Should Recruiters Adopt Text-only Communication Practices

Should Recruiters Adopt Text-only Communication Practices Should Recruiters Adopt Text-only Communication Practices Voicemail 101? I had to look this up.And sure enough, my research came across The Etiquette School of New York, which objects to help foster the ideals of proper etiquette, good manners and civil behavior.The school offers, among many classes, intern training for newly-hired workers, recent college graduates or interns, and one of the areas under its Business Etiquette 101 course is techno-etiquettetelephone, cell phones, speaker phones, voice mail and fax machines.According to a New York Times story, Patricia Napier-Fitzpatrick, the founder of the Etiquette School of New York, estimates that 30 to 40 percent of her clients are millennials. The story quotes Napier-Fitzpatrick as saying that her clients voicemails lack polish.I coach them to be professional, she said. Not to say, Hey, this is Bob, call me, and then hang up. I tell them to say hello, state their full na me and a full message, and I would appreciate a call back, thank you. The story also explains that, according to a 2012 Pew report on the phone habits of children ages 12 to 17, teenagers sent and received a median of 60 texts per day in 2011 versus 50 texts per day in 2009. The story noted that just 14 percent of the age group makes daily landline calls to friends compared with 30 percent in 2009.I dont know any millennials who own (or use) a landline and unless we have something important to say to a relative or close friend, most millennials I know skip voicemails as well.If text is the preferred form of communication among young people today, I wonder if this preference will ever affect the recruiting world. As more and more millennials opt in for texting and opt out of voice calls and messages, will recruiters have to adopt text as the new form of communication when sourcing younger talent?It reminds me of emails. I cannot tell you how many times in college a group I was a part of had trouble with members not staying up to date because the students failed to check their emails. Massive group texts, Facebook messages and apps like GroupMe were more effective for communicating with students than traditional email.Even recently I was surprised when a new acquaintance emailed me about a networking event. She is my age and the majority of people I know my age and younger do not send emails anymore. In fact, about 90 percent of my email communications are business/work-related and have nothing to do with the social aspect of my life or people in my age group.Were seeing email die out among young workers, and landlines have been obsolete. Now with physically speaking to someone via phone taking a backburner to texts and emojis, will recruiters need to change their communication tactics in order to attract younger workers?The Etiquette School of New Yorks website says, Although the spirit of etiquette remains the same, the expression of etiquettethe rules of cond uct which govern social life and our associations with one anotheris forever evolving to adjust to the times.Is there a benefit in understanding how to leave a proper and professional voicemail? Is ones ability to effectively communicate his/her qualifications via phone an important part of the recruitment process, or should recruiters adjust to the times and adopt a text-only communication practice?

6 social good companies changing the world in innovative ways

6 social good companies changing the world in innovative ways6 social good companies changing the world in innovative waysThere are science-backed reasons to get involved in efforts were passionate about - research hasfoundthat helping others through generosity can make us happier and more financially successful.Businesses, too, can reap those benefits throughsocial entrepreneurship, setting out to change the world through innovative thinking.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThese six social good companies are prioritizing the well-being of people andour planetin inspiringly creative ways.TerraCycles Loop program aims to drastically transform the way we ship packagesWaste management company TerraCycle introduced the companys new waste-free shopping platform, Loop, at the World Economic Forums Annual Meeting in Davos in late January.Loop will not just eliminate the idea of packag ing waste, but greatly improve the product experience and the convenience in how we shop, TerraCycle CEO Tom Szakysaid in a statement. Through Loop, consumers can now responsibly consume products in specially-designed durable, reusable or fully recyclable packaging made from materials like alloys, glass and engineered plastics. When a consumer returns the packaging, it is refilled, or the content is reused or recycled through groundbreaking technology.Loop isteaming up withcompanies likeProcter Gamble, Unilever, PepsiCo, Nestle, and more to make this happen. While TerraCycle already helps organizations recycle materials in 21 countries, Loops pilot programis projected tobegin in New York and Paris during spring 2019.Goodr transports excess food to gemeinntzigs, fighting food insecurityThis company delivers surplus food from the businesses that have it to nonprofit organizations and people that need it, all playing into their feed more, waste lessmission.Heres what the process looks like in action businessesgive awaytheir extra food and Goodr transfers it to nonprofits, a process that helps decrease greenhouse gas emissions and boost businesses bottom line. Goodrsdashboardand mobile app also let the businesses keep an eye on the food theyve donated, measure their community impact, and see their real-time tax savings.Goodr has been seeing large-scale results - the company says they have rescued over 900,000 pounds of food, totaling more than 800,000 meals served and counting since officially launching in 2017. They currentlywork withTurner Broadcasting Systems, MetLife Stadium, the NFL, and other major organizations.This food that is going to waste is so much more than just waste, it is power, it is change, it is treasure. It is the ability to feed a hungry child which could be the difference to that child learning in school and passing that test, Goodr Founder and CEO Jasmine Crowesaidduring a 2017 TEDxPeachtree talk. Its allowing our seniors to never have to make a decision between paying for their prescriptions and paying for food. Its seeing a reduction in crimes committed to feed ones family. Its lifting the financial burden off of people that are already living on the marginal poverty line. I believe that this food will give people hope in their darkest hour because this food is social change.Crowe had launched a Sunday Soul program in Atlanta in 2013, which later expanded to Washington, D.C., New Orleans and Baltimore, and hasreportedly given more than 50,000 people food. When a video from one of the serving sessions went viral, commenters wanted to know which restaurants provided the meals, piquing Crowes interest in businesses excess food, and eventually leading to the establishment of Goodr.The 7 Virtues fragrance company helps farmers in war-torn countries make a livingThis Canadian companyuses essential oilsfrom countries rebuilding after war or strife, like Haiti, The Middle East, Rwanda and more, helping local farmers rebui ld and succeed.Founder and CEO Barb StegemanntoldFast Companyin 2018 about how interest in her companys product has grown since the initiative began. Nine years ago, nobody knew what a social enterprise was, shetoldthe publication. Now, I find that people get fruchtwein excited when they hear that a product is helping people, in my case farmers in countries that are rebuilding.Farmers working for The 7 Virtues alsoreportedlyearn as much as 2.5 times the income of the next crop, which gives them the money they need to construct homes and buy their kids school uniforms.First Book provides children with 1000000s of books to enrich their educational experiencesWorkingin more than 30 countries, this company has donated more than 175 million books and educational resources to programs and schools serving children from low-income communities, andparticipatedin the World Economic Forums Annual Meeting 2019. The companyreportedlyimpacts an average of 5 million children yearly, and thousands of instructors affiliated with the group serve American children in need.The head of the organization has offered some important advice about what it takes to start a transformational company. Kyle Zimmer, President and CEO of First Book, shared a powerful lesson she learned at the start of her career I thought I had to have all the answers myself. I dont think I had the humility or the perspective to understand that thats never the game, and that reaching out to as many brilliant minds as you can find is where the real strength is, Zimmertold The New York Timesin 2012. When I startedFirst Book, I was learning about the publishing industry from the ground up. But by that time, I had learned that it really didnt matter if I knew anything. What mattered is whether I could get people to the table who did, because youre never going to know enough.Bombas supplies socks to people who need them the mostThis companydonatesa pair of socks for every pair purchased, and theyve given away more than 15 million pairs so far. The socks they donate to giving partnersare also differentfrom the ones they sell - an anti-microbial treatment ensures they dont need to be washed as often, and reinforced seams and darker colors give them greater durability with less visible wear. This essentially gives them the ability to weather different storms than the average sock.If we build a better pair of socks, we can sell more socks, Bombas co-founder David HeathtoldThe New York Timesin 2016. And if we sell more socks, we can donate more socks.Medic Mobile boosts healthcare services in remote areasThis global health nonprofitseeksto improve health in the communities that are hardest to reach, and provides critical software to aid this process. TheCommunity Health Toolkit featureallows local health workers and volunteers to complete tasks such as enteringdata, treating people at their homes, monitoring the spread of illnesses more quickly, announcing emergencies, and more.By capitalizing on mobile connectivity, Medic Mobile has been able to improve healthcare for more than 8 million people in 23 countries in just 5 years,TechCrunchreportedin 2016.This article first appeared on Thrive Global.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

Marine Corps Humanitarian Transfers

seestreitkraft Corps Humanitarian Transfersseestreitkraft Corps Humanitarian TransfersUnfortunately, for military and civilians alike, difficulties happen in life that require special attention from employers, or in this case the chain of command. Normally, these are the types of life challenges that stop us dead in our tracks and we are forced to deal with these situations. Situations like terminal illness of an immediate family member (spouse, child), sole child guardian seriously ill or passes away suddenly, or other life changing events will like prompt a few different responses from the military members chain of command to assist Humanitarian Transfer, Hardship Discharge, Emergency Leave, or Temporary Assigned Duty. Humanitarian Tranfers Marine Corps Humanitarian Transfers to another duty station or the cancellation of PCS (permanent change of station) orders to permit retention on station are initiated at the request of the individual. The transfer action is for the persona l convenience of the Marine and is designed to solve short-term situations. Such transfers are for the members convenience and there are no entitlements to travel or transportation allowances for the member to return to the old permanent duty station to assist in the movement of dependents or household goods. Travel and transportation allowances will be allowed from the member/dependents location to the new permanent duty station upon receipt of the authorization for the humanitarian transfer. For the purposes of Humanitarian Transfers, short-term is defined as 36 months or less, or date of release from active duty/discharge, whichever comes first. Approvals for retention on station are normally approved for 12 months. Personal and family problems that can reasonably be expected to continue beyond three years from the date of transfer are considered long-term in natureand could constitute a limitation on the availability of the Marine for worldwide assignment. As such, the solution to the Marines problem may more appropriately be a hardship discharge or transfer to the FMCR or Retired List in lieu of being discharged. Program Criteria To qualify for consideration under this program, the following criteria must be satisfied The situation must be of such severity as to present a personal problem that is more severe than those normally encountered by Marines and their families in the course of military service.The hardship occurred or was aggravated as a result of the Marines beginning the initial term of service, or subsequent to the date of the last reenlistment.The Marine has made every effort to solve the personal problem by taking leave corresponding with social service agencies in the locale of the hardship filing dependency applications and registering allotments for financial kooperation to immediate family members seeking legal assistance at the present duty station and seeking medical treatment (including psychological counseling/therapy) for family members at the present CONUS duty station, i.e., Chaplains, Family Service Centers. The problem described must be controlled or resolved to permit the unrestricted assignment of the Marine within the time frame of a normal CONUS tour (36 months).The problem must involve the Marines immediate family and the individuals presence must be required to alleviate or eliminate the hardship. For the purpose of humanitarian transfer/TAD/retention on station, the term immediate family is defined as the spouse, natural or step-children, brothers, sisters, and the Marines or spouses parents. A person who has stood in loco parentisfor at least 2 years preceding the Marines entry on active duty qualifies as a parent for the purpose of this paragraph. Requests for humanitarian transfer will not receive favorable consideration when the basis, therefore, is to assist in farming/mining ventures, personal business ventures, or to attend to personal legal matters. When the Marines presence is requested solely to provide moral support, transfer/reassignment will not be directed. Examples of Normally Approved Requests Requests for humanitarian transfer/TAD/retention on station or hardship discharge generally will receive favorable consideration when the following conditions exist im endstadium illness (life expectancy less than 6 months) of a member of the Marines or spouses immediate family (as defined above), where the presence of the Marine is required.Illness of a member of the Marines or spouses immediate family where the attending physician certifies the Marines presence is required for the well-being or welfare of the patient.No other relatives are capable of providing the assistance necessary to alleviate the hardship.A Marine becomes a single parent as a result of unforeseen circumstances for example, the death of a spouse. Where ahumanitarian transfer is desired, the requested duty station must have a billet vacancy requiring the grade and MOS of the Marine. As a mat ter of general policy, when a humanitarian transfer request is approved, a Marine will not be assigned to a recruiting station, Marine Corps district headquarters, or to small Marine Corps detachments (one for one billet). Where no billet vacancy exists at the Marine Corps activity closest to the location of the hardship, TAD (Temporary Duty) may be authorized up to a total of 6 months, as described below. Temporary Duty (TAD) When possible, if an individuals problem is of short duration, and the requirement for the Marines presence is substantiated by documentation, permissive TAD will be authorized at the Marine Corps activity closest to the location desired by the Marine. Orders to such TAD must be clearly in the best interest of the Marine Corps and may be for a period of not more than 6 months. Any request for an additional period of TAD will advise the CMC (MMOA/MMEA or RA) of the current status of the Marines problem, and an estimate of the time needed to resolve it. Sinc e the TAD is for the personal convenience of the Marine, no per diem or travel expenses will be authorized. Travel-time expended in conjunction with permissive TAD is chargeable as annual leave. TAD will not be authorized by the CMC where the appropriate solution to the Marines problem could be achieved through the use of annual or emergency leave. It is expected that prior to granting a Marine TAD, the individual will exhaust thecurrentlyauthorized leave period in attempting to resolve the problem. For complete information about the Marine Corps Humanitarian Assignments Program, seeMarine Corps Order P1000.6,Assignment, Classification and Travel Systems Manual, paragraph 1301. Also see additional link for Hardship Discharge.

New Years Leadership Development Goals

New Years Leadership Development GoalsNew Years Leadership Development GoalsDecember. For many leaders, its a time to reflect on accomplishments for the year and establish goals for the upcoming New Year.Its also a good time to set leadership development goals, either as part of a formal development planning process or simply because its a proven way to continuously improve as a leader. Leadership development goals should always be specific and relevant to you, the individual leader, and linked to your goals at the workplace, there are most likely a few common ones that most any leader could benefit from. Heres a list to choose from. While all of them are worthy goals, its best to focus on the one to three. Then, once sufficient progress is made, you can always go back and select a new goal or goals. You may also find that many of the goals are related to each other, which is often the case. The key is to pick the one that seems to be at the root cause. For the Upcoming New Year, My Goals Are To Delegate mora.My unwillingness or inability to let go is causing me to work long hours, preventing me from having the time to be more strategic, and is retarding the development of my kollektiv. Ill do some serious self-reflection, or work with a coach or mentor, to figure out what?s??causing me not to delegate.Is it my own ego? Is it a lack of confidence in my team? Once I get to the root cause, I will create a list of everything I do and make hard decisions on what to delegate, who to delegate to, how to do it, and by when. Be more strategic.Being more strategic will help me improve my ability to see the big picture and take a longer range, broader business perspective. Ill learn to step back from the day-to-day tactical details of my business and focus on the why not just the what and how. Be a better listener.I need to learn to pay attention and demonstrate to others that I value what they have to say. Ill use active listening, open-ended questions, body langua ge, and eliminate distractions that get in the way of my ability to listen. Micromanage less(or not at all).No one likes to think of themselves as a micromanager, but after taking this quiz,I realized I have room for improvement. Delegating more will help, but it will be important to give my team members the freedom to do it their way, without me breathing down their necks. Improve my financial acumen.I need to learn how to understand, interpret, and use the numbers to improve my business. Ill start by taking an Excel course, then aFinance for Non-Financial Managers course. Take action on chronic under-performers.Ive been allowing one to two C-player employees to get away with under-performance for way too long. Its affecting my organization, my own performance, the morale of the rest of my team, and Im not doing these under-performers any favors by covering up for them. Be a better coach. For the rest of my team (the B and C-players), I need to spend more time coaching and developi ng them. I need to shift my leadership style away from always directing and telling and learn to guide and develop my direct reports. Ill work with each of my direct reports to create their ownindividual development plans. Improve my work-life balance.My insanely long hours are having an impact on my performance, health, personal relationships, and Im setting a terrible example for my employees. Delegating more will help, as well as micromanaging less practicing mindfulness in all areas of my life will help incredibly. Ill get a handle on where Im wasting time, and shift my focus to more value-added activities. Ill learn ways to work more efficiently and prioritize tasks. Create my own succession plan. Ill never get the promotion I want if Im too indispensable in my current role. Its time to create a succession plan to not only pave my own path but a path for others. Improve collaboration. I need toimprove relationships with my peers. Ill be a better partner, strive to understand th eir goals and needs, and learn to work together to help achieve each others goals. If one of them is underperforming or struggling, Ill offer my help.

4 Reasons Youre Not Getting Promoted at Work - The Muse

4 Reasons Youre Not Getting Promoted at Work - The Muse4 Reasons Youre Not Getting Promoted at Work Youve heard all the advice about how working hard means good things will come your way. Youve been doing that. Long days, nights, and even some weekends. Youre getting it done and going above and beyond, which is, what you heard you have to do to succeed in this hyper-competitive career world. When you look around, though, you notice something awry. Youre not getting promoted or even praised. Youre notintroduced to the managers upstairs or given an opportunity to present to the team. But that colleague of yours, the one who was hired two weeks after you, is getting acknowledged left and right, and the last you heard, hes up for a promotion. Sure, hes a fine employee and a hard worker too, but hes not better or smarter than you.So whats going on ? Whats he got that you dont? The answer might be simple emotional intelligence. EI, as its often called now that its an official buzzword, is the ability to distinguish your own and otzu sichs emotions so that you can manage yourself and your relationships with others effectively. In fact, its been said that possessing emotional intelligence is so important that even if you did everything perfectly in your job, you couldnt be considered a top performer without it.The challenge is that were never really taught this soft skill in school. Its not too late, though, especially if you want to have a thriving and successful career. Here are four key components to emotional intelligence. See which ones you may need to work on. 1. Youre Clueless About YouYoure in a one-on-one with your babo, and shes asking about your career aspirations. Youre not sure. You dont really know where youre headed, or even (gulp) how your skill set can be an asset to the team. In short, youre failing in the self-awareness department. One of your most powerful career tools is exactly that. Knowing who you are, what youre good at, what you need to work on, and how you will use your talents to create success is essential to your professional growth. High levels of self-awareness are correlated to successful performance. In Travis Bradberrys Leadership 2.0, the author notes that 83% of people who rated high in levels of self-awareness are also rated as top performers. Whats more Your overall satisfaction with life increases the more self-aware you are. Think about how empowering it would be to have a productive and insightful conversation with your manager about your key strengths and how youre going to leverage them to help make the whole team successful. An easy way to start building self-awareness is with three simple assessments. Get started by learning about your strengths with the help of Strengths Finder 2.0, your personality type through this ansprechbar assessment, and your emotional intelligence quotient, explained in Bradberrys popular Emotional Intelligence 2.0. In short order, youll soon be an expert on you. 2. Your Emo tions Run AmokYoure having a rough day on the job as it is when a stressful situation pops up. That 5 PM deadline is looming and you havent heard back from the guy in shipping as to whether or not you can commit to the client. You are literally seeing red when your phone call to him goes to voicemail. Beyond frustrated, you explode. It isnt pretty. Your co-workers run for cover. Your boss silently questions your judgment. Instead of managing emotions that crop up in the workplace- like your frustration with shipping- your emotions manage you. Thats going to be a problem come promotion time.When you arent good at managing your emotions in times of stress, youre a liability. If others cant predict how youll respond to provocative situations, itll be hard to recommend you for an advancement. Your boss may not be willing to risk his hard-won reputation in the process.The solution lies within you Tame your inner emotional tyrant. One very simple way is to use the ol count to 10 technique . When youre tempted to explode, take a deep breath, and count before you say anything. In that short amount of time, youll reverse the grip your emotions have on you- or at least lessen it- and youll be able to respond in a calm, professional manner.3. You Cant Read the RoomIn a project meeting youre excited to talk about a new idea you have. But not everyones on board with you. Several people present just dont get what youre saying. Yet, those who try to interject are steamrolled by your presentation. Its clear youre not interested in their ideas. As you press onward, one colleagues brow starts to furrow. Another slouches in her chair and grabs her phone. Others are staring out the window. Youre so deep into what youre saying that you cant even see youve lost the room, that no one is hearing you. If youve ever been in a situation like this, you have some work to do. You arent very good at reading the room. Maybe youve been told at some point that youre not a great listener. Or tha t youre not open to ideas different from yours. If so, your social awareness muscles need work. You must learn to pick up on and respond to the spoken or unspoken cues that give you feedback in the moment. Without this important skill, people are bound to see you as uncaring, emotionally distant, dismissive of their input, perhaps even unapproachable. And if this is the case, no ones going to want to work with you.To up your social-awareness quotient, start with two very simple actions. First, observe. Go to your next meeting with a new outlook. Instead of pushing your agenda and ideas, simply observe. Notice how others respond to whats being said. Work at reading the body language you see in response. Secondly, really listen. Rather than waiting for your turn to speak, focus on what others are saying. Thoughtfully consider their comments before you respond. Ask for clarification when youre not sure. Once you get better at observing, and listening, youll improve your interactions, a nd your reputation, with the team.4. You Struggle with Managing RelationshipsThe only way you get work done is through your relationships with other people. If you think about any part of your job, youll quickly see how much you need others to totally kill it at work. Research shows that 85% of your success will come from your ability to manage relationships, communicate effectively, negotiate conflict, and influence others. People will even buy things from you if they know, like and trust you even if a competitor they dont like is offering a better product at a lower price. Relationships matterBuilding good relationship skills isnt hard, but it does require awareness and intention on your part. And one very simple step is to be open with and curious about others. In other words, ask people questions that show you care about them and that you want to get to know them. Tell them why you do things they way you do. Allow them to get to know you and hear part of your story. Devote a few minutes each day to connecting with others, and youll wonder how you ever managed before. If youre performing at a high level and are seeing results, but youre not seeing opportunities you think you deserve, take a look at your emotional intelligence capabilities- and your colleague whos getting all the great attention and praise. Are yours lacking and his obviously apparent now that you know what to look for? Dont let your weak EI hurt your chances of getting ahead and getting noticed.Photo of two men talking courtesy of Milton Brown/Getty Images.

Who is Worried About It Technician Resume and Why You Should Listen to Them

Who is Worried About It Technician Resume and Why You Should Listen to Them The Secret to It Technician Resume Voluntary certification can be found via many private organizations in nations like the usa. The same is true for apprenticeships. Amazing resumes and portfolios arrive in all shapes and sizes, and thus dont be reluctant to makes yours unique and let employers understand what youre about If youre more experienced, then you dont will need to include as much, as you want employers to pay attention to your experience more. As soon as you create your account, you can look for jobs. Recruiters will be aware of what you can do at the right time of the job posting. Youre great for the job. Accelerating your work search is easy with the proper tools. Below is a synopsis of the national hiring procedure. Recruiters want to learn who you are. Keep in mind that they may not be familiar with tech jargon, so only use as much technical language as you need to show what youre capable of. Your resume should give the recruiter a concept of who you arent just what you could do. You ought to be attentive to their requirements. The perfect way to find a job is via the world wide web. Mechanical systems can break down owing to a range of factors. If youre looking for ideas about how to draft a pharmacy technician resume, the templates mentioned previously are the things which you will need. A resume is only a way to reveal your best achievements that fit one page. You may usually find something with a fast search of the site and nachrichtensendung feeds. Life After It Technician Resume Youre just easing their task. Well, to start with, its most effective to begin with a robust career objective that has to be in sync with the post that youre applying for. When it has to do with creating your resume as a technician, youve got to present your very best shot. The templates mentioned previously would be of excellent help when youre looking for standard expert technician resumes. Receive all the tools that you require to compose the ideal data scientist resume. The cover letter is an important part of your advertising program, she states. Particularly if youre self-employed and writing an independent computer technician resume. If you wish to be a computer tech then you have to learn to create a computer from the bottom up. The expert experience section of our how to compose a resume guide is another outstanding resource should you feel that you still need more help. You should also make bulleted lists to neatly summarize key info. After completing your contact info and listing your own personal details you want to supply a review of your experience, qualifications and attributes in a short and specific overview of your aims. Your resume should be formatted in an easy, professional method. Visual CV is essentially a site for making a stunning digital version of your LinkedIn resume. There are a number of websites that gi ves you a Resume constructor facility. You are able to look at generic resumes, but engineering resume samples will be absolutely the most useful due to their specificity to your area. The Dos and Donts of It Technician Resume Mike attempts to offer you broad useful info and guidance so that it covers a bit more than that which is in the exam. Soft skills are interpersonal skills like leadership and the capability to effectively communicate. Read more on the best way to compose your impressive Technician resume below. Its perfectly fine if youve got an entry-level Patient Care Technician resume. Youve got an elaborate pharmacy technician resume sample which would be useful if you prefer to note down your long collection of training and certifications along with residency experience together with your professional experience. Figure out if certification is necessary. The extra skills section is the ideal place to incorporate such a basic, but essential skills. After that, don t forget to write about the certifications and training youve taken for the job.

PowerToFly team #SquadGouls during our morning standup! #HappyHalloween friends! ????

PowerToFly team SquadGouls during our morning standup HappyHalloween friends ???? We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no farther than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines last month when an offended participant leaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforceul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like good haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ulpThe women, there to invest in their professional development, were bedrngnis learning how to be better leaders or combat sexist stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves.pWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even more burdened by dress code policies based on gender. pImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing.pTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, are extra burdens for black employees, particularly those who want to wear their hair in natural styles. In 2010, Chastity Jones got a job o fferto be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. pAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head coverings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropriate for a woman at work.pThe possibility for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has led the Human Rights Campaign to recommendthat if an employer has a dress code, it should modify it to avo id gender stereotypes and enforce it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the office or unit in which an employee works are gender-neutral.h3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) form, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global menschenfreundlich resources for the automotive giant, she replaced their 10-page dress code with two words/a Dress appropriately. pIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. pFor workplaces that need more specificity about wha t employees can wear, HR should follow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools.pAfter a wave of protests, social media outrage, and thoughtful advocating, several schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or the width of a cami strap versus a tank top, a Virginia high schools new gender-neutral dress codesimply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs.pstrongWhat does that look like at work?/strong pSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on t heir gender, and try to empower employees to manage their own appearance in accordance with professional expectations.pFor business casual workplaces, try this, adapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment.pFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. pAnd for casual workplaces, which are on the riseaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, adapted from The Balance/a Dress comfortably for work, but please do not wear anything that could offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism.pNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive.p----pstrongWant to share these tips with your company? /strongShow them this handy one-page guide on creating a gender neutral dress code p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTU3NDc2NjEyMX0.5akget5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7 I/img.jpg?width=980 id=a14b6 type=lazy-image/ pbr/

Amazon.coms History and Corporate Culture

Amazon.coms History and Corporate CultureAmazon.coms History and Corporate CultureIf youre interested in workingat Amazon.com, you should know the companys history. With this overview, get the facts on how the company began and learn more about its corporate culture. How Amazon Started Amazon is a Fortune 500 e-commerce company based in Seattle, Wash. It has the distinction of being one of the first large companies to sell goods over the Internet. In 1994,Jeff Bezos founded Amazon, whichlaunched the following year. If youre of a particular age, you likely remember that Amazon started out as an online bookstore and then quickly diversified by adding other items, including DVDs, music, video games, electronics, and clothing. In 1999, just five years after he started Amazon, Jeff Bezos was namedTime magazinesPerson of the Year. He received this honor largely because of the companys success in popularizing online shopping. Amazon.com CorporateCulture Amazon.com considers itself a completely customer-centric company. In fact, it has described itself as customer-obsessed. The company really believes that if it doesnt listen to customers, it will fail. Amazon has stated that it wants to take advantage of any opportunity that presents itself to the companyduring a time of unprecedented technological revolution. Amazon not only believes in putting customers first but also in ownership from its team.Ownership matters when youre building a great company,the company has said.Owners think long-term, plead passionately for their projects and ideas and are empowered to respectfully challenge decisions. Getting a job at Amazon may not be easy (especially since the company prides itself on its high hiring bar). When making a hiring decision, managementasks,Will I admire this partie? Will I learn from this person? Is this person a superstar? While tech companies such as Google Inc. are known for the perks it gives employees, Amazon operates differently. The company belie ves thatfrugality breeds resourcefulness andself-sufficiency. Jobs at Amazon.com As of early 2017, Amazon had nearly 269,000employees worldwide. It is known for its technical innovations and boasts that itsengineers handlecomplex challenges in large-scale computing. Software development engineers, technical program managers, test engineers and user interface experts work in small teams throughout the company to build an e-commerce platform thats used by customers, sellers,merchants and external developers. The IT Department at Amazon.com also has a massive responsibility, as it oversees an enormous system that is extremely reliable. Amazon.com describes the IT group as system, database, and networking experts (who) build and operate highly reliable, scalable distributed systems with terabyte-sized databases and infrastructure that can handle a massive number of transactions. Technology at Amazon.com is definitely on the cutting edge Some of the technical positions that Amazon.co m routinely recruits for include Software EngineerWeb DevelopersTechnical Project/Program ManagersQA EngineerNetwork EngineerSystem AdministratorsDatabase Administrators Amazon.com Compensation and Benefits The compensation at Amazon.com is known forbeing competitive. Benefits may change from time to time, but generally, include the following components Medical, dental and vision insurance with domestic partner coverageCompany-paid basic life and accident coverage with optional additional coverageCompany-paid short- and long-term disability planEmployee assistance program, including dependent care referral services and financial/legal servicesHealth-care and dependent-care flexible spending accountsTime off benefits for salaried employeesSavings and retirement benefits include Amazon.com Restricted Stock Units, 401(k) savings plan with a company match Many positions are eligible for relocation assistance through a relocation services provider.

How to Follow Up on a Job Application

How to Follow Up on a Job ApplicationHow to Follow Up on a Job ApplicationHow to Follow Up on a Job ApplicationItching to follow up on a job application? Do it the right way.You finally found a job posting that looks like the perfect fit. You filled out the application, paying close attention to every little detail. Then you crafted a brilliant cover letter, wrapped it all in a bow, and sent it off to the hiring company.And then you wait. After that, you wait some mora.When you find a job that really gets you excited, its hard to sit back and wait for a response. Have you already been ruled out? How long will you have to wait? Did they even get your resume? You want to get in touch with someone and ask, but can you do that without being a pest?Yes, you can By following a few basic rules, you can follow up without annoying most hiring managers and possibly even get your name to the top of their list. If youve found yourself up at night wondering how to tackle this properly, heres are some tips to help you follow up on a job application.First things first...When considering whether to follow up on a job application, pay close attention to the original job posting. If they included a note like No phone calls, please or any other phrasing that discourages follow-ups, play by their rules. If they are making the specific effort to get that message across, you wont win any points by ignoring it. In fact, youll probably take yourself out of the running for the job.However, if the job posting includes a phone number or schmelzglas address, consider that an open invitation for a simple follow-up, like an schmelzglas.Who do you contact?If youre going to contact the company for a follow-up, youll want to make certain that you are connecting with the right person and addressing them by name. The company could make it easy by having that information on the job posting, but thats not all that likely. However, it doesnt take too much time or effort to find out who you should b e addressing with your follow-up email or call.Check out the companys LinkedIn page. Is there someone in charge of personnel or recruiting? Do you have any other contacts at this business who you know? If so, reach out and ask questions about the position. You may even end up with an inside champion who could help your cause.If you cant find out any other way, simply dial up the companys reception desk and ask the person who answers. Theyll likely have the information you need.How long should you wait?There is no absolute answer here different hiring managers may have different thoughts on this. However, if you send in your application and have not heard anything for seven to 10 days, youre in safe territory. You want to give them enough time to look through the applications, but not wait so long with a follow-up email or call that youve missed your chance.If you found the job listing online, keep an eye on it. If the job posting is still out there, they probably havent moved on th e position yet. Once its gone, thats how you know they are starting to process things.How should you contact them?In todays technology-driven business world, a follow-up email is your safest bet. An email sent directly to the person hiring for the job can get you noticed without disrupting the persons day. Yes, you do risk disappearing into a spam folder, but even that is preferable to not following up at all.Some people dont mind a quick phone call following up on a job application. Others dont want to talk to someone they dont know and feel that a phone call is too intrusive. Unless you see a phone number displayed on the job listing, email is a safer bet.What about an attention-grabbing greeting card? Risky. Some people may love it. Its out of the box and it does stand out. Theres a good chance, though, that it will come across as gimmicky. The same goes for any sort of gifts.Related behauptung Free Email Templates Could Change Your CareerWhat should you say?Your goal with follow ing up on a job application should be to get your name in front of the hiring managers eyes and express your interest in the job. In your follow-up email, introduce yourself and state that you have applied for the position and are very interested in the job.Heres where you can sell yourself a little. Take one or two sentences to tell them why you think you would excel at this position and with their company. The key is to sound enthusiastic but not desperate. Whats the difference? Enthusiasm shows just how much you are interested in this job because you would be a great fit. Desperation shows how badly you need a job. Its a big difference and hiring managers can tell.Invite them to contact you or bring you in for an interview, and be sure to make it friendly and relaxed. Even though you want them to respond and tell you where they are in the hiring process, you arent in a position to make demands.When following up, keep it concise. Whether youre on the phone or sending an email, you dont want to eat up much of their time. Short, sweet, and to the point theyll appreciate that.When should you follow up again?Never. It sounds a bit blunt, but the reality is that if you try to contact a hiring manager more than once to follow up on your application, youre hurting yourself. You may think the persistence will impress them, but dont count on it. You are in real danger of coming across as needy and annoying.What else can you do?Dig into the companys social media. Interact on Twitter or Facebook to keep your name in front of them. Stick to the topics at hand, though. If they tweet about a local event, your reply should also be about the event. This is not the place to mention that youve applied for a job there.Does the company or any of its employees have a blog? Check it out and give some thoughtful feedback. Remember, you want to present yourself as entertaining and engaged thats what social media is all about.RelatedSocial Networking How to Connect With Potential Employers OnlineConclusionJob hunting can be very stressful filling out forms, digging through your own work history, and playing the waiting game gets old fast. Unfortunately, theres no magic trick to make companies look at your application and reply right away, so keep applying to multiple jobs and keep track of when you send in your materials. Then, when the time is right, create a follow-up plan that can help you jump to the top of the resume pile.Following up on a job application can give you a huge boost, but only if you do it right. Beware of being too persistent or pushy or you may hurt your chances of landing the gig. But when you follow up thoughtfully, you can get the answers you need and make a great impression as well.Click on the following link for more resume advice.Will your resume stand out to a hiring manager? Find out with a free resume critique.Recommended Reading10 Best Practices for Email Etiquette at WorkAvoid These Common and Costly Interview Follow-Up Mista kes7 Ways You Try Too Hard in Job Applications

Simple Steps to Get a Music Gig

Simple Steps to Get a Music Gig Simple Steps to Get a Music Gig One of the best ways to build up a fan base for your band is to play live as often as you can. But sometimes, bands find themselves between a rock and hard place: To get a gig, you need an audience, but to get an audience, you need a gig. Get a Gig You can rise above the paradox, however, and get your band in front of the crowd with careful planning. Landing a single show is an important start on which you can build to book your band an entire tour. To book a gig and possibly a tour, youll need to know how to promote your band and how to do business with the venue. Think Locally The best place to start looking for gigs is in your own backyard. Get to know the music scene in your area. Which venues and promoters are willing to give up-and-coming bands a chance? Which bands in your area play live often and might need a support act? What venues in your area put on touring bands who might need a local opening act? To get a gig, all of these factors and more can come into play. Approaching the right venues will open doors for you, and there is strength in numbers, so working with the other bands in the area can increase opportunities for everyone. Plus, you can share gear. The Promo Package Have a standard package ready to help introduce yourself to venues and promoters. Much like the package you use when you send a demo to a label, this promo package should be short and sweet. Include a short demo CD, a short bio or one sheet to introduce the band, and some press clippings if you have any, especially if they review live performances. If youre going to approach people by email instead, cut and paste the info into the body of an email and include a link to a site where your music can be heard. Dont send attachments, as most people wont open them. Approach the Venue To get a gig directly with a venue, call to find out who is in charge of booking bands and send them your promo package. The venue may tell you when to contact that person again. If not, give them about a week, and follow up by phone or email. Keep trying until you get an answer. If youve havent played live much, your best bet is to try to get on an existing bill with a band that already has a following. Keep in mind that if you book with a venue, you may be in charge of promoting the show yourself and paying venue rental fees, unless you are invited to join an existing concert bill. Approach the Promoter If youd rather not self-promote and take on venue fees, you can approach a promoter to get a gig. Send your promo pack to the promoter and follow up like you would with a venue. If a promoter agrees to get you a show, they will book the venue and promote the show for you, but you may need to send them posters you have made yourself to do so. If the promoter doesnt want to put you on by yourself yet, ask them if they have any shows you could play as an opening act. If they say no, check in from time to time to remind them you are available as a support act. Research the Deal This is the trickiest part for most bands. When you are just getting started, you often will not make money on your shows. In fact, you may even end up paying something out of pocket. That doesnt mean it was all for nothing- building up your fan base will mean that you do make money on future gigs. If you do make money, you will either have a deal where you get paid a pre-agreed amount no matter how many people turn up, or you will have a door split deal. Either deal can be fine and fair. Focus on building your audience and not the money in the bands early stages. Play the Gig It sounds obvious, but the way you handle the gig can have a lasting impact on your ability to get future shows. Show up on time for the soundcheck, and if other bands are playing, remember that everyone needs time for their soundcheck. Be professional- there are likely to be free drinks around, but remember everyone is there to hear your music, not to see if you can handle your beer. Dont sell yourself short by getting on stage in anything but your top shape, ready to play a great show. Play a good show, be courteous and professional, and youll have a better chance of getting more show offers. Get More Gigs Ideas to get your band out there playing and on its way to success: Dont get caught up in the financial details Your goal is build up your audience. Promoters and venues take a chance on you when you are just getting started, and they will be more willing to give you a chance if you dont have a lot of financial demands. But dont pay to play, either If youre putting on your own show, of course, you may have to pay a venue hire fee and you may pay some promotional costs. However, dont pay money simply to get on a bill, and dont trust anyone who asks you to do so. Invite the press Keep entertainment writers at your local papers and websites informed about your activities and always invite them to the show. Also, keep your local radio stations and music podcasts up to date on whats happening with your band and when youre playing. Respect the guest list Guest lists have a way of getting out of hand, fast. Dont push it with promoters with the guest list when you are trying to build up a name for yourself. If youre part of a larger bill, you may not even have any space on the guest list. If you do, use what you have and be done with it. Dont try to get 50 of your closest cheapskate friends into every show for free.

The Power of Marketing Synergy for Promotional Media Tie-Ins

The Power of Marketing Synergy for Promotional Media Tie-Ins The Power of Marketing Synergy for Promotional Media Tie-Ins “Movie tie-in edition” or “TV tie-in edition” (sometimes simply referred to as a “movie tie-in” or a “TV tie-in”) as it relates to book publishing is a book whose jacket, packaging, contents, or promotion relates to a feature film or a television show, respectively. Promotional Tie-Ins and Marketing Synergy The relationship of a movie or TV show to a book, or vice versa, creates a marketing synergy between the book and the film (or television series) to which it relates. In the best-case scenario, the film/show and the book each helps to expand the audience of the other. Here are a few types of tie-ins and how they work: Movies and TV Movies or TV shows related to bestselling books (such as the feature films made from Kathryn Stockett’s The Help or Stephenie Meyer’s Twilight series- or HBO’s True Blood television series based on the novels of Charlaine Harris) bring passionate fans of the story into theater seats or to the initial Nielsen ratings.  Even classic works and their films (such as Whit Stillmans Love and Friendship  based on Jane Austens  Lady Susan)  can benefit from synergies. Having hoards of book club members, teenage fans, or Janeites showing up the opening weekend or watching the premiere is especially important to boost box office numbers or audience levels and jumpstart the film’s or series’ success with word-of-mouth. In a media marketplace that must increasingly compete for eyeballs, any level of head start into audience recognition is important. Novels For the book, the publicity surrounding a feature film release or the launch of a new TV show helps spread the word of the source material and opens the book to new audiences who might have otherwise not considered reading it. Conversely, books can be developed from popular media in order to exploit, expand, and/or otherwise capitalize on the popularity of the source material. These range from novels (like the X-Files series of books), fan books (Star Wars and Star Trek spawned many of these), or even cookbooks (Blue Bloods,  The Sopranos). One brilliant stroke of TV tie-in genius and corporate media synergy was executed when ABC TV sister company Hyperion Books developed and launched a series of novels by “Richard Castle,” the titular (and fictional) novelist who is the main character of the ABC mystery series Castle. Book Jackets The visual relationship between the film or television show and the book is important, especially at the bookseller level, when customers who might not have been aware of the existence of the book can happen upon it by recognizing the familiar book title or artwork on the jacket. For that reason, tie-in editions are re-jacketed to reflect the marketing campaign of the related film or TV show. This happened with the paperback version of Washingtons Spies,  which was designed to tie in closely with the  AMC series  Turn, which was based on the book. When the stars of the screen are hugely popular, the most selling jacket tie-in will  incorporate photos of the film’s stars (the Twilight series is a good example of this).  There is usually a rights negotiation and fees involved in the publisher’s use of the movie artwork. In the case where the material is in the public domain and many publishers print essentially identical copies of the content, a particular publishing house will negotiate the with film producers for the exclusive rights to use the movie tie-in artwork. If the book is popular already, re-jacketing a book with the artwork from a new movie can prolong sales. For a backlist book, the movie tie-in edition brings consumer attention to an older title by relating it to something that is currently in the media and being actively promoted. While the substance of the film might be condensed or expanded from the source material (as was the case with Brokeback Mountain, a short story by Annie Proulx), the movie tie-in edition acknowledges the roots of the story  and can bring new readers to it. Significantly for publishers’ profit margins, a tie-in to a very popular media property can command a premium price; in the case of Brokeback Mountain, the individual short story was pulled out of a collection, packaged by itself with the art from the film, and priced at $9.95 for its 64 pages. Tie-Ins by Association Books might tie in more loosely with the release of a film or television show, but still feel the sales benefit of a film release or major television event. For example, a biopic movie about a famous figure generates interest in learning more about that person and, consequently, boosts biography sales.

3 Questions to Ask Your Would-Be Boss at the Interview

3 Questions to Ask Your Would-Be Boss at the Interview Interview Questions You Must Ask 3 Questions to Ask Your Would-Be Boss at the Interview In many ways, moving ahead in our careers depends on our bosses: the people who can motivate us, advise us, challenge us, or on the other hand make our lives miserable. If you've never had a boss who made you miserable, consider yourself lucky. And if you want to wind up lucky in a new job, you need to know something about your would-be boss. That's why you should ask these three questions in your first or second interview to determine whether this is someone youd want to work with: What words would you use to describe the people who report to you? What you want to hear: A quick answer with positive-sounding words like creative, smart, friendly, or talented. The quickness of the answer indicates a good grasp of the direct reports individual qualities. The words, meanwhile, speak more about the bosss attitude toward them. What you don't want to hear: A long pause. Or worse, phrases like diligent, serious, and hard-working. These may indicate that the boss is more interested in getting the job done than in the people who get it done. If you had a problem with something I did, how would you tell me? What you want to hear: A thoughtful answer spoken in a soft tone something like, I'd ask you to come into my office, explain why it was a problem, and ask why and how it happened. Then, I'd ask for your ideas on how we can avoid it in the future and if there's anything I can do to help you. What you don't want to hear: An abrupt response such as, Id email you about it, or a dismissive statement about not letting it happen again (without offering solutions on how to avoid it). This may indicate an unwillingness to open up to you or help you grow on the job. Mistakes happen, and they're often our best lessons for improving our skills. A boss who doesn't recognize that shouldn't be managing people. Within my first three months on the job, what are some of the things you'll be expecting to see from me? What you want to hear: Reasonable expectations for a new hire, such as that you're mastering the role, you work well with your teammates, you show interest in learning new things even beyond your role, and that you can be trusted to get the job done. What you don't want to hear: A curt statement such as I just need someone to fill the job, or expectations that go beyond what anyone could accomplish during the first few months after starting a new job. As we struggle to recover from a hard-hitting recession, more people whove been stuck in jobs with bad bosses will be looking for something (and someone) better. Savvy employers are aware of that, and recognize that retaining key workers will be increasingly important for their future success. One of the most important ways of doing that is to grow and develop good managers who will help others grow in their work and chosen career paths.

WeGrow is a new entrepreneur school for five-year-olds

WeGrow is a new entrepreneur school for five-year-olds WeGrow is a new entrepreneur school for five-year-olds It’s never too early to start a business. This is the spirit behind WeGrow, a private elementary school for “conscious entrepreneurship” from the founders behind the office-sharing company WeWork, which is valued at $20 billion.After disrupting how we work in offices together, the WeWork founders, Adam and Rebekah Neumann, have set their sights on a familiar question the Bill Gates and Mark Zuckerbergs of Silicon Valley also want to solve: How should we educate the next generation? If you believe that current education is “squashing out the entrepreneurial spirit and creativity that’s intrinsic to all young children” as Rebekah Neumann does, then WeGrow is the school for you.Neumann has enrolled one of her own children in the pilot program that’s underway. These budding entrepreneurs, ages five to eight, spend part of class in a WeWork space in Manhattan, and one day a week they go to a 60-acre farm north of the city. In one example the Fast Company profile on the schoo l gave, Neumann described how the children sold crops they harvested on the farm and called this experience “empowering.”“Now that I’m a mom, I’m noticing there’s been a huge missed opportunity in the educational system, because children are ready to start creating their life’s work when they’re five,” Rebekah Neumann said. “And that’s just the truth of it. So why are we waiting until they graduate from college? I don’t even know if my kids are going to go to college.”Do children really know what their “life’s work” is going to be at age five? Should children’s empowerment be linked to how much reach their ideas have and how much money they could make?If you’re skeptical of WeGrow’s pedagogy, so was  Samuel Abrams, the director of the National Center for the Study of Privatization in Education, at Columbia University’s Teachers College, when Bloomberg News asked him to weigh in on the idea. Abrams said WeGrow’s instrumental approach to how k ids should learn is “essentially encouraging kids to monetize their ideas” which “at that age, is damaging” because it makes learning less fun.Kidpreneur businesses are growingWhether you’re a lover or a hater of WeGrow, the idea of a “kidpreneur” is here to stay and is part of a growing trend of education companies catering to the ideas of young hustlers.If you’re not ready to fully commit your child’s education to entrepreneurship, there are companies and competitions that will facilitate a child’s business savvy on the side, including  summer camps teaching teenagers how to build their personal business brand and Shark Tank-like business competitions with real equity investment money on the table for high schoolers.The Acton Children’s Business Fair, which bills itself as the “largest entrepreneurship event for kids in North America,” allows young children to sell products at the fair. One of the biggest success stories from the fair is  Mikaela Ulmer, w ho at age 4, was encouraged by her parents to bring her lemonade recipe to the fair, which eventually led her to score a $60,000 investment on  Shark Tank  and get her Me the Bees Lemonade stocked in Whole Foods.To succeed as a kidpreneur, you need to dream big like a kid, Ulmer advises. “When a kid has a dream and they want it to come true, they will do whatever it takes to do so. They don’t see the obstacles in the way, they will just fight hard to make it come true,” she said.

Follow These New Rules for Resume Writing

Follow These New Rules for Resume Writing Follow These New Rules for Resume Writing 3 If you feel that way, and youve been in your job for a while, chances are you havent updated your resume for years. And that means your document likely hasnt kept up with the times. Its important to have an updated resume ready for any opportunity that may come your way, so you should take a few minutes to review it and bring it up to date. As you do so, plan to follow these new rules for resume writing- including some that may have changed since your last update- to make sure your new version is as good as it can be. Here are 10 new rules for resume writing:   Be concise. Youve probably heard in the past that a resume should never be more than one page. While some experts no longer offer that recommendation, you should still make your document as focused and concise as possible. Hiring managers dont have a lot of time, so dont waste the few seconds they spend looking at your resume by including unnecessary information. Triple-check for typos. This isnt exactly a new rule, but its one that a surprising number of people ignore. If your resume is riddled with spelling or grammatical errors, youre not putting your best foot forward. Make sure your copy is clean, not only by running a spell checker, but also by asking several trusted friends to review it. You have no excuse for anything less than perfection in this regard. Ditch the formatting. In the past, you may have spent hours coming up with a unique and fancy design for your resume. Dont waste your time on that when building a new version, unless youre looking for work in creative or design fields. Stick to basic formatting, such as using either the Times New Roman or Arial font at no smaller than 10 points. This will make it easy to read and ensure that your resume makes it though the common automated resume scanners used by many HR departments. Dont include references. Most people listed at least three references on their resumes in the past, but a CareerUp piece says you should ditch them now. You are looking for recruiters to talk to you, not your references, the article says. Speaking to references is further into the process, and when it gets to that point they will reach out to you and ask for those names. Make it easy to access. You may think all company recruiters can easily open a Word doc, but if they have different versions of the software, it could mess up even your simple formatting. That could confuse recruiters or waste their time, leading them to throw your resume into the virtual trash. Instead, offer a PDF that is simple, clean, and easy to open. Forget the objective and emphasize a summary. Objective statements are a thing of the past, according to an article from Time. Instead, include a summary, which is basically just an elevator pitch for why you’re the best person for this job, the article says. When it makes sense, change the title on your resume to match how it’s presented in the job listing. If the company is looking for a Marketing Communications Director, and you meet the qualifications, it’s in your best interest to use that title, something like Senior Manager of Marketing and Communications.' Focus on keywords. An article from Jody Michael Associates says this is also vital to getting your resume through applicant tracking systems (ATS). Now, especially, it’s critical to use keywords that showcase your knowledge, skills, and abilities (KSA), making sure they align with the knowledge, skills, and abilities listed on the job posting, the article says. It not only proves to the employer you’ve got what it takes for the position, it will get your resume past tight ATS screening. Remember LinkedIn. While youre spending time updating your resume, you should also take a few minutes to make sure your LinkedIn profile is strong and accurate. In fact, you may want to include your LinkedIn address with your other contact information on your resume. Hiring managers are bound to check your online profile, and theyll appreciate it if you make that easy for them. Quantify your accomplishments. Numbers and data bring your work experience to life and help hiring managers envision the potential impact you could have in their organization, says an article from Indeed. When you can, back up your achievements with real data to boost your credibility and add informative detail to your resume. Tell a truthful story. No matter what else your resume does, it absolutely must give an accurate picture of who you are and what you can do. The Muse says this is how hiring managers will know youre the right person for the job. Ultimately, when you re-read and edit it, make sure that it tells the story of your background, the skills you gained along the way, the experiences that you’ve had, and makes it crystal clear why you’ve ended up where you are today and why the role that they are hiring for is the perfect next step for you. This is a lot to cover in just a few words, and getting it right will require time and focus. But following these new rules for resume writing should ensure that your document gets past a computer screen and into the hands of a hiring manager who will be inspired to give you a call and start the interview process. If your resume can take you that far, the rest is up to you. Know someone looking for a job? Refer a friend to with this link- you’ll get a month free service and they’ll get 30% off!

How to Get a Job Using Social Media [Step-by-step Guide]

How to Get a Job Using Social Media [Step-by-step Guide] How to Get a Job Using Social Media Social media is great for posting selfies and connecting with people you barely knew back in high school. OK, there are plenty more useful functions, and most of them have become part of our everyday lives.The advantages of social media aren’t limited to our personal lives: sites like Facebook, Twitter and LinkedIn have become essential tools for professional purposes as well. Just ask any job recruiter.With so many companies and recruiters searching for candidates online, it makes sense you hunt for jobs on the same platforms they use. But you need to have a game-plan in place. Social media can help you land an interview or even a job, but it can also spoil your chances of getting hired.There’s a lot to make sense of when it comes to searching for jobs through social media. Which is why your attention should fall on these four areas:1) Perfecting your profile2) Effective networking3) Refined search4) Building authorityHere are some strategies within each area using Facebook, Twi tter and LinkedIn, the most commonly used platforms for hiring purposes.Perfecting Your ProfileWhether you are searching for a job on social media or using more traditional channels, your online profiles are of critical importance to getting hired.This is because reviewing social media accounts has become a common step in the applicant screening process for employers. In fact, recruiters expect links to social media accounts on candidates’ resumes.Social accounts can leave a lasting impression with recruiters, and thus are a key part of your personal and professional brand.Keep in mind that someone examining your Facebook, Twitter or LinkedIn pages does so without any explanation for what they find. How elements are interpreted can make or break your chances of getting hired, so precaution is in order.The easiest way to ensure your image is protected is to separate your online activities into personal and professional accounts, specifically on Facebook and Twitter.It may seem like a burden to have to create and manage two sets of profiles, but take the time to develop your professional profiles with content relevant to employers.This includes listing professional interests, work experience, and education. Offer a short description of yourself and career ambitions. You will also want to provide a professional photo, links to your resume, CV, portfolio and/or any pieces of work you wish to showcase.Once this cornerstone content is in place, you can be confident that whoever you engage online will see your professional side. Just remember there’s a good chance employers will likely also seek out your personal profiles at some point.If you aren’t comfortable with a potential employer seeing the same content that you share with close friends, adjust your privacy settings to limit public visibility.Effective NetworkingOnce your polished professional profiles are in order, it’s time to harness the true power of online social networking. Much like the offline world, connecting with the right people online opens many doors for job seekers.The biggest advantage of networking online is accessibility. You can contact millions of people who can provide you with a lead. Of course, the challenge then becomes narrowing your efforts. Here are just a few steps you can take:Review your own networks: It can sometimes be easy to overlook people we already know. Go through your current contacts on LinkedIn and Facebook to see who is working where or in what capacity. If you find people working for a company or in an area that aligns with your career goals, initiate a conversation with them. Even if you barely know the person, that fact that you are already connected gives you grounds for contact.Follow relevant organizations and individuals: Be sure to “follow” or “like” the pages of companies or individuals that interest you. Once you do so, you are fed content updates from these pages, which can even include new job postings. On LinkedIn, yo u can also see who works at the companies or organizations you follow, helping you identify potential points of contact for informal interviews or job information.Join groups: Facebook and LinkedIn are full of groups that are relevant to your job search in different ways. First, there are industry groups, where people interested or involved in the same field of work share content, organize events and engage in discussions. The groups vary considerably in size and focus, which means you can join larger groups with a robust discussion involving people from around the world. Or you can take part in more localized groups devoted to niche areas.The groups you take part in don’t necessarily have to be industry orientated for you to discover job opportunities. Student clubs, alumni associations or community organizations can connect you with people who share a common background. Through conversations with group members, you may learn of individuals working in companies or fields of inter est to you.Refined SearchIf you’re lucky, you will be fed news on job postings by the companies you follow or like. However, this limits the number and frequency of opportunities you hear about, so expect to do a little digging.The obvious starting point for searching for a job through social media is LinkedIn, which many companies use for finding and hiring candidates. LinkedIn lets you narrow your search results using a variety of filters, including industry, experience level and location, allowing you to find positions suited to your career goals.However, it’s important to realize that not all companies post their jobs to LinkedIn and that there are other ways of discovering positions through social media.Hashtags are great way to uncover these hidden gems. Many companies will post job information on Facebook or Twitter using hashtags like #careers, #jobopening, #nowhiring, as well as other hashtags that are more specific to the position. For example, if you are looking for a job in marketing in Chicago, it’s worth trying to search #marketingjob #chicago to see if anything interesting pops up.Building AuthoritySocial media also offers a tremendous opportunity for you to demonstrate your expertise and to build credibility amongst potential employers. Much like you share interesting content on your personal social accounts, you should share relevant, interesting news, articles, research reports and event information pertaining to your desired career using your professional social accounts.However, building authority in a specific area is not merely a matter of sharing links to other people’s content. The next level up is to produce and share original content that shows your knowledge of your field. This content can serve as a catalyst for discussion within the groups you have joined on Facebook and LinkedIn.A blog is an ideal medium for developing such content, and you can use social media to disseminate your writing to a larger group. After a while, you may even develop a significant following of your own, including individuals from companies where you’d like to work. You’ll also be able to reference this content when you apply for jobs.Of course, it’s crucial that anything you write to be carefully thought-through and edited to preserve your professional reputation. Use caution when it comes to topics that may be contentious since potential employers may judge you on your opinions.The takeaway to building your online authority is the same for all other areas of social media usage when job hunting: be strategic. If you are smart about how you represent yourself, who you engage with and how to find job openings, a slew of opportunities will present themselves online.Now that you know how to find a job using social media, you can create or update your résumé by trying our

The evolution of the human brain explains how we got so fat

The evolution of the human brain explains how we got so fat The evolution of the human brain explains how we got so fat It’s strange that we haven’t come up with a better way of neatly explaining the origin of life to skeptics other than The Big Bang. For one thing, the term was coined somewhat in jest by one of the theory’s staunchest detractors. During a 1949 BBC radio broadcast, astronomer Fred Hoyle (who was all about the continuous expansion theory) was the first to utter the moniker, in an attempt to illustrate how implausible the whole thing was, yet to this day, academicians and civilians alike privilege the title over all others. What’s more, as many have already pointed out, the name actually does a disservice to the content of the theory, with “Big” implying size even though space wasn’t a thing when it occurred-technically speaking, and there wasn’t actually a “Bang.”The popularity of the pet name neither breaks my leg nor picks my pocket, but it does seem to roll off the tongues of dense-talking-snake-enthusiasts with irritating ease. I mostly feel bad for the people t hat dedicate their lives to relevant breakthroughs; breakthroughs that sometimes offer only a single clue to the most pressing “Who Done It?” case of all time. It’s an exciting thing to watch from the sidelines, thousands of cosmologist, physicists and podcast hosts eagerly lining up to add one more pixel to a canvas that is dispiritingly closer to being vacant than it is to being completed. I recall physicist and director of the NASA Institute for Universal Biology, Nigel Goldenfeld,  who applied physics and emergent states of matter to an equation that is usually only discussed in biological terms.  Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Every once in awhile pioneering research on the subject is less about populating the frame and more about acquiring the tools to make a new one, as is the case with a new report published this year in the journal Genome Biology and Evolut ion.Second only to how did we get here? Is how did we get so fat? Our scrappy simian cousins may only be a chromosome away from us but we’re worlds apart as far as body fat is concerned. It’s not uncommon for a healthy adult human body to be composed of anywhere between 14% to 31% body fat compared to the 9% body fat found on an average chimpanzee. At some point, after humans split with other primates in the evolutionary tapestry, the method in which the former packaged DNA in their fat cells altered drastically. The end result, according to Devi Swain-Lenz, a postdoctoral associate in biology at Duke University and the lead researcher behind the new study, hindered our ability to turn white fat into brown fat.  Brown fat vs. White fatWhite adipose tissue (often referred to as white fat) is segmented by two different variations, visceral fat or subcutaneous fat. Visceral fat refers to the white fat stored within the abdominal cavity and located near several vital organs, includi ng the liver, intestines, and stomach while subcutaneous fat is the stuff located just beneath the skin, the stuff that gathers around our waists and gifts us beer bellies, thunder thighs and so forth. White fat like brown fat serves its purpose but an excess of it is a pretty reliable predictor for several serious illnesses. Too much subcutaneous fat will companion traditionally undesirable features, but an increased build-up of visceral fat is the one you have to worry about, as this is the one associated with increased risk for conditions like diabetes, cancer, heart disease, and even depression. Conversely, brown and similarly beige fat, the former of which is primarily found in the upper neck and upper back, helps us burn calories, generate heat and regulate our body temperature. Lean people tend to have a much larger reserve of brown fat than overweight people do, though evolution has collectively curbed our ability to fund the conversion.A collection of fat samples abstracted from chimps, humans and rhesus  macaques monkeys was compared by Swain-Lenz and Duke biologist Greg Wray with the help of a technique called ATAC-seq. The researchers noted around 780 DNA regions that had become bunched in humans but were still accessible to the other primate species observed in the study. Upon further inspection, it was revealed that the genomes that better enabled us to convert calorie storing white fat to beige or brown fat were effectively tucked away.  â€œWe’ve lost some of the ability to shunt fat cells toward beige or brown fat, and we’re stuck down the white fat pathway. It’s still possible to activate the body’s limited brown fat by doing things like exposing people to cold temperatures, but we need to work for it.”Swain-Lenz told India Today.The human brain has just about tripled in size since we branched off from the other primates six to eight million years ago. To support this urgent rate of growth, our bodies began to produce more white fat than brown fat, as the human brain requires an exorbitant amount of energy (more than any other tissue in fact.) This fascinating retcon behind why we’ve become considerably less sinewy than chimps might additionally provide some useful insights into the ever-present obesity crisis, though Swain-Lenz cautions us against holding our breath for a super solution to our obesity problem.  â€œMaybe we could figure out a group of genes that we need to turn on or off, but we’re still very far from that,” Swain-Lenz continued. “I don’t think that it’s as simple as flipping a switch. If it were, we would have figured this out a long time ago,”

Army Air Defense (Field 14) Job Descriptions

Army Air Defense (Field 14) Job Descriptions Army Air Defense (Field 14) Job Descriptions Army enlisted jobs are called military occupational specialties, or MOS. The Army divides its MOS into fields of jobs that have similar missions. Below are some of the jobs that belong to the Air Defense field. 14E - Patriot Fire Control Enhanced Operator/Maintainer As part of the Patriot missile team, MOS 14E has specific technical duties that are part of launching the missile system, including initializing and operating the Patriots information and coordination center, its engagement control station, its radar set, and the antenna mast group. Part of the job involves maintaining and conducting preventive checks on the Patriots fire control section and related equipment. To be eligible for this job, youll need a secret security clearance, which will require a  background check. Youll also need a score of at least 104 on the mechanical maintenance segment of the  Armed Services Vocational Aptitude Battery (ASVAB) test. 14G - Air Defense Battle Management System Operator The air defense battle management system operator is in charge of equipment systems that defend against aerial and space attacks. These soldiers are in combat situations frequently, so remaining calm under pressure is an important personality trait. Like most of the jobs in this field, youll need a secret security clearance. A score of 99 on the MM segment and a 98 in the general technical (GT) segment of the ASVAB also  is required to qualify for this MOS.   14J Air Defense C41 Tactical Operations Center Enhanced Operator-Maintainer Soldiers who are in MOS 14J track both friendly and enemy aircraft, and provide early warning information when appropriate. Theyre responsible for doing maintenance and repairs on tanks and other Army vehicles and are called upon to manage a variety of intelligence duties, which vary by mission.   To be eligible for this job, youll need at least a 99 in the mechanical maintenance (MM) aptitude area and a 98 in the general technical (GT) aptitude area on the ASVAB. 14S - Air and Missile Defense (AMD) Crewmember For this Army job, youll learn how to handle ammunition, how to calculate enemy target locations and artillery tactics. This is a job conducted under combat conditions a large percentage of the time, so being able to focus under stressful situations is necessary. In addition to a confidential security clearance, youll need an 85 in the operators and food (OF) segment of the ASVAB.   14T - Patriot Launching Station Enhanced Operator/Maintainer Another member of the crew that services the sophisticated Patriot missile system, these soldiers operate the 10-ton crane that moves the missile and its launcher. Theyre also responsible for doing safety checks and maintenance on the missiles many parts.   But this isnt a grease monkey job; these soldiers are responsible for loading and reloading Patriot missiles in combat situations, frequently under enemy fire. Its up to them to prepare situation reports and issue warnings and help with reconnaissance and mapping to select the best position for launch. This job requires a confidential security clearance, since youre overseeing and handling technical weapons systems and have knowledge of field positions during combat. To qualify for this position on the Patriot missile team, youll need at least a 92 on the OF segment of the ASVAB. And since youll be handling advanced, highly technical weapons systems, in order to qualify for MOS 14T, youll need a confidential security clearance.

Small Business Tax Tips for Year-End 2013

Small Business Tax Tips for Year-End 2013 Small Business Tax Tips for Year-End 2013 Small Business Tax Tips for Year-End 2013 Weltman, author of J.K. Lassers Small Business Taxes 2014(Wiley 2013) Its never too early, or too late, to take action that can translate into tax savings. With the clocking ticking on 2013, nows the time to get started on your taxes. New tax rules for 2013 and uncertainty about sometax rules for 2014 make planning challenging. Here are five helpful ideas you can use now. 1. Assess your profitability You have to know whether youre profitable to determine the actions youll take between now and the end of the year. In the red. If 2013 is disappointing, a sad fact for many businesses, you may be able to salvage something good from your loss. The business loss in 2013, called a net operating loss, can be carried back to offset income reported in up to two previous years (three years small businesses with disaster losses; five years for farmers). By filing for a quick refund at the start of 2014, you will get an immediate infusion of cash from the government; you dont have to wait until you file your return to benefit from this tax break. In the black. If 2013 is shaping up to be a good year, congratulations! You can use the following strategies to reduce the taxes that youd otherwise pay on your profits. 2. Set up a retirement plan Put your profits to good use by saving taxes now and by creating a financially-secure future by setting up a qualified retirement plan, such as a 401(k) plan. You can use a 401(k) plan even if youre the only participant. For example, if youre a sole proprietor with no employees and set up a 401(k) plan, you can make both employer and employee contributions to the plan (even though youre self-employed and not an employer or an employee). For 2013, you can shelter up to $56,500 of your income in the plan if your net earnings from the business are sufficient. Sign the paperwork with a financial institution by December 31 to create the plan; you then have until the extended due date of the 2013 income tax return to make tax-deductible contributions. If you miss the December 31 deadline, youll still be able set up and fund a Simplified Employee Pension (SEP) plan for 2013 up to the extended due date of the 2013 return (October 15, 2014.) 3. Give year-end bonuses If you can afford to give bonuses to your staff, determine now what they will be. The bonuses, and your payroll taxes on them, are deductible. Accrual based-businesses can deduct in 2013 bonuses for rank-and-file employees declared before the end of the year as long as they are paid by March 15, 2014. Bonus payments to employees who own more than 50% of the company, C corporation shareholders as well as payments to owners of S corporation shareholders (regardless of their ownership percentage) become deductible only when actually paid. C corporations in manufacturing, technology, retail or wholesale businesses may want to give qualified small business stock as bonuses before the end of the year instead of cash. Employees who hold shares more than five years wont pay any tax on their gains. Note: Because of the new, additional Medicare tax of 0.9% on earned incomefor high-income taxpayers, check for withholding requirements for employees earning more than $200,000 (including commissions and bonuses.) 4. Upgrade your equipment Take advantage of the great write-offs allowed in 2013 for buying machinery and equipment for your business. This is your opportunity to get those new gadgets, such as tablets and smartphones, for you and your staff. Besides the usual depreciation allowance, there are two write-offs that may be used: First-year (Section 179) deduction of up to $500,000. This break applies for both new and pre-owned items, but you have to be profitable to benefit from this write-off. Bonus depreciation of 50% of the cost. This break applies only to new items, but can be used whether or not youre profitable. Note: Financing the purchase in whole or in part does not limit your write-off in any way. And interest on your business borrowing is also tax deductible. 5. Charitable donations Consider sharing your good fortune by giving money, inventory, or other property on a tax-deductible basis. There are enhanced deductions for donations of certain types of gifts, such as food inventory to certain charitable organizations. Just be sure to keep receipts and, where required, obtain written acknowledgments for the contributions you make. Contributions via checks mailed by December 31 and credit cards charged by this date are deductible in 2013 for calendar-year businesses. Cant afford cash donations? Consider allowing your staff to take time off this holiday season for volunteering, especially if this is a slow time for business. Your company can support a particular charity and garner favorable publicity for your good works. Your cost: employees wages for their volunteer time, which is deductible by your company. Final reminder If you do nothing else, be sure to schedule a meeting with your tax advisor. Business owners may need tax advice for their business as well as for their personal situation in light of new tax burdens on successful people. Your advisor should help youcraft personalized strategies to implement before the end of the year that will help you save more on your 2013 return. Reprinted with permission of John Wiley Sons, Inc. Barbara Weltman, J.K. Lassers Small Business Taxes 2014. Legal Disclaimer: None of the information provided herein constitutes legal advice on behalf of Monster. Learnmore: Video: Ace your Year-End Business Goals

Functional Resume Definition: the Ultimate Convenience!

Functional Resume Definition: the Ultimate Convenience! Understanding Functional Resume Definition Functional resumes are excellent for highlighting transferable skills which are going to be applicable to your new field of work. In years past a functional resume was one of the greatest alternatives to highlight certain skills. At the peak of the resume is a list of a person's skills and qualifications. The lesser-known functional resume can be an excellent solution for certain positions requiring many technical abilities or for particular candidates with a lot of potential. For instance, if you need to both highlight your abilities and include your chronological work history, think about a combination resume. Included in the job history ought to be top accomplishments from every position, supporting the functional skills presented. Possessing a career objective is a really crucial portion of a resume. Rather than having a work history section near the top of your resume, you could have an expert experience or accomplishments section that lists various skills that you've developed over recent years. By highlighting skills instead of work history, an individual can emphasize he or she's qualified for the job. A chronological resume is among the 3 main resume formats. The combination resume format may be your very best bet. If you're looking at a nontraditional resume format, it's even more reason you wish to get it reviewed before you use it in order to apply to jobs. When it's about you you know what resume format you ought to use. If you want to see resume samples for one more business, you can view all our resume samples here. Educational information is included alongside certif ications and exceptional skills. Functional resumes do not include a reverse chronological listing of previous positions. Functional and conventional resumes aren't the only resume types to pick from. The End of Functional Resume Definition If you're searching for a functional resume definition, take a look at the subsequent functional resume writing guide to learn what it is and for advice. Each resume type is helpful for different purposes. The targeted resume always comprises a cover letter written exactly in order to acquire the desired job. Sometimes Resume objective can appear to be a little statement but it has an extremely enormous message to convey. Functional Resume Definition Features Chronological resumes aren't the ideal fit for fresh graduates since they don't have a lot of knowledge in the very first place. You ought to use a chronological resume whenever you have extensive work history that's regarding the job you're applying for. The Demise of Functiona l Resume Definition Picking the chronological resume for the ideal reasons will impact your odds of standing out among your competition. A functional resume is an excellent alternative for men and women who have gaps in their professional experience. Simply take the opportunity to come up with a strong functional resume. Functional resumes are perfect for individuals who don't have a great deal of work experience regarding the job they are applying for. It's possible to have a peek at the listed websites above if you want to learn more examples. There are a few easy tweaks that may make a functional resume advantageous! For instance, you can select a text-based layout with a professional look that will allow you to highlight your work experience. There are a lot of other alternatives. Though there could be gaps in your work experience, for example, work you've done can be beneficial for employersespecially when relevant to the position. The key to maximizing the advantag es of a resume builder is to get an idea beforehand of what you would like. There are primarily two types of resume objectives. There are three sorts of resumes, each with its own benefits and pitfalls. A Secret Weapon for Functional Resume Definition Every time a chronological resume mostly includes the sequential collection of job positions obtained, a targeted one discloses only relevant abilities and experience necessary for a particular job. Infographic resumes are usually ideal for PR, advertising, and graphic design jobs but generally not for industries like banking or law. It's more important for recruiters to understand what you could do now. If you prefer to be given an incredible job, you want a resume that recruiters desire to read. Where to Get Help Consult first with a seasoned career specialist to determine if infographic resumes would be suitable for you.