5 Resume Tips for Part-Time Job Seekers

5 Resume Tips for Part-Time Job Seekers5 Resume Tips for Part-Time Job Seekers8For working mothers, people looking for a second revenue stream, or others seeking professional work that doesnt require a traditional full-time schedule, part-time jobs can be a great way to pursue a meaningful career without placing work-life balance in jeopardy.So if youre among the growing number of people seeking part-time work, heres the question whats the best way to customize your resumenot just for a specific job, but for part-timework flexibilitythat meets your needs?Here are five resume tips for part-time job seekersState what you want.As you prepare your targeted, creative resume, state unequivocally at or near the top that youre looking for part-time work. If youve said plainly that part-time work is what youre seeking, therell be less chance for confusion later about what youre seeking as you progress in the application and interview process. If youd prefer your part-time hours to be within a certain time frame (say, daytime hours, for example, rather than nights or weekends), make that clear from the outset as well.Say why you want it.This may require a bit more finessing on your part. One place to explain your part-time job aspirations is in the summary section of your resume. This slightly more expository area of your resume allows you to talk not only about your qualifications, but also about your expectations for your new job. Your value statement may be as simple as saying that youre looking for a stelle that requires a maximum of 25 hours per week (or whatever your maximum hours are), for reasons of work-life balance.Highlight what you bring to the table.If your background includes previous part-time or flexible work, make sure to shine a light on what you accomplished in those positions. Puttingflexible work experience on your resume and hammering home- subtly- how flexible work options have been integral to your career advancement are another way of demonstrati ng how significant flexible work is to you. On the other hand, if youve been a full-time worker until now, leave no doubt that youre ready to move on to greater career-life flexibility as a part-timer.Target your search.This falls under the category of tailoring your resume for each specific job application do your research to ensure that part-time work is a possibility with each employer that youre looking to work for, or explore whether you can negotiate part-time work flexibility as you move through the job application process. The more you can target your job search, aiming specifically for employers who offer part-time positions, the greater your chances for success.Go virtual.Smart use of social media, including professional networking sites like LinkedIn and personal homepage sites such as About.me, can help youmake your resume virtualand broadcast your qualifications to hiring managers across a chosen industry. Sounding the same note as in a tailored resume- that youre speci fically seeking part-time work- keeps your target consistent, while making your resume virtual.Readers, share yourresume tips for part-time job seekers

TED Talk How to Find Short-Term AND Long-Term Success

halbstarker Talk How to Find Short-Term AND Long-Term SuccessTED Talk How to Find Short-Term AND Long-Term SuccessIf you ask anyone if theyd like to be successful now, or later in their life, the answer is pretty obvious to guess people generally want short-term AND long-term success. But is it possible to be successful in the short and long term, when both take fairly different qualities to achieve, and at what price are we willing to achieve them? David Brooks, a New York Timesop-ed columnist known for writing about culture, social sciences, andpolitics, tackles these questions- and a whole lot more- in a recent TED Talk.Its important to note two things about this talk first,while some religious references are made, we are looking this as an inclusive general spirituality. And second, while Adam, a male, is used as the example, we strongly believe this is equally intended for both men and womenIn the video, David Brooks Should You Live for Your ResumeOr Your Eulogy? Brooks theorize s that there are two sides to every persons nature- and they are at war with each other.Adam 1 is the worldly, ambitious side of our nature. It favors success and thinks in a more linear fashion i.e., input leads to output, risk leads to reward, and so on.However, Adam 2 is more humble believes in honoringGod and favors love, redemption, and being good.How do Adam 1 and Adam 2 affect our success?Brooks believes that we live in a society that favors Adam 1, and often forgets about Adam 2. The problem with that, says Brooks, is that it turns you into a shrewd animal that treats life like a game. You become a cold calculating creature that slips into mediocrity.Now, how does all of this relate to resumes and eulogies? Well, Brooks believes that its up to each individual person to determine which side of their personality they are going to feed- Adam 1 or Adam 2. Thing is, if you focus on Adam 1 (i.e., trying to attain success and not nourishing what matters most), you might wind up get ting success but at a very real cost to your relationship with others and- more importantly- yourself.Brooks says that in order to build a solid depth of character, you have to go back to the past, to a moment of shame, to a signature sin that youve committed over and over again in your life. You need to fight that sin, and once youve wrestled with it and experienced the suffering that comes as a result, then a depth of character can be constructed.Heres Brooks TED talk for more insightWhat does all of this mean as it applies to your career and long-term success?Does this mean that you have to be an Adam 1 in order to find a job you really want or have the ideal career?Absolutely not. In life, not everything is black or white. No matter how hard you try to foster your Adam 2 side, your Adam 1 side will always be there- and rightly so. Adam 1 is what pushes you forward in your job search, what motivates you to have a career that you love, and what keeps you competitive.None of these things are bad. Its only when you become cutthroat (perhaps sabotaging another job candidates chance at getting an interview with a company that you want to work for, for example) that youre letting your Adam 1 get the best of you.Whats most important to take away from this TED Talk is the knowledge that we all have two sides to our personality, and both are important.Its knowing how to balance them- to be a good person as you job searchor as you climb the corporate ladder- that will help you keep Adam 1 and Adam 2 in sync. Its also knowing that even though you might find a job that pays a lot more (Adam 1), you decide not to take it because it doesnt feed your soul or make you happy (Adam 2). Its connecting a friend who is looking for a job to a potential lead (Adam 2), as opposed to keeping the contact for yourself (Adam 1).In the end, its remembering to be human during your job searching process. Its knowing that the right job is out there for you and is meant for you without nee ding to put someone else down or step on them in the process. That way, at your eulogy, what will be said about you was what an amazing human being you were, as opposed to someone reading off a bunch of accolades and accomplishments on your resume to an empty room.In that way, being self-aware during your job search will give you the success that really counts.Looking for a flexible job? You can get started by searching flexible, telecommuting, and part-time jobs in 55 categories.Readers, what do you think of this TED Talk? Will you apply its message to manage your long-term success? Let us know in the comments below

Summer Job Email Cover Letter Examples

Summer Job Email Cover Letter ExamplesSummer Job Email Cover Letter ExamplesIf youre a college student in search of a summer job, chances are good that youll be asked to apply online, either through an email or through an employers automated job application system. It isnt enough simply to send your resume, however. A well-written cover letter should always accompany your email application, because this is the introduction that will allow your personality to shine and help you to rise above your competition. But how do you write a cover letter that will grab a hiring managers attention? In these two summer job email cover letter examples (one written by a student applying for a summer student assistant position, the other by a job applicant seeking a summer research assistant position), youll find a few common strategies being used. In your cover letter, you need to include The title of the job youre applying for and how you learned about itA brief description of the experience or tr aining that would make you a good candidate for the jobSpecific mention of the skills you possess that match with the qualifications requested in the employers job announcementA sincere thank you for your consideration, accompanied with a request for a personal interview. Summer Job Email Cover Letter Subject Line of Email Message Student Assistant Position - Your Name To the Campus Office, I am very interested in the student assistant position at the Campus Office that you advertised on theXYZ job posting website. For the past twoyears, I have been employed as an assistant in the Math Department at XYZ, where I performed various office duties. In my current position, I report directly to the department head. My duties in the Math Department include such basic office tasks as working with Microsoft Word, researching and preparing PowerPoint presentations, preparing Excel spreadsheet programs for math professors, and assisting in the preparation of various department class presen tations. I feel that I have a sound work ethic and have been employed in some capacity ever since my junior year in high school, when I worked in the mail room at a local newspaper. I am highly responsible, I pay close attention to details, and I understand the need for confidentiality. All of these attributes contribute to making me an ideal candidate for your student assistant position. I have attached my resume for your consideration and would appreciate the opportunity of an interview to present my qualifications in more detail. I look forward to hearing from you. Sincerely, Your NameAddressEmailPhone Summer Research Assistant Cover Letter Subject Line of Email MessageSummer Research Assistant - Your Name Dear Mr. or Ms. Last Name, I am writing to you to express my deep interest in the research assistant summer position that was posted on Monster.com this past Monday. As you will see from my resume, I have laboratory experience in biology, chemistry, and geology, both in the field and in research settings. My lab work includes performing chemical reactions, and I am adept in using compound, dark-field, phase-contrast, and fluorescent microscopes to observe multiple and diverse specimens. My environmental field studies include conducting outdoor laboratory assessments of water chemistry, an area I am keenly interested in. Because I have both field and lab experience, I believe I would be an asset to your program. Additionally, this position would provide me with the ideal opportunity to expand my research skills. I hope to schedule an interview with you at a mutually convenient time. I look forward to speaking with you, and in the meantime, I have attached my resume. Thank you for your consideration. Sincerely, Your NameAddressEmailPhone How to Send an Email Cover Letter If youre sending your coverletter via email, list your name and the job title in the subject line of the email message. Include your contact information in your email signature, and dont list the employer contact information. Always start your email message with a proper salutation. How to Send an Email Cover LetterHow to Apply for Jobs via EmailSalutation Examples More Cover Letter Samples Review sample cover letters for a variety of scenarios including a follow-up letter, inquiry letters, job/industry specific sample cover letters, cold contact, and referral letter samples.

How to Negotiate Commercial Leases That Favor Tenants

How to Negotiate Commercial Leases That Favor TenantsHow to Negotiate Commercial Leases That Favor TenantsIf a landlord or leasing agent simply tells you the terms, ask for something showing the terms in writing before you submit a counteroffer. If they are reluctant to offer a letter, ask for an email or a copy of the listing for the space (which will contain at least the basic leasing information). Why is it so important to have initial terms in writing? A leasing agent acts on behalf of the interests of the landlord. If an agent either misunderstood or attempted in any way to junger mann the landlords directions, having terms in writing can show you a landlord that your counter offer was made in good faith based on information from the leasing agent. It is also possible that you could misunderstand lease terms if they are bedrngnis in writing. This could lead you to counter too high or too low based on information you misunderstood. Another reason to have the terms in writing is t hat it allows you time to research more about the lease, to ask an attorney about the terms, or even to compare terms to any other leases you are considering. Asking for terms in writing is not in any way a legal commitment on your part to move forward. You always have the option of countering the terms or simply turning them down outright. A Counter Offer When you buy a house, you negotiate the price. A seller lists the house for the amount of money they would like to get from the sale, but almost always expects to get less. A buyer interested in purchasing a home will submit something in writing to the seller with a counter offer. In this case, a counteroffer is an offer to buy the home at a lower price than what the seller is asking. Simply stated, a counter offer is bargaining. This is also true for commercial leasing. While some leases may truly be non-negotiable, for the most part, it works just like buying a home a landlord or listing agent asks for one rent price (or set of terms) but allows some room for negotiation. In other words, in commercial real estate, it is almost always expected that the renter (or, lessee) will submit a counteroffer, so the landlord inflates the prices and/or terms. 3 Questions to Ask Before Negotiating or Signing a Commercial LeaseChart Showing Types Of Commercial LeasesTriple Net LeaseFully Serviced Lease (Gross Lease) The Initial Negotiation Process Once you have expressed interest in leasing a space, some landlords will simply offer you a form that states the leases asking terms. These forms may have a response section or an dateianhang to complete where you can counter offer. Others may just offer a copy of the listing papers (an ad or flyer) with asking terms. In most cases, however, it is in your best interest to submit a letter or other written form of communication with a counter offer. Why? Because in a letter you can include selling points as to why you would make an ideal tenant, tell the landlord about y our geschftlicher umgang, and make the deal more personal. For a hot property with multiple interested parties, your letter can serve as a sales ploy to get the landlord to pick you and agree with your terms. Negotiation may go back and forth, so be patient. A listing agent usually has some freedom to make decisions, but most likely will need to confer with the landlord. It can take time. If you have not heard back on an offer in one to two geschftliches miteinander days, it is fine to follow up. But try not to appear desperate or overly anxious as this could affect the outcome of your negotiations. Remember, most listing agents want to move a property just as fast as s/he can so they usually do not need much nagging. Preparing An Offer or Counter Offer Letter Your counter offer should be presented from your business, not from you personally, even if you own a sole proprietorship. Your offer letter is a sales pitch. You are asking for different terms that are more in your favor, and you want the landlord to see you and your business as a good choice. Your offer letter should always include the following information The Person Liable for the LeaseInclude theanthroponym of your businesswhich includes the name you are legally established under, as well as any other names you are doing business under. Remember, if you are operating a sole proprietorship, from a legal standpoint you and your business are the same and even if you list your business on the lease, you might also be held personally liable for the entire lease. Your Business StructureIf you are incorporated, tell where you areincorporated. If you are a tax-exempt organization state this in your letter. It is rare that landlords offer you freebies or perks tononprofitsjust to get a tax write-off, but they may be more inclined to negotiate or lease to a noble cause than to a biker club. Additionally, understanding your own personal liability for signing a lease is important and will vary depending upo n yourbusiness structure. How Long You Have Been in BusinessIf your business is less than two years old, you may wish to also include a statement about your success, or future growth projections or abusiness plan. A landlord is not likely to rent to your business, without someone personallycosigningorguaranteeing the lease, if you cannot show that your business is doing well. The Nature of Your BusinessWhat do you do? Be brief and to the point. A landlord needs to know what you do in case there are any special considerations. For example, if you run a business that uses hazardous materials, has walk-in patients to a health facility, or stores items of excessive value, the landlord needs to know in case there are restrictions on the use of the property. What tenants do, can affect a landlords property values and insurance rates so be honest. Contact InformationBe sure to include a phone number where you can be reached, and if possible, and email address. If you can only be reached on certain days or during set hours, include this as well. If you do not respond to a landlord or listing agent in a timely manner, they may think you are not interested. Your Proposed Terms (or, Counter Offer)Be as complete and clear as possible. Listing Your verpachtung Terms in an Offer or Counter Offer The best way to negotiate a deal is to have a clear understanding of what it is you are offering or willing to accept. If it is not in writing, it will be very difficult to prove later on that something was excluded from a lease that you thought was supposed to be included. Putting things in writing may take a little longer, but it does offer you some legal protection if things go amuck later on down the line. If you are time-pressed and cannot mail a letter - deliver one. If that is not possible, a well-written email may suffice. If you are not certain about a particular lease requirement as for clarification and try to get that clarification in writing. Red Flags for Bad Leas ing TermsTips on How to Negotiate CAM Fees in Commercial LeasesStandard Terms in Commercial Leases The Length of the Lease If you want to change the length of the lease terms, be clear. For example, is the lease you want is for two years with three, one-year renewal options (totaling five years) or a straight five-year lease with no renewal options? It makes a very big difference in how long you will be locked into a lease and how a landlord might feel about other terms you are asking for in a counter offer. Most landlords prefer two-year or longer leases, but never hesitate to ask for a one-year lease. One-year leases may cost a little more, or have fewer lease renewal options, but you are locked in for less time. Unless you are a multi-million dollar company, it rarely makes good business sense to sign a lease that commits you to the space for more than two years. Keep in mind if your business outgrows the space, you do not want to be stuck with a long lease. Or worse, if your bus iness struggles and you need to downgrade to a smaller space, you may have a hard time breaking your lease. Condition of the Property If you are asking for the space as is or if you need the landlord to make repairs or improvements first. If you are planning to renovate the property, briefly describe the proposed renovations. You want this included in a lease because often a landlord will offer some sort of incentive or allowance if you renovate certain types of properties. If you are unsure what allowances you might be offered for any renovations, keep things open. Offer to submit more detailed information about renovations for the landlords review to offer you some sort of considerations for improvements. Occupancy Date Tell the landlord when you want to take physical possession (move in, gain access, or take responsibility for the property). In some cases, when the date you take physical possession may be different than the date, you will begin paying rent. For example, you could ask the landlord for an occupancy dateandrent start date of January 1, 20xx, but ask that the first month be rent-free. In this case, the lease would begin on January 1, 20xx and the landlord could write off the free months rent. The tenant would occupy the space for 12 months, and the lease would run for 12 months. Another way of getting the same thing (a free month of rent) is to ask for an occupancy date of January 1, 20xx, with a rent state date of February 1, 20xx. It means the lease would begin one month from the date you move in, or on February 1, 20xx. This type of negotiation only works in a space that is already unoccupied, and the landlord is eager to have someone move in because it favors the tenant. In essence, you not only get one free month rent, you get to 13 months of occupancy out of a 12-month lease. How to Write an Offer or Counter Offer Letter The following is sample letter that can (and should) be revised to use as either an initial offer or counteroffer t o lease a commercial space for your business. It is not intended to serve as a substitute for legal advice, but simply to show one way you can express interest in leasing a particular space. mora Business Letter SamplesBusiness Letter Template Information in bold should be substituted with your own information and leasing terms. (InsertTodays Date)(INSERTName of Landlord or Listing Agent)Ms. Happy Landlord123 StreetSuite ZCity, State, Zip CodeDearMs. LandlordThis letter is to express interest on behalf of (INSERTname of your business), in leasing the property located at (INSERTcomplete address including street address, unit or suite number, city, state, and zip code).(INSERTname of your business) is a (INSERTtype of business you own LLP, partnership, sole proprietorship, etc.) that (INSERTbrief statement about what your business does).(INSERTname of business) has been in operation since (INSERTstart date or number of years in business). Due to exciting growth, we need larger (or, a dditional, more suitable, etc.) facilities.(Note even if you work from home do not offer this in your proposal letter. Try to avoid offering in this initial contact that you have a home-based business it may make you sound small and unstable to a landlord.)After carefully evaluating fair-market value I (we) propose the following terms for your considerationLIST ALL TERMS HEREincluding length of lease, renewal options, rent, added fees, type of lease, annual increases, etc. Anything you want to include or address in the lease detail in this paragraph. Be sure to include any renovations or repairs you want or need the landlord to make to the space, or that you would do yourself. Ask for free rent, furniture, extra parking anything you might need to make the space work best for your business.I am excited at the prospect of leasing the above-mentioned space and feel that (INSERTName of Business) would be an asset to you. If you have any questions about this proposal of leasing terms, or out business, please contact me at (INSERTphone number and best time call), or by email at (INSERTyour email address).Thank you for taking the time to consider this offer. I look forward to a prompt and favorable reply.Respectfully submitted,(leave 2-3 leer lines for signing your name in ink)(INSERTYour Name initial caps)(INSERTYour Title initial caps)Note If you include any attachments, or copy anyone else, the preferred way to show that in a business letter is after your signature, like this, and in this orderRespectfully submitted,(leave 2-3 blank lines for signing your name in ink)(INSERTYour Name initial caps)(INSERTYour Title initial caps)Enclosures (List more than one on separate lines, indented)cc Jennifer Barnes, Listing Agent How to Format The Second Page of a Business Letter If your letter is longer than one page, thestandard business letter formatto start the second page is like this LetterTodays DatePage Two Then skip two to three blank lines and pick up wher e the letter begins for page two. How to Deliver An Offer Letter You can mail your offer letter, hand-deliver it, or send an email with an attachment that contains the offer letter. If you are still struggling with what terms to include, here are more articles with great tips and advice on negotiating the best terms possible Tips on Writing Your Offer Letter Remember that this is a business letter. Keep it clean, simple, and to the point but do not be afraid to use meaningful selling points to help win over a landlord.Avoid using humor, slang, or offering personal feelings about politics, religion, or any other subject that is not related to the purpose of the letter (to make an offer).Do not use scented or frilly stationery. Your paper should be white, letter-sized and without borders, or your usual company letterhead.Mail the letter in a plain white business-sized envelope. Do not ever fold to fit the letter into a smaller envelope. If your letter contains more than seven page s including attachments, use a flat, 8-1/2 x 11 envelope instead. Make sure to include a return address in the top, left-hand eckball of the envelope, and make sure you have put enough postage on the envelope

Why You Should Always Ask the Hiring Manager, What Would a Typical Day Look Like

Why You Should Always Ask the Hiring Manager, What Would a Typical Day Look LikeWhy You Should Always Ask the Hiring Manager, What Would a Typical Day Look Like1Of the many questions candidates can ask fhigkeit employers, What would a typical day look like? ranks among the most revealing. Heres why all job seekers should pose it during interviews.It provides a clearer picture.Asking the hiring manager the question, What does a typical day look like? helps you understand the daily expectations and routine for the role, says job search strategist Sarah Johnston, founder of the Briefcase Coach.It helps you assess the quality and quantity of the workload.Similarly, hiring managers often talk in generalities. For example, communicating directly with clients might actually translate into answering a constantly ringing phone, not working one-on-one to develop new marketing strategies like you hoped. Job satisfaction rests heavily on the actual tasks performed day in and day out, so form a r ealistic idea from the start of what the location involves.Johnston recounts an instance when such knowledge would have been useful. I recently was talking to a job seeker who changed jobs. She was originally in a role that was very administrative. She wanted more interaction with people and hoped to move into a sales role. She interviewed for a sales position and got the job. Unfortunately, she did not have a good understanding of what the job entailed before she accepted it.Even though the title was sales coordinator, the position was still very administrative.It can uncover red flags.Got an interviewer whose response leaves you confused? Consider the inability to provide a sufficient answer a eignung red flag. While some roles dont easily lend themselves to a consistent set of tasks, too much uncertainty often proves frustrating for a new hire and may signal that management hasnt really thought enough about expectations for this position.It offers a glimpse of company culture.As the interviewer talks about an average day, listen for clues about the general work environment. Does the team seem to spend a great deal of time in meetings? Are breaks and lunch mentioned? Which people seem to come up most often as ones with whom youll interact (leaders, vendors, remote workers, staff from other departments, etc.)? Answers to these types of questions will help you develop a vibe about work style, relationships, and work-life balance.Its a good springboard to further conversation.Finally, remember that hiring managers like thoughtful inquisitiveness. Asking questions during the interview conveys interest in the company and a desire to ensure the match is a good one for both sides. While What would a typical day look like? is not the most original question, its a solid standard that demonstrates eagerness to learn more. The interviewers answer likely will spark other potential questions, leading to a genuine back-and-forth that makes a memorable impression

New Step by Step Roadmap for Uptowork

New Step by Step Roadmap for Uptowork When you add your private stamp to it through imputing your distinctive abilities, professional experiences, and wording, it is going to stand from the crowd for all of the perfect factors. Then it may be time to bring some style to your resume Yo mist checks this website if youre likely to create a resume at this time. Feel free to bring a good look at our most current styles given below. Vital Pieces of Uptowork Which is the point where the online resume builder starts to show cracks. If youre on the lookout for a software tool which will help you produce a resume, you are going to be pleased to know there are a lot of free programs available to aid you in doing exactly that. Uptowork isnt entirely FREE. You list your latest position first. What resume section to grow your resume depend on both the sort of resume and the work position. Based on the business or position youre applying for, it may require that you bring some personal ity. In addition, you can consist of skills which were used at a certain job position in a particular period and dont neglect to mention your scholarship on resume. Copy and adhesive your resume within this platform, and you will immediately see whether you accept fabricated any grammar mistakes. Regardless of what level of job seeker youre, theres a konzept inside this library for you. Then start looking for skills which you could translate from 1 job to another. Job-specific skills vary dependent on the position. Ruthless Uptowork Strategies Exploited Its essential to note that Zety doesnt enable you to print your resume if you dont pay them. You might have grappled with whether to establish a chronological or functional resume. Well, you would like to stand out. Allow it to be catchy and easy. You ought to figure out how much money you wish to earn and then work backwards. It is a superb tool for anybody with an extensive quantity of experience. Prior to starting with SlashCV, you ought to know that youve got to pay to take out the SlashCV brand on your resume. Uptowork takes care of all it and ensures serving the most effective possible means to discover what suits your requirements and whats desired for your personality. Using Uptowork GotResumeBuilder is a free and easy to use resume builder site. Doing this requires contact information and data about what type of job and pay you aspire to find. Therefore, if your are looking for a new job or simply need to update and make a perfect resume visit now Uptowork and begin creating. There are more websites much like these websites that I have listed within this write-up. Uptowork - the Story Use headings to organize the info in your resume. While Canadian resumes are available in many unique formats, they share some standards that you ought to know about. The format is really simple. So make sure you modify downloaded files to you get to coincide with your experience accordingly.Creatin g a resume may also take longer because you should customize your own resume template. Once you have decided on your perfect resume template from our selection, follow our completely free expert guidance about ways to craft the ideal gammeln resume. There are lots of free resume templates readily available online but sometimes it can be quite tough to decide on the best one that is most suited to you. Out of all of the advantages youve seen now and so far will be able to help you bring out the finest in you by receiving the best design template for yourself with the assistance of uptowork. You need to find out your skills deserve the price tag youre asking. A resume is your very first opportunity to show off, and you shouldnt submit one which you arent proud of. Its simple to edit your resume within the program, so you are able to make changes whenever you want without needing to start from scratch. Its a guarantee that out of all of the experiences that you get from uptowor k, you may not find it anywhere else.

Is the Career Advice We Give Our Children Crushing Their Futures

Is the Career Advice We Give Our Children Crushing Their Futures Once, during the question and answer session following a keynote speech of mine, a rather dignified and well-dressed gentleman vigorously raised his hand. His body language seemed uncomfortable and angry. Of curse, he was my first pick.The man asked, What do you have to tell these young people who want to pursue a feel good degree like environmental science? I paused for quite a long time, allowingthe question to sink into the audience.Then, I answered Well, actually, I was thinking that environmental science is a rather courageous and vital career choice.Continuing, I said that since todays college graduates arelikely to change careers a few times in their lives, we need an entirely new approach to preparing students for the future of work. Many of the jobs our children will pursue have yet to be invented. In a world of constant change, we ought to be helping young people identify what they love and what is meaningful to them.For those of us who grew up in the shadow of the Second Industrial Revolution, this must sound like pig latin.However, Id insist that finding work you love is important to everyone, at every stage of their career. Successful change requires wakefulness, learning, engagement, and new skills. And while change requires courage, we ought to be far mora frightened of living with ambivalence or even hatred for our work. Without love and passion, were unlikely to succeed in our careers.After the event came to an end, the well-dressedman quickly walked over. He brought up the possibility of my coming to speak at an organization he serves. As it turned out, the man ran two career development programs for one of the most prominent charter schools in America.I thought of this well-meaning man railing againstfeel good degrees in one of the countrys more sophisticated communities. Such advice is all too common. For many, it is an automatic response to the world today. Unfortunately, it can perpetuate mistruths for young people regarding how they should pursue meaningful futures.Today, we need to change the way we go about planning careers. We need to learn how to derive security from growth. The four-year or graduate degree isno longer an endpoint, but a license to learn. It is an introductory course to active learning. This iswhat healthy, vital, and coveted employers look for in new hires first and foremost. As active learners can attest, becoming one introduces you to a world of growth unlike anythingyouve ever seen before.If you are a parent, make sure your children are getting healthy, realistic career development support at school and at home. Tomorrows talent pool will be full of entrepreneurs, disruptors, problem-solvers, and teachers tacklingjobs that have not even been invented yet. Creativity will be in demand. In fact, an MFA is far more salable today than an MBA. Empathy is another trait whose importance will only grow in the business world going forward.More importantly, we need to teach our children to sell to draw healthy attention to themselves, to connect with others skillfully, and to buildcommunities tailored to their unique mission, vision, and purpose.Quite frankly, the countrys entire educational system is turning away from these skills, as are many parents If the world is rapidly changing every day, how on earth will our children thrive without these skills?Kevin Kelly, author of The Inevitable, tells us the rate of change has sped up to the point thatthere is no longer a destination. We are becoming. In other words, we are learning and moving so quickly that we are always growing into someone new. In front of us is a world that few parents recognize, especially if they were hammered into shape by their elders career advice.Telling our children to take careers they didnt really want or care about was always a good way to kill their souls today, its a good way to kill their careers.Once , while interviewing the author and corporate trainer Jack Canfield, and I asked him what he did to prepare his two sons for work. He responded I always told them to do whatever made them happy. Then, I centered all of my attention and energy on instilling in them the confidence they could deal with anything life dished out to them.Jack intuitively helped his sonsbecome good atsales, communications, asking for help, and engaging with others. Success and happiness came their way.Our children need new voices, and our parents need a new language and mindset. At Inspired Work, we are studying children these days and have found they have far more wisdom than we give them credit for. In fact, Ive come to the conclusion they are already ahead of us.Within every child is a mission, vision, and purpose that is probably beyond our understanding. What is going to happen when we apply our energy and love in helping them discover that purpose? What kind of world will we live in when we teach the m the life skills to thrive and succeed as unique human beings?Life will certainly become more interesting.David Harder is the founder ofInspired Work.

Rules and Policies Restricting Nepotism in Government

Rules and Policies Restricting Nepotism in GovernmentRules and Policies Restricting Nepotism in GovernmentNepotism is something of a buzzword, and its generally seen in a negative light, particularly in government. Merriam-Webster defines the term as favoritism based on kinship. Most organizations avoid nepotism because its seen as unfair and it brings to mind more sinister concepts like cronyism and the spoils system. Many companies prohibit nepotism, but it remains rampant in business, sports, and entertainment. Donald Trumps children are executive vice presidents of his companies, and, as President, his daughter, Ivanka Trump, is his senior advisor. National Football League owners Jerry Jones and Robert Kraft also placed their children in executive positions with their respective franchises. The children of Hollywood producers and A-list actors are often cast in roles based on their family connections. Countless laws and policies prohibit nepotism under particular circumstances in the public sector. The prohibitions most often deal in the areas of human resources and procurement. These are hot-button areas because of the money involved in hiring personnel and awarding government contracts. Nepotism Is Not Simply Working Together The key word in Merriam-Websters definition is favoritism. Its certainly not uncommon for family members to work for the same company, and in and of itself, this doesnt have to be a negative thing. The US Census found in 2015 that nearly one in four American men age 30 or older has, at some point, simultaneously worked at the same business with their fathers if their fathers were active in their lives during their teen years. The statistic drops to 13 percent for women. The numbers are significantly higher in Canada. Ultimately, its the terms of the workplace relationship that set the tone for charges of nepotism. Common Nepotism Rules Nepotism can be somewhat difficult to avoid in small local governments given the small app licant pool and the likelihood that there are few other employers nearby. In medium-sized and large governments, nepotism policies tend to be nuanced around reporting structures. Family members might not be prohibited from working within the organization, but there may be prohibitions on a few actions, such as hiring a family member or serving on an interview panel where a family member is an applicant.Directly supervising a family member is typically against the rules, as is working in the same line of supervision as a family member Nepotism rules often require that job applicants and profil contractors disclose their relationships with any employees up front. Family members of elected officials, appointed officials, and chief government executives are often prohibited from working within the organizations their family members lead. This happens because those individuals are at the top of the organizationso all employees fall in their line of supervision. Additionally, the mere app earance of impropriety among those in high levels of authority can cost politicians elections. Nepotism in U.S. History Approximately 40 of President Ulysses S. Grants family members and family connections benefited from his presidency. In the Encyclopedia of White-Collar and Corporate Crime, Lawrence Salinger cites instances of Grant and Mrs. Grants family members being appointed to public office. Additionally, Robert F. Kennedy served as United States Attorney General under his brother President John F. Kennedy.

Bored at Work

Bored at WorkBored at Work*/Read the infographic text.BORED AT WORKHours per week employees say theyre bored at work 10.5Hours per week managers think employees are bored at work 62 in 5 employees would quit if they felt bored at work.The main reason employees are bored, according to managers28% They dont feel challenged by assignments23% There isnt enough work to do22% The nature of the work isnt interesting20% Too many/poorly executed meetings7% They dont enjoy interacting with their coworkers(Top responses shown)The time of year workers are most bored*28% Winter7% Spring18% Summer3% Fall45% Equally bored throughout the year39% of managers say employees have too much to do in their jobs.Source OfficeTeam surveys of 382 office workers and 307 senior managers in the United States.*Responses do not total 100 percent due to rounding. 2017 OfficeTeam. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

10 Top Companies for Compensation Benefits Hiring Now

10 Top Companies for Compensation Benefits Hiring Now 10 Top Companies for Compensation Benefits Hiring Now The numbers are in: great compensation and benefits attract employee to companies â€" and keep them there. MetLife’s 16 th Annual Benefit Trends Study found 62% of respondents said employee benefits were an important reason they came to work for their current company, and 87% of respondents said that “having insurance/benefits” gives them peace of mind for the unexpected. Today, the race for companies to attract prospective employees with exciting benefits and perks is increasingly competitive, with the expansion of wellness programs, work from home options, and flexible vacation plans. But which companies really dole out the compensation and benefits, and which ones just look good on paper? We’ve drawn up this list of top-scoring companies on our Compensation and Benefits ratings to clarify things. And better yet, these awesome benefits and compensation packages aren’t so out of reach: all of these companies are hiring!       Compensation and Benefits Rating: 4.7 Where Hiring:  Remote; Washington, DC; Phoenix, AZ;  Bellingham, WA & more. Open Roles: Regional Administrative Coordinator, QA Automation Specialist, State Administrative Broker, Senior Director of Data and Intelligence, & more. What Employees Say: “The training and the leadership. This company strives to bring agents the latest tools in technology, and hires the most experienced people as leaders. The ability to invest in the company and purchase stock at a discount is a huge bonus too.” â€"   Current Real Estate Broker Compensation and Benefits Rating: 3.2 Where Hiring: London, England; Dublin, Ireland; Berlin, Germany; Paris, France; Zürich, Switzerland Open Roles: Technology Advisor, Buying and Merchandising Consultant, Supply Chain Analyst, Resource Officer, Consultant, & more. What Employees Say: “Great work-life balance, great people and office is in a great location. Frequent team nights out and social club outings all covered by the company. Strong engineering focus.” â€"   Former Software Developer Intern Compensation and Benefits Rating: 4.0 What Employees Say: “RCG is one of those rare professional services companies where people stick. The depth of both strategic and tactical offerings in data and analytics, as well as traditional IT services, provide an opportunity to work with clients across multiple industries using a variety of platforms and technologies. Many of the employees have been with the company for 6 or more years which enables a unique environment for  camaraderie and collaboration. It’s a good place to practice and enhance skills and to be a part of a team where individual contributions are recognized.” â€"   Current Employee Compensation and Benefits Rating: 4.8 Open Roles: Sales Lead Qualifier, Facebook Specialist, Analytics Product Manager, PPC Marketing Consultant, & more. What Employees Say: “Great office culture with bright motivated people! The management is fully invested in the success of individuals. Employees are well taken care of with opportunities to grow and develop professionally. Families are often invited to participate in office lunches and company parties. I also appreciate the way the company strives to find ways to brighten the lives of others in the community. I love being involved with  such an amazing company!” â€"   Current Employee Compensation and Benefits Rating: 4.7 Where Hiring: Fort Meyers, FL; Atlanta, GA; Toronto, Canada Open Roles: Customer Success Manager, Director of Product, Customer Support Specialist, Sales Development Representative, & more. What Employees Say: “I’ve worked at companies where I’ve gotten along with most of my coworkers, but usually because we bonded over workplace frustrations which made for a negative environment. I can honestly say that isn’t the case with FieldEdge! My team respects each other’s abilities and we genuinely enjoy working with each other. Everyone works hard to contribute to creating a quality product that we are proud of. The work is  challenging but rewarding and management is truly invested in helping employees not only succeed at FieldEdge but in future career endeavors as well.” â€"   Current Product Manager   Compensation and Benefits Rating: 4.7 Where Hiring: Atlanta, GA; Chicago, IL; Los Angeles, CA; Boston, MA; Dallas, TX Open Roles: Executive Assistant, Primary Researcher, Accountant, Recruiting Assistant, Senior Product Designer, & more. What Employees Say: “Bain has some of the best people, an extremely collaborative environment, and the company absolutely cares about developing their people to be the best they can be.” â€"   Current Associate Consultant Compensation and Benefits Rating: 4.9 Where Hiring: Atlanta, GA; San Francisco, CA; Boston, MA; Tampa FL; New York, NY Open Roles: Senior IT Auditor, Application Developer, Receptionist, PCI QSA, & more. What Employees Say: “Schellman prides itself on putting employees first. The benefits are amazing; such as having medical and dental insurance paid at 100% for a single individual, and a substantial amount covered for spouses and family. Furthermore, vision insurance is also substantially covered, and Schellman now covers the cost of lasik for its employees. In addition to health benefits, Schellman encourages employees to save for retirement via its 401k plan. It matches up to 10% of employees’ contributions. Schellman also values work-life balance and offers employees 3 weeks of PTO, and a mandatory 2 weeks PTO around the Christmas holidays. In addition to PTO, employees also receive maternity and paternity break to bond with their newborns.” â€"   Current Senior Consultant Compensation and Benefits Rating: 4.8 Where Hiring: Seattle, WA; Hilo, HI Open Roles: Customer Support Representative, Outside Sales Representative, Financial Analyst, Senior QA Engineer, & more. What Employees Say: “This company truly cares about its employees and gives you the autonomy to create your own path and explore other positions if that’s what you’re interested in. The support system is endless internally, and they truly care about the people they work with and service. It’s nice to be part of a company that actually puts purpose before profit.”â€" Current Employee Compensation and Benefits Rating: 4.8 Where Hiring: New York, NY; Atlanta, GA; Fort Lauderdale, FL; Philadelphia, PA; San Rafael, CA Open Roles: Financial Analyst, Analytics Engineer, VP of Performance Display, Talent Acquisition Sourcer, & more. What Employees Say : “Unlimited PTO, WFH flexibility, great 401K match and healthcare benefits, lunch stipend, free snacks, office dogs, great people and transparent leadership. Elite will reward you for your hard work and dedication!” â€"   Current Employee Compensation and Benefits Rating: 4.8 Where Hiring: Seattle, WA; Milwaukee, MI; Raleigh, NC; Herndon, VA; San Francisco, CA   Open Roles: Curriculum Developer, Executive Protection Specialist, Senior Software Engineer, Director of Security, & more. What Employees Say: “Tanium is growing which will open the door for new opportunities and career development. I’ve been at several smaller start-ups that were very cliché in the tech scene and it was refreshing to come to Tanium where you still get the challenges of a start-up but with a more mature environment. Employees are smart, driven and passionate about succeeding. My manager trusts me to do my job and values my input. I feel  respected in my role and I can truly say that I love coming to work every day. Benefits are competitive, catered lunches and snacks are a great perk, flexible vacation plan, and work-life balance is valued.” â€"   Current G&A

Phone Interview Questions To Find Qualified Candidates

Phone Interview Questions To Find Qualified Candidates Phone Interview Questions To Find Qualified Candidates Phone Interview Questions To Find Qualified Candidates DeZube As a business owner or manager, time is your most precious resource. Preserve it by using phone interview questionsto discover the job candidates who are most deserving of a face-to-face interview. Just how much time can you save using phone interviews? Suppose you have five candidates who seem right for the job. A 15-minute telephone interview with each candidate instead of a one-hour interview could save you 3+ hours. Schedule all your interviewsfor the same day, if possible, recommends Peggy McKee, CEO of Career Confidential in Gunter, Texas, and author of How to Ace Your Phone Interview. Having conversations close to each other helps you remember things you liked and didnt like about the answers you hear from candidates. Engage Candidates in a Conversation The efficiency of phone interviews will enable you to narrow down your candidate pool more quickly. But dont overlook the opportunity to create a connection with every candidate you speak with. When you first reach out to a candidate, your goal should be to build a rapport with them before asking technical or in-depth questions about their experience, says Amanda Read, recruiter with Talent FusionTM by . Keep in mind that the onboarding process starts with your first conversation with the candidate. Just as you are assessing their job skillsduring this initial chat, keep in mind that they are also assessing your organization. Focusing your Phone Interview Questions Once youve established some rapport with the interviewee, focus your questions on the positions most critical skills and knowledge. There are certain things that are must-haves for you to make any hiring decision, says McKee. Ask phone interview questions about those deal-breakers: a bachelors degree, salary expectation, four years experience selling in a B2B environment or a willingness to travel two days each week. Once youve gotten answers to those initial skills screening questions, gracefully end the phone interview with candidates who dont meet your requirements. A candidate that does now qualify may do so in the future, says Read. She also recommends asking all candidates if they know someone else they can refer to you. For candidates who answered the skills-based questions satisfactorily, you can move on to the behavioral-based interview questions that delve deeper into the way the job seeker has used each critical skill in past positions. Knowing the typical problems presented by each of the jobs deliverables, youll ask candidates how they do their work to anticipate and prevent those problems from arriving and how they solve them when they cannot be prevented, saysMartin Yate, author ofthe New York Times best seller, Knock em Dead Hiring the Best: Proven Tactics for Successful Employee Selection . Phone Interview Strategies Many of the strategies you employ in in-person interviews also work well in phone interviews. For example, use strategic pauses, as you would when interviewing face-to-face, recommendsinterview expert Doug Hardy. Say, Tell me more about that, and be silent. The candidate will feel an urge to fill that silence, and what they say at that point is often unguarded, candid and revealing. Hardy recommends goingbeyond your list of phone interview questions if you need to. When asking screening questions, we all tend to stop listening, and we dont pick up on clues that might otherwise be revealing. By staying focused, adds Hardy, youre likely to cull more from your phone interviews. I like to stand up and smile during phone interviews, he says. The physical change from sitting makes me more alert and authoritative, and that comes through in my voice. If you do stand, Hardy offers one note of caution: Dont become distracted by objects or people you typically dont see when sitting. If you start dusting the top of your monitor, youre not interviewing, youre multitasking, he says. McKee suggests you also: Have your thoughts organized and ready to go. Call the applicant on time. Do the interview in a quiet space. Use a headset instead of speakerphone. Dont use your cellphone unless you want to give up that personal number. Use your switchboard at work. Be ready to record answers in an open Word document. Ask job candidates if they have questions about the job or your firm. Call those youre not bringing back, or have your assistant do it. Close out the phone interview by letting the job seeker know what they can expect. For example, you could say: Thank you for your time, I really appreciate it. I have other interviews to conduct. In three days, Im going to make a decision about who to bring in for an on-site interview. Once youre comfortable with the phone interview process, consider handing off these duties to your managers who need to learn hiring skills. Phone interviews can be a great first step to develop your staffs interviewing abilities.

Marie Kondo is coming for your children with her new kids book

Marie Kondo is coming for your children with her new kid's book Marie Kondo is coming for your children with her new kid's book We already told you that decluttering queen Marie Kondo is coming for your workplace with and upcoming book about overhauling your messy desk with the forthcoming “Joy at Work.” Now, the star of Netflix’s “Tidying Up with Marie Kondo” has announced on her Instagram page that’s she’s written a children’s book, to be released on November 5, called  â€œKiki Jax: the Life-Changing Magic of Friendship.”“It’s a timeless story about friendship, and I hope that the characters of Kiki and Jax will inspire children and families to tidy and embrace joy!” Kondo wrote.The book is co-written is illustrated and co-written by popular children’s book author Salina Yoon.The book’s Amazon page describes the plot of the 40-page hardcover book as such: “Kiki and Jax are best friends, but they couldn’t be more different. The one thing they always agree on is how much fun they have together. But when things start to get in the way, can they make space for what has always sp arked joy- each other?”Kiki and Jax appear to be a squirrel and an owl.The book is available for pre-order on Amazon and www.konmari.com.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

How to Prepare for a Job Interview an Essential Checklist

How to Prepare for a Job Interview an Essential Checklist How to Prepare for a Job Interview an Essential Checklist Job interviews are the equivalent of first dates. They are extremely stressful and can sometimes make you question your abilities and self-worth. The good news is that, just as with a regular date, there are plenty of tips and advice that can help you make a good impression. Knowing how to prepare for a job interview, can take away some of the stress and make you feel more confident about your chances. Here’s an essential checklist to keep in mind when preparing for an interview. Research Be well informed and not only will you have better answers to the questions the recruiter might ask, but you’ll also determine if the job actually suits you. Read the job description carefully to get a clear understanding of the company, their expectations, their culture, and anything you might find relevant. Does this job seem right for you? Can this job help you advance your career? Is the company’s culture congruent with your professional aim and your personality? What can you bring to this job and what can it bring to you? List Out all the Skills, Abilities and Personal Objectives Now, get deeper into what your best assets are and what you want to develop. Being clear on these and being able to name them is important. Once you understand what the job is all about, you need to focus on yourself. Make a list of your skills and then compare these with how well they match the job requirements. Prioritize what feels most relevant. You will have to play up your best assets. Practice Once you’ve finished your research, it’s time for practice. Knowing your best assets might not mean a thing if you cannot express them appropriately. Be ready to answer any question by reviewing all the common interview questions we recommend simply googling “common interview questions” and checking out a few articles. Many interviews start out with you going through your background. This may seem repetitive since the hiring manager likely has your resume in front of them, but this is typically a good way for the interviewer to get the conversation going. You will then likely go through a series of questions that relate to both you and the position. Some of these questions will be very general and could apply to many different types of positions and some might be more job specific. If you are asked any negative questions, such as talking about a mistake you’ve made professionally or being asked about any flaws you have, it is best to own up to these things and talk about h ow you’re working on them or what you’ve learned from your experiences never place the blame on someone else. Be sure to research the company and the types of interviews they do. Some companies may utilize a presentation interview or another format that isn’t as common you will typically be told if you’re needing to prepare something or if the interview will be out of the ordinary, but it’s best to double check so you’re not surprised. Learn the STAR Technique You want your answers to be sharp and relevant during the interview. To ensure you’re not getting sidetracked, use the S.T.A.R. technique to provide your responses. Present the Situation or Task, explain the Action you took and then present the Results you achieved. You can even elaborate here by concluding with what you’ve learned from the experience. For example, a common interview question is, “Tell me about a time you made a mistake.” In this example you will ideally use the S.T.A.R. technique to respond and then conclude with what you’ve learned from this mistake showing that you’re not likely to make the same mistake again. Arrive Early Being late to a job interview can simply take you off the list in a blink of an eye. The interviewer will dismiss you quickly, as you have just shown that you are disrespectful, disorganized, flaky or unable to follow through with commitments. To avoid being late because of an unexpected traffic jam, plan your day carefully. Allocate a generous amount of time for getting dressed up and commuting to the meeting place. Come Prepared Bring some interview essentials with you. These include a pen and a notebook, a couple of copies of your resume ideally placed in a nice portfolio/folder of some sort, and any supporting documentation: reference lists, brag sheets, cover letter, etc. Be sure to write down some questions that you’ll ask at the end of the interview. Some interviewers will automatically eliminate candidates who don’t have any questions at the end. You’ll want these questions to pertain to the position and the company specifically as much as possible. Finally, dress presentably if you know the office environment is casual you’ll still want to dress up a bit for the interview, for example, wearing khakis and a button-down/blazer. If the environment is business casual or business professional you’ll likely want to wear a suit. It is always better to be a bit overdressed than to be underdressed! Be Confident, Listen and Ask Questions Making eye contact and giving your full attention to the recruiter is essential. It will make you look trustworthy, intelligent and motivated. You might not give body language much credit, but it can reveal just as much as the answers you give. You might have a lot of experience and know everything there is to know about the company. But, if you are too timid or too outgoing, for instance, the recruiter might not consider you a good match.  So be confident yet considerate; listen and ask questions. As mentioned above, write down what you’ve prepared, you want to bring along a list of relevant questions to ask during the interview. You wouldn’t want that research about the company to be in vain. Job interviews are no piece of cake. They can be extremely stressful, especially if you have no interviewing experience, or simply haven’t interviewed in a long time. Follow these tips to ensure you land the job of your dreams.

Finding Free or Low-Cost Job Search Help

Finding Free or Low-Cost Job Search Help Finding Free or Low-Cost Job Search Help When your job search isnt going as well as you expected, it can make good sense to get help with it. A professional  career counselor or coach  can help you expedite your job search and focus on the best resources to help you get hired fast. But, if money is an issue, you can also find free or low-cost job search help. How to Find Free or Low-Cost Job Search Help There may be a wealth of local and Internet resources that you have not yet tapped, including career counselors in private practice. These tips, from a professional college career counselor, Donna Marino, are designed to help college graduates and other job seekers identify free, or inexpensive, resources in their geographic areas. Contact Career Services If you are a college graduate, be sure to contact the  career services office  at your own alma mater(s). Many institutions offer lifetime career development services for alumni. Others offer limited services; still, others offer services at extremely reasonable rates. And much of what is offered may be available long-distance. One of the most important services to request will be access to your alma maters version of a Career Advisor Network (alumni who have volunteered to speak with you, respond to your career-related questions, and advise you on your job search). You may be able to request telephone appointments with the career development professionals at your alma mater(s) for services such as  resume  reviews and advising sessions on job search strategies or interviewing techniques. Youll also want to get any required passwords for access to your alma maters online job listing databases. And it never hurts to ask if your alma mater(s) have existing reciprocity agreements with institutions in your geographic area (allowing you to access the services of the local colleges career services office). But be prepared to hear that your access may be limited to non-password-protected job listings (no counselor contact). How to Get Job Search Help at the Library In addition to providing job search and career-related books, public libraries offer many other resources for job seekers. Libraries are  a good resource for unemployed workers and job changers, especially for those who can use hands-on help. To find out how your library can help, visit the librarys website. Youll find information on library resources, programs, classes, tools, and events that can help you with your job search. Computer Training ClassesMany public libraries offer free computer training courses including classes on how to use your computer and software programs, basic computer and laptop skills, using eReaders and iPads, setting up and using email, using Google, blogging, file storage, internet safety, and other computer and internet classes. Even though these classes arent specifically focused on job searching, they will help you learn how to use your computer and the internet effectively and efficiently. Computers and Wi-FiWhen you dont have access to a computer or wi-fi, most libraries have computers available for patrons to use. You may be able to reserve time to use the computer or they may be available on a first-come, first served basis. You can use library computers to check and send an email (get a free Gmail or Yahoo email account), write resumes and letters, and apply for jobs (save a copy of your resume and cover letters online using Google Docs). University and library printers are available, so you can print copies of your resume, cover letters, and references. Libraries also offer free wi-fi that you can connect to with your laptop or tablet. Job Search WorkshopsJob search workshops provide hands-on assistance with your job search and may include advice on online job searching, resume and cover letter writing, how to apply for jobs, and how to network. Job ClubsJob clubs  are designed to provide job seekers with job search help, support, and advice. Check to see if your library offers a formal job club moderated by a career expert or meeting space for an informal job club you can join. Career TransitionsCareer Transitions  is an online job search and career exploration tool that job seekers can access for free through local public libraries. To find out if your library provides access to the site call the library or your local librarys website to see if they have purchased Career Transitions. English Language ClassesWhen English isnt your first language, it can make your job search even more of a challenge. Your library can help with ESL classes, workshops, and practice sessions. Stress ReliefJob searching can be really stressful and you may be able to find some stress relief at the library. Some libraries offer meditation workshops, yoga classes, and other health and fitness classes. Find More Free Job Search Help Here are some other ideas that are helpful to all job seekers, whether theyve graduated from college or not. Check with your local Chamber of Commerce  to ask about career/job fairs that may be planned for the near future. Tap resources and services available through your state Department of Labor  office. You will find both online resources as well as in-person options. Consider Hiring a Career Counselor Finally, if you want actual career counseling (rather than just job search advice and resources) and live at too great a distance to make the often-mandatory in-person sessions with career counselors from your alma mater(s) feasible, you may want to engage the services of a  private career counselor in your local area.

Dress Code for Customer Interaction and at Trade Shows

Dress Code for Customer Interaction and at Trade Shows Dress Code for Customer Interaction and at Trade Shows Even if you work in a casual dress code environment or a business casual work environment, the rules may change when you hit the road for your company with a business mission. Whether you are exhibiting at a trade show, attending a conference or training session, or visiting a customer, the dress code in effect at your office may change for travel and meeting customers. Especially if your company allows employees to dress casually for work, this is usually a way too casual look to take on the road. Minimally, business casual is the norm in business attire for employees who work at trade shows, exhibit at conferences, and visit customers at their location. (This has changed in recent years from the former norm of formal attire. Do check with the conference planners, the trade show exhibition staff, or other people in charge of events. Youll want your employees to fit in with the crowd.) Another approach to dressing business casual at events is to ask each member of the exhibiting team to wear the same company logoed shirt and the same color of pants or slacks. This has the advantage of helping customers know immediately who is available to help them and presents a professional image and appearance to the crowd. Take a look at this sample dress code for guidance about how employees should dress for business travel and customer interaction. Dress Code for Travel, Client Interaction, and Trade Shows While the office setting can be casual because customers dont visit, traveling to see customers, exhibiting at or attending trade shows, and representing the company in the business community, requires different decisions about attire. Business casual dress is the minimum standard that must be observed when you are representing the company or interacting with customers or potential customers. Before visiting a customer or potential customer ascertain the accepted dress code in their organization and match it in your attire. While your business workplace may dress casually or in business casual clothing, workplaces differ across the country and by industry. For example, the norm in financial services, banking, law firms, and management consulting is likely business formal. You will minimally want to wear a sports coat, a nice dress or a suit if you are working in these fields. This is especially important when you are traveling globally representing the company, as customs and dress in other countries may differ from those observed in the United States. Dressing the same way as the customer or client you visit helps create the relationship you want to foster with the client to meet your business needs. Additionally, some community events, when you are representing the company, might require formal dress. These events might include the Chamber of Commerce and other civic or business development meetings, luncheons, and dinners. Take your cue from other employees who have attended and be observant at the event. Certainly, if you are a speaker at a business event, consider wearing formal dress. Finally, on the occasions when a customer or a business partner does visit the office, the employee groups with whom the visitor is interacting, should adhere to business casual standards. Conclusion No dress code can cover all contingencies so employees must exert a certain amount of judgment in their choice of clothing to wear when traveling and visiting customers. If you experience uncertainty about acceptable attire for work, please ask your supervisor or your Human Resources staff. Your contacts at the client are another source for business attire information. If clothing fails to meet these standards, as determined by the employees supervisor and Human Resources staff, the employee will be asked not to wear the inappropriate item to a trade show or customer location again. On a second offense, you may want to ask the employee to leave the event. If the problem persists, you need to employ disciplinary action. This should start with the employee receiving a verbal warning for the first offense. All other policies about personal time use will apply. Progressive disciplinary action will be applied, up to and including employment termination, if the dress code violations continue after the employee has been counseled. Finally, if the employees core job requires that he or she visit with customers and attend and interact at trade shows, employment termination may become your only option. You dont want to employ an individual who does not represent your company in the way you want your company represented. Your image must matter to you - it does to your customers.

The Best Employers And Recruiters In The Country For You

The Best Employers And Recruiters In The Country For You The Best Employers And Recruiters In The Country For You Each quarter, our CEO Alex Douzet publishes our list of the best employers and recruiters in the country. These represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended Ladders family.With great pleasure, acclaim, and gratitude, may I present this selection from our most recent “Top Recruitment Professionals in America” list, for Winter 2014: Top Corporate Recruitment Professionals Charmane Croll Talent Acquisition Specialist at Lexis Nexis Solutions Consultant- â€" Los Angeles, CA Territory Manager â€" White Plains, NY Litigation Solutions Account Executive â€" New York, NY Alexis Richardson Corporate Recruiter at CVENT HR Business Partner / Senior Associate (LD) â€" McLean, VA Sales Executive, Ticketing â€" McLean, VA HR Operations / HRIS Analyst â€" Austin, TX Surya Prakash Recruiter at Radiant systems Senior Project Manger â€" Thousand Oaks, CA Desktop Support Analyst â€" Franklin Lakes, NJ Business Analyst â€" Franklin Lakes, NJ Scott Davis Talent Acquisition Partner at Weyerhaeuser Company Production Supervisor â€" Emerson, AR Maintenance Engineering Manager â€" Cottage Grove, OR Site Operations Supervisor â€" Fontana, CA Anne Newton Recruiting Manager at Taxware Director of Production Operations â€" Wilmington, MA Principal Software Developer â€" Wilmington, MA Dionne Heard North American Sourcing Strategist at Accenture High Performance Research Fellow â€" High Tech â€" San Jose, CA Compensation Design / Discipline Manager â€" Seattle, WA Senior Manager, Technical Accounting â€" Chicago, IL Barb Heidenreich Sales Recruiting at ADP B2B Retirement Plan Sales Professional â€" Denver, CO B2B Software Sales Professional â€" Sacramento, CA B2B Software Sales Professional â€" San Francisco, CA Roger Gilmore Talent Specialist at Havas Worldwide Health Director of Operations â€" Rx Pharmaceutical Advertising â€" New York, NY Medical Director, Rx Pharmaceutical Advertising â€" New York, NY Account Supervisor, Rx Pharmaceutical Managed Care â€" New York, NY Colin Hogan Senior Recruiter at Groupon Account Executive â€" San Francisco, CA Reserve Account Executive â€" Boston, MA Getaways Account Executive â€" Los Angeles, CA Vicky Bouras-Boudouris Recruiting Manager at Avanade Inc. SharePoint Developer Consultant â€" Houston, TX SharePoint Developer Sr. Consultant â€" Houston, TX Business Intelligence Developer Consultant â€" Houston, TX Raj Paul Recruitment Consultant at Capgemini Portal Architect â€" Liferay (Manager) â€" Chicago, IL Senior Solutions / Security Architect â€" PA Kim Pond-Madigan Sourcing Specialist at Honeywell Structural Engineer â€" Tulsa, OK Mechanical Engineer â€" Tulsa, OK Static Equipment Engineer â€" Tulsa, OK Julie Fiszer Manager, Talent Acquisition at Rust-Oleum Marketing Communications Manager â€" Vernon Hills, IL Senior Systems Engineer â€" Vernon Hills, IL Sales and Inventory Analyst â€" Vernon Hills, IL Mandy Allen Director, Recruiting at RentPath Outside Sales Executive â€" Dallas, TX Outside Sales Executive â€" Washington, DC Outside Sales Executive â€" Richmond, VA Jon Miller Talent Manager at BCG Company Great Plains Consultant â€" Akron, OH NetSuite Consultant â€" Atlanta, GA Audit Associate â€" Akron, OH David Oliver Federal Talent Acquisition at EMC Software Sales Manager â€" McLean, VA Sales Engineer (Presales) â€" McLean, VA Margaret Amodio Sr. Sourcing Specialist at Gartner, Inc. Sr. Account Executive â€" Arlington, VA Charity Horina Client Recruitment Specialist, AllegisTalent2 at American Express Regional Manager of Business Development â€" Valdosta, GA Patty Menke Recruitment Specialist at Blue Cross and Blue Shield Association Actuary â€" Chicago, IL Victor Santos Client Service Specialist at Starwood Hotels Resorts â€" Allegis Group Services Associate Director, Digital Technical Lead â€" Stamford, CT Top Executive Recruiters Joe Szlosek Partner at JS Recruitment Senior Plant Quality Engineer â€" Medical Device â€" Ithaca, NY Senior Buyer â€" Food Ingredients â€" Albany, NY Human Resources Generalist â€" Elmira, NY Mangesh Kanade Senior Technical Recruiter at Rangam Consultants Inc Procurement Manager â€" New Brunswick, NJ Marketing Specialist â€" Boston, MA Project Coordinator â€" New York City, NY Michael North VP at Brookfield Associates Inc. Regional Sales Manager â€" Baltimore, MD Sr. Sales Professional â€" Elmsford, NY Group Insurance Representative â€" National Leader â€" Philadelphia, PA Steve Bell Director of Corporate Sourcing at The Premier Group Sales Manager â€" Regional â€" Paramus, NJ Information Technology Manager â€" Morristown, NJ Marketing Director â€" Danbury, CT Matty Meyerberg Recruiter at Royce Ashland Group, Inc. Supply Chain Engineer â€" Warehousing â€" Alpharetta, GA Transit Planner â€" Austin, TX Senior Associate Auditor â€" Kansas City, MO RJ Bulleri Recruiter at MR Chicago Process Engineer â€" Indianapolis, IN Quality Engineer â€" Indianapolis, IN Repair Supervisor â€" Schaumburg, IL Elisa Sheftic President at Right Executive Search Project Manager, Profit Planning (Automotive) â€" Kalamazoo, MI Cost Planning Analyst â€" Kalamazoo, MI Senior Tax Accountant â€" Stamford, CT Cie Probst Project Manager at Reaction Search International B2C Sales Account Executive â€" Rockville, MD B2B Sales Account Executive â€" Walnut Creek, CA Aerospace Sales Professional â€" Miami, FL Amy Hopler Executive Recruiter at Linium Resources Assistant Vice President, Finance Tax / FPA Specialist â€" Jersey City, NJ Roadshow / Corporate Access, VP â€" New York, NY Desk Review, AML Compliance Specialist â€" New York, NY Benae Lambright Managing Partner at The Lambright Group Software Engineer â€" Chicago, IL Sr. Software Engineer â€" Chicago, IL Outside Sales Enterprise Sales Executive â€" Atlanta, GA Congratulations to them all! Good luck to you in your search this week. The Best Employers And Recruiters In The Country For You Congratulations to the best recruiters in the country from Ladders!Each quarter, we put together the list of the best employers and recruiters in the nation. They represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended Ladders family.With great pleasure, acclaim and gratitude, may I present this selection from our most recent ” Top Recruitment Professionals in America ” list, for Summer 2015:Top Corporate Recruitment Professionals Frank Merritt CRMS, CITC, Senior Recruiter at Harvard Risk Management Corporation Professional Benefits Sales Consultant â€" CT Professional Benefits Sales Consultant â€" Waterbury, CT Professional Benefits Sales Consultant â€" Hartford, CT Michael Batenburg VP of National Sales at Synergy Pharmaceuticals Account Manager â€" Kansas City, MO Account Manager â€" Saint Louis, MO Account Manager â€" Spokane, WA Erin Ruff Staffing Consultant at CommScope Logistics Continuous Improvement Project Manager â€" Claremont, NC Territory Sales Manager â€" San Francisco, CA Territory Sales Manager â€" Los Angeles, CA Crissy Camerota Corporate Recruiter at Pegasystems Account Executive â€" Marketing Analytics â€" Atlanta, GA Account Executive â€" Marketing Analytics â€" Washington, DC Account Executive â€" Marketing Analytics â€" Greensboro, NC Kaycee Smith Sourcing Specialist at Armstrong World Industries, Inc. Staff Designer â€" Lancaster, PA Telecommunications Analyst â€" Lancaster, PA Retail Sales Representative â€" Cincinnati, OH Scott Davis Talent Acquisition Partner at Weyerhaeuser Company Optimization Analyst / Data / Controls â€" Raymond, WA Electrical Team Lead â€" Raymond, WA Maintenance Project Lead â€" Plymouth, NC Razza Mitchell Mgr of Research Sourcing of North America at Arrow Electronics, Inc. Technical Sales Engineer â€" Chicago, IL HRIS Reporting Analyst â€" Englewood, CO Lean Sigma CPI Project Leader II â€" Phoenix, AZ Yari Quintana Strategic Talent Sourcer Research Architect at Chewy.com Demand Planner â€" Fort Lauderdale, FL Merchandise Operations Analyst â€" Fort Lauderdale, FL Senior Operations Manager â€" Mechanicsburg, PA Michael Kent Sr Talent Acquisition Recruiter at ABB Business Development Manager â€" Connection Products â€" Memphis, TN Business Manager â€" Spare Parts, Transformer Services â€" Saint Louis, MO Analyzer Engineer â€" Houston, TX Jamaica Booker Social Media Recruiter at City of Houston Financial Analyst IV ( Risk Management Financial ) â€" Houston, TX Assistant Director (Asset Management, Environmental Land Use) â€" Houston, TX Budget Manager (Division Manager) â€" Houston, TX Daniel Parrillo Recruiting Manager at Razer Ruby Architect â€" San Francisco, CA Senior Web Application Engineer / Architect (Ruby on Rails, AWS) â€" San Francisco, CA Android System Engineer â€" San Francisco, CA Haley Sasser Talent Acquisition Specialist at Ultimate Software Principle Continuous Integration / Delivery Architect â€" Fort Lauderdale, FL Salesforce Developer â€" Fort Lauderdale, FL Systems Analyst III â€" Fort Lauderdale, FL Andrea Mirabelli Strategic Sourcing Specialist at Pitney Bowes Outside Sales Major Account Manager â€" Atlantic City, NJ Outside Sales Major Account Manager â€" Hartford, CT Pre Sales Business Analyst â€" Solutions Sales â€" Los Angeles, CA Jahari Soward Sr. Recruiter at Georgia Pacific Sr. Internal Auditor â€" Atlanta, GA Tax Manager â€" Atlanta, GA Property Tax Manager â€" Atlanta, GA Jessica Burgess Recruiting at Zones Solutions Engineer â€" Office â€" Auburn, WA Solutions Engineer â€" Office â€" Seattle, WA National Technology Practice Director â€" Cloud â€" Carol Stream, IL Alan Speicher Recruiting Manager at Web.com Human Resources Generalist â€" Spokane, WA Unix Engineer â€" Atlanta, GA Unix Engineer â€" Jacksonville, FL Top Executive Recruiters Matty Meyerberg Recruiter at Royce Ashland Group, Inc. Chief Compliance Officer / General Counsel â€" New York City, NY Controller â€" Rock Hill, SC Director Regulatory Affairs â€" Santa Clara, CA Ray Miller owner at USA Recruiting Associates Inside Sales Rep â€" Steel â€" Sacramento, CA Electrical Controls Engineer â€" Material Handling â€" New Berlin, WI Senior Internal Auditor â€" Omaha, NE Lance Coachman Recruiter at EXI, Inc. Manager Financial Planning and Analysis â€" Jacksonville, FL Manager, Manufacturing Engineer â€" Atlanta, GA Aftermarket Business Readiness Manager â€" Hartford, CT Karen Rager President- Talent Advisor at Rager Resources Group, LLC Revenue Accounting Manager â€" San Diego, CA Accountant â€" San Diego, CA Software Development Engineer in Test â€" Newport Beach, CA Lisa Cusano Sr. Technical Recruiter at Task Management Senior Paralegal â€" Consumer Packaged Goods (CPG) â€" Norwalk, CT Sales Account Executive (Market Research) â€" Dallas, TX Senior Software Engineer / Developer â€" Middletown, CT Timothy Wujcik Managing Partner at Chase Winters Worldwide FlexPLM Solution Architect Principal Consultant â€" Seattle, WA FlexPLM Solution Architect Principal Consultant â€" San Francisco, CA FlexPLM Solution Architect Principal Consultant â€" Detroit, MI Christan Neff Senior IT Recruiter at Pro-Tech Search, Inc. Senior Packaging Engineer â€" Manufacturing â€" Terre Haute, IN Senior Electronics Buyer â€" Terre Haute, IN Senior HRIS Analyst â€" Springfield, IL Peter Ansara HR Recruiter at Ansara-Bickford-Fiske Sales â€" VP â€" Individual Contributor â€" Media â€" Web â€" New York, NY Sr Electrical / Project Manager â€" Bloomfield, CT Regional Sales Director â€" Atlanta, GA Jennifer Lau Technical Recruiter at Cyber Shield Incorporated Senior Systems Engineer â€" Saint Louis, MO Programmer / DBA â€" Atlanta, GA Systems Analyst Architect â€" Boston, MA Vicki Russell Senior Technical Recruiter at TechPros Recruiting Structural Analysis Engineer â€" FEA â€" Silvis, IL Staff Engineer â€" Medical Devices â€" Newark, NJ Senior Creative Director â€" Video Games â€" San Francisco, CA David Horvay ITC Technology Coordinator at CareWorks Tech IT Manager â€" Application Services â€" Columbus, OH Senior J2EE Architect â€" Columbus, OH Iteration Manager â€" Columbus, OH Congratulations to them all!Good luck to you in your search this week. The Best Employers And Recruiters In The Country For You Our list of the savviest, most supportive and successful hiring professionals in the USA for Spring 2016.To start April, we’d like to congratulate the best HR people and recruiters in the country! Each quarter, Ladders puts together the list of the best employers and executive recruiters in the nation. The people listed below represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended Ladders family.With great pleasure, acclaim, and gratitude, may I present our “Top Recruitment Professionals in America” for Spring 2016:Top Corporate Recruitment ProfessionalsAkshay Jain Associate Recruiter, Bravens Inc Technology Architect â€" Android Charlotte, NC Technology Architect â€" Android San Francisco, CA Test Analyst â€" Oracle Retail Seattle, WAClare Lonetti Recruiter, Blue Octopus LLC Sales Consultant / Customer Service Omaha, NE Inside Sales Representative Champlin, MN Inside Sales Representative Champlin, MNSawan Kanade IT Recruiter, Technosoft Engineering Inc Functional Safety Engineer Troy, MI Project Manager (Hardware / Software) Troy, MI Systems Engineer ( Control ) Troy, MIGregory Bird Deputy Secretary General, GCEL Director of E â€" Insurance Detroit, MI Director â€" Operations Quality Assurance Dearborn, MI Vice President â€" Director Technology Dearborn, MICrissy Camerota Corporate Recruiter, Pegasystems Software Account Executive â€" Intelligence Community Baltimore, MD Software Account Executive â€" Intelligence Community Washington, DC Network Manager Cambridge, MAJamaica Booker Social Media Recruiter, City of Houston Systems Support Analyst III Houston, TXLaura Yavanian Talent Acquisition Manager, Alegeus Technologies Support Engineer (Help Desk) Waltham, MA Senior Business Analyst Waltham, MA Testing Manager Waltham, MAChris Pegnataro Your Pitney Bowes Connection, Pitney Bowes Software Software Solutions Sales Specialist San Francisco, CA Strategic Alliances Director, Partnership Development Recruiting Cleveland, OH Software Solutions Sales Specialist Oakland, CADionne Heard North American Sourcing Strategist, Accenture Ventures Acquisitions Tax Accounting Manager Chicago, IL Marketing Lead For Diversity Inclusion â€" Senior Manager New York, NY Manager, Corporate Financial Reporting Chicago, ILPam Lindheim Director of Client Relations, NetPro Resources, Inc. Private Equity Financial Manager New York, NY Senior of Finance M A intergration â€" Director Within Financial Services San Francisco, CA Director of Tax Houston, TXTop Executive RecruitersMatty Meyerberg Recruiter, Royce Ashland Group, Inc. Human Resource Generalist Somerset, NJ Operations Finance Supervisor, FPA Burnsville, MN Staff Mechanical Engineer Rockford, ILTimothy Wujcik Managing Partner, Chase Winters Worldwide Business Development Executive Atlanta, GA Consultant, UX New York, NY Lead Consultant â€" Business Consulting, Agriculture Management San Jose, CAShawdetta Miller Sr. Executive Recruiter, William W. Professional Staffing Sourcing Manager Mahwah, NJ Medical Director Tucson, AZ Domestic Tax Supervisor CPA Saint Louis, MORon Simpson Principal â€" Search Partner, Hire-Search Group Senior Audit Manager â€" Regional Practice Leader Salt Lake City, UT Tax Senior Associate Hartford, CT Senior Audit Manager â€" Regional Practice Leader Anchorage, AKRay Miller Owner, USA Recruiting Associates Territory Sales Manager Indianapolis, IN Engineering Associate â€" Sensor Data Mapping Minden, NV Maintenance Manager â€" Automated Manufacturing Garner, NCEdith Varhelyi CEO, CoberonChronos Recruitment Researcher â€" Sourcer Washington, DC Regulatory / Clinical Project Manager â€" Medical Devices Dallas, TX Tech Recruiter Washington, DCHoward Berger Senior Technical Recruiter, Engineering Enterprises Inc. Senior Web Developer Jersey City, NJ Senior AWS Cloud Engineer New York, NY Reconciliation Specialist Weehawken, NJVicki Russell Senior Technical Recruiter, TechPros Recruiting Program Manager â€" Automotive Senecaville, OH Chief Engineer â€" Composite Structures Salt Lake City, UT Manager Packaging Engineering â€" Medical Devices Chicago, ILDarren Frank Sr. Vice President, Recruitment Trends, Inc. Senior Email CRM Marketing Manager New York, NY Senior Construction Inspector: Railroad, Transit White Plains, NY Site / Civil Engineer: Water Resources Greenwich, CTKevin J. Collins Director, Collins Consulting Head of Technology Operational Risk for Asset Management Philadelphia, PA Executive Director, Billing and Collections, Revenue Finance New York, NY Data Governance Lead â€" VP New York, NYCongratulations to them all! For the full list of 200 Corporate Recruitment Professionals and 200 Executive Recruiters, click here.Good luck to you in your search this week.I’ll be rooting for you. The Best Employers And Recruiters In The Country For You Each quarter, we publish our list of the best employers and recruiters in the country. These represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended Ladders family.With great pleasure, acclaim, and gratitude, may I present this selection from our most recent ” Top Recruitment Professionals in America ” list, for Summer 2015:Top Corporate Recruitment Professionals Julie Beltman HR Partner at Check Point Software Technologies, Inc. Mobility Sales Manager â€" Dallas, TX Legal Counsel â€" San Carlos, CA Mobility Sales Manager â€" Atlanta, GA James Williams Sourcing Recruiter at Accenture SAP Master Data Governance Manager â€" San Francisco, CA SAP Master Data Governance Manager â€" Dallas, TX SAP Master Data Governance Manager â€" Los Angeles, CA Michael Knutson Associate Account Executive at TSP, Inc. Chemical Engineer â€" Dallas, TX Mechanical Design Engineer (Frisco) â€" Frisco, TX Advanced Product Quality ( APQ ) Engineer â€" Maumelle, AR Annette Biesinger Recruiter at Bristol Hospice Director of Education Community Development â€" CA Director of Education and Community Development â€" OK Director of Education and Community Development â€" TX Elizabeth Uyehara Manager Corporate Recruiting at Harbor Freight Tools Sourcing Manager â€" Calabasas, CA Product Category Manager â€" Calabasas, CA District Manager â€" Seattle, WA John Osland CEO and Co Founder at Gravity Investments Wealth Management Corporate Consultative Sales â€" Indianapolis, IN Wealth Management Corporate Consultative Sales â€" Philadelphia, PA Wealth Management Corporate Consultative Sales â€" Providence, RI Philip Hayman Director of Sales East Coast at CTS Language Link Sales Executive â€" Atlanta, GA Sales Executive â€" Nashville, TN Sales Executive â€" Hartford, CT Daniel Ferzoco Associate Recruitment Consultant at Michael Page Sales Engineer â€" Boston, MA Recruitment Consultant â€" Boston, MA Quality Engineer â€" NH Lindsey Bogard Recruiting Manager at Accruent Senior Manager, Professional Services â€" Austin, TX Senior System Analyst â€" Austin, TX Support Manager â€" Austin, TX Alan Speicher Recruiting Manager at Web.com Network Engineer â€" Jacksonville, FL Network Engineer â€" Atlanta, GA Digital Marketing Consultant ( Outside Sales ) â€" Atlanta, GA Maryann Kovacevic Corporate Recruiting Consultant at Bottomline Technologies Product Manager â€" Alpharetta, GA Full Stack Software Engineer â€" Portsmouth, NH Full Stack Software Engineer â€" Providence, RI Alan Hattman Sr. Staffing Consultant at HEAT Software Corporate Controller â€" Milpitas, CA Staff Accountant â€" Milpitas, CA Director, Product Marketing â€" Milpitas, CA Marc Spiron Corporate Recruiter at Billtrust Quality Assurance Engineer â€" Trenton, NJ Director, Information Security â€" Trenton, NJ Scrum Master â€" Trenton, NJ Alison Williams Direct Marketing Coordinator at Landair Holdings Vice President of Sales â€" Transportation / Logistics â€" Dallas, TX Vice President of Sales â€" Transportation / Logistics â€" Columbus, OH Vice President of Sales â€" Warehouse / Distribution â€" Memphis, TN Annette Palmiero HR Manager at Victory Media Digital Marketing Director â€" Coraopolis, PA Business Development Specialist â€" Coraopolis, PA Project Manager â€" Coraopolis, PA Top Executive Recruiters Matthew Miller Business Development Manager at Treeline Inc. Media Sales Representative â€" Fall River, MA Media Sales Representative â€" Randolph, MA Inside Sales Representative â€" Boston, MA Daniel Ferzoco Associate Recruitment Consultant at Michael Page Sales Engineer â€" Boston, MA Recruitment Consultant â€" Boston, MA Quality Engineer â€" NH Joe Szlosek Partner at JAS Recruitment Mechanical Design Engineer â€" Packaging â€" Edgewood, MD RPG Programmer â€" Los Angeles, CA Regional Sales Manager â€" Jacksonville, FL Mario Fidanzi CEO at MedTeam Staffing Inc. Clinical Liaison and Sales â€" San Leandro, CA Marketing Director â€" Hospital â€" Phoenix, AZ Clinical Liaison Sales â€" Everett, WA William Greenberg President at Headhunter Services, LLC Sales Executive â€" Medical Revenue Cycle Services â€" Omaha, NE Sales Executive â€" Medical Revenue Cycle Services â€" Indianapolis, IN Sales Executive â€" Medical Revenue Cycle Services â€" Chicago, IL Deborah Bruno Recruiter at Direct Sales Recruiting, LLC Regional Sales Manager â€" Payroll Sales â€" Cleveland, OH Regional Sales Manager â€" Payroll Sales HTX â€" Houston, TX Regional Sales Manager â€" Payroll Sales DTX â€" Dallas, TX Rollis Fontenot III President at AscendCorp Escrow Assistant /Junior Closer â€" Plano, TX Branch Manager (with Book of Business) â€" Cypress, TX Obstetrics Gynecology Physician â€" Modesto, CA Cindy Winchell Cindy Winchell at C. Winchell Agency Group Benefits Account Manager â€" Paramus, NJ Product Manager â€" Parsippany, NJ Commercial Lines Assistant Account Executive (2) â€" New Hyde Park, NY Lois Rupkey Recruiter-President at Byrnes Rupkey, Inc. Reliability Engineer â€" Fayetteville, NC CNC Machining Supervisor â€" Cedar Falls, IA Maintenance Engineering Supervisor, 3rd Shift â€" Chicago, IL Lance Coachman Recruiter at EXI, Inc. Head of Treasury â€" PA VP Tax â€" PA Manager Insurance â€" PA Congratulations to them all! For the full list of 200 Corporate Recruitment Professionals and 200 Executive Recruiters, click here.Good luck to you in your search this week.

Kara Aragona - The Balance

Kara Aragona - The Balance Kara Aragona - The Balance

Employment Documents Needed to Start a New Job

Employment Documents Needed to Start a New Job Employment Documents Needed to Start a New Job When conducting a job search, it is important to be aware of the important documents needed to start a new job. Having all the employment forms that companies may require will allow you to be prepared for an interview, to be hired, and ready to start your new job. You’ll want this whole process to go as smoothly as possible, and the last thing you want is a glitch such as missing documentation that could stall the  hiring process. The employment forms you may need include job applications, W-2 forms, an I-9 form, and a W-4 form. Some forms are available from the companies you’re applying to, some you may already have, and others are available online or need to be ordered. If you dont have the original documentation that you’ll need before an employer can put you on the payroll, get your copies now. That way youll be ready to start work immediately once you get a job offer. Employment Forms You May Need The following documents may be required for your future employment. Learn more about each one and how you can get your forms right away. Make copies and have them ready for each job opportunity you wish to pursue. Job Application Forms Many employers require prospective candidates to fill out job applications, so they have documentation of relevant experience and education. This applies to all levels of employment from entry-level jobs to high-level professional positions. Applicants will need to provide details and dates of past employment and education, as well as of credentials and certifications. Job application forms come from the companies themselves. In some cases, you’ll need to go directly to the company, but many companies offer their job application forms online or allow you to complete the application online. The application form may be all you need to apply, but at some point in the hiring process, you may be required to provide college transcripts or other proof of your degree. So, thinking ahead, it’s a good idea to have copies of those documents on hand, as well. Previous W-2 Forms Prospective employers may ask for copies of your W-2 forms to verify your previous compensation prior to making a job offer. This may present you with an uncomfortable situation and it may not always be in your best interest to comply or may not be permitted by law. Find out if an employer can ask you for your W-2, whether it makes sense to comply, and how to obtain copies of your W-2 forms if you dont have them. W-4 Forms The W-4 form is completed by an employee so the employer can withhold the correct amount of federal income tax from your pay. When you are hired for a new job, you will be required to complete a W-4 form to let your employer know how much tax to withhold. The employer may provide you with a W-4 or you can get one online and have it ready to go. I-9 Forms When you’re hired for a new job, you’ll be required to prove that you’re legally entitled to work in the United States. You’ll need to complete an Employment Eligibility Verification form (I-9 Form) and the employer will keep the form on file. Please note that you’ll also need to produce original documentation that verifies your eligibility to work. You’ll need a photo ID such as a passport, drivers license, or state ID, as well as a document proving you are in the U.S. legally, such as an original or notarized birth certificate and/or social security card. What Is E-Verify? The E-verify system allows employers to document and confirm the eligibility of employees to work in the United States by comparing the I-9 (Employment Eligibility Form) information supplied by all workers to Social Security Administration, Homeland Security, and Department of State records. The employer will handle this once you’ve presented the proper documentation. How to Replace Lost Documents Now that you know what documents you need, you might find that one or more are missing. Here’s the info you’ll need to replace any missing documents: Replace a lost passport by contacting the National Passport Information Center.To replace a Social Security card, you’ll need to fill out an application online or provide certain documentation at your local Social Security office.You can order copies of past W-2 forms from the IRS or previous employers.If you can’t find your drivers license, you’ll need to check with your state Department of Motor Vehicles for instructions on how to apply for a replacement license.If you don’t have your college transcripts, you can request copies of your transcript from the Registrars Office at your college or university. This can be done in person, by phone, or online.