Hiring Process Leaves Lasting Impression on Candidates

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Your company's hiring process might have a lot more impact on its future than you think.

The experiences job seekers have throughout the application process significantly affect their impression of a company, according to a CareerBuilder study. It influences both their decisions to apply and accept job offers and their customer loyalty.

Today’s candidates want ongoing communication from companies during the application process, and when companies fail to meet those expectations, it can be bad for business, said Rosemary Haefner, chief human resources officer of CareerBuilder.

"Candidates remember when companies don't respond to them, fail to update them on the status of their application or don't follow up after an interview," Haefner said in a statement. "Not only do these experiences make candidates less likely to apply to the company again, but they also make them less likely to purchase from the company as customers."

To help employers, CareerBuilder highlights five strategies to ensure they are keeping job seekers happy.

Understand that candidate experience makes a difference: More than 80 percent of employers believe there's little to no negative impact when a job seeker has a poor experience during the hiring process. However, about 60 percent of candidates are less likely to buy from a company they've applied at if they don’t get a response to their application or have a bad experience in the interview. The reverse can also be true as nearly 70 percent of candidates are more likely to buy from a company to which they’ve applied if they’re treated with respect and receive consistent updates throughout the application process.

Find more outlets to connect with job seekers: Businesses might be missing out on quality candidates because they aren't promoting their open jobs where candidates are actually searching. CareerBuilder found that job seekers check up to 18 resources throughout the search process, including job boards, social networking sites, search engines and online referrals. Despite that, nearly 60 percent of employers don't track where candidates are coming from to ensure they're making the most of their recruiting efforts.

Make more of an effort: Candidates want more from potential employers. While the majority of businesses respond to less than half of candidates who apply, 84 percent of job seekers expect a personal email response and 52 percent anticipate a phone call. In addition, 25 percent of applicants want to hear from employers even if they aren't being considered for an interview.

Communicate regularly: Don't leave applicants in the dark. CareerBuilder found that 36 percent of candidates expect to be updated throughout the application process. Despite that, just 25 percent of businesses communicate with candidates about what stage of the hiring process they’re in.

Form a smooth application process: Employers are hurting their reputation by creating a frustrating application experience. Research revealed that 40 percent of candidates think the application process has become more difficult in the last five years. Of those, nearly 60 percent complain the process is too automated and lacks personalization and 51 percent are aggravated they don't know where they stand in the process.

Improving the candidate experience can really pay off for businesses. More than 75 percent of job seekers would accept a salary that is 5 percent lower than their expected offer if the employer created a great impression throughout the hiring process.

The research was based on surveys of more than 5,013 workers ages 18 and over and 2,002 hiring decision-makers.

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12 Reasons to Do What You Love for a Living

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Making a career out of something you love doing may sound like a pipe dream — or, at the very least, the exception to the rule.

But whoever coined the phrase "do what you love and the money will follow" may have been on to something. Numerous studies have shown that happy people tend to earn higher salaries — and it stands to reason that these high-earners are happy — at least in part — because they have jobs they love.

There's never been a better time to start looking for your dream job, either. According to a recent report by the Indeed Hiring Lab, there are just 1.7 unemployed job seekers for every open position, which means that since there are more jobs, you can spend more time looking for the right opportunity, instead of taking a job you're not completely passionate about.

"[During] the recession ... many people, especially those in less skilled occupations, were not focused on finding the right job — they were thankful just to have a job," said Tara Sinclair, chief economist at Indeed. "Today, however, job seekers are now in the driver's seat to search for and find a job they love. [They] are more in control to ramp up their job search to find more opportunities ... that better align with their degree, personal goals and interests, or family needs."

In case you need more convincing, here are 12 great reasons to do what you love for a living.

You feel more fulfilled. "It's becoming increasing important to love your job or industry. As the lines between working life and personal life blur, a job is as much as about personal fulfillment and growth, as it is about a paycheck. People don't want to make widgets, they want to change lives, including their own." – Philip Ryan, director of E-Edge, Vivaldi Partners

You are more productive. "Studies have shown that employees who are engaged in their work have a higher productivity rate. Especially since employers are asking more of their employees than before, it helps to love what you do so that you can meet the challenges of the job." – Cheryl Palmer, career coach and professional résumé writer

You're more motivated. "A job that you love ... gives you extra motivation to meet your goals, and when you do, the sense of accomplishment is outstanding. As I see the Internet of Things continue to grow and gain acceptance across the world, it's that much more meaningful because I'm passionate about [technology] and my company has helped drive the momentum."– Masanari Arai, CEO, Kii

You become a source of motivation to others. "Someone who genuinely loves their job ... is unlikely [to] complain or begrudgingly complete tasks at the minimum level of effort. Instead he or she will be engaged in his or her work ... and interested in motivating co-workers in the [company's] mission and goals." – Mary Hladio, founder and president, Ember Carriers Leadership Group

Your family and peers look up to you. "As a mom who works, it is so important to me to be a role model for my young daughters. While there might be busy weeks that require more time at the office, my girls know that I love my job, that it's meaningful to me, and that I am proud of the work. It is my hope that as my girls grow up, they are inspired to find a careers that fulfill them and they are passionate about."– Keli Coughlin, executive director, The Tom Coughlin Jay Fund

Your mental health improves. "It is important to do something we love for a living because our work lives will then provide meaning and purpose, which are associated with psychological well-being and health." – Angelo Kinicki, organizational culture expert and professor, W. P. Carey School of Business (Arizona State University)

You want to keep learning and improving. "If you are passionate about your job, you are likely to take an active interest in learning every aspect of the business. This not only sets you on the path toward success, it also helps you get through the daily grind." – Patrice Rice, CEO and founder, Patrice & Associates

You're a more effective leader. "Without a deep-seeded conviction for the work you do, it is impossible to convince others to engage and follow your lead. When you love your work, people will take note. How you perform at work is contagious. Be joyful, work hard, build a team that communicates failure is never an option, and you will succeed."– Gary Chartrand, executive producer, "Messenger of the Truth" (2013)

You're excited to tackle new industry challenges. "I've always been fascinated by behavioral economics and the way individuals make decisions based on given conditions. My company is a business travel platform, but at a deeper level, it's also a behavioral economics platform. We're aligning incentives for companies and their employees. It's a fascinating challenge and one that makes me eager to get out of bed each morning." – Dan Ruch, founder and CEO of Rocketrip

Your work doesn't feel like a chore. "It's important to enjoy what you do. When you love your job, it doesn't feel like work. It makes it easier to get through the trials and tribulations of business ownership. – Michael Phillips, CEO of Coconut's Fish Cafe

You can serve others better. "Your passion translates into being the best in your field. In the service and selling industry the combination of passion and ambition results in superior customer service. That's when you know you can be a game changer." – Steve Gefter, managing director, IDDS Group

You push yourself to succeed even more. "When you love what you do, you are compelled to push against yourself. You want to be where you are challenging yourself, and you are competing with yourself in achieving your vision. I have been fortunate to find my passion in social media and technology at Zoomph, and we are meticulous on the culture and people we bring into our organization. We feel like we are more than a company — we are a movement, a force, a way of life and we are only achieving this because we love what we do." – Amir Zonozi, chief strategy officer, Zoomph

Originally published Sept. 27, 2012. Updated May 19, 2015. Additional reporting by Business News Daily senior writer Chad Brooks.

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5 Good Reasons to Walk Away from a Job Offer

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Landing a job offer is always an accomplishment. But not all opportunities are golden — in some instances, you'd be better off walking away and holding out for the next interview.

You might know right away that the job isn't worth it if the hiring manager treated you poorly, or if the job listing didn't match the position he or she described during the interview. But other times it's not so obvious, and you'll need to carefully consider the company and the offer before making a final decision. For job seekers who are on the fence about whether or not they should accept a company's employment offer, here are five signs that the job may not be the right one for you.

The culture or environment isn't what you want

Most job seekers have a picture in their heads of their ideal company culture. This "perfect" environment, whatever it might be, is the kind of place you know you could thrive in, based on your personality and work habits. When you go in for your interview, you should immediately get a feel for the general atmosphere of the company. Does it match up with your expectations?

"When a job offer is accepted, the individual makes a commitment to themselves and to the organization," saidEileen Adler, chief human resources officer at PeopleFluent, a human capital management software company. "Any company that doesn't align with an individual's values and desired culture is going to be a difficult environment for [that person]."

For example, if you want a fast-paced and results-focused environment, and during the interview process, you find that the company doesn't appear to embrace this — i.e., the hiring manager is unprepared for your interview or cancels at the last minute — Adler recommended moving on. She also suggested paying close attention to the energy in the office to pick up on cultural indicators.

"I advise individuals to arrive for the interview early so they can spend time sitting in the lobby, observing how employees interact with each other," Adler told Business News Daily. "What's the office vibe? Do the employees demonstrate pride in their spaces? Are there any signs of fun or celebratory attributes?"

You're unclear on the specifics

A good job posting should give you the basics about a position before you even come in for the interview, and meeting with the hiring manager should only shed more light on what the role entails. If, by the time you receive the offer, you still don't know what you'd be doing, you might want to walk away.

"Clarity on position and role is an important factor ... as it is important to have a defined goal structure in order to be successful at any company," said Erika Kauffman, partner and general manager at 5W Public Relations. "While job descriptions and responsibilities [may] shift based on the strengths and interests of the individual, you should be able to describe your primary job function before you accept a position. If you are not able to succinctly explain your role after the interview process, you should think carefully before accepting."

The job isn't challenging enough

The flip side of not understanding what a job entails is learning enough to know how you'd fare in it. You may find that, based on your previous experience, this opportunity won't allow you to work up to your full potential.

"An individual should accept roles where they feel they can exceed and be successful, learn new skills, develop new networks, and set goals and crush them," Adler said. "If that doesn't seem possible, the person should decline the role."

There's been a lot of turnover

Adler noted that it's important for you to find out why the role you've been offered is open. If you're replacing a previous employee, was that person fired or did he or she quit? How long was he or she with the company? High turnover rates and short tenures could indicate poor morale and a bad company culture.

You may also want to find out how individuals talk about their teammates and leadership, and what kinds of problems they are trying to solve within the organization. The answers to these questions will give a sense of the level of sophistication of the company and its workforce, Adler said.

You're just not excited about it

It may sound cliché, but Kauffman advised going with your gut feeling about a new job opportunity. The job probably isn't right for you if you don't feel excited about the opportunity it presents and joining the team within the new organization.

"The grass is not always greener on the other side — if you do not experience chemistry in the interview with your new manager or team members or worse, if you have doubts about working with them, these are things that are unlikely to change once you are part of the team."

If you do ultimately decide to reject a company's offer, check out our advice for turning down a job the right way.

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Crafting a Modern Personal Brand That Works

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What's your most important career asset? Your skills and industry experience are certainly important, but for many of today's employees, a strong personal brand — both online and offline — is their greatest strength in the workplace.

According to LinkedIn's New Norms @Work Study, more than a quarter of global professionals say it's more appropriate now to self-promote on social media than it was before. Two-thirds said they don't believe it's as important to keep personal and professional social media separate, the survey found. Perhaps unsurprisingly, millennials change their LinkedIn profile pictures more than any other generation, making them the most viewed demographic on the site.

Catherine Fisher, a LinkedIn career expert, said that these statistics point to an increasing emphasis on professional branding, and the role social media plays in creating a first impression.

"The way an employee presents their professional brand is the golden ticket in today's workplace," Fisher told Business News Daily. "As professionals continue to craft and develop their brand, especially on social media, it is important to be mindful of how they're portraying themselves."

But a professional's online presence isn't the only factor that informs his or her brand. Fisher noted that employees should consider how they dress and share their opinions as integral parts of their professional image. While the majority of global professionals (88 percent) don't have to wear a suit or other formal attire to work, nearly half said they keep a separate wardrobe just for the office. When it comes to communicating with colleagues, members of today's workforce are much more vocal about their opinions and experiences. The survey found that 54 percent say they feel comfortable challenging their bosses, and 47 percent draw motivation from discussing workplace successes with colleagues.

Work history is also important to the professional brands of modern employees. The survey found that most survey respondents believe that having at least three jobs looks good on a LinkedIn profile. While one-third of professionals have no qualms about quitting a job quickly if they're unhappy, 1 in 5 global employees and more than half of U.S. employees would actively work to hide it if they got fired. Younger employees, in particular, don't want anyone who looks at their work history to know if they were fired from a previous job.

"Millennials are the most tight-lipped, with 70 percent of U.S. workers ages 25 to 34 reporting that if they were fired, they would not be honest about it," Fisher said. "This generation of employees seems to be owning their professional brand both online and in the office."

For professionals who want to build a strong personal brand, Fisher advised starting with a great online profile.

"People should be able to look at your profile and quickly see your accomplishments, know which skills you excel at and what makes you tick," she said. "Another great way to build your professional brand with your network is to share industry news, and include your perspective."

Fisher also recommended uploading a high-quality, professional-looking profile picture — especially on LinkedIn, where profiles with photos are 14 times more likely to be viewed.

"Your profile photo in today's digital age is often your first impression," she said. "It's always great to start by putting your best foot forward."

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10 Parenting Skills You Should Put on Your Resume

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Skills like making sure you get your kids to school on time and settling arguments between your children help make you not only a good parent, but also a better employee, new research finds.

Nearly 70 percent of employers surveyed by CareerBuilder in a new study said they think the skills you gain as a parent qualify as relevant experience in the workplace. Overall, patience and multitasking are the two parenting skills employers find most valuable.

However, less than 10 percent of working parents have included their parenting skills in their résumé or cover letter, according to the study. Other parenting skills businesses find helpful include the following:

• Time management
• Conflict management
• Problem solving
• Empathy
• Mentoring
• Negotiation
• Budgeting and managing finances
• Project management

Roughly 80 percent of the people surveyed in the study said it's possible to be both a successful parent and a productive employee. However, the survey also found that moms and dads define success differently: Working moms are more likely to rate their success on how much money they earn, if they're able to provide for their family and if they enjoy what they do. Working dads, in contrast, are more likely to define success by whether their family is proud of what they do.

In addition, the study revealed that although working moms spend more time with their children each day than working dads do, they're also more likely to feel that their work has negatively affected their parenting and the time spent raising their children. Specifically, working moms are nearly twice as likely as working dads to think their job has hurt their relationships with their children and to say that being a parent has caused their professional work to suffer.

To find a better balance between being a parent and an employee, working moms and dads should see if their employers are open to letting them have flexible hours or work remotely, said Rosemary Haefner, chief human resources officer of CareerBuilder.

Another way to gain more flexibility is by working compressed hours. For instance, instead of working five 8-hour days, see if it's possible to work four 10-hour days, Haefner said.

"Employers are increasingly open to providing flexible work arrangements to employees, so long as they can maintain a high level of productivity," Haefner said in a statement.

The study was based on surveys of 2,138 hiring managers and human resources professionals; 464 working moms; and 340 working dads of kids ages 18 and under living in their household.

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Is Your Personality Making It Hard to Work from Home?

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When you work outside of an office, a bad Wi-Fi connection or screaming kids in the background can put a real damper on your productivity. But technical difficulties and home distractions aren't the only factors that make it hard to work remotely. In fact, many of a person's successes or challenges with working from home have to do with his or her personality.

It's easy to make broad generalizations about personality types, and assume that extraverts feel too isolated or distracted at home, or that introverts fall off the radar if someone doesn't check in with them — and in some cases, it's true. But there's a lot more to someone's personality traits — and consequently, their work preferences — than whether they like to work alone or surrounded by colleagues.

The Myers Briggs Type Indicator (MBTI) assessment assigns people one trait from each of four type pairings: introversion or extraversion; intuition or sensing; thinking or feeling; and judging or perceiving. These traits inform the way a person perceives the world and makes decisions, and based on that, the MBTI offers insight into the way that person thinks and behaves. Michael Segovia, a lead certification trainer for people-development company and exclusive MBTI publisher CPP, shared some key strengths and weaknesses about the way each type pairing approaches remote work.

Introversion (I) vs. extraversion (E)

People who tend toward introversion are often seen as the ideal work-from-home candidates, because they thrive in quiet, calm environments where they can be alone with their thoughts. However, Segovia noted that the solitude of the home office typically gives introverts less motivation to speak up and contribute to group discussions.

Extraverted individuals, on the other hand, draw their energy from others, and they may find it difficult to be creative and productive without an office full of colleagues to bounce ideas off of, Segovia said. Similarly, psychologist Dr. Jennifer Jones, founder and CEO of the EntrepreneurShift app and live-event program, said that extraverts may experience an "energy rut" while working from home if they don't get that face time they crave.

Intuition (N) vs. sensing (S)

When it comes to processing information, people who are more intuitive tend to want "big-picture" ideas, and to look at things from a broader perspective, Segovia said. They don't necessarily need or want a lot of direction, and may react negatively to micromanagement.

In contrast, sensors need specifics, and find it challenging when the directions and tasks they're given are too general. Segovia said these individuals need to be able to ask a lot of questions to understand and focus in on the details.

Thinking (T) vs. feeling (F)

This MBTI type pairing usually refers to the way people make decisions, but Segovia said a person's preference for thinking or feeling also affects the way that individual interprets remote communications. Thinkers, he said, look for clarity and brevity, while feelers want to make a connection with the person they're speaking with. This can be problematic if a manager or colleague is too chatty and excitable (for thinkers) or too blunt (for sensors) in their daily text-based communications, as the emotions and subtext one would look for in face-to-face interactions are absent.

Judging (J) vs. perceiving (P)

Segovia said that people who tend toward judging want closure in their work. They find it easier to work from home because they can naturally focus on getting their tasks done, and separate work time from relaxation time. However, this can backfire when a judger makes a decision too quickly, without all the necessary information, because he or she simply wants to resolve the matter.

Workers who prefer perceiving like to spread out their tasks, and are OK with being "on the clock" longer if it means they can take frequent breaks in between, Segovia said. However, this tendency also means perceivers can easily become distracted when their lines between work and play are more blurred. They may also find it difficult to make a firm decision, as they like to keep things more open-ended.

Making 'work from home' work

Since so many companies do offer their staff the option to work from home full- or part-time, it's important for both employers and employees to agree on a remote-work policy that makes sense for everyone, regardless of personality type. Jones noted that regular video conferences, occasional in-office days and a good project-management software can enforce a strong sense of accountability in remote staff.

"Companies should have a video conference with the person who is working from home every other day," Jones told Business News Daily. "This will also help those who tend toward distractibility to be accountable. In addition, companies should have the person come into the office at least twice per month and have a roundtable with the others on his or her team."

Publicist Jana McDonough, a full-time remote staff member at Maracaibo Media Group, said that frequent communication can help anyone who works outside the office remain confident and connected.

"When working from home, you have to be able to reach out if you have any questions or concerns," McDonough said. "In other words, you have to be completely transparent. Just because you can't physically see what each other is working on, doesn't mean both sides can't check in with each other."

Ultimately, Segovia said the success of any employee, remote or not, depends on how motivated he or she is to meet and exceed the job requirements.

"Any personality type can do any job, as long as the motivation to do that job is there," Segovia said. "You learn to use the opposite preferences [from those that you prefer] ... as you mature and grow."

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5 Reasons Achieving Work-Life Balance Is Harder Than Ever

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Trying to balance work and home life is getting harder for many workers, new research finds.

Despite an increased emphasis by many organizations on trying to improve work-life balance, nearly 25 percent of U.S. workers say finding enough time for their work and personal lives has gotten more difficult over the last five years, according to a study from EY, a provider of assurance, tax, transaction and advisory services.

Employees point to a variety of reasons for their poor work-life balance, including:

• Having salaries that haven't increased much, but expenses that have.
• Increased responsibilities at work.
• Working longer hours.
• Increased responsibilities at home.
• Having children.

Creating a positive work-life balance has been especially difficult for younger generations. The study revealed that about 50 percent of millennials and Gen X employees have seen their responsibilities increase at work over the last five years, while more than 40 percent said they have seen their obligations at home increase at the same time.

The research revealed that millennials are the most likely generation to sacrifice their professional success for an improved work-life balance. Specifically, millennials are more willingly than their older counterparts to change jobs or careers, give up an opportunity for a promotion or move their family to another location to better manage their work and family lives. In addition, they're also more likely to take a pay cut in exchange for more work flexibility.

Having a flexible work structure is important for the majority of employees globally, regardless of age. Nearly 66 percent of those surveyed said after competitive pay and benefits, being able to work flexibly and still be on track for promotions and work with colleagues, including their boss, who support their efforts to work flexibly, are what they want most out of their jobs.

Other perks full-time employees seek are working flexibly informally when needed, receiving paid parental leave and not working excessive overtime.

The study was based on surveys of close to 9,700 full-time workers at companies of varying sizes in eight countries: the United States, Germany, Japan, China, Mexico, Brazil, India and the United Kingdom.

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The Personality Traits That Will Get You Hired

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When you're interviewing for a job, you know you need to sell the hiring manager on why your background, skills and industry experience are a match for the position. But there's one crucial piece of the puzzle that you shouldn't overlook: Is your personality right for the job?

"When companies are assessing job candidates, they're looking for ... someone who is not only proficient in a particular function, but also has the right personality," said Rosemary Haefner, chief human resources officer at career resource and job-listing site CareerBuilder. "It's important to highlight soft skills that can give employers an idea of how quickly you can adapt and solve problems, whether you can be relied on to follow through, and how effectively you can lead and motivate others."

According to a 2014 CareerBuilder study, these are the top 10 traits employers seek out in candidates:

• Hardworking
• Dependable
• Positive
• Self-motivated
• Team-oriented
• Organized
• Works well under pressure
• Effective communicators
• Flexible
• Confident

Hiring experts and business leaders weighed in on other specific personality types they look for in a new hire.

A multitasker. People are rarely hired to perform a single function. Especially in a small business setting, companies need employees who are willing to come out of their roles and do whatever is necessary, said Ron Selewach, founder and CEO of talent acquisition software company Human Resource Management Center Inc.

"A small business needs people who can not only tolerate chaos, but thrive in it," he said.

A strategist. Career psychologist Eileen Sharaga said that every business needs a strategic thinker. Hiring managers want someone who can identify long-term goals, and has not only a vision for the future, but a plan to get there, she said.

A decider. People who can use their own judgment and take decisive action are valuable to any company. Selewach said that business leaders aren't always available to be involved in every minor decision, so they look for a candidate who is not afraid to pull the trigger.

A born marketer. While you may not be looking to work specifically in a marketing position, someone who thinks like a marketer — a person who exhibits assertiveness, a sense of urgency and a willingness to take risks — is essential to any business, said Herb Greenberg, CEO and founder of hiring assessment and talent management firm Caliper Corp.

"[Marketers] make the world aware of their capabilities in order to position the company to obtain new clients," Greenberg said. "The marketer works with the entrepreneur to take his or her vision and build the brand."

A cautious person. Beth Gilfeather, CEO and founder of Seven Step Recruiting, noted that a more cautious employee acts as a counterbalance to risk takers.

"They are risk-averse, but sometimes, you need people to provide stability and fairness, and keep your business from taking on too much," Gilfeather said.

An independent thinker. Some employees go along with everything the boss says, without question. These people may be good for an ego boost, but ultimately, leaders need team members who will challenge the status quo if it's better for the business.

"I want people who will challenge my thinking and not be afraid to stand up for what they think is the right thing for the company," said Meg Sheetz, president and COO of weight loss program Medifast. "I also look for people who understand that they will not necessarily agree with every decision that the company may make, but ... they have to find a way to support their teams in a unified approach."

A cultural fit. Every company's culture is slightly different, and each is founded on different core values. What matters most to employers is that the person they hire embodies those values in their everyday lives.

"Our culture is founded upon a work hard, play hard, humble, self-reflective and collaborative environment," said Max Yoder, CEO of online training software company Lesson.ly. "Different roles obviously call for different specifics, but all of us share those core motivations." 

Highlighting your personality

Personality traits are difficult to demonstrate on a résumé, so it's important to really make them shine through during the interview. Sheetz noted that strategic storytelling can get your personality across to a hiring manager.

"Sharing stories that demonstrate how you performed during an experience is extremely important to help get across your personality traits," Sheetz told Business News Daily. "[Discuss] how you handled yourself in a crisis, or how you showed up as a leader during a positive or negative time."

Haefner agreed, noting that simply stating that you're a team player, for instance, isn't enough for most hiring managers. Instead, provide a concrete instance of when you worked on a team to accomplish a goal, she said.

Yoder said the best way to express your personality is to simply be yourself. From there, the employer — and, just as important, you — can evaluate if your traits are a match for the workplace and your potential colleagues.

"If you're a great fit, it will be apparent," Yoder said. "If you're not, it will also be apparent.The most important thing to remember when walking into an interview is that it is completely two-sided — you're interviewing us as much as we are interviewing you."

Additional reporting by Business News Daily senior writer Chad Brooks and contributor Kim Ann Zimmerman.

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The 10 Best (and Worst) Cities for Starting a Business

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If you're starting a new business, you might want to consider moving down South and avoiding California, new research suggests.

Six of this year's 10 best cities in which to start a business are located in Southern U.S. states, and seven of the worst are in California, according to a study from the personal finance social network WalletHub.

Shreveport, Louisiana, tops this year's list of the best cities in which to start a business, as it ranked highly for having accessible resources for entrepreneurs and a friendly business environment.

To help aspiring entrepreneurs maximize their chances of long-term prosperity, WalletHub analyzed the relative startup opportunities in the 150 most populous U.S. cities. Researchers ranked each city on 13 key metrics divided into two categories: access to resources and business environment.

Access to resources focused on financing accessibility, office space affordability, employee availability and median annual income. Business environment was judged on factors like corporate taxes, cost of living, average workday length, workforce education level, entrepreneurial activity, five-year survival rate, number of small businesses per capita, industry variety and small business friendliness.

Here are this year's top 10 cities for starting a business, and their rankings for access to resources and business environment:

1. Shreveport, Louisiana. Resources: 6; Environment: 13
2. Tulsa, Oklahoma. Resources: 18; Environment: 1
3. Springfield, Missouri. Resources: 1; Environment: 70
4. Chattanooga, Tennessee. Resources: 2; Environment: 65
5. Jackson, Mississippi. Resources: 4; Environment: 72
6. Sioux Falls, South Dakota. Resources: 39; Environment: 2
7. Memphis, Tennessee. Resources: 14; Environment: 39
8. Augusta, Georgia. Resources: 15; Environment: 21
9. Greensboro, North Carolina. Resources: 31; Environment: 11
10. Columbus, Georgia. Resources: 26; Environment: 19

The city in which an entrepreneur chooses to operate his or her business can be critical to the company's success, noted Lou Marino, a professor of entrepreneurship and strategy at the University of Alabama.

"Despite the plethora of online resources and the use of virtual teams, nothing can take the place of the ecosystem that exists in the city in which your base of operations is located," Marino said in a statement. "Perhaps even more important than the formal institutional support that exists in a city for entrepreneurship, the culture and livability of the city can significantly impact your ability to get the best people to work for you and how happy they are to be there."

Worst cities for business

California appears to be the worst state for new businesses. Seven of the 10 worst cities in which to launch a business are located in the Golden State. However, no city is worse than Newark, New Jersey, which ranks near the bottom for both the available resources for entrepreneurs and a business-friendly environment.

Here are this year's 10 worst cities in which to start a business, and their rankings for access to resources and business environment:

1. Newark, New Jersey. Resources: 111; Environment: 150
2. Jersey City, New Jersey. Resources: 147; Environment: 138
3. Garden Grove, California. Resources: 139; Environment: 133
4. Yonkers, New York. Resources: 144; Environment: 106
5. Fremont, California. Resources: 149; Environment: 91
6. Ontario, California. Resources: 136; Environment: 123
7. Oakland, California. Resources: 134; Environment: 114
8. Santa Ana, California. Resources: 118; Environment: 146
9. San Jose, California. Resources: 140; Environment: 103
10. Anaheim, California. Resources: 131; Environment: 118

Experts say there are a number of steps communities can take to stimulate entrepreneurship and new business development. David Deeds, the Schulze chair in entrepreneurship at the University of St. Thomas, said everything starts with a great education system.

"Great K-12 education provides a talented and creative workforce, and attracts and retains talent in a region," Deeds said. "Education is the most important input, and gets the least amount of press and attention, because it's hard, takes a long time and is difficult to directly correlate with outcomes."

Besides supporting an education climate that stimulates entrepreneurship, cities must do a better job of supporting existing small businesses' efforts to expand, said Peter Russo, an executive-in-residence and senior lecturer at the Boston University School of Management.

"These entrepreneurs have already demonstrated the validity of their ideas but may lack the education, skills and access to resources to grow their business and create more jobs," Russo said in a statement. "Helping them is less exciting than stimulating new venture creation, but the upside can be greater. "

The full list of cities can be viewed on the WalletHub website.

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5 Ways to Make Your First Resume Stand Out

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In today's crowded job market, you need a résumé that will help you stand out from the crowd.

This is especially true for new graduates who are entering the workforce for the first time. For employers to give you a second look, your résumé needs to summarize your skills, be targeted for the specific job you want and be error-free, said Wes Lybrand, assistant director at the University of Alabama at Birmingham Career and Professional Development Services.

"The purpose of the résumé is to get you to the interview stage of the hiring process, so it should showcase your most relevant skills and qualifications," Lybrand said in a statement. "It should be focused, clear and concise."

Hiring managers often spend only a few seconds reviewing the résumés they receive, so they have to make a quick impression.

"If you don't make an impact in that time, you'll get passed by for the job," Lybrand said. "If you do make an impact, they [hiring managers or recruiters] will at least take a more in-depth look at your résumé."

Lybrand offered several tips to help recent graduates and other people entering the workforce for the first time craft the perfect résumé:

• Target it to the job you want. Don't write a generic résumé that could work for any job. The vast majority of employers think your résumé should be tailored for the position you're applying for, Lybrand said. Be sure to prioritize your skills and qualifications for each job you are trying to land.
• Choose the right words. Because many employers use computer software to eliminate some applicants, include keywords from the job posting in your résumé to help you get a second look, he said.
• Proofread. One of the quickest ways to get eliminated from consideration is by having grammar and spelling errors in your résumé. Lybrand said recent research revealed that nearly all employers reject candidates due to these types of mistakes.
• Be concise. People who are entering the workforce for the first time should stick to a one-page résumé. To save space, eliminate the objective statement and the "References available upon request" line, Lybrand suggested.
• Highlight your accomplishments. Rather than just listing your experience, highlight what you accomplished in those jobs. Nearly all employers prefer to see verifiable achievements on a résumé because they show how well you performed in past jobs.

In most industries, the current job market favors employers, so it's very important to follow these guidelines, Lybrand said.

"They are often receiving hundreds of applications per position, so you really need to stand out from the crowd," he said.

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12 Cool Job Benefits That Keep Employees Happy

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As an employer, you want to make sure your employees are happy. After all, your people are the ones who keep your business going. Your organization's workers may be pleased with their telecommuting options and free snacks, but some companies go above and beyond to make sure their employees really love their jobs. Here are 12 unusual but awesome benefits offered by large and small businesses across the country.

No official work hours. What 9 to 5? At Netflix's California headquarters, vacation days and work hours aren't tracked. The company only measures what people get done; so as long as employees do their work, it doesn't matter when or for how long they're in the office. But Netflix's staff members know better than to slack off — abusing this policy gets you a one-way ticket out the door.

Tons of time off. When you work hard, it's nice to have an employer that lets you play hard, too. Some big-name companies like Glassdoor and Virgin Group offer unlimited time off, but this type of policy usually discourages employees from actually taking vacation days, since there's no incentive to "use it or lose it." Boston-based Metis Communications does put a cap on its employees' paid time off, but the amount is incredibly generous — on top of the standard three weeks of vacation time (four, if you've been there four years or more), staff members get their birthdays off, a bonus vacation week during the last week of December and, after five years of employment, summer Friday vacation days. 

Focus on family. Forget standard maternity leave. Facebook offers some pretty incredible perks for parents and parents-to-be. New moms and dads get four months of paid parental leave, reimbursement for day care and adoption fees, and $4,000 in "baby cash" after their child is born.

Similarly, fast casual restaurant chain Capriotti's Sandwich Shop allows its on-staff parents to take time off, no questions asked, to attend their children's events and activities.

Food for thought. Lots of companies offer employee enrichment programs, but for most, these beneficial lectures and events typically only happen a few times a year. Footwear brand BucketFeet sponsors a monthly Learning Series, an hour-long gathering where employees listen to and ask questions of a guest speaker. Co-founder and CEO Raaja Nemani said that the team really values these informal sessions, which usually have a clear tie to the company's mission and values. 

On-site health services. Everyone seems to want to work for Google, and for good reason: It's the king of amazing employee benefits. There are lists dedicated to all of Google's perks, but the company's commitment to its workers' health is truly commendable. In addition to medical doctors, you'll also find physical therapists, chiropractors and massage therapists on the Google campus.

Total wellness. It may not have on-staff physicians like Google, but the Institute for Integrative Nutrition does a pretty good job of making sure its employees have what they need for physical and mental wellness. A professional chef prepares a healthy organic lunch for the staff every day (breakfast and snacks are also provided), and fresh flowers are placed on everyone's desk. If biweekly chair massages and in-house yoga classes aren't enough to de-stress you, just go on the staff yoga retreat.

Continuing education. Higher education is undoubtedly valuable to any employee, but it's a privilege that not everyone can afford. Last year, Starbucks announced its College Achievement Plan, a program that allows all eligible U.S. employees (those who work 20 hours or more per week) to earn a bachelor's degree through Arizona State University's online program, with full tuition coverage.

While smaller companies may not be able to afford four-year degrees for their staff, they still find ways to invest in their employees' personal development. For example, Los Angeles-based Konnect PR offers financial assistance for employee classes and other educational interests.

Midday surfing. It makes sense that a company selling outdoor clothing and equipment would want its employees to stay physically fit. Based in California, Patagonia provides company bikes, volleyball courts and on-site yoga for its workers. Employees are also encouraged to catch a wave or two in the middle of the workday: The reception desk posts daily surf reports and makes companywide announcements on especially good surf days.

Volunteer hours. Millennials are known for their social consciousness, and numerous studies have shown that this generation in particular values brands and employers who emphasize doing good in the world. That's why companies like The Goddard School, Jennifer Adams Worldwide and Zimbra give their employees paid time off and/or flexible work hours to engage in volunteer projects. In another Business News Daily article, Zimbra CEO Patrick Brandt said that civic engagement is a necessity in the modern workplace, and ultimately boosts the morale of a company's staff.

Event tickets and transportation. Employees of Quicken Loans in Michigan don't get into all events for free — just the ones happening at the Quicken Loans Arena in Cleveland. Quicken CEO Dan Gilbert owns the Cleveland Cavaliers, so workers get transportation and tickets to home games. They can also snag seats for the various concerts, comedy shows and other events happening at "The Q."

Game time. Quicken employees may be content to attend basketball games, but Zynga staff members actually get to play on the company's full-size courts. The San Francisco-based gaming company (perhaps unsurprisingly) also has in-house relaxation lounges with classic arcade games and Nintendo, Xbox 360 and PS3 gaming systems for its workers to enjoy.

Extra credit. At Weebly, every employee gets a company credit card, presumably for anything the company's workers might need during the workday (with no set hours, just like Netflix's policy). As if that isn't enough, the Web-hosting company also provides a $50 monthly credit to Exec, a housecleaning and errand-running service, for when its workers are too busy enjoying their free meals, gym membership or bi-monthly massage.   

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The Number One Thing to Avoid Doing in a Job Interview

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Nothing hurts your chances of landing a job more than checking your phone during an interview, according to new research.

More than three-quarters of executives remove candidates from consideration if the person uses his or her cellphone during the interview, according to a study from the staffing firm The Creative Group.

Showing up late without acknowledging it; failing to bring items that were requested, such as a resume, portfolio or references; wearing improper interview attire; and speaking poorly of a previous employer round out the other top five job-interview deal breakers.

"Hiring managers typically assume candidates are putting their best foot forward during job interviews, so any sign of unprofessional or unproductive behavior makes a big impact, no matter how qualified the person may be for the position," Diane Domeyer, executive director of The Creative Group, said in a statement. "Job seekers should do everything they can to tip the scales in their favor, including paying attention to the smallest details."

To help job seekers, The Creative Group offers several tips on how to avoid the top five blunders that can sink a job interview:

• No phones: Even before stepping inside for your interview, make sure your phone is turned off and put away. While it may be tempting to check your email or browse the Web while waiting for the interview to begin, you are better off sitting patiently and reading over any company literature that is available in the lobby. Keeping your phone off will help ensure you give the interviewer your undivided attention.
• Show up early: Arriving even a couple minutes late to an interview can  send a signal to hiring managers that you don't respect their schedules. But it could also cause you to miss out on the interview altogether. Rather than trying to be right on time, plan to arrive 10 minutes early. Besides showing the prospective employer that you are punctual, the extra time will give you a chance to calm your nerves before the interview starts. If you are running late, call ahead and explain the reason for the delay.
• Don't come empty handed: Never assume that the interviewer will have all of your application materials. In case they don't, it's best to bring extra copies of your resume. In addition, if you have a portfolio of past work they might want to see, bring a laptop or tablet with you so you can easily present it.
• Dress to impress: While many companies today have laid-back dress codes, it's still not a good idea to show up wearing something too casual. Try researching the company's dress code, and wear something that's slightly more formal.
• Don't bash former employers: Hiring managers may question your professionalism and attitude if you spend time during your interview badmouthing formers employers, bosses, co-workers or clients. While it's sometimes appropriate to discuss work-related challenges you've had in the past, tread lightly during these conversations. Being able to describe difficult situations diplomatically can boost your chances of landing the job.

The study was based on surveys of 200 advertising executives randomly selected from agencies with 20 or more employees and 200 marketing executives randomly selected from companies with 100 or more employees

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New Research Reveals Truth About Women and Negotiation

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Men are not naturally better negotiators than women, despite what some previous research has found, according to a new study.

To test their theory that past studies on women's negotiation skills were wrong, researchers replicated a 2008 study often cited to show that women avoid negotiating or ask for lower salaries than they should.

"The results were a near inversion of the previous study," Yellowlees Douglas, one of the study's authors and an associate professor at the University of Florida, said in a statement. "I think it's very telling of a new generation of empowered women."

In the new study from the from the University of Florida, MBA students completed a survey and then were asked to name the amount of money they wanted on a gift card for participating in the study. The researchers found that women, on average, asked for amounts twice as large as those requested by men, and every woman who participated asked for a reward. Of the three highest amounts requested, two came from women.

The researchers discovered that women who had experience with successful negotiation were better negotiators than men. Based on the results, they believe that women who avoid negotiation or negotiate poorly are likely influenced by a lack of experience, not by anything inherent in their gender.

"The women who negotiated well were likely recalling instances when they negotiated high-paying jobs or competitive bids," Douglas said.

Because men are more likely to have held high-paying jobs, they are also more likely to have previous successful negotiations to draw on, the researchers said, which could explain why previous studies found women to be less proficient at negotiating.

Samantha Miller, a co-author of the study and a University of Florida undergraduate business student, wanted to pursue the research after listening to a lecture on the commonly held belief that women are bad at negotiating. She said that didn't mesh with her experiences.

"I always ask what I feel I'm deserving of," Miller said. "I had an idea that women in my generation were similar."

Douglas said that, to help both women and men become better negotiators, college career services should offer students the chance to participate in mock negotiations and interviews. She said this opportunity would better prepare them for negotiations they're likely to encounter in real-world scenarios.

The study was published recently in the International Journal of Business Administration.

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Hate Sitting Behind a Desk? 18 Best Jobs for You

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Having a successful career does not require you to sit behind a desk and plug away at a computer all day.

In fact, there are a large number of nondesk jobs in a variety of industries that are growing and thriving and offering workers a direct path to the middle class, according to a new analysis of labor market data from CareerBuilder.

In all, there are 170 non-desk occupations that pay $15 per hour or more on average, do not require a four-year degree for a typical entry-level position, and have seen at least 6 percent job growth over the last four years.

"The U.S. workforce has gradually shifted to office-based work due to the rise of the professional services economy and productivity gains associated with information technology," Rosemary Haefner, chief human resources officer at CareerBuilder, said in a statement. "But some of the healthiest areas of job growth year after year are in middle-skill occupations that don't require workers to sit in front of computer monitors and phones for 40 hours a week."

Here are the top-paying jobs that don't require you to work at a desk in various categories — none of which require a four-year college degree — and their median hourly salary and growth rate since 2010:

Healthcare occupations

• Dental hygienists: $34.19, 9 percent
• Diagnostic medical sonographers: $31.93, 15 percent
• Occupational therapy assistants: $26.57, 14 percent

Construction and extraction occupations

• Elevator installers and repairers: $37.81, 6 percent
• Boilermakers: $27.74, 6 percent
• Rotary drill operators, oil and gas: $24.79, 47 percent

Installation and maintenance occupations

• Electrical power-line installers and repairers: $30.85, 7 percent
• Avionics technicians: $26.92, 6 percent
• Signal and track switch repairers: $26.75, 11 percent

Architectural and engineering occupations

• Mechanical engineering technicians: $25.19, 10 percent
• Industrial engineering technicians: $25.01, 6 percent
• Electromechanical technicians: $24.68, 8 percent

Green energy occupations

• Wind turbine service technicians: $23.79, 21 percent
• Solar photovoltaic installers: $19.04, 22 percent

Miscellaneous non-desk occupations

• Locksmiths: $18.25, 10 percent
• Massage therapists: $17.27, 17 percent
• Travel guides: $16.26, 7 percent
• Fitness trainers and aerobics instructors: $15.88, 8 percent

While they tend to pay less than traditional office jobs, non-desk occupations provide a variety of benefits. Haefner points to a 2014 CareerBuilder survey that discovered workers who don't work at a desk all day are two times less likely to complain about their work environment and significantly less likely to report being overweight.

The data for the analysis was provided by Economic Modeling Specialists Intl., which analyzes data from more than 90 government and private resources.   

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10 Job Interview Questions That Aren't Legal

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While you want to learn as much as you can about job candidates during an interview, asking certain questions can get you in serious hot water.

When it comes to determining the questions that are and aren't appropriate to ask, the limitations aren't always clear. Twenty percent of hiring managers have asked a question in a job interview only to find out later it was illegal to ask, according to a new study from CareerBuilder.

For the protection of both the interviewer and interviewee, it's important to understand what employers do and don't have a legal right to question job candidates about, said Rosemary Haefner, the chief human resources officer at CareerBuilder.

"Though their intentions may be harmless, hiring managers could unknowingly be putting themselves at risk for legal action, as a job candidate could argue that certain questions were used to discriminate against him or her," Haefner said in a statement.

To help hiring managers, CareerBuilder has identified some of the most common questions that employers didn't know were illegal:

• What is your religious affiliation?
• Are you pregnant?
• What is your political affiliation?
• What is your race, color or ethnicity?
• How old are you?
• Are you disabled?
• Are you married?
• Do you have children or plan to?
• Are you in debt?
• Do you socially drink or smoke?

Sometimes the legality of the question is in how the interviewer asks it, according to CareerBuilder. For example, when discussing a candidate's retirement plans, asking what his or her long-term goals are is OK, but asking when they plan to retire is not acceptable.

Other examples of questions hiring managers need to be careful how they ask include:

• Where do you live? CareerBuilder saysasking candidates where they live is illegal because it could be interpreted as a way to discriminate based on their location. The better way to phrase the question is to ask them if they're willing to relocate.
• What was the nature of your military discharge? Asking why a military veteran was discharged is illegal, according to CareerBuilder. However, employers can ask what type of education, training or work experience a candidate received while in the military.
• Are you a U.S. citizen? While you can ask if a candidate is legally eligible for employment in the U.S., it's illegal to ask about citizenship or national origin, according to CareerBuilder.

The study was based on surveys of 2,100  hiring and human resource managers across a variety of industries.

Dave Mielach also contributed to this story.

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10 'Mad Men' Quotes To Live By at Work

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Leadership conferences, mentor groups, networking events — they're all great sources of inspiration for businesses. But sometimes, the best advice comes from the most unexpected sources, like your favorite TV shows.

For example, AMC's "Mad Men" — which profiles the employees of the fictional advertising agency Sterling Cooper Draper Pryce and its creative director, Don Draper — is laced with career and leadership lessons. Of course, businesses today have come a long way since the 1960s, when the hit show takes place, but today's leaders can still learn a lot from it.

Here are 10 quotes from "Mad Men" that define what being a great leader really means.

"If you don't like what is being said, then change the conversation." – Don Draper (Season 3, Episode 2)

This was essentially Don Draper's motto throughout much of the show, and he impressed many clients with this line. The best part is, it can have many meanings and can apply to many different situations. Whether you're trying to improve your business's reputation or you're looking to go in a different direction, it's your job as a leader to recognize what you want to do and make that change.

“I don’t think anyone wants to be one of a hundred colors in a box.” – Peggy Olson (Season 1, Episode 6)

Peggy Olson started as a secretary at Sterling Cooper, but she quickly worked her way up to be the firm's first female copywriter. This quote was one of the defining moments that led to Peggy's first account, lipstick company Belle Jolie. Not only was it a turning point for her career, but it's also a great way to look at your staff. All employees want to contribute and feel like they matter. Good managers will recognize the individual strengths and weaknesses of their employees, instead of just seeing them as a bunch of cogs in the machine.

"You’re never gonna get that corner office until you start treating Don as an equal. And no one will tell you this, but you can’t be a man. Don’t even try. Be a woman. Powerful business when done correctly." – Bobbie Barrett (Season 2, Episode 5)

Peggy struggled to find her place as the firm's first and only female copywriter, trying to fit in as one of the boys and doing everything her boss, Don, told her to do without questioning it. Bobbie, the strong-willed manager and wife of comedian Jimmy Barrett (and one of Don's many love interests) gave her this important advice: Don't try to be someone you're not, thinking that's how you'll get ahead. Be yourself and be strong, and your success will mean that much more.

"Let’s also say that change is neither good or bad. It simply is. It can be greeted with terror or joy — tantrum that says 'I want it the way it was,' or a dance that says 'Look, something new.'" – Don Draper (Season 3, Episode 2)

Whether you're running a business or moving along your chosen career path, there will always be a lot of changes to face. Don's advice here shows that how those changes affect you depends on your attitude. You can either look forward to the new experiences that come with change, or you can get upset and fight it. To be a great leader, you need to be prepared to face change and do it with the right attitude.

"Sometimes when people get what they want, they realize how limited their goals were." – Joan Holloway (Season 1, Episode 13)

It may have been a snide remark to Peggy after she became a copywriter, but with this quote, office manager Joan Holloway makes a good point. If you set goals for yourself and then give up as soon as you reach them, you won't truly find success, and you'll probably find there's still more left to achieve even after you've checked off everything on your list. Good leaders motivate people to keep moving forward, which means setting more goals and working hard to achieve them and help others do the same.

"You want some respect? Go out and get it for yourself." – Don Draper (Season 4, Episode 8)

In this scene, Peggy was complaining to Don that another employee was harassing Joan, expecting him to solve the problem. Rather than go out there and fire the problematic employee himself, Don pointed out that if Peggy felt the offending employee needed to be let go, she should be the one to do it — if Don did it, the rest of the staff would see her as a tattletale and would lose respect for her. You may not need to fire an employee to solve a problem, and sometimes it's good to ask for help, but to be a well-respected leader, you need to show that you're strong enough to handle the situations that come your way.

"Just tell the truth. Don’t worry about the outcome. People respect that." – Peggy Olson (Season 2, Episode 13)

Peggy's advice to Pete Campbell is advice that everyone should follow in business (and in life in general). Everyone makes mistakes, even managers and CEOs. What makes you a leader is your ability to take responsibility for your actions. After all, you can't really solve a problem until you own up to it. And, at the end of the day, your customers, clients and staff will appreciate your honesty and willingness to work things out.

"You're happy because you're successful — for now. But what is happiness? It's a moment before you need more happiness. I won't settle for 50 percent of anything. I want 100 percent." – Don Draper (Season 5, Episode 12)

Similar to the sentiment behind Joan's quote about goals, this statement from Don puts success into perspective. Becoming complacent with what you've already achieved isn't really success unless there's really nowhere else to go from there. A smart leader knows not to settle, when to keep pushing, and to expect and inspire others to put in all of their effort.

"When you have no power, delay." – Henry Francis (Season 3, Episode 8)

Not every situation is easily fixed, and sometimes — especially when you're dealing with a business crisis — it's hard to find a solution right away. Henry Francis may have been talking about a government project when he said this gem to Don's wife, Betty (and later his own wife, after Don and Betty divorced), but it makes sense. When all else fails, buy yourself some extra time. A good leader will search for the best answer to a problem, not the quickest one.

"I have a life, and it only goes in one direction: forward." – Don Draper (Season 1, Episode 5)

Don was talking about his personal life when he said this to his brother, but the sentiment rings true when discussing careers, too. Don's past was bleak at best, but he moved on, took on a new identity, and worked his way up in life and in business. It can be easy to get caught up in the past, especially if you've made a mistake, but to truly succeed, you need to keep looking and moving forward. A good leader knows this, and will push others to think about what's next, instead of dwelling on what already went wrong. 

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Applying to Jobs? Don't Wait Until the Weekend

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Can you really increase your odds of getting hired by applying to a job on a certain day of the week? It may sound like a superstition, but there may be something to it: A new study from hiring platform SmartRecruiters found that the most job posting, application and hiring activity happens between Monday and Wednesday.

According to SmartRecruiters' data from more than 270,000 North American jobs, most applicants send in their résumés at the beginning of the work week. Tuesday in particular seems to be the "perfect" day for hiring success — 18.5 percent of candidates apply to jobs on Tuesday, followed by 18 percent each on Monday and Wednesday. This roughly correlates to the most popular days that companies post jobs: Tuesday (20 percent), Wednesday (19.5 percent) and Monday (18.5 percent). Tuesday is also the most popular day of the week for companies to make hiring decisions, with 21.5 percent of candidates being hired on this day.

In terms of timing, SmartRecruiters found that jobs are most frequently posted at 11 a.m. and applied to at about 2 p.m. Taken together, these findings mean that candidates are reacting quickly when they spot a good opportunity. In fact, most applicants will see and apply to a position just days after it hits the job boards, the study found.

"Nearly 60 percent of applicants apply within the first week of the job being posted," said Jerome Ternynck, CEO and founder of SmartRecruiters. "From a candidate perspective, the data sets up who the competition is. From a hiring manager perspective, it lets them know what to expect from the posting and how to plan to accommodate the demand for a specific position."

So, what does it mean for job seekers? Don't wait: If you see a job go up on Monday, have your résumé ready to go the next day. Because the majority of candidates apply early in the week, waiting until Friday or the weekend means your application is more likely to get buried beneath the influx of equally qualified applicants who jumped first.

"Candidates [who apply] for jobs when they first open will have a greater chance of getting noticed and getting in on the first wave of interviews," Jason Buss, recruiting innovation officer for SmartRecruiters, wrote in a blog post on the data. "The longer a job posting has been open, the more competition applicants will face."

Ternynck noted that the best thing candidates can do is know what they're looking for in an employer ahead of time, so they can act as soon as an appropriate opportunity opens up.

"Do your research ... [so]you can also utilize your network to advance yourself," Ternynck told Business News Daily. "Focus on the company as a whole and the potential connections you have to the business. Be sure to know what members of your network work there or have connections that you can leverage to gain insight into the company, the culture and specific leaders that you'll potentially work with and, more importantly, [who could] be your evangelist."

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