I used to think that there is a list of recession-proof jobs and it is the answer to securing a stream of recession-proof income. Later, I learned that almost everyone can recession-proof their career if they learn how to build a network with the right connections.

Super Connectors
Last week, on October 17th, 2019, Chris Winfield and Jen Gottlieb the famous power couple, communications experts, and the “super connectors” who co-founded Super Connector Media were interviewed by Bold TV and discussed the best strategies to recession-proof your career. Click here to watch the video on YouTube: https://youtu.be/z5g7HLcYqLw ​

The more you connect with the professionals in your circle, the more opportunities you will be creating for your career. When facing layoffs, having a large network can be the best solution.  
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Prior experience has shown that most people find jobs through their network and not through online applications. We must not underestimate the value of our network and we should not keep it inactive for too long.

The worksheet below is a helpful guide for jobseekers to help them identify social connectors in their lives — people with social influence who can help them in their job search.

​This allows you to see how many people you actually have in your life and how these people can help you achieve your goals.

Winfield, also known as the “Super Connector”, is the editor at large for Arianna Huffington’s Thrive Global, a columnist for TIME, Business Insider, and INC., and host of a show for Entrepreneur. He’s been featured in the Wall Street Journal, New York Times, NBC’s Today Show, USA Today, Fast Company, Forbes and over 200 other media outlets.
 
Jen Gottlieb is known for getting her celebrity and millionaire (and billionaire) CEO clients performing at the top of their game. A former Broadway actress, and founder of her own successful companies (JLG productions, and JLG Fitness), Jen has been featured in US News, CBS News, American Dream TV, MTV, Well + Good, Women’s Health and has been a two-time Cover Model for Steppin’ Out Magazine.

1. Practice self-care. You’re more likely to have a successful career if you make your personal wellbeing a top priority. Eat a nutritious diet, exercise regularly, and stick to a consistent sleep schedule.
   
   
2. Strengthen your relationships. Spend time with family and friends. Build a network of support with loved ones who know you and care about you.
   
   
3. Maximize your leisure time. Use your hours outside the office wisely. Develop a hobby that challenges and relaxes you. Participate in cultural activities and team sports.
   
   
4. Deepen your spirituality. Connect with something larger than yourself. Clarify your values and purpose in life. Pray, meditate, and read inspiring texts each day. Join a spiritual community with others who share your beliefs.
   
   
5. Work smarter. Free up more time and energy for the things that matter to you. Plan your week in advance and coordinate errands. Leverage technology to complete tasks faster. Figure out the times of day when your performance peaks and use those hours to focus on your top priorities.
   
   
6. Lighten up. You can enjoy life while taking your responsibilities seriously. A cheerful attitude may even help you to achieve more. Take frequent breaks and see the humor in difficult situations. Turn household chores and office paperwork into a game.

 
Your mid-career years can be an exciting time to learn and grow. You can make dramatic changes like changing jobs or starting a new business or make smaller adjustments in how you approach your current position and daily life.

 My own experience as a Recruiter

I have interviewed more than a few thousand job seekers. My icebreaker questions would vary often. For example:

• Tell me about yourself.
• What brings you here today?
• What do you want to do next?

 
While interviewing candidates I might ask any or a combination of the above-listed questions or other similar questions, mostly with the same purpose. I needed to hear how this person presents him/herself when they know they only have a chance to use a few words. How do they even “conduct” themselves when answering my initial question?
 
From there on, I would have a slightly better idea about the person’s vibe. I always knew that an open-ended question from the start will very easily set the tone. Moreover, it is a compelling way to set competitors apart from one another who are applying for the same job. My point is that more often than not, the vibe was almost as important as the quality of the answer itself. In other words, the answer could be genius but if it came with a really bad attitude, it was not that genius anymore.
 
The truth is that interviewers often decide whether or not they want to continue interviewing someone, based on the answer to this casual icebreaker: “Tell me about yourself”
 
There are almost as many ways to answer this question as there are people. But much is at stake and you want decisions to be made in your favor. There are right and wrong ways to answer these tricky questions. It is a good investment of your time to learn about the right and wrong way of answering this question so that you can open more doors for yourself.​

Be receptive 

• Stand out from the crowd. It can be difficult in these situations to say much about yourself, but you should really play your cards right and learn to take advantage of this opportunity. This is an excellent opportunity to show what makes you stand out from the rest. You can actually outshine your competition right here.

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• Show your ability to guide this topic. Show that you are able to pick the right moment to say what you want to say. Show that you were able to prepare ahead of time and that you are not caught off guard. If you give an answer that leaves room for follow-up questions, you’ve done a good job. But if your answer is so detailed that leaves nothing for the interviewer to ask, you haven’t done yourself any favors.

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• Prepare your elevator pitch. People hardly ever ask you to talk about your five-year plan. Real-life conversations are random and often casual. So, it will be easy to be impressive if you know how to sound articulate in these unstructured conversations. You will certainly leave a good impression behind if your elevator pitch comes so authentically that it doesn’t even sound like a pitch. 

Answering the Question
 

• Do not get personal. What the employer/recruiter wants to know is whether or not you are qualified to do this job, and whether or not you will mesh well with the company’s mission and culture. Please be professional. Do not talk about your personal background, your family, your children, etc. Explain to them not only how well you could do the job but also how you will fit within their company.

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• Be prepared. Write it down before-hand. This should not be a spontaneous answer. You have about a minute to make a point. Practicing on paper allows you to make sure you have covered every point without going off on tangents or becoming redundant.

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• Practice your elevator pitch. Practice builds your confidence and makes your answers fluid. With enough practice, you will learn to sound natural and not rehearsed. Ask a friend for feedback.

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• Be realistic. Remember, the person asking you this question is just another human being, after all. Please do not deliver your pitch in a robotic way. Don’t be monotonous. You must have heard the saying “Personality wins”! Right?

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• A customized approach works best. Your resume is not one-size-fits-all. Your interview shouldn’t either. Before you go to the interview, read the job advertisement first. Pay attention to the employer’s list of priorities. Depending on the position, you may emphasize your accounting competencies or your expertise in client relations or training others. Spending a little time to research the company will help you fine-tune your pitch.

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• Talk about your achievements. It’s now or never. Tell the interviewer what your prior managers or colleagues have said about you. If you have any praise from people who report to you, people you have trained, clients, especially competitors, or even vendors, this is the time to mention it. By doing this, you will also show that you work well with others and that you know how to build professional relations at work.

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• Learn to tell your workstory. You are more than your resume. Create a professional Interview Brag Book and share your bragworthy victories with style. Create interest and engage your interviewer to want to hear more...

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• Leave room for curiosity. Your answer should serve as an introduction, not a speech. Remember, the vibe is what really matters. Please do not give your entire story. As recruiters, we find it overwhelming when we have to retain an entire career history or life story, with one question. We have to be able to carry the conversation….. So, please don’t take that opportunity away from us. I remember a job seeker in particular who simply wouldn't stop talking without taking a breath, just for that first question! He gave me SO MUCH information while answering the "Tell me about yourself" question, that in response I just had to say: “Thank you very much. Now I know everything I needed to know from the day you joined the workforce as an Intern, until today. I know exactly why you joined each company, why you left every position, how much you were paid, what didn’t work, the reasons behind your decisions along the way, and more. I honestly don’t have any other questions. You really said it all. Thank you very much. We will call you.”​

 

• Additional  ideas. For a list of what not to say in an interview and additional ideas on how to answer "Tell me about yourself",  I suggest you also review "Tell Me Something About Yourself," The Easy Way. 

Things you should not do on LinkedIn:

• Don’t Dismiss LinkedIn as Something Only for People Who Are Looking For a New Job. The best time to build your LinkedIn profile, connect with people, and participate on LinkedIn is now, before you need it. If you find yourself suddenly unemployed and decide that now is the time to start using LinkedIn, you’re going to be playing catch up. Instead, take time to “dig your well before you’re thirsty,” as author Harvey Mackay says.

• Don’t “Set it and Forget It.” Your LinkedIn profile is an evolving snapshot of you. You should learn how to use LinkedIn and be updating it regularly with new connections, status updates, and activity (especially within LinkedIn Groups).

• Don’t Ignore It. Check in on LinkedIn regularly; at least every other day if you are in active job search mode; at least once a week for passive jobseekers. Plan on adding one new status update each time you log in.

• Don’t Be A Wallflower. LinkedIn is most effective when you engage with it. Seek out opportunities to connect with thought leaders in your industry. Join 3-5 Groups and participate in conversations.

• Don’t Be Selfish. You will get more out of LinkedIn if you focus on how you can help others, not how they can help you. The phrase “give to get” is very powerful on LinkedIn. You can earn the respect of your peers and people of influence if you “help enough other people get what they want,” in the words of Zig Ziglar.

• Don’t Wait For Others To Find You. Use the LinkedIn People Search function to look for people you know and invite them to connect with you. You should aim to add 2-5 new connections each week if you are a passive job seeker, and 6-10 connections a week if you are actively searching for a new job.

• Don’t Forget to Explore the People Your Connections Know. One of the most powerful functions of LinkedIn is the ability to connect you with people who are connections of the people you know. Follow LinkedIn’s guidelines on connecting with these folks, however (using InMail or requesting connections through your mutual friend), so that your account is not flagged for spam.

• Don’t Indiscriminately Try to Connect With People. One of the strengths of LinkedIn is the connections you make, but it’s not a race to get to 500 connections. Have a reason for each of the people you connect with — either it’s someone you already know or are related to, or someone it would be beneficial to connect with. If you don’t know someone, get to know them a bit before sending a personalized connection request. (You can do so by seeing who you have in common — or who they are connected to, checking out their LinkedIn Summary and work history, visiting their website or blog, and seeing what Groups they belong to).

• Don’t Forget to Give Recommendations. Acknowledge and recognize the contributions of people you know by providing unsolicited, genuine Recommendations for them.

• Don’t Restrict Your LinkedIn Networking to Online Only. Use LinkedIn to connect with people — but then request in-person get-togethers, when possible. Meet for coffee, or lunch, to catch up. 

The “Summary” section of your LinkedIn profile is a vital part of your LinkedIn presence. Knowing how to write a good LinkedIn Summary will have a direct impact on whether or not a visitor will continue reading the rest of your profile. You have 2,000 characters to give readers a brief snapshot of who you are.
 
The first 2-3 sentences need to instantly get your prospects interested in your profile — or, even better, get them excited about reading the rest of your profile. How do you add more value to the company, or solve problems better than other job candidates? Your LinkedIn Summary can set you apart from other jobseekers on LinkedIn by demonstrating that you understand what employers want — and what you have to offer that meets that need.

Use these ideas as examples of what to write in LinkedIn Summary:

• How will your next employer benefit by hiring you? Quantify the value in terms of numbers, money, and/or percentages. Use specific numbers and facts to build credibility.
• What experience can you offer that will provide value to your next employer?
• What additional skills do you have that set you apart from other candidates with a similar background?

 
Write naturally and conversationally. In contrast to your résumé, you should use pronouns in your Summary. Speak in the first person, not third person. (“I did such-and-such.”) Write as if you’re speaking to an individual reader. Make it personal. Be sure to emphasize outcomes — as well as what makes you uniquely qualified to do the job you do.

Never loose sight of the fact that your resume and your Linked profile are not the same thing.

There are many differences when it comes to the use of a resume vs. LinkedIn profile. Unlike the rules of resume writing, please be conversational and informal in your tone when it comes to writing a LinkedIn Summary. Use contractions (“you’re” instead of “you are”). Every word counts! And pay attention to grammar and spelling. Make sure there are no mistakes in your profile. Re-read and edit it. Have a colleague, friend, or spouse read it. Copy-and-paste it into a word processing program and run a spell-check on it.
 
You can also use asterisks, dashes, hyphens, and other keyboard characters to format the Summary and make it easier to read.
 Try to find a common THREAD through your work. Then, once you have a theme, use storytelling principles to write your Summary as a narrative. Have a beginning, a middle, and an end.

There is a limit of 2,000 characters (not words) to write in the Summary (About) section of your LinkedIn profile.

Your Summary can be anywhere from a few sentences up to a few paragraphs. But don’t waste any words — make the most dramatic, powerful, attention-getting statement you can. Don’t use any more words than is necessary, and don’t be overly flowery in your language. The point of the first sentence is to get the prospect to read the second sentence. And the next sentence. And the next.

On LinkedIn, a 'character' can be a letter, number, space, and punctuation. The current LinkedIn set up and design of a profile only shows the first two lines of your Summary or About section to the reader. The reader will then have to click on SEE MORE to see the rest. So, the two-liner opening is only about 200-250 characters (or about 25-42 words). Make sure you use these words to write a compelling opening .

​Learn how to write an elevator pitch as a short summary to talk about yourself in a compelling and concise way. Knowing how to do this right is imperative. Your elevator pitch tells the employers about what your expertise is, how you can contribute and what is the impact of your contribution. Try out these suggestions for preparing and presenting your introduction.

• ​Invent multiple versions. Adapt your elevator pitch to a variety of circumstances. That way you can respond if you have extra time. You’ll also be able to talk to industry insiders and other professionals who are less familiar with your background.
• Rehearse carefully. Practice while looking in a mirror or record yourself. Talking out loud will help you determine if your speech sounds natural.
• Invite feedback. Ask friends to let you practice on them. Use their suggestions and questions to make adjustments. You may need to speak more slowly or translate industry jargon into language that’s easier to understand.
• Stay up to date. Review your pitch on a regular basis. There may be buzzwords that grow stale over time and need to be replaced. Also, you may have earned new credentials that you want to include.
• Spend time listening. Watch for the other person’s reactions and listen to their comments. Ideally, you’ll open up a two-way conversation. Pick someone you admire and pay attention to the way they introduce themselves. It could give you some worthwhile ideas.
• Exude confidence. Start out with a firm handshake as long as it’s appropriate for the setting and situation. Radiate enthusiasm. Hold your head up high and smile. Make eye contact for a few seconds.
• Be prepared. You can use your speech for more than just job interviews. Keep it in mind when you’re at cocktail parties, soccer games, or shopping malls. It’s possible you’ll bump into someone who may have a lead on the kind of position you are seeking.
• Remember to follow up. Think of your pitch as the first step in a longer process. Hand out and collect business cards. Suggest getting together for coffee to continue a discussion.

An effective elevator pitch entices people’s curiosity and makes them want to hear more. Formulate an elevator pitch to tell the employers why hiring you is the right decision.

​A Resume Writer uses the right keywords, has the best ATS resume checker, applies the latest formatting strategies for speedreading, enhances your content, and helps your resume stand out from the crowd.

A Resume Writer is often a freelance writer who specializes as a technical writer and focuses on resume writing and other career-related documents.

​When applying for a job, what most candidates say they want is a level playing field — the opportunity to be considered for employment because of their skills, experience, and education, without consideration of how they look, what they wear for religious reasons, or how old they are. In other words, they want a hiring environment free of discrimination.

There are a number of local, state, and federal laws that employers must follow when hiring employees. Generally speaking, these laws prohibit discrimination in employment based on race, color, religion, sex, age, ethnicity/national origin, disability, or veteran status.
 
With so many government agencies involved in creating laws for hiring and employment, it’s no wonder companies get confused. In some instances, these may affect you, the job seeker, as you may face potential discrimination in the application and/or hiring process.
 
There are laws to govern how many hours you can work (Fair Labor Standards Act), the type of work you can perform in certain industries (Migrant and Seasonal Agricultural Worker Protection Act, for example), and even the types of benefits some types of companies can offer (Employee Retirement Income Security Act).
 
This guide, however, is designed to familiarize you specifically with laws relating to applying for jobs, interviewing, and getting hired. Note: The information in this guide is not intended to provide legal, medical, or financial advice. If legal, medical, or financial advice is needed, an appropriate professional should be consulted.
 
You are most likely to encounter these situations in smaller companies, where the owner or hiring managers handle applications, interviews, and job offers directly; however, discrimination occurs in companies of all sizes.
 
Here is an analysis of some of the most relevant laws for jobseekers. 

The Immigration and Nationality Act (INA) addresses employment eligibility, employment verification, and nondiscrimination in hiring. Under this law, employers may only hire candidates who are legally eligible to work in the U.S. (i.e., citizens and U.S. nationals) and aliens authorized to work in the U.S.
 
Employers must verify the identity and employment eligibility of anyone hired, including completing an Employment Eligibility Verification Form (I-9 form) for each applicant. These forms must be kept on file for at least three years, or one year after employment ends, whichever is longer. Newly-hired employees must complete and sign the top section of the form (which collects biographical data) no later than the first day of employment. However, Section 1 should never be completed before you accept a job offer.
 
Employers must complete Section 2 of the I-9 form within three business days of your first day of employment. Candidates will present documents to verify their identity, choosing from a list of acceptable documents outlined on the form. The identification establishes your identity and employment authorization.
 
The INA protects U.S. citizens and aliens authorized to accept employment in the U.S. from discrimination in hiring or discharge on the basis of national origin and citizenship status.
 
Another section of the act applies to employers seeking to hire nonimmigrant aliens as workers in specialty occupations, often referred to as “H1-B workers.” This is more common in the engineering, teaching, technology, and medical professions. The number of new H1-B visas that can be issued each year is subject to a cap.

You will be asked for documentation to complete an I-9 form at the time of hiring. You can review the I-9 form here: http://www.uscis.gov/files/form/i-9.pdf.

• As it relates to H1-B workers, a H1-B candidate cannot displace a current employee; however, as a job applicant, you may be competing with H1-B candidates.

Title VII of the Civil Rights Act of 1964 protects applicants from discrimination in hiring. Protection is granted on the basis of the applicant’s race, color, religion, sex (including pregnancy), and national origin.
 
Religious discrimination includes an employer failing to provide reasonable accommodations for an employee’s religious practices if the accommodation does not create an undue hardship for the employer.

The Age Discrimination in Employment Act of 1967 (ADEA) protects jobseekers who are 40 years of age (or older) from age discrimination in hiring. However, it is not illegal for an employer to favor an older job applicant over a younger one, even if both workers are age 40 or older. The law also forbids harassment because of age; for example, offensive remarks or repeated jokes about a person’s age.
 
The ADEA applies to employers with 20 or more employees, including state and local government entities.

​The ADEA generally makes it unlawful to include age preferences, limitations, or specifications in job notices or ads. A job notice or ad may specify an age limit only in the rare circumstances where age is shown to be a “bona fide occupational qualification” (BFOQ) — for example, airline pilots must retire at age 65 in the U.S.

• In general, you should not be asked your date of birth or age on an application or in an interview, although the ADEA does not specifically prohibit this. However, you may file a complaint if you feel you were discriminated against because of your age, and the request for age information will be “closely scrutinized to makes sure that the inquiry was made for a lawful purpose, rather than for a purpose prohibited by the ADEA.”

Section 503 of the Rehabilitation Act of 1973 (as amended), is very similar to the Americans With Disabilities Act (ADA). It requires certain employers (including those with federal contracts or subcontracts) to take affirmative action to hire, retain, and promote qualified individuals with disabilities.
 
Covered disabilities include a wide range of mental and/or physical impairments that “substantially limit or restrict a major life activity,” such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning, or working. In addition, individuals who have recovered from their disabilities may not be discriminated against because of their past medical history.

​The law only protects against discrimination for disabilities. You must possess the necessary education, skills, or other job-related requirements to be considered for the position. You must also be able to perform the essential functions of the job — the fundamental job duties of the position you desire — with or without reasonable accommodation (which require the employer to make adjustments or modifications in the work, job application process, work environment, job structure, equipment, employment practices, or the way that job duties are performed so that an individual can perform the essential functions of the job.)

• You may be asked whether you are an individual with a disability, or the nature or severity of such disability. You may be asked about your ability to perform job-related functions and/or be asked to describe or demonstrate how — with or without reasonable accommodations — you will be able to perform the duties of the job.
• You may be asked to take a medical examination, but only if all candidates seeking the same job category are required to complete a medical examination. An offer of employment may be conditional depending on the results of the examination. 

In 1978, Congress amended Title VII of the Civil Rights Act of 1964 to enact the Pregnancy Discrimination Act (PDA). This law forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring. If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer or other covered organization must treat her the same way it treats any other temporarily disabled employee. For example, the employer may have to provide light duty assignments, disability leave, or unpaid leave to pregnant employees, if it does so for other temporarily disabled employees.

​You do not have to disclose your pregnancy to a prospective employer when applying for a position. However, you may not want to change jobs during pregnancy if your health care coverage would be affected by a new position. If the new employer offers health care coverage, there may be a waiting period before coverage begins. However, insurance coverage for a pregnancy generally cannot be denied within a group insurance plan. The Health Portability and Accountability Act of 1996 (HIPAA) ensures that group health insurance plans cover pregnancy, in most cases. However, if your new employer does not offer a health insurance benefit, you may find it difficult to obtain an individual policy that covers your pregnancy-related claims.

• An employer cannot refuse to hire a woman because of her pregnancy, as long as she is able to perform the major functions of her job.
• Under the Family and Medical Leave Act of 1993 (FMLA), a new parent (including foster and adoptive parents) may be eligible for 12 weeks of leave (unpaid, or paid if the employee has earned or accrued it) that may be used for care of the new child. However, to be eligible, the employee must have worked for the employer for 12 months prior to taking the leave, and the employer must have a specified number of employees.

In compliance with the Immigration Reform and Control Act, discrimination on the basis of national origin involves treating applicants unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). National origin discrimination can also extend to treating candidates unfavorably because they are married to (or associated with) a person of a certain national origin, or because of their connection with an ethnic organization or group.
 
The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate with respect to recruitment and hiring based on an individual’s citizenship or immigration status. The law prohibits employers from hiring only U.S. citizens or lawful permanent residents unless required to do so by law, regulation, or government contract.
 
Employers may not refuse to accept lawful documentation that establishes the employment eligibility of an employee, or demand additional documentation beyond what is legally required, when verifying employment eligibility, based on the employee’s national origin or citizen status.

​Discrimination on the basis of national origin may begin with your initial application to the company. An employer may be reluctant to call an applicant whose name he or she cannot pronounce, so providing a nickname on the résumé or job application may help.

• If a phone interview goes well but the in-person interview does not, your national origin may or may not be the issue. It can be difficult to find out exactly why you were not hired.

 
For example, if you wear a hijab for religious or cultural reasons, an employer may be worried about how the company’s customers would react to it. However, customer preference is never a justification for a discriminatory practice.
 
The employer is not likely to articulate that as the reason why you were not selected for the position. Even though you might feel that was the reason you were not hired, a fuller explanation of the employer’s business reasons would be needed to determine whether or not discrimination was involved.

Title I of the Americans With Disabilities Act of 1990 (ADA) protects qualified individuals from discrimination in hiring on the basis of disability. Covered employers must make reasonable accommodations for known physical and/or mental limitations of an otherwise qualified individual (unless it creates an “undue hardship” on the employer).
 
The term “qualified” means that you have the skills, experience, education, and other job-related requirements of the position being sought, and can perform the essential job functions of the position, with or without reasonable accommodation.
 
Not all employers are required to comply with the ADA. Covered organizations include private employers with 15 or more employees, employment agencies, and labor organizations. State and local government employers must also comply with the ADA.
 
Accommodations are considered “any modification or adjustment to a job or work environment that enables a qualified person with a disability to apply for or perform a job.” It also includes alterations to ensure a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.

When applying for a position, the prospective employer may not ask you to answer medical questions or take a medical exam before extending a job offer. You may not be asked if you have a disability (or about the nature of an obvious disability). You can be asked, however, whether you can perform the job and how you would perform the job, with or without a reasonable accommodation. (After you are offered the job, an employer can make the job offer contingent on passing a required medical examination, but only if all candidates for that job category have to take the examination.)

• You may request an accommodation at any time during the application process. (You can also request an accommodation after you are hired, even if you did not ask for one when applying for a job or after receiving a job offer). You may make the request orally or in writing.
• It is important to note that you do not need to let a prospective employer know that you have a disability. However, unless, you let the employer know that you have a disability, the employer is not obligated to consider accommodations under the ADA. (And the employer may request medical documentation to establish that the employee has an ADA disability and needs the requested accommodation.)

 
From a practical standpoint, you should not request an accommodation during the application process unless there is a workplace barrier that prevents you, due to a disability, from competing for a job or performing the job. Likewise, you should not reference your medical history when applying for a position (for example, to account for a gap on your résumé or explain a job change on your cover letter) unless absolutely necessary — or if it is relevant to the position you are seeking.
 
The only limitation on an employer’s obligation to provide reasonable accommodations is that no change or modification is required if it would cause “undue hardship” to the employer — meaning significant expense or difficulty in making the accommodation (for example, if the modification would be disruptive, or if it would fundamentally alter the nature or operation of the business).
 

• If you have a disability, check out http://earnworks.com/refdesk/FAQ/FAQ_Jobseekers for agencies that can assist you with employment.
• If you have a disability and feel you were discriminated against in the hiring process, you can file a complaint with the EEOC or your state enforcement agency. For information regarding the complaint process, visit http://www.eeoc.gov/employees/charge.cfm.

​ One of the newer candidate protection regulations is the Genetic Information Nondiscrimination Act of 2008 (GINA), which protects applicants from discrimination in hiring based on genetic information. GINA restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information, including information about genetic tests the applicant may have received, the manifestation of diseases or disorders in applicant’s family members, and requests for receipt of genetic services.
 
GINA was enacted, in large part, because of developments in the field of genetics, the decoding of the human genome, and advances in the field of genomic medicine. Genetic tests now exist that can determine whether individuals are at risk for specific diseases or disorders. The law addresses the concerns of individuals who fear the loss of health coverage or employment because of their genetic information.

If you only reach out to your contacts when you’re looking for a job, you may be disappointed with the results.
It’s easy to get busy with other things and realize you’ve fallen out of touch with important colleagues. At the same time, it’s natural for your contacts to be less than enthusiastic if they only hear from you when you’re asking for a favor.

Regular communication will strengthen your relationships, and there are steps you can take if you’ve been somewhat inattentive in the past. Try these tips for heating up your network.

​1. APOLOGIZE SINCERELY.
Start out by acknowledging your lapse, especially if you’ve neglected to return phone calls. If someone is gracious enough to forgive, ensure you’re considerate in the future.

2. START CLOSE TO HOME.
You’re surrounded by opportunities to practice your networking skills and make new contacts. Look for leads among those you interact with daily, including coworkers or other contacts.

3. DO SOME RESEARCH.
Find out whether someone has changed jobs or gotten married since you last spoke. Check LinkedIn or mutual friends. You’ll be more prepared for your first conversation. You will find below a number of instructional LinkedIn videos for the same purpose.

4. MEET FACE-TO-FACE.
Digital communications are convenient but personal interactions make a deeper impression. Circulate offline as much as possible. Attend industry events and invite others out for coffee or lunch.

5. STAY INFORMED.
Your conversation will be more interesting if you know what’s happening in your field and the wider world. Read books, watch movies, and engage in deep conversations.

6. GIVE MORE.
You’ve probably heard that successful networking is about being generous. You can help others by sending articles, making referrals, or just sharing an encouraging word.

1. BE SELECTIVE.
Quality matters more than quantity. You’re more likely to cultivate authentic relationships if you prioritize. Figure out who your key contacts are and devote most of your time and energy to them.

2. CREATE A SYSTEM.
Networking is also easier when you’re organized. That might mean scanning business cards or creating a whole database.

3. BLOCK OUT TIME.
Put networking on your daily or weekly calendar. You could set aside a half hour in the morning to make phone calls or set a goal for eating lunch with one of your contacts at least once a week.

4. INCREASE YOUR VISIBILITY.
Public speaking, teaching, and publishing on topics related to your career will also give you opportunities to make new contacts and refresh old ones. Check with your local community college or contact the organizers for an upcoming industry event.

5. OFFER CONGRATULATIONS.
Most of your contacts will be delighted to hear from you if you express a genuine interest in their lives and appreciation for their achievements. Relay your good wishes when you hear someone has been promoted or landed a major account.

6. SEND HOLIDAY GREETINGS.
You can take advantage of official holidays such as Thanksgiving or even unofficial holidays such as National Spaghetti Day as they can all be an occasion for reaching out to your colleagues. Try personalizing your message for your key contacts and creating a more general version you can use with contacts who you interact with less frequently.

7. TAKE TIME OFF.
Scheduling periodic breaks from networking may help you to stay motivated and balanced. You may want to forget about business when you take time off.
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​What happens when your job performance is outstanding, but your field is on life support? If you’re a Print Journalist or a Telephone Operator you may feel uncertain about your future. Working in a declining industry can make it difficult to earn a living and limit your opportunities.
 
While different kinds of businesses have come and gone throughout history, the pace is picking up. A recent study by the employment website CareerBuilder found that 121 occupations in the U.S. are expected to lose jobs by 2023, and middle-wage positions will represent 58% of that total.
 
If you want to enjoy financial stability and a rewarding career, it’s important to prepare for such fluctuations.
 
Study these tips on what to do if you’re working in a shrinking industry or hoping to stay in high-growth fields.

1. Plan ahead. Stay up-to-date with how your industry is doing. Research forecasts about the fastest and slowest growing jobs.
   
   
2. Continue learning. Ensure that you have the education and training that employers are seeking. Take courses online or go back to school in the evening if you work days. Find out what certifications are popular in your industry and acquire them before they become a basic qualification.
   
   
3. Find a match. Of course, your personal ambitions matter as much as the data. It’s still important to find a position that is suitable for your interests and qualifications regardless of how quickly it’s expanding.
   
   
4. Talk with others. Remember to go offline to discuss your plans with contacts who are actually working in the field. They may have information you can only learn from personal conversations. That’s especially true for emerging industries where there is relatively little experience to go on.

Working in a declining field can be challenging. However, you may find opportunities to take on greater responsibility if you find yourself in the center of a major transition. You can also protect your career from downturns by sharpening your skills and strengthening your network.