Great Travel News Syndicate

By SUDEEP REDDY And JOE LIGHT

The job market is showing signs of life, though its slow recovery suggests unemployment will remain high for years to come.

Employers added 162,000 jobs in March, the biggest monthly gain in three years, with one-third of the growth coming from the government’s hiring of 48,000 temporary workers for the 2010 Census. Despite those gains, the jobless rate held steady at 9.7% as new workers entered the job market and people who had previously quit the labor force returned.

The average length of unemployment rose last month to the highest point since record keeping began in 1948: more than 31 weeks. The number of workers out of work for six months or more rose sharply.

The latest report, which marks the third month since November in which payrolls increased, indicates the labor market is pulling out of a deep downturn that slashed more than eight million jobs since the recession hit in late 2007.

“It confirms that the economy has turned an important corner,” says J.P. Morgan Chase & Co. chief economist Bruce Kasman. “It’s been growing for a while, but I think what we’re seeing is that this growth is now broadening out to include jobs.”

The stock market was closed Friday for a holiday, but the jobs report sent stock futures climbing during a morning session. As investors anticipate a stronger economy—and look ahead to an eventual Federal Reserve rate hike—they pushed down Treasury debt prices, sending the yield on 10-year Treasury notes, the benchmark for corporate and consumer borrowing, to 3.94%, the highest since June.

Among those who have landed jobs lately is New York Web developer Philip John Basile, although, as with many other new hires, it is a temporary six-month assignment with the Leukemia & Lymphoma Society. He had been searching in earnest for three months, he says. “I’m still looking for a permanent job, but this is a good middle ground,” he says.

Many employers are reluctant to hire until they see stronger evidence of an economic recovery. Private-sector payrolls increased by 123,000 in March, but much of that boost was a bounce back from employment depressed in February by snowstorms. The government said overall payrolls increased by an average of 54,000 a month over the last three months.

The economic recovery so far remains heavily reliant on government support, which is visible in the jobs numbers. Hiring for the decennial census is expected to add hundreds of thousands of temporary jobs in the coming months. Other forms of government intervention also remain crucial. The housing sector’s boost is being driven in part by tax breaks and extensive government support for the mortgage market. And last year’s $787 billion stimulus is temporarily preventing even deeper job losses in fields from construction to education.

“We don’t expect it to get worse, but we’re not seeing a rebound yet,” says Donald Stone Jr., chief executive of Dewberry & Davis, a Fairfax, Va.-based engineering firm. The closely held company is hiring 30 right now, but doesn’t expect employment to return to its peak anytime soon, Mr. Stone says. Dewberry employed 1,800 in 2009, about 10% below its prerecession high.

While stimulus projects have bolstered its business with the federal government, state and local governments still seem strapped for cash, Mr. Stone says. Dewberry’s private development work also has remained scarce. “Projects have been very sporadic and certainly not what I would call a rebound,” he says.

Catholic Health Initiatives, a nonprofit national health-care provider based in Denver, is taking a wait-and-see approach to hiring. Over the last 18 months, the company laid off about 2,000, leaving its work force at 70,000, says chief operating officer Michael Rowan. With inpatient admissions down 3.5% this year, Mr. Rowan expects staffing to grow only 1%, and that will happen through acquisitions.

Health care was one of the few sectors adding jobs during the downturn. But in March, the gains were broad-based.

The retail sector added 14,900 jobs. Temporary employment—a positive indicator for the labor market, since many employers increase temp hiring as a prelude to adding permanent jobs—increased by 40,200. Construction added jobs for the first time since mid-2007, although the gains likely were the result of a bounce back from February’s weather slowdown. Manufacturing added 17,000 jobs, the third straight month of gains.

Replacing the more than eight million jobs lost since the recession started likely will take much of the next decade. The economy needs to create at least 100,000 jobs a month just to keep the unemployment rate flat, due to population growth. Because of the downturn, millions of Americans quit searching for work or dropped out of the labor force. A broader measure of unemployment, which includes people who stopped looking for work and those settling for part-time jobs, rose to 16.9% in March.

The government’s March jobs report showed strong gains over recent months. Despite additional census jobs, the report was slightly weaker than expected, but with stock markets closed for Good Friday, the report’s full impact will be more apparent next week.

The improving economy is certain to draw more job seekers back into the market, one factor likely to keep the unemployment rate from dropping quickly. The labor force—those working or looking for work—grew by 398,000 in March, the third straight monthly increase.

Federal Reserve officials expect the jobless rate to remain above 9% through this year and above 8% throughout 2011. The large pool of available labor is likely to constrain wage growth in the coming years. The report showed that average hourly earnings declined 0.1% during the month, although the average work week and total hours worked grew. For that reason, even with the latest turn toward job growth, the Fed isn’t likely to raise interest rates until late this year at the earliest.

Write to Sudeep Reddy at sudeep.reddy@wsj.com

By PATRICK G. LEE

Looking to attract employers’ attention, some law schools are throwing out decades of tradition by replacing textbook courses with classes that teach more practical skills.

Indiana University Maurer School of Law started teaching project management this year and also offers a course on so-called emotional intelligence. The class has no textbook and instead uses personality assessments and peer reviews to develop students’ interpersonal skills.

New York Law School hired 15 new faculty members over the past two years, many directly from the ranks of working lawyers, to teach skills in negotiation, counseling and fact investigation. The school says it normally hires one or two new faculty a year, and usually those focused on legal research.

And Washington and Lee University School of Law completely rebuilt its third-year curriculum in 2009, swapping out lectures and Socratic-style seminars for case-based simulations run by practicing lawyers.

A few elite players also are making adjustments. Harvard Law School last year launched a problem-solving class for first-year students, and Stanford Law School is considering making a full-time clinical course—which entails several 40-hour plus weeks of actual case work—a graduation requirement.

“Law firms are saying, ‘You’re sending us people who are not in a position to do anything useful for clients.’ This is a first effort to try and fix that,” says Larry Kramer, the law dean at Stanford.

The moves come amid a prolonged downturn in the legal job market. Only about one-quarter of last year’s graduating law-school classes—down from 33% in 2009—snagged positions with big law firms, according to the National Association for Law Placement, an organization that collects employment data.

In past years, a law firm could bill clients for a new lawyer’s work, even if that time were spent getting the novice up to speed. During the recession, corporate clients started limiting the number of hours a firm could charge and made it a policy not to pay for first-year associates, explains Don Liu, general counsel for Xerox Corp.

“This is a push from clients saying, ‘Why are we going to pay this kind of money? We don’t want to train the new lawyers,’” says Jennifer Queen, head of recruiting for McKenna Long & Aldridge LLP.

There are also fewer jobs to go around at a time when lawyers are in excess. In 2010, there were more than twice as many people—about 54,000—who passed the bar exam than there were legal job openings in the U.S., according to an analysis by consultants at Economic Modeling Specialists Inc.

Most law schools’ offerings cover a wide range of topics, but clinical placements—often students’ first chance for a taste of real law work—are usually optional and far fewer in number than theory-based courses.

“Medical students learn from real doctors in a real hospital during their education. In law, we’re learning from a bunch of academics who have deliberately elected not to pursue law as a profession…there’s such a disconnect,” says BeiBei Que, a 2007 graduate of the University of Illinois College of Law. Ms. Que, who runs a boutique law firm that helps tech start-ups navigate legal issues, says she had to pick up practical skills—networking, soliciting clients, forming a business plan—on her own.

Law schools have generally lagged behind other, more real-world oriented institutions like business schools in piloting practical improvements, as law professors tend to focus on scholarly work, says Bill Henderson, a professor at Maurer. And curriculum change tends to “move like a glacier,” he adds.

But many remain skeptical that new approaches to education will have a meaningful impact on the ability of lawyers to land jobs. “It could enhance the reputation of the law school…as places that will produce new lawyers who have practical skills,” says Timothy Lloyd, a partner at Hogan Lovells and chair of its recruiting committee. “As to the particular student when I’m interviewing them? It doesn’t make much of a difference.”

Other recruiters say schools that have overhauled programs need to do a better job of promoting the changes to employers in order to see an impact. Until then, law school prestige will remain a big factor, says Bruce MacEwen, a law firm consultant and blogger who tracks the legal industry.

“Firms are very obsessed with prestige,” he says. “That’s just a fact of life.”

By EMILY GLAZER

A new way to help boost your credit history and score: Factor in your rent.

Last December, credit-reporting company Experian started including rent-payment history in its credit reports, says Brannan Johnston, vice president and managing director of Experian RentBureau, which collects updated rental histories from property-management companies.

Property managers can upload positive rental data, which means payment information for individuals meeting their lease obligations in the last 24 months. That information is then factored into the VantageScore credit score used by Experian.

“Individuals [can] build and rebuild their credit by paying rent responsibly,” says Mr. Johnston, adding that 45% of consumers who don’t have a credit score or fall in the lowest VantageScore level can up their score at least 100 points.

Consumers can ask their landlords if they are submitting the information to Experian or ask them to start doing so.

Here’s another option:
RentReporters.com
, a website launched last fall, which collects rent and lease data from renters, verifies it with landlords and then makes it available to any of the credit-reporting companies.

But the service isn’t free. Account setup is $39 and there’s a $5.95 monthly fee, according to Crispin Luna IV, the site’s president. (The money is returned if the landlord opts not to participate, he adds.) Some landlords will cover the cost as an incentive for tenants to pay on time, Mr. Luna says.

Young adults, college students and military members have benefited greatly from using RentReporters as a credit reference for a home or auto loan, he says, since they may not have a strong credit history or score.

Just before the current recession set in, 35-year-old Samuel Peery quit a stable job as a vice president of marketing to start his own social-networking company. Unable to secure funding for his start-up, Mr. Peery, of Lehi, Utah, was left unemployed, with an unrealized dream.

“I got some gigs through my marketing consulting firm, but it wasn’t enough to pay the bills,” he says, adding that he had to find a way to adapt to the new stresses he was feeling.

Mr. Peery decided to take his happiness into his own hands. “I now make meditation and prayer a part of my daily routine. It helps me to connect to something larger than myself and has provided tremendous comfort and direction,” he says.

He also makes it a priority to engage in activities that will boost his mood, from exercising to listening to a song mix or motivational recording. He’s still pursuing life as an entrepreneur, and plans to release a multimedia online marketing course for small businesses next year.

Happiness, it seems, has become a new mandate. That’s partly thanks to people like New York-based writer Gretchen Rubin, who was on a city bus in the rain a few years ago when she asked herself what it would take to make her happy.

She didn’t have an immediate answer, leading to a year of research and a new book, “The Happiness Project,” and corresponding Web site (www.happiness-project.com), that includes insights on well-being from history, philosophy, scientific studies and life experiences.

Happiness is something everyone should think about, even if you have the staples of a good life — health, career and relationships — says Ms. Rubin. “It’s easier to consider how you might improve things when you aren’t completely miserable.”

When it comes to finding a job that makes you happier, start with a roster of things you genuinely like to do. Note that your list should not include things you feel you ought to like. “You have to look inside yourself, because everyone has different inclinations and varying definitions of fun,” says Ms. Rubin.

If you’ve had a rough year at work or have been laid off, being happy might be easier said than done. But you can try to change your attitude for the better by focusing on particular thoughts.

Mr. Peery, for example, made a conscious effort to concentrate on the good that came out of his period of unemployment. “I decided to look at my situation as an exciting time in which I could choose my own path,” he says.

Write to Alexandra Levit at reinvent@wsj.com

By TODDI GUTNER

Some recently laid-off employees are tapping an unexpected source for work: their former employer. Project work from your old company gives you the chance to earn income, and the company the opportunity to use your services without increasing its full-time headcount, often without having to pay benefits. But navigating the transition can be tricky. Here’s how to decide whether it’s a good idea, and how to succeed if you do it:

Weigh cash needs against the prospect of a permanent job. If you need an income right away, you may need to take a temporary position, and your former employer may be the easiest option. But the more time you spend on contract work, the less time you have for your search for a full-time job.

Gauge your emotions. Make sure your layoff didn’t leave you too emotionally scarred to be able to work well in your old office. If you’re bitter and can’t suppress it, consider forgoing the work. “Former employees who left on poor terms or who are not psychologically ready to return to their former employer should instead focus on future opportunities,” says Rabia de Lande Long, an executive coach and organizational consultant with Chartwell Advisors in New York.

Determine impact on severance. Ask how taking a contract job might affect your severance benefits, says Doug Matthews, president of Right Management, an outplacement consultancy based in Philadelphia. Some companies may make you take severance as a lump sum rather than in continuing payments if you work as a contractor. Other firms may require you to be fully off the books for a period of time. Consult with an employment lawyer, and have the company’s head of human resources “write a letter that specifically allows your return to work as acceptable under the agreement,” says Ms. de Lande Long. Also, check with your local unemployment office to see how contract income may affect your unemployment insurance benefits.

Negotiate your duties and fee. Consider getting an employment lawyer to help draft or review a contract. Or check out Nolo.com for online resources. The contract should detail what you are expected to deliver, by when and the project fee or hourly rate. Contact former colleagues, executive recruiters, or career coaches to determine an appropriate payment. Ms. de Lande Long recommends adding 30% to 40% to your old salary and then dividing by 100 to get a starting point for your day rate. If you have worked for a large consulting firm before, start with a rate equal to half your old billing rate, advises Ms. de Lande Long.

Understand the new office politics. The relationship with your former colleagues will likely change. Employees may resent that they aren’t getting raises but that the company is paying you for project work. You’ll want to make sure staffers see the value of your work, so you’ll probably have to work even harder than them to prove your worth.

Be reasonable about extra work—but only to a point. If the company occasionally asks you to do more work than what’s in your contract, it is a good idea to do it to show you are a team player. But don’t let this become routine. Let your manager know that you’ll need to reassess the agreement if he expects you to do more on a regular basis.

By SARAH E. NEEDLEMAN

Name: Adam Sheehan

Current Job: Senior Events Manager, FUNimation Entertainment

First Job: Washing dishes at a diner

Education: Bachelor’s in marketing, University of Texas at Arlington

How I got here in 10 words or less: By always striving to create a better event

Adam Sheehan has what Japanese animation fans might consider a dream job. As a senior events manager for Funimation Entertainment, a producer of shows like “Dragon Ball Z” and “Soul Eater,” he sets up video screenings, autograph signings and other activities at about 20 anime conventions a year. But Mr. Sheehan, 32, says launching a career tied to a special interest typically requires more than deep-seated passion. Education, pro-bono experience and networking is also essential. Edited interview excerpts follow.

Q: How did you get hooked on anime in the first place?

A: I grew up I watching cartoons like Astro Boy, Voltron and Robotec.

Q: You also got involved in college. How?

A: I majored in marketing at the University of Texas at Arlington and served as president of the school’s anime club for three years.

Q: How did you land your first anime job?

A: During my junior year (in college), I did pro bono work at anime conventions for a friend who had just started a marketing firm. It was to get something on my résumé. I learned so much and so fast. After graduation, I got a job offer right out of the gate with Score Entertainment as a tour manager for the Dragon Ball Z TCG (trading-card game). My job was to go to malls and conventions around the country in an H1 (Hummer vehicle) decorated with characters from Dragon Ball Z. We ran demos of the game, gave away prizes and had voice-over actors for the show sign autographs. It was incredible.

Q: After three years, you changed jobs. Why?

A: I’m more of an anime fan than a card-game player. So one day I called Funimation and said ‘I’d love to work with you guys.’ I got to know them through the mall events and conventions because we hired their actors a lot. You have to grow relationships however they come. If it wasn’t for me being so close to these people, getting my job wouldn’t have been so easy.

Q: Fans at anime conventions often dress as their favorite characters. Do you ever forget you’re working?

A: I always need to keep a friendly and professional demeanor. I have to demonstrate full knowledge of all of our shows, the company and the industry overall. When I’m speaking on panels, which average about 500 to 800 people, I have to say everything very carefully since I may be quoted. Someone might be blogging about the event while it’s happening or filming it for the Web.

Q: Any career highlights to share?

A: There’s a super group of four female Japanese manga artists called Clamp, and (Funimation) had a chance to bring them to the U.S. for the first time in 2006. It was the biggest event of my career. It involved six different companies world-wide and took about the nine months of the heaviest planning I’ve ever had to do. It was for the Anime Expo in Anaheim, Calif., and it drew the biggest crowd that Clamp had ever received—about 5,000 people.

Q: Any advice for pursuing a career like yours?

A: Get involved as soon as possible. We get a lot of fans who come up to us and (tell us) they love your shows and want to work for (us). Some clearly just want to be closer to the shows they love, but others talk about the business and how they’re going to school for it. Those are the ones who actually get to the next step.

Write to Sarah E. Needleman at sarah.needleman@wsj.com