Updated 2.8.2010

US January employment rate down from 10% to 9.7%

Marine Products Corp. (parent company of Chaparral & Robalo) ‘09 Q4 sales down 41%

33rd America’s Cup starts Monday, Feb. 8

Fountain exits from bankrutpcy protection

Luhrs, Viking, Ocean and Egg Harbor all ramp up production, hire back workers

Volvo marine engine orders up 15% in 2009

Brunswick reports 22% drop in Q4 sales

30 mega-yachts sold in December; asking prices totaled €290.92 million

2009 annual mega-yacht sales topped €2 billion

Following strong sales in November, 1,716 brokerage boats were sold in December; 52% higher than Dec. 2008. Dollar value up 64%, ($244 million)

International Marina & Boatyard Conference (IMBC) sets attendance record

Global superyacht sales continue to decline since peaking in September (24 yachts sold); 14 yachts sold in October, 9 in November

3rd quarter new boat sales: 14’-30’:  22,078 units; 30’+: 1,549 units

Regal Marine, Correct Craft and Meridian begin hiring back workers

18,454 visitors at 2009 METS, compared to 18,485 in 2008. Exhibitors numbered 1,261 compared to 1,210 last year.

Irwin Jacobs no longer CEO of Genmar Holdings

Attendance up 1% at 2009 Ft Lauderdale Show

Unemployment rose to 10.2 percent in October, its highest rate since April 1983

2010 IBEX attendance down 30%

Brunswick discontinues the Maxum brand; established in 1988, fifth line Brunswick dropped since May 2008

Nautique marks 85 years of boatbuilding

Hinckley set to rehire some furloughed employees

2010 IBEX to relocate to Louisville, KY

 

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You always need to "take temperatures" because people have minds and they're changing them constantly. You need to listen to what they don't say. Being prepared for an interview is vital; the following preparation is very unique and effective in conducting a positive interview.

Things to remember:

  • People have to buy you before they buy from you.
  • People hire and accept emotionally first and justify logically later.
  • People are most sold by your conviction rather than by your persuasion.
  • Know your technology, but think PEOPLE.
  • The decision to hire is made in the first 5 to 10 minutes of the interview, with the remaining time spent justifying that decision.

The Candidate Preparation:

Please take these notes to the interview and practice the anticipated questions that may be asked and your answers to those questions. Be sure to practice these steps out loud to yourself before the interview.

  • What are the duties and responsibilities of the position I'm applying for? This is an excellent icebreaker question for the hiring authority and a great start to a successful interview. What % of my job is dedicated to administration, supervisory, and technical? (should = 100%)
  • What is my number one priority that has to be done before I leave each day? Why? (priorities are personal.)
  • What are the production or sales goals? What obstacles would prevent me from reaching my goals?
  • What are the short and long term goals set for the person in this position?
  • Have questions for the hiring authority. Questions must be written out before the interview, while avoiding the topic of compensation and benefits for the first interview.
  • Salary - this is a trap question. If the question is brought up a very good response is "I would like as much as the position will pay" OR "I am currently making $_____. Although I would like an increase, I don't know enough about the opportunity to answer that fairly." Be very careful that you don't short yourself. Be sure to keep in mind your base salary, bonus program, stock options, gain sharing programs, performance bonuses, benefits, etc.
  • Ask for the job! "I haven't interviewed in a while, what is the next step? Can we conclude our business today if all goes well?" OR summarize what you've done that ties in with the new position and ask, "Do I have the qualifications you're looking for?" Then remain silent for an answer. If the hiring authority says, "I'm looking at other people," you say, "How do my qualifications match the people you're considering."

(Your #1 priority is to receive an offer, if this is a position that you desire, your #2 priority is to know the next step.) ALWAYS SEND A FOLLOW-UP LETTER.