It’s no secret that American’s are now living in an employers market. Gone are the days when headhunters lined up at your door hoping to sign you as a client. Hundreds of hopeful job seekers are even lining up to compete for positions that pay less than what was offered (for the same job) just a few years ago. So what does this mean for today’s job seeker? You need a strategy and it starts with knowing your skills and accepting your strengths and weaknesses.

To get started with assessing your skills and finding a suitable match in the job world, the first thing you need to do is understand the difference between a skill and what you “like” to do or “feel” you’re good at. According to Laurence Shatkin, Ph.D. and career expert:

A skill is a learned capability to perform actions. A skill is a capability because it gives you the potential to do something competently. A skill is learned because it is not something you are born with, and it is not acquired through normal sensory development or through special physical conditioning. It is not a talent or aptitude. A skill allows you to perform actions rather than just know or feel something, which is what makes it valuable to employers.

Keep in mind that critical thinking and a positive attitude are considered skills because they require actions on your part such as learning how to see things from someone else’s point of view, speaking with an upbeat tone or offering assistance with any given task. These skills, combined with certain technical skills such as typing, programming, etc., all make up a skill set and they all contribute to completing projects and other work related tasks.

So, now it’s time to take out a pen and a piece of paper and jot down your skills. After you have written your skills on a piece of paper, take a long, hard look at them. Now rate them. Use 1 for “low level,” use 2 for “moderate level” and use 3 for “high level.” Once you have done this, choosing the best jobs for your skills will be easy.

Below are just a few examples of best jobs for people with a high level of communication skills, equipment use/maintenance skills, computer programming skills, management skills, science skills, and social skills. These positions are listed as the top ten best jobs for your skills out of 50 by JIST Works, America’s Career Publisher. Please note that these careers require a “high level” of the listed skill and each list offers a wide variety of positions for all different education levels and personality types.

Communication Skills

• - Teachers (Postsecondary)
• - Surgeons
• - Dental Hygienists
• - Medical Scientists
• - Personal Financial Advisors
• - Physical Therapists
• - Physician Assistants
• - Pharmacists
• - Social and Community Service Managers
• - Market Research Analysts

Equipment Use/Maintenance Skills

• - Network Systems and Data Communications Analysts
• - Anesthesiologists
• - Management Analysts
• - Network and Computer Systems Administrators
• - Computer Support Specialists
• - Pipe Fitters and Steamfitters
• - Plumbers
• - Medical and Clinical Laboratory Technologists
• -Airline Pilots, Copilots, and Flight Engineers
• -Forest Fire Fighters

Computer Programming Skills

• - Computer Software Engineers (Applications)
• - Computer Software Engineers (Systems Software)
• - Computer Systems Analysts
• - Computer and Systems Information Managers
• - Network Systems and Data Communications Analysts
• - Computer Security Specialists
• - Network and Computer Systems Administrators
• - Financial Analysts
• - Accountants
• - Actuaries

Management Skills

• - Computer and Systems Information Managers
• - General and Operations Managers
• - Computer Security Specialists
• - Medical and Health Service Manager
• - Sales Managers
• - Management Analysts
• - Marketing Managers
• - Accountants
• - Auditor
• - Medical Scientists

 Science Skills

• - Anesthesiologists
• - Internists (General)
• - Obstetricians and Gynecologists
• - Psychiatrists
• - Surgeons
• - Family and General Practitioners
• - Computer Software Engineers, Systems Software
• - Pediatricians (General)
• - Pharmacists
• - Teachers (Postsecondary)

Social Skills

• - Internists (General)
• - Obstetricians and Gynecologists
• - Psychiatrists
• - Registered Nurses
• - Family and General Practitioners
• - Pediatricians (General)
• - General and Operations Managers
• - Dental Hygienists
• - Auditors
• - Medical and Health Service Managers

For a complete list of jobs, profiles, salaries, expected job growth and more, visit the Bureau of Labor Statistics at Bls.gov.

Did you know that many employers offer Employee Educational Assistance Packages to employees interested in pursuing an associate or undergraduate degree, graduate degree or certificate? Currently, around 33 percent of employees that attend college through Employee Educational Assistance Packages (EAPs) earn an associate degree, 23 percent earn a bachelor’s degree, 22 percent pursue master’s degrees, and 15 percent pursue professional certificates. EAPs offer tuition reimbursement and reimbursement for books and program associated fees.

Employee Education Assistance Packages are common at large firms, although some smaller firms may be receptive to the idea. More on this later. Larger companies in the insurance industry, public utilities, financial, hospital care and education will almost always offer EAPs to employees. And contrary to popular belief, many plants and retailers do offer tuition packages to employees under certain circumstances. A good example is Ford Motor Company. Back in 2004, when Ford’s Edison, New Jersey and Avon Lake, Ohio plants closed leaving 1,500 workers without jobs, workers became eligible to receive up to $15,000 a year toward tuition as long as they were enrolled as full-time students.

There are two types of EAPs: job related EAPs and self-improvement EAPs. Job-related EAPs offer the most benefits for employers. They are tax deductible for employers and the training the employee receives will increase the employee’s worth (i.e. performance and productivity). Job related EAPs are also tax-free for employees. Self-improvement EAPs may or may not be tax deductible, so it’s best to consult the most current tax regulations before applying for EAP funds.

To apply for EAP funds, employees must complete the application through the Human Resources (HR) department. Depending on the company, the HR department may evaluate the application based on the institution, the program, the employees work history, salary and whether or not the course of study fits within the objectives of the company. Again, this depends on the company. Some companies may offer assistance for just about any program as long as the employee maintains a B average or better.

Approximately half of all companies that offer EAPs pay 100 percent of tuition costs. Twenty percent pay between 50 and 90 percent of tuition costs and 30 percent pay below the 50 percent mark. While most employers offer tuition reimbursement through EAPs, other plans may pay for tuition up front, but with one caveat. If the employee drops out or does not pass with a B average or better, the employee will have to reimburse the employer in full. If the employee quits his job before paying the employer back, the employer has the right to collect through the appropriate legal channels. Remember, all employees that receive money from EAPs will have to sign an agreement stating that they agree to pay the employer back if the employee fails, drops out or quits his job.

Not every employer has a formal employee education assistance program in place, but they might be open to the idea on a case-by-case basis or as a group. If the employee or group can prove that higher education will result in returns for the company, the employer may be willing to make an offer. It’s best to schedule a meeting with the boss to present your case.

Overall, EAPs are well worth the effort. They offer an excellent way for employees to finance their education. Remember, billions of dollars are readily available through employers to cover the costs of tuition. No other financial aid avenue offers a salary plus free money for higher education.

The list below represents only a fraction of the companies that currently offer Employee Educational Assistance Packages.

• -American Fidelity Insurance
• -AT&T
• -Chicago Mercantile Exchange
• -Cigna
• -Ernst & Young
• -Farmer’s Insurance
• -General Mills
• -Google
• -Hilton Hotels
• -Johnson & Johnson
• -Kaiser Permanente
• -Lockheed Martin
• -Microsoft
• -Nike
• -Philip Morris
• -Starbucks
• -U.S. Bank
• -Wal-Mart
• -Wells Fargo
• -Xerox

*Google image provided by Shutterstock.com.

Travel nursing is one of the fastest growing sectors in nursing today. Although travel nursing has become more popular in recent years thanks to wireless technology and Internet technology, this profession is not as new as one might think. Travel nursing can be traced back to 1978, where it all started in New Orleans. During Mardi Gras, the population in New Orleans nearly doubles in size, creating a demand for additional police officers, service workers, healthcare professionals, and many others.

In 1978, the hospitals in New Orleans were short-staffed during Mardi Gras, so one hospital hired a contract nurse to help out. According to Healthcare Traveler Magazine, this set a precedent. In the 1980s, a nationwide nurse shortage occurred. In response, hospitals hired contract nurses or “travel nurses” to care help care for patients. This trend continued after the most severe shortages ended, based on the convenience and cost-effectiveness of hiring skilled nurses for short-term assignments.

The U.S. Department of Labor Bureau of Labor Statistics reports that there is still a nursing shortage in the U.S. The U.S. Department of Labor predicts a 500,000 nursing shortage by 2025, with more than one million needed by 2016. This is excellent news for aspiring nurses, but bad news for the industry overall. A nursing shortage means nurses that are already working are overworked, and hospitals are understaffed. As a result, more hospitals recruit and hire travel nurses. This creates a high demand for travel nurse agencies. In fact, there are more than 300 travel nurse agencies across the U.S. and this number continues to grow. Hospitals and placement agencies are willing to pay top dollar for skilled nurses willing to travel to hospitals and other medical facilities across the country.

It is estimated that, on average, travel nurses earn roughly 15 percent more than home-based nurses, excluding benefits and perks. Travel nurses earn an average of $83,200 per year. Median annual wages of home-based registered nurses is around $62,450 per year. It is important to note that most travel nurse agencies offer a number of bonuses such as signing bonuses, referral bonuses, and even a bonus upon completion of an assignment. Most home-based nurses do not receive bonuses.

Although travel nurses make more than home-based nurses, they still receive the same benefits as home-based nurses (i.e. health insurance, savings, retirement), but with several extras. Hospitals and nurse travel agencies are willing to pay relocation costs (no matter how many times you must relocates), they offer travel allowances, and you will never have to pay for an apartment or other accommodations. This means, travel nurses get to keep more of the money they earn as well.

The typical hospital nurse works a full-time schedule either days, nights or weekends. In facilities such as nursing care facilities where patients typically require 24-hour care, travel nurses may end up working the night shift. In some cases, overtime may be required. The amount of overtime pay travel nurses receive will depend on the position, facility, and if applicable, the agency. for example, a nurse that earns $42/hr. on assignment may receive $63/hr. for every hour worked above and beyond the regular 40-hour work schedule. Other positions list a n hourly wage of $40 and $60/hr. for overtime. Home-based nurses are eligible for overtime as well. The amount varies by facility.

Hourly wages are not the only financial benefit to working as a travel nurse. According to San Diego-based Travelnursing.com, “many travel nurse companies will allow their travelers to participate in their 401(k) plans.” Some agencies allow travelers to begin contributing on the first day of the first assignment, with the possibility to contribute up to $15,500, tax-free. Mature travel nurses, age 50 and up, may have the opportunity to contribute up to $20,500. Before you accept an assignment, simply inquire within about the agencies 401K plan. The same applies if you sign with a facility.

If you are considering accepting a travel nurse position and you would like to compare salaries and benefits of home-based vs. travel nurses, visit the U.S. Department of Labor at www.bls.gov.

During a time when people are fighting hard to keep their jobs, you’d have to be crazy to actually quit yours, right? Wrong! There are still some people out there that would rather dip into their life savings, or worse—move back home, than continue working at a job that makes them miserable. Why? Because the way they see it, the long-term consequences of staying will probably be worse than spending the next 6-12 months searching for a better position.

So, what are the top reasons work has become so unbearable for some? According to a recent Forbes.com article, the most common reasons people are miserable at work are balance, money, skills, respect, meaning, and struggle.

• Balance: It’s impossible to balance work and outside/family life
• Money: The money isn’t enough to sustain them or their families
• Skills: The skills and talents required for their work aren’t are a good fit
• Respect: They feel chronically undervalued or mistreated
• Meaning: They experience little positive meaning or purpose in their work
• Struggle: It’s simply too hard to keep going with it

Before setting out to make a change, the article suggest that you do three things:

Dedicate yourself to what you want— A fulfilling, satisfying life is not going to just fall in your lap. You have to claim it, and commit to getting it with concentrated, continual effort. You have to work it.

Refine your focus— Do you know exactly which talents and skills are easy and natural for you to use, that give your work a sense of purpose?  Do you know what type of work would represent an ideal fit? Are you in touch with your core values, standards of integrity and life goals?

Find the courage to make change—if you don’t take concrete action that is different in content and process from what you’ve done before, your life and career will not change.

For more information about jobs and career visit Forbes Careers at http://www.forbes.com/careers/.

Could the economy really be making workers healthier? According to a CareerBuilder survey, you bet it is!  The survey says:

47 percent of workers report they have been packing a lunch more often to eat healthier or help save money. When it comes to smoking habits, 44 percent of workers who smoke said they are more likely to quit smoking given today’s economic conditions. In addition, one-in-five said that they have decreased the number of times they smoke during the workday (21 percent) or actually quit altogether (20 percent).

Rosemary Haefner, vice president of human resources for CareerBuilder, states that “Economic stress over the last year has caused some workers to reflect on their habits, and many of them have turned to healthier routines. In addition to helping cut personal costs, employees who limit their smoking and lunching out habits are taking better care of their overall health. This type of ‘better-for-you’ behavior can be encouraged by companies who implement wellness programs, healthy living challenges or smoking cessation support.”

The survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder.com among 4,498 U.S. workers, age 18 and over, employed full-time—not self-employed, and non-government.

There are many reasons companies aren’t hiring. They don’t have to because they can hire one person to do the work of several employees, the have more than enough employees—overseas, and some companies are just plain scared. This is the case with many companies that enjoy a substantial increase in profits from year to year, but instead of hiring, they choose to hold onto the profits. Some profitable companies have even gone a step further by laying off workers, even though they have the means to pay them.

According to a recent MSNBC.com report:

Business owners are a gun-shy bunch these days. When asked why they aren’t hiring, you’ll often hear the word “uncertainties.” Those range from not knowing whether taxes might increase at some point to worries about how health care reform could add to employee costs in the future.

Running a business is always going to be fraught with uncertainties, but these days business owners are feeling especially on edge about taking any sort of risk with hiring.

So what will it take for these companies to start hiring again? Michael Alter, President and CEO of SurePayroll, and Roosevelt University Professor Samuel Rosenberg spoke with Tribune reporter Kristin Samuelson about what needs to happen in order to coax profitable companies into loosening the belt. Alter says that to increase hiring, companies have to increase growth and slow their productivity gains, while Rosenberg feels that the market would have to grow to such an extent that the companies can’t meet the demand for their products.

Both agree that the road to recovery will be long and difficult. Alter mentions that because consumer spending drives growth, and you can’t spend if you’re not employed, it’s going to be very hard for the U.S. to come back. Rosenberg mentions that it will take a very, very long time for unemployment levels to drop to a more reasonable level, and this is impossible to predict.

A recent CNBC report casts a negative shadow over the deal that, at the 11th hour, prevented the U.S. from defaulting on its debt. The report mentions that the U.S. debt crisis appears to have been resolved temporarily, but politicians and economists are still warning that the deal won’t resolve all of the country’s economic ills. The report, based on statements made by Anthony Doyle, director of investment specialists at M&G Investments, even suggests that the country is headed for another recession.

Doyle points out that “when US GDP growth falls below 2 percent, it usually means that a recession is not far away, and combined with yesterday’s much weaker than expected ISM report and an unemployment rate at 9.2 percent, it suggests that the U.S. Federal Reserve won’t be in any rush to hike interest rates this year.”

The U.S. economy grew by just 1.6 percent in the second quarter of 2011, according to official figures released last week. Investors have also been spooked this week by Institute of Supply Management (ISM) data showing that its manufacturing index read 50.9 in July, barely above the 50 mark that separates expansion from contraction, and new orders contracted for the first time in two years.

The last U.S. recession lasted 18 months, the longest since World War II, according to the National Bureau of Economic Research. The respected research body said the last recession began in 2007, and the recovery did not start until June 2009.

President Obama signed the new debt bill, which limits student loan cuts (among others), a day after it cleared the House of Representatives by a 269-161 margin, and shortly after it passed the Senate by 74-26 votes overnight. The emergency bill increases the nation’s $14.3 trillion cap on borrowing.

A scientific staffing agency specializes in matching professionals that work in scientific fields with employers in the industry. The types of positions are not limited to biologist, astronomer, meteorologist, engineer, or physicist. Scientific staffing agencies also work with technicians, lab assistants, research assistants, record clerks, and many other entry-level workers in the science sector.

Scientific staffing agencies work with the employee and the employer to find the right match for both parties. Companies, facilities, and organizations sign up with the agency much in the same way as a potential employee does. The agency meets with a representative of the company to assess its needs. If the agency feels like the company would be an asset, the agency will perform a background check on the company and if it passes, the agency will enter into a contract outlining how and under what terms it will help with the company’s staffing needs.

To sign up with a scientific staffing agency, job seekers must begin by submitting a resume and references. Once the agency has verified an applicant’s employment history and references, he or she will be invited to interview. At this point, the applicant may be asked to take a series of skill tests and sign an authorization for a background check. In most cases, a drug test and credit check may be required as well.

Once the process is complete, the agency will begin searching its database for possible matches. Scientific staffing agencies work with hundreds of employers on a daily basis, so many job seekers end up working multiple temporary assignments before the agency finds a permanent match. Temporary workers typically work assignments that last anywhere from a few days to several weeks. In some cases, these assignments lead to a permanent position.

Whether you’re a temporary worker or the agency places you in a permanent position, you will never have to pay a fee for their services. Salaries and fees are paid by the hiring company, organization, or facility.

How to Locate Scientific Staffing Agencies

It’s perfectly ok to use your favorite search engine to locate scientific staffing agencies, but this shouldn’t be your first choice. If at all possible, obtain a referral from a friend, family member or co-worker. Someone with firsthand experience with any given staffing agency is much better than dealing with an agency blind.

If you cannot find a referral, jot down 5-10 agencies that you find online and start researching. Find out how long they’ve been in business, if they are listed with the Better Business Bureau, and if there are any complaints against the company. You should also make sure the company can be reached by phone, email, and fax—not just email. Make sure the company has a physical address/office as well. If there’s a problem, you should have the option to speak with someone in person.

A reputable company will be more than willing to provide answers to any questions you may have and they are even willing to provide their own references and testimonials for you to check out on your own. Remember, if a staffing agency offers vague answers to your questions or if they request a fee, chances are it’s not an agency you want to do business with.

Yes recruiters are still out there—and they’re not just working for the Army. Recruiters may work in house for companies in all industries from art to technology or companies may hire them on a “freelance” basis to help recruit fresh talent. There are many different types of recruiters, but some of the most common are corporate recruiters, retained recruiters, and contingency recruiters.

Corporate recruiters are salaried employees that work in house for companies. Their goal is to find and qualify new employees various positions within the organization. In some cases, companies will hire an independent recruiter to help fill positions as needed. These recruiters are called third party recruiters.

Contingency recruiters are just that—recruiters that receive compensation only if their efforts result in a hire. Retained recruiters work mostly for large companies that need to fill executive level positions. These professionals work for the company whenever a high-level position needs to be filled.

Recruiters use a number of techniques to recruit talent. They visit college campuses, attend job fairs, search databases, browse professional networking websites, and they even check social networking websites. They also check company websites in hopes that they’ll come across a bio that matches what they’re looking for and the employee is interested in making a change.

Most recruiters do their best to match the skills to the job, but sometimes, they just miss the boat. If a recruiter contacts you, there are a number of important questions to ask to avoid wasting your time—and theirs. If a recruiter contacts you and asks you to send a resume, ask:

According to Employment Digest:

If a recruiter ever contacts you and asks for a resume before knowing anything about your professional background, don’t send it. Your resume could land in places where you don’t want it to be. A professional recruiter, though he is working for the client company, not you, will want to ensure that you are a “good” candidate.

He will ask questions like:

• -What are you seeking in a new employer that you don’t currently have available where you are presently working?
• -Would you consider relocation for the right job, and if so, where?
• -If you say you would consider relocation, they should also ask about your family situation.
• -Does your spouse work?
• -Do you have children still in school? This will help them determine whether you (and your family) will be happy, and stay with the job, if moving is necessary.

A professional recruiter will want to know that she has not only done a good job for the client, but that she also kept your best interests in mind as well.

If you follow these steps, you could very well wind up with a position you’ll be happy with, without the frustration of a wild goose chase.

Hiring a Recruiter on Your Own

Hiring a recruiter on your own can be the difference between wasting precious time for months on end and finding a job in a reasonable amount of time. Recruiting agencies employ thousands of recruiters to help you with your job search and the benefits of taking advantage of their services are beyond impressive. For starters, a recruiter has exposure to the hidden job market and specific industries, and compensation negotiation skills. Recruiters can also help you save time and money by searching for the best possible matches, screening them, and setting up interviews. A recruiter can also help you prepare for a job interview.

Recruiters are free for the job seeker. The hiring company pays as agreed upon fee for the recruiters service, so you really have nothing to lose! To find a recruiting service ask friends, family, and co-workers for referrals first. A second option is an online directory. No matter which option you use, always make sure the agency has a good rating with the Better Business Bureau.

Debt settlement can be a useful option when a consumer has acquired too much debt that he or she cannot afford to pay in full. With debt settlement, the creditor agrees to settle with the debtor for an amount that’s less than the actual amount owed.

Much like most other debt management options, debt settlement has its advantages and disadvantages. Debt settlement can reduce the total amount that is owed to creditors and it can also reduce interest on your debt. Debt settlement can eliminate any future fees on your debt, it can consolidate all of your payments under one creditor, and it is possible to become debt-free in less than two years. And, unlike a debt consolidation loan, you are not creating new debt by borrowing to get out of debt. 

One of the disadvantages of debt settlement is the negative effect it may have on your credit report. Because you won’t be paying your creditors the usual monthly payments, this will be noted on your credit report. However, to some creditors this notation can also mean that the debtor did take responsibility in paying as much as he or she possibly could, which may help to offset the negatives. In addition, because your credit report will show that the debt is “paid” or “settled” rather than “outstanding,” this may have a positive effect on your credit history.  

Another disadvantage to debt settlement is that any cancelled amount exceeding $600 is considered taxable income. If the creditor reports the forgiven amount to the IRS, you will receive a 1099-C form. In some instances, however, the IRS will decide that the debtor is insolvent, meaning that the debtor will not owe any Federal taxes on the amount.

If you decide that debt settlement is the best option for you, there are several ways to accomplish it. You may negotiate your own debt settlement agreement or you can hire a consumer law attorney to assist you. It is highly recommend that you hire an attorney, especially if your debt is substantial. When negotiating a debt settlement agreement on your own it is important to get everything in writing. Debt collectors typically deal with hundreds of cases per day, so mistakes can happen. To protect yourself, make sure you have agreement in hand before making any kind of payment. The agreement should clearly state the following:

• -Payment due date
• -How much you have agreed to pay (total amount and each payment amount)
• -Method of payment (i.e. cashier’s check, electronic bank transfer)
• -The debt collector will report to the three major credit bureaus that the debt has been settled or (if applicable) “paid in full” 
• -Any/all conditions of the agreement (consequences of late payments, consequences of breach)
• -Any concessions that the debt collector has made

It is recommended that you contact a consumer law attorney to review the agreement to ensure that your interests are well protected. You can search for consumer law attorneys in your local area through the American Bar Association (ABA) website. Access to the ABA lawyer locator is free.

If you cannot afford a lawyer, but instead, you are considering a debt settlement agency – beware. There are several things you can do to protect your personal information and to ensure a smooth and lawful process. Before you do business with a debt settlement agency check to make sure that the staff consists of IAPDA (International Association of Professional Debt Arbitrators) certified debt arbitrators, that they belong to an accredited U.S. Chamber of Commerce, and that they are a member of the Better Business Bureau.