Another in a series of posts highlighting GreatPlaceJobs’ workplaces.

By Beth Mulhern, GreatPlaceJobs Research Assistant

NIKE, Inc. was born on the dreams of Phil Knight, a competitive runner for the University of Oregon, and his coach, Bill Bowerman. Back in the mid-1950’s, long before the famous Nike “Swoosh” came along, Coach Bowerman wanted better running shoes for his track team than were available on the market, and Phil Knight, who graduated and earned his MBA, had a vision of marketing the best running shoes in the world in a brand new way in the US. They shared their visions and Blue Ribbon Sports, later to become NIKE, Inc., came to be, and now includes the wholly-owned subsidiaries of Cole Haan, Converse Inc., Hurley International LLC, NIKE Golf, and Umbro Ltd.

Nike, Inc., headquartered in Beaverton, Oregon, was an $18.6 billion dollar company at the end of 2008, and has plans to grow to $23 billion in revenue by the end of fiscal 2011. The company employs over 30,000 people across six continents, in more than 160 countries around the globe. They directly or indirectly employ nearly one million people through their suppliers, shippers, retailers and other service providers. Their mission statement, “to bring inspiration and innovation to every athlete”, has at its core the belief of its co-founder, Bill Bowerman that “if you have a body, you are an athlete.” They state their corporate goal like this:
Our goal is to carry on his legacy of innovative thinking, whether to develop products that help athletes of every level of ability reach their potential, or to create business opportunities that set Nike apart from the competition and provide value for our shareholders.

It’s refreshing that a multi-billion dollar corporation features a strong policy on environmental responsibility, especially in regards to climate change.  They summarize it clearly:

Nike sees corporate responsibility as an integral part of how we can use the power of our brand, the energy and passion of our people, and the scale of our business to create meaningful change.
Nike, Inc. also takes great pride in an innovative and inspirational corporate culture, which embraces diversity, imagination and creativity.   For example, Nike has a very innovative marketing strategy, utilizing digital media aggressively to promote the brand.  They encourage their employees to think outside the box and “push out the edges of what can be.” Their record speaks for itself, as the company has been named three years running to Fortune Magazine’s 100 Best Companies To Work For, and for the last two years was also named to Business Week’s Top 100 Best Places To Launch A Career lists. Further, The Ethisphere Institute named Nike as one of the World’s Most Ethical Companies for 2009.

To look for jobs with Nike, join GreatPlaceJobs.

By Miriam Salpeter, GreatPlaceJobs Career Advice Expert
www.keppiecareers.com

“If you don’t know where you’re going, you’ll end up somewhere else.” – Yogi Berra

So begins John Liptak’s book, Career Quizzes.

With so many people facing transitions now (either of their own choice or as a result of a layoff) and with many studies indicating that workers are generally dissatisfied with their jobs and/or seriously thinking of making a change, it is important to point out that planning and focusing on career goals is an important piece of driving your own career bus!

Liptak reminds readers how important it is to prepare for transtions, and this book is a good first step for anyone thinking about making a move. It offers readers help in:

• Finding purpose.
• Identifying an ideal job.
• Developing a career plan.
• Taking action.

With a series of different assessments to help guide the job seeker, but a caveat that “an assessment can provide you with valuable information about yourself, but plese remember that such instruments cannot measure everything for you” (p. XV), this book provides guidance and a great starting point for anyone who needs a jump start for his or her career transition.

If you’d like to win a FREE copy, comment on this blog post to enter a random drawing! Feel free to comment on all of my blogs for a better chance to win:

• Keppie Careers
• Examiner.com
• Secrets of the Job Hunt

Is it important for you to be happy at work? ARE you happy? Or, is it time to consider a change? Award-winning employers, such as the ones who post positions on GreatPlaceJobs, are less likely to experience lay-offs during a downturn. Now you can search our database for free and download a free toolbar to help you get started: http://greatplacejobs.ourtoolbar.com/

You deserve a job with a terrific company!

If you could ask a recruiter anything you wanted to know about how hiring really works, what would you ask?

Every first Friday of the month at 1p EST, GreatPlaceJobs affiliate SixFigureStart (Career Coaching By Former Fortune 500 Recruiters) hosts a free coaching call to answer your career questions.  Email questions to caroline@sixfigurestart.com.   To join the call:

Dial 712 775 7100
Use code 151675#

No need to preregister but if you want to submit your question in advance or if you want to be notified when the call recording is available, email info@sixfigurestart.com.

——————–

SixFigureStart is a career coaching firm comprised of former Fortune 500 recruiters.  SixFigureStart co-founders Connie Thanasoulis and Caroline Ceniza-Levine have a combined 40 years of HR and business experience, including recruiting for Accenture, Booz Allen, Citigroup, Disney ABC, Merrill Lynch, Oliver Wyman, Pfizer, Time Inc, TV Guide, and others.  Connie and Caroline are career columnists for Vault.com, CNBC.com and Conde Nast’s Portfolio.com, and teach Professional Development at Columbia University School of International and Public Affairs.

“So, tell me about yourself?”

Is that not the most obvious interview question? The one that every job seeker should anticipate and prepare to answer? Unfortunately, it may seem so obvious, many don’t spend the time they should focusing on how to answer it.

In fact, most aspects of the job search rely on being able to tell your own story.

• Networking (the all important elevator pitch)
• Your resume – connecting your accomplishments with the employer’s needs
• Cover letter – another opportunity to sell your skills to a targeted employer
• Portfolios – online opportunities to connect with people
• Interviews – sealing the deal
• On the job – to connect and advance

I highly recommend that job seekers take a look at Katharine Hansen’s new book, Tell Me About Yourself: Storytelling to Get Jobs and Propel Your Career.

Her book is organized into several sections:

• Part I – Career propelling story basics
• Part II – Using storytelling in your job search
• Part III – Continuous storytelling

Katharine explains how stories can help you get a job by demonstrating your personality, helping to make you memorable and establishing trust. People who know how to tell good stories can communicate their value proposition, which is key for job seekers and careerists.

This book helps you with every aspect of telling your story – from figuring out what the story should be through tips for how to recall stories stored in your brain! (For example, give your stories names.) It is full of samples of stories and many, many ideas that are critically useful for job seekers and all professionals.

If you’re engaged in a job search – or maybe you should be – don’t miss this great resource!

Would you like to win a copy of Tell Me About Yourself? Share a comment – either tell a story about how a story helped your job search or explain why you could use this resource. Or, be creative! I’ll choose a winner from the comments on all of my blogs. Feel free to enter on each one:

Keppie Careers

Examiner

Secrets of the Job Hunt

If you want to find a job, stop wasting your time, money and sanity – I can help. Contact me about revising your resume and coaching you to land your target job!

I can’t seem to talk enough about networking. Maybe it’s because most jobs are found via networking and job seekers MUST empower themselves with good information and techniques (in addition to great job search materials) in order to successfully land a targeted position.

Senior Financial Analyst

Job Summary:
This position provides analysis & reporting for manufacturing production & related expenditures which includes standards development and budgeting in accordance to the Mars accounting policies and procedures.  Assists in identifying and implementing improvements related to efficiencies and controls where appropriate.  Provide support and training to manufacturing associates as required. This position also provides support & resources to all departments within the company as it relates manufacturing and plant activities to ensure financial integrity of corporate and plant assets.
 
Key Responsibilities:
Perform cost benefit analysis
Support the annual budget process provide direction for site managers
Suggest process improvements where actionable
Implement, Review & Provide training on transaction processes for accuracy and internal control guidelines
Provide transaction process training as required
Provide plant level performance evaluations and reporting
Partner with engineering and production to create, develop and finalize production standards for products produced
Maintain costing tables and standards for materials, labor and overhead for the facility
Assist in inventory reporting and valuation
Prepare plant cost information for timely closing of financial period end, including journal entries support, key account reconciliations and variance analysis
Support operation management, manufacturing and supply chain functions through cost and operational analysis
Provide analysis of key performance indicators and trend reports for manufacturing costs
Perform ad hoc cost/operations analyses in support of continuous improvement efforts
Maintain Mars Petcare compliance to accounting for production spending outlined by Mars Finance Manual.
 
Key Skills Required:
Ability to interact and communicate with all levels of employees
Ability to use PC and widely-used software packages, especially spreadsheet and word processing software
Ability to learn new software packages as necessary
Knowledge and ability to apply financial analysis principles
Strong Excel knowledge and skills
Professionalism and ability to resolve issues at the root cause
Self directed and self motivated
 
Minimum Qualifications:
2 year(s) of experience in related job particularly with manufacturing experience
The knowledge, skills, and abilities typically acquired through the completion of a bachelor’s degree program in a related field, or equivalent work experience.
Advanced Microsoft Excel capabilities
Ability to travel 20% of the time
Successful completion of a drug and background screen

Preferred Qualifications:
6+ years of experience in related job particularly with manufacturing experience
MBA degree
CPA or CMA certification
Supervisory experience

As a privately-held, family-owned company, Mars Petcare US offers benefits which reflect our commitment to attracting and retaining great people. This includes excellent pay, competitive health and dental care coverage, a retirement plan, a very competitive vacation plan and unrivalled career advancement opportunities, to name just a few of our unique and generous benefits.

If you’re looking for a place where you can take ownership for your work, where the pace is fast, the environment is built around the importance of open communication, and where employees are called “associates” and treated as such, then we want to hear from you.

We value a diverse work environment and encourage qualified individuals to apply, regardless of race, religion, disability, national origin, veteran status, gender and age. Mars Petcare US is an Affirmative Action and Equal Opportunity Employer.

Apply here, and tell them that you heard about the position at GreatPlaceJobs!

By Miriam Salpeter
GreatPlaceJobs Career Advice Expert
www.keppiecareers.com

For a job seeker, I can’t think of anything more disheartening (and aggravating) than applying for positions online that don’t turn out to be actual jobs, but avenues for scam artists to try to take advantage of down-and-out job seekers.

A recent Wall Street Journal article by Sarah Needleman reminds job seekers that, “It Isn’t Always A Job Behind the Online Posting.” She describes the story of a job seeker who uses CareerBuilder.com to apply for jobs. Twice in two years, Tom Greene was invited to interview for “positions” via postings at the popular site, only to encounter a sales pitch from a shady service offering career advice to the tune of $10,000!

I often remind clients that it is not a good idea to rely on the Monsters and CareerBuilders of the world to drive successful searches. The fact is, many ads listed on these sites are from third-party recruiters who may be hoping to collect resumes, whether or not there is an actual job. 

Needleman points out that some “jobs” are actually “phishing” expeditions by identity thieves hoping to capture personal information. Talk about adding insult to injury!

So, what should job seekers look for when they search online? Be suspicious if there is no company listed or if the position requires “no experience” and emphasizes their ability to train employees. If job descriptions are overly general or vague, this is a red flag. The article notes that you might want to avoid jobs with salaries ranging more than $50,000 from the top to the bottom of the range.

One way to avoid scams that target big job boards is to avoid the big job boards! All of the positions on GreatPlaceJobs.com identify the employer as an award-winning organization. Let us help you narrow down your search and avoid scams. Consider joining GreatPlaceJobs today!

Is the job hunt getting lonely? My colleague Alexandra Levit recently wrote about how job seekers are turning to “accountability groups,” teams of job seekers whose goal is to help each other stay motivated and on track.

She shared information from a New York Times article that reported on one such group in suburban Chicago. The article notes what we all recognize: being out of work and job hunting can be difficult and demoralizing. It may be a very lonely process, especially for those unaccustomed to job hunting and for job seekers who don’t know how to conduct a successful search.

The benefit of an accountability group is that job seekers encourage and support each other, network and keep each other motivated and on task in what might otherwise become a very unstructured time.

Alexandra notes,

According to the Times, membership in various networking organizations across the country for unemployed executives and other professionals has ballooned in recent months as the recession has continued its march, sparing not even the highly educated and skilled. Providing a spur as well as solace, the groups offer transition assistance for people who previously led comfortable lives in the middle and upper-middle class.

One thing that struck me about the group described in the New York Times article was that it was organized and run by the job seekers themselves. “Seven of nine members have been out of steady work for six months or longer; the other two are approaching the six-month mark.” The organizer of the group lost his job 16 months ago, struggled to get interviews and wondered if he was “spending too much time applying for jobs online.” The article quotes him as saying, “I’m not doing something right yet.”

Honestly, reading about this group breaks my heart! Clearly, these job seekers could benefit from some professional job hunting advice. What if they knew how much time to spend sending out online applications and had expert feedback about their resumes and other job search correspondence? I am sure they could benefit from up-to-date information about using online tools and social networks. I wonder how different their stories might be if they had engaged the services of a coach before things began to look so glum?

I am happy to announce that I will be facilitating “virtual” accountability groups to help job seekers succeed in this difficult and competitive market. Help is just a phone call away! Participants will benefit from targeted professional coaching, an understanding team of other job seekers for networking and support and a structured program to help keep their job hunt on track.

Please CONTACT ME if you are interested in learning more about how to join a group that is right for you!

Don’t miss the rest of this series:

Read Part I – On-line resources
Read Part II – In-person resources
Read Part III – Your alma mater and other resources

Miriam Salpeter
GreatPlaceJobs Career Advice Expert
www.keppiecareers.com

In today’s economy, it is tough to counsel “choice” to job seekers. When bills need to be paid, and jobs seem few and far between, many don’t consider “options” as part of their job hunting mentality. That said, taking a bad job probably is not the wisest career move.

Forbes.com recently advised that it is “probably never” a good idea to take a job out of desperation.

They suggest:

Resist the urge to apply for just any job that’s even remotely related to your field. If you are selective about your targets, it is less likely that you’ll be in a situation that requires you to make a tough choice to take a less-than-ideal position. If you research the organizations and effectively network to learn about opportunities, you won’t blindly apply for jobs that aren’t suitable.

Forbes quotes  Sandy Gross, founder of Pinetum Partners LLC, an executive search firm that specializes in the financial services industry as saying, ”I advise clients to strongly consider whether they want to compromise everything they’ve learned, take a lower compensation package and work their way back up in a company…I encourage them to think of their next opportunity as a long-term career move, not something they’ll take for six months and then relaunch their job search.”

Consult a professional financial adviser. If you are lucky and have saved for a rainy day, you may find that you have some time to really focus on your search, or even to take a class to enhance your skills 

Potentially risky proposal. If you don’t have much of a cushion and taking a sub-par job is a necessity, Gross suggests, “Instead of signing on full-time, explain to the hiring manager that you respect the team and believe in the business but you’re not sure it’s the right move for you long term. Are they open to you signing on for six months or a year, to help with certain projects, and then re-evaluating your role?”

The article notes that this is a risky play, but that it could “appeal to employers who don’t necessarily want to pay health insurance or young firms that are willing to take guidance from senior level professionals on a short-term basis.” Note, this may come back to  haunt you if you DO want to stay with the company down the road.

Position yourself for the future. Remember, you are going to have to account for the time you spent at this less than ideal job when you go for your next opportunity. Think what you might market about the job before you jump in with both feet. Will you be able to explain why you took a short-term gig?

Evaluating the job opportunity is key, but when it comes right down to it, paying the bills will trump everything else. However, if you conduct a strong search that yields many opportunities, it will be easier for you to make a choice that propels your career forward.

GreatPlaceJobs offers an opportunity to search for positions in award-winning organizations, which have been shown to have less layoffs and higher returns, even in a recession.

Take a look at what we have to offer. It might be just the thing to jump start your search!

Miriam Salpeter
GreatPlaceJobs Career Advice Expert
www.keppiecareers.com

Maybe you’ve been out of work for a while. You are watching your savings dwindle and you are envisioning a long wait for the right job.

So, when you finally land an offer, it is easy to try to overlook the fact that:

• During your interactions with the company, they treated you badly,
• They weren’t particularly well organized and
• Everyone working there seemed unhappy.

I’ve written about this before, but since today’s economy seems even more likely than ever to make job seekers grab the first job that comes their way, it seems a good time to remind everyone to consider a few important facts:

• When a company is hiring, an applicant should assume that they (the company) are on their “best behavior” during the process.  So, if arrangements are disorganized, interviewers seem unfriendly, people around the office seem unhappy or disgruntled, someone makes a snide remark about the boss or HR is unclear about the position’s duties – consider yourself forewarned.
• If you take a job with a company that you know comes with problems, you may very well be jumping from the frying pan (unemployment) to the fire (employment with a badly run organization).
• If you are miserable in your new job, it will be difficult to spend time searching for yet another job, and you may wind up in a situation (if you leave the  new job) of explaining why you left, which is never easy.

The main point of this post is not to convince you not to take a job offer that will help you pay your bills. It’s to remind you that you should try not to let desperation make a decision for you. If you go into a situation with your eyes open to potential problems, don’t put on rose-colored glasses and assume everything is going to be okay. Use whatever skills you can muster to manage yourself and protect your career. Focus on how you can make the most of the situation while you are there.

I’m a big believer in the idea that awareness of a problem actually helps lead to a solution. So, if you take a job despite red flags during the interview process, remember that forewarned is forearmed. Act accordingly.

The best idea is to look for a job with an organization known for treating their employees well!

Miriam Salpeter
GreatPlaceJobs Career Advice Expert
www.keppiecareers.com