Getting fired twice before age 30 taught this CEO an important lesson

Getting fired twice before age 30 taught this CEO an important lessonGetting fired twice before age 30 taught this CEO an important lessonDealing with getting fired is hard, especially if youre just starting your career. But getting fired twice before youre 30 can feel like a double whammy of bad luck.If you find yourself in a similar situation, you can feel at peace knowing that Sarah Robb OHagan, CEO of Flywheel Sports, found herbeiself in that lage not too long ago. She welches first fired from the leadmarketingposition atVirginAtlantic Airways on the grounds that she was too cocky. The second time was during her tenure inAtaris marketing department.Instead of letting those experiences hold her back, OHagans career has continued to thrive.Since those roles, OHagan has served as president of Gatorade and president ofEquinoxbefore moving on to lead Flywheel Sports.During aninterviewwith Pattie Sellers atFortunes MostPowerful WomenNext richtung Summit, OHagan said that her negative e xperiences were crucial in helping her find positive ones.Early in your career, you think youre in this place that isnt you, OHagan said at the summit,according to Fortune. When referencing her past experience at Atari, she joked, I didnt even like video games.OHagan believes that your seemingly random experiences give you a great knowledge base to build the rest of your career. But ultimately, being fired twice also taught OHagan to pick something that you care about, and pursue it.I had a huge amount of perseverance that contributed to my own personal interests and turned them into areas of deeppassion, OHagan wrote onLinkedIn. While I absolutely love all of the work that I get to do these days - and have done for pretty much all of my career - a huge amount of my career path has been grueling and enormously difficult.Since becoming CEO of Flywheel Sports, OHagan has also written a book calledExtreme YOUto help young professionals achieve the same levels of success. In the book (as well as in real life), OHagan encourages people to follow their interests so they can find their path.I started my career in the airline industry. Not because I waspassionateabout aircraft types, fuselage, or the smell of jet fuel, but because I wanted a job that would fly me beyond my tiny little island nation, OHagan wrote. I was fired up about the idea of exploring and seeing the world, and in order to do that, I had to work my ass off to get the opportunity.Without her first airline industry position, OHagan wouldnt have worked at Virgin Atlantic Airways, so her path would have taken her somewhere other than her current role. Following your interests can clearly have an impact on your career path.But, just in case you need some additional help in finding your footing, heres some more advice from OHagan on how to get to where you want to be.Dont think about what everyone else is doingDuring Fortunes Most Powerful Women Next Gen Summit, OHagan stressed the personal and profess ional importance of understanding yourself. Do not get distracted by the competition, she told the audience. Focus on you, your strengths and your challenges.Determine what motivates youWhen OHagan evaluates business opportunities for Flywheel, she thinks about what motivates people to exercise. Think about your motivations when youre looking to find something youre passionate about. What excites you about your day? What do you look forward to doing? These questions (and all the ones that follow) are great brainstorm starters.Focus on what youre good atOHagan uses the airline industry as an example of what not to do in business because airlines focus on everyone, they have few loyal, excited customers. The same strategy can be applied to determining what you want to focus on be specific and concise. Be spectacular for a few, OHagan said. Not average for many.This article originally appeared on Fairygodboss.

Mechatronics the Role of Engineers

Mechatronics the Role of Engineers Mechatronics the Role of Engineers Mechatronics and the Role of EngineersMechatronics can be seen everywhere today. Engineers have mechatronics journals and can read mechatronics papers in journals that cover other fields, while a multitude of diverse companies are embracing its principles.The term was coined over 40 years ago, when engineer Tetsuro Mori combined the words mechanical and electronic to describe the electronic control systems that Yaskawa Electric Corp. was building for mechanical factory equipment.Mechatronics are all around us, from computer hard drives and robotic assembly systems to washing machines, coffee makers, and medical devices. Electronics that control mechanical systems account for much of the value of the average automobile, managing everything from stability control and antilock brakes to climate control and memory-adjust seats.Mechatronics means many things to many people, but when pressed, many engineers reference a d rawing shown by Kevin Craig, perhaps the nations forefruchtwein evangelist of mechatronic design. It consists of four overlapping circles mechanical systems, electronic systems, control systems, and computers.Mechatronics represents more than mechanical and electronics, according to Craig, a professor of mechanical engineering who left Rensselaer Polytechnic Institute to abflug a mechatronics program at Marquette University.According to Michelle Boucher, an analyst for the Aberdeen Group, a Boston-based technology think tank, the best performers among the surveyed companies have changed the way they worked. More importantly, though, they do not schedule meetings based on timeevery week, or twice monthlybut on key events in the project timeline.So instead of wasting time in a meeting when nothing is happening, key players gather when its time to fit the pieces together. Design and project collaboration software are also important. These applications help engineers visualize how syste ms work and are easy to mark up with questions and comments. If youre an electrical engineer, you dont necessarily have easy access to CAD data, so this helps you see how the device is supposed to work, Boucher said.But the question remains Which engineers lead? According to Peter Schmidt, a senior research engineer at Rockwell Automations Advanced Technology Group who teaches part-time with Craig at Marquette, Were all engineers and were doing engineering, period. Rockwell Automation has long hired electrical and control engineers to design its machine control and factory automation systems. Many of the companys engineers say they have been doing systems integration design and modeling (in short, mechatronics) for 20 years.Its that multidisciplinary approach from concept through delivery that separates mechatronics from old-style control engineering at Rockwell. President Terry Precht calls it a virtual factory, combining design, manufacturing, and flaschenpfand repair services. Wh ile some mechatronics teams like to run simulations, Precht prefers to use the prototype approach. You can answer certain questions from an actual model that you cant get answered in a soft model, he said.Project LeadershipOur mechanical and electrical engineers are always working very closely together on these things, Precht said. When we build systems with complex moving parts, mechanical engineers write the control software since they understand how the devices should operate. We have three graduates that went through Doctor Daves mechatronics course, and it was just obvious from the start how well they can work across a broad spectrum of projects compared with engineers who were classically trained.Doctor Dave is David Alciatore, a professor of mechanical engineering who literally wrote the book on mechatronics, Introduction to Mechatronics and Measurement Systems, with co-author and professor emeritus Michael Histand. The first edition came out in 1999, and the book is now in i ts fourth edition.A good hands-on mechanical engineer trained in electronics makes a much better mechatronics engineer than an electrical engineer or computer engineer trained in mechanics later, he said.Back to SchoolRight now, the question of who takes ownership and who will lead the development of next-generation electromechanical systems often depends on where engineers work. Companies that make mechanical systems tend to let mechanical engineers lead those that make electronics assign the lead to software and electrical engineers.In the future, though, the issue may be decided by how colleges train the next generation of mechanical engineers. Right now, most schools teach controls, basic electronics, and programming as part of the mechanical engineering curriculum.For example, at Colorado State University in Pueblo, in addition to the course work, the engineering program also focuses on teaching students to work on teams, an essential for the multifunctional world of industrial design.According to Craig, classical mechanical engineering has become a commodity skill. His goal at Marquette is to integrate courses so that electrical, control, and mechanical engineers learn how different disciplines use the same core knowledge to achieve different results. We have to show how we can integrate electronics and controls into modern mechanical systems, he says.Another approach is to offer a degree in mechatronics. So far, only three schools do that California State University, North Carolina State University, and Colorado State University. The department chair at Colorado State, Jane Fraser, thinks that industrial engineering is an ideal platform for mechatronics because the focus is on bottom-line results rather than on mechanical or electrical components.Manufacturing companies in her community are telling her the same thing. They want students trained to integrate electronics, controls, computers, and moving parts. For them, this is not just where engineering is going. It is where engineering has arrived.Adapted from Who Owns Mechatronics? by Alan S. Brown, Associate Editor, Mechanical Engineering, June 2008.Companies that make mechanical systems tend to let mechanical engineers lead those that make electronics assign the lead to software and electrical engineers.

10 Reasons Why Recruiters Dread Reading Your Resume

10 Reasons Why Recruiters Dread Reading Your Resume 10 Reasons Why Recruiters Dread Reading Your Resume Heres a fact Very few people likereading resumes especially those who read hundreds ofresumesa week. Ask any recruiter, and theyll probably tell you its one of their least favorite parts of the job.I critique and write resumes as part of my job. Ive read hundreds of them and have conducted numerous critique sessions, but Ive got nothingonrecruiters. The only bright spot in this whole process is reading a resume that doesnt give me a sharp pain between my eyes, one that is relatively sound. A resume that is outstanding now, thats awowmoment.Once you understand that recruiters are not dying to read your resume, you can focus your attention on writing one that pleasantly surprises them, one that prompts them to recommend you for an interview. To write such a resume, you must avoid making the following mistakes1. An Apathetic Approach to Writing Your ResumeDont let your apathy show in the quality of your product. You dont want a document that shouts,Im not into writing a resume because Ive got better things to do. Typos, spelling errors, and grammar mistakes will send this kind of message.When people resent writing resumes, this sentiment comes across loud and clear in the way they handle their resumes. These people often want others to write their resumes for them but thats a mistake. Your resume is your responsibility.If, for whatever reason, you simplycannotwrite your own resume, be koranvers tohire someone who will take adequate time to interview youand get to know what youve accomplished in your career.2. Your ResumeIs Tome-LengthIs your resumea five-page document consisting of every duty you have performed within the past 25-years? If so, a recruiter is going to dump it in the reject pile simply because its nearly impossible to read.I recently glanced at a resume that resembled what Ive just described. I didnt even pretend to read it. I put it down afte r two seconds. My customer nodded with understanding.3. Its Difficult to ReadMake your resume easy to read by writing short paragraphs, no mora than three or four lines apiece. Shorter paragraphs allow the reader to grasp important information easier. Im also a fan of using bold text to make words and phrases stand out.Remember that recruiters take approximately 6-10 seconds to glance at your resume to determinewhether they will read the rest of it. Thus, your resume must grab their attention quickly. Make sure they seeyouraccomplishmentsin those first 6-10 seconds or else they never will.4. It Lacks AccomplishmentsI know, youve heard this a thousand times but its worth repeating. You want to stand out from competing job seekers. Recruiters and employers like to seequantified resultsin the form of dollars, numbers, and percentages.Many people mistakenly think accomplishments should only be highlighted in the experience section or under your career highlights. One or two of your ac complishments should also be stated in your wertzuwachs profile e.g., Develop processes that improve operations, resulting in double-digit revenue growth. A statement like this is meant to grab the readers attention. This assertion must then be backed up by explicit examples and dollar amounts in the experience section.5. It Includes Clichs or Unsubstantiated Adaptive SkillsThe rule is to show rather than tell. You may be innovative but what makes you innovative? Did you develop a program for inner-city youth that promoted a cooperative environment and reduced violent crime by 50 percent? If so, state it in your profile.Recruiters and hiring managers can see fluff a mile away. Theyre turned off by words like dynamic, results-oriented, outstanding, driven, and other clichs.6. It Fails to Show Recruiters and Employers What Youll Do for ThemRecruiters and employers dont want to know what you did they want to know what youcan do.Youre probably thinking, My work history is in the past thats what I did. How do I show employers what I can do?In the field, we call it prioritizing your statements, or targeting your resume to each company to which you apply. In other words, illustrate how your qualifications and accomplishments match the employers requirements in order of importance.7. You Dont Know What Recruiters and Employers WantMany people dont take the time to dissectajob ad to discover the most important skills and experience the employer wants to see ontheirresume. If the ad is skimpy, go to the companys careers page on its website.Better yet, if you know someone at the company or know someone who knows someone at the company, callthemand ask for more info about the position. LinkedIn is a great tool for finding influential people at companies. The bottom line is that you cant write a targeted resume if you dont understand the requirements of the job.8. You Lack Keywords and PhrasesAsCareerBuilderpoints out, keywords are the skills that applicant tracking sys tems (ATS) search for to determine whetheryour resume will be read by recruitersand hiring managers.Your branding headline on your resume, much like the headline on yourLinkedIn profile, is the first place on your resume where youll utilize keywords. Then you will make sure theyre peppered throughout the rest of your resume as well.9. Your Resume Isnt Smartphone FriendlyFor you millennials, this should be no problem, as youdont go anywhere withoutyour iPhone or Android. (Im the same way, even as a boomer.)The job search is increasingly mobile, so your resume (stored in Dropbox or Google Drive) must be legible to recruiters and hiring managers when sent and received via smartphone. Recruiters and hiring managers want your resume fast, so dont disappoint them.10. You Apply for a Job for Which Youre Not QualifiedI know the urge to find a job any job is strong, but you dont want to waste the time of a recruiter, employer, and yourself by applying for jobs for which youre not qualified . You may think theres an inkling of hope that youll get an interview, but if you have only five of the 10 requirements necessary to do the job, there really is no hope.A woman in HR recently related this story to me I received a resume in a USPS photo envelope (heavy-duty mailer) certified mail. The resume is on lovely cream-colored card stock, beautifully formatted. The problem, though, is she is applying for the assistant town accountant position and for the last 10 years, she has been a dog groomer.These are but 10 faux pas you must avoid if you want to write a powerful resume that is enjoyable to read and gets you a spot in the hot seat. Once youve securedan interview, youre one step closer to a job offer.A version of this article originally appeared onThings Career Related.Bob McIntosh, CPRW, is a career trainer who leads more than 15 job search workshops at an urban career center.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

Leadership presence for women is it really any different

Leadership presence for women is it really any differentLeadership presence for women is it really any differentI have been speaking on the topic of leadership presence for several years, but only lately created a program designed for women and the question I get most often is, Why focus on women? My answer is, as they say in the commercial, Because were worth itFollow Ladders on FliphauptplatineFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more Were highly educated.According to the National Center for Education Statistics, women make up more than56%of college students nationwide.We increase innovation. An economist from Carnegie Mellon found that teams that included at least one female member had a collectively higher IQ than teams that had just men.We make organizations more profitable.The Anita Borg Institute for Women and Technology recently published a paper calledThe Case for Investing in Womendetailing the huge dif ference that women make in the workforce. One of their findings is that in Fortune 500 companies with at least three female directors, the return on invested capital jumped over 66%, return on schlussverkauf went up 42%, and return on equity increased by 53%.But heres the rub. Leadership presence doesnt automatically come with your education, your talent for innovation, or your business results. Instead, leadership presence is entirely subjective. It depends on how others perceive you. Women face unique challenges when it comes to being perceived as leaders. The most pervasive obstacles are Unconscious Bias, the Double-Bind Paradox, and the Imposter Syndrome.Few people would consciously think that a woman cant be a leader. But Unconscious Bias appears in numerous studies. For example, when researchers ask both men and women to draw a picture of a leader, theyll almost always draw a male figure.The Double-Bind Paradox states that as males rise in rank and status at work, they retain (and often increase) their perceived likeability so they can be both powerful and likable. But when women project status and authority in order to advance in the business world - the more powerful they appear, the less they are liked. Catalyst, an organization that studies women in leadership, calls this the dammed if you do, doomed if dont dilemma.The Imposter Syndrome is the fear of being exposed as a fraud, of feeling unworthy of your success. While both genders experience it, a females self-doubt is more likely to negatively impact her career when she doesnt exhibit the self-confidence expected in a leader. For example, internal research by Hewlett-Packard found that women only apply for jobs for which they feel they are a 100% match men apply even when they meet no more than 60% of the requirements.To complicate matters further, women fall into verbal and nonverbal communication traps that rob them of presence. Here are three of those trapsTrap 1 Sending nonverbal submission signalsSometimes its as simple as the tilt of your head. Tilting your head to one side is a warm (pro-social) signal that you are listening and involved.As such, head tilts can be very empathetic and inclusive. But they are also subconsciously processed as submission signals. (Dogs tilt their heads to expose their necks, as a way to show deference to the dominant animal.)Continue using head tilts when you want to demonstrate your concern for and interest in members of your team or when you want to encourage people to expand on what they are saying. But when you need to project power and confidence - asking for a promotion or giving a presentation to the executive team or board of directors - keep your head straight up in a more neutral (and authoritative) position.Trap 2 Looking less than you areHeres how most women sit around a conference table in a business meeting Legs are crossed, elbows into waist, hands together on lap, shoulders slightly rounded. In other words, women con dense their bodies. If you find yourself in this posture, realize that it could be depleting your leadership presence by making you look less confident, less professional, and less powerful than you really are.Confidence and authority are non-verbally demonstrated by claiming height and space. If you are sitting, you can still project power by sitting straight with both feet on the floor (which makes you look and feel grounded), by hooking one arm over the back of your chair, by making more open arm gestures, or by spreading out your belongings on the conference table to claim more territory.Remember, also, that if everyone is seated, standing when you speak gives you instant status by becoming - for the moment the tallest rolle in the room. And if you move around, the additional space you take up adds to that impression.Trap 3 Staying invisibleThe head of Human Resources told me that the saddest comment he hears when executives are evaluating potential candidates for high-level positions is, I have no idea who she is. I think this happens more often with female candidates because we are more likely to adopt a good student mentality in which we believe that if we just keep our heads down and do good work, others are bound to notice and reward us.Apparently, thats not the case.Research with senior leaders in Silicon Valley found that the top criterion for promotion was visibility. One savvy female executive stated it this way Its not enough to be a legend in your own mind. You need to make others aware of your talents and accomplishments.So ask yourself Are the executives in your company aware of your talents and accomplishments?If not, you need to increase your visibility by volunteering for key projects, offering to give presentations, publicizing your teams accomplishments, and taking an active part in your professional associations. You need to broaden and deepen your network and look for mentors and sponsors who will guide and help promote you. Because as gifted as you may be, your leadership presence can only be built by getting out there and letting others see you in action.But back to the original question Is leadership presence for women really any different?What do you think?Carol Kinsey Goman, Ph.D., is an international keynote speaker and leadership presence coach. Shes the author of The Silent Language of Leaders and creator of LinkedInLearnings video series Body Language for Leaders. For more information, visitCarolKinseyGoman.com.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

The Awful Secret of Resume References Page

The Awful Secret of Resume References Page Resume References Page Help Complete a worksheet by means of your work experience and learn to draft it into a resume. When it isnt clear from your resume, you might also want to include details about your relationship with the reference. Also, youll find practical suggestions and examples on the best way to compose a cover letter or an introduction to different resume templates for all kinds of jobseekers. In the same way, brush up on the lingo of the business and utilize it in relevant regions of the resume to describe your abilities and experience. The Nuiances of Resume References Page At time it will become essential to indicate when a specific reference is readily available for a telephone call. Job references shouldnt be included on a resume. Your fruchtwein important reference ought to be the initial one. Formatting your resume references is a comparatively straightforward job. The above provided letter is special instance of high quality so far as professional letters are involved. After you get started sending out your resume, be prepared to get phone calls from employers Its rare an employer will request references in a very first interview, but its possible thats why you need to get them with you. The absolute most recent former employer might be your present employer, whom you might or might not want to understand youre seeking employment elsewhere. The New Angle On Resume References Page Just Released The sample reference page provided here can readily be adapted to satisfy your requirements. Actually, you use the word References at the peak of the page before you get started listing your sources. If you are requested to send references, develop a distinct document rather than placing them directly on your resume. When you must provide references to a prospective employer, the best method to do it is to create a reference page youre able to share with them. Along with eating mushrooms dai ly increasing T cell levels are noted when patients consume a lot of selenium each and every day. In most instances, you dont require a complete street address on a resume. Bear in mind, too, that you require other sorts of references along with supervisors. Dont hesitate to e-mail me with any questions that may have. You might wind up getting a so-so recommendation if a person in your list receives a surprise background check call about you. Possessing a list of references prepared to hand to a prospective employer is one particular approach to demonstrate that you think ahead and are prepared. Besides the aesthetic look of the resume, the information thats included together with the way its written can earn a drastic difference. It isnt hard to use and customizable so you may adjust it to match the appearance and feel of your resume. Additionally, there are various methods by which a work seeker can help their resume to stick out among the crowd. If you are searching for work, then you are going to need references. For instance, if youre going into the work market for the very first time, you may just should list three references. Now that youre schooled on the best way to list reference on a resume, know your resumeand your referencesmay must be altered slightly as you make an application for different jobs. When youre asked for references, you may strategically pick the best people to represent what you would like highlighted for the opportunity, she states. You would like your references to be all set for a call. When you first think about somebody to use as a reference for a work program, you must ask their permission not just to use and give out their contact info but directly if theyd be able to supply a reference as some individuals may prefer not to. For each new job opportunity, you should make certain your list of references is the correct fit. Resume references are a valuable part of any work search. Following your interview, your r eferences could be a fundamental component on whether you get a job offer from a business. Good educational references are from time to time priceless, especially in professional areas wherever your qualifications are a main consideration.

The Dos and Donts of Chronological Resume Example

The Dos and Donts of Chronological Resume Example Depends on your level and a few other conditions, it isnt always such a good idea to use certain resume format. Therefore, if youre going to get retired, and searching for employment, its far better to use other format. The absolute most hard step here is to choose which resume format is appropriate for you. You are likely to get such all set formats for each and every kind of job that you want to apply. Its essential that the information that you provide on your resume is in sync with your LinkedIn profile that is the reason you should make certain that employment dates are the exact same everywhere. Both types of resumes are great and might eventually do the job for everyone the exact same. A chronological resume is simple to read and can highlight career development. The chronological resume is among the most common resume types. The 30-Second Trick for Chronological Resume Example The download link is simply found in t he body of the text (there isnt any download button or image), therefore it can be simple to miss. The next thing you ought to do is determine what sort of resume you should write dependent on the information contained on the worksheet. Consequently, formatting and composing good resumes are as crucial as composing a superb letter of introduction to choose the application. 1 approach to make certain your chronological resume looks good is to use an expert template. The Importance of Chronological Resume Example A Functional Resume or Skills Resume is intended to highlight your abilities and accomplishments at the very top of your resume instead of grouping them below the jobs or positions which you have held as in a chronological resume. Functional format is about highlighting your specific skills that match the skill set needed by the recruiter. Language and style needs to be easy and short. The Number One Question You Must Ask for Chronological Resume Example In such sit uations, your previous work experience might be a hindrance for the new job. In general, the best method to choose which sort of resume format you should use is dependent on your experiences and the period of time youre prepared to put into each resume. Its cool that youre trying to find a job to have some money, but you need some issues with resume. When youre working at your existing job youre not stressed, seems like everything goes smooth and with no troubles. Chronological resume samples may be used for all levels of professional, in an assortment of sectors and adapted to the requirements of each candidate as the applicant must simply finish the sections that are acceptable for them using their private information. Resume examples are able to help you see what type of content you should have in your document. Building a functional resume can be fascinating whenever you have the most suitable guideline to follow. Employing a resume template is getting an acceptable and s mart practice for numerous explanations. The samples are a breeze to personalize and hence save lots of time of the user. For some folks, obtaining a resume sample is merely like a template as it may be used as guide for both design and content. What You Should Do to Find Out About Chronological Resume Example Before Youre Left Behind Nowadays the chronological resume becomes increasingly mora attractive for graduates that are hunting for employment. Mastering how to make a great chronological resume is crucial for individuals that are seeking for work. If you truly are curious in regards to the job, be sure you tailor your resume towards the job description. Obviously in the event you know what type of job you want, it is going to be simpler to create your resume. Its also suitable if you are searching for the same kind of job or whether youre looking work in company that has the exact same business with your present business. Its more forward-looking and professional to spe ll out about how your prior job has supplied you with relevant working experience. For instance, the administrative assistant resume heres a great case of a resume thats clearly structured. Resume is a document thats thought to be the very first step to a thriving career. In addition, in the event where ones brde job reference wasnt the best one, an individual might need to select the aid of a functional resume template.

How Hospitality Hiring Managers Can Slash Turnover Rates - Spark Hire

How Hospitality Hiring Managers Can Slash Turnover Rates - Spark HireHigh turnover rates are detrimental in any field, but are particularly damaging in the hospitality industry, where experience and relationships with clients go a long way. If youre a manager in this field, youll want to spend time thinking about what you can do to retain your most talented kollektiv members. Here are some highly effective ways to slash turnover rates and keep the day-to-day happenings within your organization smoothThink about who youre hiring in the first distributions-mixIt takes a special personality schrift to excel in the hospitality field. The person must be outgoing, customer-focused, patient, and energetic. Because a certain personality type is required, its even more important that a hiring manager actually considers the person theyre hiring and not just the resume theyre looking at.While its wonderful to bring someone with years of experience on board, you also want to verify that this ind ividual is going to represent your organization well. How will they treat clients? Will they really make it a point to learn the area so they can recommend restaurants and activities to guests? Will they take pride in your company? Ultimately these traits matter just as much as experience and training, as this kind of pride and dedication cant be taught.Understand that your employees are people tooThe hospitality industry can be demanding thats no secret. Employees are often asked to work long hours, and may be scheduled to work during holidays. Because of the level of commitment required from staff members, a manager must be sensitive to employees needs and desires. Its easy to forget that employees can get worn out, but paying attention to this prevents burn out from occurring and can drastically reduce turnover rates. Of course you need your team members present and working hard, but realize that allowing them time to be with their families and participate in hobbies and interest s outside of work leaves them refreshed and more excited to work.Make the environment a rewarding place to workEmployee engagement is a key requirement in order to reduce turnover rates. To keep your team members engaged and excited, youll need to create a dynamic and energetic workplace. This includes giving them incentives to keep them focused on their performance. If your company has opened a new property in an exotic part of the world, for example, why not put together a contest where your top talent gets to visit the new property? Maybe theyre selected based on sales, or perhaps it comes based off of reviews from guests. Either way, this kind of incentive is enough to keep your entire team motivated and excited when they come into work each day.Take employee suggestionsParticularly when youre managing a large property, its easy to lose track of the details involved in making that place a pleasant place to visit. For this reason, youll want to rely on your employees to keep you informed. Theyre deeply involved in the various areas of the property every day and probably have a strong sense of exactly whats going on. By taking these suggestions seriously you can drastically improve your business. Additionally, when team members know that their voices are being heard, theyre more apt to be invested in the organization.Image Jakub Jirsak/Bigstock.com

5 Interview Questions for Discussing Work-life Balance

5 Interview Questions for Discussing Work-life Balance5 Interview Questions for Discussing Work-life BalanceFor job seekers, finding a company with a great work-life balance is a high priority.You want to find a job that fits your professional experience but doesnt leave you without time or energy for other activities.Asking these questions during your interview helps you discover your work-life balance expectations.1. What does your company do to improve or maintain its employees work-life balance?This is a good question to open up a discussion about what benefits and programs are in place to support work-life balance without putting too much focus on just benefits. Positive sign Discussion of benefits, programs, and policies that encourage and support work-life balance in employees.Some examples of work-life focused benefits include flexible schedules, unlimited PTO, wellness/health incentive programs, and mental health support.Any program or policy that supports employees health a nd happiness are usually signs of healthy work-life balance.Negative sign If the hiring manager seems to freeze up or become uncomfortable with discussing work-life balance, you know the answer.If work-life balance is essential to the company, they would be open to discussing it in the interview.2. What does a typical day in this position look like?This question is a good way to judge your daily responsibilities, how your team functions, and how long a typical workday is.Positive sign Your daily responsibilities should be clear and understandably laid out.The workload on your team is balanced, and the structure is easy to understand.The work hours are regulated or fair considering the role.Negative sign If your interviewer cant give you specific details on your daily responsibilities, this may be a warning sign that the company is unsure of what your role will be.If the work hours seem long or unbalanced with the position, work-life balance may not be a priority for this company.3. What is the company culture like? What makes it unique?Company culture is a critical part of work-life balance. A company focused on good work-life balance will have a culture that employees enjoy and are supported in.Asking what makes this companys culture unique will give you a clearer picture of what this company is doing to stand out.Positive sign Good company culture will be clearly defined, support employees, and encourage growth and development.They may offer employee get-togethers, encourage career development, and support employee health.Any mention of benefits, programs, support, and growth are all signs that the culture is positive and supportive of work-life balance.Negative sign Vague, non-specific descriptions of company culture is a red flag.If your interviewer cant give you one example of what makes their culture unique or has nothing positive to say about the culture, it probably isnt going to be a good fit.4. How is employee success measured? What is the process fo r employee feedback?Examining how a company measures employee success and handles employee feedback is an excellent question to judge how you will be supported in your role.Positive sign Defined policy for measuring and rewarding success. Clear process on how your feedback will be handled.A company that values work-life balance will appreciate your success and will have a process for how you are encouraged and rewarded for meeting and exceeding goals.Likewise, your feedback should be valued and implemented to improve processes.Negative sign If the hiring manager doesnt have a process for measuring your success or doesnt put a priority on employee feedback, be warned that it may not be a good fit.5. What do you enjoy about working here?While your interviewer can tell you all about the company culture and what they offer, the best way to get a sense of the company is by asking for their opinion.Positive sign Your interviewers answer should be happy with clear examples of why he or she enjoys working for the company.Specific examples of the work, the company, or the culture are good signs of a great company.Negative sign Vague or non-specific answer without any passion or interest. Any open hostility or negative comments is an immediate red flag.

How to Decide if a Job is a Good Fit

How to Decide if a Job is a Good FitHow to Decide if a Job is a Good FitWhen you are searching for a job, its important to consider more than just the job itself. The job, of course, is important, but its a good idea to review more than just the paycheck and the job responsibilities. It doesnt matter how good a job it is if youre elendlage going to be happy doing it. Your goal should be to secure a position which fits nicely with who you are as a person and with your lifestyle. When the job is as close to a perfect match as it can be, it will mesh with both your personal and professional aspirations. How can you tell whether the job is a good enough match to apply for and, even more importantly, how do you know if you should accept an offer for a job? Although there are never any ironclad guarantees, following a thoughtful process can increase your chances of making a sound decision. Different Factors to Consider An important first step is to develop a list of what you are lookin g for in a job. Everyones profile for a desired job will differ, but here are some factors to consider as you compile your list Job Content Your satisfaction with a job will be determined in large part by how stimulating the daily tasks are for you. Even the highest paying or most prestigious job can get old quickly if you dont enjoy the work. Ask yourself if the tasks involved with the job will engage the skills you enjoy utilizing so you will be energized by the work and more likely to succeed in the position. Make a list of your most important skills and circle the ones which you have most enjoyed applying to past jobs, volunteer work, activities and academic projects. As you read the job description and discuss the position through the bewerberinterview process, gauge how well the job matches up with the list of skills you prefer using. Salary Even what sounds like the best job can fall short if you are unhappy with your level of compensation. Be aware of the level of income an d benefits which you need, want and deserve. Research salary averages for your field and location so you know the going rate. Finding out that you are underpaid compared to your peers after you start work can be demoralizing. The Boss Think about the ideal manager for you and carefully evaluate the person with whom you would be working in a target position. Consider factors such as whether you prefer a hands-on boss or one who will leave you to work very independently. Ask prospective colleagues to describe the management style of your possible supervisor and look for both verbal and non-verbal cues about how the individuals personality would blend with yours. Think carefully about accepting if you dont like the person who would be your manager. Opportunity for Advancement If you are interested in moving up within your field, then you will want to determine how and when you could be promoted at your target employer and what those positions might be like. Investigate the average sal ary increases for promotions. Location For many individuals, where the job is located can be of great importance. Proximity to the arts, culture, recreational activities, mountains, the ocean, family, friends, and good schools can all be factors. The length and nature of ones commute can influence how palatable a job will be as well. Mission of the Organization Make sure that you can embrace the goals of the prospective employer or at the very least are not alienated by the products and services supplied or the way business is conducted. For example, a person whose primary values center on advancing the public good will probably not be happy working for a company that produces tobacco products regardless of how well the job and salary fits them otherwise. Culture of the Organization For many workers, an important component of how they feel about their job is how well the culture of the employer blends with their values and lifestyle. How formal or informal is the dress code? Does th e organization value innovation? Do decisions flow from top management down, or is the process more democratic? Is work/life balance encouraged or are employees expected to work 60 hours per week? Is the organization concerned about environmental issues? Do they encourage employees to perform community service? Job Security Factors such as whether an employer is in a growing or declining industry, whether their market share is increasing or decreasing, and the quality of their executive leadership can impact the chances that you might be laid off in the near future. Prestige If you are concerned about how others view you, the status of an employer and a particular job might influence your decision. For example, how would feel about working as a manager for Walmart versus for Macys? Analyze the Job and the Employer Once you have selected your criteria you will have two options for determining how well a job fits your specifications based on your decision-making style. If you are an intuitive type, you might simply review what you know about the position and reflect on how well you feel it meets your needs. Your gut is almost always right, so listen to it if its saying take the job or dont take the job. If you are more analytically or quantitatively oriented, you can assign a weight to each factor in your criteria on a scale of 10 based on how important that element is to you.Then rate on a scale of 10 how much of each factor the job you are considering offers you. For example, if job content has an importance of 10 to you and a particular job offers a level of 8 in job content, then you would assign a total of 80 points for that factor.If salary welchesnt as important 8 out of 10 for example, but the compensation for the job is at a level of 6, then you would had 48 points for salary. You can then add up the score for each of your factors and derive a total score. If you think that score is close enough to the maximum possible score, and the job feels rig ht to you, then it is probably a good fit. In either case, you will want to identify deal breakers or factors which would make any position inappropriate. For example, the commute might be too far, the salary is too low, the boss isnt someone you would want to work for, or the hours wouldnt fit in with your family responsibilities. Dont Be Afraid to Say No (Thank You) I once turned down a job after repeated offers of more money, because the money wasnt enough to overcome what I saw as negatives when evaluating the job. I didnt want to work in the location where the job was or in the work environment that was established by the company. My gut told meno, and it was worth listening to. I got an offer for a better job shortly after I declined the one which wasnt a good fit. If you have any hesitation about saying yes, or if the positives dont outweigh the negatives, think twice before applying. Definitely think twice before accepting a job offer. Its much harder to leave a job that isnt working out than it is to turn it down. When to Say No You dont have to wait until youre offered a job to turn it down. If you have reconsidered after you have applied, its acceptable to withdraw from consideration for the job. You can do that at any point in the hiring process. In fact, even though you may have been a top candidate, the employer will be glad you withdrew before they invested more time and energy in your candidacy. Hiring managers are also looking for the best candidate fit. If you already have an offer, heres how to politely decline it.

These are the 5 best workplaces for women

These are the 5 best workplaces for women These are the 5 best workplaces for women An equal seat at the table. The presence of female executive leadership. Generous health insurance and continuing education benefits. These are just a few of the qualities that catapulted businesses to the top of the list on Fortune and Great Place to Work’s  100 Best Workplaces for Women  in 2017, unveiled today.Surveying more than 400,000 U.S. workers at employers bearing a  â€œGreat Place to Work-Certified” label, the study looked at four primary factors: “Representation,” “Comparison to Colleagues,” “A Consistent Experience within a Diverse Group” and “Key Great Place to Work Metrics.”Employers also  had to have a minimum of 50 female employees to be considered.Among many other findings, 95% of women employed at companies on the list deemed them “welcoming, friendly and places they are proud to tell others about,” and the women at companies on the list also tended to rate them highly if they offered venues for professional development.Unlike for men, who r eported greater job satisfaction the higher up they got in rank, women experienced a slight dip in job satisfaction when they moved from front-line roles to middle management, the study found. In addition, women were five times more likely to consider their place of employment as a potential for a long-term career if they felt that they had been “treated as full team members regardless of position” during their time at the company,  the study found.Even more important to women than salary or benefits, however, was a sense that they were doing meaningful work and making a difference at their company, the study found.So how are companies making the list? Let’s check out the shared qualities of the winners:Here’s who made the list1. Texas Health ResourcesThis non-profit health care company took the top spot, with 77% of their staff made up of women employees and 70% of women in “executive/manager” roles.Salaried employees at  Texas Health Resources make an average base pay of $80,829, while the average base pay for hourly workers is $78,208.While the company doesn’t have childcare services onsite or limitless sick days, it lets employees telecommute, gives part-time workers health insurance, has “domestic partner benefits for same-sex couples” and more.Employees praised the company’s open-door policy to solutions.“Texas Health promotes a culture where the best idea wins - regardless of the seniority of the person who contributed it. I feel free to share my opinions even when they differ from those of leadership, and this has been true since I began my career here,” one staffer wrote, according to the study.Parti-time and full-time workers also have the opportunity to get thousands of dollars in college tuition reimbursement, which the company says it supports because it “helps employees build their academic credentials from the GED through graduate coursework.”Texas Health Resources was also rated #1 on the  Best Workplaces in Texas 2 017 list and #1 on Best Workplaces in Healthcare 2017, among others.2. Ultimate SoftwareThe staff of this IT company is comprised of nearly half women - at 49% - and 42% of “executive/manager” jobs are filled by women.Ultimate Software offers employees the option to telecommute, they can get money back for their college tuition, participate in “compressed work weeks” and have health care coverage of 100%.“Walking into the office feels like walking into Magic Kingdom; the air feels safe, comfortable, and warm, and everyone is happy and smiling,” one employee wrote.Salaried workers receive 25 hours of training on average, while hourly workers get 39 on average. The average amount of money employees got back for their college tuition in the last 12 months is $3,737.Ultimate Software gives employees  massages, free food and car washes and each worker gets “$300 per child per year to spend for their dependent child to participate in a team or extracurricular event of thei r choice.”Among salaried workers, the most popular job is “System Consultant.” For hourly workers, the most popular one is “Tax Analyst.”3. Edward JonesThis financial services and insurance giant  has almost 40,000 U.S. employees, with women making up 63% of its workforce. While only  20% of its “executive/manager” roles are filled by women, one survey recipient wrote that it was far more female-friendly than its counterparts in the financial world.“As a woman, I feel like my contributions are evaluated without bias and I cannot say that was true at any of my previous firms,” the staffer said.Edward Jones doesn’t offer full health coverage (100%), or onsite childcare, but it does offer “compressed work weeks,” tuition reimbursement for employees and allows staff to participate in job sharing.The average base pay for salaried employees is $88,168, and for hourly employees, the pay is $35,706 on average.Salaried employees receive 115 hours of training on averag e, while hourly workers get 27 on average.The company also offers “mentoring,” “career-long development,” and health insurance that covers acupuncture and homeopathy.4. Marriott InternationalThe hotel juggernaut has 741 sites around the world, with women making up 55% of its workforce and 55% of its executive/manager leadership.“The company genuinely cares about putting people first and taking care of associates,” one survey participant said.Eighty-eight percent of employees  say they can take time off when they need to, including for volunteer work - with employees logging more than 722,000 hours at company-sponsored volunteer events in 2016 alone.The company also ranked No. 5 on Great Place to Work’s Best Workplaces for Latinos 2016, snagged No. 7 for a similar list for Best Workplace for African-Americans 2016 and No. 31 on a 2016 list of best places for working parents.5. Cooley LLPThe Palo-Alto, CA-based legal firm earned praise from its employees for featuring a staff that’s diverse and inclusive.“They work incredibly hard, care for their clients, and care for the people who work for them. No one is arrogant or better than anyone else,” employees said. “Our bosses make this a very unique place to work because they are some of the nicest, [most] genuinely caring people you could ever meet. I know that attorneys don’t usually have that reputation, but it is true here and it is remarkable.”The staff is made up of 57% women overall, and 57% of its management/executives are women.They offer up to $3,000 a year for tuition reimbursement, nearly three months paid maternity leave, allow flexible time schedules and pay for backup childcare and offer perks like subsidized lunches and free beverages, as well as dry cleaning, gym subsidies and massages.What this all meansWhen it comes to attracting top talent, companies would do well to take a page from these top performers’ books, according to Great Place to Work.“Fair hiring, pay and benefits are just the table stakes for retaining talented people in 2017. The Best Workplaces for Women stand above competitors by creating trustworthy organizations that eliminate gaps in employees’ day-to-day experience,”  Michael Bush, CEO of Great Place to Work, said  in a statement. “You can see the results in healthy, dedicated teams where all co-workers thrive.”

Chef Charlie Palmer on career switches Focus on the future

Chef Charlie Palmer on career switches 'Focus on the future' Chef Charlie Palmer on career switches 'Focus on the future' They say that the best things in life happen unexpectedly. For legendary chef, restaurateur and television personality Charlie Palmer, that is exactly the kind of thing that happened to him that has led to his dominance in the culinary world for the past three decades or so.Palmer’s journey started with a high school class and led to him to opening his first restaurant, Aureole, on the Upper East Side of Manhattan in 1988. Since his debut, Charlie now has his name on several high-end restaurants splashed across the United States, all the way from New York to Sonoma, California. His success, he says, was all based on figuring out a knack for something and going with that full throttle.Sometimes that lightbulb moment about our best career happens when we are young; other times it can happen when you are in the middle of your own career and aren’t happy with where you are and need a change. Charlie’s story is truly inspirational for anyone who is teeter-tottering on making that ju mp into doing something they know they are talented at, and the results can be quite spectacular.  Ladders: Was the culinary world your first choice of career when you were thinking about what you wanted to do with your life?  Charlie Palmer: I sort of stumbled into this profession. In high school, I enrolled into Home Economics on a dare and not only did I end up enjoying the class but it turns out, I was pretty good at it. When it came time to graduate, I wasn’t exactly sure what I wanted to do after high school but I thought The Culinary Institute of America (CIA) would be a good fit for me. At that time, I had no idea it would lead me to where I am today.It has been almost thirty years since you opened your first restaurant, Aureole. Did you ever think that you would achieve this much success?I never imagined that I would have even half of the success that I’ve had, but I attribute all of that to good old-fashioned hard work. I’m a very real example of the great American d ream. I had a humble upbringing in rural upstate New York and my parents instilled in me very early on that, to get what I wanted out of life, I would have to work hard. Which is exactly what I did.Where does your drive come from that has allowed you to open several restaurants and hotels across the country?After all these years, I am so fortunate to wake up every day with endless passion and motivation for my career, my team and the possibilities for the future.I am and have always been all about progress, which to me, translates to always looking forward and not backwards. I try to stay as busy as possible, whether that means opening a new restaurant, updating menus, or planning an event. I try to make sure that any ideas or projects that I’m working on will move my team forward and creatively challenge them.You have worked with some big icons in the culinary world, notably Julia Child. Was there any particular person, in our out of that world, that gave you the best advice when it came to establishing yourself in your career?I’ve worked with hundreds of talented chefs and restaurateurs, but those that I consider true mentors are Jean-Jacques Rachou of La Cote Basque, Buzzy O’Keeffe at the River Cafe and Leon Dahnens, a Belgium chef that I encountered at The CIA.Do you use that same advice for all your employees or do you tell them something different in hopes that they will be just as successful as you have been?I encourage all my sous and chefs to constantly look forward, keep the momentum and not to dwell on the past. It’s important that they learn all aspects of the business, including front of the house operations. The more you understand about all the components that go into an evening’s service, the PL, the total operation, the more questions you ask, the more you become an invaluable member of the team.What has been the biggest pitfall in your career and how were you able to overcome that?Sure, I’ve had some hurdles throughout my career b ut I choose not to dwell on them. I believe it is what you do in the face of any setback that truly defines a person. All you can do is focus on the future.We all have naysayers in our life, whether they come from a good or a bad place. How have you dealt with these types of people in your life, and have you ever let what they have said truly affect how you approach your career?Life isn’t without its difficulties â€" it is what keeps things so interesting! I believe that my constant motivation and ability to look to the future has ultimately kept me focused and allowed me to not get distracted by any negativity.Finally, what is the best career advice you can give to anyone who wants prosperity and longevity in whatever career field they are going into?  It is simple but the advice I would give is to work hard and learn as much as you can. Be curious and humble and try to surround yourself with good people, both whom you enjoy being around and that you can learn from.

How to Showcase Your Unpaid Work on Your Resume

How to Showcase Your Unpaid Work on Your Resume How to Showcase Your Unpaid Work on Your Resume You've probably done unpaid work at some point in your life. Maybe you volunteered in high school or college at the school putting on events or did something external like mentor underprivileged youth. You may have held unpaid internships. Now out of school, perhaps you volunteer regularly or a few times a year in your community or at your place of worship. Many of you hold positions on local committees or in organizations.While this work is not paid, it's no less important than paid work. Forget about distinguishing between the two when it comes to telling your work history. Think of them as one and the same. If you must list salary on an employment application or it's requested for a federal resume, include that information, but for all other purposes, paid and unpaid work is equal. Below are different types of unpaid work and how to include it on your resume.[See: 8 Ways Millennials Can Build Leadership Skills.]High School and CollegeHere are some examples of external unpaid work you may have undertaken while in school: Internships Volunteering in the local communityHow should you feature this information on your resume? If you've graduated within the last five to 10 years, you should definitely include your volunteer work in the local community and internships on your resume. These should go in the body of your resume if you have a significant amount of unpaid experience or it's at well-known organizations. Include a few bullets to describe what you did in each case and the purpose of your work. If you have enough relevant work experience to forego including details on your unpaid work, you can simply list directly under your main job descriptions your internships with basic details such as title, organization, location and years held.Reflect volunteer work in the local community at the end of your resume under Additional Information with your role and the name of the organization. If you did a significant amount of volunteering or held a leadership positio n with respect to organizing such work, you should highlight it more prominently. One way to do this is to call this section Community Leadership and include a bullet or two about the work you did and the impact it had or was intended to have.[See: The 25 Highest-Paying Jobs That Don't Require a College Degree.]Here are some examples of school-based unpaid work you may have undertaken: Serving on a committee Filling a leadership role in a student organization Mentorship of students Fraternity/sororityHow should you feature this information on your resume? If you're only five years or less out of school, you can put this information directly under Education and your applicable school information. Include specific details of your work and its impact under each role. If you've been out of school for over five years, weigh the amount of your volunteer work and its current significance to your career in order to decide whether it's worthwhile to include.Outside of WorkOnce you're far bey ond school years, you can be more strategic about the portrayal of your volunteer experience. If you hold leadership roles in the community, you may want to create a section after Work Experience entitled Community Leadership and list the details of your roles. For other types of volunteer work, simply list it under Additional Information at the bottom of your resume; include the organization and your role. If you haven't volunteered for an organization within the past few years, it probably doesn't make sense to include it.[See: The 25 Best Social Services Jobs of 2017.]Taking Time OffThere are many reasons for taking time off work â€" having children, caring for elderly relatives, dealing with an illness, etc. If you've taken on volunteer work during this time (anything from work in schools to religious organizations), include it as you would any job under Work Experience. Be sure to put together a few bullets to describe the work you did and its purpose or impact.Changing Careers ?If you're switching careers to the nonprofit sector or anything that requires a volunteer base, it's even more important to showcase your unpaid work. You might consider putting a Volunteer Experience section directly under your Career Profile at the top of your resume to ensure it's not missed when you submit your application. An employer needs to know that you understand that world in order to break into it.

Posting Job Opportunities Online - HR Onboarding Tips

Posting Job Opportunities Online - HR Onboarding Tips Posting Job Opportunities Online - HR Onboarding Tips Are you convinced that the Internet is the most useful tool for employers recruiting qualified employees? You should be. You can post jobs online and use the Web for recruiting. Even a job posting in the classified section of your local newspaper is likely to produce mostly electronic resumes and applications these days. Easily customizable, free, and paperless, why wouldn’t prospective employees apply online? You can post jobs online and reap the benefit of the many potential employees searching online for jobs. Make the online world your recruiting partner; these are the best ways to post jobs and recruit online. Post jobs on your company or organization website and at your company pages in social media. Place the link prominently on your home page. Your job posting will attract candidates who are interested in your mission and vision as well as your open jobs.Make the recruiting portion of your website communicate your company culture, the reasons why a prospective employee will want to choose your firm, and specific instructions on how to successfully apply for your posted jobs.Your company website posted jobs are also featured on online job search sites. Indeed.com, for example, is a search engine for jobs that drives job searchers directly to jobs on corporate career websites, employee recruiting job boards, online newspapers, blogs, and association websites.Opportunities for employers to post jobs online at social media sites are also growing daily. Dont miss the opportunity to place your stake in the ground where active and passive job searchers mingle. Recruit through online social media sites. As the power and reach of sites such as LinkedIn, Facebook, and Twitter expand, so does their facility as an online resource to recruit employees. Each offers employers methods to recruit and hire employees, but the true power of their reach may rest in your ability to tap into the power of your satisfied employees and their online networks.With an involved population that exceeds the number of people residing in the US, Facebook postings about jobs and products by employees and customers reach millions in employee online networks (friends) on Facebook.Social media job posting opportunities are becoming one of the best ways to find employees online. You can post jobs online at LinkedIn on your company page. Facebook also offers company pages where you can post jobs and focus on disseminating news about your company and your work environment. Apps available on Facebook automatically post jobs that are drawn from your website. You can auto pos t to Twitter, too, using sites like Tweet My Jobs.If you think you cant do it, look around you; you probably can. The innovations for employer job posting on social media sites are growing. Potential employees, who frequent these social sites, can stay up-to-date on your job listings without ever leaving their favorite site. This is a key tool to attract employees who have identified your company as a place where theyd like to work.And, many additional social networking sites, based on causes, industries, interests, businesses, skill sets, and more, exist. Identify the social media and networking sites that cater to people in your industry, and that attract people with the skills you need and participate. Each has its own protocol, which you can learn, to source great candidates online. Post jobs in the classified section of your local newspaper; the paper likely has an online partner. No, classified advertising in local newspapers is not dead. It has changed. Still, an opportunity to fill many positions, especially local jobs requiring local candidates, your neighborhood newspaper recognizes the power and reach of the online world.When you purchase a classified ad, you automatically post the job online, at an often reasonable, additional cost - or no additional cost. The Ann Arbor News, for example, has a cooperative online relationship with MLive â€" Everything Michigan  and will allow you to purchase online postings and combination online and paper postings. Additionally, many local newspapers and regional papers offer the opportunity to post jobs online for a local or regional audience without purchasing a print classified.  One advantage to the online job posting is that space is not an issue - you dont pay by the column inch which allows you to fully describe the posted job opening. CareerBuilder.com powers the online job postings for more than 1,600 partners, including over 100 media sites, America Online, and MSN.Post jobs on college and university boards that serve alumni. While these jobs are typically listed through the institutions main career services channel, the college may have special services for alumni job searchers and employer recruiters. Especially for jobs requiring degrees, you’ll locate qualified, often local, candidates.Almost all colleges and universities have some kind of career services office that allows you to post jobs online. They maintain contact with their alumni and are likely to assist alumni to job se arch over the course of their careers.Additionally, they may offer employer connection services that make recruiting their alums easier for employers. The institution from which you are recruiting may also maintain an alumni LinkedIn group where you can post jobs for free.Focus your recruiting attention on colleges and universities that graduate candidates with the degrees and skills that your company needs. It may pay you back in excellent recruits to develop a relationship with the alumni career services staff. Post jobs through your local college or university student career center and maintain relationships with university departments that specialize in your needed skills. Many offer free job postings and feature, local candidates, especially for beginning career positions and internships. Others have partnered with online services.You can focus on colleges and universities that offer degree programs that qualify their students for your available jobs. Or, focus on local campuses that have students who may want to remain in your area. Colleges are dedicated to helping their students obtain employment; often a deciding factor when students choose their college.Get to know and develop relationships with professors and others in the departments that graduate your desired candidates. Your insider relationships and information may allow you to attract the most desirable grads.They also assist you to land high-quality interns - students who may eventually become your most treasured employees. And, you get to try them out before you purchase their long-term services, an opportunity that savvy employers recognize is one of the key advantages of their internship programs. Use Job Search Engines to help job applicants notice your company and your online job postings. For example, Indeed.com offers opportunities for employers to pay to have their job listings stand out. Employers avoid the cost of posting jobs online on multiple sites that then must be monitored.Linkup indexes a companys website daily to offer applicants an opportunity to apply for your newest, often unadvertised jobs, directly through your company website. This enables employers to receive online job applications that meet your specific requirements.SimplyHired  lists employer jobs for free and offers a pay-per-click option that allows your jobs to stand out from the pack. Their relationships with all of the major social networking sites give your open jobs wide distribution.Stay in touch with the world of job search engines. New sites proliferate and, depending on your requirements, may help you meet your recruiting needs. Post jobs on commercial Job Boards such as Monster, CareerBuilder.com for general jobs, and CoolWorks.com for seasonal jobs. While their massive reach will bring you quantities of resumes from unqualified candidates, the occasional applicant gem exists as well. (I once found a well-qualified CFO through Monster.com.) Because these job boards are known to all job searchers and have a huge reach, they attract applications from most online job searchers.Their cited pricing is rarely the best price. Look for deals on the website or contact a sales agent. The sales agent will stay in touch with special offers for both posting jobs and search the job site’s resume database. You can save hundreds of dollars over listed prices.More and more specialized job boards are entering the market. Depending on the qualifications required from the employees you seek, specialized job boards may be a better option for your online job posting than the big sisters in the online space.Specialized job site s, such as Dice.com, target key employee skill sets or areas of expertise such as technology that your company may need. You may decrease the spam of hundreds of unqualified resumes in your inbox using more specialized job sites. Post jobs at professional association websites. The job postings are often low cost or free, especially for members. Your local chapters are almost all online and local candidates will view your job posting at the local association site before they will see it at the national website. Make spending decisions based on this recommendation.In the same vein, post jobs in industry-related or industry-serving online or email newsletters. The candidates you attract will generally have experience in your industry but may be national and look for relocation expenses paid. Depending upon the ability of your region to attract job searchers, this may or may not be a good strategy for you. Post jobs with your state Workforce Development organization, through your state department of labor. They appreciate employer job postings. Click on the map to select a state or choose from the list for the Department of Labor/Employment Security Commission/Job Service Office in your state. In Michigan, employers can post jobs with the Michigan Talent Bank through Michigan Works. Youll find multiple options for both posting jobs online and recruiting candidates.Post jobs and job descriptions in emailed messages to business associates and colleagues. Seek candidates for your jobs. Referrals from people you know are usually good candidates because someone you know is vouching for them.Many employers maintain customized lists of personal and professional contacts, and when they have a job available for which they seek referrals, they contact their mailing list members. Looking to the Future: Recruiting and Job Posting Online Options for online job posting and recruiting change daily. Just researching and staying on top of employer options during the past five years has been a daunting task as the online recruiting world changes daily. I expect that online recruiting options will continue to multiply as opportunities to match employers with superior candidates are a never-ending quest.

Use this simple trick to take control of your bad boss

Use this simple trick to take control of your bad boss Use this simple trick to take control of your bad boss All day, you have to “take feedback” (criticism) and “pivot” (totally re-do your project) without any real idea why, and with no way to give feedback to your boss right back.A new study by leadership training company VitalSmarts showed what we already knew: discussions on performance at work can be a one-way street. They asked employees about their bosses’ biggest weaknesses â€" the ones they gossiped about with each other, but didn’t, of course, tell their manager. They fell into the following categories: My boss is “overwhelmed and inadequate” (27%) The “poor listener” (24%) The “biased and unfair” boss (24%) The “distant and disconnected” boss (23%) The “disorganized and forgetful” boss (21%) Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!And why don’t employees speak up to their bosses? Well, isn’t it obvious? Because it would offend their manager (47%) Because it would cause their boss to retaliate (41%) They are unsure as  to how to bring it up (41%) Because it would hurt their career (39%) The workplace doesn’t doesn’t support people who speak up (38%) Employees also scored complaints about their bosses that they wrote in for the study, some as terse as “ineffective report writing” to unprintable obscene acts. Here are a few of the stories they told, from the banning of the word “they” to 7 a.m. meetings:“There was a merger several years ago. No one is allowed to use the word ‘they’. It’s rarely intended as a negative slam but in language one sometimes is describing ‘they’ based upon different locations. People warn each other about this but also roll their eyes in frustration.” “We have these weekly team meetings with no agenda and no notes.” “The boss scheduled 7:00 am meetings in response to a request to share more information about what we do with each other and also to discuss the results of our ‘Workplace of Choice’ survey, LOL.”As humorous as these stories are, Joseph Grenny, VitalSmarts co-founder and publisher of several books including the New York Times bestselling Crucial Accountability, says that even though employees can feel like powerless bystanders at work, it’s their job as to speak up.“Our needs and our expectations are always our responsibility, independent of whatever power differential there might be,” says Grenny. “If I have needs, or if I have expectations, then in any type of healthy social situation, it’s my job to express those. I think too many of us are weaned on the idea that in an organization it’s our job to sit there, inert, until the boss signals that it’s safe to express negative opinions or to offer criticism.”Take control of your bossOne trick for giving potentia lly speaking up while giving potentially uncomfortable feedback to your boss that Grenny suggests is giving her a reason to listen, then asking permission to give feedback.“You could say, ‘Hey, there are some things going on between you and me that are making it difficult to get my work done, and I really want to perform in a way you’re going to be pleased with. But there are these barriers, and it’s a little sensitive to bring up â€" but may I do so?'”“So I’ve given her a reason to listen,” says Grenny. “In spite of the fact that this might hurt a little for my boss to hear, perhaps she’s motivated more not just by protecting her fragile ego, but by achieving more, producing more, by having a successful team. So she’s probably going to give me that permission.“So I give her a reason to listen, and I ask permission.”“There’s something profound about asking permission to give feedback,” Grenny says. “It gives the person receiving it a sense of contro l.”You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Five Tips for Finding Seasonal Workers

Five Tips for Finding Seasonal Workers Five Tips for Finding Seasonal Workers Five Tips for Finding Seasonal Workers Training Corner Its that time of the year again, and you need to hire a team of hourly employeesto fill your seasonal hiring needs. As usual, youre multi-tasking and juggling too many projects and cant find the time to start engaging in the hiring process. But the fact is it needs to be a priority, even in the current economy. Keep in mind that you are competing for top talent with organizations across the spectrum, so competition is fierce. So, what is the best approach? There are a myriad of articles and opinions on the subject, and many of them have very helpful advice. In this article, the approach is a straightforward one. What five tips should be top of mind when attracting top talent in your peak business season? Hire your own customers.Really, who best to hire than the people who already know and love you? Although often overlooked, enticing your own customers to become employees can be a fantastic source of seasonal workers. They will most likely have some knowledge of your brand and products and will be excited to talk about them. This is also a fairly easy audience to reach since you can openly advertise in your establishment (whether that is online and/or offline) and you can speak directly to them. An effective strategy could be to advertise your policy to offer employee discounts on your merchandise, which is especially attractive during the holiday season. Start before others.Have your strategy clearly outlined and already be posting positions as early as 3-4 months in advance of your seasonal need. This will only help you build a more extensive pipeline of candidates, and will ensure that you make contact with those qualified candidates before other organizations seeking seasonal workers. Employers and managers who believe that the current employment conditions mean that they dont have to worry about starting the process early will inevitably find themselves scrambling to hire; this will undoubtedly affect the quality of who they hire. Be direct and specific in how you write your job description. This piece of advice does indeed apply to every job description, whether they are seasonal or not. But it is especially important to give as many details as possible when hiring for these types of positions. Be very specific about the nature of the job, the organization, the schedule (flexible or not?), the skills that you are looking for in candidates, even the attitude that you are seeking. Also describe any incentives that the position has. If you believe that the job could lead to something permanent in the future, mention it. The same rules apply to anything that could be construed as negative. If the job has some elements that might not be appealing to some, it is better to make that information available from the start. This way, youll avoid wasting your time and money down the line. To help get you started, check out basic Retail Salesperson Job Description and Retail Store Manager Job Description. Ask existing employees for referrals.Loyal and hard working employees often know like-minded people. Generally speaking, they will be inclined to bring people they would want to work as potential candidates, and that usually translates to strong employees. Why not give them an incentive to do so? Consider starting an employee referral programthat gives them a small bonus at the end of the season for each employee that successfully works throughout the time period in question. Or if you have an employee discount program, how about augmenting it for every successful employee they bring to the organization? Try to think of the current employees you have and understand what might be particularly motivating to them. Attract retirees. Retirees are becoming a more and more attractive option for seasonal work, especially as the baby boom generation continues to enter this milestone. They offer a diverse candidate pool with extensive work experience, one that is generally open to flexible work arrangementsand ever-changing tasks. They are also a group that, health allowing, may return for more than one season, which may not be the case for a large number of college students who will likely move on once they graduate. If youre not already thinking of ways to target this group, start now. Regardless of the economic situation or the state of hiring, finding talented seasonal hourly employees with the right skills is always difficult to do. They will be the face of your organization during your busiest times, so make sure to give this task the attention it deserves.

Getting Close, but No Job Offers 3 Areas to Focus On

Getting Close, but No Job Offers 3 Areas to Focus On Getting Close, but No Job Offers 3 Areas to Focus On As a job seeker, you might say that your job search is going fairly well if you’ve been contacted by hiring managers and you frequently go on job interviews. Even better if you often make it into several rounds of the job interviewing process. And yet, you’re not getting hired- no job offers. It can be completely frustrating to get so far in your job search, but still not hear those precious words: “You’re hired.” In the Fast Company article, “Why You Keep Getting Close But Still Aren’t Landing Job Offers,” you’ll find three areas to focus on that can get you hired. Heres what to focus on if youre getting close but have no job offers: 1. Focus on the company’s culture. In the past, many companies focused on their product or service without much thought for how the company’s brand was perceived by the public. But today, companies are investing big time in their company’s culture and actively recruit talent that will match their culture. Some employers are transparent about their cultures, but others aren’t. So before an interview, do some research to see what exactly the company’s culture is like. This can help you to determine if a) you even want to work for the organization, and if you do, b) you’ll know how to slant your answers to compliment the company’s culture- and make you the top choice for the job. You can even ask questions about the company’s culture during the interview. Here are some Qs to ask: “Why are you proud to work at this company?” “What would you change about the company if you could?” “How is feedback given?” “How is conflict created and how is it resolved?” “How are teams motivated and supported at this company?” 2. Focus on your soft skills. Think about it: If you’re making it to the third round of job interviews, chances are that you and the other candidates being interviewed almost all have the necessary education and experience for the position. So what separates you from the competition? Soft skills. These people skills include your ability to adapt, your communication skills, your teamwork and collaboration skills, as well as your ability to problem-solve and observe. Employers certainly want employees who can do the job, but even more than that, they want to hire people whom they’ll like. The next time you’re answering a job interview question, be sure to bring out your softer side- and showcase your soft skills, too. 3. Focus on your future. If you’ve been close but no job offers are on the table, it makes sense that you would be frustrated. But asking for direct feedback from a would-be employer isn’t likely to happen, since employers are reticent to offer feedback for various reasons (i.e. liability issues). There is a way around this, though. Instead of focusing on the failure (not getting the job), focus on the future- with the same company. An employer might be more willing to offer constructive criticism if he knows that you’re going to use it when you reapply for another position in the company in the future. In essence, you’re taking a negative (i.e. not getting the job) and turning it into a positive (i.e. planning to do what it takes to get hired by the company down the road). It can be hard to go through a lengthy job interview process to not get hired by the company. So take back control and see what areas you can focus on to get hired! Readers, have you been close but have no  job offers? What have you done (or plan to do) to turn it around? Let us know in the comments below!

How to stop being a people-pleaser at work

How to stop being a people-pleaser at work How to stop being a people-pleaser at work The desire to be liked begins early, dating back to when you may have worried that your parents favored your sibling over you, or that your playground best friend would find another pal to swing with. As we wade our way through primary school and university to trek into the workplaces, ready to rise to the top and build our professional reputation, it remains tempting to be a “yes” person..bxc.bx-campaign-1012255 .bx-group-1012255-lyDBLV9 {width: 900px;height: 550px;}

Resume Skills Words Reviews & Guide

Resume Skills Words Reviews & Guide The One Thing to Do for Resume Skills Words Most standard resume formats incorporate a skill section at or close to the bottom of the resume. The placement of your skills section is also a rather important matter to think about. In truth, it might be appropriate to incorporate a more prominent core competencies section at the peak of your resume with in depth descriptions of certain skills if they're absolutely central to success in the desired position. Perhaps your skill set is wholly different. Soft skills are a little bit more vague and open to interpretation. It's also advisable to detail in which you live. Your manager or director does not need to hold your hand as you put together people and objects to be sure the business can offer the appropriate goods and solutions. No matter where you include your skills section on your resume, you can be certain that the hiring manager is likely to find it and definitely likely to ask about doing it. If you're a planner, then you need to rarely miss deadlines. When an individual stays organized, the employer will know they can arrive at the employee at any moment and they are able to give them the information that they seek. Most Noticeable Resume Skills Words There are a couple of different varieties of skill sections and formatting options which you need to think about when crafting your resume. According to her, it's also the reason putting your information just in the header or footer isn't a good idea. Utilizing shor t paragraphs, simple headers, and bulleted lists may give you the additional oomph you want to make an unforgettable resume. Next ensure use of good resume keywords. New Ideas Into Resume Skills Words Never Before Revealed Usage of effectual titles ought to be considered. Resume examples will reveal to you just what type of information is required and the format it is necessary in. Meta descriptions permit you to influence the way your web pages are described and displayed in search success. An excellent description functions as a possible organic advertisement and encourages the viewer to click through to your website. Resume Skills Words Help! Key skills are work-related skills that you want to do a job. Hard skills can be classified in various ways, based on your job title. They are quantifiable and often learned from school or on the job. Soft skills are the skills that are pertinent to every job. Things You Should Know About Resume Skills Words If you adore volunt eering with your favourite politician, that's fantastic. A career change resume example should teach you the way to concentrate on your preceding employment. Your skills are an overview of what you could do for the possible employer if you were offered the work at the moment. Great people skills are an important portion of what makes you such a standout employee who'd be an asset to any company that offers you an opportunity to shine. The Resume Skills Words Pitfall A person's skill set is comprised of an assortment of personal skills that they've acquired through education and employment. Based on your experience level, you might incorporate the previous 20 decades of experience. It's so essential to be sure your soft skills are extremely clearly communicated in the body of the resume. It's wise not to ramble. Facts, Fiction and Resume Skills Words Make certain you're highlighting the most relevant and topical experience essential for the position. An eye-catching docume nt also enables you to stick out from the competition. For example, if you try to apply for a Chinese-English interpreting job, you need to be fluent in both languages otherwise you would not really qualify for the position. Review their About Us page and see whether your soft abilities or attributes are aligned with the business's core values. The Ugly Side of Resume Skills Words There are a lot of ways resume examples can develop into a helpful job interview tool. If you want to make a great impression on an employer looking at bad resume examples are sometimes a fantastic tool for you. Each word on your resume can be a trigger for a question via an interviewer, and you'll often be requested to provide examples of the skills you have referenced. The reply isn't so easy. The Good, the Bad and Resume Skills Words The skills section of your resume shows employers you've got the abilities necessary to be successful in the part. It's vital to make sure your work experience list ed on your resume reflects your abilities. There are a few skills that will be utterly necessary for any successful candidate. Today, the perfect candidate has both soft abilities, a traditional need, together with technological abilities, a modern must-have. The New Fuss About Resume Skills Words Make sure that your email address appears professional. Even in instances where a recruiter may look at a resume the very first time, you would like your resume to be readily found once it's entered in the database,'' she states. Depending on the help of our expert sources, here are a number of broad sorts of skills your resume could include, together with unique approaches to express them. Some resumes are reviewed by many unique employers and don't give them with the information that they are looking for.

The Hidden Gem of Make a Resume Online Free

The Hidden Gem of Make a Resume Online Free Key Pieces of Make a Resume Online Free All you need to do is select the file you need and click on it. If you know a small html, you could even like to conserve the source to disk, add a couple of further tags, and voila! You also receive the choice to select a template from the bunch of beautiful resume templets out there. So make sure you modify downloaded files to you get to coincide with your experience accordingly. It is possible to choose various colours and font. It is normal for users using IE or another browser to download, but possibly annoying in the event you run many downloads at the same time. Select a folder in which you wish to save your download and, once it's completed, your download will start in another window. After starting a download, you will find a dialog box that you may use to pick a location for your file. 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