Please be aware that the Federal Aviation Regulations (FARs) do not require that a flight attendant be assigned to an aircraft with fewer than 20 seats onboard. With that being said, it is a good idea — regardless of federal regulations — for the person who is in charge of the cabin area to have adequate training.

There are quite a number of programs out there that train or claim to train business flight attendants. Some programs are excellent while others are awful. Caveat emptor — let the buyer beware — is the siren call for all of you seeking training. Do not be lulled by a low price as anyone can say they offer training, but will it get you work? Will it be recognized by the companies doing the hiring? Is the program accepted by the FAA? These are some of the things you need to uncover as you do your research.

While commercial carriers generally offer training that can last as long as six weeks, your training will be no longer than 5 or 6 days. That’s it! However, those days will be jammed pack and should include the following: food handling and service; emergency training including inflight emergency, medical and defibrillatorAED training; extensive classroom time to include: decompression, hazardous materials, firefighting, passenger briefings, ditching, and more. Some programs include make-up consultations, food and wine pairing, résumé writing, and other topics. While each can be helpful consider how much of the program’s schedule is geared toward core topics vs. peripheral issues.

Who do I recommend? Well, that is a touchy subject. As mentioned previously, training is not a legal requirement therefore program curriculum can vary widely. When talking with training operators, be prepared to ask a lot of questions, read their website, obtain their literature, and shop wisely.  The two longest running and most well know programs are operated by FlightSafety International and FACTSAirCare; most charter and private operators prefer their training. Alteon Training, LLC is a Boeing training company that started cabin attendant training in 2003 while Beyond and Above Corporate Flight Attendant Training got started in 2002.

1. Dress professionally.  No midriff shirts, low-cut blouses or flip-flops because you’re going to work and not the beach. While it’s not necessary to buy a suit, it is particularly important to look professional. If you’re trying to get a job in a conservative office such as an accounting firm, don’t dress as if you were going to a concert.  If you are applying for a retail position, you have a little more freedom.  Rather than list what clothing is and is not acceptable, I would tell you to dress as if you were going to meet one of the most important people in your life- because you are!

2. Make sure you are well-groomed. Don’t look as though you just rolled out of bed and couldn’t bother to take care of basic personal hygiene. Nothing will make the HR Manager bring the interview to a close faster than unwashed hair, dirty fingernails or body odor. As an employee, you will be a reflection of the company and no customer wants to do business with an unkempt person.

3. Be aware of your body language.  A firm handshake at the start of the interview shows you are self-confident.  Maintain eye contact, stay relaxed and be attentive to the interviewer.  Ask questions and listen thoughtfully to the answers.  Think before you answer questions from the interviewer- don’t ramble and keep the conversation on the topic.

4. Be prepared for the interview.  Research the company beforehand- every business now has a website where you can learn what they do and who their customers are. This shows the interviewer you are interested in the job and took the initiative to find out all you could about the company.

5. Be present in the interview. I’ve interviewed candidates who acted as if they were waiting for a bus.  They didn’t ask questions, but instead just listened to me, and I wasn’t really sure if they were paying attention.  Be enthusiastic, ask questions and participate in the interview.  After listing all the duties required of the position, I asked one candidate if this sounded like something she’d be interested in. Her reply was a quiet, “I can do the job.” She didn’t answer my question, she seemed indifferent, and she didn’t get the job. If you can’t be excited in the interview, you’re not going to be energized in the workplace either.

First impressions count, and you want to let the interviewer know you want the job, are willing to work hard and will do your best.  You might not necessarily be the most qualified candidate, but still land the job because you were the most outstanding one.  Good luck!

They can be found under a variety of names: accountant, psychologist, architect, designer,attorney, consulting engineer. Almost everyone within a society uses their services in one way or another.

What each of these consultants has in common is the need to identify and find clients, and to package their own unique know-how in a fashion that will appeal to others and be useful and meaningful. They find that marketing themselves is quite different than marketing a product that people can put their hands on. People still like to visually see what they are putting their money out for.

Many consultants know they could provide their service ever so easily from a private office in their home. They don’t need large areas to warehouse inventory, or to staff many employees. However, their clients need to see and feel an atmosphere that will justify spending money on. Hence consultants often can be found in luxury office buildings.

The service that a consultant renders is often difficult to describe. Some clients only use the services because forced to by law (such as needing an attorney). Some clients are encouraged by family members or friends to seek the services of a psychologist. Unless one is financially well off, there can be strong resentment in paying a consultant for advice. Clients need to feel they are receiving value in return – and to feel respect and admiration for the one who is doing the consulting.

Many consultants spend their working hours in large companies training and advising sales staff or increasing the morale of the employees. Proving that one’s services can provide large-scale differences in a large segment of a huge company requires positive feedback from prior clients and also strong marketing skills. Acquiring these marketing skills and putting them into practice consumes a large part of a consultant’s time.

Marketing requires planting many ‘seeds’ of what you have to offer. These seeds need to be spread as far and wide as possible in the areas where potential clients might see them. And, as we all know, not all seeds germinate and sprout. One of the safest ways for a consultant to successfully create a large marketing program is to apply the old standard rule of 80 – 20. Eighty percent of their income will come from 20 percent of their clients or leads (seeds).

By carefully analyzing which potential clients are going to be the most irritating and troublesome, and which will be a great joy to work with, consultants are usually able to eliminate eighty percent of the seeds and focus on where they can truly serve and make the best use of their time. This is how a consultant acts as his own consultant!

Common questions and what the interviewer is really looking for:

Question: Tell me about yourself?
Answer: The interviewer is looking for you to talk about yourself and to reveal anything that she might not otherwise be able to ask.  For example, do you have kids?  Married? Hobbies?  Interests?  Single parent?  Let’s say the job involves shift work, the need to be at work at 7:00 every day or the flexibility to be on call?  Candidates with children are perceived to have more problems getting to work on time, miss more work because of children illnesses, school functions, etc.  Is this fair?  No.  Is this a reality for some hiring managers?  Absolutely.  So what to do.  Talk specifically about previous work, your desire to work, etc.  The only exception would be if you know for a fact you and the hiring manager have something in common that you can use to build interest with himher and that you would be a great fit.

Question: Tell me about the most difficult person you had to deal with?
Answer: The interviewer could care less about the most difficult person you had to deal with.  What she is fishing for here is your ability to get along with people.  Do not answer this one too quickly.  Answering quickly suggests you have had to deal with a log of difficulty people which really suggests that you are the difficult one.  A better approach might be to tell the interviewer that you get along with everybody and that you do not have problems with difficult people.  Assuming that that statement is true, expand on your ability to pull diverse groups of people together to complete a project

Question: If you could have any job in the world, what would it be?
Answer: While the obvious answer would seem to be “this job”, you might also talk about your desire to take the next step thereby giving the interviewer the thought that you are an achiever and willing to work hard.  It always amazes me how many people that I have interviewed are stumped by this question or answer it saying a surfing job.

Question: Tell me what you liked about your last job and what you disliked
Answer:  Here is another one to be careful on.  Do not go on about all the things you disliked.  It leads the interview to think you do not like anything.  Even if your last job was really, really bad, focus on the positive aspects of the job such as the things you learned, the exposure it gave you, etc.  If you talk more about what you disliked, chances are you will say you dislike something that may be a critical part of the job you are applying for.

Question: Tell me about your favorite and least favorite manager
Answer:  Again, this is a tricky question.  If you begin to talk about the things you dislike about your previous manager, the hiring manager will believe you have a problem with authority.  Focus on the things you have learned from previous managers.  Also talk about how you and a previous manager disagreed on an approach and how you worked the issue out.

As mentioned at the beginning of this article, an experienced interviewing has a reason for each and every question. While the question may seem innocent enough, how you answer it could decide whether you get the job or not.  Always to remember to focus on the positive aspect of your past.  Focusing on the negative will give the impression that you are a negative person and probably not the best fit for the position.

You can make it happen!  if you are determined enough.

Consider the two alternatives, which one works for you?

Arrives late for work on a regular basis, usually chewing gum.  Looks untidy, hair unkempt, nail varnish peeling and skirt very short.  Only smiles and laughs loudly with  her mates.  Speaks to customers as little as possible.  When asked if there is a top in another size.  Answers “I don’t know” or “if it isn’t there we haven’t got any”

Shows no interest on what needs to be done.  Makes excuses to skive off when ever possible.

Does just enough to get by.  Never takes the initiative.  Walks past difficulties, doesn’t see them or want to see them.  A jar has broken leaving glass and jam all over the floor.

Is uncooperative or moody and sometimes both.  Constantly complains that things aren’t right, its not fair, out of order!

Boss sees no potential so takes little interest in her development.  Job remains dead end, she gives little and gets no job satisfaction in return.  Can’t wait to leave.

What lies ahead…..another dead end job

Arrives on time, looking neat and tidy, ready for the days work.  Knows the company policies about dress code and behaviour and follows them.  Is always polite, friendly and professional.

Makes customers feel valued, is helpful and tries to sort out any problems.  “I’ll show you where they are”  “ They are out of stock but I can order one for you”, I’ll go and find out if we have any”

Is interested in how things operate.  Asks relevant questions. Takes on her fair share of the work, offers to help others when it is appropriate.  Takes a pride in doing things well.

Anticipates things, takes appropriate action. Thinks abut health and safety so blocks off the area and clears it up or reports it to the appropriate person.

Comes across as pleasant and professional even when having personal problems.  If there is a problem, she goes to the right person, explains the difficulty and offers a suggestion about how the problem might be solved.

Goes to see the manager, expresses an interest in developing a career in the company.  Asks for the opportunity for training.  Takes each opportunity and makes the most of it.

Manager sees the potential invites her to join the trainee manager scheme.
Undertakes on the job training and rises through the ranks.

Manages her own store.

What do you want out of life?

Opportunities are what you make them.  You have to take responsibility for your  present and your future.  Think about how you behave and how others see you.

If you don’t like your present job think about what you really want out of life.   The choice is yours!

You must be wondering why you should write an after-interview thank you letter. Here is a list of reasons why it is vital:

Writing a thank you letter after an interview can leave a positive impression with an employer and will distinguish you from other candidates.

The employer will remember you. It would be best to send the letter within 48 hours following the interview.

Don’t forget to address the thank you letter to a specific individual and not just a general title. Be sure also that you spelled the name correctly and be sure that you use the right title. There is no graver sin than to reduce in rank a person of high position.

Make sure also that your thank you letter is business like in appearance and should never be printed on the same paper stock as your resume. Always have someone proofread your letter before sending it to ensure that it’s flawless.

Write each thank you letter separately even if the form is similar for each letter. Likewise, try to highlight what was discussed in your interview and restate your qualifications as well as other continuing interests.

And if you have received and accepted a job offer, be sure that you send your new employer a thank you letter. This is to show your gratitude and it is also an excellent way of starting a positive relationship with your new employer.

When writing thank you letters in response to telephone conversations and informal interviews you should remember to write clearly and briefly. And again reiterate some of the important or major points of the conversation and then express your gratitude for the assistance extended to you.

In case you would like to withdraw from consideration for a position or to turn down an offer, it is best to send a polite and positive thank you letter. This leaves a good impression on your part and could open doors for future consideration if you change you mind.

In situations where you are rejected, still send a thank you thanking them for the interview which they granted you. Likewise, express your continuing interest in working for their company.

If you resign from your employment it would be nice to send a thank you letter to your previous employer. This type gesture may generate positive references. Sending a thank you letter reflects that you are were a grateful employee.

When you write this type of letter, the main goal you wish to accomplish is solidifying the new relationship.  You can do this by re-stating the qualifications you have that will be beneficial to the company.  Remind the hiring manager in this way of the reasons he had for hiring you.  You are, in this way, congratulating him on his good sense, but doing so in a non-offensive, and non-egotistical manner.  Be matter of fact, and to the point, because that is businesslike and you and he are there to conduct business.  With luck you two will have a very long and mutually rewarding relationship.

If you are accepting a job in sales, marketing, promotions or a related field, then your letter should remind the hiring manager of accomplishments you’ve had in the past in sales or marketing.  Tell the hiring manager that you are motivated and looking forward to working with your new team, adding sales to their gross and profits to their bottom line.

If you are accepting a job in retail management, your letter should re-emphasize to the reader your strong skills in customer service, your work ethic, willingness to be an active and cohesive part of the management team, and your ability to work well with the general public and your co-workers, leading by example and presenting a positive company image to the public.

A person working in education, as a teacher or administrator, should have a letter that emphasizes a willingness to work as part of the education team, teaching your subject to students and in the process, hopefully instilling in your charges a contagious enthusiasm for learning.

Your letter may also be a place to elaborate on goals you may have during your tenure with the organization.  A salesman may mention his desire to increase sales by a certain percentage. A project manager may mention his or her desire to participate in a particular project that is important to the company’s success.  A teacher may mention school organization’s that he or she wishes to sponsor.

While your resume made your first impression, and you during the interview obviously made a positive second impression to have been offered the job, your thank you letter after you’ve got the job will reinforce those impressions, taking away any buyer’s remorse or cold feet the hiring authority might have later.  It will service to convince them that they made a good decision in bringing you on board as a part of their team.

- Al Davenport, business owner, Pompano Beach, Fla.

A: This is a great opportunity to show your employees the value they bring to your company. Just imagine if employees could actually see quantifiable gains and losses in the value of the company through their efforts.

Public companies have the advantage of being able to option employees with shares that have quantifiable value. Now, by following the standards for public company disclosures and reporting, private companies and their shareholders can measure performance against established benchmarks.

As a company owner, you have the choice of providing limited distribution of company data or offering wide access to the community of alternative investors. In either case, by participating in the private company market, you provide employees the means of having a tangible quarterly valuation of their stock and ultimately, the possibility of liquidating their shares.

You didn’t mention whether you have an actual employee stock ownership plan program, or if you have limited distribution of stock to key employees. While ESOPs may provide liquidity for the founding shareholder, new owneremployees have generally fewer liquidity options, because they have limited exposure to the financial community.

The private equity market provides a vehicle for companies to gain exposure, allowing their stock to trade freely among alternative investors. By simply following industry-accepted valuation principles, owners, optioned employees and external investors can acquire shares, track share value and know their liquidity options.

When you work for someone else, you have a limited amount of control over your salary. You negotiate your starting salary and then you are given increases at management’s discretion for annual reviews and promotions. Do you want more control over your salary? By understanding and increasing the value you provide to your organization, you have the ability to increase the amount of money you can earn.

Here are five ways to start increasing the value you provide to the organization and ultimately, the salary that you earn.

1. Specialize in a new area. Research upcoming trends in your industry or find an area of weakness in your organization and establish yourself as the expert. It may require additional education, training or certifications, but if you are the go-to person for all related matters, you become an indispensable asset.

2. Make a direct impact on the bottom line. The sole purpose of every company is to generate a profit. Suggest a new way to service your existing customer base to create a new income stream. If you do not work directly in a revenue producing area of business, implement new practices that will save the company money. Calculate the impact you have on the bottom line and your value will be evident.

3. Be professional at all times. Although it sounds like a no-brainer, it can be easy to get caught up in office politics. Rise above the pettiness that can occur when a group of coworkers spend more time with each other than they do with their own families. Negative attitudes can significantly lower the production of a group. Participating in trivial activities can impact your annual raises and limits your opportunities for advancement.

4. Do something different. The danger of having a routine is that you rarely leave your comfort zone. Playing it safe doesn’t produce the “WOW” effect. Expand your focus and start taking calculated risks to drastically increase your results. Don’t be afraid to speak up in meetings with new and different ideas that will bring a fresh approach to achieving organizational goals.

5. Know your market value. It’s important to keep abreast of changes in the market. Become familiar with tools and websites that provide updated salary data, know what the competition is paying, and understand your company’s compensation policies. Armed with this information, you will be better equipped to negotiate annual and promotional salary adjustments.

Salary is a complicated subject. Getting paid more money isn’t something that can be accomplished overnight. Most organizations have a budget for salary increases that is divided among eligible employees. Put yourself in management’s shoes for a minute. Is the value you provide to the company worth more or less than your colleagues? Once you take the emotional piece out of the salary equation, you can objectively create a plan to start getting paid what you are truly worth.

© 2006 Jill Frank. All Rights Reserved.