Turning a Temp Job Into a Permanent Position

Bob Larson, CPC

Career Report

October 2019 – Issue 236

Turning a Temp Job Into a Permanent Position

For workers interested in making a temporary job permanent, here are some tips from author Karen Burns from an article published by U.S. News & World Report:

Treat the temp job like a long job interview. Do your best work. Always be punctual, cheerful, enthusiastic, and conscientious. This is your chance to prove you’re a star.

Temp where you want to work. Not only will you be an obvious choice when the company thinks of hiring permanently, you’ll also hone the skills you’ll need in that full-time position.

Adopt the company’s culture. You want to show that you already work there (for real). If you look and act like a temp, employers are going to think of you as a temp.

Be a team player. Offer to work overtime if needed. Be willing to do tasks outside your job description. Make friends with the permanent workers.

Dress the part. Even though you’re a temp, you don’t need to look like one. If you dress as though you take yourself seriously, others will take you seriously.

Keep your résumé on hand. Make sure it’s up to date at all times, in both paper and electronic formats. You never know when someone may ask to see it.

Make sure your employer knows about your skills. A temp job can be quite specialized. Look for ways to let your employer and your co-workers know that you can do so much more.

Learn as much as you can about the company. Temps often aren’t given in-depth instruction. Make an effort to learn about the company’s products, services and market.

Meet people. A temp job is great networking venue. Make yourself visible. Get out and about and meet department heads, HR employees, and anyone else with influence.

Be a self-starter. Pay attention, take notes, and anticipate needs. Bosses appreciate and value people who can work without supervision.

Let them know you’re interested in permanent work. A company may assume you’re happy as a temp. From time to time talk with supervisors about your goals and let your staffing agency know you’re interested in a full-time position. The agency has a good relationship with the company or you wouldn’t be there; the agency can be a strong advocate for you.

Make yourself indispensable. This is the key. The way to turn a temp assignment into a permanent job is to exceed expectations. Make yourself an employee the company can’t live without. If you’re such a stellar worker that employers start to “need” you, you’ll be on your way to a permanent paycheck


The 4th quarter is here and hiring not only remains strong but appears to be picking up steam.  We at Berman Larson Kane have new orders from clients that we have not heard from in many years.  This resurgent’s is being caused by companies need to get deeper into the talent pool to hire exceptional candidates.

As always it is our pleasure to assist these clients and continue to use our extensive ATS to isolate talent that is not listed in the public domains.

As for the remainder of the year, we are predicting continuous hiring strength from a wide assortment of industries and are very optimistic about the New Year.

We thank all for continuing to place their faith in Berman Larson Kane’s ability to staff challenging opportunities and look so forward to celebrating our 40 years of service in 2020.


Recharge Your Batteries and Love Your Job

Bob Larson, CPC

Career Report

September 2019 – Issue 235


Burnout is one of the biggest problems in the workplace, especially for older workers, and is a major reason many people retire earlier than they projected, according to an article in AARP The Magazine. But for people in their mid-to-late 50s and into their 60s, these are generally peak earning years, so staying on the job allows for continued retirement-account contributions and a delay in filing for Social Security benefits to qualify for a higher payout.

That said, with more people wanting—or needing—to work well past their 50s, generating new enthusiasm on the job is critical, the article pointed out.

“We are rewriting the map of life,” said Marc Freedman, the CEO of Encore.org, a nonprofit organization that’s building a movement to tap the skills and experience of those in midlife and beyond. “In the past, if you were 56 or 57, it might be only a year or two before you were ready to slip into early retirement. Now you’re thinking about another 10- or 15-year working career. That changes the entire equation.”

Here from the article, adapted from the AARP book, Love Your Job: The New Rules of Career Happiness, are eight tips to help older workers reengage.

Seek Out New Duties — If you’re constantly doing the same set of tasks each day, the monotony alone can drag you down. Step things up. Scrutinize your current position to pinpoint a new responsibility you can add that will refresh your focus, and maybe even scare you a bit. Ask to be assigned a signature project you’ve always wanted to launch, or volunteer for a new role. At this stage, it’s easy to coast, but this is the time to try something different.

Get up to Speed — It’s easy to become complacent about staying current with the trends in your field. Set up a Google Alert to notify you when your employer is in the news or when a competitor is making waves or beginning a new venture. Follow industry thought-leader blogs, join relevant groups on Linked In, and participate in the discussion.

Connect with your coworkers — Subtle changes in your behavior each day can have a huge impact. For example, practice listening to coworkers and celebrate their successes. It’ll make you feel good and build esprit de corps. Reach out to new colleagues, or those you don’t know well, to grab lunch and learn about what they do and their backgrounds. Stop by someone’s office to talk about something unrelated to work. Instead of emailing a reply, have a face-to-face chat.

 Fine-tune your relationship with a difficult boss — Lots of people quit their bosses, not their jobs. No matter how impossible your supervisor is, keep your side of the street clean. If your unhappiness with him or her affects your productivity, this will come back to bite you, not your boss. Most supervisors do want you to succeed; this reflects on their performance, too. You might just need to gently show your boss, by demonstrating that you’re engaged in your job, how you can help each other.

Find joy around the edges — Many companies provide the opportunity to do volunteer work right within the organization. Find a volunteer gig that can help build relationships with coworkers (even your boss) and forge bonds across departments that you might never have had otherwise. Get involved with a mentoring program. Participate in employee activities. Join or organize a company team sport. Or create a walking, biking or running group.

 Clean up your office — When people feel sapped of energy, often they’re not clearing out as they go. Their in-box is overflowing, their desk is a disaster, and their file drawers are bursting. De-cluttering is liberating and empowering. You’re saying, “This is valuable; this is not.” It’s a physical way to be involved in making decisions about your life and what you want to do with it.

 Be happy in your work — A recent Gallup poll found that the more that employees use their strengths at work and are engaged in their jobs, the happier and more enthusiastic they are. You’ll discover that your enthusiasm will not only trickle down to the quality of your work but that people will want to have what you have. You’ll be the one they seek to have on their team. To quote Maya Angelou, “If you don’t like something, change it. If you can’t change it, change your attitude.”

 Upgrade your skills — This is especially true with new technology. Learn what computer programs your employer values, and take a class or a refresher course at your community college, or participate in a workplace workshop or training program. That hands-on approach can open doors to a promotion or lateral move. But more than that, it can ramp up your enthusiasm for your job and push it in new directions. Boredom is often at the root of unhappiness at work. If you persistently add worth to what you bring to the job, chances are your boss will notice and reward you for it, and that can do wonders for your attitude.


The summer is behind us and business and hiring should continue at a brisk pace for the immediate future.  As for 2020, although the US economy is strong,  projections and the likely hood of a recession linger in business leaders projections and world stock markets.  So 2020 hiring and unemployment is any one’s guess.   As for our local predictions, the aging of the workforce will keep unemployment low in the NJ/NY market place and the competition for top talent will not cool down.

We at Berman Larson Kane thank all for their continuous support and continue to honor the 40-year tradition of assisting hiring authorities and job-seeks with the best employment options.  Enjoy the cooler weather and hopefully not a cool down economy.


Request Your Unemployment Assistance @ Thanksgiving

Bob Larson, CPC

We are so grateful that unemployment continues to diminish hitting record lows.

However; during this Thanksgiving Holiday let us remember the millions of good folks who continue to be adversely affected by our unemployment numbers.

Over the past decades the personal painful histories that I have witnessed, due to no job or meaningful work, continues to be heart wrenching.

During this month of thanks, I encourage each of you as professionals to lend a hand, take a phone call, review a resume, coach an interview or pass on some advice to a challenged “job-seeker”.  We all have a special gift of knowledge and compassion that can only help the unemployed.

As president of our organization I assure you that we will continue our community out-reach program to assist all “job-seekers” with their efforts to gain solid employment. Since beginning these programs 10 years ago over 50,000 individuals have participated. My wish is by Thanksgiving 2019 that the need for this service will continue to decrease.

We at Berman Larson Kane continue to thank each of you for your business support during our thirty-eight year history.  Have a wonderful Thanksgiving holiday and take a moment to please be thankful for your job and take a moment to coach a less fortunate job-seeker.


Four Must-Have Job Skills

Bob Larson, CPC

Career Repot

November 2018 Issue 225

Four must-have job skills that workers should aim to possess:


Clear Communications – Whatever their level, communication is key for workers to advance. “This is really the ability to clearly articulate your point of view and the ability to create a connection through communication,” said Holly Paul, U.S. recruiting leader at PriceWaterhouseCoopers, the accounting and consulting firm based in New York.

For job seekers in particular, clear communication can provide a snapshot of their work style to employers. “I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what’s important to them,” Paul told the newspaper.

As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters.

“Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking,” and they skip basics such as spelling and proofing, said Paul McDonald, senior executive director of Robert Half International, a Menlo Park, Calif., staffing firm.

Personal Branding – Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it’s important that they like what they find, the article pointed out. That’s your brand, that’s how you represent yourself,” said Peter Handal, CEO of Dale Carnegie Training, a Hapuppauge, N.Y., provider of workplace-training services. “If you post something that comes back to haunt you, people will see that.”

Workers also should make sure their personal brand is attractive and reflects well on employers. “More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts,” Meredith Haberfeld, an executive and career coach in New York, told the newspaper.

Flexibility – The ability to be flexible and quickly respond to an employer’s changing needs will be important next year as organizations try to respond nimbly to customers. “A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt,” said Handal. “Somebody’s job market today may not be the same as next year.”

The ability to learn new skills is of top importance, said George Boué, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. “We want to know that if we roll out a new program or new tools that folks we have on board are going to be open to learning,” he said.

Productivity Improvement –Workers should find new ways to increase productivity, experts said. Executives are looking for a 20 percent improvement in employee performance from current levels, according to a recent survey by Corporate Executive Board, an Arlington, Va., business research and advisory firm.

“When you are at your job, do you volunteer for projects? Are you looking for creative ways to help the organization,” McDonald said. “The way to really differentiate yourself is to be proactive.”

Companies that are considering adding workers in coming years want current employees to operate in growth mode now, the article pointed out. “My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told,” Haberfield said.

Even hiring managers need to work on certain skills as organizations consider expanding next year. “The ability to spot talent and hire people has fallen out of use over the last several years,” said Ben Dattner, an organizational psychologist in New York. “As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle.”


November is Thanksgiving month and we at Berman Larson Kane are so thankful for your business and it is our pleasure to assist your hiring needs or career plans for over 38 years.  We never  allow a day to go by without remember what a privilege it is to assist all with their career and company growth.

As the year winds down and we look forward to the holidays; the hiring demand and number of openings continues to increase.  We see a competitive market for many skill sets and we predict that 2019 will continue  the trend.

Have a wonderful holiday season and thanks again for the privilege of allowing us to career assist.


Background-Check  a Potential Employer

Bob Larson, CPC

Career Report

October 2018 Issue – 224

Background-Check  a Potential Employer

Job seekers aren’t the only ones who should undergo a lengthy background check. According to an article by CareerBuilder.com, it’s important that candidates research a prospective employer too. Anything from pending lawsuits, bankruptcies or layoffs can be enough to raise a red flag.

Doing background research will also help candidates learn more about a company and the position they are seeking to fill, the article pointed out. And it can help you ask the right questions during an interview, which is bound to impress a hiring manager.

If you’re not sure where to start when it comes to researching a company, the following is some advice offered by CareerBuilder.com on how to conduct your own background check on a potential employer:

Check the finances – Always look at the financial stability of the company. While it may be difficult to find specific information for a private company, it’s important to try. Do online research, search local news articles and talk to former or current employees to make sure your employer is viable. When companies experience important financial events like bankruptcies, there’s a greater chance you’ll be able to find out about them and track results.

Gauge the company culture – Speaking to current or former employees can also help you understand whether you’re a cultural fit with the company before you take the job. If you’re not comfortable with areas of a company’s culture, it could hurt your career. For example, a place that prizes cut-throat tactics to get ahead may be the wrong fit for someone who is looking for a team-oriented environment.

“Find people in your network or close to your network who do work or have worked for [the company] and start a dialogue,” said Jonny Laurent of recruiting firm Sage Employer Solutions, who suggested LinkedIn as a good start. “Unless there is overwhelming evidence that the company is a bad fit, do not sell the company short and still interview, but now you can interview with open eyes.”

Check its problem-solving record – The way a company approaches problems can be a good indicator of whether you’d want to work there and how the company treats its workforce. Before taking a job, find out “what has been the company’s greatest challenge over the past year and how have they approached and solved the problem, said Jayne Mattson, senior vice president of career management company Keystone Associates.

In a weak economy, it can be especially telling to see how a company has dealt with tough times, the article noted. For example, if it’s been able to grow an area of its business – and you’re being hired for a new position – it can be a sign of good leadership.

Track layoffs and career progression – For most people, the biggest fear once they take on a new job is a layoff. And while that task can’t be entirely prevented, it’s good to understand a company’s track record. If the company has had multiple rounds of layoffs, it pays to be more careful when taking on your new role.

Additionally, try to find out who had the job previously, why he or she left and where they went, the article pointed out. Knowing your career options after you’re ready to move jobs can be a good way to gauge fit.

If you have any lingering questions, don’t be afraid to speak up when talking with the recruiter or during an interview with the company. Not only will it help to calm your anxiety, but it’ll show hiring managers that you’ve done your homework and understand the company.

A background search “will help you and the company make sure the role is going to be a good fit for both of you,” Mattson told CareerBuilder.com. “Ask questions that will get to the heart of what you are trying to understand, so you will make the right career decision.”

News from BLK

Q4 IS HERE! Hiring is strong! It is a job-seekers market.   We at Berman Larson Kane are continuing to see a steady increase in hiring activity from our clients.  New clients are emerging as they look to increase their talent flow and discover talented passive candidates with exciting opportunities.

So if you are a job-seeker give us a call or if you are an employer allow us to assist your recruitment efforts.  Enjoy this football weather as the hot days of summer become memories.

Thanks so much for allowing Berman Larson Kane to assist with your hiring and career aspirations.  It has truly been a privilege  to assist over the past 4 decades.


The Problem with Pointing Fingers

Bob Larson, CPC

Career Report

September 2018 Issue – 223

The Problem with Pointing Fingers

When things go wrong at work and mistakes result in a problem or even the loss of business, employees often get annoyed and want to place the blame on someone. But before pointing a finger at a follow employee, it’s important to take a step back and look closely at the situation. In the following Q&A feature article from The New York Times, careers columnist Eilene Zimmerman provides some important insight on the subject while also offering guidance on the importance of crediting employees for their good work when credit is due.

  1. How can you place the blame for a problem or mistake in an acceptable, professional way?

The last thing you want is a reputation for throwing co-workers under the bus, the article pointed out. Instead, it’s far more politically savvy and productive to approach the mistake as a team problem. “Recommend a post-mortem analysis of what happened, where you look at the chain of events, what occurred and what didn’t, and questions get answered in a good-faith process,” said Ben Dattner, a management consultant and author of “The Blame Game: How the Hidden Rules of Credit and Blame Determine Our Success or Failure.”

Even if it was clearly just one person who made the mistake, it’s helpful to look at ways the entire team can make sure the error isn’t repeated. Jodi Glickman, president of Great On The Job, a communications training firm in Chicago, said that little is accomplished by focusing on one person’s mistake. “It’s not about the one error,” she said. “It’s about the breakdown in communications or the lack of understanding of responsibilities.”

You can, however, speak privately to the person, letting him or her know you are aware that the mistake is their responsibility, and ask how you could help prevent it from happening again.

  1. What if someone blames you for something that isn’t your fault? Can you protect yourself without seeming overly defensive or childish?

Avoid a knee-jerk response and take a step back instead, said Lynn Taylor, chief executive of a workplace productivity firm in Santa Monica, Calif., and author of “Tame Your Terrible Office Tyrant.” She suggests putting yourself in the other person’s shoes to try to understand why he or she is blaming you. Show empathy to help defuse the tension, letting the person know you understand that there is reason for concern.

Keep your tone professional, and stick to the facts. Acknowledge that while you weren’t involved with the problem, you will be happy to help resolve it.

How does all the finger-pointing in a workplace affect its culture?

Unfortunately, finger-pointing or scape-goating is fairly common, said Jill A. Brown, an assistant professor of Management at Lehigh University. When people are insecure, they tend to shirk responsibility for their mistakes, she said. Indeed, a culture of blame can create a very difficult work environment, added Alina Tugend, who writes the Shortcuts column for The New York Times and is author of “Better By Mistake.”

Research shows that people in the workplace tend to copy blaming as a behavior, whether consciously or unconsciously, thus perpetrating the problem, Tugend told the newspaper. “Conversely,” she added, “when people see others taking responsibility for their mistakes or failures, they also copy that, creating a better overall work environment.”

Giving and receiving credit for a job well done is important, too. What’s the right way to give credit to others?

Credit motivates employees, Dattner said, and when there is a lack of it, people become demoralized and disengaged. But make sure that the amount of credit you give is commensurate with the accomplishment. “If it’s a small thing someone did, for example, don’t make it a public event,” Taylor added. Instead, thank the person privately or by e-mail – and be specific about what you’re acknowledging.

And be sure to give credit only when it’s truly deserved and then do so in a variety of ways and places – at meetings, during a lunch, in an e-mail, by text or by memo, using different language each time, she said.

Although acknowledging others is important for overall morale, does it benefit you directly in any way?

Giving credit to others publicly positions you as a leader, Brown said, because the ability to give credit is an important dimension of leadership. It also makes others want to work with you and for you. “If you share credit, are conscious of other people’s agendas and are always trying to make colleagues look good, people will love you,” Glickman added. “They will want to be on your team.”

News from BLK

Unemployment continues at a record low and employment shortages continue to become more severe in the technology sector.  Although wage inflation has not materialized in the general labor market we are witnessing a sharp rise in IT Developers hourly rates as the competition in this niche continues to become more competitive.

At Berman Larson Kane we continue to do our best to service our clients’ needs in several sectors with the IT developers talent niche is challenged.

As for looking ahead we are optimistic that employment will remain strong for the remainder of the year and well into 2019.  We thank all for your support and continue to build our potential talent cues to service our job-seekers and hiring managers.


Position: COMPENSATION ANALYST Part Time 20-25 Hours / Week

HR Consulting Firm… provides a fast-paced, stimulating work environment conducive to career development. Competitive pay  is provided commensurate with experience.

Compensation experience desired.

Duties & Responsibilities include:

  • Assist with development of compensation plans
  • Work independently to process information data reports, trends, etc.
  • Market and financial research and analysis
  • Responsible for high volume of market pricing
  • Strong Job analysis/evaluation
  • Strong Data extraction and analysis
  • Proposal and report preparation
  • Salary survey review
  • Ad hoc reporting

Required Knowledge, Skills and Abilities:

  • Proven strong analytical, critical thinking and problem solving skills, and ability to synthesize information and data from a variety of sources
  • Must demonstrate advanced proficiency in the use of Microsoft Excel, including the ability to create complex models, formulas, macros, etc.
  • Ability to develop/create professionally formatted summary materials (e.g. spreadsheets, tables, charts)
  • Proficiency with standard Microsoft Office applications (Access, Word, Power Point, Outlook)
  • Must be well-organized with excellent time management skills, and attention to detail and accuracy
  • Ability to identify and understand broad-scope issues while simultaneously attending to details
  • Must be a team player with excellent follow-up
  • Must be self-motivated and results oriented; take ownership of projects and produces results
  • Pro-active, goal-oriented and able to move quickly to resolution
  • Strong verbal and written communication skills
  • Ability to apply sound judgment to solve problems, make defensible recommendations

Minimum Education:

  • Bachelor’s degree in human resources, finance/accounting, or a business-related field
  • Master’s Degree in a directly-related field preferred

Forward Resumes to: Jobs@jobsbl.com


Five Ways to Derail an Interview

Bob Larson, CPC

Career Report

July  2018— Issue 221


Five Ways to Derail an Interview

An interview is one of the hardest things to obtain as a job seeker – and unfortunately, it’s also one of the easiest ways by which you can lose a job opportunity. Indeed, interview mishaps happen to everyone, but by being well-prepared and aware of potential interview blunders, you can enhance your chances of avoiding them and securing the position you desire, according to an article published by CareerBuilder.com.

Being well-prepared can clearly impress a potential employer, the article noted. That’s why it’s crucial to research the company ahead of time and prepare lists of questions that the employer might pose, as well as questions to ask the employer, as covered in last month’s feature story. It’s also important to relax and be yourself during the interview.

“You can essentially direct the interview to areas you are most comfortable talking about,” said Laura Rose, a life and business coach and owner of Rose Consulting, who pointed out that using this strategy relaxes the entire interview. “Listening to the interviewer answer your questions, you can clue in on his terminology and what he feels is most important. Then you can highlight those same terms and skill set in your comments back to him.”

Yet despite such preparation, there are unfortunately still many ways to derail an interview. Here, according to CareerBuilder.com, are five mistakes that jobseekers need to steer clear of:

  1. Inappropriate Attire

“If you are not professionally attired, you won’t get the job, even if you are the most qualified,” said image consultant Sandy Dumont. “Always dress better than required for an interview. Never dress down, because it is insulting to the other person. It says, ‘I don’t have to impress you; I dress for my own comfort.’ When you dress to impress, they get it, and you will stand out from all of the other candidates.”

  1. Trying to lead the interview

“Many of my clients have children [They have a] tendency to talk over their interviewers. That’s how they manage to be heard at home and that’s what they often do in their interviews,” said Roger Cohen, a career counselor. “When you don’t listen, you don’t get invited back for a second interview. Interviewers, in general, want and expect to be in the driver’s seat.”

  1. Showing up too late or too early

“If you’re more than 15 minutes early to your interview, go to the restroom and freshen up, then casually walk in about 15 minutes before your scheduled appointment,” said Maggie Applegate Prasad, founder of WiSo Résumés.

  1. Bringing your own food or drink

“Do not bring any food or drinks into the office of the interviewer. Many find eating or drinking a big distraction and some people are sensitive to smells,” Prasad said. “It’s best to just wait until after the interview is over.”

  1. Forgetting important information

“On a sheet of paper write down the following information: company, address, phone number, hiring manager, person who scheduled the interview, position you are interviewing for and job duties,’ Prasad said. “Study this and bring it with you the day of the interview.”


“Hot Summer Even Hotter Job Market” is the feedback from BLK staff and clients’.  With record low unemployment rates top talent is in short supply and the competition for top tier candidates has never been hotter.

So if you are challenged to hire and are experiencing challenges finding top talent give Bob Larson a call @ 201-556-2887.  He is always available to listen to your challenges and will see if Berman Larson Kane can recommend a cost effective solution to your staffing needs.

Enjoy the summer and all the fun that the season brings.

Interpreting Job Postings

Bob Larson, CPC

Career Report

June 2018— Issue 220

Guidance for Interpreting Job Postings

Trying to figure out the language of job postings is one of the biggest challenges that job seekers face. That’s because job postings are presented in many different formats. If you’re not careful how you interpret them, you may easily eliminate yourself as a possible applicant.

Job and career expert Nathan Newberger believes there are four key components to job postings — requirements for experience, salary, organization skills and proficiency. Learning how to decipher the specifics of what each conveys in an ad is a critical first step in applying for jobs advertised. Newberger provides the following guidance and insight from his newsletter WorkTree.com on each of the requirement components, offering deeper meaning to job advertisements and help for job hunters in addressing such ads that come their way:

  1. Experience Required

The single most common requirement stated in job advertisements is experience. Some positions require no experience at all, while others might require 1-2 years and most senior positions might require 10 years or more. These numbers can be intimidating, but the right approach can make a difference. When thinking about the experience required by a job, consider these three options:

  • Work experience is not just typical jobs. Internships, volunteer work, and clubs are all valid forms of experience. Any learning opportunity is considered work experience.
  • Tailor your résumé to fit the job description. If an advertisement says that a position requires three years of experience in sales, make sure your résumé highlights the fact that you have three years of experience in sales.
  • Not meeting experience requirements doesn’t always eliminate you. More than anything, companies want good employees. Between your résumé and cover letter, if you can persuade a company to view you as diligent and quick to learn, you have a good shot at the job.
  1. Salary Required

In addition to a résumé, many job ads ask you to submit your “minimum salary required.” This request strikes fear in the hearts of the timid. If you give too high a salary, a company may not be interested in you. If you give too low a salary, you may not be able to make ends meet.

When you are caught in this dilemma, you have two options:

  • Many times you can get by just by saying that your salary requirement in “negotiable.” Putting off salary negotiations until you actually have the job is a good stress reliever.
  • Try calling the employers anonymously to get information. If a specific number is absolutely necessary, provide a salary range.
  1. Organization Skills Required

Anytime a job advertisement makes a point to mention “organizational skills” or “communication skills,” the employer actually wants to know three things: do you get the job done on time, do you do the job correctly, and do you work well in teams. Now if employers were that direct, job hunting wouldn’t be so difficult.

Since life isn’t that easy, you have to be sure to answer the secret questions you are asked:

  • Be sure to incorporate your ability to meet deadlines and work on team projects into your résumé. Your résumé creates the first image an employer will have of you.
  • Employers love multi-tasking. Convey the fact that you had many responsibilities at previous jobs, and you always succeeded.
  • Explicit examples are always good. If they do not fit in your résumé, work them into your cover letter. Otherwise be sure to mention them in your interview.
  1. Proficiency Required

Besides generic traits that employers like to see in applicants for any position, job advertisements will make statements about specific skills related to a specific job. It seems that the most favorite description to use is “proficiency in.” Other popular descriptors are “command of” and “working knowledge of.” They all mean the same thing, but many people don’t realize what it is.

Whenever you see specific skill requirements and wonder whether or not you meet them, consider these issues:

  • Certain skills have official certifications, so if you have one be sure it is on your résumé.
  • Being proficient means being comfortable using something on a day-to-day basis and being able to answer simple questions about it.
  • When it comes to languages, there is a difference between being fluent and understanding most things. There is no shame in saying you have a “conversational” understanding.
  • If the same skills continue to pop-up in job postings, it may be time for you to acquire them.

Perhaps job advertisements are not as direct as they should be, Newberger points out. Nonetheless, there is now an industry standard on how to write them and its up to you to be able to read them correctly. These tips should give you a good starting point for tackling new job advertisements that come your way, he explains. Keep them in mind, because deciphering the language of a job advertisement will put you a step ahead of everyone else.


Bob Larson, CPC  recently was one of the presenters at Seton Hall University  for a program sponsored by the NJ West Point Field Force on Ethics & Leadership on June 3rd.   Bob’s reaction to the high school students who attended ” I was extremely impressed with the young women and men’s exceptional talent, articulation and maturity beyond their years.  If this is sample of our countries future we have a lot to look forward too.”

As the summer weather begins the job market remains hot and probably the best conditions for job-seekers in the past decade.  Employer ‘s are challenged to attract top talent in a wide verity of technical and leadership positions.  We at Berman Larson Kane thank our clients and candidates for their support it is truly and honor to assist the hiring process and career enhancement challenges of job-seekers and employers.  Enjoy your summer.

Turning Downtime Into Job Offers

Bob Larson, CPC

Career Report

May 2018— Issue 219

Turning Downtime Into Job Offers

If there’s one thing that most unemployed job seekers have in abundance, it is time. And yet many of them misuse it. According to an article in The New York Times, that’s because in the post-layoff life it can be easy to put off completing activities and projects. Unlike when you’re working, no one will come after you if you don’t finish them.

But having a structured schedule can change all of that, turning downtime into productive time and helping to improve one’s chances of finding a job.

Without a structured schedule, the article pointed out, it can be very easy to go to the gym, have a leisurely lunch, take a nap, and watch some TV before dinner. Or you may engage in a whirlwind of e-mail messages, Googling, calling and appointment-making, only to realize that very little of it got you closer to finding a job.

“Having no structure is the biggest enemy to being organized and being focused,” said Julie Morgenstern, a productivity consultant in New York and author of “Time Management From the Inside Out.” According to Morgenstern, job seekers should create specific work hours and a time map along with mini deadlines, she said. Like many other experts, she recommends treating job hunting like a full-time job.

Kimberly Bishop, chief executive of a career management and leadership services firm in New York, added that looking for a job involves so many steps that trying to define and prioritize them can be overwhelming. “I don’t think that there’s ever a time that the job search process is easy,” Bishop said. Because it is not something people tend to do on a regular basis, few are truly skilled at it, she said, but “being prepared and having a plan and a process brings confidence.”

To begin, Bishop told the newspaper, set aside a physical space for job hunting and devote from several days to a week solely to laying the groundwork for your search, she said. Too often, Bishop said, people fling themselves into making appointments and arranging interviews before they even have their résumés updated or know what kinds of jobs they should realistically seek.

Prepare résumés, write sample cover letters, assemble your references, and put together samples of your work, she recommended. Compile an inventory of your skills, accomplishments and honors – Bishop calls this a “success folder” – ready to be shown or recounted during interviews.

“Once the job hunt gets started, it’s so easy to become overwhelmed with just the management and organization of paperwork,” Bishop said. So create files, either paper or computer ones, to keep track of where you have applied and where you have had interviews.

After this initial preparation it’s time to get started in earnest, the article pointed out. Morgenstern suggests dividing the day into three compartments: preparation and research, meetings, and follow-up. “Mixing it up” this way can stop you from obsessing about things and from being paralyzed by perfectionism.

Bishop echoed this sentiment, saying it is dangerous to spend too much time on any one thing. Some people spend all of their time in front of the computer sending unproductive e-mail messages and applying for jobs for which they aren’t qualified. Other people spend all day at networking meetings and informational interviews without doing the concrete work that leads to an actual application or an interview.

In the article, Morgenstern suggested this sample day of varied activities: From 9 to 11, do background research on companies that you will be applying to or interviewing with. Research unconventional industries that may fit with your skills. Take an online career assessment test. Generate a list of contacts for networking purposes. Look up networking organizations.

Between 11 and 2 or 3, you might meet with a friend or former colleagues or a career counselor for lunch or coffee. Try to schedule a meeting every day, or five meetings a week. “These benchmarks keep you from becoming complacent or depressed,” and keep you connected with the outside world, Morgenstern said.

Then go home and do follow-up work, she said. Send a thank-you e-mail message to the person you had lunch or coffee with and forward any articles or leads that you may have mentioned. Send thank-you notes that day. Do not put that off, she added.

End every day by planning the next one, plus the two days after, Morgenstern said. This “three-day arc” puts your job search in context and enables you to pace yourself. “People are energized by getting things done,” she said. “Energy then begets more energy and more productivity” and that begets confidence. Then, she said, when you’re calling people on the phone or meeting with them, you radiate confidence and increase your chances of being hired.”


Finally we have experienced some warm spring weather and the job market continues to warm and at times even over heat.  We have been experiencing challenges in finding great talent in several niches.  Client plans for hiring continues to increase and the unemployment numbers remain in record low territory.

So this remains a good time for job seekers and hopefully wages will see an increase for all in the near future.

We do see job descriptions being restructured as the nature of productive work continues to adjust to innovative market conditions.

As always we thank everyone for their support as we celebrated our 38th anniversary bringing the “Best Staffing Options” to employers and job-seekers.