Do references matter in a job search?

By Susan Ricker

When a company requests references with a job application, you might be tempted to skip it, thinking, “Doesn’t my work history speak for itself? Won’t my references all just say good things about me? Do employers even call references?” However, according to a new study from CareerBuilder, employers definitely pay attention to what your references say. In fact, 69 percent of employers say they’ve changed their minds about a candidate after speaking with a reference.

The national study surveyed hiring managers, human resource professionals and workers across industries and company sizes to get a better look at what matters when it comes to references. Check out what references are really saying about you, what hiring managers know and how to get rave reviews.

What hiring managers and employers know
References do matter to potential employers, and they come up earlier in the hiring process than you may think. According to the study, 80 percent of employers said they do contact references when evaluating potential employees. Sixteen percent of those employers will contact references even before they call the candidate for a job interview

What your references say about you could make or break a job offer. Sixty-nine percent of employers said they have changed their minds about a candidate after speaking with a reference, with 47 percent reporting they had a less favorable opinion, and 23 percent reporting they had a more favorable opinion.

However, not everybody is convinced references matter. Thirty-one percent of those surveyed said references haven’t swayed their decisions on a candidate one way or the other.

What job seekers should know
It may take extra time to gather contact information and include it in your job application materials, but hiring managers do notice the quality of references, as well as their existence: 29 percent of employers who have contacted references reported that they have caught a fake reference on a candidate’s application. When a reference is contacted by a potential employer, it’s not always guaranteed he or she will sing your praises: 62 percent of employers who contacted a reference listed on an application said the reference didn’t have good things to say about the candidate.

You can improve your odds of getting a great review by simply notifying your references and mentioning what type of job you’re looking for. Don’t surprise your references and risk a short, uninformative review. Fifteen percent of workers reported that they have listed someone as a reference, but didn’t tell that person.

How many references should you include? Seventy percent of workers reported that they provide three or more references when applying to jobs. Ten percent said they typically don’t provide any references, which can be a huge mistake in a job search. Leaving references off of a job application runs the risk of telling hiring managers that your past employers and clients wouldn’t recommend you.

The bottom line is that most employers notice references, which means it’s important to choose yours carefully. “You want to make sure you are including your biggest cheerleaders among your job references,” says Rosemary Haefner, vice president of human resources at CareerBuilder.  “Before choosing someone, ask yourself ‘Did this person understand my full scope of responsibilities? Can he or she vouch for my skills, accomplishments and work ethic?’  You also want to make sure that you ask your former colleagues if you can list them as a reference.  If someone is unwilling, it helps you to avoid a potentially awkward or damaging interaction with an employer of interest.”

7 Key Habits of Super Networkers

BY LEWIS HOWES 

The ability to network successfully can be one of the greatest assets in business. It allows some people to find incredible opportunities, while others just watch from the sidelines.

Effective networking isn't a result of luck -- it requires hard work and persistence. What does it take to be a super networker? Here are seven of the most important habits to develop:

1. Ask insightful questions.
Before attending networking events, get the names of the people who are expected to attend and search social media sites like LinkedIn to figure out which topics they're probably most interested in. For people who are already in your network, don't assume you know everything they're up to. Find out what they're currently working on -- or perhaps struggling with. This attention to detail can go a long way at your next one-on-one lunch or dinner meeting.

2. Add value.
One of the most powerful networking practices is to provide immediate value to a new connection. This means the moment you identify a way to help someone, take action. If, for instance, you know someone in your network who can help a new connection with a problem, drop what you're doing and introduce the two individuals.

3. Learn their 'story.'
Ask successful entrepreneurs to tell you how they got where they are. Most people think of this as an exercise in rapport building, but hearing these stories can tell you a lot about a person's approach to business. The more you understand your networking partner's mentality, the better you can add and extract value from your relationship.

For example, some entrepreneurs pride themselves on working 16-hour days and doing whatever it takes, while others focus on being strategic and waiting for the right opportunities to open up. These are clues that can not only allow you to see what people value, but also what working with them might be like.

4. Share a memorable fact.
When someone asks, "What do you do?" don't give a canned elevator speech about your company and career. Mention something personal that defines who you really are. Maybe you have a passion for playing an instrument or an obsession with collecting antiques. These are also "things you do," so make it a point to share them. Such personal details can help lighten the mood and get people talking.

5. Keep a list.
What's your routine after attending a networking event or meal? If your answer is, "I go home," you're probably going to miss out on opportunities. Write down important topics that came up at the event. This habit can help prevent opportunities from falling through the cracks and give you something to reference in conversation the next time you meet. You can also develop a reputation as someone who's on top of things.

6. Make small promises and keep them.
No matter how small a promise you make -- such as sending an email or returning a phone call -- delivering on that promise reflects on your character. By following through on your word, you start building a reputation for trustworthiness, which is exactly how every great networker wants to be perceived.

7. Reward your 'power' contacts.
Keep a list of your top five to 10 networking partners and do something each week to add value to one person's life or business. You might send them a book or set up a lunch to introduce them to one of your other contacts. This habit can help you be proactive about staying in touch with your most powerful contacts. Just as with fitness or investing, the most successful people are the ones who choose to be consistent in their actions.

Practice Makes Perfect: How to Rehearse for Your Next Job Interview

By Caroline M.L. Potter

There are a lot of steps that usually happen before you get to the interview portion of your job search: writing a resume, networking, compiling yourreferences. Most folks are able to put a lot of effort into getting the interview, but many fall apart during the actual interview. Why? Poor planning and a lack of practice. 

Instead of winging it, or relying solely on your professional skill set, you should stage a rehearsal for your next job interview.

Not sure how to go about doing so? Start by enlisting a family member, friend or partner to play the role of interviewer, and ask that she stay in character from start to finish. Set up a space, such as a desk or table, where you can create a suitable setting. Then use these 10 tips to from corporate trainer Marlene Caroselli to make your interviews -- both mock and real -- successful.

Do Your Homework
"Learn all you can about the organization in advance," advises Caroselli. Share this information with your mock interviewer, perhaps in the form of crib notes. She can use this to grill you.

Tune In
"Watch people being interviewed on television and make note of what works," she advises. Look for traits that make people likable and competent.

State the Unobvious
"Create one really intriguing statement about yourself," she says. "For example, a woman I know, expecting to be told, 'Tell us a bit about yourself [the most popular interview question],' replied, 'I think I should tell you I'm a nonconforming conformist.' She explained what she meant and wound up getting the job."

Think Outside the Box
A little visualization can go a long way, according to Caroselli, author of Principled Persuasion. "Think about a visual that really represents what you can do," she says. "It can be a photo taken at an event you organized, for example. If you have nothing that symbolizes your capabilities, then look for a pattern not readily apparent in your resume and be prepared to talk about that particular interest or talent, apart from your official work history."

Know Your Lines
Actors do it, and you should, too. "Memorize a few short quotes and have them ready," Caroselli says. "They'll help you respond articulately to virtually any question."

Sum It Up
The very first request an interviewer may make is, "Tell me about yourself." In order to answer this interview question quickly and succinctly, she urges interviewees, "Have an elevator speech ready in case they want a brief overview of your career."

Be Tough on Yourself
Research tough interview questions and provide them to your helper. Also, point out gaps in your skills or holes in your resume and instruct her to grill you on those points. "By comparison, your own, actual interview will seem like a walk in the park, and that prospect will encourage you," Caroselli says.

Capture It on Camera
"If possible, have someone video you doing an interview rehearsal," she says. "Then study your body language to see if it reveals confidence, poise and enthusiasm."

Listen Up
Close your eyes and listen back to the recording of your replies to interview questions. "Play the tape back and analyze your responses," she says. "Ask yourself, 'Would you hire you?'"

Stay Calm
Work on being relaxed before your big meeting. "When you get to the interview site and are waiting to be called in to the interview room, work on a brainteaser," Caroselli advises candidates. "Research shows it calms the nerves and takes your mind off the challenge ahead."

The Differences Between Leading And Managing Your Job Hunt

Vivian Giang

There's a huge difference between looking around for a job and actually taking full responsibilities of your job hunt. In this competitive workforce, you need to be completely proactive.

According to a survey conducted by JobVite, 61 percent of jobseekers say that it’s been harder finding a job this year compared to the previous one.

And this is the reason why those looking for a job should stop managing their job hunt and instead start leading it.

One of the biggest differences between a leader and manager is that a leader innovates whereas the manager administers. This means that the leader comes up with new ideas and moves everyone else in the organization into a forward-thinking phase.

This person has to constantly keep his eyes on the horizon and develop new strategies and tactics. He needs to be knowledgeable about the latest trends, studies and skill sets.

In a similar way, a jobseeker who is leading his job hunt needs to think outside the box in order to stand out in the crowd.

We speak to career expert Melissa Llarena who shares with us research from her soon-to-be-published book that explains the differences between managing and leading a job search. 

1. The manager will create a LinkedIn profile whereas the leader will belong to groups and discussions. 

LinkedIn is a massive networking opportunity for professionals and contributing to the discussion will present you as a thought leader in your industry. You should target the right groups and start conversations related to your areas of expertise.

2. The manager will think about job opportunities alone whereas the leader will evaluate these opportunities with others.

“Leaders are aware of their blind spots and will ask for opinions from people they respect,” Llarena told us. “It’s a highly effective strategy to invite professionals to join this board of advisers who have a pulse in your industry, career goals, and intrinsic values.”

3. The manager will study the company’s web site whereas the leader will study the company’s social media sites. 

When companies use their social media accounts, they are speaking directly to their audience and customers. You should also follow the company’s executives’ accounts. This will give you a better idea of what the people behind the company are like and what they believe in.

“You can follow them, engage in their conversations, retweet their messages and eventually you may find yourself engaging in a one-on-one conversation with a top executive at a firm,” she said.

4. The manager will connect with current employees, but the leader will connect with former employees as well.

In order to understand the organization better, you need to speak to the people who know it best — the employees. Although current workers are great sources, former employees can reveal the challenges within the company. Then, you can make a better evaluation as to whether the organization is a good fit for you.

“Talk to former employees because they will be more candid,” Llarena told us. “Current employees have their jobs at stake while former employees have comparatively less to lose.”

The #1 Career Mistake Capable People Make

Greg McKeown

I recently reviewed a resume from a talented individual. She had terrific experience. And yet, there was a problem: she had done so many good things in so many different fields it was hard to know what was distinctive about her. I know her pretty well and am determined to be useful to her. Yet, based only on her resume it was unclear who in my network to recommend her to.

We talked through this and developed a strategy based more closely with her Highest Point of Contribution (where I flesh this idea out a bit more fully in Harvard Business Review). I see this problem frequently: people who are overworked and underutilized. Much of the responsibility for this lies with out of touch managers but I think we also need to be more deliberate and discerning in navigating our careers.

It is easy to see how this happens:

Step 1: Capable people like to achieve.

Step 2: Other people see they are capable and give them assignments.

Step 3: Capable people gain a reputation as "go to" people. They become "good old [insert name] who is always there when you need her."

Step 4: Capable people end up doing lots of projects successfully but they don't break through to their highest point of contribution.

Using a camping metaphor, it is as if people keep adding additional poles of the same height to the tent. We end up with 10, 20 or 30 poles of the same height, somehow hoping the tent will go higher.

The slightly painful truth is, at any one time there is only one piece of real estate you can "own" in another person’s mind. People can't think of you as a project manager, professor, attorney, insurance agent, editor and entrepreneur all at the same time. They may all be true about you but people can only think of you as one thing first. At any one time there is only one phrase that can follow your name. Might we be better served by asking, at least occasionally, whether the various commitments and projects we have add up to a longer pole?

I saw this illustrated recently in one of the most distinctive resumes I had seen in a while. It belonged to a Stanford Law School Professor [there it is: the single phrase that follows his name, the longest pole in his career tent]. His resume was clean and concise. For each entry there was one, impressive title/role/company and a single line description of what he had achieved. Each one sentence said more than ten bullet points in many resumes I have seen. When he was at university his single line described how he had been the student body president, under "teaching" he was teacher of the year and so on.

The point here is not primarily about resumes, although it applies there as well. The point is we can benefit from evaluating career opportunities through the lens of the question, "Will this become the longest pole in the tent?" If the answer is no we may well still choose to do it. But at least we do it with greater awareness.

There is always a tension between specialization and generalization and I am not suggesting we should shift entirely to one side or the other. Being able to do many things is important in many jobs today. 

Broad understanding also is a must. But developing greater discernment about what is distinctive about us can be a great advantage. Instead of simply doing more things we need to find our highest point of contribution. Failure to be conscientious about this represents the #1 mistake, in frequency, I see capable people make in their careers.

Please Stop Using These 15 Words In Your LinkedIn Profile IMMEDIATELY

-Julie Bort

LinkedIn has scoured the profiles of its 187 million members and come up with a new list of overused, useless buzzwords. 

These are the words that can be an instant turnoff to a recruiter who sees them over and over again because they show that you aren't "dynamic" with great "communication skills," but the opposite.

"You wouldn’t mention how disorganized or irresponsible you are, and their antonyms (organized, trustworthy, etc.) are wasted words too," explains LinkedIn's Nicole Williams.

So, if you are using any of these 2012 buzzwords, fire up your LinkedIn profile right now and scrub them out. Here they are, in order of how overused they are:

-Creative

-Organizational

-Effective

-Motivated

-Extensive Experience

-Track Record

-Innovative

-Responsible

-Analytical

-Problem Solving

A few other buzzwords made the list for countries outside the United States. No matter where you live, consider ditching these from your profile, too.

-Experimental (a buzzword in Brazil)

-Multinational (a buzzword in Egypt and Indonesia)

-Specialized (a buzzword in Spain)

By the way, even though some of the buzzwords from 2011 didn't make the Top 10 in 2012, that doesn't mean they've become good words to use again. So, you'll still want to avoid these:

-Communication skills

-Dynamic

8 Things Millennial Job Seekers Do That We All Need to Try

By MIRIAM SALPETER

No matter your age, you've probably thought about how your gray hair or your baby face affects your job search. Experienced job seekers worry about age discrimination because they believe hiring managers think they're too old. Younger job seekers complain that their accomplishments don't get the attention and respect they deserve and that people don't value their skills due to their relatively few years of experience.

Can we learn anything from members of different generations when it comes to job search? Consider the following things Millennials, also known as Gen-Y (born between the late 1970s and early 2000s), do that all job seekers should:

1. They use social networking to connect and extend their network. While some criticize Gen-Y for sacrificing in-person conversations and preferring to communicate via text and Facebook, everyone could learn something from this generation's ability to extend their networks via online and technical tools. Don't underestimate the importance of your digital footprint—what people can find out about you online.Jobvite's research indicates 92 percent of companies in the United States use social networks and media to find talent this year. That's up from 78 percent five years ago. When you're technologically savvy, it is easier to tap into this network.

2. They collaborate. Gen-Y is known for their interest in interaction, collaboration, and connectivity. Other generations can benefit by embracing the interconnectedness that extends networking beyond lip service to actual engagement.

3. They demonstrate flexibility and multi-task effectively. Most people would agree that Millennials are some of the most agile workers. They're known to be able to manage several projects simultaneously and to easily shift from one thing to the next with ease. While you may not want to work on four projects at once, you can try to be less set in your ways. Hiring managers value flexibility, and if you can demonstrate this skill, you'll be more competitive for positions.

4. They're creative and innovative. In a recent Forbes article, writer Jenna Goudreau quoted Amy Lynch, co-author ofThe M-Factor: How the Millennial Generation is Rocking the Workplace, as saying, "Millennials are not locked into limited, linear patterns of thinking about industry issues or challenges." And Goudreau notes: "Young employees construct solutions the way the web works, using creative networks and associations. In today's knowledge economy, the ability to innovate will have hiring managers salivating."

Many employers appreciate Gen Y's can-do attitude and their ability to find ways to get the work done, even when the task appeared impossible.

5. They seek more than just a paycheck. Goudreau's article also quotes Paul Alofs, author of Passion Capital, when he said, "An employee's passion is the company's best resource. When people's jobs are aligned with what they care about, they put in the extra effort, and it flows straight to the bottom line." Many authors have pointed out that Millennials have a tendency to choose meaning and personal passions over money when it comes to their career choices. It may be more difficult for older workers with more external responsibilities to make choices this way, but consider how this mind set may help you make the best career decisions possible.

6. They get experience where they can. Gen-Yers actively participate in internships, volunteer work, and online learning, plus they embrace leadership opportunities large and small. If you're having a hard time landing a job, think about what you might be able to do to add the experiences and skills you need to your career materials.

7. They move on. Dan Schawbel, managing partner of Millennial Branding, notes that his company's studies show Millennials leave their corporations at the two-year mark. He says, "In comparison, Gen-X stays about five years and Baby Boomers stay about seven years at a company before leaving." While pundits pin this tendency to a lack of loyalty on the part of Gen-Y workers, there's another angle to this often-cited statistic. How many experienced workers stay in their jobs beyond the time when they're learning, growing, and enjoying the jobs?

Consider how moving to another opportunity may inspire you to maintain and leverage your network, keep your skills sharp, and maintain your interest in what you're doing at work.

8. They consider owning a business. Millennial Branding's and Beyond.com's Multigenerational Job Search survey found that the number of people between ages 18 and 29 who are in the process of setting up their own companies has increased by 50 percent in the last year alone. In the future, more professionals will need to market themselves as independent contractors or business owners. Gen-X and Baby Boomers should begin to think about how they can succeed as entrepreneurs in the new economy.

13 New Ways to Make Your LinkedIn Profile Irresistible

By Julie Bort

If you haven't touched your LinkedIn profile in months or years, it's time to take action.

Think of it like a makeover for your professional image.

The site has steadily transformed its profile pages from simple resumes to a smorgasbord of n interactive tools for job seeking and networking.

It's no longer enough to just list your past jobs and schooling.

But you have to log onto the site and use these tools.

Ready?

Update your photo

Nothing says fresh like a new photo. This isn't Facebook, but that's no reason to stick with a stiff, boring head shot. Pick a photo that shows you off well, in a professional light.

Think: not blurry, not a group shot, not a pic with your girlfriend/boyfriend, or you wearing something you can't wear to work ... you get the idea.

Freshen up your summary

What's the biggest accomplishment you had in 2012? The Summary section is the place to tell folks about it.

If you haven't filled out a summary yet, write one. If you wrote one last year, update it.

Kill the 2012 and 2011 buzzwords

Is your profile filled with old buzzwords? They make you sound old, out of touch.

So kill them, kill them dead.

According to LinkedIn they are: creative, organizational, effective, extensive experience, track record, motivated, innovative, problem solving, communication skills, dynamic.

Other buzzwords to avoid include: results oriented, team player, self-starter, multitasking.

Most of them are adjectives trying to describe you. Instead use action words—preferably verbs—that show your accomplishments. Here's a good list of them from Money Zine.

Showcase your latest volunteering experience

What you do out of the office says as much about you as anything else. Employers or work connections can get a sense of you as a person by reading how you spend your time.

Think over your year and update your volunteer info with the new stuff you did. Find this section by clicking on "edit profile" and then "volunteering and causes" in the right-hand bar.

And if you didn't volunteer at all in 2012, consider giving it a try over the holiday season or in 2013. Start by looking through VolunteerMatch.org.

Beef up your skills list

The Skills section is one of the ways recruiters find you. "Skills" are trendy words that change all the time. Is it better to use "blogger" or "blogging"? Is it better to say "mobile applications" or "mobile phone apps"?

LinkedIn Skill search will tell you. Type the skill into the Skills search box and it will compare that term to a list of other similar terms and show you how popular each is. Edit your profile to use the most popular terms.

Don't forget about the skills you've used volunteering too. Maybe you cook, write, organize, manage people or projects as a volunteer.  That counts. Just make sure you've filled out the volunteer section to explain that skill.

Try an endorsement

To go along with Skills, LinkedIn has added a new feature called Endorsements. You can give a thumbs-up to the exceptional people in your network.

Scroll down to the bottom of your page. See any faces by your list of skills? Those are the people who endorsed you. When you see those faces it feels, good doesn't it?

Follow some new "thought leaders"

In October, LinkedIn added a new feature that lets you follow other executive "thought leaders" including Business Insider's Henry Blodget.

Their posts will show up on your home screen. It's a good way to keep up with big topics in the year to come.

Follow them and their posts will show up on your LinkedIn homepage.

Snag a new recommendation

Most people only beef up their recommendations when they go job hunting. But a bunch of new recommendations, especially from friends, are easy for recruiters to spot and ignore.

Lists of recommendations that span months or even years are more impressive. A good word from execs in your industry or at your company are the best, recruiters say.

Clean out your old groups and add new ones

You may have joined a few groups early on, based on invitations or other outdated reasons. Don't feel limited to joining employee or alumni groups.  Clear out the groups that you don't love and try some new ones.

Groups can be one of the best ways to expand your network. Having a group in common gives you a good way to break the ice with helpful professional contacts.

Follow your dream employers

Even if you love your job, it can't hurt to look, particularly if your dream job is still out there.

Where could you see yourself working? When you follow a company on LinkedIn, you can learn about job openings and make yourself seen by commenting on news in the company's activity stream.

Add some new apps and features

There are all kinds of add-ons apps to LinkedIn, from apps that let you find professional events in your town, hear about trendy business books, or see where your LinkedIn contacts are traveling.

Try a new one or two.

Ask a question, answer a question

People have actually been offered jobs just because they did a great job answering questions on LinkedIn Answers.

Vow to step up your participation next year. You might enjoy sharing your expertise and you could find the answers you've been looking for.

Create or update your custom LinkedIn signature

You can use a fancy LinkedIn signature with your regular email that shows off your LinkedIn network.

It links to your LinkedIn Profile and shows the person you are emailing your mutual LinkedIn friends.

If you already have this, try changing it up.

The Top 10 Programming Languages (For Techies only)

The knowledge of a handful of programming languages could come to be a lifesaver to many a programmer, especially since most languages that were popular 10 years ago are not as viable as they are now.

But there are many developers who have earned their worth simply by knowing the right programming language at the right time, simply because they had solid skills that were profitable while the language was popular.

Here are some languages though, which stayed popular through the years, and prove to give young developers a jump start to their careers, and always are a bonus to add to any developer’s resume, as compiled by TIOBE software, a coding standards company.

1. Java What is it?
An object-oriented programming language developed in the late 1990s by James Gosling and colleagues at Sun Microsystems.

Why is it important?
This “beautiful” programming language is central for any non-Microsoft developer, i.e. any developer who focuses on the non-.NET experience. It is mostly derived from C and C++ but has a more basic object model. It ranked first on TIOBE’s list of most popular programming languages.

2. C What is it?
C, a general purpose programming language built by Dennis Ritchie when he was a part of Bell Telephone labs, is the bass of C++ and other programming languages. It was built to work with the Unix operating system.

Why is it important?
C is one of the most widely used programming languages of all time, and ranked second on the list. “Learning C is crucial. Once you learn C, making the jump to Java or C# is fairly easy, because a lot of the syntax is common. Also, a lot of C syntax is used in scripting languages,” Wayne Duqaine, director of Software Development at Grandview Systems, of Sebastopol, Calif., told eWEEK.

3. C# What is it?
This general-purpose programming language developed by Microsoft evolved from C and C++ as a part of the software company’s .NET initiative.

Why is it important?
This language is an essential part of the .NET framework, so developers who use Microsoft heavily will find it critical, according to Duqaine.

4. C++ What is it?
C++ is a general purpose multi-paradigm spanning compiled language that has both high-level and low-level languages’ features. It was started as an enhancement to the C programming language, Bjarne Stroustrup in 1979.

Why is it important?
It is one of the most popular programming languages, winning fourth place on the list, with application domains including systems software, application software, server and client applications, and entertainment software such as video games. The language has also greatly influenced many other popular programming languages, such as C# and Java.

5. Objective-C What is it?
This object-oriented programming language created first by Brad Cox and Tom Love at their company Stepstone in the early 1980s, adds Smalltalk-like messaging to the C programming language.

Why is it important?
This language is most used on the Apple iOS and Mac OS X. Objective-C is the principal language used for Apple's Cocoa API as well.

6. PHP What is it?
This language is especially suited for Web development because of it easy embedding into HTML pages. It is an open-source, server-side, cross-platform, interpretive HTML scripting language

Why is it important?
It is a popular language, ranking sixth on TIOBE’s list. "High-speed scripting with caching, augmented with compiled code plug-ins (such as can be done with Perl and PHP) is where the future is. Building Web apps from scratch using C or COBOL is going the way of the dinosaur," said Duquaine, according to eWEEK’s report.

7. (Visual) Basic What is it?
This is an event-driven programming language which is implemented on Microsoft’s .Net framework.

Why is it important?
This language ranked as the seventh most popular language on TIOBE’s list, probably because it was designed by Microsoft to be easy to learn and use. According to Tim Huckaby, CEO of San Diego-based software engineering company CEO Interknowlogy.com, “It is currently dominating in adoption and that is where all the work is,” as in eWEEK’s report.

8. Python What is it?
This is an event-driven programming language which is extensively used by Google because of its simplicity. It is managed by the Python Software Foundation.

Why is it important?
Python is a general-purpose, high-level programming language whose design philosophy emphasizes code readability. Python claims to combine"remarkable power with very clear syntax", and its standard library is large and comprehensive.

It is releases on 4 September 2011, 6 months ago.It is developed by Python Software Foundation.

9. Perl What is it?
Being a high-level programming language, its emphasis lies in code readability and clear syntax. It combines Object-oriented and functional programming styles, and is often used as a scripting language. Perl is an open-source language used widely to process text through CGI programs.

Why is it important?
Perl’s efficiency in processing of piles of text has ranked it ninth in terms of programming language popularity. It is used extensively to write Web server programs for a variety of tasks. “Learning some form of scripting language, such as Perl or PHP is critical if you are doing Web apps," told Wayne Duqaine, director of Software Development at Grandview Systems, of Sebastopol, Calif., in a talk with eWEEK.

10. JavaScript What is it?
JavaScript is an object-oriented scripting language that is smaller than Java. Being a client-side language, it runs in the web browser on the client-side with a simplified set of commands, easier code and no need for compilation.

Why is it important?
JavaScript is simple to learn and is the tenth most widely used programming language. It is used in millions of web pages to authenticate forms, detect browsers and improve design, and it is easier to run these functions as it is embedded into HTML.

Below are the Top 20 programming languages by popularity.
1. JavaScript
2. Java
3. PHP
4. Python
5. Ruby
6. C#
7. C++
8. C
9. Objective-C
10. Shell
11. Perl
12. Scala
13. Haskell
14. ASP
15. Assembly
16. ActionScript
17. R
18. Visual Basic
19. CoffeeScript
20. Groovy 

But while there may be a few surprises on this list – the continued traction of Java, as an example, is unexpected for some – by and large this list seems like nothing more or less than a reasonable representation of programming languages in use today. It is an inclusive list, from compiled to interpreted and everything in between, and thus more evidence of the runtime fragmentation that has been rampant for several years [coverage]. 

What is interesting, on the other hand, is observing how these rankings have changed over time. From December of 2010 to September of 2011, for example, the popularity of Actionscript, Emacs Lisp, Haskell, JavaScript, Objective-C, Ruby, Scala and Shell script remained unchanged. ASP and Groovy, however, jumped one spot in the rankings, Java 2 and Assembly and C# 5. C, C++, PHP, and Python on the other hand dropped 1 spot, R and Lua 2, while Clojure and Perl dropped 3 spots. 

Comparing this September to last, the big winners were CoffeeScript (9 spots), Visual Basic (5), and ASP, Assembly, C++, Haskell and Scala, which all moved up one place. C#, Java, JavaScript, Objective-C, Perl, PHP, Python, R, Ruby and Shell were unchanged. This year’s losers, meanwhile, include Groovy (dropped 1 spot), C (1), Clojure (3), ActionScript (4), and Emacs Lisp (6). 

But what if we compare this September 2012 to Drew’s original analysis in December of 2010, just shy of three years ago? What has changed with these languages overall in three years? 

1. Clojure -6 (Dropped out of the Top 20)
2. Emacs Lisp -6 (Dropped out of the Top 20)
3. ActionScript -4
4. Lua -3 (Dropped out of the Top 20)
5. Perl -3
6. C -2
7. R -2
8. PHP -1
9. Python -1
10. C++ 0
11. Groovy 0
12. JavaScript 0
13. Objective-C 0
14. Ruby 0
15. Shell 0
16. Haskell 1
17. Scala 1
18. ASP 2
19. Java 2
20. C# 5
21. Visual Basic 5 (Added to the Top 20)
22. Assembly 6 (Added to the Top 20)
23. CoffeeScript 18 (Added to the Top 20) 

The more popular languages on this list – JavaScript, Ruby and the like are notable for their lack of movement. What is very interesting is that the two biggest jumps come from languages that could not be more unlike one another; CoffeeScript is a simplied version of JavaScript that infuriates technologists with its technical compromises, while Assembly is as close to the bare metal as most developers today are likely to get. That this study in contrasts should comprise the biggest gains over a three year period is interesting.