best jobs 2012

Best and Worst Jobs of 2012

According to, as reported in today’s Wall Street Journal, here are the best jobs of 2012:, a career web site owned by Adicio Inc. ranked 200 jobs from best to worst based on five criteria: physical demands, work environment, income, stress, and hiring outlook. The firm used data from the Bureau of Labor Statistics and other government agencies to determine the rankings. The 200 jobs were selected for their relevance in the current labor market as well as the availability of reliable data. For instance, enlisted military personnel – the third worst job of 2012 – was added this year thanks to new data released by the Department of Defense.

Tony Lee, publisher of, said he wasn’t surprised to see software engineers topping the list. But he was surprised to find human resource managers rising to the No. 3 spot. In an era of layoffs, anxious employees, and cutbacks that often reduce back-office functions like HR, he says, he often hears HR managers complaining about the stresses of their jobs.

But with hiring on the rebound for the last few months and expected to heat up further as the economy recovers, the job outlook for human resource professionals is bright, and that brought the career to its high ranking.

The worst job out of the 200 examined? It’s lumberjack. The job replaced last year’s loser, roustabout, also known as an oil rig worker. With oil prices trending high, hiring for energy jobs is robust, while the ongoing slump in new housing construction has depressed demand for lumber and thus for lumberjacks, says Mr. Lee. Add to that the physical dangers of the job and a midlevel salary of $32,114, and it ranked at the bottom of the list. 

Here’s an interactive table of the 200 jobs that were ranked.

Do you agree with the rankings?  Where is your job on this list?  Our jobs as professors are not specifically listed, but as we love them, we would say that they should be ranked highly.


Ask the Trust Doctor: How Do I Build Trust Quickly In an Interview?

One of our good friends recently asked us:

When thinking about the ROCC of trust – how do we help people interviewing us for new jobs to develop trust in that short amount of time?

Our reply:

Here’s one set of ways to develop the ROCC quickly:

Reliability:  of course show up early for the interview, and make sure your resume is spotless — no typos, hard to read fonts, and clearly stated set of talents and objectives at the top of the resume.

Competence:  I always recommend to my students that they provide concrete, bottom-line results when discussing how they can add value to the prospective organization.  I also now recommend that people build up a set of positive recommendations on from your peers and anyone you’ve worked with as you begin to transition from your old organization.

In your case, Sara, ask Kevin and the members of your team with whom you’ve worked closely and well to recommend you.  Then you can point that out in your resume, as well as download a PDF of your linkedin profile which contains all your recommendation.

Openness:  get in front of any possible question by explicitly acknowledging any failures or mistakes you’ve made in your  current job or career, and then be sure to state what you’ve learned from them.

Compassion/Concern:  state how you can help the prospective organization and not just it can help you.  As Stephen Covey would say:  “think win/win.”

I hope this helps!