They say bad news comes in threes, but what about good news?

While the unemployment rate edged up to 9.6 percent, there are a few things that cause us to take a “glass half full” perspective on U.S. employment this month. 

Yes, nonfarm payroll employment declined by -54,000 in August, BUT it was better than economist predictions that job loss could be up to -105,000

Secondly, June’s job loss was originally reported to be -221,000; it was revised to -175,000. And July’s number was revised from a loss of -131,000 to a decline of -54,000. (The Pollyanna in me is thinking about what August’s revision will be next month.)

Finally, while Government employment fell by -121,000, reflecting the departure of 114,000 temporary Census 2010 workers from federal government payrolls, private-sector payroll employment continued to trend up modestly by adding 67,000 jobs.

Dean Maki of Barclays Capital told Forbes: “On balance, the upward revisions make the report a bit stronger than we expected. It does not change the recent trend of moderate growth in private payrolls and is inconsistent with fears that a sharp slowdown in the economy is underway.”

Here’s a look at how some of the major sectors fared in August:

• Health care increased by 28,000, with the largest gains occurring in ambulatory health care services (+17,000) and hospitals (+9,000).
• Manufacturing employment dropped by -27,000. A decline in motor vehicles and parts (-22,000) offset a gain of similar magnitude in July as the industry geared up for its annual retooling.
• Temporary help services, which have added 392,000 jobs since a recent employment low in September 2009, added 17,000 jobs.
• Construction employment was up by 19,000, partially reflected by the return of the payrolls of 10,000 workers who were on strike in July.
• Retail trade was relatively unchanged. A job gain among motor vehicle and parts dealers (+8,000) was essentially offset by losses in building materials and garden supply stores (-6,000).

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For other workers, however, physical risks are part of the job. Whether you’re a police officer on patrol or a construction worker building a skyscraper, danger is a daily concern.

The new workplace injury statistics released by the Bureau of Labor Statistics are a mix of good and bad news. The good news: Fatal workplace injuries were down 28 percent in 2009 compared to 2008. The bad news: 4,340 workers still died as a result of on-the-job injuries. So we’re happy to see a reduction in fatal injuries, but don’t we want that number down to zero?

Which sectors had the biggest improvements?
If you look only at the raw numbers, here are the occupations with the most to the fewest fatal occupational injuries last year:

• Transportation and material moving (1,376)
• Construction and extraction (988)
• Management (514)
• Installation, maintenance and repair (317)
• Sales and related (269)
• Building and grounds cleaning and maintenance (248)
• Protective service (243)
• Farming, fishing and forestry (229)

The change in percentage of fatal workplace injuries by industry reorders the list a bit:

• Transportation and material moving (28 percent decrease)
• Protective service (21 percent decrease)
• Agriculture, forestry, fishing and hunting (18 percent decrease)
• Construction and extraction (16 percent decrease)
• Building and grounds cleaning and maintenance (6 percent increase)
• Resident military personnel (21 percent increase)

What does this tell us?
Although drawing conclusions from preliminary numbers is a tricky process, you can make some general observations.

As the BLS notes, the construction industry has experienced significant setbacks since the recession began in 2007. Therefore a reduction in fatalities could be linked to the reduction in construction jobs. Again, a mix of good and bad news.

Fewer deaths for law enforcement officers and fire fighters helped with the decrease in fatal injuries for protective services. And while many cities have struggled with budget issues to compensate and retain law enforcement officers, they have not laid off workers on the same scale that construction has. Therefore the decrease in fatalities seems to be a completely positive change that doesn’t correlate to fewer employed police officers and firefighters.

And

To read the full report from the BLS, visit their site here.

Related posts:

1. Workplace Fatalities Reach Record Low Another silver lining in the unemployment cloud: Workplace fatalities have…
2. U.S. loses 263,000 jobs in September We were waiting for two big announcements this morning at CareerBuilder….
3. Summer job season not too hot Whenever I think of summer jobs, the first thing that…

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The new workplace injury statistics released by the Bureau of Labor Statistics are a mix of good and bad news. The good news: Fatal workplace injuries were down 28 percent in 2009 compared to 2008. The bad news: 4,340 workers still died as a result of on-the-job injuries. So we’re happy to see a reduction in fatal injuries, but don’t we want that number down to zero?

Which sectors had the biggest improvements?
If you look only at the raw numbers, here are the occupations with the most to the fewest fatal occupational injuries last year:

• Transportation and material moving (1,376)
• Construction and extraction (988)
• Management (514)
• Installation, maintenance and repair (317)
• Sales and related (269)
• Building and grounds cleaning and maintenance (248)
• Protective service (243)
• Farming, fishing and forestry (229)

The change in percentage of fatal workplace injuries by industry reorders the list a bit:

• Transportation and material moving (28 percent decrease)
• Protective service (21 percent decrease)
• Agriculture, forestry, fishing and hunting (18 percent decrease)
• Construction and extraction (16 percent decrease)
• Building and grounds cleaning and maintenance (6 percent increase)
• Resident military personnel (21 percent increase)

What does this tell us?
Although drawing conclusions from preliminary numbers is a tricky process, you can make some general observations.

As the BLS notes, the construction industry has experienced significant setbacks since the recession began in 2007. Therefore a reduction in fatalities could be linked to the reduction in construction jobs. Again, a mix of good and bad news.

Fewer deaths for law enforcement officers and fire fighters helped with the decrease in fatal injuries for protective services. And while many cities have struggled with budget issues to compensate and retain law enforcement officers, they have not laid off workers on the same scale that construction has. Therefore the decrease in fatalities seems to be a completely positive change that doesn’t correlate to fewer employed police officers and firefighters.

And

To read the full report from the BLS, visit their site here.

Related posts:

1. Workplace Fatalities Reach Record Low Another silver lining in the unemployment cloud: Workplace fatalities have…
2. U.S. loses 263,000 jobs in September We were waiting for two big announcements this morning at CareerBuilder….
3. Summer job season not too hot Whenever I think of summer jobs, the first thing that…

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Why my youthful disdain toward money? Because I had a savings account, that’s why. All the money I got for birthdays/Christmas/grade school graduation went straight to the bank, and my parents expected me to be happy when I exchanged a would-be shopping spree at Toys-R-Us for a deposit receipt and a lollipop. I was eight, and I was not happy.

Reflecting on those times now, I realize I’d be thrilled with a savings account as well-endowed as the one I had in fifth grade — its present-day counterpart is paltry, to put it optimistically. Though I know the importance of saving money, there are certain times when it seems almost impossible to save — a feeling that is shared by an increasing number of workers these days.

According to a new CareerBuilder survey: “Saving money is not an option for some workers, as one-third (33 percent) state that they do not participate in any programs such as 401(k), IRAs or retirement plans. One-in-three (30 percent) report that they don’t put any money aside into their savings each month, while 28 percent set aside $100 or less per month for savings and 14 percent save less than $50.”

The survey also reports that the number of workers living paycheck to paycheck has risen in the last year: 77 percent of workers report living paycheck to paycheck in 2010, compared with 61 percent who reported doing so in 2009.

Unfortunately, since we’re in the middle of a recession, it’s likely that many of us will be living with tight purse strings  for the foreseeable future.

Yet according to Rosemary Haefner, vice president of human resources for CareerBuilder, that may not be such a bad thing, since living on a budget  may ultimately make us more financially responsible. “The last 18 months have required some workers to tighten their day-to-day spending and make some adjustments to their financial futures,” says Haefner. “Our survey found that six-in-ten workers say that the recession has made them more fiscally responsible. Maintaining a budget is not only important now, but will better position workers – both personally and professionally – for the long run.”

When it comes to  budgeting, workers reported using the following tactics to help make ends meet:

•             Cut back on leisure activities – 54 percent

•             Used coupons or shopped at discount stores – 48 percent

•             Drove less to save on gas – 37 percent

•             Cancelled cable and other subscriptions – 12 percent

•             Used public transportation – 5 percent

Cut back on cable, carpooling to work and still stretching your paycheck thin? Haefner offers the following tips for getting the most out of your money and creating a livable budget:

Cut back where you can – That daily dose of Dunkin Donuts coffee can add up. Create a spreadsheet or keep a small notebook to track your expenses. At the end of the month, analyze where your money goes, and cut back where you’re spending unnecessarily.

Be saving savvy – While you may not be able to stash away a few hundred dollars each month, it’s still important to save what you can, even if it’s a small amount. If you tend to spend whatever is in your checking account, try setting up an automatic deposit into a savings account. 

Maximize your benefits– Talk to your HR department to see if there are any benefits you’re not taking advantage of.  Many companies offer perks like free museum admission, discounts at certain stores, etc. Also, if necessary, re-evaluate your benefits plan to make sure you’ve selected the right one for your budget.

For more on the recession and its effect on workers, check out:

Is Going Back to School the Right Move?

Workplace Fatalities Reach Record Low

Surprising Growth Industries

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According to the survey of more than 4,400 workers nationwide, 77 percent of workers live paycheck to paycheck to make ends meet, up from 61 percent who said the same last year.  And as many as 22 percent said they’ve missed bill payment in the last year.

You might not be able to manually solve your employees’ financial problems, but you can help them better manage – and feel more in control of –  their finances. As a result, they will be less distracted on the job and more focused on their work:

Ask for feedback.  Instead of guessing what your employees want, go straight to the source to find out how you can be of assistance to your employees. From there, you can negotiate which cost-effective benefits you can provide – such as flexible schedules (to cut down on child-care costs or gas) – to best address their needs.

Focus on what you can offer them.  Maybe providing a bigger paycheck isn’t an option, but again, you’d be surprised by what you can offer your employees that doesn’t scream “cha-ching!” – such as setting up an employee assistance program, where they can go to for financial (or general) advice; inviting financial planning professionals to come speak and answer questions; or providing free educational resources such as classes and webinars or newsletters that contain information and advice on financial planning and fiscal responsibility.

Help them maximize their benefits. Many employees don’t take advantage of their employers’ benefits simply because they are unaware of them or aren’t sure how to make use of them. Step up your communication efforts to make sure your employees know of all the benefits available to them. Set up meetings with various teams or departments and HR to discuss these benefits and answer any questions they may have. 

Finally, check out what other companies are doing: When we released this survey last year, we asked readers to weigh in and tell us how their company was helping employees weather the rough spots of the uncertain economy, and here were some of their answers:

• Offer flexible/alternative work schedules and telecommuting
• Encourage employees to sign up for 401(k) accounts  
• Offer educational literature or presentations specific to specific to investing/retirement planning
• Catered breakfast or lunch (like free pizza on Fridays)
• Provide advances on wages or 401(k) savings  
• Offer flexible spending accounts for commuters

And should all else fail…two words: Power naps.

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The following are 10 companies throughout the US hiring right this very minute. So click on their names and see what they have to offer.

Charter College
Industry: Education
Sample job titles: Student finance systems coordinator, financial aid officer

LexisNexis
Industry: Data and research
Sample job titles: Research specialist, business analyst

DuPont
Industry: Manufacturing
Sample job titles: Manufacturing technology engineer, maintenance first line supervisor

Averitt Express
Industry: Transportation
Sample job titles: Local truck driver, CDL-A

Epsilon
Industry: Business strategy
Sample job titles: Senior database developer

Talascend
Industry: Design (staffing)
Sample job titles: Designer

MMPI
Industry: Construction and engineering
Sample job titles: Project manager, director of marketing (antiques)

US Bank
Industry: Finance
Sample job titles: Application security consultant, commercial lender

Randstad
Industry: Biotechnology and pharmacy (staffing)
Sample job titles: Chemistry Informatics Scientist, research associate in cell panel group

Ethan Allen Global
Industry: Retail
Sample job titles: Design consultant, softgoods specialist

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Does the thought of making small talk make you cringe? Does schmoozing make you feel like a schmuck?

Zack, who’s the president of Only Connect Consulting and an expert in personality and the workplace, travels the nation, rubbing elbows with and making presentations to executives in private industry, the public sector and federal agencies; she’s also an introvert … so who better to write about introvert networking than a person who shatters the stereotype?

Introverts Can Sizzle on Networking Job Search

By Devora Zack author of “Networking for People Who Hate Networking: A Field Guide for Introverts, the Overwhelmed and the Underconnected.”

To network or not to network?  That is the question.

What’s at stake?  Whatever you most want to accomplish; no biggie.

What if you don’t like networking and have no interest?  It drains you.  It never works.  You don’t have time.  You don’t need to.  It’s phony, self-serving, fake, inauthentic, superficial, conniving, manipulative and useless.

Hold it right there.

In my experience, people who claim to hate networking also believe they are not good at it.  The reverse is true.  People who hate networking fail at traditional networking by following advice never intended for them in the first place.  You have the raw materials to be a stellar networker.  You are just following the wrong rules.  Standard networking advice fails you, so you assume you fail at networking. Plus you hate it.  What is networking?

Networking is the art of building and maintaining connections for shared positive outcomes.

That doesn’t sound so bad.  You can now learn networking methods aligned with the true you.

Networking propels you to your potential.  Think of a goal.  Perhaps you want to find a job, build your career, win a promotion, make a connection, improve the world, build a reputation, achieve your dream or grow a business.

Networking will further your aim.

As a consultant and author, I have never met a person who did not benefit tremendously from learning how to network on his or her own terms.

The more authentic you are, the more resilient and valuable networks you create.  You can successfully network by being real; applying natural strengths.  You can learn to work with, rather than fight against, your lovable self.

The very traits previously labeled as liabilities are now your finest networking assets.

I am an off-the-chart introvert.  I have conversations with people in my head that I think actually took place.  I need to process ideas before speaking up – or get myself into trouble.  The idea of a free-floating happy hour propels me into free-floating anxiety.  A cacophony of external stimuli doesn’t excite me; it drives me away.

I happen to also be Type A with an exceptionally high energy level.   Introverts can be low-key or intense; prefer the back of the room or the spotlight.  These traits are not linked to what defines introversion.

Introverts are reflective, focused, and self-reliant.  Extroverts are verbal, expansive, and social.  These characteristics lead to three key distinctions:

• Introverts think to talk; extroverts talk to think.
• Introverts drill deep; extroverts stretch wide.
• Introverts energize alone; extroverts energize with others.

These differences lead to a plethora of opportunities for introverts to shine in the networking arena.  Don’t condemn yourself for who you are.  Embrace, accept, and flaunt your natural style.  Okay, maybe flaunting is a bit much to ask.  Still, it is something to work towards.

I have discovered techniques that turn the world of networking for introverts upside down — or shall I say right side up? These insights can transform you into a networking star. You can even enjoy your customized version of networking.  Seem impossible?  It’s not.

Standard networking adages include:

• Promote yourself constantly.
• Never eat alone.
• Increase contacts for increased success.

Until now, networking advice has been written for people of a particular temperament – the very personality style already predisposed to enjoy the prospect of spearing cheese in a room full of bustling strangers.

Research reveals this personality type is 30-50 percent of the general population.  The rest of us have been left to wander aimlessly through the foreboding terrain of meet-and-greets.

Networking tips just for introverts

Pssst.  Want customized networking techniques created especially for you? 

Introverts think to talk.

• Focus on listening rather than self-promotion in initial job search conversations.
• Carefully select what job search events to attend – target those of most interest.
• Prepare in advance specific questions to ask new contacts. 
• Prepare and practice aloud responses to FAQ while on a job search.

 Introverts drill deep.

• Research the type of job most suited to you and focus your attention there, rather than dissipating your energy casting a wide net.
• Arrange one-on-one meals with select individuals rather than joining large groups.
• Follow up with others based on their interests, proving your immediate value.
• When at a career fair or job conference leave yourself blocks of time between sessions to pace yourself, increasing your focus at the programs you do attend.

 Introverts energize alone.

• While at networking events, periodically step away from the group to recharge.
• Volunteer – this gives you a focus, purpose, and specific role while networking.
• When arriving at an event, pause to look over attendee nametags – giving you initial alone time and the opportunity to strategize who to meet.
• Make notations about new contacts on their business cards – increasing your ability to remember details and creating breaks between conversations.

No more stamping out your instincts.  Welcome to the world of networking for people who used to hate networking. 

Interested in learning more about networking? Click here for more on TheWorkBuzz.com.

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By responding, not only did five lucky winners get a free class of their choosing from CareerBuilder Institute (a $50 value each), but they provided some interesting answers as to which skills employers expect candidates to possess (or that they think can’t be taught), and which skills they’re more willing to work with employees to develop after the candidate’s already been hired. Let’s take a look.

What did readers have to say?

Answers were all across the board as far as what is expected of candidates when they walk into the interview, and seemed to depend on which level or type of position was being considered, which makes sense. Some commenters  said skills like people management, verbal and interpersonal communication, and punctuality can’t be taught; candidates either have them or they don’t.

Many also said they expect candidates to come into an interview with certain skills, but that they’re willing to develop those skills once a candidate’s on the job, whether through classes, mentoring or internal training.

I’ve included some of our commenters’ own words below (full list here). With which statements do you agree or disagree? What can be taught on the job — and what should candidates have (or take classes to learn) before trying to score a job with your company? And what are you doing to develop your own employees’ skills?

——————————

Expects:
For our entry-level positions, we expect candidates to already have basic computer skills (Microsoft Office), good communication skills, solid work ethic, customer service, and common sense. We don’t plan to teach a new employee any of those things.

Will train:
We will train them on their specific job, our policies, and our company culture.  –Debbie

——————————

Expects but will train:
Depending upon the level of the position (indiv. contributor, manager, and mgr. of mgrs.) we recruit and select for essential competencies (both behavioral and technical) and accept the challenge of developing the preferred competencies. –Jim
——————————

Expects:
We require proficient computer skills; Microsoft Office. For our customer service positions, we expect them to have some customer service experience.

Will train:
We will train advance skills especially in Excel.  We will train on – how to deal with difficult customers, adapting to change, etc – more in depth customer service situations. –Erica

——————————

Expects:
The process begins with the scheduling of the interview, when I call the candidate I begin by telling them who I am and where I am calling from (during this process I am actually analyzing phone etiquette).

During the actual interview I look for a candidate that has good listening skills; communication skills, writing, basic computer knowledge and of course the ability to clearly answer questions asked. I also expect for a candidate to be punctual and dressed properly.  –Maria

——————————

Expects:
During the interview, I would expect the candidate to have the basic qualification to perform the job effectivelly. Analysis, people management – these are the skills which can not be tought to anyone.

Will train:
However, if I can prefer to teach some technical skills such as MS excel, creating presentations or working on a particular tool. –Devendra

——————————

James gives a candidate’s point of view:

Expects himself to have:
Punctuality-Be on time for work, at all costs – 4 minutes early is late.
Courtesy-If you ‘have’ to be late Phone in immediately, so that your supervisor can know you are not just slack.
Treat your co-workers the way you expect to be treated. If you do, they will treat you the same.

Expects to be trained in:
As to what do I expect the Company to ‘train me in’. The policy/procedures expected by the company [these sometimes change from company to company, sometimes branch to branch].

If the need is for operating machinery, then, the employer should be aware of what I ‘already’ know, and be willing to encourage and assist in expanding my potential for success of the whole company. –James

——————————

Expects:
When a candidate is offered a new job, they will need to communicate with a large number of new people all at once, and fit into an organization. Communication – mainly verbal/interpersonal – is not a skill that can be easily taught on the job in most cases. –Katie

What are you doing to train and develop your own employees to help them stay competitive?

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As Emerging Media Consultants for CareerBuilder’s consulting arm, Murray and Bottis help companies build and manage their brand presence online to recruit employees and build customer loyalty.  The three recently sat down to discuss in more detail the various ways in which companies are leveraging social media to enhance their employment brands and recruit talent. Read excerpts from the interview below, or listen to the complete audio version of the podcast “How Companies Use Social Media to Recruit” here.

Jason Ferrara: My first question is, what are companies doing with social media? How are they conducting their recruitment efforts using social media?

Christina Bottis: We see companies using it more to build their overall employment brand – either companies that are trying to launch a new brand, heighten brand awareness, or shift existing brand perception.

Melissa Murray: They see it as a place to rally their evangelists and get them spreading recommendations about their brand, about what it’s like to work there and they use Facebook as a platform to do so. And they also use it to defray any negative comments about their brand. For instance, people may come and post questions or suggest things that they’ve heard that are maybe misconceptions about what it’s like to work for a company and that company has an immediate opportunity to not only answer that particular individual but also show the rest of the community that that wasn’t true.

JF: I do hear that from people I talk to as their hesitancy around social media is “I don’t want people to say bad things about us.” What is your response to that?

MM: First and foremost, people are going to say negative things about you regardless [of whether you have a social media presence of not]. So if they have a negative opinion to share, they’re either going to turn to their friend and talk about it, or you can provide a forum where they can come and share those thoughts and you can have the opportunity to respond.

CB: And usually, all these people [who are posting negative comments] want is to know is that your brand cares and you hear them. That’s all they want, just a little validation. And usually, the most negative situations do a 180-degree turn.

JF: So it’s the ability to respond and show that you care which is one of the major ways to change perception using social media.

CB: Precisely.

JF: Melissa, tell me a little bit about fans. Are fans really important? What does it mean for my organization to be fanned by someone?

MM: Well it’s really someone raising their hand and saying “I like this company” or “I am interested in this company.” If you think about it in terms of careers pages, it’s someone that says “I aspire to work at this organization” or “Someone I know works at this organization, and they’re really happy and so therefore I’m going to fan you because that’s an expression of endorsement.” And I think that today, particularly with how busy and overwhelming even Facebook is becoming, for someone to raise their hand and say “I’m a fan of you” is pretty profound. I think that that’s a win in and of itself.

JF: And should companies be measuring fans as a success metric for their involvement with social media?

MM: I think in the beginning that’s a good place for organizations to start just to see that they’re gaining traction. But then once you’ve got a good healthy base of fans, it’s really about engagement, and it’s about how many of those 400 or 500 fans are actively responding when you pose a question, or how many of those people are expressing sentiment by liking things that you post or are posting content themselves.

JF: Ok, so engagement is really the ultimate metric of social media success. Can you talk a little bit about what companies need to do to properly resource social media within the organization and then what alternatives they have to that?

CB: Ideally you could give one person this responsibility because it’s a daily task. You are trying to foster a relationship with current, prospective, and even unknown, candidates so it’s something that you continually need to be working on. And if you’re not continually engaging, you’re going to see your existing fan base decrease. So ideally, you would want one person managing it, whether that’s internal or outsourced, that’s the ideal.

The biggest problem today in this industry is that people jump in without any sort of plan. While you may have somebody in your company who you can have man this ship, if they don’t know where they’re going, it’s pretty much meaningless.

MM: And I think there’s skill sets there, too, that people might overlook. When you really break it down, you need to have PR skills, you need to be able to respond in a way that isn’t going to accelerate any negative sentiment that appears on the wall. You need to have marketing skills, so being able to portray the organization in a positive light and convince people and sell them on why they would want to work there. There really is a bigger, wider skill set that’s required to do something like this than what people initially think.

JF: How would a company who wants to begin to use social media for recruitment, specifically, how would they get started? What do they do first?

MM: Social media is truly just an extension of what you’re doing today, so taking elements of your existing strategy that are successful and applying them to social media is the easiest way to start. For example, if internal referrals are a really great source of hires for an organization let’s take that internal referral program and spread the word on Facebook. Let’s engage your existing employees on Facebook and provide easier ways for them to share openings or career opportunities at your company with their Facebook friends. We’ve seen a lot of organizations post up job openings on their Facebook wall and then encourage people to share that with their friends who they think might be a fit and they get a lot of really good applications that way. So that’s one way to take something that’s a tried and true recruitment practice and apply it to social media.

CB: Once you have established your fan base and you feel like you’ve got an established community, then it’s time to look and see where you can expand to create more of a synergy. But Melissa hit it on the head: if it’s not integrated into your existing marketing recruitment efforts, and if it’s not well integrated, it’s severely damaging to the real overall effect it can have.

MM: And I think, too, for a lot of the companies that I’ve worked with that are successful in social media, they’ve gotten to the core and the root of their story. A perfect example is David’s Bridal. We recently started an engagement with them, and I sat down with one of their regional recruiters and she told me, we spoke for about 30 minutes, and I was about ready to join them when she was done. But it was really talking about what the true spirit was behind their brand and why people – once they were inside the organization – wouldn’t want to leave.  So it’s those elements that I use to create the posts and the things that I talk about on the page. Finding those little elements that are unique about a company’s culture, and really bringing those to light on the page, is the easiest way to engage and get started.

JF: Well Melissa and Christina, thanks very much for sharing that information and sharing those stories with us. It’s such an exciting new place to be for a lot of companies and I think that hopefully listeners will get a lot of value out of this conversation and take that first step.

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But that’s not where the similarities stop.  

Three of the characters who garnered Emmy noms for their respective actors work in health care, two are comedy writers, two are mid-level managers and two are lawyers — for a grand total of 20 out of 24 characters that share an occupation with at least one other Emmy-nominated character.

With all the different careers paths out there (the Bureau of Labor Statistics  lists 280 different occupations in its Occupation Outlook Handbook), that’s got to say something about our entertainment — or occupational — preferences. 

Below, a list of Emmy-nominated characters that are also professional peers.

The high school staff:

• “Glee”’s Matthew Morrison as Will Schuester, Spanish teacher and glee club director, William McKinley High School
• “Breaking Bad”’s Bryan Cranston as Walter White, high school chemistry teacher
• “Friday Night Lights”’ Kyle Chandler as Eric Taylor, coach, Dillon High School football team
• “Friday Night Lights”’ Connie Britton as Tami Taylor, guidance counselor, East Dillon High School

The investigators:

• “Monk”’s Tony Shalhoub as Adrian Monk, police homicide consultant, San Francisco Police Department
• “Dexter”’s Michael C. Hall as Dexter Morgan, blood spatter analyst, homicide unit, Miami metro police department
• “The Closer”’s Kyra Sedgwick as Brenda Johnson, deputy chief, Major Crimes Division, LAPD
• “Law & Order: Special Victims Unit”’s Mariska Hargitay as Olivia Benson, detective, Manhattan Special Victims Unit

The business execs:

• “30 Rock”’s Alec Baldwin as Jack Donaghy, vice president of East Coast television and microwave programming, GE
• “Mad Men”’s Jon Hamm as Don Draper, partner, advertising firm of Sterling Cooper Draper Price
• “The New Adventures Of Old Christine”’s Julia Louis-Dreyfus as Christine Campbell, owner, women’s health club
• “Damages”’ Glenn Close as Patty Hewes, partner, Hewes and Associates LLP

The health-care workers:

• “House”’s Hugh Laurie as Dr. Gregory House, doctor and chief of diagnostic medicine, Princeton‑Plainsboro Teaching Hospital
• “Lost”’s Matthew Fox as Jack Shephard, doctor
• “Nurse Jackie”’s Edie Falco as Jackie Peyton, nurse, All Saints’ Hospital

The comedy writers:

• “Curb Your Enthusiasm”’s Larry David as himself (a comedy writer)
• “30 Rock”’s Tina Fey as Liz Lemon, head writer, sketch comedy show 

The mid-level managers:

• “The Office”’s Steve Carell as Michael Scott, regional manager, Dunder Mifflin Paper Company Inc. (A division of Sabre)
• “Parks And Recreation”’s Amy Poehler as Leslie Knope, director of the Pawnee (Ind.) Department of Parks and Recreation

The lawyers:

• “Damages”’ Glenn Close as Patty Hewes, lawyer(also partner), Hewes and Associates LLP
• “The Good Wife”’s Julianna Margulies as Alicia Florrick, lawyer

The others:

• “The Big Bang Theory”’s Jim Parsons as Sheldon Cooper, theoretical physicist
• “Glee”’s Lea Michele as Rachel Berry, student
• “United States Of Tara’’s Toni Collette as Tara Gregson, mural painter
• “Mad Men”’s January Jones as Betty Draper, housewife

Who will take home Sunday’s awards? Let us know your favorites in the comments section!

For more on work and the entertainment industry, check out:

When Celebrities Decide to Un-retire

The 10 Worst Movie Jobs

Back to Work at Sterling Cooper

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