7 Bad Interview Answers How to Improve Them

7 Bad Interview Answers How to Improve Them7 Bad Interview Answers How to Improve Them When you finally score an interview , it can feel like a huge deal. And to you, it is Its the first big step towards finally getting the job of your dreams. To recruiters, however, its all just a part of the daily grind. After all, professional recruiters often conduct hundreds, if notlage thousands, of interviews per year.Now, thats not to discourage you or suggest that recruiters dont care about you.The point is, though, that they go through the interview process a lot more often than you do - so when you give what you think seems like a well thought-out, unique and interesting response, they may have already heard it a few times that week alone. If you truly want to stand out in their eyes, you need to avoid these clich answers and dig deeper into what kind of information theyre really looking for.But which interview responses are the worst offenders, and what should you say instead? We reached out to a number of recruiters, HR professionals, career coaches and other experts to hear their thoughts. These are the seven answers they advised job seekers avoid at all costs.A Details of your family life, medical history or professional flaws.Why Its Bad Avoid ANYTHING personal that will be held against you in the interview or if you are hired. There are topics such as health and family that the employer should not bring up ( because its illegal. ) You should avoid these things too. Also, dont bring up your shortcomings. If you are invited to interview, the interviewers believe you can do the job. Be confident and believe in yourself, says Devay Campbell, Career Coach at Career 2 Cents .What to Say Instead A narrative that outlines your work experience thus far, why its relevant to the current position, where you want it to take you and, if you have time left, a couple short details that shed light on who you are as a person, such as interests and hob bies.Q Tell me what you know about the company.A Very obvious details, like their industry, or avoiding a straight answer completely.Why Its Bad Failing to research the company that youre applying to suggests to the interviewer that you either dont truly take it seriously, are lazy or just dont have common sense. If candidates are unprepared to answer this question, the likelihood of them securing a position with a company shrinks dramatically, says Dave Lopes, Director of Recruiting at Badger Maps . Even fifteen minutes of browsing their website will prepare the candidate to answer this question adequately.What to Say Instead Describe things like the product/service the company provides, their target market and their business model, among other publicly available, business-critical information.Why Its Bad The answer is too broad - no specifics about your unique qualities, says Laura MacLeod, HR expert and consultant at From The Inside Out Project . EVERYONE should be a team player - so what makes you special? Feels forced and inauthentic, like youre just spouting a parole you think HR wants to hear.What to Say Instead Be specific about HOW you collaborate with co-workers and connect with other departments to produce the best product and WHY you think its crucial to develop these connections and develop relationships . Give examples from previous work experience, MacLeod advises.A I work too hard/Im a perfectionist. Why Its Bad This answer comes from candidates who are trying to share something they perceive as a strength, cloaked as a weakness. Who wouldnt want an employee whose biggest flaw is being too driven or striving for perfection? says Mikaela Kiner of UniquelyHR . The problem is that the candidates who provide this answer are unwilling to admit to their real areas of development. We all have them - I want to talk to people who know what theirs are, and are actively working to improve.What to Say Instead Candidates should be honest. B y the time weve had a few jobs, I think each of us knows what we need to work on, Kiner says. Be ready to honestly share something you need to develop, how you know/whos given you feedback and what youre doing to get better. The ideal answer demonstrates a willingness to be self-aware, and also that youre a continuous learner.Q Where do yourself in five years?Why Its Bad A lot of interviewees say this because they believe it shows a great deal of loyalty and commitment to the company, making them the perfect hire. However, what this actually does is suggest a lack of ambition. Employers dont want to know that you will want to be in the same position five years later, they want to know what you will do to develop yourself and the company, says Steve Pritchard, HR Consultant for Ben Sherman . This is your opportunity to showcase your ambition and drive. Five years is a long time, and to suggest to a eignung boss that you dont see yourself progressing at all in that time shows a di stinct absence of zeal.What to Say Instead Candidates who truly want the job will know a natural progression can occur in that role, but a bit of extra research couldnt hurt, Pritchard says. Research the various departments within the company and see where there may be opportunity to branch out. Explain to the interviewer your goals how would you like to grow within the department? More to the point, ultimately, how would you like to help grow the department and indeed the business? What skills do you possess that help you to achieve this? Naturally, you want your employer to believe you will be a loyal worker who wont jump ship in the next couple of years. At the same time, though, you should be giving them an explanation as to why you are worth keeping for five years in the first place.Why Its Bad You might think this candid answer could come off as funny or refreshingly honest, but make no mistake If you dont give a real reason why a company should hire you, they wont. There are almost always plenty of other candidates for them to choose from.What to Say Instead To answer this correctly, you must do research on the company and have an answer about the things they believe in, new products or initiatives or where they are going, Campbell says. A few better answers? You are a leader in the _____ industry and I want to be aligned with an organization thats on the cutting edge and leading the pack, your mission of ______ is aligned with my personal values , or I am excited that you just introduced (or will be introducing) ______ to the market. You are doing great things and I am certain I can learn and grow here, advises Campbell.Why Its Bad Being passionate does not help you stand out from other candidates , says Natasha Bowman, Chief Consultant at Performance ReNEW and author of the book You Cant Do That At Work 100 Common Mistakes That Managers Make . A more unique, appropriate response would be to specifically align your background with that of the organization.What to Say Instead Demonstrate your passion by discussing quantifiable results youve obtained for other organizations, Bowman says. How active are you in industry trade organizations? What measures do you take to develop yourself outside of the workplace?

Holiday Gift-Giving in the Office

Holiday Gift-Giving in the OfficeHoliday Gift-Giving in the Office*/Read the infographic text.HOLIDAY GIFT-GIVING IN THE OFFICEHow appropriate is it for managers to give their employees a holiday toxikum?46% Somewhat appropriate it depends on the work relationship21% Somewhat inappropriate it can seem like you are playing favorites17% Very appropriate its a must16% Very inappropriate it shouldnt be doneAverage amount managers should spend* $24How appropriate is it for employees to give their manager a holiday gift?48% Somewhat appropriate it depends on the work relationship22% Somewhat inappropriate it can seem like you are currying favor10% Very appropriate its a must20% Very inappropriate it shouldnt be doneAverage amount employees should spend* $20Source Accountemps survey of more than 300 U.S. human resources managers.*The mean amount acceptable to spend 2016 Accountemps. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Types of Insurance Coverage for Fine Art

Types of Insurance Coverage for Fine Art Types of Insurance Coverage for Fine Art Many insurance companies insure artwork, but your choice of insurance will depend on the amount and value of your art collection and also the kind of coverage you want. Types of Coverage There are two types of art insurance coverage that offer protection for a work of fine art: title and property.   Title insurance insures against a  defective title. For example, if the artwork was stolen or looted before you bought it rendering your title defective. Often an insurance company or division specializes in just title insurance. This type of insurance is important for high-value artworks that have passed through several owners or whose history is unclear.Property insurance, on the other hand, is similar to homeowners insurance as it insures against theft or damage. If you have a regular homeowner’s or renter’s insurance policy, you might be covered up to your policy limit per item minus a deductible. For valuable art, you probably need a separate add-on floater to specifically cover it. Most insurance companies offer these floaters to supplement a policy. If you have a significant piece or collection of art, however, you would likely be better served by a policy underwritten by a separate fine art insurance company. Fine art insurance companies cover a wide range of art, from artworks to antiques and from personal art collections to museums and businesses, including the works of artists in their own studios.  The brokers at these companies are specialists who understand fine art and how to protect it. Even then, ask questions. Find a broker who understands the specific type of art you have. What to Insure Against When discussing your policy with your broker, make sure it covers a variety of situations that could affect your art such as fire, natural disasters, theft and damage from accidents at home and during transit. You also want coverage if you loan your art, such as for display at exhibitions. You probably want a policy that covers both replacement, which covers the art if it is stolen or completely destroyed, and restoration, if there is partial damage that can be repaired. Another consideration is whether or not the insurance policy will reimburse you for lost value, such as if a required repair reduces the market value of your piece. Most experts recommend insuring art for its replacement value, not for the original cost. This involves getting your art appraised on a fairly regular basis, from once a year to every few years, depending on the nature of the work, because the value of art can appreciate over time. Ensure the appraiser knows that the appraisal is for insurance purposes. Of course, one-of-a-kind art pieces that are stolen or destroyed can’t be replaced; the Fine Art Insurance company says that the chance of recovery of art after a theft is less than 10 percent. But you do want to be compensated for your loss. Required Documentation Insurance companies will want to see documentation of your ownership, an appraisal, receipt of your purchase, and photographs of the work. You also should provide a record of ownership if the piece has passed through several owners, which is known as provenance. The more official documentation you have, the better, when it comes time to file a claim.

10 things the greatest leaders all have in common

10 things the greatest leaders all have in common 10 things the greatest leaders all have in common I’ve posted a lot about  effective leaders.  Looking back, what patterns do we see?1. Know the power of feelingsLeaders who just focus on results don’t do nearly as well as those that also pay attention to relationships.Via  Social: Why Our Brains Are Wired to Connect:Zenger found that if employees rated a manager as very high on “focus on results” (that is, one’s ability to get things done effectively), there was only a small (14 percent) chance that the manager would be rated among the top 10 percent of leaders overall. However, if  in addition to “focus on results,” employees also rated the manager’s ability to “build relationships” very highly, then the likelihood of that person’s being rated as a great leader overall skyrocketed to 72 percent.Paying attention to employee feelings matters.What’s the difference between exemplary and good employees? They care.What strategies really improve organizations?  Research involving 400 people across 130 companies ca me up with a simple answer:You must change individual behavior by addressing employee feelings.Via  Switch: How to Change Things When Change Is Hard:…the core of the matter is always about changing the behavior of people, and behavior change happens in highly successful situations mostly by speaking to people’s feelings.(More on being a well-rounded leader  here.)2. But be tough in a crisisThe one time people definitely want a take-charge, decisive dictator is during a crisis.Via  Bold Endeavors: Lessons from Polar and Space Exploration:…crew members expected leaders to make decisions regarding emergency matters as quickly and autocratically as necessary under the circumstances.(More on balancing toughness with warmth  here.)3. Know what makes employees stay and leaveEmployees are made happy by achievement, recognition, the work itself, responsibility and advancement.They are most often made dissatisfied by policies, supervisors and work conditions.(More on building great team s  here.)4. Judge people by what they’re good atIf you want people who are competent at everything you’ll end up with a team of mediocrities.Better to get the best person in a discipline and support them with others who can compensate for their weak spots.Via  The Effective Executive: The Definitive Guide to Getting the Right Things Done:The task is not to breed generalists. It is to enable the specialist to make himself and his specialty effective.  This means that he must think through who is to use his output and what the user needs to know and to understand to be able to make productive the fragment the specialist produces…  We can so structure as to make the strength relevant.  A good tax accountant in private practice might be greatly hampered by his inability to get along with people. But in an organization such a man can be set up in an office of his own and shielded from direct contact with other people.  In an organization one can make his strength effective and his weakness irrelevant.(More from the best management thinker ever  here.)5. Hubris is your greatest weaknessDon’t get full of yourself. That’s the downfall of nearly all great leaders.In my  interview  with Harvard Business School professor Gautam Mukunda, author of  Indispensable: When Leaders Really Matter, I asked him about the biggest mistake  leaders  make:Gautam:       Over time, it’s grandiosity. Eric:    Hubris? Gautam:       Yeah. You live in an environment where everybody constantly tells you how great you are, and you begin to believe it. Eric:     Yeah. Even Machiavelli said a leader  needs people who are going to be honest with them, because everybody’s going to kiss their ass. Gautam:       Exactly…  The CEO of a major corporation, how often does he or she hear the word “no”? How often does someone challenge their basic preconceptions about the world?(More on resisting common leadership errors  here.)6. Culture is what you do, not what you sayCultures are formed by the behavior that is rewarded in a company, not pretty words.So if the top salesperson gets treated like a king - despite how abusively he treats people - congratulations,  that’s  your culture, no matter what’s on slide 47 of the PowerPoint deck.Via  How Will You Measure Your Life?:If you don’t articulate a culture- or articulate one but don’t enforce it- then a culture is still going to emerge. However, it is going to be based on the processes and priorities that have been repeated within the organization and have worked.  You can tell the health of a company’s culture by asking, “When faced with a choice on how to do something, did employees make the decision that the cu lture ‘wanted’ them to make? And was the feedback they received consistent with that?”(More on building a rock solid company culture  here.)7. Know the difference between leaders and managersThe goal of management is consistency and order.The goal of leadership is to motivate and create necessary change.Management is about processes. Leadership is about people’s feelings.Via  John P. Kotter on What Leaders Really DoManagement controls people by pushing them in the right direction; leadership motivates them by satisfying basic human needs.(More on moving from great manager to great leader  here.)8. Know thyselfWhat can you learn from an  Army Ranger about leadership?  Knowing your limitations is key to being a great leader:One company leader, socially was a buffoon and tactically he was a buffoon. But, he  knew  he was a buffoon…  When we got to our site, he said to me, “You’ve got the training to protect this site. I don’t. Protect this site.”  That’s all he had to say. That taught me a very valuable lesson: “It’s okay not to know something.” There are people around you who do know something, and they can teach you. If it’s too grand a knowledge base to pick up right there, put them in charge. Have them report to you.  Put the responsibility on them. If you do that, they will execute that to perfection, and I did.(More on how effective leaders spend their time  here.)9. Convey authority and warmthPeople expect leaders to carry themselves a certain way.  What’s the secret?  Convey authority and warmth.Via  The Silent Language of Leaders: How Body Language Can Helpâ€"or Hurtâ€"How You Lead:When first introduced to a leader, we immediately and unconsciously assess him or her for warmth and authority.  Obviously the most appealing leaders are seen to encompass both qualities, and the least effective leaders are those we regard as cold and inept.(More on how to appear like a leader  here.)10. Inspire by showing people the importance of their jo bsHow do you inspire people? Show them why their jobs are important.Noah Goldstein, co-author of  Yes!: 50 Scientifically Proven Ways to Be Persuasive, reviews a study:Adam Grant, a scholar in the field of organizational behavior, realized that workers often fail to live up to their potential because they’ve lost track of the significance and meaningfulness of their own jobs. He figured that if he could remind employees of why their jobs are important, they might become more highly motivated, and therefore, more productive individuals.What magic do both the speeches of Martin Luther King and the marketing of Apple have that move us to believe and act?Simon Sinek, author of  Start with Why: How Great Leaders Inspire Everyone to Take Action, has an interesting theory:People don’t buy what you do. They buy why you do it… Start with “Why.”(And when all else fails, yes,  nagging works.)Sum upTen things you can do to be like the best: Know The Power Of Feelings …But Be Tough In A Crisis Know What Makes Employees Stay And Leave Judge People By What They’re Good At Hubris Is Your Greatest Weakness Culture Is What You Do, Not What You Say Managers Are About Processes, Leaders Are About People Know Thyself Convey Authority And Warmth Inspire By Showing People The Importance Of Their Jobs Join 45K+ readers.  Get a free weekly update via email  here.Related posts:How To Make Your Life Better By Sending Five Simple Emails6 Hostage Negotiation Techniques That Will Get You What You WantWhich professions have the most psychopaths? The fewest?This article originally appeared at Barking Up the Wrong Tree. 10 things the greatest leaders all have in common I’ve posted a lot about  effective leaders.  Looking back, what patterns do we see?1. Know the power of feelingsLeaders who just focus on results don’t do nearly as well as those that also pay attention to relationships.Via  Social: Why Our Brains Are Wired to Connect:Zenger found that if employees rated a manager as very high on “focus on results” (that is, one’s ability to get things done effectively), there was only a small (14 percent) chance that the manager would be rated among the top 10 percent of leaders overall. However, if  in addition to “focus on results,” employees also rated the manager’s ability to “build relationships” very highly, then the likelihood of that person’s being rated as a great leader overall skyrocketed to 72 percent.Paying attention to employee feelings matters.What’s the difference between exemplary and good employees? They care.What strategies really improve organizations?  Research involving 400 people across 130 companies ca me up with a simple answer:You must change individual behavior by addressing employee feelings.Via  Switch: How to Change Things When Change Is Hard:…the core of the matter is always about changing the behavior of people, and behavior change happens in highly successful situations mostly by speaking to people’s feelings.(More on being a well-rounded leader  here.)2. But be tough in a crisisThe one time people definitely want a take-charge, decisive dictator is during a crisis.Via  Bold Endeavors: Lessons from Polar and Space Exploration:…crew members expected leaders to make decisions regarding emergency matters as quickly and autocratically as necessary under the circumstances.(More on balancing toughness with warmth  here.)3. Know what makes employees stay and leaveEmployees are made happy by achievement, recognition, the work itself, responsibility and advancement.They are most often made dissatisfied by policies, supervisors and work conditions.(More on building great team s  here.)4. Judge people by what they’re good atIf you want people who are competent at everything you’ll end up with a team of mediocrities.Better to get the best person in a discipline and support them with others who can compensate for their weak spots.Via  The Effective Executive: The Definitive Guide to Getting the Right Things Done:The task is not to breed generalists. It is to enable the specialist to make himself and his specialty effective.  This means that he must think through who is to use his output and what the user needs to know and to understand to be able to make productive the fragment the specialist produces…  We can so structure as to make the strength relevant.  A good tax accountant in private practice might be greatly hampered by his inability to get along with people. But in an organization such a man can be set up in an office of his own and shielded from direct contact with other people.  In an organization one can make his strength effective and his weakness irrelevant.(More from the best management thinker ever  here.)5. Hubris is your greatest weaknessDon’t get full of yourself. That’s the downfall of nearly all great leaders.In my  interview  with Harvard Business School professor Gautam Mukunda, author of  Indispensable: When Leaders Really Matter, I asked him about the biggest mistake  leaders  make:Gautam:       Over time, it’s grandiosity. Eric:    Hubris? Gautam:       Yeah. You live in an environment where everybody constantly tells you how great you are, and you begin to believe it. Eric:     Yeah. Even Machiavelli said a leader  needs people who are going to be honest with them, because everybody’s going to kiss their ass. Gautam:       Exactly…  The CEO of a major corporation, how often does he or she hear the word “no”? How often does someone challenge their basic preconceptions about the world?(More on resisting common leadership errors  here.)6. Culture is what you do, not what you sayCultures are formed by the behavior that is rewarded in a company, not pretty words.So if the top salesperson gets treated like a king - despite how abusively he treats people - congratulations,  that’s  your culture, no matter what’s on slide 47 of the PowerPoint deck.Via  How Will You Measure Your Life?:If you don’t articulate a culture- or articulate one but don’t enforce it- then a culture is still going to emerge. However, it is going to be based on the processes and priorities that have been repeated within the organization and have worked.  You can tell the health of a company’s culture by asking, “When faced with a choice on how to do something, did employees make the decision that the cu lture ‘wanted’ them to make? And was the feedback they received consistent with that?”(More on building a rock solid company culture  here.)7. Know the difference between leaders and managersThe goal of management is consistency and order.The goal of leadership is to motivate and create necessary change.Management is about processes. Leadership is about people’s feelings.Via  John P. Kotter on What Leaders Really DoManagement controls people by pushing them in the right direction; leadership motivates them by satisfying basic human needs.(More on moving from great manager to great leader  here.)8. Know thyselfWhat can you learn from an  Army Ranger about leadership?  Knowing your limitations is key to being a great leader:One company leader, socially was a buffoon and tactically he was a buffoon. But, he  knew  he was a buffoon…  When we got to our site, he said to me, “You’ve got the training to protect this site. I don’t. Protect this site.”  That’s all he had to say. That taught me a very valuable lesson: “It’s okay not to know something.” There are people around you who do know something, and they can teach you. If it’s too grand a knowledge base to pick up right there, put them in charge. Have them report to you.  Put the responsibility on them. If you do that, they will execute that to perfection, and I did.(More on how effective leaders spend their time  here.)9. Convey authority and warmthPeople expect leaders to carry themselves a certain way.  What’s the secret?  Convey authority and warmth.Via  The Silent Language of Leaders: How Body Language Can Helpâ€"or Hurtâ€"How You Lead:When first introduced to a leader, we immediately and unconsciously assess him or her for warmth and authority.  Obviously the most appealing leaders are seen to encompass both qualities, and the least effective leaders are those we regard as cold and inept.(More on how to appear like a leader  here.)10. Inspire by showing people the importance of their jo bsHow do you inspire people? Show them why their jobs are important.Noah Goldstein, co-author of  Yes!: 50 Scientifically Proven Ways to Be Persuasive, reviews a study:Adam Grant, a scholar in the field of organizational behavior, realized that workers often fail to live up to their potential because they’ve lost track of the significance and meaningfulness of their own jobs. He figured that if he could remind employees of why their jobs are important, they might become more highly motivated, and therefore, more productive individuals.What magic do both the speeches of Martin Luther King and the marketing of Apple have that move us to believe and act?Simon Sinek, author of  Start with Why: How Great Leaders Inspire Everyone to Take Action, has an interesting theory:People don’t buy what you do. They buy why you do it… Start with “Why.”(And when all else fails, yes,  nagging works.)Sum upTen things you can do to be like the best: Know The Power Of Feelings …But Be Tough In A Crisis Know What Makes Employees Stay And Leave Judge People By What They’re Good At Hubris Is Your Greatest Weakness Culture Is What You Do, Not What You Say Managers Are About Processes, Leaders Are About People Know Thyself Convey Authority And Warmth Inspire By Showing People The Importance Of Their Jobs Join 45K+ readers.  Get a free weekly update via email  here.Related posts:How To Make Your Life Better By Sending Five Simple Emails6 Hostage Negotiation Techniques That Will Get You What You WantWhich professions have the most psychopaths? The fewest?This article originally appeared at Barking Up the Wrong Tree.

What Google for Jobs Means for Your Job Search

What Google for Jobs Means for Your Job Search What Google for Jobs Means for Your Job Search In May 2017, Google’s CEO Sundar Pichai announced the launch of Google for Jobs at Google I/O, held at the Shoreline Amphitheatre in Mountain View, California. The company has been focused on making it easier for everyday humans to gain access to the information and services they use, and artificial intelligence is a huge part of this effort. Heres a quick video intro to Google for Jobs: [youtube https://www.youtube.com/watch?v=4QrRsw0p6Bg] By using Google’s built-in search capabilities, Pichai detailed how the most powerful search engine in the world can now connect millions of job seekers with the nearly half of all US employers that are struggling to find great talent. Currently, job boards are reliant on administrators to add job postings one by one. Many times, they are not search engine optimized and fall off the radar of search aggregators. With Google for Jobs, the company is redeploying many of the tools previously used to match advertisers up with consumers to bring together job leads and candidates. What does this mean for your job search? Google for Jobs promises to create more organic search terms than what the average candidate may be looking for. Things like salaries, career experience, and variations of job titles - things that connect job seekers with hard-to-find jobs in the service and retail industries. So, when you search for a job using the search engine, you will now have advanced classifications to search from. According to an article in CNBC, Google for Jobs will effectively collect and organize countless job postings from the Internet and create a searchable, central database. Candidates will be able to explore job postings by multiple categories, finding the ones that mean the most to them. If you are looking for an entry level job in manufacturing that offers paid training and is on a bus route in Chicago, you will likely find it here. How to get to Google for Jobs There is no specific URL or link for Google for Jobs. To use the service, go to google.com and simply type in what youre looking for. An expandable Google for Jobs widget will be among the search results. Here are some example queries linked to their results: production artist job in memphis marketing coordinator in silicon valley product manager job in new england full stack dev seattle Gain the advantage over other candidates with Jobscan The Google for Jobs update should make job searches more fruitful, but there is no guarantee that ALL available jobs that are a good fit for candidate skills and qualifications will come up. Why? The search engine is still primarily dependent on what candidates actually input. If a candidate doesnt know what specific job title or key phrase to type in the search box or how to filter down their search, they may not see complete results. The software that we carefully developed at Jobscan is part of a multidimensional process that provides an added advantage each time a job seeker runs a resume and job posting through our scanning software. Not only does the software provide analysis that helps qualified candidates optimize their resume to successfully pass through applicant tracking systems and get the attention of recruiters, each new scan also helps candidates discover jobs they might not have found on their own. Jobscan’s Job Matcher tool analyzes all of user’s scanned resumes and job postings, cross-matching keywords with all available jobs listed on Indeed, the Internet’s leading job site. This results in job recommendations based on the user’s actual skillset rather than what they might think to type into a search box. Jobscan also provides in-depth training and career tips to help users be successful with their job search. Real human resource and recruitment pros share insight about what’s happening in the job market. This is a personalized experience that other job boards and job search platforms do not include. Google for Jobs will be useful in your job search, but is just one tool in your toolbox. We expect that it will work in tandem with other job search software to produce even better results.

How to Network Through Twitter to Get a Job

How to Network Through Twitter to Get a Job How to Network Through Twitter to Get a Job When it comes to networking platforms that could help you land that job of your dreams, candidates have a variety of professional and effective options.  LinkedIn is the place to connect with movers and shakers in your specific line of work while job boards such as Simply Hired provide a static online parking spot for your resume to be viewed by potential employers.   Resourceful candidates, however, would be remiss to overlook the value of 140 turned 280 character canvas that is Twitter.  Not just for stream of consciousness loving world leaders, Twitter can be an effective tool in your job-hunting and career-making arsenalif you play your Tweets right, that is. Stay in the Know With leading companies increasingly using the program to communicate with their clientele, Twitter is an excellent platform for researching employers and gaining critical industry knowledge.  From corporate culture to reputation branding, Twitter is a hands-on source of information that could prove useful during your interview and beyond.  Follow companies you’re interested in working for, and across the field as a whole, to stay in the know and keep an ear to the ground for opportunities. Get Out in Front of the Crowd While following the Leader is all well and good, Twitter also provides an excellent opportunity to establish your personal credentials as a critical mind and authority in your area of expertise.  Links to published articles, helpful insight, or even timely and appropriate witticisms are all big plusses for networking and attracting the attention of potential employers.  Retweeting is all fine and dandy, but avoid appearing as if you’re only capable of parroting the opinions of others with original content and thoughts. Show Off Your Expertise Speaking of publishing original content, don’t just think in the immediate or short-term when it comes to creating your Twitter footprint.  Employers will often conduct due diligence on social media accounts before making final hiring decisions on potential candidates.  Expert analysis and insights that are shared via Twitter, even if they are only links to other posts, can go a long way towards establishing your credentials in your field. Having a Twitter feed that’s relevant, professional and shows that you’re interested in more than just clocking in and out of your job can up your chances of landing that job of your dreams. Be Careful What You Tweet Last but not least, when it comes to using Twitter to score a job offer, take a lesson from some of today’s biggest news headlines and steer clear of anything controversial.  While sharing that inappropriate bathroom-humor joke or comparing politicians or public officials to cartoon characters may be good for a short-term laugh, your ability to score a few giggles at the expense of others isn’t going to impress a hiring manager considering your application. Uncouth or unprofessional comments on social media platforms are often areas of risk and liability for employers.  The last thing a modern company needs is their trusted representative creating the next big news cycle PR scandal.  Police your Twitter feed rigorously and keep an eye towards anything that may put off a potential employer less you ruin your chances at landing that job before you’re even in the door. The bottom line is: think creatively when it comes to networking for that job in today’s modern age of social media.  While Twitter is certainly a useful platform for perusing pictures of your nieces and nephews and trading drinking stories with your college roommates, the power of the platform for connecting those with common career paths and skillsets is invaluable when utilized to help locate, apply and even obtain an offer for a career-making position.

6 fun and easy ways to get inspired this summer

6 fun and easy ways to get inspired this summer 6 fun and easy ways to get inspired this summer Longer hours of sunshine, Fridays free from work and an undeniable lift in spirits that are felt through the office. In most industries, summer is more relaxed, laid-back and carefree than any other season. Though the slower pace is welcomed by many professionals, deadlines still apply. So do proposals. And making meetings as requested. Not to mention your sales numbers or ensuring your clients are happy.Many people, even ones who identify as ambitious, struggle to stay focused and on task during this time of year. However, career experts say you can take that free time and fill it with soul-inspiring and mind-enriching habits that will set you up for success once Autumn arrives. Here, easy - and fun! - ways to get inspired right about … now:Brainstorm weekend projectsEven if your only goal for Saturday is to sleep in until 11 a.m. and then take a nap with your fam in a nearby park, it’s worth scheduling something productive for Sunday. The more you keep yourself active through out your days off, the more engaged your mind will be, according to career expert Wendi Weiner. She suggests projects where you can turn up the AC, crank the music and dig in.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Whether you reorganize your home office, clean out the pantry or finally get rid of those old magazines and books you’ve been holding onto, the act of ‘doing’ sets the tone for the following week.Spend more mental time in your question marksWhen you’re jetting off from one meeting to another one, answering emails sitting on the runway before takeoff and otherwise, overworked, thinking critically isn’t exactly an option. However, when work slows down, your mind doesn’t have to follow suit, according to career expert Michael Dermer. Though it can be a scary place for entrepreneurs and executives alike, the gray matter is where you’ll find and source plenty o f inspiration for sunshine days.“Summer hours are the time to unlock the potential of that gray matter. Ask yourself the hard questions about your business. Do I have the right strategy? Do I have the right people? What skills do I have to develop?” he continues. “With the pace a little slower, take the opportunity to unleash your talent and ask yourselves the critical questions that are the key to success.”Get started earlierBy the time 3 p.m. strikes and you can taste the happy hour cocktail that’s waiting for you at 6 p.m., your attention span is well… what were we saying? In an effort to fight against the summer slump that’ll come up, career expert at TopResume Amanda Augustine suggests waking up earlier than you normally would. Even if you wouldn’t classify yourself as a morning person, you can take it step-by-step by waking up 30 minutes earlier than you normally would one week at a time.“You may find unexpected inspiration - and increased levels of producti vity - in the early, quiet mornings,” she continues. “Plus, getting an early start to your day will make it easier to leave the office earlier so you can enjoy those summer nights with friends and family.”Improve and enhance your personal brandIf you’re in the market for a new gig, you probably hear - or um, don’t hear - crickets during the summer. That’s because the job search season slows down thanks to an influx of summer vacations and team members working remotely, according to Weiner. Instead of applying for this gig and that one, she suggests using the months between May and August as the opportunity to freshen up your personal brand.This might be updating your LinkedIn or ensuring your Facebook privacy settings keep your personal info hidden. It could also mean combing through your resume or signing up for an online course to brush up or expand your skills. Sort of like using meditation as ‘me’ time, this is also an investment in yourself - and of course, i n your future.Clean up your websiteSure, you may not have a reason to send a huge amount of traffic to your site this summer - but when your back-to-school promotion opens up? Or when you launch a new product end of year? Perhaps when a client finally signs on the dotted line when they’re back from vacay in Italy? You’ll want to have a savvy, sophisticated dot com to show off. That’s why Dermer suggests diving into your website needs and functionality during this slower period. “Throughout the year, we just don’t get the chance to clean up the things that weigh on us,” he explains. “Imagine if you could emerge at the end of the summer with all the issues you have cleaned up. While others are sitting on the beach, you can be cleaning up the shop.”Take a tripWe probably don’t have to twist your arm to entice you to hit ‘book’ on that flight alert to Greece, Colombia, Australia, the Cape and so on. But if you want another excuse, Augustine says traveling can work wonders for your creativity and fulfillment within the office. “Not only are these new experiences sure to increase your inspiration, but studies have shown that taking breaks from work help you regain your creativity, focus, and motivation when you return to the office,” she shares. Bon Voyage!

Mary Hope Kramer - The Balance

Mary Hope Kramer - The Balance Mary Hope Kramer - The Balance

This is how I learned to get Millennials to stop asking about promotions

This is how I learned to get Millennials to stop asking about promotions This is how I learned to get Millennials to stop asking about promotions When Millennials arrived at my company a decade ago, they fussed over promotions, pay, and responsibilities. They demanded work far out of line with what their capabilities and experiences qualified them for. And they wanted quick wins instead of settling for hard-won rewards.At that time, we had a two-year program that resulted in a promotion to Senior Associate. To our Gen X way of thinking, this was much more fair than what the Baby Boomers put us through - it was twice as fast!But to our Millennials, it was a slow passing of years with nothing to show for it on their resumes.We tried to negotiate and browbeat our younger colleagues into seeing things our way. But that didn’t really put a stop to their demands.Eventually, after a lot of discussion, spinner fidgeting, and commiserating - we caved.We split our program into six promotions over two years - with performance hurdles, title increases and pay bumps every step of the way.We kept the same performance standards, the sam e final pay rate and the same progression towards expertise over time, but the outcome was completely different.We learned that more frequent feedback, better chances for getting ahead, and allowing some self-direction were actually very effective tools for building morale and contributing to the success of our company.Our Millennial employees took each promotion seriously. Graduating from Junior Analyst to Analyst after four months was met with celebration, calls to Mom and Dad, and fist bumps all around.And the truth dawned on us that the accomplishments of each new level of achievement, along with the recognition from their peers, were not, in fact, empty “air quote” promotions, but real markers of success on their career journey. It’s a truism that you get the behavior you reward, and we found that rewarding this tight focus on accomplishing specific levels of mastery, led to a more capable workforce.We learned that our Millennials loved feedback - so long as it was posit ive, warm, and etched on the trophy we had just handed to them.To older generations, this may seem like delusional coddling, but to psychology professionals, it is the most effective type of feedback: feedback that encourages - and delivers - higher performance.Professionally, stressing about your weaknesses rarely pays off - it’s far better to augment and maximize your strengths.As one Millennial explained to me, video games taught this new generation to always be trying to get to the next level. Find the coin, jump the chasm, scoop the reward, and hit a new high score. It’s the focusing on the positive things that you need to learn or do to get to the next level that is a lot more fun than slogging through the drudgery of what you’re bad at.By focusing on what actually works, perhaps Millennials are teaching us something about what really matters in delivering superior performance.Anyway, that was our actual experience - by pushing us to provide more frequent feedback, c ommunicate our expectations more clearly, and closely match positive feedback to the behavior desired, our Millennials made us a better company.And taught us something about the art of management to boot.Have a great week, Readers!I’m rooting for you!

Top 20 Marine Corps Must-Haves for Combat

Top 20 Marine Corps Must-Haves for Combat Top 20 Marine Corps Must-Haves for Combat There are some things Marines with combat experience know to be “ must-haves” when serving in a combat zone. Here is a list of the top items combat-experienced Marines of 3rd Platoon, C Company, 1st Battalion, 3rd Marine Regiment feel are the most important that a Marine should carry in combat, besides the standard issue of equipment and weapons. The list was compiled by Sgt. Clinton Firstbrook, and originally published in the May 2005 edition of Marines, the official magazine of the Marine Corps. Top 20 Must-Haves for Combat 1. Advanced Combat Optical Gun Sight or Binoculars: When youre on post, you can tell what individuals walking down the street (blocks away) are carrying, said Cpl. Michael Fredtkou, an M-203 gunner. The enemy doesnt expect you to see them that far away. 2. Energy Bars: Theyre lightweight, easy to get to, said Staff Sgt. Luis Lopez, platoon sergeant. Plus theyre not as bulky as MREs. 3. Kevlar Cushions: The old (helmet) padding gives you a headache after wearing it for a few hours, said 1st Lt. Travis Fuller, platoon commander. After a few minutes with the cushions on, you cant even tell its there. 4. Elbow Knee Pads: If not for these things, my knees would be completely cut up by now, said Lance Cpl. Tim Riffe, a machine gunner. You can only take so much jumping into a defensive position without them. 5. Personal Role Radio: Communication has been a huge key in our operations, said Cpl. Tyrone Wilson, 2nd squad leader. When my squad was across the street in a defensive position, the platoon was able to let me know insurgents were in the building next to us. Who knows what wouldve happened if they couldnt contact me. 6. Global Positioning System: Im able to pinpoint our location within 10 meters when calling in position reports and medevacs, said Lance Cpl. William Woolley, a radio operator. Well never get lost as long as we have it. 7. Extra Socks: My feet are nice and dry right now, said Lance Cpl. Kaleb Welch, a squad automatic weapon gunner. Ive gone without changing my socks before on three to four day training exercises and I always regretted it later. 8. Gloves: Theyre clutch because when youre climbing over a wall you dont have to worry about broken glass cutting your hands, said Cpl. Gabriel Trull, 1st squad leader. You also dont burn your hands when changing (M-)240 Golf barrels. 9. Baby Wipes: A multiuse piece of gear, said Petty Officer 3rd Class Irving Ochoa, a Navy corpsman. You dont have much time out here for personal hygiene, so its the best alternative. 10.Three-Point Sling: When youre jumping over rooftops you dont want to worry about dropping your weapon, said Cpl. Dave Willis, 3rd squad leader. At any time you can just reach down and grab it. 11. Alice or Day pack: Without these I dont know how Id carry all of my gear, said Lance Cpl. Geoffery Bivins, a SAW gunner. It displaces all of the weight around my body, so Im not uncomfortable. When youre running with 100 pounds on your back, thats important. 12. Night Vision Goggles: Wearing these at night gives you the advantage over the enemy, said Lance Cpl. Marquirez Chavery, a combat engineer. When youre on a rooftop at night you can see everything. 13. Personal Hydration System: Water is one of the things you always need to make sure you have, said Seaman Hugo Lara, a Navy corpsman. Instead of struggling to get your canteens out, the cord is there within your reach. Plus it holds more water as well. 14.Watch with Compass: You get calls where you have to lay down suppressing fire in a certain direction and instead of wasting time to ask which way is north or south, you can just look at your wrist, said Lance Cpl. Lonny Kelly, a machine gunner. Knowing the time is important because everyone pulls shifts for guard duty or standing post. 15. AA Batteries: You use them for your NVGs and handheld radios - both of which contribute to more effective fighting, said Cpl. Bryan Morales, 1st squad 1st fire team leader. You wouldnt want either of those items dying on you, so having a spare set of batteries around is very important. 16. Poncho Poncho Liner: The temperature at night is extremely different from the day, said Lance Cpl. Jonathan Etterling, machine gun team leader. If you dont have some sort of protection at night, you end up freezing because youre cammies are still damp from sweating during the day. 17. Ballistic Goggles: I was the (assistant) driver of one of our convoys and we got hit by an (improvised explosive device), said Lance Cpl. Anthony Johnson, an assault man. Shrapnel bounced off of my glasses, saving my vision. 18. Multipurpose Portable Tool Kit: Its like carrying a combat knife, hammer and screwdriver in one hand, said Lance Cpl. Evan Fernandez, an assault man. Cutting open MREs, cleaning your weapon, tightening screws on your gear; it has a thousand uses. 19. Carabineers: Anything that you might have to grab at a moments notice, you dont want to be digging through your pockets to try and find it, said Pfc. Jason Kurtz, a SAW gunner. With these you can attach anything to your flak and have right at your fingertips. 20. High Powered Flashlight: It does wonders, said Cpl. Chris Williams, 2nd squad, 1st fire team leader. After you throw a fragmentation grenade into a room its difficult to see because of all the dust floating around. No one can hide from them.

20 Companies Committed to Fighting Human Rights Abuses in Their Supply Chains

20 Companies Committed to Fighting Human Rights Abuses in Their Supply Chains 20 Companies Committed to Fighting Human Rights Abuses in Their Supply Chains Today, employees want companies to take a stand on important political and social issue. In a recent study conducted by Harris Poll on behalf of Glassdoor, nearly four in five (84 percent) U.S. workers believe companies have an important voice in proposed legislation, regulation and executive orders that could affect the employer’s business or the lives of employees. From gender rights to environmentalism, companies nationwide recognize this trend and are speaking out about hot-button topics and issues, including human rights. JUST Capital has done extensive survey work on this issue and revealed that the American public cares a great deal about the impact corporations have on human and labor rights. Americans believe that companies should use suppliers that treat workers well, make efforts to reduce child and forced labor, and avoid contributing to conflict abroad or engaging with repressive governments. In its assessment of the over 900 companies from the Russell 1000, JUST Capital tracks their public commitment to respecting human rights in their operations, the implementation of this commitment in their supply chain, their reporting in these efforts. As such, we teamed with JUST Capital to highlight 20 companies committed to fighting human rights abuses in their supply chains who are also hiring. Informed and conscious candidates, this one’s for you! Intel Where Hiring: San Francisco, CA: Hudson, MA; Hillsboro, OR; San Jose, CA & more. What Roles: Senior Director of Programmable Solutions Architecture, Microcontamination Engineer, RTL Integration Engineer, Analog Design Engineer, Operations Manager, Drone Light Show Product Manager, Compiler Developer & more. What Employees Say: “The benefits alone make this company stand out like no other. No other company comes close to producing the future for our kids and the next generations to come. Working there is a life experience everybody should get to have.” - Former PSA Officer Microsoft Where Hiring: Ashburn, VA; San Francisco, CA; Redmond, WA; Washington DC; San Jose, CA; Saint Louis, MO & more. What Roles: Sales Engagement Lead, Software Engineer, Solution Specialist, Datacenter Technician, Program Manager, Business Planner, Solution Spec, Acct Tech Strategist & more. What Employees Say: “Microsoft offers amazing learning and development opportunities. For people who like to operate in a high-powered and fast-paced environment, this is a great employer. For people who are not comfortable with constant change, not so much.” - Former Business Operations Manager Best Buy Where Hiring: Richfield, MN; San Carlos, CA; Richmond, VA; Bee Cave, TX; Brooklyn, NY; Shepherdsville, KY; Vancouver, WA; Martinsburg, WV; Margate, FL & more. What Roles: Sony Experience Expert, Apple Mobile Master, Assistant Store manager, Inventory Supervisor, Geek Squad Technician, Magnolia Custom Home Installer, Web Operations Analyst & more. What Employees Say: “It feels like Best Buy really cares about its employees. Through training, benefits, and personal support, they will be there for you.” - Current Project Team Specialist Freeport-McMoRan Copper & Gold Where Hiring: Leadville, CO; Morenci, AZ; Green Valley, AZ; Phoenix, AZ; Byway, NJ; El Paso, TX & more. What Roles: 2018 Chemistry Summer Internship, Senior Health and Safety Specialist, Mechanic, Underground Laborer, Laboratory Technician, Diesel Repair Employee & more. What Employees Say: “Very large operation with great opportunity to learn different actives related to mine planning and mine operations.” - Current Employee Qualcomm Where Hiring: San Diego, CA; Philadelphia, PA; Raleigh, NC & more. What Roles: Sales Administrator, Design Verification Manager, Customer Engineer, HR Help Desk Support, Contracts Administrator, IT Technical Project Manager & more. What Employees Say: “Interesting work, flexible hours. Opportunity to move around.” - Current RF Systems Engineer IBM Where Hiring: San Francisco, CA What Roles: Watson Health Marketing Leader, Big Data Software/API Engineer, Software Designer, Talent Analytics, Executive Consultant, Research Staff Member, Microservices Architect, Senior Technical Sales Intern & more. What Employees Say: “Flexibility, great benefits (including new expanded parental leave), incredible opportunity to learn and grow, including changing careers, and outstanding and committed colleagues.” - Current Senior HR Partner Nike Where Hiring: Portland, OR; New York, NY; Beaverton, OR; San Francisco, CA; What Roles: Color Designer, Brand Manger, Marketing Operations Manager, Goods Flow Planning Director, Key Account Executive, Global IT Asset Director, Technology Procurement Director & more. What Employees Say: “Nike makes some great products, so the projects are fun and exciting to work on. Great team of people to work with. Campus is a great place to work and has a fun atmosphere.” - Former Retail Brand Manager Apple Where Hiring: Santa Clara, CA: Austin, TX; Toronto; Glen Allen, VA; Cincinnati, OH; Overland Park, KS; Raleigh, NC & more. What Roles: Machine Learning Evangelist, iOS Keyboards QA Engineer, Corporate Security Manager, Administrative Assistant, UI Developer, Display Exploration Engineer, iTunes Fraud Prevention Specialist, Product Analyst, Corporate Recruiter, Financial Analyst & more. What Employees Say: “Working at Apple was truly amazing. From the moment I started the process, I can tell they really cared about my training and development. Great people to work with, great superiors.” - Former Applecare At Home Advisor Ford Motor Where Hiring: Dearborn, MI; Sterling Heights, MI; Palo Alto, CA: Claycomo, MO & more. What Roles: Global Customs Compliance Director, Engineering Specialist, Data Scientist, Marketing Optimization Analyst, Cybersecurity Research Engineer, Business Analyst Content, Occupational Health Nurse, Production Supervisor & more. What Employees Say: “Diverse, Educational, Developmental, Forward Thinking, Great Communications across the Enterprise,Good Salary and Benefits, Work Life Balance.The Company is moving in the right direction, at the right time, for automotive manufacturing in the United States and globally. Great people to work with, engaging and a friendly culture.” - Former Employee General Mills Where Hiring: Berkeley, CA; Rockport, WA; Minneapolis, MN; San Antonio, TX; Reed City, MI; Philadelphia, PA & more. What Roles: Logistics Planner, Integrated Shopper Marketing Planner, Senior DevOps Engineer, Manufacturing Supervisor, Senior Software Developer, Brand Marketing Consultant, Senior Tax Analyst & more. What Employees Say: “This is a company that truly is invested in “doing the right thing all the time”, one of its core values. It is the home of large, iconic brands like Cheerios, Nature Valley, Pillsbury and Betty Crocker and Hagen Daz (outside of the US), but also features smaller natural/organic brands like Larabar, Annie’s, Food Should Taste Good and Cascadian Farms. A great place to work for a global company and learn how to run a business and build brands from one of the very best operators in the industry.” - Current Employee Hewlett Packard Enterprise | HPE Where Hiring: San Francisco, CA; Washington DC; Santa Clara, CA; Plano, TX & more. What Roles: Senior Program Manager, Business Analyst, Enterprise Sales Director, Principal Azure Cloud Architect, Technical Business Analyst, Auditor, Federal Customer Project Manager, software Development Engineer & more. What Employees Say: “The people are the best!” - Former IT Project Manager PVH Corp. Where Hiring: Bridgewater, NJ; New York, NY What Roles: Lead Engineer of Desktop Support, Manager, General Support Temp, Senior Coordinator of Communications, VP of Product & Channel Planning Systems, System Support Analyst, Director of Learning & Development, Recruiter & more. What Employees Say: “PVH’s Corporate Responsibility efforts is one of the reasons I am reminded I stay with PVH Corp. PVH Corp. is truly a company that cares about doing the right thing always. Their commitment to Corporate Social Responsibility is truly outstanding. There is a not a single natural disaster or tragic event that goes on that PVH Corp does not stand up immediately and offer a helping hand. That passion to care for one another is something I see across the halls of PVH Corp. I am very proud PVH associate and I would encourage any friend or family member to work with us and grow with us.” - Current Learning & Development Coordinator Coca-Cola Where Hiring: Tampa, FL; Richmond, CA; Brandon, FL; Carlstadt, NJ; Needham Heights, MA; Alviso, CA & more. What Roles: Production Worker, General Laborer, Odwalla Warehouse Associate, Maintenance Mechanic, Quality Assurance Technician, Fleet Planning Manager, Merchandiser, Temporary Part-Time Production Worker, Manufacturing Supervisor, Retail and Wholesale Buyers & more. What Employees Say: “Global outlook, great diversity, massive marketing competencies, ethical and positive corporate culture.” - Current General Manager VF Corp Where Hiring: Appleton, WI; Alameda, CA; Pleasant Prairie, WI; Culver City, CA; Greensboro, NC & more. What Roles: VP of Strategy, York Designer Outlet Supervisor, Part-Time Sales Associate, Director of Forecasting and inventory management, Design Director, Visual Merchandiser, Senior Project Manager Director of Digital Analytics, Sales Associate & more. What Employees Say: “Great perks! 50% off sister brands; The North Face , Lucy, Vans, Timberland, Nautica to name a few. Advancement within company is good and encouraged.” - Current Assistant Store Manager HP Inc Where Hiring: Vancouver, WA; Houston, TX; San Francisco, CA; Boise, ID; Fort Collins, CO; San Diego, CA; What Roles: Operational Account Manager, Lead User Experience Designer, Infrastructure Security Architect, Big Data Analyst, Global Legal Affairs Process Manager, Manager of Integrated Marketing, Firmware Development Engineer & more. What Employees Say: “Some of the best reasons for this job is you get to approach tons off people. You get to interact with different customers. The working staff is very generous and friendly. They are always there to help you with any struggle you have. I would say that’s the best grocery store you can ever work at for team work experience.” - Current Bagger Bristol-Myers Squibb Where Hiring: Tampa, FL; San Francisco, CA; Princeton, NJ; Devens, MA; Kawaika-A, AZ; Redwood City, CA; New Brunswick, NJ & more What Roles: Associate Director of Analytical Sciences, Process Engineer, Associate Scientist, Associate Director of Product and Strategy, Equity lead, Medical Science Liaison, Oncology Translational Medicine Lead & more. What Employees Say: “BMS overall is a great company. They have excellent values, and encourage diversity and inclusion to the fullest extent. There are some very good scientists and engineers and it is the place to learn about the life cycle of a commercial or late stage pipeline. It is the best place for an entry level person to start their career.” - Current Scientist Hasbro Where Hiring: Renton, WA; Burbank, CA; Pawtucket, RI; Hickory, NC; Plano, TX & more. What Roles: Project Engineer, Senior Digital Production Artist, IT Project Manager, Manager of US Government & Regulatory Affairs, Retail Merchandiser, Graphic Design Co-Op, Commercial Manager, Systems Administrator & more. What Employees Say: “Competitive pay, benefits, and vacation time. Great people and company to work for.” - Current Employee NVIDIA Where Hiring: Santa Clara, CA; Redmond, WA; Austin, TX & more. What Roles: Graphics Architect, Automotive Systems Safety Engineer, Solution Architect, Sales Support Analyst, QA Engineer, Intern, Marketing Manager & more. What Employees Say: “Culture of openness to risk and asking questions, collective problem solving, no blame games. Many smart people, people willing to share knowledge and support the common goals. Remote locations well integrated into the company.” - Current Computer Architect Texas Instruments Where Hiring: Dallas, TX; San Jose, CA; Portland, ME & more. What Roles: HR Business Partner, Sr. Layout Engineer, Production Specialist, Packaging Engineer, Stockroom Supervisor, Process Quality Engineer, Executive Assistant, Contract Administrator, EDA Engineer & more. What Employees Say: “Professional corporate culture, great benefits, solid Fortune 500 company with a respected reputation.” - Former Consultant

The 30-Second Trick for Clerical Resume

The 30-Second Trick for Clerical Resume Another means to show off interpersonal skills is to scan the work listing for absolutely any soft skills it might have mentioned. Listing skills will be able to help you stand out. Skills of a secretary can fluctuate drastically. There are lots of other computer skills, however, that are generally used across all industries which are important for most job applicants to know. Employers want to understand what you could do for them and how you'll be in a position to do it. Make it simple for recruiters to come across all relevant information. Recruiters understand the character of competition. They are familiar with it so they'll know where to look for information. New Step by Step Roadmap for Clerical Resume Most companies require that you give your credit card info. After a time, purchasing a report done by professionals will turn in the very best option, especially because you have to prepare the oral presentation too. Consider the simple fact that the employers might have to read even hundreds of resumes and pick only a single person and make yours a distinctive paper. If you search on the internet for a wide variety of resume samples, you can observe that a few labels, such as education or employment experience are all written in capital, while some aren't. You may often find both systems on computers at your neighborhood library, though you might also be in a position to learn on the work also. Many businesses utilize communication and collaboration tools to aid with productivity. Today, virtually every job requires a fundamental comprehension of computers, and numerous jobs involve intermediate to advanced computer abilities. Finding the correct job is a struggle. In addition, the sort of residents or patients you're going to be working with also has an impact on the skills desired by hiring managers. If it comes to the care and wellness of people, it is going to take more than just skill to acquire the job. If you're asking for a job where you aren't part of the administrative team or whether you aren't applying for a clerical job, look at describing your technology skills in a manner that doesn't look like you're an accountant trying to find a secretarial position. Many administrative support workers have a tough time detailing their accomplishments. If you need a career in the Travel and Tourism industry, you should have the correct personality attributes since you will be constantly dealing with people. Standard understanding of productivity software suites may add value to your resume. The sorts of computer skills employers expect will vary depending upon your career or industry. Even in case you've been keeping up with new abilities and technologies, you might have missed the most recent industry jargon and trends. Finding a job is a procedure that involves several steps and it all starts with your resume. Google Docs is a completely free word processor that you could access online for practice. Any extra computer skills, like the ability to design or edit web pages, would be regarded as a huge plus. Bear in mind that the resume is your principal marketing and advertising tool. Your background should enable you to donate to the requirements of the corporation. Make sure to keep an eye on all your phone calls. You are also going to be surprised how frequently hiring managers become distracted. Furthermore, you can learn more on the topic of administrative careers on Monster. If you've got formal training in record-keeping, office machinery, or company software, make sure you include that! A self motivated worker always eager to undertake additional duties. Volunteer work which you've finished in your free time is crucial, particularly should you held an officer position, but has to be listed as such. If you're planning to change significantly summarize your long work career in one paragraph. The work description posted by the hirer will supply you with the information to learn more about the office clerk position which you're seeking for with the organization. Now, let's see a few examples of office clerk career objective statements that will help you quickly learn to make effective objectives for your resume.

Social Worker Resume Samples - the Story

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Whispered How to Put Shadowing on Resume Secrets

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