(c) Andrew Magill - used under a Creative Commons LicenseIf you’re a stay at home mom or dad, did you know that you can still be contributing to your own retirement account?

Even if you aren’t currently employed (which is debatable, really, because raising kids is a very difficult job), you and your spouse can file a joint tax return. Then as long as your spouse’s income is within the limits set by the IRS, you too are eligible to contribute to a Traditional or Roth IRA account.

Okay, so you’re technically unemployed, but you earn a little bit here and there from blogging, babysitting the neighbor’s kids, or (though who has this nowadays, I don’t know) you might just have some cash burning a hole in your pocket.  It’s not too late to start a little nest egg for yourself!

For those worried about possible tax penalties and liquidity just in case you need that money sooner than retirement, look into opening a Roth IRA if you and your spouse’s total combined income is less than $176,000. (2010 guidelines)

Helpful links:

Even if the stay at home spouse does not make any income, you can still put money into an IRA – this is considered to be a spousal IRA.  If the stay at home parent makes more than $5000, consider setting up your own retirement plan.  You can save quite a lot of taxes by transferring your income from one tax category to another.  (Kim Luu)

Photo credit: Money by Andrew Magill

Stop obsessing about your credit score.  Don’t pay for those services to monitor them or get a number.   Relax, ignore the scare-based tactics.   Your credit score depends on who pulls the report and how.  This is the secret the credit score industry doesn’t want you to know.

Is a good credit score important?  Absolutely, but don’t stress over 20-50 points.  People have jumped through hoops to squeeze out a couple of points and pride themselves on having an 800 score and it’s not even the real number.

Everything that a lender or mortgage broker told you?  Probably second-hand and perhaps even misleading,  unless they are in senior management and run the credit department.

How did I discover this secret?  Simple, I had to dig.  I created the credit department for a bank and was a business lender for years, yet I never questioned the origins of the FICO score because that was just how business was done.   You contract with the credit rating company, you tell them what you want the score is for, and you get the customer’s credit rating.

First let’s define what is the credit score.   A person’s credit score, or FICO score (the most commonly used credit score), was created by the Fair Isaacs corporation.  They are the big daddy in the credit industry.   The FICO score is calculated using a proprietary formula that weighs the amount of debt you carry relative to your available credit, the timeliness of your payments, the type of debt you carry, and other factors to assign a score between 300 and 850.  The company mines data about consumer information and habits.  They then throw all this into a big vat of calculations to predict what you would do about repaying debt.   The top 20% of credit profiles receive a score over 780 and the lowest 20% receive scores under 620.  They then sell their services to companies  throughout the United States in many different industries.

One day there was a business borrower who I really believed in.   Our FICO cut off was 720 for me to approve his business loan.  I could have stretched in certain ways but not about the FICO score.  That was a line in the sand that we don’t cross unless we wanted to get slapped by federal bank regulators and lose our jobs.

The small business owner’s score was in the high 600s.   I sat with him and went over what he needed to do to raise his score.  I gave him tips and secrets and told him to come back in six months.   He showed up at my office three weeks later with a lovely piece of paper from a credit agency that showed his FICO score at 785.   I was rather surprise that his score would change so drastically in such a short time but I went ahead and requested his score again.  It came back as the exact same number that we had before.

Now, at this point, I was confused because the report he had showed clearly indicated FICO score and it’s from the same credit agency that I bought the score.   I thought that maybe my system had saved the data so I requested it directly from my credit department.  Lo and behold, it’s still the same exact score.    I then asked my mortgage department, a different department at the bank, to pull the score for me. They came back with a third, completely different FICO score.

I told the customer to come back in a week and give my system time to update the data.  The following week, his score was now worse than it was originally because we had pulled so many credit reports in such a short time.   I was willing to go the extra mile to help this business owner so I fought for the next two weeks to find the answers from my credit agency vendor.  I wanted to understand what was going on and I had the clout to access senior management.

It turns out that there can be hundreds of different credit scores for the same exact person.

Your mortgage lender is going to be interested in totally different things than the auto dealership.  When you walk in the door and the car dealer pull your credit score, it will be a different one than the one that your banker pulls at the exact same time.   The scores can vary as high as a couple of hundred points depending upon the circumstances and the exact product that those lenders bought.

A FICO score can be calculated differently depending upon a specific lender’s preferences.  Think of it like customizing a cooking recipe.

The car dealership tells Fair Isaacs, “I want something sour”.  So Fair Isaacs will pull out the various statistics about you from their cauldron to make something sour.  The mortgage lender, on the other hand, prefers something sour with a bit of salt so he will get a different flavor made from slightly different data.  This process is repeated by every different company that requests your credit score.  Aside from preferences, pricing will also make a difference in what your score looks like.  Why?  Because the company is paying for less data if they go cheap so they get a different score than someone who went for the deluxe package.

Now to make it even more confusing, there are three different credit bureau agencies who collect almost the same data but not quite.  They compete with each other for business and tout their own score as being the most accurate.   So if mortgage lender A chooses Fair Isaacs, your score might be 726 but mortgage lender B chooses Trans Union, your score might be 702.

That credit score that you paid good money for directly from the credit agencies?  Bogus.  It’s based on completely different formulas than what lenders actually use.  It’s meant to make you feel good.   The number is somewhere in the ballpark if you haven’t made any recent changes.  Your changes will affect the score that you buy overnight but the lenders’ scores will take months before the system feels comfortable about integrating it into the formulas.

So the next time someone boasts about their perfect or amazing credit score, just let them feel good and be secure that you know the truth.

Are there any secrets or tips that you can share with our readers about credit scores?

© 2010 MoneyandRisk.com all rights reserved

photo credit: fairy tales

Previously we discussed the advantages of becoming a key opinion leader in your industry, and why it was a strategic career objective. Few people in the corporate world have guaranteed job security. Unless you are a money making machine for the business, anyone is dispensable. Having wide industry recognition is like having $10 million in your bank account, everyone is your friend and you choose opportunities on your own terms.

Here are key attributes to obtaining KOL status in any field:

1. Be Credible
2. Have Something Interesting to Say
3. Be Interesting
4. Build a Following
5. Always Self Promote

This article will focus upon the steps one can take to build a road map towards achieving credibility and obtaining key opinion leader status. Every person’s road map will turn out differently, but the milestones mentioned below can be sign posts along your way.

  • Work for the one of the top 3 companies in an industry niche at some time in your career.  Success is like poison ivy, it rubs off on people who touch it.  Early in my career I worked for 2 different marketing vice-presidents at two different SMBs, both of whom had lowly middle management positions with the same previous employer.  Their ticket to instant senior management: that previous employer happened to be Disney.  Leveraging someone else’s brand gives you instant credibility, the type of credibility a KOL needs to have.

If you already passed up your opportunity with one of the top 3, there are other career possibilities that will give you instant credibility: join a successful start up, write for an industry publication, or work for a respected consulting firm.  If you come from a investment banking or accounting background you also bring a certain level of credibility.

  • Be true to your word. Credibility begins and ends with your word.
  • Know your buzzwords. Every profession has its buzzwords. Know them and use them correctly; vocabulary establishes validity.
  • Read and stay informed. Spend 1 hour a day keeping up with your industry. Pay special attention to who is coming and going with the major companies in your field. Send out emails to those you know, when appropriate. When you do meet a power broker you’ve been tracking, your conversation will be from the vantage point of familiarity.
  • Want to be a key opinion leader? Know whose opinions you should respect.
  • Get certified. Every industry has its own set of credentials. Make sure you spend the time and money to get certified in as many as you can. Those letters they place after your name in conference biographies spell “instant credibility”.
  • Be active in a respected industry organization. One of these groups will ultimately become your power base. Be active, if you can, at the local chapter and build your reputation with the central leadership. It’s at their national conference where your important networking will occur. Use your organizational contacts to get introductions to (other) leading KOLs and industry power brokers.

Don’t have the time and money to be involved with an industry organization? Well I’ve rarely heard an employer respond ‘no’ when an applicant states during the hiring process ‘I’m an active member of an industry group, will the company continue to pay for my membership and annual convention attendance. I’m on the organizing committee.”

  • Build your network. It’s sufficient to say that the more you can name-drop, the more credibility you have. Think back to every “Do you know Mr. Smith, he was at that company when they launched that marketing disaster” conversation you ever had, and you’ll understand how important your contacts are. The ‘Who do you know’ game quickly establishes where you fall in the industry pecking order, and your relative credibility.
  • Write articles for industry publications. Leverage your trade connections to get articles published in the leading periodicals and websites in your field.
  • Comment on popular industry blogs and forums. Be a good community member and participate in popular forums and on industry-related thought leaders’ blogs. Acceptance as an active online community member brings you respect and builds your network.
  • Write for a blog. At some point you may want a venue to express your opinions. Running a blog is a good platform for your developing your writing skills, sharing ideas, and for building your industry network. Variations on this tactic include writing op-ed pieces and being a contributing member to a multi-author website.
  • Write a book. Nothing says credibility more than 70,000 words on a single subject. Don’t have a book deal yet? Start with an e-book or self publish. Many times the general community won’t know the difference between getting self published and getting a paid book deal. Sometimes you may make more money publishing a book yourself anyways.
  • Present at industry events. This is the bread and butter of most key opinion leaders. Every presentation you make is big road map sign proclaiming “I’m a thought leader in this industry”. It’s also how you will sell that book we mentioned in the previous bullet point.
  • Get quoted in the general media. You are really somebody when your Mom and your boss’ spouse see you on TV. Strive to become a source for the reporters who cover your field for general business periodicals like the Wall Street Journal. Most now have published email addresses, strike up a conversation with them. You may also want to check out Haro.com.
  • Participate on industry panels. You are well on your way. Panels are the coronation ceremony of KOL-dom.

KOL, thought leadership, and beyond. Now you have entered the realm of weekend strategy seminars, consulting contracts, government panels, and board of director memberships. Congratulations, you’ve made it. Let’s do lunch sometime.

© 2010 MoneyandRisk.com all rights reserved

photo credit: Corey Templeton

Losing your job is only slightly less painful than a 3rd degree burn. Often you know the firing is coming; the smoke signals are clear.

One job protection strategy is to create a highly visible PR role for yourself in the industry.  There is nothing senior management hates more than embarrassing themselves in front of their peers.  Build a successful industry PR campaign around yourself, and it can become very difficult for senior management to let go the “face of the company” or a “voice of the industry”.

Achieving the status of an industry Key Opinion Leader, or KOL, is a very strategic career objective. Not only does it make you an invaluable company resource, it also draws the attention of industry recruiters and executive search committees from other employers.

There are a couple of rules to follow along the path to becoming a KOL:

1.  You don’t want to be seen promoting yourself more than the company for which you work.  One may suspect that might have happened to famed social media maven ex-Kodak CMO Jeffrey Hayzlett.

Right before his departure, Hayzlett used his Kodak-associated Twitter account mainly to plug his business book, “The Mirror Test: Is Your Business Really Breathing”.  Going on a book tour is not always in your employer’s best interest.

2. People inside your own company need to know you are famous, and value your PR efforts.  If your industry blog only gets 10 visitors, then you may not want to send the link to your CEO.

On the other hand, SEO guru and Google employee Matt Cutts may have more job security than Google CEO Eric Schmidt.  Matt Cutts’ blog gets 150k unique visitors a month and has been cited as the best SEO blog on the web.

3.  Don’t embarrass the company.  As long as you toe the company line, you will be safe.  Unfortunately once you achieve notoriety, staying a good team player may necessitates some loss of creative license and freedom.  Your work may now require scrutiny and approval from the following people: your boss, HR, legal, internal PR manager, external PR firm, the CEO, the creative director, and the CEO’s spouse.

In the next article we will explore some specific steps you can take to become an industry KOL.

© 2010 MoneyandRisk.com all rights reserved

photo credit: oschene

In the process of interviewing applicants for several open positions, I’ve noticed a number of non-traditional cues have been influencing my impressions about the candidates—beyond what they say, their references, and their resume. It’s the little things that leave a lasting picture of each person under consideration.

  • The way you interact with the receptionist and/or the HR screener.  The receptionist is the best ‘instant person reader’ in the company (along with the CEO and the national sales manager).  They’ve seen who gets hired, and who doesn’t.  They know the culture of the company.  For a larger firm it’s the HR specialist.  Treat both like you would a kid holding a loaded gun: lots of respect and with all the charm you have.
  • The car you drive.  This is especially true for second interviews.  By now I know what you look like, so I can track where you park from my office window.  I want to know whether you keep your car clean, no dents, and most importantly—you have a car.  I had one job applicant who volunteered that he’d sleep in my office if he got the job.  He not so coincidentally had someone drop him off to the interview.
  • What comes up when I Google you.  I go at least three pages deep into the results to find what I can about you.  I also check Google Images and Google Blogs.  So if you play in an Ozzie Osborne cover band on Saturday nights, you might as well bring it up in the interview because I already bought tickets to your next show.
  • Is your outfit pressed and are your shoes shined.  Your clothes probably came from the cleaners, so I better not see wrinkles.  If you don’t know what to wear already, then go buy Dress To Impress from Amazon.

The clothes make the applicant, so dress like the hiring boss’s boss.  You want to be seen as a member of the “club”, someone who can make a presentation to Senior Staff or the Board, someone your prospective boss will be proud to parade in front of the rest of the team.  Be the “trophy” hire, at least in your choice of outfits.

Personally I’m into shoes. If you bother to shine your shoes, you probably will pay attention to the details in your PowerPoint presentations.  It’s the little things that make a difference.

  • Be professional with your hair, your make-up, your scent, and your nails.  One huge personal appearance give-away to one’s inner personality, at least for me, is hair. Crazy people have crazy hair. High maintenance people have high maintenance hair.  Sexy people have long, sexy hair.  Sloppy, lazy people have—you guessed it.  Then there are business people who exude power; they have short, business-like no-nonsense hair.

Don’t wear strong perfume or after-shave.  You don’t want the interviewer to pass out during the interview or have to grab a breath of fresh air every 10 minutes during the interview.

As for make-up, women should project business professional.  Definitely no glitter and no garish color tones.

Guys–please no nose hair. Same goes for the ears, knuckles, and neck—hair should not migrate.

And remember we’ll be sharing office birthday cake together.  Wash your hands and clean your nails, capishe? No chipped fingernails for the ladies either.

  • Mom was right, don’t slouch.  Lean back if you want to show dominance (of course I’ll hate you for playing power games with me).

Better if you mirror my body language. If I lean back, you lean back. If I talk, you lean forward and muster all the interest you can bring. Nod too. All this is cliché, but effective. Remember this is a date, and you want me to remember your name tomorrow.

Control any nervous ticks, “shakey legs”, or repetitive hand gestures you may have too.

  • Whiten that smile. The teeth whitening people at Crest have done a study and found that teeth whitening will get you hired, and give you a higher salary.  Who am I to argue?

One pet peeve I’ll mention here: don’t chew gum during the interview (or do any other weird mouth related activity).

  • Smile with your eyes.  If you’re not genuine in your interview, then I’ll be worried about a knife in my back and your butt in the boss’s office.
  • How you answer the phone. When I call you, be professional. If you’re not there, make sure your phone message states your name so I know you exist.
  • Sanitize your social media sites.  I’m looking for the dirt on you because I want to know “Will you fit our corporate culture?” I’ll back track your LinkedIn and find clues from your resume, just because its fun—and because I want to know who you really are.  Can I trust you at lunch with our clients, at a meeting of the Board, at dinner with my wife? Please make sure you create a personal list in Facebook and keep your private life private.  Also keep your personal web pages discreet, it’s a small world.

I’m sure there are a number of other non-verbal and incidental mannerisms and traits that have impacted my opinion on candidates I’m not even aware of.  I’d like to hear what has influenced your impression about a candidate, both positively and negatively.

© 2010 MoneyandRisk.com all rights reserved

photo credit: afagen

Recently I’ve been recruiting for a product specialist in a niche corner of a certain industry.  It will be a key position for the company, and to learn more about the applicants I wanted to handle the process myself.  Unfortunately I’ve had to find the best way to recruit without knowing much about an industry that is still somewhat new to me.

I like a good challenge.

Needless to say there are several options that are not truly job sites but still worthy of using; such as Twitter, Craig’s List, and EBay Classifieds. I’ll talk about these options in a future article.

Here’s how I went about quickly identifying some excellent websites to recruit from in less than a day.

  • Start by Writing the Job Description as a Job Post.  I like to do these two things as one, it saves time and it points out holes in your job strategy. If you can’t sell it, then maybe you haven’t thought it out.  Make sure your job post addresses the following topics :
    • Why an applicant should want this position.  Make is sizzle and write a great hook, this is an ad after all.
    • Why an applicant should work for your company.  If you can’t sell your company, maybe you’re the one they should be replacing.
    • Job responsibilities.  What will they be doing, don’t puff it up too much though.
    • Job requirements.  You want qualified leads, not just resumes.
    • What are you are offering.  Show them the money, and the benefits.  I like the strategy of putting this near the top if it’s a good hook, but standard practices keeps it at the bottom.

Needless to say I had several people critique the job requirements and edit my writing before I posted.

  • Ask Around. I then reached out to several people in the industry and ask their advice. How did they get their jobs, what job sites have they heard about? This seemed like an obvious step, so I took it.
  • Reach out to popular industry communities.  Then I created an account and posted on the community boards and forums, most of them have a recruitment sections (or should).  Type in the key search term “resume” or “job post” and see the threads and posts that are shown in the results. Look under the training section.  Poke around

If you still can’t find any clues, go ahead and ask “What are the best Internet sites to find jobs in……”, or something to that affect. You may want to create an identity that isn’t traceable back to you in case you end up sounding too much like an ignorant newbie.

Searching for excellence

To demonstrate, let’s use the banking industry.  Anything do to with this example will be in red font.  Doing a quick search I found an active board called http://www.wallstreetoasis.com.  Honestly I haven’t spent any time on this particular board and can’t comment on the quality of the community, but I noticed they did have a job posting section.

By the way, this is not the industry I am recruiting on, I simply wanted to see if I could duplicate my approach.

  • Performed a quick search engine results review.  If I were searching for a job, where would I begin?  A search engine naturally (Blame my SEO experience).  So I did a couple of searches using key words to see what job posting websites popped to the top of the search engine results.

When doing a search on the term “banking jobs” I found the sites bankjobs.com, careerbuilders.com, and banking.jobs.net all placing very high.

  • Used Compete.com and other SEO tools to check potential posting sites’ web traffic.  Once I compiled a list of potential job boards and websites, I wanted to assess which domains got the most traffic.  My assumption was that the more traffic a job site gets, the more applicants will see the job post.

Quality is also important. I didn’t want to put my post on some affiliate site or a web traffic trap.  That meant I back-searched several websites to their originating domain.

Using Compete.com in our Banking jobs example, we see that Careerbuilders.com’s banking-finance sub category gets twice the traffic as bankjobs.com and three times banking.jobs.net.  Of course this quick demonstration does not provide nearly enough information to decide on which you should use, but it does give you additional insight.  For instance it may be that Careerbuilders offers more unrelated job offerings in Finance too, so be careful using any single metric.

  • Called the job site’s help service line to set up the job posting.  One great way to determine if a job board is legit is by calling them up. The best niche sites have a support staff that will guide you through the process and give you tips on what will work and what won’t BEFORE AND AFTER you give them money.  Even Monster.com will call you directly, they called me after placing my job post.
  • Did not go with the database search or full service options to start.  There are usually 3 options, posting your job, searching their database, and a full-service model. Take the lowest price posting option first; first off it’s cheaper by 50% to 66% than the database search model. More importantly I want a motivated job applicant who is actively searching for a job; it puts me, the hiring manager, in the upper position when negotiating.  I want someone hungry and motivated to take the job offer on my terms.  If my initial posting did not pan out, then I would have escalated to more expensive options.  Fortunately I found plenty of excellent candidates using the cheapest posting method.

This is where the Banking example ends, because I’m not going to spend money proving my point in this post. Sorry, you’re on your own from here on out.

  • Use Monster, Careerbuilder, and the other general job posting websites if you feel you must.  You will get lots of volume by going this route, and if you have lots of time or people to delegate to you can sort through all the responses.  Also Monster.com costs more using their a la cart pricing compared to many niche sites.

I found the biggest downside to managing the recruiting process myself was the time involved.  I find this counter-balanced by what was learned and by sniffing out the hidden gems a professional recruiter might have missed.  I also reduced my hard dollar recruiting costs by 75% or more doing it this way.

Of course HR departments, agencies, and consultants are fine for many searches. Plus there are many excellent staffing firms out there. It’s up to you to ultimately decide the cost / benefit analysis of whether to outsource the search for any given position.

© 2010 MoneyandRisk.com all rights reserved

photo credit: marcomagrini

Unemployment is high.  The job market is competitive.  Millions of people are out of work and competing for the few jobs that are out there.   Yet, some employers can’t find good people.  This situation actually hasn’t changed in the past 20 years.  I have heard the complaint for years from business owners and now I’m one of them.

We have been looking for people for one division since September 2009.   We were doing our searching via personal contacts and networks.  From these referrals, we talked to quite a few people and decided that the fit was not good.  The ones that we liked and were interested went through our screening process and left us with 0 (zero).  That’s right zero candidate.   Right now, we have one possible left.  We like him but are not sure he will pass the entire screening process.

In addition, we recently advertised via multiple sources including LinkedIn job boards, city boards, job forums, networking forums, Craigslist, and other advertising outlets.   So far, we haven’t interview anyone from the advertising sources because the resumes have ranged from terrible to so so.

Oops - Broken Egg by Paleotic

Here’s a few tips to looking good for an employer when you are searching for a professional office position.   These are some of the mistakes that immediately disqualified someone based on what we’ve seen from job hunters recently.

RESUME and COVER LETTER

  • Spelling errors – Please use the spell checker available in Word or any word processing program.  It automatically highlights badly spelled words with a red squiggly line underneath that word.   Make the .005 second effort to right click and fix your spelling.  Spell check can be wrong.  About a quarter of the resumes had a misspelled word somewhere.  If you’ve been job searching for a while and your resume still has mistakes, that’s a red flag for any positions requiring detailed work.  Next, have an English teacher or someone else proofread it.
  • Make an effort to present your skills – There were resumes with copy and paste of the identical phrases (including numbers) for every single position for 15- 25 years.   The applicants were vice presidents and assistant vice presidents who made over $100,000 a year.   In looking at the resume, we can only assume 1) the applicants were lazy (no effort to write the resume) or 2) they accomplished absolutely nothing in their careers 3) why would they move from firm to firm to do the same exact job.
  • Present who you are and what you did – Some resume were so sparse that we have no clue what they did job wise.  Titles alone doesn’t really bring out what you do.  A resume is the first opportunity that we have to understand your qualifications.
  • Leave your sorority or fraternity out - It’s the real world now.  You graduated years ago.  Don’t put your college fraternity or sorority in especially since it is the only non work information.  If you are truly philanthropic and are active in the community then put that in.  Leave college behind.
  • Overwhelming amount of information – We appreciate getting more information to process but a multi pages (over 2 pages) resume is just too much when you are reviewing hundreds of resumes.   Keep in mind the human factor and burn out by your reader.
  • Arrogance - We appreciate and look for confidence but……  When your very first sentence of a cover letter screams arrogance, it doesn’t appeal to most employers.   When the intent is coming across as “I will deign to consider your company once I decide if the jobs you have to offer is up to my standard”, we’ll pass and gladly admit that we’re not good enough for you to consider working for us.  (This was the actual sample of one real email that we received without any resume.)
  • What did you actually do at your previous job? – Some descriptions are so oblique that it looks like lawyers wrote them.   We don’t want to pay an attorney to decipher a resume.
  • What did your company do? – With so many firms out of business and weird made up names, it’s hard to tell what the company actually did.  Be helpful and let us know with a sentence or two.  Note that this may not be a popular option.  Check with a recruiter or specialized resume writers or reference sources.  This is our pet peeve.
  • Read the instructions – We requested that resumes be sent to one designated person with a bold email and name.  I got 50% of the resumes landing in my mailbox.  These got harsher scrutiny because the applicant already demonstrated that they didn’t read and cannot follow simple instructions.  Strike 1.  What else would they miss when they start working?

INTERVIEW

  • Dress professionally – The interviewer may dress casually but you can’t.   Flip flops, not shaving, and shorts are appropriate for certain types of industry but not all.  Think about where you plan to work and what sort of image you want to set for your first meeting.
  • Don’t talk on the phone – it’s rude
  • Don’t text – Yes, we can see your muscles bunching and hear the clicking especially on a Blackberry, even if you don’t look down.
  • Show up on time – It’s the mark of a professional and shows respect.

We’re not choosy but it’s been hard to find these qualities:

  • Positive outlook
  • Honesty
  • Enthusiasm
  • Willingness to work hard
  • Integrity
  • Humility
  • Willingness to learn
  • Open mindedness

What we screened for:

  • Drug use
  • Background check – know the industry you are applying to.  If you have a record, don’t apply to the finance industry.
  • Lawsuits and complaints – Be upfront about these.  It’s not like we can’t find out after you walk out the door.
  • Embellishments – We need to be able to trust you.

The tips above are from an employer’s perspective.  If you value yourself professionally, then treat your job hunt as a job.  Invest in yourself.  Write an excellent resume.   Get people to review and critique it.   Accept criticism gracefully and with an open mind.

The best advice is to think from an employer’s point of view.  Visualize how you would act and react if you were hiring for that position.  The higher the position and salary that you are aiming for, the less room there is for errors.   After all, in a courtroom arguing the merit of a case or making an investment recommendation, there is no second chance if you did not do your homework.  Little errors matter a lot for some industry.

Readers:  If you are hiring, what are some big mistakes by applicants that turn you off?

© 2010 MoneyandRisk.com all rights reserved

photo credit: Paleotic

An amendment to the Employee Misclassification Prevention Act was proposed last week and is expected to pass with strong bi partisan support. The bill S. 3254, is called the Employee Misclassification Prevention Act (EMPA). If a business classify an employee as a contractor to save money, it will be a federal offense.

Steam Crane by Slimmer Jimmer

The House introduced the Taxpayer Responsibility, Accountability, and Consistency (TRAC) Act of 2009 (H.R. 3408). If enacted, the TRAC Act would limit the availability of the so-called “safe harbor” provisions in Section 530 of the Revenue Act of 1978, which has been relied on by many businesses to designate workers as independent contractors for federal employment tax purposes. The TRAC Act also would afford workers the right to petition the IRS for a determination of the worker’s status, and increase penalties of up to $1 million to $3 million for intentional disregard by taxpayers filing incorrect Form 1099s.

The bills are aimed at curbing the misclassification of employees as independent contractors. It would modify the Fair Labor Standards Act (FLSA), making such misclassification a violation of federal labor law. It would impose penalties of $1,100 to $5,000 per employee for violations and mandate that companies provide written notice to all employees of their classifications. In addition to the fines, the bill makes misclassification a separate federal crime and provide for additional citations.

With mounting deficits, the government is looking for additional income. The Department of Labor and the IRS has joined force to go after companies for employment taxes. In fact, Labor’s fiscal 2011 budget requests $25 million and more than 100 new full-time investigators and other employees specifically for this initiative. In addition, the focus is on partnering with state and local government to enforce full crackdown. More states are jumping on the bandwagon by passing their own labor laws as well. This means that if a company is identified as misclassifying, they will incur fines and sanctions from DOL, IRS, state and local government.

The U.S. Department of Labor has conservatively estimated that 10-30% of the nation’s businesses misclassify at least some of their workers. Misclassifying employees as independent contractors – or just paying workers off the books altogether – has exploded in recent years. Another popular tactic is to hire employees through an employment agency and never bringing them in house.

The IRS has begun randomly selecting 2,000 taxpayers each year for the next three years for a comprehensive employment tax law compliance audit. All industries are at risk but companies in the construction field and those companies that has government contracts will also face heavy scrutiny.

In addition, all businesses would be affected by EMPA, because it requires that every company keep detailed records about employees and contractors (hours worked and wages). A written notice to all workers need to be provided and inform them whether they are an employee or contractor. The notice requires that the worker be directed to the Department of Labor website so they can read about FLSA rights and to file claims. This could possibly trigger litigation by disgruntled employees. Any business that fails to provide the required notice would be subject to fines, even if its independent contractors are properly classified.

The proposed legislation also seeks to pierce the corporate veil of corporations, partnerships, and LLCs owned in whole or part by the worker and used to avoid the issuance of Form 1099s.

With all this crackdown on employee classification and focus on gathering taxes and penalties, all business owners should clearly review the existing workers’ relationship and create a comprehensive and clear classification policy. Stay informed, understand what the costs of non compliance will be, and take steps to protect yourself from unintentional infractions.

© 2010 MoneyandRisk.com all rights reserved

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photo credit: slimmer jimmer

Reason #2 to Dump your 401K after the layoff:   COSTS

I’ve probably heard almost all the reasons out there.  These are the excuses dealing with costs:   It’s cheaper to be in the 401K.   I can buy institutional funds.   The funds are monitored and picked for the company.

  • Cost – who pays the cost on a 401?   There are three ways that the costs to maintain a 401K plan are paid:
    • Fully paid by employer (rare)
    • Partially paid by employer and remainder paid by participants
    • Cost spread among all participants in plan (popular).

    Depending on the size of the plan (dollars and number of participants), your cost is going to be much higher inside a 401K plan than to manage it yourself. Keep in mind, if your company has been laying off a lot of workers and they are moving out their 401K balances, the costs for the remaining participants will keep going up as the fixed cost gets spread around to fewer people.

    Photo Credit Robert McCabe

  • Costs to maintain a 401K
    • TPA – Third Party Administrator – They handle the paperwork to track the plan and to process your request, enrollment and distribution
    • Payroll Company – They collect the money from your paycheck and post to your 401K account – This is an extra service that employers have to pay for
    • Custodian – Company holding the funds on your behalf and process sales and purchases.
    • Mutual Fund Company – costs of managing the mutual funds (Large plans may get institutional shares which is cheaper than what you can buy outside unless you have a managed account) – It’s a wash with what you have to pay outside for a mutual fund
    • Plan Advisor – They chose the mutual funds, review mutual funds progress, do quarterly training at site.  Services vary based on companies.  Some advisors only charge the fee but have not seen their clients for a decade.   The worst one I heard of never showed up since opening the plan 15 years earlier.
    • Plan Fiduciary – Some companies don’t want to take the responsibility of being the plan’s fiduciary and pay for an outside service.
    • Bonding – Companies have to maintain a bond for the 401K plan
    • CPA – Certified Public Accountant – Plans with balances over $100,000 have to file a separate tax return. Here is a partial list of other forms that the CPA has to do
      • Form 5500 – Annual Tax Returns
      • Form 945 – Income tax Withheld
      • Form 990 T- Gross unrelated income
      • Form 1099R – Distribution notice
      • Form 5329 – Additional Tax
      • Form 5330 – Report taxes for over contribution, deficiency, reallocation, etc…
    • 401k gives access to institutional funds – No, not always.  It depends on the company and the funds allowed by the custodian.   You have to do the detailed research.  In addition, is the small percentage saved by using an institutional fund offset by all the other costs?  Or are you wasting money.

      So, after knowing all the costs that an employer incurs to maintain your 401K, how much are you willing to subsidize their costs with your retirement money now that you no longer work there?   You can request a booklet by the Department of Labor that gives a checklist of questions to consider.  The choice as always is yours.

© 2010 MoneyandRisk.com

Photo credit Robert McCabe

The bill extending unemployment benefits for long-term unemployed workers to June 2, 2010 was passed on Thursday.  It provides short-term extension for unemployment compensation, COBRA, Medicare physician payments, federal poverty guidelines, flood insurance programs and small-business loan guarantee programs according to the White House.

Under the current federally-subsidized unemployment benefits extension program as mandated by last year’s American Recovery & Reinvestment Act (ARRA) – the “stimulus” – unemployed citizens can receive up to a maximum of 99 weeks of benefits. However, this differs from state to state because there are four tiers of extensions. Both the third and fourth tiers (13 and 6 weeks, respectively) are only available to states that meet the average unemployment rate criteria and “trigger” the extra tier.  Check here for your state’s eligibility.

Keep in mind that if you have reach 99 weeks of unemployment, there is no Tier 5 at the moment to cover you.  Each state also has its own unemployment program that it administers with Federal funds.   Check each individual state’s website.

Note that according to the detailed summary of the bill as listed by Congress:  COBRA and Medicare, federal poverty guidelines and flood insurance programs are extended only until April 30, 2010.  As of 4/19/2010, the Department of  Labor has not yet updated their site with the new information.  Check with the DOL regarding COBRA to be safe.

© 2010 MoneyandRisk.com

Denial is not a career strategy and rarely does the ax fall unannounced. The warning signs are usually abundant, it’s just the timing that is uncertain.  Hints can appear quickly over the course of a few days or add up slowly during a couple of weeks.

Photo credit Kaleb Fulgham

Take the following test and discover if you are about to be asked to clean out your desk.  Simply indicate yes or no to the following statements:

  1. Top management has announced “There is no truth to any layoff rumor.”
  2. You are not being invited to the meetings that you should be invited to
  3. Someone from HR meets with your boss behind closed doors, and they both look at (or away) from you when emerging
  4. You see a job posting on Monster, Dice, or other job site for a position similar to yours by your company, a recruiter your company uses, or an anonymous firm in your area that sounds suspiciously like your company
  5. You get written up for “anything” (HR and Legal loves to build a case)
  6. Your boss cuts off your access to senior management
  7. Your company / industry is under earning pressure
  8. Your main project loses its funding or is seriously behind schedule
  9. Your boss screws up and needs a scapegoat
  10. Your boss doesn’t like you
  11. Your senior management support base leaves the company or gets demoted
  12. Your new work assignment is a de-facto demotion
  13. Co-worker whispers stop when you walk up
  14. Unclaimed fax machine resumes have a similar background to yours
  15. You know of an upcoming round of layoffs but don’t know the details
  16. Your friends in IT, HR, the boss’ assistant, or co-workers can’t look you in the eyes, start asking about your plans for the future, or start measuring your office with their eyes
  17. Your boss starts to micro-manage, suddenly asks for your vendor/client/project list, or otherwise change their behavior towards you
  18. You get a new boss
  19. Your boss loses in a game of political Sumo wrestling
  20. Your company has new owners
  21. Your intra-office relationship ends badly
  22. An office rival gets promoted to be your new boss
  23. Your workload gets too easy to handle (“Someone else can handle the job”)
  24. Your workload gets too much to handle (“You’re not doing your job”)
  25. You find yourself making excuses at meetings
  26. You know deep inside that you’d fire yourself if you were your boss
  27. Your friendship with senior management grows cold or stiff
  28. If you’ve hired your own (younger, cheaper) replacement without having a guaranteed promotion or exit strategy
  29. You don’t get your guaranteed promotion
  30. There have been previous rounds of lay-offs
  31. Your company owner or senior management have lots of meetings with their bank
  32. Subordinates speak directly to your boss and you’re not there to step on their feet or take the credit
  33. Your “little voice” tells you something is wrong

Now to score your test….the more questions to which you answer “yes”, the faster you should rewrite your resume, post on Linkedin, and find those old convention business cards.

What signs have you seen that aren’t on this list? Let us know your favorite warning signals.

© 2010 MoneyandRisk.com

Photo credit Kaleb Fulgham