible about a position for which they are applying. This is particularly important for people who might require workplace accommodations, so that they can better explain their specific needs to the employer.

Generally, employment counselors say it is not necessary to mention a disability in a cover letter or resume unless the disability directly relates to a person’s work qualifications. The jobseeker should focus on his or her abilities and how they relate to a position.

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Resources that are mentioned in the article can be helpful to people with disabilities who are returning to work. Vocational Rehabilitation agencies help people with disabilities through a variety of services, including job placement, on-the-job training, and financialassistance with education-related or job-training expenses for eligible jobseekers.

For information,
Write to the Office of Special Education and Rehabilitative Services
U.S. Department of Education
400 Maryland Avenue SW.
Washington, DC 20202-7100 or call (202)245-7468 or TTY (202) 205-5637.

A list of State Vocational Rehabilitation agencies is available online .

The Department of Veterans Affairs Vocational Rehabilitation and Employment Service provides a variety of employment services for veterans who have U.S. Armed Forces-connected disabilities.

A list of offices by State is available online at:
Go to resources

Other significant employment support includes both individualized counseling (through the Ticket to Work program) and financial work incentives (for people who receive Social Security income).

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For more information:

A comprehensive, Government-sponsored Web portal, managed by the U.S. Department of Labor’s Office of Disability Employment Policy as part of the President’s New Freedom Initiative, is available atGo to work

The Job Accommodation Network (JAN), a free service of the Office of Disability Employment Policy, assists in the employment and retention of people with disabilities by providing information about job accommodation, self-employment and small business opportunities, and related subjects.

For more information
contact JAN by mail
P.O. Box 6080325-0778
West Virginia University, Morgantown
WV 26506-6080
telephone toll-free 1 (800) 526-7234(voice and TTY); or online.
Go to www.jan.wvu.edu

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