The Motley Fool: 5 Things To Tell Unemployed Youth

By Dan Newman for www.fool.com on December 12, 2012

If statistics are true, there are likely several unemployed youths crawling around your neighborhood, scrounging in trash bins, and protesting the capitalism that left them in this state. Are you prepared to encounter these jobless young adults? It's likely they'll want you to hook them up with an interview or at least drop some career advice. If their experience seems too limited for any open positions at your place of business, you can at least indulge them with some guidance.

Here are some examples of what to tell the economically tortured soul.

1. You're not alone. The millennials grew up at the forefront of social technology, and have an ingrained need to feel they belong. Let them know they can commiserate, tweet, video chat, text, blog, and vlog with the other 75 million other unemployed youth around the globe. As of July, there are about 4 million unemployed youths in the U.S., about 1 million in Britain, 920,000 in Spain, and 615,000 in France, so tell them to consider brushing up on a foreign language. Of course, as a percentage, the highest regional youth unemployment rates -- more than 25% -- can be found in the Middle East and North Africa, so feel free to recommend studying a language outside of the traditional Romance ones.

2. Demographics will eventually change. Even though they may think of themselves as invincible, remind them that life is finite -- especially for the aging baby-boomers. The old have done well coming out of the recession, bucking the overall trend of a decreasing employment-population ratio:

But as retirement beckons and hips deteriorate, the young can count on at least some give in the future job market -- perhaps even potentially taking care of the the older generation about to hit that precipitous slope toward the top of the population pyramid:

Source: United States Census Bureau.

3. If you want a degree, get one that gives you a chance to pay back your student loans. The young have seen the destruction that credit can cause, yet they must use it to pay for higher education. Let them know about the billions in delinquent student loans and recommend looking into a degree that has some serious earning potential. According to PayScale, petroleum engineering takes the top spot with a starting salary near $100,000, and in fact, engineering and math positions take the top 13 spots. Of course, in addition to the traditional university setting, there are many other avenues in which to pick up skills, like Khan Academy and open courses from top universities like MIT, Harvard, and University of Michigan.

4. Start your own business. There likely hasn't been another point in history where it took practically no investment to deliver an idea, product, or service to the entire world through technology. Take a lesson from some of the greatest entrepreneurs in America. Jeff Bezos started Amazon.com (NASDAQ: AMZN  ) when he was 30 years old. Steve Jobs was 21 when he started Apple (NASDAQ: AAPL  ) . Larry Page and Sergey Brin were both 25 when they founded Google (NASDAQ: GOOG  ) . Sure, Bezos received $300,000 from his parents to start Amazon, Apple received a $250,000 investment from Mike Markkula, and Google was awash in cash with a $25 million round of funding within its first year. But today, you can crowd-fund your start-up through sites like Kickstarter; people will actually give you money for you to pursue your idea with no equity or guarantee of any return, aside from perhaps a "thanks" email.

But if the young person looks a little despondent for lacking the intelligence of these entrepreneurs, remind them that the creator of the pet rock was 38 years old. There's always time!

5. Move to another country. Of course, you can also recommend they take a cue from the tax-avoidance schemes of Google, Amazon, Starbucks (NASDAQ: SBUX  ) , and most other multinational companies and move to where the opportunity is best. Google looks to Ireland, where 92% of its sales outside of the U.S. are billed, Starbucks has subsidiaries in the Netherlands and Switzerland, and Apple achieved an amazing 9% tax rate last year. The best opportunity for youth employment might be in Denmark. The youth unemployment rate in the former home of the Vikings, according to the International Labour Organization, is at a comfy 4.9% compared to the U.S. rate of more than 15%. And sure, while taxes are relatively high, at least the young have an income to be taxed. Besides, Starbucks demonstrated that taxes are sometimes inevitable when it agreed to pay 10 million pounds (about $16 million) in taxes for each of the next two years.

Don't be afraid of the young and jobless. Remember that you, too, were once young (though perhaps less underemployed). Their politics may scare you, their choice of food may confuse you, and their lack of direction may dampen any hope you have for their generation, but give them a little advice, and they may have a chance.

Careerpath.com: How To Slam Dunk An Interview (Closing Statement)

WRITTEN BY DEWEY SADKA for CareerPath® 

All employers use certain practices to select their no. 1 candidate. Why not slam dunk your interview by learning how to win approval and be selected? You can practice on your own or create a role-play scenario: interviewer vs. jobseeker. It may sound a bit goofy--the idea of talking to a mirror or embarrassing yourself in front of a friend or relative--but it's worth your time. Follow these five steps; it may very well mean hearing a "yes" instead of a "no!"

Tip: Closing statement--Be powerful, always close!

This step is vital. Show your interviewer, with your close, that you're professional. If you forget to close, chances are you lost.

Ask for their card (If you don't already have it), then stand up and say, "Thank you for your time."

Make a plan to follow up: "I find your company very exciting/something of real interest to me/my dreamcareer. I'll touch base with you next Tuesday." (Then call or email them on Tuesday, right when they get to work.)

Send a hand-written thank you note that same day. It might make no difference, but it might make all the difference.

How to critique yourself/others: Did you sound like you really wanted to work? Did you look the interviewer in the eye and give them a solid handshake?

So, you know all the steps! Now prove you want the job. Show them you have willpower and discipline. Be forthright. Maximize your interview and networking hirability.

The faster you follow-up, the better the chances that they'll remember you. So email them right back!

Follow-up with the interviewer right when they get to work. Studies have proven more positive decisions are made in the early morning (Zahl, September 2011). It also shows you'll be a punctual employee. (Ask the front desk for their hours of operation.)

Don't stop with one follow-up either. Eighty percent of all sales are completed on the fifth follow-up or subsequent follow-up calls (Hornor, January 2001).

Fastcompany.com: 10 Job Interview Tips From A CEO Heahunter

Written BY RUSSELL S. REYNOLDS, JR., WITH CAROL E. CURTIS

 ON 

JUNE 10, 2012 for Fastcompany.com

No two situations are ever exactly the same, but as a general guide, these are the types of questions that could come up in a typical interview.

Whether you're being interviewed to be an intern or a CEO, you're going to run into a few notoriously tricky questions--here's a road map of what you'll be asked, and how to craft impressive answers to even the toughest questions.

1. Why don’t you tell me about yourself?

This question, often the interview opener, has a crucial objective: to see how you handle yourself in unstructured situations. The recruiter wants to see how articulate you are, how confident you are, and generally what type of impression you would make on the people with whom you come into contact on the job. The recruiter also wants to learn about the trajectory of your career and to get a sense of what you think is important and what has caused you to perform well.

Most candidates find this question a difficult one to answer. However, the upside is that this question offers an opportunity to describe yourself positively and focus the interview on your strengths. Be prepared to deal with it.

There are many ways to respond to this question correctly and just one wrong way: by asking, “What do you want to know?” You need to develop a good answer to this question, practice it, and be able to deliver it with poise and confidence.

The right response is twofold: focus on what interests the interviewer, and highlight your most important accomplishments.

Focus on what interests the interviewer

Do not dwell on your personal history--that is not why you are there. Start with your most recent employment and explain why you are well qualified for the position. The key to all successful interviewing is to match your qualifications to what the interviewer is looking for. You want to be selling what the buyer is buying.

Highlight Important Accomplishments

Have a story ready that illustrates your best professional qualities. For example, if you tell an interviewer that people describe you as creative, provide a brief story that shows how you have been creative in achieving your goals.

Stories are powerful and are what people remember most.

A good interviewee will memorize a 60-second commercial that clearly demonstrates why he or she is the best person for the job.

2. How long have you been with your current (or former) employer?

This is a hot-button question if your résumé reflects considerable job-hopping. Excellent performers tend to stay in their jobs at least three to five years. They implement course corrections, bring in new resources, and, in general, learn how to survive--that’s why they are valued by prospective employers.

If your résumé reflects jobs with companies that were acquired, moved, closed, or downsized, it is still viewed as a job-hopper’s history. Volunteer and go to events where hiring authorities may be found. Ratchet up your networking to include anything that exposes you to hiring authorities who can get past your tenure issue because now they know you. Your networking efforts have never been so important.

3. What is your greatest weakness?

An impressive and confident response shows that the candidate has prepared for the question, has done serious self-reflection, and can admit responsibility and accept constructive criticism. Sincerely give an honest answer (but not a long one), be confident in the fact that this weakness does not make you any less of a great candidate, and show that you are working on this weakness and tell the recruiter how.

4. Tell me about a situation where you did not get along with a superior.

The wrong answer to this hot-button question is, “I’ve been very fortunate and have never worked for someone I didn’t get along with.”

Everyone has had situations where he or she disagreed with a boss, and saying that you haven’t forces the recruiter to question your integrity. Also, it can send out a signal that the candidate is not seasoned enough or hasn’t been in situations that require him or her to develop a tough skin or deal with confrontation.

It’s natural for people to have differing opinions. When this has occurred in the past, you could explain that you presented your reasons and openly listened to other opinions as well.

5. Describe a situation where you were part of a failed project.

If you can’t discuss a failure or mistake, the recruiter might conclude that you don’t possess the depth of experience necessary to do the job. The recruiter is not looking for perfection. He or she is trying better to understand your level of responsibility, your decision-making process, and your ability to recover from a mistake, as well as what you learned from the experience and if you can take responsibility for your mistakes.

Respond that you’d like to think that you have learned something valuable from every mistake you have made. Then have a brief story ready with a specific illustration.

It should conclude on a positive note, with a concrete statement about what you learned and how it benefited the company.

6. What are your strengths?

Describe two or three skills you have that are relevant to the job. Avoid clichés or generalities; offer specific evidence. Describe new ways these skills could be put to use in the position you are being considered for.

7. How do you explain your job success?

Be candid without sounding arrogant. Mention observations other people have made about your work strengths or talents.

8. What do you do when you are not working?

The more senior the position, the more important it is to know about the candidate’s qualities that will impact his or her leadership style: is the person well adjusted and happy, or is he or she a company zealot?

Discuss hobbies or pursuits that interest you, such as sports, clubs, cultural activities, and favorite things to read.

Avoid dwelling on any political or religious activities that may create conflict with those of the interviewer.

9. Why did you leave your last position?

At high levels, issues that relate to personality and temperament become more important than they might otherwise. The recruiter wants to know if you will fit in with the client company. The recruiter may also be fishing for signs of conflict that indicate a potential personality problem.

Be honest and straightforward, but do not dwell on any conflict that may have occurred. Highlight positive developments that resulted from your departure, whether it was that you accepted a more challenging position or learned an important lesson that helped you to be happier in your next job.

10. Why do you want to work in this industry?

Think of a story to tell about how you first became interested in this type of work. Point out any similarities between the job you’re interviewing for and your current job. Provide proof that you aren’t simply shopping in this interview. Make your passion for your work a theme that you allude to continually throughout the interview.