Introducing: CeeBee! Careerbuilder.com's Job Search Smartypants

Get Paid to Relocate

After 4 years of working in the same city, it was time for a change. So, I packed up and moved - but not without looking for a job first. While I didn't find one that was willing to pay for my move to the new job, one-third of employers say they have paid to relocate an employee from another area to their company's location in the last two years, according to a new study from CareerBuilder.com and Apartments.com.

"Given the shortage of qualified workers, 14 percent of the employers wer surveyed say they're more willing to pay to relocate new employees from another area to their company's location this year compared to last year," says Rosemary Haefner, vice president of human resources for CareerBuilder.com.

Forty precent of employers say they're willing to spend $1,000; one-third says they'll spend more than $2,500 and one-in-ten are willing to pay more than $10,000.

If you're looking to relocate, Kevin Doyle, senior vice president and general manager of Apartments.com suggests the following tips:

• Rent initially. When relocating to a new city or state, it makes sense to rent first because it allows you to learn more about the area you're relocating to without the commitment of home ownership. It also gives you time to get acquainted with your new job and new city.
• Purge. View moving as an opportunity to de-clutter by donating, recycling or disposing of those things you don't need or want.
• Stay organized. When moving for a new job, time may not always be on your side. Therefore, you need to plan ahead as much as possible. Create a file that includes a detailed timeline for the moving process, important contact information and any necessary documents.
• Keep records. From your job offer, to specifics about your relocation package, to phone numbers to photographs of your new apartment - keep detailed records of all aspects of your move. Be sure that you keep these records handy - do not include them in the items that will be transferred by the movers.

Click here for the full release.

Summer: Not the time to slack off

Since we were in school, summer has been associated with vacations, lazy days and a small break from life. Because of this association, people often forget that's not how it works in the real world.

While workers do take vacations during the summer months, most people are only allowed a few weeks of vacation time. The rest of the summer is business as usual, as employers gear up for the busy fall and winter.

"If a company has an immediate need for someone, they'll fill the position now instead of waiting until the fall," says Eileen Javers, global leader of transition practices for Right Management, a provider of integrated consulting solutions for employment. If you wait, you'll miss out on these jobs, as well as on the chances of getting ahead of the rest to be considered for interviews in the fall, she adds.

Javers offers this advice for job-hunting this summer:

• Do at least one proactive thing per day, such as calling an old teacher or coach for a networking meeting.
• Use the time others consider 'down time' to sharpen your job-search skills, get ahead of the competition and be better positioned for any suitable openings that occur now and in the near future.
• Refine your interviewing skills by practicing in front of a video camera
• Network with people you meet on vacation and at summertime activities like picnics, barbecues and beach parties.

Yes, you really do need a cover letter

I recently hired someone new and I can't tell you how many applications I received without a cover letter. That was the first thing I looked for and, if the application didn't have one, I immediately deleted it.

It takes just seconds to make a first impression. If a hiring manager sees you don't have a cover letter upon first perusing your application, it's possible you could lose all chances of being contacted for that job.

Here are some tips for a foolproof cover letter:

Cover the basics.
Your letter should be brief, easy to read, and always include your full name, address and phone number in case your cover letter becomes separated from your resume. Don't forget to proofread to avoid spelling errors and typos. Make sure the job title and employer name are correct, too.

Target it.
Avoid using "Dear Hiring Manager" and find out the name of the company's human resources contact or recruiter. You can find this information by logging on to the company's Web site or calling the main phone number and asking a receptionist for the name and title of their corporate recruiter. Once you have a contact name, experts recommend using the person's formal title such as "Mr.," "Ms." or "Mrs."

Be detailed.
State which job you are applying for in the very first paragraph and make sure to include other specific details such as a job ID number (if one was provided) and where you heard about the opening. The reason for this detail is simple: Many recruiters are responsible for multiple openings within their companies and must be able to determine which job your application is targeting. And if you were referred to the company by an employee, be sure to mention this in your letter as many companies have employee referral programs.

Have personality.
One of the objectives of a good cover letter is to make a personal connection with the reader. Gone are the days when you could simply change the name of the company in your salutation, attach it to your resume and fire it off to the employer. Recruiters see right through these types of letters and recognize them for what they are - a lazy person's attempt to find a job.

Do some legwork.
A winning cover letter will require some research into the company's history and recent accomplishments. It should show the reader that you have some knowledge of their company and that you made an informed decision when you decided to apply for a job at their company.

Show your worth.
When writing your letter, keep the requirements of the job in mind and address them specifically.  Remember, it's not what the company can do for you; it's what you can do for the company that counts.

Get the interview.
Go ahead and tell the hiring manager you want that interview. Express that your cover letter and resume are just the tip of the iceberg and you look forward to a face-to-face conversation.

If you are still unsure about where to begin when writing a cover letter, you can find samples of dynamic cover letters online and at bookstores.

Bilingual? You're Valuable

CareerBuilder.com

Spanish has become the country's unofficial second language, and corporate America has responded with diversity initiatives that seek to recruit, understand and attract a Hispanic/Latino workforce, writes Graciela Kenig in her book Best Careers for Bilingual Latinos.

With more than 40 million Hispanics in the US today and an estimated annual growth rate of 4.65, the Latino community will add 1.7 million people to its population every year. This trend is creating a tremendous demand for bilingual job seekers fluent in Spanish and English.

According to Kenig and other experts, the top industries for bilingual candidates include healthcare, financial services, sales and marketing, social services and public service. The Bureau of Labor Statistics, reports that there are a number of emerging occupations in social services such as cross-cultural counselors, bilingual teachers and consumer credit counselors.

"Being fluent in Spanish is a big plus in social services," says Evie Engler, vice president for Metropolitan Family Services in Chicago, Ill. "In many of the communities we serve, our licensed clinical social workers, case workers and counselors must be bilingual to serve families in need of our counseling, mental health and financial management services."

Banks and mortgage companies seek tellers and loan officers who can converse with their Latino clients. Insurance companies need claims adjustors and administrative staff to assist in processing claims for their diverse client base. One major insurance company that pays referral fees to employees for candidates who are hired offered an additional $500 incentive if the new hire was bilingual.

Hospitals and pharmaceutical companies are experiencing some of the greatest demand for bilingual employees to better serve patients. "Being able to speak and understand our patients? native language ensures proper treatment. Patients must be able to understand medical instructions and prescription dosages and physicians need to understand symptoms and circumstances related to a patient?s condition," noted Kathy, a nurse at a suburban hospital in Chicago.

To sell goods and services to a multicultural market, corporations must hire people who understand the language and culture of their clients and their vendors. Karen, an inside sales manager in Columbia, Md., needed call center associates to process orders for paint testing equipment from business clients in Latin America. "Finding candidates who were fluent in Spanish and also had strong sales ability were two key criteria in reviewing resumes and deciding who I would interview."

In nearly every field and profession, from financial services to sales, there is a growing need to multi-lingual candidates. In addition to Spanish, companies that have offices and clients throughout the world seek employees who can speak languages from Russian to German, French and Mandarin. "Job seekers who speak Japanese, Chinese and Mandarin are becoming a hot commodity among employers, particularly on the West Coast," says one recruiter from California.

Not only are bilingual skills helpful for seasoned professionals in the job market, graduates who are fluent in a second language are finding that they have an extra edge during job interviews. While bilingual skills aren't always required to land good jobs, many companies prefer to hire candidates with this added dimension.

If you are truly bilingual, that is you can speak two or more languages with equal or near equal fluency and are able to speak and perhaps also read and write more than one language very well, tell employers up-front that you have this ability. Even if your prospective employer may not have an immediate need for your multiple language capabilities, they are likely to see your fluency as an added benefit and asset in the hiring process.

Consider including this information in your cover letter and in your resume?s career or skills summary. Refer to your skills as "bilingual," or "multilingual" if you speak three or more languages. Then, list each language, including English. Be honest though. If you just had a couple of semesters of a language in high school or college, use the phrase "knowledge of..." Never overstate or understate your expertise.

Eight Tricky Interview Questions

Does the thought of going on a job interview cause your palms to sweat and your body to break out in hives? Stop itching; you're not alone.

The vast majority of job seekers admit to emotions ranging from mild uneasiness to downright panic leading up to their interviews. The good news is there have been no reported cases of job seekers who died of nervousness during a job interview. So relax and follow these simple tips for keeping your anxiety at bay before and during your interview.

First, take the proper amount of time to prepare for your interview. Being well-prepared will boost your confidence and lower your anxiety. Experts recommend that you spend at least three hours preparing for each interview.

You should draft answers to the most common interview questions and practice speaking them out loud. You also should read up on the company with which you will be interviewing and prepare some questions of your own. This lets the interviewer know that you are truly interested in the company and the position.

As a final step in your preparation, make sure you have good directions to the interview site. Some job seekers make a dry run to the interview site to ensure the directions are correct and to estimate the amount of time they will need to get to the interview on time.

Going into a job interview is often like entering the great unknown. Although every interviewer is different and questions vary from industry to industry, there are some questions that are common across the board. Reading through the following questions and developing your own answers is a good place to start in your preparation. Once you have done that, remember practice makes perfect! Nothing impresses a potential employer like being ready for whatever is thrown your way.

Why should we hire you?
Here's the chance to really sell yourself. You need to briefly and succinctly lay out your strengths, qualifications and what you can bring to the table. Be careful not to answer this question too generically, however. Nearly everyone says they are hardworking and motivated. Set yourself apart by telling the interviewer about qualities that are unique to you.

Why do you want to work here?
This is one tool interviewers use to see if you have done your homework. You should never attend an interview unless you know about the company, its direction and the industry in which it plays. If you have done your research, this question gives you an opportunity to show initiative and demonstrate how your experience and qualifications match the company's needs.

What are your greatest weaknesses?
The secret to answering this question is being honest about a weakness, but demonstrating how you have turned it into a strength. For example, if you had a problem with organization in the past, demonstrate the steps you took to more effectively keep yourself on track. This will show that you have the ability to recognize aspects of yourself that need improvement, and the initiative to make yourself better.

Why did you leave your last job?
Even if your last job ended badly, be careful about being negative in answering this question. Be as diplomatic as possible. If you do point out negative aspects of your last job, find some positives to mention as well. Complaining endlessly about your last company will not say much for your attitude.

Describe a problem situation and how you solved it.
Sometimes it is hard to come up with a response to this request, particularly if you are coming straight from college and do not have professional experience. Interviewers want to see that you can think critically and develop solutions, regardless of what kind of issue you faced. Even if your problem was not having enough time to study, describe the steps you took to prioritize your schedule. This will demonstrate that you are responsible and can think through situations on your own.

What accomplishment are you most proud of?
The secret to this question is being specific and selecting an accomplishment that relates to the position. Even if your greatest accomplishment is being on a championship high school basketball team, opt for a more professionally relevant accomplishment. Think of the qualities the company is looking for and develop an example that demonstrates how you can meet the company's needs.

What are your salary expectations?
This is one of the hardest questions, particularly for those with little experience. The first thing to do before going to your interview is to research the salary range in your field to get an idea of what you should be making. Steer clear of discussing salary specifics before receiving a job offer. Let the interviewer know that you will be open to discussing fair compensation when the time comes. If pressed for a more specific answer, always give a range, rather than a specific number.

Tell me about yourself.
While this query seems like a piece of cake, it is difficult to answer because it is so broad. The important thing to know is that the interviewer typically does not want to know about your hometown or what you do on the weekends. He or she is trying to figure you out professionally. Pick a couple of points about yourself, your professional experience and your career goals and stick to those points. Wrap up your answer by bringing up your desire to be a part of the company. If you have a solid response prepared for this question, it can lead your conversation in a direction that allows you to elaborate on your qualifications.

Kate Lorenz, CareerBuilder.com Editor

Retail Jobs Are in Season

CareerBuilder.com

In just a few weeks, the walkways of the nation's malls and shopping centers will be packed with anxious holiday shoppers out to find the perfect gifts. This phenomenon means one thing for job seekers across the country: increased retail opportunities.

Retail hiring managers coast to coast are gearing up for the shopping season, and are anticipating increases in hiring across the board. According to the National Retail Federation (NRF), retailers increased their staffing by 3.2 percent during the holidays in 2002, which equated to an additional 750,000 holiday jobs. Hiring managers are already reporting big plans for holiday opportunities in 2003. CareerBuilder.com's "Hiring Trends 2003" survey found that 78 percent of retail hiring managers plan to hire new employees by the end of the year, with 85 percent hoping to fill open positions in one month or less.

These seasonal retail job openings are often ideal for college students who need extra funds and will have time off during the holidays, or anyone else with immediate employment needs.

So with all of the retail opportunities out there, it's a walk in the park to nail down a position, right?

Wrong. Retailers are looking for employees who are motivated, enthusiastic, and have a good customer service attitude – not just bodies to stand behind a counter. Pursuing a retail position – even if it is a temporary holiday position – should be done with the same professionalism and dedication as any other job search. Keep in mind these tips when shopping around for a seasonal gig:

1. The squeaky wheel gets the oil.
Just like with any other job opening, persistence pays off, as does face time with the hiring manager. Don't simply fill out an application and drop it off at the front counter. Ask to speak to the manager first. Introduce yourself, let him or her know why you are interested in a position, and make sure your name is known. After your interview, be sure to send a thank you letter and follow up. Retail managers are extremely busy at any time of the year, but their time cards get even more packed during the holidays. Sometimes, a follow-up phone call can make all the difference.

2. Dress for success.
In any business, first impressions go a long way. Your image is important to retailers, particularly when you are trying to set yourself apart from the pack of others who are looking for similar holiday work. Dressing professionally, even if you are just going into the store to fill out an application, will make you stand out from the crowd. Never fill out an application or submit your resume dressed in casual attire, or worse yet, in ripped jeans and an old sweatshirt – this sends the hiring manager the impression that you do not take the opportunity seriously.

3. Act like a pro.
When you are looking for any job, it pays to be professional. This is just as true in retail. Carefully fill out your application to make sure you do not have spelling or grammatical errors. Show up early for your interview and be prepared. Alert your references to the applications you are submitting. These simple steps will demonstrate to a prospective employer that you have respect for the company and will have respect for its customers, too.

4. Take the job seriously.
If you are hired for a holiday retail position, be sure to give it your all and take it as seriously as you would any other opportunity. There are experiences to be gained from the retail environment that are extremely valuable to companies in a wide variety of industries. Qualities like customer service, effective time and stress management, teamwork and conflict resolution are all used extensively in the retail environment, and are qualities that recruiters in a wide range of businesses look for in candidates. Make the most of your retail experience and develop these qualities. They will almost certainly pay off in the future.

By following these tips, looking for opportunities early and presenting a professional image at all times, the holidays this year just might turn out to be a money maker for you, rather than a bank breaker.

When you love your boss and hate your job

According to a survey listing the worst employers of television from outplacement firm, Challenger, Gray and Christmas, C. Montgomery Burns of Fox's “The Simpsons,” and Cosmo Spacely of Hanna-Barbera's “The Jetsons,” top the list of terrible employers on T.V.

Everyone who works is likely to have had (or currently have) one bad boss or something negative to say about one of their current or previous employers.  But what do you do when you and your boss get along great but the job itself is the cause of your dissatisfaction?

Here is some advice from a Careerbuilder article on how to deal:

1. Enlist your boss's help to find another opportunity within the company: If you like your company but are just unhappy in your position, talk to your boss about alternative opportunities within the company. Chances are, your boss will be happy to help. Shawn, a travel industry marketing coordinator, loved working for her manager. She was well-compensated, highly regarded and given great projects. But with the birth of her second child, the long hours and off-site photo shoots were causing serious child-care issues. When a position within the company opened that required no travel and more regular hours, she asked her boss to sponsor her for the job posting. She got the new job and was able to negotiate a flexible schedule that allowed her to work from home one day a week.

2. Be a team player: You may hate your job, but you should never leave a good boss in the lurch. Mike, a veteran auto parts sales director, had spent nearly every week of his career on the road making sales calls. He had a great relationship with his boss, but knew that as long as he continued in sales, he would always be away from home.

Growing up in an entrepreneurial family, Mike dreamed of owning his own business. He talked with his boss about his plans to quit his job and start a car restoration shop.

Though disappointed to be losing a good employee, his boss encouraged Mike to pursue his dream. Mike was not only honest with his supervisor, but he was also a team player and stayed on for two extra months until his boss found a replacement.

Five years later, Mike's business is thriving and he's received several business referrals from his former boss.

3. Realize good opportunities can pop up anywhere: You may think that your current job is just a way to pay the bills, but remember that every job is an opportunity to make new contacts. Emma was working her way through graduate school at a record store. The work was monotonous and dull, and she knew that it was not a long-term opportunity. However, she worked hard and was a strong employee.

She kept in touch with her former boss, with whom she had built a good working relationship. Today, Emma is a stay-at-home mom and her boss is running for office in

Colorado

. Emma helps him by editing his campaign materials. This opportunity provides her with experience for her resume, keeps her active in the field of writing and editing and will be valuable when she decides to re-enter the workforce full time.

4. Do a good job -- no matter what -- and earn a life-long ally: It might be tempting to take it easy if you are in a job that you hate. But taking pride in your work -- no matter what kind of work it is -- will help you. Sarah was a recent college graduate who worked as a secretary at a financial services company in order to make ends meet. The work was not challenging and she was frustrated that she had not yet found a job within her field.

She did her job well and her boss noticed her potential. He helped her with her resume, gave her career advice, and was supportive of her aspirations. In the end, Sarah got hired at a public relations firm, a success that was helped by her boss's positive recommendation.

Remember, all experiences are what you make of them. A good boss might not be enough to keep you in one place, but can be a wonderful mentor who will play a positive role in your future.

Return of the Signing Bonus? Five Tips for Getting One

Rarely seen since the dot-com boom, signing bonuses are making a comeback -- sort of.

From the late 1990s until 2001, the national unemployment rate hovered around 4 percent. With business booming, employers pulled out all the stops, making sky-high salaries, stock options and signing bonuses fundamentals of offer letters.

"Back in the late '90s, companies felt they needed to move (on hiring a candidate) right away," said Dave Sanford, executive vice president of client services for Massachusetts-based contingency placement firm Winter, Wyman and Companies.

But when the country plunged into recession in 2001 and tightened the job market, fewer companies offered signing bonuses to new employees.

Now that the economy is improving, Sanford says he is seeing this incentive start to trickle back into compensation packages. But although hiring bonuses are up across most industries, they’re still the exception.

Sanford estimates that around 5 to 10 percent of his clients are offering sign-on bonuses, up from about 2 to 3 percent a few years ago.

"We were in such a deep recession in 2001 and 2002 that companies have been very conservative about throwing money around," he says. "Even now that the market’s getting better, they don’t want to be reckless. Everybody’s still watching their bottom line."

The decision to offer a sign-on bonus often boils down to supply and demand. Working in a hot industry or in-demand position can boost a candidate’s likelihood of getting a bonus upfront.

For example, the 2006 Culpepper Trends Survey on Hiring Bonuses indicated that half of all technology and life sciences companies use signing bonuses to attract candidates, with payouts ranging from $1,000 to $10,000.

Other times, hiring bonuses are offered when a candidate would have to leave something behind to join a new employer, says John Touey, a principal with Philadelphia-based retained executive search firm Salveson Stetson Group.

"(An example would be) if they are leaving mid-year or later in the year and feel they have earned a significant amount of the annual cash bonus, or they have options coming due in the near future that they will forfeit," he says. "...In other cases I have seen signing bonuses as a one-time consideration when the hiring company cannot match the annual base salary of a candidate."

To improve your chances of landing a signing bonus, heed the following tips:

1. Know what to expect.
Research the company and your industry to see whether your position or company frequently awards hiring bonuses. The Internet, industry contacts and current workers at your future employer are valuable sources of information.

2. Delay the money talk until after you get an offer. Wait until you have a written job offer before negotiating a sign-on bonus. Asking too early could make you appear difficult or greedy.

3. Be upfront. Employers are more likely to offer a sign-on bonus if accepting the offer would cause a candidate financial hardship. If you would have to forgo your year-end bonus or triple your commuting costs, say so.

4. Make sure you understand the terms.
Employers are increasingly tying a longevity clause to hiring bonuses. Find out if you will need to pay back part or all of the signing bonus if you leave before a specified period of time.

5. Remember that a signing bonus is a one-time deal.
If a company is offering a salary that seems too low, a signing bonus will only make up the difference for one year. Negotiating a more reasonable salary will have a long-term impact.

By: Laura Morsch, CareerBuilder.com writer
Laura Morsch is a writer for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

Going Up? How to Master Your Elevator Pitch

You’ve updated your resume, collected your references, dry-cleaned your power suit and are ready-to-go…

…or are you?

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If your job-interview and networking presentations are packed with long pauses or sound more like unstructured ongoing rants, no amount of ironing and editing will help you make the impression you’re trying to make.  That’s why you need to map out your elevator pitch before you head over to a networking event or answer the dreaded, “tell me a little bit about yourself” question at an interview.

Wikipedia defines an elevator pitch as a brief overview of an idea for a product, service or project that can be delivered in the time span of an elevator ride, or within about thirty seconds.  The focus is on promotion, which is exactly what you’re doing when you’re trying to sell someone on the idea of hiring you or keeping you in mind for future job opportunities.

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There are a variety of online articles, experts and books with suggestions on how to perfect your pitch, but here are some common guide lines:

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Figure out your top accomplishments

Think back to the personal and professional events in your life and write them down.  Ideally, you should come up with situations that reflect a balance of the two.  Construct a brief summary of how you handled those situations and what you learned from them.

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Find your main points

Narrow your experiences to around five main points that are relevant to your current career path/job search.  These accomplishments should range from how you got started (i.e., breaks after graduating college) to your most current goals.

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Focus on your strengths

Now that you’ve figured out what points you want to include, you’ll want to make sure that your experiences are a reflection of your personal and professional mannerisms and ethics.  Are you trying to demonstrate your ability to handle pressure? Are you trying to demonstrate your ability to use teamwork to the company’s advantage?  Make sure your accomplishments clearly suggest what points you’re trying to highlight and how those qualities match up with the company’s values and needs.

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As mentioned previously, you’ll want to keep this personal pitch around thirty seconds, especially for networking events.  Interviews allow a little extra time, but you still want to keep it concise as possible lest you risk ranting on endlessly.  The listener is looking for key points that will tell them why you’re a good candidate for a job, so save the life story for your memoirs.

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By Candace Corner

CareerBuilder.com

Rural Food Animal Veterinarians Wanted

I recently came across an article by Mikel Alderman describing the increased need for vets in rural settings. Alderman’s article includes reported findings by The Journal of the American Veterinary Medical Association stating that while the demand for veterinarians is increasing, few graduates are setting off to work in these areas. 

The job fill shortage is bad for the animals, but it can also have a potentially deadly effect on all of society.  While most people are not aware of it (as I wasn’t before reading this article) the secondary role of vets is to report early detections of unusual diseases.  With a large number of veterinarians currently up for retirement and a lack of qualified veterinarians available for replacement, there is an increased risk of eating contaminated foods.

Before a lot of people make a career decision, they want to know if the job will be a good fit for them. I’ve listed some animal-work related jobs to get you started.  Maybe they’ll be the experience needed to inspire filling some of our country’s rural vet needs.

Animal Behavioral Trainer:

What they do: Teach animals how to act in response to different conditions or stimuli.  Training is conducted for entertainment, protection, detection or companionship.

What they earn: *$36,000 is the median salary with one to four years of experience.

Animal Caretaker

What they do:  Assist in grooming, training and companionship for animals staying in pet spas, kennels and similar temporary locations.

What they earn:  A median salary of $30,000 when working for a company.

Marine Biologist:

What they do: Study and interact closely with the lives of species that spend all or most of their lives in water.

What they earn:  $45,000 is the median salary.

Park Management:

What they do:  Oversee daily park maintenance and operations.  They are in charge of preserving and protecting wilderness areas.

What they earn:  $40,000 is the median salary for state and local government positions.

Secondary School Science Teacher

What they do:  Educate students on the methods of observation, experimentation and study of different topics in science, including animal life.

What they earn:  A median salary between $41,400 and $45, 920.

Animal Groomer

What they do: Maintain the appearance and hygiene of animals.

What they earn:  A median salary of $30,000 when working for a company.

Veterinary Pathologist:

What they do: Study the scientific causes, development and results of diseases in animals.

What they earn:  A median salary between $120,000 and $160,000 for industry work.

Animal Welfare Lawyer

What they do: Practice law with special focus on how it deals with animals.  Cases can range from veterinary malpractice to anti-cruelty issues.

What they earn:  The median annual earnings of all lawyers are $94,930

Zoo Director:

What they do: Organize and direct zoo operations.  This position includes everything from analyzing the annual budget to organizing the special care of animals.

What they earn:  The average starting salary for zoologists is $28,000, increasing to $36,000 after five years.

Animal-Assisted Therapist

What they do: Study behavioral patterns in animals and apply techniques to improve mental, social and physical issues within humans through animal/human companionship.

What they earn:  Median annual earnings of physical therapists are $60,180, but the concentration of animal-assistance may increase or decrease earnings.  Some animal-assisted therapy is considered volunteer work. 

* Salary sources: Payscale.com, Bureau of Labor Statistics (BLS),

American

College

of Veterinary Pathologists (AVCP), The Princeton Review

By Candace Corner

CareerBuilder.com