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"THINK EMPLOYEES COME CHEAPER THESE DAYS? NOT A CHANCE!"

Dear Kathryn:

While checking on the cost of adding new staff, my boss darn near suffered cardiac arrest! Even though the past two years have been tough, we still gave our employees increases, though modest ones. Now, that we must add to staff, we've found in interviewing that candidates are demanding 25% more than we're currently paying to our own employees!

We can't afford to increase salaries to current staff at that level to stay equitable, however we aren't getting anyone interested in our jobs given our current salary ranges.

What happened to the job market in the last two years?! We're in shock as we thought we were in an employer's job market!

PAULA T., Manchester, CT

Dear Paula:

You're not alone as I'm hearing this complaint from many employers. The myth that there are thousands of reasonably priced candidates in high demand specialties willing to take a pay cut is just that-a myth. The reality is that there are less currently employed folks job hunting, thus those that are looking are sticking to their guns about making a move only with a dollar increase. In all my years of recruiting, I've never seen so many job offers declined unless the candidates perceive them as being "perfect!" How to get around it?

First, do a competitive salary survey, analyzing just what your competitors are paying. No question about it, you'll have to readjust current staff's salaries in order to bring on talented new blood. It's a necessity to be competitive. Without making some adjustment, you'd soon experience your stable employees bolting when they find out there's more money to be made elsewhere.

Secondarily, inventory the benefits you're providing. The recent trend we're seeing is more of an employee contribution towards benefits and that in turn will give you an area in which you can save.

Next, before hiring from the outside for the more expensive positions, determine if any internal promotion can be done. You'll probably save on salary by offering an increase to the promoted person vs. an expensive hire from the outside and increase motivation by doing so. You can backfill the less expensive position.

Finally, understand that there are only pockets of jobs that are in tremendous demand and where salaries have continued to rise. While you may need to give your finance folks increases to be competitive, IT folks are less expensive than they've been in ten years. The trick in the future is to stay on top of what's happening in the hiring market, even when you're not hiring. Otherwise, the surprise will be a rash of resignations as your valued staff joins your competitors.

Dear Kathryn:

I work for a good company with good benefits but my co-workers have found a new way to make me miserable. The customer service department where I work consists of over twenty Hispanics who have managed to make the department a Hispanic cultural center. They only speak English to me when absolutely mandatory. The rest of the time they laugh, tell jokes, gossip about me I'm sure, and carry on in nonstop Spanish.

As knowing what's going on with clients overall is important to anyone working in this department, Spanish communication leaves me out of the loop.

I've gone to human resources and they told me as long as my co-workers aren't interfering with me doing my job, there is nothing they're going to do about it. I say this is blatant discrimination! What can I do?

MARY-ANNE U., Cromwell, CT

Dear Mary-Anne:

Your position unfortunately is weak. I checked with Attorney Brian Clemow of Shipman & Goodwin and he says there is not any state or federal laws that stipulate that English must be spoken in the workplace. In addition, there isn't any law that dictates an employer must make English the mandatory language of the workplace!

I'd do two things-make up a list of client activity that you could be missing out on because you never hear about it from the other reps. You can appeal to your co-workers expressing you'd like to be as much a part of the team and contributor to everyone's success as possible. At the same time, explain to your boss what you've done and ask him to back you on this. Possibly with his support you can make some headway.

Next, learn a few Spanish words.

A sincere effort to show your interest in making your workplace relationships successful will go far. Good luck

Dear Kathryn:

I wasn't cut out for college twelve years ago so I joined the army. I progressed up the ranks, but now have had enough and have made the decision to return to civilian life. Everyone told me with my great stability and excellent commendations, finding a job in the civilian world would be a breeze. How wrong! I've sent out over two hundred resumes, followed up on all of them and have gotten five interviews. While people seem impressed enough with how I progressed, they tell me their "world" is much different and they don't have time to acclimate me. Recruiters haven't been helpful and I feel lost. I'm not alone; I hear this complaint from many of my friends. HELP us vets, please!

PETER Y., Storrs, CT

Dear Peter:

I'm at a disadvantage in not seeing your resume and how broadly you present your army experiences. Are your accomplishments outlined in a fashion a civilian recruiter can relate to and readily see how quickly you could make the transition? Many corporate recruiters have zero understanding of life in the armed services, so the less "military tech terminology", the better. Whether you were involved with purchasing, finance, or computers, list the duties as accomplishments that parallel as close to a civilian job as possible. Hold the army titles for the most part and bullet your successes.

Next, check out the Army Career Alumni Program, a federal service that can help you with your resume as well as provide some job counseling. There are ACAP centers in many states, the closest one to you being in Fort Drum, NY. Dial up 315-772-3434 and you'll get resume writing help as well as job hunting leads. Get further details as to the extensive services provided @www.acap.army.mil.

After some research I found a recruiting service that actually specializes in veterans-only! Check out their website @ www.bradley-morris.com.