Helicopter Pilot Careers - Air Attack - September 30, 2008 -
Other than the military, there probably isnt a more exciting and exhilarating type of flying than flying air attack missions. Air attack refers to the pilots who battle forest fires. In the late spring, summer, and early fall months air attack pilots are in constant action battling blazes and protecting property.
Aircraft are the ideal platform to battle small blazes in remote locations. An aircraft can be dispatched and attack the fire before its able to grow in size. Aircraft are also ideal when fighting a specific portion of a fire. Their accuracy and ability to travel long distances quickly make them the ideal platforms to initiate a fire break.
Air attack missions resemble military missions. Often youll have a lead aircraft that acts as a forward air controller (fac). As mission requests from fire fighters on the ground come in, the lead plane assigns the fire fighting aircraft which is best suited for the mission and will often lead the tanker in to show the best route in and out.
Helicopters are great fire fighting aircraft because they can hover over a spot and accurately deliver their load of retardant or water. If the fire begins to threaten heavily populated areas the helicopters precision makes them an invaluable tool.
Almost any helicopter can be retrofitted with a bucket to fight fires but there are two that are purpose built.
The Erickson S-64 Aircrane, which is in service worldwide, is probably the most famous airborne fire fighter. Sikorsky originally built the Aircrane. Erickson purchased the manufacturing rights in the early nineties and has since been modifying and upgrading the aircraft. The S-64 has a crew of two pilots and there is a seat for a rearward facing observer. The S-64 is able to refill its tanks from pools, ponds, lakes, rivers, and other water sources. The Aircrane incorporates a ram scoop that it uses to fill its tanks in less than 45 seconds. It also has a snorkel, which allows it to hover above a water source to fill its tanks. The S-64 holds a total of 2,650 gallons of water or retardant.
Another interesting helicopter is the Kaman Firemax. One pilot flies the Firemax. It uses a snorkel to fill its 700 galloon tank and is able to fill it in 23 seconds. The Firemax was derived from the Kaman K-max which is the helicopter equivalent of an aerial truck/crane. The K-max was designed for logging and construction work, Jobs where the ability to lift heavy loads are critical. Because of this, the Firemax is particularly useful at higher elevations (such as in the mountains) because it doesnt suffer as much of a loss in lifting capacity as other aircraft.
Air attack pilots usually work six months a year (during the fire season), which leaves them time to pursue other interests. During the fire season they are mostly away from home for extended periods of time. Air attack pilots can make upwards of $80,000 for six months work.
Pilots who fly air attack say there is nothing else theyd rather be doing. Its challenging, exciting, and they get to have six months off.
The demand for helicopter pilots is growing. To learn how to become a professional helicopter pilot visit Helicopter Pilot Careers
Aerial Photography and Aerial Videography Services FAQ’s
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Student Loans Are Free Money
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An Insider’s Guide to Airline Flight Attendant Interviews, Top Tips for Flight Attendant Applicants - September 29, 2008 -
There should be no surprise as to what an Airline is looking for from flight attendant applicants in their interviews. All airlines want Flight Attendants that will embrace and propel the corporate image of their airline.
Certainly flight attendants are individuals, but many identifiable traits of a typical flight attendant can be identified. All applicants will be positively cheerful and sport a happy disposition. They will also understand impeccable grooming and professional personal presentation. However for the most part, the successful flight attendant will possess the values and required communication standards of the interviewing Airline, and this can be markedly different between the airlines.
They maybe focused on first class VIP, relaxed business or holiday passengers, however in order to achieve its identifiable corporate image and brand, the airline interview process for flight attendants must identify and adhere to a matrix of values and guidelines upon which they can achieve consistency of a standard amongst their selected flight attendants.
The flight attendant interview selection process must adhere to this matrix template to enable consistent professionalism and fairness in the process and yet allow for the unique differences of every individual in a non-discriminative way.
When attending any airline flight attendant interview, impeccable grooming and professional personal presentation must be first and foremost. And while many of us can talk amongst our friends, not all of us are good communicators with strangers.
Your knowledge of the airline and enthusiasm for the flight attendant position will also be front and center to some of the questions that you will be expected to answer.Understand that you will be observed at all times, even before and after your interviews. While this can possibly be nerve racking for some, it will be the questions that you are given during your interview that will probably most challenge you.
And while rote learning of particular specific questions for your flight attendant interview on the whole can be useful, it is not nearly as effective as knowing why and how the interviewer wants a question answered.
When you know the reason for a question being asked and the format required to effectively answer it, any question can be answered with confidence and completeness.
Back ground knowledge of your chosen airline and complete flight attendant interview preparation will certainly dispel any jitters and add to your over all presentation and delivery.
Your knowledge of the airline and that of the flight attendant job role will provide a great reference base upon which to be able to naturally answer any questions. By then drawing on your own experiences when giving an answer you’ll be able to provide consistency and accuracy in your answers without fabrication.
So first and foremost be positively cheerful and sport a happy disposition. Understand what impeccable grooming means from an Airline interviewer’s perspective and be professional in your personal presentation. Learn to be a great communicator with all people. Demonstrate your interest and knowledge of the airline and the flight attendant position and relate your personal experiences to the questions asked of you at every opportunity.
And always remember that you will be observed at all times!
While the career path of an airline Flight Attendant is just way too good to miss out on, by knowing the objectives of an Airline during your flight attendant interviews it can’t help but provide a greater degree of confidence in what is required.
This can only reflect positively for you in the eyes of your airline Flight Attendant interviewer.
Tom Reincke has enjoyed an airline career for more than 16 years both domestically and internationally. Having been a Flight Attendant Cabin Manager for 7 years and a regular participant in Flight Attendant interviews, Tom has written a complete insiders guide to how to become a Flight Attendant which is available at: http://www.flightattendantsecrets.com
Airline Flight Attendant Resumes - Top 12 Tips to Kick Start Your New Career
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Top 10 Job Interview Tips for Developers
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Always an Interview, Never a Job Offer
Have you been on more interviews than you can count lately? While it is very encouraging to get called and invited to interview for a job that interests you, it can become very frustrating when the interviews never evolve into job offers. While many people tend to blame their resumes when they dont get the jobs they want, their resumes arent alwa...
Keys to a Successful Job Interview
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Life Insurance No Medical Exams - Do You Qualify?
Life Insurance No Medical Exam policies are now being offered to consumers over the internet.Due to technological advancements life insurance companies can now determine online whether ayou qualify for a policy. You just answer some health-related questions and within minutes you get a reply from the insurer, while youre still on your computer, as ...
Starting a Career in Nursing - September 29, 2008 -
Are you looking into career options? Wondering if one of many nursing careers is for you? You have come to the right place! We will review the pros and cons of nursing jobs so that you can make an informed decision about nursing education and careers. Whether you are a high school student gathering information about possible futures, a person who would like to make a career change, or looking for a steady job to ease your family into retirement, well help you decide if a nursing career is for you.
One of the biggest pros to nursing careers is the variety of education levels available. You can choose between 18 months of schooling and 8 years of education, whatever is best for you! If youre looking for something that will be paying off soon, you should consider becoming a Licensed Practical Nurse. In less than two years you could be starting a new career! If you want something a little higher paying, you might consider getting your Masters Degree and becoming an Advanced Practice Nurse instead. On the other hand, the position of a Registered Nurse is somewhere in the middle, around 3 years of schooling required and more pay than a Licensed Practical Nurse-the best of both worlds!
Another major pro to getting a nursing career is the job security youll enjoy. All kinds and levels of nurses are in high demand, everywhere from hospitals to retirement homes to health clinics. This means that once youve completed your nursing education, youll never be out of a job! Thats great news in an uncertain world with an uncertain future economy. Your job will always be important. How many CEOs can say that?!
Another pro to nursing careers is the job satisfaction youll enjoy. Helping people on an everyday basis is bound to make anyone feel needed and special. Youll feel that way every day when you are working as a nurse. Whether you choose to work with children, adults or the elderly, youll always go home knowing you made a difference in someones life. And thats rare in our world today.
Of course, all jobs have cons. And nursing careers are no different. Some of the cons to being a nurse include long shifts and hard work. You will most likely to be required to work longer shifts than most jobs, unless you are able to land a doctors office position. Some hospitals require their nurses to work 16 hours in one shift. Other hospitals will only have their nurses work 8 hours in a shift. The job of a nurse is also hard work. You will have to be able to perform a wide variety of tasks on a daily basis. But if you dont mind the work, and you can find a satisfactory shift position, then the job of a nurse might just be all roses for you!
Find information about general surgery residency openings, medical office staffing, hospital internships and volunteer opportunities & nursing job vacancies - New York Hospital Staffing is your source for health care career opportunities in New York. Find nursing positions in New York - career placement and Physicians office staffing resources: hospital, clinic, internship and education information for RN, LPN, APN and other nurses. Find a career to fit your needs and desired salary in New York.
Enjoy A Career In Nursing
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Pre Employment Screening - September 29, 2008 -
When an employer wants to compile the most accurate information available
about a potential hire, a Pre Employment Screening Check would be the best
choice. Employment Background Check can include a driver vehicle records,
county criminal search, statewide and national criminal search, as well as
other verification options.
A complete Pre Employment Screening Check provides employers the confidence
in knowing that they have made the best hiring decision based on the
information available via an online database. Pre Employment Screening is
now commonplace for employees wanting to protect their employees.
If your organization is one of the many that is conducting pre employment
screening currently, you’ve taken a good step toward protecting your
company’s interests in several ways. First, by conducting pre employment
screening, you can save thousands of dollars in wasted time and training by
making sure potential applicants have the experience they are claiming.
Second, by utilizing a pre employment screening program you are protecting
your company against negligent hiring lawsuits, which can cost millions of
dollars and ruin your business.
Nonetheless, simply conducting pre employment screening is not always
enough. Your organization should make sure your pre employment screening
program involves using screening services that are accurate and thorough.
Some background screening companies provide instant results at dirt-cheap
prices. These types of employment screening companies are not helping you in
the long run –saving a few dollars today by using a cheap employment
screening firm can be devastating tomorrow.
About The Author:
Info Cubic is a nationwide, one-stop pre employment screening company. Info Cubic’s mission is to speed up the hiring process to help customers compete for the best talent by providing high value intelligence delivered through automation and transparent technology, direct access to information, and unparalleled customer service.
For more information, tips and advice, please visit: Pre Employment Screening Company
Importance of Employee Background Checks
Industry statistics clearly demonstrate that resume fraud is as high as 40%.
In other words, 2 out of every 5 resumes an employer receives have some level
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Apply Online For Student Loans
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Always an Interview, Never a Job Offer - September 28, 2008 -
Have you been on more interviews than you can count lately? While it is very encouraging to get called and invited to interview for a job that interests you, it can become very frustrating when the interviews never evolve into job offers. While many people tend to blame their resumes when they dont get the jobs they want, their resumes arent always the problem. If you are getting invited to interview on the basis of your resume, the document isnt likely to be the culprit. After all, you are getting called in for the interviews, the resume itself must look pretty good.
It is important to understand that you arent likely to get every single job for which you interview. Some jobs are meant for you and some jobs are not. However, when you habitually get overlooked when it comes to job offers, or even second interviews, it is a good time to step back and try to figure out where you have room to improve. You might just be having a string of bad luck, but there might be something going on that you can fix pretty easily.
In such situations, the problem typically is either a function of (a) your interviewing skills or (b) inconsistency between what your resume says and what you are saying in the interview.
Interviewing Skills
The best way to assess your interviewing skills is to seek out the assistance of someone you can trust to give you an honest opinion of how you come across in an interview. Set up a mock-interview situation with a friend that you trust to be honest with you.
Better yet, apply with an employment agency or visit your local one-stop career center. Let the recruiter or job developer you meet with know that you are concerned with how you are coming across to prospective employers. A good recruiter or job developer will gladly work with you to polish your interviewing techniques. After all, their goal is to help match applicants with jobs. Getting you placed will be their victory just as much as it is yours.
Inconsistency Between Resume and Responses
Do not lose sight of the fact that your resume is getting interviews for you. Something that your resume is saying appeals to prospective employers. If it didnt, they wouldnt be inviting you to interview. Take a look at your resume, and think abut how it consistently it reflects what you tell employers in an interview.
If your resume states that your career objective is to seek an entry-level sales position, and you proceed to tell the interviewer that you have no interest in working in sales and that you are terrified at the prospect of making a cold call, you can bet that this type of inconsistency is going to keep you from getting the job offer. Further, it is likely to keep you from ever getting any type of offer from the company because the recruiter will not be happy that you wasted his or her time applying for a job that you did not want to start with.
Another common problem occurs when what your resume says about your work experience contradicts what you say in an interview. Recent graduates often put internships and volunteer work on their resumes as documentation of experience, yet tell interviewers they dont have any experience in the field. Does your resume show that you completed an internship in a doctors office and list the tasks that you performed during your internship? If so, when a recruiter asks you if you have experience, are you going to say no just because it wasnt paid experience? If so, you are quite literally shooting yourself in the foot.
Fixing the Problem
When you keep getting interviews, but you never seem to get the job offers that you want, it is time to reflect on how prepared you are for your interviews. Preparing for an interview is homework. In order to do well in a job interview, you need to research the company and the requirements of the job and figure out how you are coming across to interviewers.
Make a list of the questions you were asked on your last interview, and really put some thought into how the questions should be answered. Get feedback from other people about your answers. This will help you figure out the best way to respond to similar questions in the future.
Remember that getting a job offer as the result of an interview is like closing the sale. You resume got you the appointment. Now you have to figure out what it is that you have to do differently during the appointments to get the end result that you want.
Mary Gormandy White is a career and training expert who specializes in customer service, management, communication, and career development training at Mobile Technical Institute http://www.mobiletechwebsite.com She also works with MTI Business Solutions, providing corporate training, public speaking, marketing, writing, and SEO consulting services to a wide variety of clients. Stop by http://www.dailycareerconnection.com regularly for useful professional development tips.
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Recruiting and Executive Headhunting - September 27, 2008 -
Executive recruiting refers to the process in which a third-party recruiter researches and employs qualified individuals for their client businesses. The recruiter acts as an independent contact between potential candidates and client companies to fill positions they may be offering.
There are several different kinds of executive recruiters. Some may specialize in client relationships and provide ongoing support to their clients sales or business development. Others may strictly focus on finding candidates for open positions within the client company; this is often referred to as sourcing. Still others may provide both ongoing support as well as serve the recruiting needs of their clients. These third-party recruiters can specialize in recruitment of permanent positions within a client company, contract (or temporary) positions, or both.
Third-party recruiters who dedicate themselves to placing potential hires in full-time positions within companies are often referred to as headhunters. Typically, executive headhunting is often associated with a higher degree of industry knowledge and more personal, less canvassing approach.
Here is a good way to distinguish between recruiters and headhunters. Recruiters tend to use a more blanketed approach to finding potential hires for a client company, such as cold-calling. Most often, recruiters have very little or no previous knowledge of a candidate before contact is made.
On the other hand, executive headhunters typically attempt to find the individuals previous employment history, education, etc. before contacting the candidate. Basically, executive headhunters typically look for suitable candidates first, then speak to them, whereas recruiters will more often than not contact individuals first, then choose their candidates from the individuals they have already spoken to. In addition, executive headhunters may attempt to poach employees away form their current employers, when recruiters may not attempt this.
Executive headhunting agents can be generalists, or specialists in a particular niche. Some may specialize in geographic regions, while other niche headhunters may specialize in a specific industry or type of employee, such as law enforcement, medical specialists, senior-level executives, etc.
Executive search agents typically have a wide array of personal contacts, detailed specific knowledge of the geographic area in consideration, and on most occasions, tend to operate at the most senior level. The main goal of executive headhunters is to strengthen the client company by introducing high-profile employees.
Executive search professionals or headhunters are involved throughout more of the hiring process, conducting thorough reports and interviews for the client company. They attempt to present candidates that they believe will fit, not only into the position, but that will fit into the companys employment culture, as well. These headhunting agents usually have long-lasting relationships with their clients spanning many years. They attempt to ensure progress for the client company by introducing candidates that will strengthen the company, and by avoiding the use of cold-calling and other impersonal hiring techniques.
Mr. Oliver is a marketing agent for The Charis Group LLC. The executive headhunter recruiting agency works with major companies to find the right executive for the job. For more information on their executive recruiting services please visit their website.
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You’re Not Alone If You Hate Going To Job Interviews - September 23, 2008 -
“I know I could do the job if they would just give it to me. Why do I have to prove myself? I meet all the qualifications they are looking for. I could do this job with my eyes closed. Can’t they tell from my resume that I am qualified?”
Ever say any of those things or at least think them? You are not alone. Most people dread going to job interviews. In fact, some people “hate” job interviews!
First of all, this is not an exact science and there is a good deal of subjective judgment that goes on. It’s very much like dating or starting a new friendship with someone. You have to get to know the other person, and you usually do this by asking questions and telling each other “stories” about your past.
That’s basically what you do in a job interview, but it doesn’t feel that way because you feel put on the spot and judged. It’s time to realize that there will be certain things that you can control and certain things that are out of your control.
There are two basic questions behind every interview:
1.”Can he/she do the job?” (I am assuming you are qualified or you probably wouldn’t have been invited to the interview).
2. “Do we like her is she going to fit in?” (This area is more significant than you might think).
Because the interview is a “getting to know you” process, and if you are not being true to yourself, you are not showing the interviewer the “real” you. That is unfortunate because sooner or later you will have to “come out of the closet” and be yourself. And then the trouble often begins.
I have a question for you. How do you feel about the people that are interviewing you? Are they the type of people you would like to work with/for? You are checking them out (or should be) while they are interviewing you. This is something that most people forget.
Below are some common questions from candidates with interview dread.
“I am often invited for second interviews is that a good sign?”
If you are being asked back for a second interview they must have liked something about you and your experience or they wouldn’t even consider bringing you back. You have passed through the first tunnel “Can she do the job?” Now, they’re going to look at you a little closer to see if they “like you.” Will you fit in?
“The feedback I received via my friend was that the interviewers found me “too confident.”
What should I conclude from that feedback?”
There is a difference between being “cocky” and being “confident.” Anything taken to extreme is not good.
I believe the best mind-set to go to an interview with is that of a “consultant.” This company has a problem and you are there to find out what it is. You will then let them know you heard and understand the problem and have the solution to their problem if you do have one. As a consultant you can fix their problem do the work they need to have done.
“They asked me about my weakness and I brought up my dominant personality as one of my weak points and explained that I’m aware of it and try to manage it. I have a feeling that put them off.”
Bad idea - you are too honest and showing all your cards too soon.
The best answer to the “weakness” question is to talk about something that you are working on improving or changing. Stay away from personality. It will be a while before you change a “dominate personality.”
Think of something that you would like to do better: be a better speaker, be more patient with people who don’t pull their weight, be more selective when you take on more assignments, etc.
There is a technique called “the sandwich technique” where you start with a positive statement; slip in the negative (weakness), and then tell how you are working on improving that trait.
“I was told the HR manager was actually scared of me.”
I wouldn’t let the feedback from one woman throw you off track. It may be that you are interviewing at the wrong places. Maybe you need to seek out a company who is looking for a more aggressive attitude. I am a believer in the fact that if you are the “right person” for the job the interviewers will overlook a lot of other differences or shortcomings.
These examples cover some of the more common problems faced by candidates. You can see that others are facing similar fears and worries in job interviews every day. The main thing is for you to control what you can control prepare for the interview, and to let go of the things that you do have any control over. If someone is “scared” of you, it’s not going to be a very rewarding relationship for anybody.
One last thought think of this as a dating process. You did not (hopefully) get a marriage proposal after every date. You will not get an offer after every interview. Sometimes you just have to let go. It is out of your control.
Copyright (c) 2007 Carole Martin, The Interview Coach
Carole Martin, Americas #1 Interview Expert and Coach, can give you interviewing tips like no one else can. Get a copy of her FREE 9-part “Interview Success Tips” report by visiting Carole on the web at The Interview Coach
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An Eap Can Provide A Tremendous Boost For Your Employees - September 23, 2008 -
Employee assistance programs (EAP) can greatly benefit the organization implementing EAP and its team members. An EAP is essentially opted for by the company to enhance the efficiency and productivity of its employees by relieving them from the reasons causing stress and afflict their personal and professional existence.
The changes that an EAP can bring about in an organizations efficiency are numerous. While some of these improvements directly add to the bottom-line, quite a few changes add to the long term improvement of the organization. An EAP normally deals with a range of problems - from drug abuse to failing marriages. If implemented successfully, it helps and more importantly, empowers team members to effectively tackle various professional and personal problems that may be detrimental to their productivity. It also helps the employees keep themselves focused on the job. Absenteeism, which is one of the major problems faced by the many companies, can be drastically reduced by EAPs. If stress can be purged, the working environment becomes much safer as professional hazards become rare when the focus remains on the job. Job satisfaction is enhanced, leading to low rates of attrition. As a combined effect it makes the working environs harmonious and conducive for all the individual entities and accelerates growth by increasing the cost efficiency of an organization.
The effectiveness of EAP can be judged from the words of the market watchers who have observed that the trend of utilizing EAPs has steadily been increasing. Over the past few years the percentage of corporate entities offering EAP to its members has slowly nudged its way into the double figure mark. The number of employees responding has also shown a corresponding rise. And this trend is expected to continue. Another important point that should be paid attention to is that the average age of the employees responding to EAPs has come down indicating that the younger team members, who will form the core team members in coming years are more receptive towards EAPs, making more sense for any organization to adopt an EAP.
EAP makes sense for any organization as the investment required to implement the program is just a fraction of the increase in the profit margin resulting from the better working environs and mental clarity brought about by the EAP. You can find out more at eapquotes.com
This article was developed by the team at EAPquotes.com - Find an EAP the easy way, without a broker!
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Interview Skills - Five Top Tips To Help You Succeed At Assessment Centers - September 23, 2008 -
Whatever your interview skills, memorable interview experiences are set deep within the annals of hearsay and urban myth. There are probably more horror stories about interview experiences discussed around the tables of workplaces than any other (with perhaps the exception of an unpleasant performance appraisal, by an unforgettably horrible manager!).
Yet it’s not difficult at all to hone up your interview skills so that you can be up for action and successful too, ready for being the candidate with the mostest - the winner!
So, what would a great set of interview skills be then? Where do you have to put your effort if you want to be selected as the candidate of choice?
Here are five simple steps to get you more than through - to get you to the top of the tree in your assessment center without fail!
1) Plan Ahead
One of the best and easiest interview skills to develop is to make sure that you have all the information possible about the organization, the process of the selection center and maybe even the people that will be involved. You cannot overprepare in this. And then again don’t drive yourself crazy with concerns about remembering every detail.
2) Self-Confidence
This is much easier to suggest that do, everyone will say, yet you can be confident that you have done enough and you will be fine with what you retain! No-one expects perfection and if you have taken the time to do some research and preparation about the day, you will, without question, already be in the top 10%. Amazing? Yes - and true!
3) Recognize Success
You will already have had experiences in your life - both work and home - that will help you demonstrate your capability. It takes a little time, focus and belief that you are already as good as you are! In fact this is one of the easiest interview skills to develop. It’s all about perspective of you against the world! You have been great in your role so far - believe it!
4) Know Yourself Well!
Thinking about experiences that you can share when asked, as you will be, “Tell me a time when you…” can be a challenging activity. But, here’s a secret - it’s as easy as it sounds. All they are looking for is examples of what you personally achieved, so you can easily prepare that. Even in the last month there will be some examples - get those clear first, based on the list of competencies they gave you. Fine tune with bigger ones further in the past once you have a few down.
5) Understand Them
If they have anything about themselves, your interviewers will be looking for the best candidate - it stands to reason, doesn’t it. So they want you to succeed! When they ask you about yourself, you will, if you have prepared even a little, be tuned in to their questions from the word go. By helping them in their quest, you will be a good candidate and make their lives easy!
Five little interview skills you can start working on right away. The only thing that is getting in the way of this is yourself. So maybe it’s time to get out of your own way and get on, getting ahead. Your next interview might be just around the next corner - who knows?
Good luck!
(c) 2007 How To Win At Assessment Centers. You can succeed in your application whenever you want to. It takes focus and preparation and above all, you need to know what you are doing. And now you can. Checkout the free e-course at htwaacmini@aweber.com or Martin Haworth’s website, http://www.HowToWinAtAssessmentCenters.com
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If you have been in your job for awhile and you have been doing a good job, you may believe that you deserve more money for it. Many employers simply take their employees for granted and they don’t think to give raises as often as they should. If you are known for being a consistent employee who goes above and beyond the call of duty, it isn’t unheard of to ask for a raise. Generally speaking, you won’t want to ask for a raise if you have been employed for less than nine to 12 months but after that you are in the clear.
A great way to ask for a raise is simply to foster open communication between yourself and your direct supervisor. If you have this open communication from day one you will find that it is a lot easier for you to share your achievements, thus making it more obvious why you want a raise when you ask for one. Of course, this requires forethought so it may be a bit late to foster satisfying communication like this before you ask for your raise.
If you believe that you deserve a raise you can choose to either ask for the raise in person or you can ask for it through a letter or an email. Depending on who you work for, there may be a preferred method of communication and you should go with that. Many individuals find that they do better asking for this sort of thing through email because they can more clearly state their thoughts, but others are more than comfortable doing this in person. Decide for yourself which works better for you and be ready to present your thoughts carefully to your supervisor.
When asking through email or in person for a raise you need to be able to cite why you deserve such a raise without coming right out and bragging about yourself. Simply state that you have been working hard and you believe that you have been going above and beyond the call of duty. When you say this you can then cite instances where you have worked harder than your job description called for, instances when you helped others, and other important issues. You dont have to go into great detail, as this may come across as bragging, but you can highlight areas where you really shine.
Simply stating the facts like this will give your supervisor food for thought, and if possible they will probably give you a raise. You need to stand ready to answer hard questions that relate to opportunity areas, or areas where you could stand to do a little bit better. Everyone has these areas, but it doesnt mean that you dont deserve a raise. Simply put the information out there, letting your place of employment know how valuable you are. The worse thing that can happen is that you will be told that you cannot have a raise at the moment, but you will definitely be put on the radar for future raises. Accept this answer graciously, but remember that you can always ask again in the future.
William is a founding member of http://www.worksucks.com View the original article and other career advice articles here: http://worksucks.com/how-to-ask-for-a-raise
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