Evolve your Employer Brand as your Company Grows

Evolve your Employer Brand as your Company GrowsEvolve your Employer Brand as your Company GrowsEvolve your Employer Brand as your Company Grows PofeldtIts not easy to recruit top talent if you run a small or midsize company. But tzu siches one area where even the tiniest firm can shine by developing a great employer brand.What is employer branding? Your employmentbrand is the perception by current and potential employees of what its like to work for your firm.An employer brand is the experience people will have when working with you, says industrial and organizational psychologist Steven Lindner, executive partner and officer of The WorkPlace Group, a provider of outsourced and strategic recruiting solutions based in the New York City area.With many companies dealing with talent shortages, leaders are taking their employer branding seriously. It starts with clarifying your companys unique values. These tips will get you started.Get clear on your employer brand. The challenge with em ployment branding is many employers arent aya what their employer brand is, says Lindner. Thats especially true in small and very young companies, where the employer brand is still taking shape.To identify what is different about your companys employer brand, go straight to your employees. They may appreciate aspects of your company that you dont realize are special. For instance, they may love that youre receptive when they volunteer for a new initiative or providing them with a paid day every year to volunteer for a local charity. They may value that you have a formal process in place to review their suggestions.Your employees can also alert you to gaps between your perception of the brand and theirs. For instance, you may think youre running a family-friendly company because you offer paid maternity leave. But if your managers raise an eyebrow when employees ask to telecommute when a child is sick, gruppe members may see your employer brand very differently.If you uncover a disco nnect in your employment branding, you will likely need to coach your leadership team to make sure your managers are practicing these core values, says Lindner.One of the best ways to get employees input is using a tool like SurveyMonkey, suggests Kim Shepherd, the Laguna Beach-based CEO of recruiting firm Decision Toolbox, a 20-year-old company with 112 employees, all of whom work virtually.Shepard is co-author of the book Get Scrappy Business Insights to Make Your Company More Agile. Ask what is good about your culture, what is bad, suggests Shepherd. According to Lindner, an employee survey doesnt have to be anonymous.Let your employees tell the story. Whether your employees rave about their work environment or share pictures of your companys bowling outing on Facebook, your team can be the most powerful employee brand advocates.Getting individuals on your team to talk about what it is like to work for the organization to tell stories that are very personalized and accurate is a great way to get your employment brand out, says Lindner.As video marketing firm Vyral Marketing grew from 25 to 55 employees in 2015, co-founder Frank Klesitz hunted for self-motivated people who would thrive in an autonomous environment where they are free to work from the office, a coffee shop or at home.One way he has highlighted this aspect of his employer brand is through the firms Employee Spotlight, where his general manager interviews team members in Google Hangouts videos about why they work at the company. We know who is really excited about work, says Klesitz.Visuals can help. Decision Toolboxs Shepherd includes images on her companys career page, including employee comments from a virtual water cooler, as well as an online breakout room where employees share pictures of themselves dressed up for the companys ugly sweater contest. People can get a sense of our playfulness, says Shepherd.Weave your employer brand into the recruiting process. Mention your brand in everyt hing from your job postings to conversations with candidates about your value proposition, advises Lindner.Marc Prosser is the co-founder and managing partner of 11-employee Fit Small Business, a site in New York City that provides product and tafelgeschirr reviews for small business owners.Prosser wants to make sure the employees he hires today will stay with the company as they start families, so he offers health care and a retirement plan, even though this is unusual for a very small digital firm like his, where the employees are young. If you are offering a retirement plan, youre sending a message that you are interested in people being with you for the long run, says Prosser.To emphasize this aspect of his employer brand, Prosser mentions those benefits in every job ad that his company posts. He also makes mentions these benefits in conversations with potential hires.At two-year-old Perfect Touch Home Care, a firm in Elizabeth, NJ with three full-time office staffers and 25 car egivers, mentorship is part of the employer brand.Co-owner and manager Mildrene Volcy and her colleagues accompany new hires on their initial visit to a customers home, so they feel confident they know how to deliver excellent care. We teach you how we treat our clients, says Volcy. We lead by example.During the pre-interview and interview process, Volcy isnt shy about telling candidates about this value with job candidates. It goes a long way toward attracting employees who truly care about delivering the best possible service to her customers and makes the work of recruiting easier. Weve become very selective, says Volcy.

3 Job Seeker New Years Resolutions to Ditch in 2016

3 Job Seeker New Years Resolutions to Ditch in 20163 Job Seeker New Years Resolutions to Ditch in 2016An upbeat attitude and a solid plan of attack will serve you well when looking for a job in 2016. But as you chart your course for the new year, watch out for job seeker New Years resolutions that may do more harm than good.Reduce stress and make better use your of time in 2016 by getting rid of the three job seeker New Years resolutions listed below.1. I will land an amazing job by Valentines Day.Job seekers often self-impose deadlines as a way of encouraging productivity. But while setting precise, manageable job-searching goals is a great way to stay on track, an ultimatum for completion rarely works. Companies fill positions according to their own schedules, elend yours. Compromise what you truly want from a new position simply to meet an arbitrary date and you might find yourself repeating the whole hunt again next year.Finding a job is like finding a mate- you cant rush it and you cant overlook some things, says Andrea Donlon, founder of The Constant Professional. Stop putting time frames on your job hunt. Whether or not you meet them is irrelevant- its more about finding the right opportunity.2. I will send out 10 (or 50 or 100 . . .) applications per week.Some candidates view the application process like the lottery- the more you play, the more chances you have to win. Resist the urge, however, to put stock in a magic number simply to feel like youre increasing odds. Yes, your hat goes into more rings, but whats the use if your credentials really dont match the employers needs or if youre not actually excited about the employment possibilities? Better to put in outstanding effort on three great opportunities than make half-hearted attempts on 10 mediocre ones.Quantity will not make you a hirable candidate, says Marc Prosser, co-founder of Fit Small Business. If you apply to 1,000 positions and book only a handful of interviews, theres a clear mismatch b etween your resume and the jobs youre applying to. Instead, hone your approach to the job hunt, fix issues with your resume, and work on relevant skills.3. I will spend X hours on the computer each day scouring job boards.This resolution has two distinct problems. First, time logged in front of a screen does not always translate into productivity. Your intentions may be admirable, but the lure of Facebook or the latest Kardashian drama or cute cats can mean few actual results when time is up. Instead, commit to finding solid opportunities, regardless of the clock.Second, resist becoming a one-trick pony. Online searches certainly do play a major role in modern job hunts, but so do other things. Make sure youre devoting ample time to solidifying your brand, researching companies, perfecting your LinkedIn profile, and developing answers to interview questions. And above all, get out there and network In the end, real people are still the ones doing the hiring.Readers, what job seeker new years resolutions are you keeping? Which ones will you ditch? Share with us below

How to Be More Likable in Interviews

How to Be More Likable in InterviewsHow to Be More Likable in InterviewsIn interviews, when you know youre being judged on what you do, what you say, and how you look, its understandable to get self-conscious and do all that you can to put your best foot forward. However, theres a balance that needs to be found between coming across as likable and wasting energy on trying too hard to be liked.To that end, below are some key points that will help clarify not only what likeable means but also how to appropriately exude likability while staying authentic and real.1. Why are you trying to be mora likable in the first place?First, its important to ask Why is likablea quality that you want to exude and what would being likable really achieve?The most obvious answer in this context is you want to land the job. Likable = better chances at getting hired, right? Correct.In addition, humans have a natural need for acceptance and to feel a sense of belonging. So being likable is a character trai t most of us are hoping to have and express. In other words, its more than okay to try to likable. Its natural and good in the context of a job interview. So dont get down on yourself for trying to be more likable.2. What does being likable mean to you?Its also important to ask yourself What does likable mean to me? Do I want to appear confident and self-assured? Or do I want to appear compassionate and relatable?These are two very different sets of characteristics, and both could be liked by the hiring manager depending on the role youre interviewing for.No matter what you think it means, when youre clear on what likable means to you, then you can tailor your stories and anecdotes when speaking with hiring managers, highlighting those qualities that you want to stand out and be remembered.3. Are you trying to be likable to the right people?Have you ever met someone and no matter what you said to them, no matter how hard you tried, you felt awkward and like you said something wrong? If so, remember that the people who take more energy and patience to communicate with are possibly the kinds of people that youre wasting your time on. Youll know that your energy is worth it if, when speaking with someone, the conversation feels good, and enhances your mood and mindset.Of course, you wont get along with everyone not everyone will like you, and thats okay. As my dad used to say, Theres not a single person in the world that EVERY single human likes, and if there were, that person would be very boring.So save yourself for the people who offer value back to you and with whom communication is easy. Never forget that just like its natural to want to be likable, its natural that not everyone you interview with will find you likable.A final noteUltimately, you cant control what people think of you and how much they like you. And trying to be more likable, however you define it, is okay. But pretending or trying to impress the wrong people wont work for the long term.I have a saying that I live my life by You can never say anything right to the wrong people, and you can never say anything wrong to the right people.Natalie Fisher is best known for helping professionals land their dream jobs and achieve explosive salary growth (even with little experience). Get started by downloading her free guide The Ultimate Situational Interview Q A Guide.

5 Tips for Choosing What to Wear to an Interview

5 Tips for Choosing What to Wear to an Interview5 Tips for Choosing What to Wear to an Interview5 Tips for Choosing What to Wear to an InterviewDont let inappropriate attire sabotage your next interview. TWEETDust off those dress clothes and polish your shoes, time to get ready for an interview Dressing the part is just as important as writing a resume or cover letter. The interview or a job fair is where your hard work pays off and you get the chance to put on a show. Choosing your interview attire to keep in line with todays dress code, is much like playing poker. Reading the cards, knowing the players and cultivating a winning flosse are all part of the process.Lets be clear here. There are no cut-and-dry answers or easy solutions for what to wear to an interview. Some professions require all but a tuxedo to win the job. Other hiring managers dont care, as long as you dont show up in a T-shirt and jeans. Here are five guidelines to help you dress for success.1. Dress better than t he guy next to you.When preparing for an interview, look at the next two positions directly above the one youre applying. Use their dress code to determine what to wear to an interview. This shows you have the drive to move up in life. For example, applicants interviewing for shift supervisor at Walmart may wear khakis and a polo shirt on the job. However, go the extra mile and impress the hiring manager by showing up in a suit and tie. This shows the boss you have an executive mentality. Before an interview, be sure youResearch dress codes for your position and industry.Look at the two immediate positions above you for inspiration.Dress for success, but dont go overboard.2. Dress the part.Hollywood actors know playing the part is mora than reciting lines and choosing the right moment to let loose a tear, their wardrobe has to complement their performance. When its time to get dressed for the interview, keep in mind that its not so much that youre trying to get the job with what you wear, youre incorporating your attire into the overall presentation. Hiring managers decide in 10 seconds if they dont want to hire you. If your presentation is flawless and attire matches, they may have a more difficult time eliminating you from their list. Before the interview, be sure toWear neutral colors, and stay away from patterns.Google interview videos to see the current trends.Consider comfort and climate at the office.3. Stay up-to-date.Interviews are all about sending messages. Nothing sends a bad message faster than an outdated interview outfit that does not adhere to days dress code. This doesnt mean you have to wear the current fad, just stay away from clothes older than five years. Wearing fresh, new styles sends the message you are in touch with the here and now.Another red flag to watch for is going too fresh and casual. Yes, hiring managers want to see young, fresh styles. They want to know you are part of the new world. They dont want to see nose rings, sandals, or applicants who look like they are ready for a night out with their friends. Dont dress like you just graduated college, even if this is the case. Dress like youve had similar jobs or better. Remember toSay no to clothes and styles older than five years.Dont go too casual or dress like youre on your way to the club.Stay up-to-date on current styles.4. Remember the occasion.Suit and tie or other professional garb may not always be the best route to go. Some jobs simply dont require formal attire. Remember, you are painting a picture of the font of candidate you are with the interview dress code. The best way to avoid embarrassment is research. Talk to local recruiters and college education centers. They know the industry and will guide you in appropriate dress.Another occasion to prepare for is weather and climate. Wearing a thin dress shirt and tie may not be very practical during Michigans colder winters. A dress sweater over the shirt would fit the climate perfectly. On the oth er hand, stuffy dress clothes may be uncomfortable if youre interviewing in Nevadas desert heat. General rule of thumb Dress the part, but make sure you stay comfortable. Remember toPick clothes to accommodate the climate and season.Research the industry to determine the best attire.Stay comfortable, and dont try to wear something you know makes you sweat.5. Stay comfortable.Again, comfort is important in interviews. Hiring managers can spot someone who is nervous and uncomfortable. Your discomfort may come from those new shoes you bought yesterday. The hiring manager doesnt know that. They may assume you are nervous due to inexperience or reason. When deciding what to wear to an interview, pick your clothes to help you win the job. Your attire should compliment. Dont wear brand new clothes. Wear an outfit that is tried and true. Break in new shoes at least several days before the big day. And, remember the biggest embarrassment to avoid remove the tags. Remember toWear clothes you are comfortable with, not new, itchy suits thats never been worn.Break in your shoes.Always remove the tags after purchase.TakeawaysDressing for success isnt difficult. You just need to do a little homework on interview dress code and make sure to be yourself. Interview apparel should complement your presentation, much like an actors wardrobe. Consider the industry, position, two positions above you and climate. ansicht will help you develop a perfect match every time. While there is no true set of guidelines, keep the following in mindStay comfortable.Think stylish and current rather than glamorous.Dress like youve been in the industry longer than you have.Hire a TopResume writer to help you land more interviews, faster.Related Articles

5 Tips for Job Seekers Who Want to Work for a Nonprofit

5 Tips for Job Seekers Who Want to Work for a Nonprofit 5 Tips for Job Seekers Who Want to Work for a Nonprofit Whether you are a recent graduate or looking to make a career change, working in the nach dem kostendeckungsprinzip arbeitend industry can be incredibly fulfilling. Most of us will ultimately spend the majority of our waking hours at work, so why not spend those hours passionately engrossed in a job where you can do your part to impact humanity? At least, thats how I felt after I left a three-week-old job in the for-profit sector to go work for anonprofit.That welches 13 years ago, and I havent looked back since.To gather the following tips, I enlisted the help of some former colleagues and associates 27 of them, to be exact. These 27 nonprofit employees range from program directors tofundraisers, from lawyers to executive directors. Some have been working in the nonprofit field foras little as 10 months, others for more than32 years.Here is what they and I had to say1 . Network With Other People Who Work in NonprofitAsk friends and family for introductions. Peruse LinkedIn to find connections and send carefully crafted personalized messages to people you are interested in getting in touch with. In general, meet as many people as you can who work in or know people in the nonprofit industry.2. Set Up Informational Interviews With Organizations You AdmireTake your networking to the next level. Reach out to the nonprofits you are interested in learning more about. I have found that most people in the nonprofit world are happy to help.3. Intern Jump Right Into the Volunteer Experience Full-Time or Part-TimeHands-on nonprofit experience will open many doors. If you can afford to give some or all of your time as an intern or office volunteer, you will gain priceless experience and continue to solidify your nonprofit network.4. Attend Conferences and Join Groups Geared Toward the Nonprofit SectorThis, of course, will help you expand your nonprofit networ k (see tip No. 1).5. Go Back to School or at Least Take Some Courses/Workshops in Your Area of InterestThis will also help you expand your network. But dont spend an exorbitant amount of money before you guessed it you network to make koranvers you are making an educated and thoroughly researched decision.Remember that your previous experience, whether as a student or a for-profit employee, can translate and become a sought-after asset to nonprofits. However, you should becautious about walking into a new opportunity with too much confidence. Be open to learning, ask lots of questions, and most importantly, be a team player. Most nonprofit employees wear many hats out of necessity. Take their lead and be willing to stretch beyond the job description.As with any job, there can be frustrations. There was a time at one of my previous jobs when we couldnt afford to replace the colored ink, and I desperately needed to print hundreds of invitations for an upcoming fundraiser. There wer e several times when our computers and servers crashed, putting us days behind in work. We couldnt afford to replace them.And then there isthe Fortune 100 of nonprofits you know, those national organizations that actually have marketing budgets and can pay for fancy PSAs and celebrity influencers? Ive also had the pleasure of working for one of those. They can be wonderful and really give you the sense that you are impacting thousands, if not millions, of people but you might also be up against just as much bureaucracy and red tape as you would be at a for-profit company.For all the compromises nonprofit employees often have to make, I asked my former colleagues Whats the best thing about working in nonprofit? Here are a few of my favorite responses ones that I wholeheartedly agree with- My work has true meaning.- Feeling totally passionate about the cause.- Working in a place that attracts people who care about things beyond financial gain.- Knowing that my work has an impact.- Working with amazing people in this sector that truly want to do good.- Discovering a true passion for helping others.- At the end of the day, no matter how bad of a day youve had, you know that someone somewhere is better off because you came to work that day.And my personal favorite- You get paid to make a difference in the world.What a dream come trueSo go out there and network, reach out to groups you are passionate about, build your support team, and join this incredible world of people who cant wait to meet you.Mona Lipson joined Voss Foundation in 2016 as director of strategic advancement and corporate citizenship to spearhead the organizations fundraising initiatives and corporate citizenship with VOSS Water of Norway.

Be the Very First to Read What an Old Pro is Saying About Honors and Awards Resume Examples

Be the Very First to Read What an Old Pro is Saying About Honors and Awards Resume Examples The Nuiances of Honors and Awards Resume Examples Utilizing an online resume builder is a straightforward and effective means of writing a winning resume which will get you through the interview stage. In case the application says you can submit extra info, your brag sheet is a wonderful add-on to show precisely how much you have done If you wish to add extra info, you can. If you choose to use high school info, make certain its really robust and appropriate content. Naturally, a degree can be a really valuable asset, but the experience here has a greater value. You only have to list accomplishments that pertain to the kind of work youre applying for. Its important in the event the name of your college is a favorite. Employing a student resume template can help you save you time and effort and offer you ideas on which sections to include and the way to complete them so as to pull in the appropriate employers. The Honors and Awards Resume Examples Cover Up Career Objectives are excellent for resumes with a particular function. Its fast and simple to use. Try to remember that your resume ought to be concise. Resume examples and templates are really helpful, especially when youre writing one of your anfangsbuchstabe resumes. Heres What I Know About Honors and Awards Resume Examples As youre listing all your activities, youll also wish to include descriptions of activities (if needed), leadership positions and the quantity of time that you dedicate to the activity. If youre a seasoned professional, set your professional work history section prior to your education. Youll find mora details on various types of skills for a resume in the previous section. As you take a look at college applications, you will discover that the application doesnt have a good deal of room to list your extracurricular pursuits. Even when you lettered in three sports, it isnt a v ery good concept to reference high school experiences. List hobbies you have that arent organized. You could comprise hobbies like playing music and photography. Honors and Awards Resume Examples Can Be Fun for Everyone In truth, it might not have dates whatsoever, but you must be listed in order of relevance instead. 1 good means to use resume builders is to create the the majority of the countless options away presently there. The above mentioned information is beneficial for everybody who has some expert experience. Therefore understanding how to compose a resume is essential. The Little-Known Secrets to Honors and Awards Resume Examples Unfortunately, youre not alone. The accomplishments that you pick to improve your resume have to be relevant to the work vacancy youre applying to or relate in some way to the business or specific business. Now every time a hiring manager sees that, they know what youre able to accomplish. Every applicant whos searching for a job want to make a specialist resume due to their interview. It actually is difficult more than enough to find work. Youre going to want to tailor your resume to the work description. If you own a group of awards from an expert organization you belong to, then you will want to keep the expert lingo to a minimum. When you have a lot of work experience, its wise to incorporate any skilled awards on your resume to emphasize the fact your work was recognized for its excellence in a particular field. You shouldinclude honors and awards which highlight you have the necessary technical hard skills for work. Dont hold back in case you have various awards in a particular area or youve achieved something special in a previously-held position like the vacancy. Have a look at the next guide to figure out where awards should go on a resume and the way to include them so they can positively influence your candidacy. You should have three or more awards or honors to justify developing a distinctive section to showcase them, but you could always add 1 award or honor to a different section of your resume. An Honors and Awards section is only the means to do that. The honors and awards section isnt a necessity and should only be added in case you have enough specific honors or awards that are related to you and the job you are at present seeking. Honors and Awards Resume Examples Secrets That No One Else Knows About If youve got little to no work experience, a coursework description can demonstrate you have the wisdom and skills needed for the job via your education. Listing your skills is a way to swiftly communicate your capacity to be successful in the job. Look out for keywords to spell out your core qualifications, key professional and individual skills. Double-check if youre employing the proper abilities and experience keywords. You may also have a skills section in which you list soft skills and any programs, languages, or certifications youve got. Be sure the sk ills are related to the job which you desire. When youre done Get rid of all of the skills you simply have a simple grasp of. Mainly because soft skills cannot be easily taught.

How to Improve Employee Retention for a High-Turnover Position

How to Improve Employee Retention for a High-Turnover PositionTheres nothing more satisfying than filling an empty role at your company. For starters, it means the rest of your team wont be stretched thin improving morale. A new employee also means new energy and ideas invigorating the team. Hiring creates possibility. But when you have to constantly refill the same role, it can be a nightmare. Every organization wants to avoid high turnover. But when its confined to a particular role, its especially frustrating. Hiring professionals must determine whats wrong with their position or process to find a candidate who will stick around for the long run. The issue isnt always obvious, so we asked several hiring experts to explain what changes to make when employee zurckhalten is difficult for a specific job. Heres what they had to say1. Conduct exit interviews and actually use the data.We have exit interviews with all the people who left the job regularly to understand and delve deeper into the problems and pain points. The exit interviews help us understand why they are not sticking around with the role and what, in their opinion, could improve the role and the job description. The insights we gain from exit interviews have been hugely leveraged to improve our employee retention rate for the same role. We make it a point to include everything the job entails in the job description. This includes the volatility, non-specifics of roles, and responsibilities. That has increased our employee retention rate by a huge margin. During the complete interview process, we make sure the individual understands the kind of role we are hiring for and ask them are you still interested?Ketan Kapoor, CEO and Co-Founder of MettlTheres no way to know why employees keep leaving a role unless you conduct exit surveys. employeeretention.Click To Tweet2. Be transparent at every level.You cant solve a problem until you know why its happening. The first step is to scrutinize your recruiti ng, hiring process, training, and retention strategy. Next, you must communicate your needs to your recruiters frequently. As a manager, I need to give our recruiters as much feedback as possible so they can make any necessary adjustments. Its also crucial to be transparent about what the job entails. During the interview, we give the candidate a synopsis of a typical day. We dont dress up the job as something its not. For a support position, we dont hide the fact they will be on the phone with customers and that it can get very busy at times. However, we also make sure to share the positives of the job and the things that keep us coming back to work every day.Alisha Santoorjian Thunstrom, Director of Support Services at TempWorks3. Understand the needs of candidates.We experienced a different issue than usual when we had a high turnover rate for employees in our customer service department. Most of these staff members were also students and as their schedules changed each semester, there welches difficulty coordinating the timing of work. We didnt want to keep losing employees we trained, so we allowed them to commit to fewer hours a week while working from home. Even if it meant that we needed to hire one or two more people to get everything done, it at least meant having a consistent team.Nate Masterson, HR manager at Maple HolisticsIf employees keep quitting a job, consider redefining the role so it meets employees needs. recruitingClick To Tweet4. Redefine cultural fit.As a hiring professional, it is your job to look beyond the role description. You must look deeper than qualifications and design a process that also screens for cultural fit. For example, I had a nonprofit client who was constantly recruiting for employees to provide round-the-clock care to their clients. We werent sure why people were leaving their organization, so we conducted a focus group with top performers and asked lots of questions about the work environment and what they enjoyed. With this knowledge, we were able to redesign their recruiting process to focus less on skill and more on organizational fit. We looked for clues in open-ended questions like Why are you applying for this job? and What do you know about our mission? This contributed to a reduction of turnover by 23 percent.Colleen Pfaller, Founder of A Slice of HR5. Face your own reputation.A client reached out to me with a need in their external reporting team. This was an experienced professional role with specific responsibilities in external financial reporting for a large, international, publicly-traded company. The role was open for 355 days.this time.Previously, the position came open about every 12 months or so due to high turnover. In the 355 days it was open, the company had reviewed over 150 candidates and the team had interviewed over 50 of those in person. Two offers had been rejected.There had been so much turnover on the team word got around in the market, especially within the networ k of likely candidates.When we were asked to help, we worked on changing the equation a bit. First, we candidly informed the HR and hiring teams of their market reputation. Then, we recommended something a bit different. Instead of running job ads (essentially telling the market that it was open again), we focused on sourcing good candidates. Also, we regained control over the narrative on why the role was open, describing the good, the bad, and the ugly before the rumor mill did. John Light, Partner at EvolvingTalentGroupWhen a job has high employeeturnover, you need to understand how it affects your reputation as a company.Click To Tweet6. Rethink the roles value.Is this a job that still needs doing? Employees want to feel challenged and necessary. Perhaps the job was once integral to the overall operation of the business, but because of technological advancements, it is now a shell of its former self. Maybe an analysis of tasks and outcomes is in order.Chris Chancey, Founder of A mplio Recruiting

Five Ways to Motivate your Team to Harvest Low-Hanging Fruit

Five Ways to Motivate your Team to Harvest Low-Hanging FruitFive Ways to Motivate your Team to Harvest Low-Hanging FruitFive Ways to Motivate your Team to Harvest Low-Hanging Fruit Eden and Terri Long, authors of Low-Hanging Fruit 77 Eye-Opening Ways to Improve Productivity and Profits (Wiley, 2014)The best ideas to improve organizations come from engaging those closest to the work. Good ideas usually do not just pop into peoples heads (unless they are in the shower, of course) they come as the result of many people throughout the company trying hard to see and solve herausforderungs.This may not require a lot of time, but it does require motivation. Creating and sustaining that motivation requires that your team have a personal desire to improve the company.Motivating managers is, by far, the single most important element to growing earnings. The good nachrichten is that it is also the easiest to get right.1)Create an Idea-Based BudgetIf your annual budget process is a few months a way, then use that as a great motivation to start now.You will be able to start your budget process already knowing that you have a large, new, source of funds. How great will it feel to start a budget process knowing that you have millions of new dollars already identified for the next yearInstead of the normal budgets that have holes (many quite gaping) that need to be filled, you will be starting out with a surplus that you are figuring out how to deploy.Even mora importantly, you will have achieved the holy grail of all CFOs a budget that is as solid as a rock. The key is to create an Idea-Based Budget.2)The Five Surprising Words I want everyone on board.Lately, executives have tended toward a more inclusive management style. Decisions are more often made collectively by a team rather than individually by the person in charge. And not just by a democratic vote. Many leaders now want unanimity.Leaders play more of a coaching role, than the star player role.But some leaders have gone too far. The five surprising words that stop good executives from being great leaders are I want everyone on board.Decisions are stymied because leaders cede to some member of their team the right to veto. We see it often.Just one member out of 20 might not like the idea but the decision is just as dead as if all 20 of the team hated iteven if the boss likes itWhat they should not do is allow opinions without facts to substitute for their own good judgment. You should not delegate veto power to team members when their objections are just opinions like, I dont feel comfortable with this or I dont think it will work but I cant explain why or I just dont like this approach.3) If You Want the Money, Spend the Time For better or worse, the things that leaders personally engage in become the highest priorities for their teams. There is no substitute for your personal leadership to create focus and energy.Your team will follow your example. Your motivational e-mails, speeches, and me mos can amplify your leadership by example, but they cannot ever replace it.When you walk the walk, you will find that you are doing so on a two-way street. In one direction, you are able to motivate managers through inspiration, passion, and expertise. Think coach.In the other direction, and just as important, your teams will teach you about what is really going on in the company, about the depth of your bench and the overlooked talent, about connections between divisions you had not realized, and about your real company culture.What you learn will change how you lead. It is similar to becoming an undercover boss, but without the cameras No PowerPoint presentations, no memos, no e-mails can substitute for learning directly from those closest to the work.4) Executive Motivators that Demotivate Everyone Else Hypocrisy is one of the best tools you have to demotivate your team.We are not against off-site meetings and retreats, but we are against wasting time and money. One executive de cided to use his retreat as an exercise in motivation and problem solving He set up a contest to get the best ideas about where to hold a retreat that would be more fun, more productive, and less expensive than any past ones. He got many good ideas.One idea that was a huge hit was to replace a long, fancy dinner with dinner at a local dive (think the Food Networks Diners, Drive-ins and Dives) that was unique, had great food, and was very inexpensive.That was truly walking the walk5) The Corporate Imposter SyndromeHow often have you heard a manager say, weve looked into that when given a suggestion. Often times, this is merely a covert dismissal of an idea from someone outside the immediate team.This syndrome is remarkably easy to banish.First, acknowledge this fear frequently and loudly before you ask everyone to find new problems to solve. Second, leaders should make it clear that they believe that the best-performing managers do better than poorly-performing managers at finding mo re. Why? Great managers are better at motivating their teams, at finding and fixing problems, and at getting decisions made.Third, make sure that you sincerely commend people every time they reveal a new problem to solveExcerpted with permission of the publisher, Wiley, from Low-Hanging Fruit 77 Eye-Opening Ways to Improve Productivity and Profits by Jeremy Eden and Terri Long. Copyright (c) 2014 by Jeremy Eden and Terri Long. All rights reserved. This book is available at all bookstores and online booksellers.Author BiosJeremy Eden and Terri Long are the Co-CEOs of Harvest Earnings, an advisory services firm that helps companies to engage their employees in growing earnings and improving the customer experience. They have helped companies like PNC Financial, H.J. Heinz, and Manpower to reduce costs and increase revenues by millions of dollars. Jeremy has decades of consulting and performance improvement experience in business including at McKinsey Co. Terri was in the corporate ba nking world for eighteen years before joining Jeremy over a decade ago. They are based in Chicago.

5 Signs That a Company Offers Upward Mobility

5 Signs That a Company Offers Upward Mobility5 Signs That a Company Offers Upward Mobility If youre one of the 94 percent of employees who would stay at a company longer if it invested in their careers, you may be looking for signs of future advancement as you interview for new jobs. This isnt always easy to spot. However, there are a few clear signs that a company encourages upward mobility, according to the employees of AdRoll Group , a company that prioritizes developing (and retaining) their in-house talent.As you interview for your next big gig, take a closer look and ask the right questions, looking for the signs of a company that values upward mobility.Managers need to be your cheerleaders, while also challenging you to step outside of your comfort zone . This was apparent when talking with the AdRoll team about how their managers played crucial roles in their growth.Head of Customer Operations at AdRoll, molly Gilroy, explains, We are genuinely motivated t o develop people and see them grow. Even if I have a really amazing team, Im always looking at what each persons next step is. While I hate to lose them, Im always encouraging them to think beyond their current role.Along with guidance needs to be trust, according to Darragh Fitzpatrick, VP of Sales & Account Management, who said I think the area that was really powerful for me was the level of trust I was given. The thought was they knew me and Id proven that I could do this role, so I got a chance to move into new opportunities.A company that uses their top talent to berater up-and-coming staff shows that they value career development . As Head of Product Strategy at AdRoll, Larissa Licha was fortunate to have a top-level mentor at AdRoll, which made her take a completely different career path than she would have expected.During my first year, Valentino the companys CTO was a really key mentor Having mentorship and the company give me leverage to do things that are not my core co mpetencies, and motivate me to challenge myself, got me to a role that I never thought I would be exposed to. To find out whether this is an important part of the culture at the company youre considering, ask about mentorship during your interview.Communication is paramount to successful employee development - employees cant understand their strengths and weaknesses without the proper feedback . I have always been encouraged to give feedback and participate in the broader organization, says Licha. There are a lot of ways to learn from people in different departments.Participating in the feedback conversation was how Licha found her voice , which ultimately allowed her to progress in the company. However, she reminds, you cant just offer an opinion. I decided to be noisy about problems but also proactive about coming up with solutions, which gave me visibility.An organization with open communication that encourages feedback will help you understand your core competencies so that yo u can hone your skills and grow in your role.While leaders must encourage and challenge their team, they must also be accessible to their staff. Exposure to leadership equates to exposure to the big-picture goals of an organization, which helps you understand the company objectives, as well as where you fit and how you can make a difference moving forward.Just as the CTO mentored Licha, the other leaders of AdRoll were present for and inspired their staff. She explains I had exposure to leadership when I started, which gave me an important, broader perspective.If a company is transparent and leaders are intentionally available to staff, this helps in the overall advancement of the entire team.The mindset of growth needs to permeate an entire organization in order to inspire employees like yourself to take on new roles and progress in your career. Emma Gilroy explains AdRolls approach The people programs we have are really important, but I believe internal mobility stems from a gen uine interest in everyones growth and development. The best way I can describe it is we encourage employees to always be learning , and always be developing.John Shin, Lead Business Operations Manager at AdRoll, also says that he approaches everything with a growth mindset. The company rewards people who work really hard and are open to learning. Those attributes are valuable elements for success. Show your ability and desire to work within a growth mindset environment to find a company that will allow you to excel.Growth-focused companies want to attract top talent and develop them into future leaders . If you want to find an organization that celebrates internal mobility and career growth, use ansicht insider tips to find the right match.

Your Guide to Your First Week on the Job - The Muse

Your Guide to Your First Week on the Job - The Muse Your Guide to Your First Week on the Job You walk through the revolving door of the lobby toward the elevator, soaking in your surroundings- there’s not a familiar face in the building. You straighten out your suit, press #12, and take a deep breath: Once those doors re-open, your first week of work will officially begin. Whether it’s your first position or your fifth, those first few days on the job can be more than a little intimidating. But with these key rules, you can get comfortable in your new surroundings, get up to speed quickly, and get off on the right foot with your new boss and co-workers Do: Be a Sponge One of your most important duties your first week is absorbing everything. Getting to know your company’s culture, the working and communication styles of your teammates, the problem projects, office politics, and department or company-wide goals means that you’ll be able to start your real work sooner (and be more effective when you do). So, go to the new hire orientation, sign up for professional development classes, and attend all the team and office meetings you can, even if you’re not yet sure what’s going on or they don’t 100% pertain to your work. Also join in on the informal events. If you get asked to lunch, happy hour, or the office softball league(either as a participant or onlooker), say yes. It’s a great way to meet people, and it shows that you’re excited to be part of the team. Don’t: Overcommit Yourself Do be careful, though, to balance your schedule- you want to have plenty of time to learn the ropes from your desk. The last thing you want is to look like you have too much to juggle, seem overwhelmed, or show up late to a commitment because you’re stuck somewhere else. Do: Ask Questions As you learn about new processes, projects, and people, don’t be afraid to ask questions. You need to get up to speed, and people will expect it from the new person on the team. Also take down detailed notes about everything you learn, even if it seems simple. Your brain is going to be on overload this week, and writing everything down will make sure you don’t have to ask the same question twice. Don’t: Be Afraid to Speak Up At the same time, don’t be afraid to contribute and add value- you do want to reinforce that you’re the right person for the job! No, you won’t know everything (nor should you act like you do!), but you can make suggestions in team meetings or brainstorming sessions, or ask questions like, “Has this been tried before?” And if you have a skill or ability that you’ve been hired to bring to the team, pipe up and share that knowledge. But be careful to read your audience. You don’t want to come on like gangbusters or step on someone’s toes. Do: Offer to Help There may be some down time during your first few days on the job as your boss and team adjust to having you there. But don’t sit around waiting for others to figure out tasks for you- volunteer to help your new teammates on a project. You’ll show initiative, you’ll build rapport with your boss and co-workers, and you’ll learn about expectations, procedures, and how things are done. Don’t: Turn Down Help or Advice If your boss or co-workers give you advice or offer to help you with a task or project, take them up on it- yes, even if you’re totally capable of handling things yourself. It’s a great way to bond with your office mates, plus you may get valuable insight into the company’s expectations or a more efficient way to do the work you’ll be given. Do: Find a Mentor It never hurts to have an experienced, knowledgeable, successful professional to bounce ideas off of and be groomed by, but it’s especially useful when you’re the newbie. Look around. Who are the stars of the organization- the ones who radiate likability, confidence, and initiative? Introduce yourself, and pick their brains. Don't: Rely Only on Your New Mentor Undoubtedly, the people who make you feel most comfortable will become your go-tos as you navigate your first week. But remember the time it takes for people to help you out is time being taken away from their own tasks. Be sensitive to this by trying to figure things out for yourself first, asking a variety of people when you do have questions, and showing appreciation for everyone who helps you out. Do: Keep Your Boss Informed Throughout the week, ask for periodic meetings with your boss (instead of popping in her office for every question you have!). In addition to getting her direction on projects and tasks, you should use this time to update her on what you’re learning and who you’re meeting with. Ask questions like “Are there additional tasks I should be taking on or skills I should be learning?” and “Can you give me feedback on the project I just completed?” to show initiative, but also do a lot of listening, too. Your boss’ feedback and insight is going to be one of your greatest resources at this point- after all, you’re going to be spending the next weeks, months, and maybe even years working for her, and learning how she thinks early on will serve you well. Don’t: Compare Everything to Your Last Job Surely you could rattle off things you loved (or loathed) about your last job and how this position compares- but don’t! You want to give yourself every opportunity to shine, and that means keeping your initial first week impressions to yourself. You’re in a new place, and this is a new opportunity, so embrace it and move forward!

Restaurant General Manager Job Description Sample

Restaurant General Manager Job Description Sample Restaurant General Manager Job Description Sample Restaurant General Manager Job Description Sample This restaurant general manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements. Restaurant General Manager Job Responsibilities: Delivers revenues and profits by developing, marketing, financing, and providing appealing restaurant service; managing staff. Restaurant General Manager Job Duties: Establishes restaurant business plan by surveying restaurant demand; conferring with people in the community; identifying and evaluating competitors; preparing financial, marketing, and sales projections, analyses, and estimates. Meets restaurant financial objectives by developing financing; establishing banking relationships; preparing strategic and annual forecasts and budgets; analyzing variances; initiating corrective actions; establishing and monitoring financial controls; developing and implementing strategies to increase average meal checks. Attracts patrons by developing and implementing marketing, advertising, public and community relations programs; evaluating program results; identifying and tracking changing demands. Controls purchases and inventory by meeting with account manager; negotiating prices and contracts; developing preferred supplier lists; reviewing and evaluating usage reports; analyzing variances; taking corrective actions. Maintains operations by preparing policies and standard operating procedures; implementing production, productivity, quality, and patron-service standards; determining and implementing system improvements. Maintains patron satisfaction by monitoring, evaluating, and auditing food, beverage, and service offerings; initiating improvements; building relationships with preferred patrons. Accomplishes restaurant and bar human resource objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining management staff; communicating job expectations; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation actions; enforcing policies and procedures. Maintains safe, secure, and healthy facility environment by establishing, following, and enforcing sanitation standards and procedures; complying with health and legal regulations; maintaining security systems. Maintains professional and technical knowledge by tracking emerging trends in the restaurant industry; attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies. Accomplishes company goals by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments. Restaurant General Manager Skills and Qualifications: Cost Accounting, Developing Budgets, Financial Planning and Strategy, Decision Making, Process Improvement, Strategic Planning, Verbal Communication, Customer Focus, Management Proficiency, Managing Profitability, Quality Focus Employers: Post a job in minutes to reach candidates everywhere. Job Seekers: Search Restaurant General Manager Jobs and apply on now. Learn more aboutwriting ajob description: Maximize your Job Description Results Benchmarking 101: How to Pay New Hires How to Write a Job Description Resource Page

Not Quite Qualified Apply Anyway

Not Quite Qualified Apply Anyway Not Quite Qualified? Apply Anyway Not Quite Qualified Apply Anyway The job posting seems too good to be true. Its the kind of role that can start you on a path to your long-term career goal, at a company thats been on your short list of targets. You just know that this is a job thats screaming out your name. Theres just one little problem: The posting wants someone with seven to ten years of professional experience. You have only three. On top of that, the posting says you need to be expert with a specific piece of software, but youve had only minimal exposure to it. OK, so there are two little problems. Or maybe they're not so little? So, what do you do? Apply anyway, hoping the employer ignores or won't notice the experience gap? Move on to the next job posting, albeit a bit dejectedly? Or, apply, but, in your cover letter, acknowledge your lack of sufficient experience and stress your other skills that do meet the companys criteria. Also, think of dropping in a couple of quotes from current or former colleagues that can extol your virtues as a professional and support the assertions you make. Hmmm, maybe that last option seems appealing. If it is, take it! Why? Here are three reasons: You might just intrigue them enough to call you in for an interview. Lets say you state something like this in your cover letter: I have three years of solid experience in web development, as well as the project management and team-building skills youre looking for. I am familiar with BuildIt's capabilities, and am able to quickly master new software programs. So, I would put in the extra effort to develop expertise in BuildIt. In fact, a former supervisor wrote this on my performance evaluation last year: Bob is able to quickly absorb the functionality ofany software program, and can help others get up to speed. This kind of statement can make a positive impression on a hiring manager. It demonstrates energy, a personal commitment to learn, and how seriously you take your career. Besides, smart employers know that most skills can be taught, but important personality traits (such as likability) can't. Theres no guarantee youll be called for an interview, but it could happen. In fact, it did happen just days ago to a young woman I know who took this approach in her cover letter. The job description listed experience with the web design software Dreamweaveras a required skill, and she had not used it before. She told the truth, pointed out her other qualifications, and was called in for an interview this week. If you dont get this job, maybe theyll consider you for another one. If this position is out of your league, maybe there will be another thats more suited for your qualifications. If its a company youve dreamed of working for, it would be a good idea to follow up on your original submission. If this is a company that actively looks for people who will fit in well, and you make a good impression, you just might get hired when another job opens up. Admittedly, many companies dont espouse this hiring practice. But with some employers placing a higher priority on talent recruitment and development, I wouldnt be surprised if more begin paying attention to previously rejected candidates as part of their recruitment strategies. If nothing else, youve scored some points for honesty. You may not have had every skill they wanted, but at least you were forthright in your cover letter. And honesty counts for a lot with about 99.99% of employers. Have you ever applied for a job knowing you didnt have the right level of experience? How did you fare? Please share your thoughts below.

You should immediately do this after you make a tough decision

You should immediately do this after you make a tough decision You should immediately do this after you make a tough decision Do you often find yourself making tough decisions? Looking for some clarity afterward? Well, take a cue from Shakespeare and run to the bathroom. That sounds weird, but it actually has science behind it. In William Shakespeare’s famous tragedy Macbeth, Lady Macbeth, runs to wash the blood off her hands after her husband kills Duncan, the King of Scotland.Now hopefully none of your decisions involve murdering someone, but the concept of washing your hands to calm yourself and move on after making a bold decision has some merit to it.It is known as the  â€œLady Macbeth effect” and researchers recently proved that it works.  As part of  a study published in the journal,  Science  participants were asked to rank 10 music CDs (from a list of 30) and then choose their 5th and 6th favorite album to take home as a gift (for themselves.)Once they made their decision some of the participants were asked to wash their hands while some were not. A little bit later they were asked to rank the CDs again and those who got to wash their hands stuck with the same order, while the people with dirtier hands moved the ones ranked the one they got to bring home two places higher to make them feel better about their decision.Clean slateOther studies have shown that performing an unethical act does drive a need to self cleanse. Authors Spike W. S. Lee and Norbert Schwarz of the University of Michigan believe that the Lady Macbeth effect could be part of a larger “clean slate effect.” Even if your decision wasn’t a hard or bad one to make there is still a strong need to remove the weight of it by “cleaning it off.”Plus, washing your hands is never a bad thing (especially with all the germs floating around an office.) And at least it wasn’t advice from one of Shakespeare’s other most famous tragedies. Because in that case every time you met a potential love interest you’d have to marry them then and  form a joint suicide pact.

A Black Engineer on Why Diversity Matters in Tech -The Muse

A Black Engineer on Why Diversity Matters in Tech -The Muse A Black Engineer on Why Diversity Matters in Tech It's no secret that the tech world has some challenges when it comes to diversity and inclusion in the workplace. So if diversity matters to you, how do you find the companies that actually live and breathe it? We talked to Leighton Wallace, an engineering manager at Lever, about his experience as a black man in tech, why diverse teams make better decisions, and how to find a company that actually puts in the work to create an inclusive environment. Our Office See Their Open Jobs At Lever What do you do at Lever? I joined over three years ago as a product engineer, building tools to help people solve the important and difficult problem of finding the best people to work with. Six months ago I was promoted into a new role where I manage five product engineers, while also leading our reporting and analytics team. Why did you decide to join Lever? I sought out Lever deliberately for its mission, it being able to provide the growth, and getting to work alongside a high-caliber team. After a string of consumer products, enterprise software seemed like a better model for impactful work that improves users’ lives and it can be done profitably. Lever was still under 50 employees when I was interviewing, and I was surprised to walk in and see another black male in the office. I was shocked to learn there were actually three- I didn’t know that existed in Silicon Valley startups. After the initial surprise, I also felt relieved. I was so used to being the only black guy in an office, and the environment immediately felt more welcoming to be surrounded by people who can just “get” me in some ways. Also, in hindsight, I can see that a lack of diversity contributed to a lot of issues in my previous workplaces. What kinds of issues? A previous startup had OK gender ratio, but dismal ethnic/racial diversity. I was used to it from having been the one “black kid” at so many places, but the one Mexican co-worker and I developed a kinship and tried to support each other. Recruiting at this company was really hard because the homogeneity can be self-perpetuating. When you have a room full of people who are white, it’s much easier to continue hiring only more of the same. And even when you have minority candidates interviewing, not everyone is as comfortable being the only black guy, or the only woman- or the only whatever- in the room. So you can't necessarily “close” them and the situation only continually gets worse. There’s a lot of research coming out now supporting the argument that diverse teams make better choices in complex situations, and I can think of multiple instances in my career in which the lack of diversity contributed to poor decision making. For example, I observed a company of mostly white, affluent iPhone users delay shipping on Android because Android users reportedly earn less money, and later regretting the choice after discovering their Android users are more engaged. I’ve watched helplessly as another company used the data they collected on users in discriminatory ways, which not only erodes users’ trust, but also the trust of the employees who have been subject to discrimination in their lives. If these teams were more diverse, especially among the leadership, I doubt the same choices would have been made. Besides something as concrete as the number of black co-workers, what did you see at Lever that you didn't at other companies? Lever’s pleasantly surprised me with their awareness and dedication toward diversity inclusion (DI). Unlike a lot of other companies that pay lip service because it’s the trendy thing to do, Lever walks the talk. We’re not perfect by any means, but DI is a topic that’s actively discussed and people from all levels are passionate about it. Another thing I’ve been pleasantly surprised by is the level of investment in the people. For example, there's Ramp Camp, which is the employee on-boarding program that takes place once a month for a week. For both efficiency’s and camaraderie’s sake, we do our best to have multiple new hires start on the same day so that they can go through Ramp Camp together. It provides all new employees a baseline context about the company, our customers, our story, and how our business runs. With this common context, employees then move on to onboard to their specific role. Having a full calendar starting from my first day was a signal for how seriously the company wants to set employees up for success. I was also impressed that there’s a DI session in Ramp Camp. New hires will eventually start interviewing other people and contribute to the culture, and it was clear Lever wanted to get it right from the beginning to help people understand bias and build a more diverse team. I personally really value diversity in my environment- variety is the spice of life. I find it enjoyable to learn about experiences I’ve never had and can never have, cultures I’m not a part of. I’m a firm believer that people with different perspectives can make better decisions together, so it gives me hope that Lever is both dedicated to, and succeeding in, building a truly inclusive environment. What is your best advice for people looking for companies that support diversity? What sort of research can they do to find these companies? Find companies that know and tell the world that the work to create a diverse and inclusive environment never stops. Companies that try to tell you they’ve solved it are doing performance marketing to look good. Bias can never be removed from any human process. Having a structured hiring process is important to minimize bias. Look for companies that will tell you exactly what their interview process is like because they’ve actually codified it and aren’t winging it every time a candidate comes in. I’ve been on the other side of the “go in there and ask them whatever questions you want” process. The hiring decisions were much more susceptible to the whims and mood of the interviewers. What's one piece of advice you'd give to other people of color in tech? This is nothing new, but you need to focus on your work and become the best practitioner you can possibly be. Then get even better at what you do because learning never stops and the tech industry moves fast. As a minority, it may be harder and take longer to be recognized as competent, but eventually competence is the great equalizer. And a well-kept brag list of accomplishments improves compensation discussions. Being undeniably good at what you do builds trust and can help people rethink their preconceptions of others who look different than them. With the clout of competence, you can deploy your unique perspective and be heard at most tech companies. Don’t be afraid to bring yourself into your work: your team, product, and company will benefit from your perspective. Life is too short to have to disguise your true self all day in the office, so if your perspective as a person of color is not valued, move on. There are many companies, like Lever, that will value you and your experience. In fact, we welcome it. This article was adapted from the Inside.Lever blog. Find a great gig of your own with these open roles at Lever

5 Out of the Box Ways to Find a Job

5 Out of the Box Ways to Find a Job 5 Out of the Box Ways to Find a Job Looking for a job sometimes forces you to think outside the box. Take the unconventional route with these five ways to find a job. Put an ad on Facebook. Using the social media site’s templates, craft a short ad (no more than 160 characters, max), along with a good photo of yourself. Target users whose companies you would like to work for, and link your ad to your resume or another professional site, such as your LinkedIn profile or a website, if you have one. Contact your alumni association. Beyond all the pomp and circumstance, your alma mater can be a great resource when you’re job hunting. Not only can they help you revamp your resume and help coach you through mock job interviews, but they generally have a database filled with alumni contact info. That way, you can search by company name or even industry to reconnect with old classmates- and score a job. Try speed networking. You can’t imagine that you could find your next job in a lounge, but you just might when you give speed networking a shot. Similar in scope to speed dating, organizations advertise for professionals to meet industry leaders for 5-10 minutes at a time. Since time is limited, practice your pitch beforehand so you’re prepared. Register with a temp agency. Sure, you want a full-time job, but getting your foot in the door first is what truly counts. So sign up with a couple of agencies to begin working- and earning a paycheck. Many times, companies may offer temp employees first dibs at a job before posting the position online. And above all, take your job seriously- even though you’re a temp, act like you’re the newest full-time hire. Your confidence- and knowledge of the company’s policies and practices- could land you your next job. Try volunteering. If you’re looking to do a 360 on your career, volunteering could be the first step towards turning passion into profit. Find times between your job searching to work in an industry that you love. Maybe you’ve always aspired to be an ESL teacher. So reach out to your local school district to find a job that can work for you. After you’ve built some experience, you can list your work experience- and successes- on your resume. In that way, volunteering gives you fresh experience to talk about during an interview, as well as perspective about entering a new career field. Being creative will help you not only in finding a job, but keeping your skills fresh as you job hunt. Readers, what have been some of the most creative ways you’ve looked for a job? Let us know in the comment section below! photo: thinkstockphotos.com

7 clever psycho tricks that really help you in the office

7 clever “psycho” tricks that really help you in the office 7 clever “psycho” tricks that really help you in the office To gain confidence and sympathy, to be more competent and ultimately to get more salary â€" this is exactly what is possible with these psycho-tricks. And by “psycho”, we mean psychological, as every one of these tips draws on real human instincts.Professional competence is by no means enough: in the professional world, social skills are arguably just as important (sometimes more, depending on where you work!). With the right combination of human knowledge plus communication and negotiation techniques, managers and colleagues may actually be clamoring to work with you. And with these 7 tried-and-tested psycho-tricks, you wrap everyone around your little finger:1. Fib allegiance/the feeling of belongingPut on the power of similarities. So you suggest subliminal affiliation. Because the more similar a person is to us â€" whether in appearance, in body language or word choice â€" the more empathy it draws from us.This knowledge is easy to apply: Your colleague likes to wear black? T he boss has a very obvious flaw? There is a word that the colleague often and gladly repeats? A bit of copy and paste â€" and you’ve easily upped the empathy level.2.   MinorityOften seen in the retail shopping scenario with deals like “almost sold out!” or “get them before they’re all gone!”, is the slightly manipulative psycho play known as the idea of scarcity. What’s behind this idea is that, as soon as things â€" whether that’s tangible things, services, achievements, facts, or what have you â€" are presented as rare or difficult to obtain, they gain in attractiveness. How can you use this trick in the office?: Highlight what makes you rare and what makes you a star. This tactic can also be successfully used in collaboration with others.3.   The halo effectThe halo effect describes a perception error, in which individual characteristics of a person are so dominant on us that they create a transcendental overall impression. If this is the case for you, your count erpart will also trust you to be intelligent, hard-working, have perseverance and stamina, and be socially competent. Unfortunately, the halo-effect is almost impossible to truly control. But if it occurs for you? Well, congrats!4.   The horn effectThe opposite of the halo effect is, by the way, the horn effect. This one leads to a spontaneous dislike/antipathy. For instance, in some cases, a single character trait is a enough to turn your counterpart off â€" and suddenly the mood/morale plummets. Then, every single statement is taken with a pinch of salt and likely interpreted differently than intended.How do you better spot the horn effect? Make yourself aware of how subtle this effect works â€" and try to ask more critical judgments more critically.5. The contrast principleAsk for a lot, take very little. In the workplace, the contrast principle works too. In the workplace setting it goes something like this: first, make a big request and then make sure you take less than that.A concrete example: If you want to get on your coworkers’ good side, ask them to prepare for a 45-minute meeting but then only take 30 minutes of their time. What results is that everyone will be grateful for your kindness, but no one will be any wiser about the fact that you were planning it all along.6. Reactivity trickA lesson we can learn from a children’s book: Tom Sawyer pretends that painting fences is the most exciting business in the world. When a friend offers to take over from him, Tom declines at first referencing the high requirements for the task. Finally, his friend buy themselves the right to help him paint the fences. Smartypants, Tom! The principle behind this is reactance. The phenomenon states: Everyone prefers to do what they should not or should not.So, try saying this to your stubborn colleague: “I’m not quite sure if you can do it at all”. You want to bet that he’ll rise to the challenge of proving you wrong?7. Correction effectFrom childhood, we ha ve learned that a reward is what you get for doing chores or things we don’t actually want to do. And for that reason, the idea of a promised incentive isn’t actually the best motivator. What’s much more effective is surprising praise. In other words, giving compliments and positive feedback spontaneously and when the recipient(s) least expect it. This type of praise does wonders to inspire employees, but it’s so rarely used.This post originally appeared on Kununu.com.

Common Teamwork Interview Questions and Answers

Common Teamwork Interview Questions and Answers Common Teamwork Interview Questions and Answers A common topic in job interviews is teamwork. Often, an interviewer will ask you a question such as, “How do you feel about working on a team?” or “Tell me about a time you solved a problem as a team” or “How would you motivate team members if you were working on a project together?” There are many ways you can respond. The most important things to remember when answering questions about teamwork are to remain positive and to provide specific examples. Why Are Teamwork Interview Questions Important? With these questions, interviewers can get a sense of whether or not you like working on a team, how well you work in groups, and what role you tend to take on a team project (for example, a leader, a mediator, a follower). These questions also show whether you are easy to get along with, which is important in almost any work environment. 1:09 3 Ways to Answer Questions About Teamwork 12 Teamwork Interview Questions and Best Answers During your interview, expect to be asked about your affinity for teamwork and for examples of when you have worked on teams in the past. These questions may take the form of behavioral interview questions (regarding how you’ve acted in the past) or situational interview questions (about how you think you would react in any given situation). Here are some of the most commonly-asked job interview questions about teamwork, along with some sample answers. 1. Give some examples of your teamwork. What They Want to Know:  The employer wants to learn about your teamwork skills, and whather you enjoyed participating on a team. Share examples, shows how youve developed skills that will help you succeed on the job. I’ve participated on sports teams since I played T-ball as a kid: I played softball and baseball in high school and on an extracurricular team in college, and I play on a local softball team here. This has really helped me in my professional life, since I know how to evaluate the individual strengths of my associates, communicate well with them, and coordinate my efforts to support theirs. Expand More Answers:  Tips for Sharing Examples of Teamwork at an Interview 2. How do you feel about working on a team?   What They Want to Know:  Most jobs â€" at least those in traditional work settings â€" require that you be able to communicate and work well with others. Try to provide a recent example or two of how you’ve contributed to a team at your job. I prefer to work as a team member, because I believe that the best ideas are developed in partnership with others. I’m equally comfortable being a team member and a team lead â€" a few months ago I was selected to lead our team in a deadline-critical implementation project. Because of our great teamwork, we were able to produce our deliverables to the client well before deadline. Expand More Answers: Answer Interview Questions About Being a Team Player 3. How do you feel about working in a team environment? What They Want to Know:  This question is a clear indicator that, should you be hired, you will be expected to be able to work well in a collaborative team environment. Keep your answer positive, and mention a few of the strong teamwork skills you could offer your employer. I’m a “people person” â€" I enjoy working with others, and I know how to communicate well, actively listen to my associates’ opinions, and mediate any conflicts that arise. As an extrovert, I’m really energized by team dynamics and excited as I witness the progress we make towards our goals. Expand More Answers:  How Do You Feel About Working in a Team Environment? 4. Do you prefer teamwork or working independently? What They Want to Know:  Different people have different comfort levels with teamwork; the hiring manager is interested in your personality, your preferred method of doing your work, and your ability to work without direct supervision. I can honestly say that I’m comfortable both in working independently as well as in contributing to teams, and I was lucky enough in my previous job to be able to do some of both. Especially at the beginning of projects, I appreciate being able to strategize approaches with team members. Once we have our plan of action established, though, I enjoy working independently on my assigned tasks.     Expand More Answers: Work Independently vs Being Part of a Team Behavioral Interview Questions Many questions about teamwork will be  behavioral interview questions. These questions require you to provide an example from your past work experiences. For example, an interviewer might ask, “Tell me about a time you had to complete a group project under a tight deadline.” These kinds of  teamwork questions  require you to think of examples from past experiences working in a group. To answer these questions, describe the specific example you are thinking of (it helps to think of examples in advance). Then explain the situation, and what you did to either solve the problem or achieve success. Finally, describe the result. 5. Tell me about a time you worked well as part of a team. What They Want to Know:  Your interviewer will be interested not only in your response to this question, but also in your tone of voice and positivity. Be prepared with an upbeat response that demonstrates your appreciation of the value of teamwork. Good teamwork is an essential part of working back-of-house in a restaurant. Although I am primarily a sous chef, I realize that at any point I may be called upon to cover other responsibilities â€" be it stepping up when the head chef is absent, expediting orders, or even washing dishes when we’re understaffed. I also know how important it is to keep up team morale. A year ago we had several new hires who weren’t getting along. I initiated a monthly team-based cooking competition, with prizes, that motivated them to work together and provided them with a fun creative outlet.     Expand More Answers: How to Respond to Interview Questions About Teamwork 6. What role have you played in team situations? What They Want to Know:  Some people are natural leaders, while others are excellent followers. By asking this question, an employer is trying to gauge both how you would fit into the department’s current team dynamics and to assess whether you are someone they should flag for eventual leadership responsibilities. Sample Answer: While I’m happy being a strong team player, I also love being able sometimes to take the lead and coordinate everyone’s efforts. I have great organizational, scheduling, and follow-up skills, which is why my supervisor and other team members often call upon me to take the lead in important projects, such as our major new mobile technology system acquisition last year. Expand More Answers: Leadership Interview Questions and Answers 7. Have you ever had difficulty working with a manager or other team members? What They Want to Know:  This, like most teamwork questions, addresses your collegiality and your ability to work on a team and accept supervision. Keep your answer upbeat, and avoid complaining about previous managers or team members (you don’t want your interviewer to peg you as a negative whiner). Not really. Sometimes I’ve had a new manager or team member who struggled slightly to adjust to our team dynamics and organizational culture, but I’ve found that talking to them privately and taking advantage of informal opportunities to connect them with our different team members has always eased those transitions. Expand More Answers: Have You Ever Had Difficulty Working With a Manager? 8. Tell me about a challenging workplace situation that you had to deal with. What They Want to Know:  Employers want to know how you handle stress in the workplace, particularly when it involves other team members. A few months ago we had a situation where one of our older team members actively criticized a new hire, publicly pointing out her mistakes and just generally trying to “throw her under the bus.” I spoke to her privately, reminding her of how challenging we had all found our first few months to be. I also made it clear to the team that I was mentoring the new hire, which helped both to instill confidence in her work and to defuse any bad-mouthing. Expand More Answers: Interview Questions About Problems at Work Situational Interview Questions Even if the question is not a behavioral interview question, it is often helpful to provide a specific example. For instance,  situational interview questions  ask you to consider a possible future situation at work. An interviewer might ask, “How would you handle a conflict between two team members?” Although these are about future situations, you can still answer with an example from a past experience. 9. What strategies would you use to motivate your team? What They Want to Know:  How you answer this question will demonstrate whether you have the personal leadership qualities employers are seeking. Most people, even when they love their job, want to be noticed and appreciated for the work they do. I make it a point to recognize my team members’ contributions both privately, with informal “thank you” emails, and publicly during weekly staff meetings. Expand More Answers: Answers for Questions About Team Motivation Strategies 10. What would you contribute to our team culture?   What They Want to Know:  Interviewing, hiring, onboarding, and training new employees costs both time and money for employers, so they don’t want to have to repeat the process because an employee proves unable to adapt to their corporate culture. Research the organization ahead of time so that you can present yourself as someone who would fit seamlessly into their team culture. I’m fortunate in having both the energy and the flexibility to work overtime or on weekends when staffing issues arise. My last manager really encouraged our team members to take care of one another, and sometimes that involved covering for others during unexpected absences. I was always happy to step in to help, knowing that my associates would do the same for me. Expand More Answers: Interview Question: “What Can You Contribute to This Company?” 11. How would you handle it if there was a problem with a member of your team not doing their fair share or work?   What They Want to Know:  Team dynamics can often be challenging, particularly when resentment brews over people who may not be pulling their own weight. Be ready to provide a viable solution to this common work situation. I would first talk to them privately in a non-confrontational manner, using “I” statements to suggest that there might be a problem that we should resolve together. I’d also do my best to determine the root of the issue and to see if I or other team members could improve this person’s productivity. This approach works for me about 95% of the time; in cases where it doesn’t, I ask for a private consultation with my supervisor to brainstorm other solutions. Expand More Answers: Describe a Time When Your Workload Was Heavy 12. Would you still be interested in this job if you knew, at some point in the future, the work environment would change from an individual environment to a team-based approach?   ?What They Want to Know:  This query assesses whether you have the flexibility to adapt to change in the workplace. The ideal answer should demonstrate your capacity to work both independently and as part of a new team. Absolutely. I’ve had opportunities to work both independently and on teams in the past, and I feel like I’m effective in both settings, so long as lines of communication remain open. Expand More Answers: Important Teamwork Skills That Employers Value Tips to Answer Teamwork Interview Questions Here are some more tips for structuring winning answers to job interview questions about teamwork. Tailor your answers to the job, providing examples that are closely related to the job you are applying for. Think about past work, internship, or volunteer experiences that required  skills  similar to those needed for this job. Consider also the company and position-level of the job. Large and corporate companies may value different teamwork traits than small businesses or start-ups. If you are applying for a management-level position, try to use examples that display your leadership skills and  team-building skills. If youre applying for a support position, share how youve helped resolve conflicts or kept team members on deadline. Prepare for the possibility of a group interview. Some employers conduct group interviews to see how well candidates respond to questions and challenges within a stressful group environment. To prepare for this eventuality, check out these group interview questions, sample answers, and interviewing tips.   Prepare for the possibility of being asked to participate in a teamwork simulation. Teamwork simulations are sometimes used during situation (or “performance”) interviews. You’ll be asked to role-play a job function as part of a larger team tasked with solving a particular problem. After the simulation is completed, you may be asked to evaluate the effectiveness of the team dynamics and / or to assess your own or other team members’ performances. Use the STAR technique. A good strategy in answering questions about teamwork is to use the STAR interview response technique where you describe a work situation involving teamwork, explain the team’s task and mission, recount the actions you took, and explain the result of these actions.     How to Make the Best Impression You want to demonstrate to the employer both that you are enthusiastic about teamwork and that you get along with colleagues. Before your interview, think about what you most enjoy about working on a team. This will help you to be positive when answering questions about teamwork. For instance, you might appreciate the opportunity to gain insight and feedback from colleagues. Of course, you also want to be honest. Sometimes, you have to describe a negative teamwork experience. For example, an employer might say, “Tell me about a difficult experience you had when working on a team project.” If you say you have never had a difficult experience, the employer may think youre not telling the truth. Plus, that answer doesnt reveal how you are as a team player or how you handle difficult situations, which is what interviewers really want to know. Instead of dodging the question, try to focus on how you solved a difficult problem. For instance, you might answer, “I have worked on teams where one or two voices tend to dominate the group, and other peoples’ ideas are not heard. I try to be a good listener in teams, taking the time to understand everyone’s ideas, and making sure everyone’s suggestions are discussed.”

Job or Career Work Success Hinges on Worker Mindset

Job or Career Work Success Hinges on Worker Mindset Job or Career Work Success Hinges on Worker Mindset However, one of the lesser known ways to facilitate employer and worker effectiveness, productivity and success in the workplace is, for employees, distinguishing the difference between a job and a career and determining which mindset they have. And for employers, if they want to encourage worker productivity and engagement, they must understand their workers’ mindsets and work goals. Being in either a job or a career is equally valid as workers’ mindsets will vary based on their unique goals and needs. Timing also plays a role in whether a worker is in a job or career mindset. And many workers may find themselves in transition between the two, especially if a worker is looking to make a change either professionally or personally. The first step is to determine which mindset you’re in and then how to make the most of your opportunities. There are unique characteristics of both jobs and careers. Typically, jobs are short-term and usually don’t require outside training or certifications, while careers are usually long-term with a focus on work in one specific industry. Both jobs and careers have benefits and serve different purposes in a worker’s life; it’s simply about what works best for them. For example, one of the benefits of having a job mindset is that workers can usually more easily choose work that offers more flexibility to meet their personal needs. In contrast, one of the main perks of being in a career is that workers have the ability to set longer-term goals and achieve milestones in their line of work. Because jobs and careers are different, knowing what each path entails can help workers determine if their current trajectory is the one they want to be on to meet their goals and needs. For example, if a worker holds a job, but has a career mindset, their current work life may be frustrating to them. The same holds true for workers in a career who want to be in a job. Employees who are consciously aware of their goals and mindset can properly assess if their needs can be met in their current work and determine if there are better opportunities to reposition or realign themselves in another role to achieve work success. Knowing the difference between a job and a career not only benefits workers, but also helps employers and HR professionals better understand their employees. Once a worker determines their goals and mindset, they can effectively communicate that to their supervisors. As employers and HR professionals recognize that everyone has different goals they want to achieve in the workplace, they can create an environment that supports workers’ individual goals, which can include sharing career development paths, implementing regular supervisor/employee check-ins and designing specialized programs for those who possess a career mindset. Often, workers are unaware of the tools and resources available to them in their work. Employers can easily improve in this area for little to no cost by developing assets and instilling practices that will be useful for employees with all types of mindsets. In an effort to help guide the conversation on job satisfaction and work goals, Spherion has developed a “Job or Career?” quiz at BoostYourWork.com to help workers figure out if they have a job or a career mindset or if they are in transition. Finding out what path suits you will not only allow you to identify the right niche or position in your career, but it will also help you become more engaged and productive as an employee. Once you establish which work mindset category you fall under, take the initiative to speak with your supervisor or local HR representative on how you can incorporate your goals into the workplace. With the proper insight on how to maximize your work experience, working will be more enjoyable and more rewarding both professionally and personally.

Manager Resume - a Quick Overview

Manager Resume - a Quick Overview An Office Manager Resume should showcase an assortment of qualities essential to properly handle standard office duties. The most suitable manager resume sample can easily be found on the internet. A terrific office manager can help your company run like a well-oiled machine. The ideal office manager resumes are precisely tailored to a particular job. In order to remain at the peak of the application stack, your office manager cover letter requires an eye-catching format. Not all office manager positions require just the exact skill collection. Your capacity to discover jobs as an office manager, or some other part of the country, will largely depend on your willingness to take the proper actions. Therefore, if you would like to join the league of nice and productive office managers, then you have to be innovative. The capacity of good managers to delegate various responsibilities to employees gives workers a feeling of worth, teamwork, drive, and the chance to learn new skills as each purpose is met. Managing offices can involve a tremendous quantity of responsibility. Office managers usually take care of an assortment of tasks and juggle numerous projects. Project managers aren't just restricted to a single area of work either, in reality, most industries will take a project manager sooner or later. What Does Manager Resume Mean? An office manager ought to be accessible both with regard to availability, and in regard to the warmth of her or his personality. You may adhere to some prompt messages which may pop up on your monitor from time to time. Every fantastic product advertising program has to have the capability to monitor customer reactions and adjust as needed. The issue is that the packaging business has gotten more competitive with time. Baby steps The agile strategy is constructed on the notion that easy and small are the strategies to success. Among the most well-known approaches to package breakable items has at all times been to use bubble wrap. Seeking the assistance of a professional resume maker should not be a huge hindrance that's right for you, just to acquire a perfect resume of your own. There are various types of managerial resume templates it is possible to utilize to make your own and use them to make an application for specific managerial roles. The Basics of Manager Resume That You Will be Able to Learn From Starting Right Away Even in the event the manager position isn't yet available, there's not anything wrong with being prepared. Now that sort of product success would seem good on anybody's product manager resume! Be certain that the objective is pertinent to the work description that you should have carefully studied. Possessing a level head and keeping composure in the face of pressure is an essential attribute. If you worry you have zero knowledge or experience in writing it, but you would like it to seem professional, start looking for a sample with helpful tips. Simply trying to work out where to start can be challenging in of itself. There's no need list them. Below, you will locate a list of resume examples that may assist you with your work search. The very first thing you've got to put in your resume is a set of your own personal specifics. There's a simple way to demonstrate your resume experience. Maybe you've been in a position to pen your own resumes previously, and maybe they've gotten you the job that you want. Resume writing is a vital aspect that will allow you to acquire the job. To learn more on what it requires to be an Office Manager, have a look at our complete Office Manager Job Description. As soon as you discover that information out, use YouTube or go to their site and watch a few of their webinars. Managing humans is extremely hard. If you don't, it is helpful to understand what Applicant Tracking System (ATS) the provider is using.

Facts, Fiction and Examples of Resume Cover Letters

Facts, Fiction and Examples of Resume Cover Letters For many job seekers, a cover letter plays a substantial role in the application approach. Construction and labor jobs need hands-on experience utilizing specific instruments and techniques to acquire the job finished. In that circumstance, it's more important to stick to the instructions on the work listing. Infographic resumes appear nice, but you also have to be concerned about applicant tracking system computer software. Reading through our sample student and internship cover letters will provide you with a clearer idea of the way to compose your own. The resume has to be perfect. A Resume Cover Letter Format has an extremely significant role in bringing you the very best employment prospect. The hiring manager doesn't have time to sit down and read a memoir, they may just have a few short minutes to reassess your application completely. If you copy a letter and don't speak the exact use of words in your interview or after you get the job, you get rid of integrity and credibility. Leave the hiring manager free of doubt you could do the job duties at the maximum level. An important requirement if you're attempting to find a new job with an employer, but in addition one of the toughest matters that you'll have to handle if you're a felon on account of your circumstance. Actually, you may discover yourself struggling to locate the most suitable means to mention relocation on your resume and cover letter. For instance, a cover letter is a fantastic place to speak about a career shift or maybe to explain a protracted gap in employment. One of the greatest ways to receive your foot in the door at an organization you would like to work for is to mention an expert connection to one of their existing personnel. You've got to keep in mind that there are several folks applying for a limited number of work in the work market out there. Mostly human resource manager or interviewer will love to read the cover letter to know the candidate in a simple way since it highlights all the essential details. A cover letter is a document alongside your resume that states and extra info regarding your abilities and experience. You may feel like the document is unnecessary since you're already providing a resume with lots of information. If you would like to get high high quality research and thesis papers in time and for an affordable price, you should probably attempt using EssaySupply.com. Most Noticeable Examples of Resume Cover Letters Keep in mind, you should target the requirements of the provider not your own. If you have to secure a part-time job to cover your education, or simply need to earn some spending money, you'll typically will need to compose a cover letter. Remember that it's important to tailor the letter in line with the provider's mission and the work role you're seeking for. The most essential part of any cover letter must be to include details about your sk ills, your qualities and the way you would like to benefit the business. Candidates who can paint themselves into an organization's future by using their writing are well on their way to landing a work interview. While it might look tedious, you always ought to customize each letter to fit the particular job for which you're applying. Specifically, explain how you'll use the abilities and knowledge you've gained in school to the job which you are applying to. Whether you would like to receive a job in nursing, dentistry, or pharmaceuticals, we've got a sample that is relevant to your career path. Examples of Resume Cover Letters Explained The most important body of text can be between a few paragraphs. If your letter is spilling off onto another page, first reread it and see whether there's anything it is possible to cut. An effective cover letter has to be compelling yet to-the-point to avoid wasting someone's time. When you're able to deal with the letter to the proper i ndividual, it makes a larger difference than one without a name. Definitions of Examples of Resume Cover Letters A cover letter is a document that's sent alongside your resume as part of your job application. As a consequence, your cover letter needs to verify that you take patient care seriously. Either way, it should deal with the topic of relocation in a clear and concise manner. A well-crafted cover letter may be potent job-search tool. Winning Cover Letters The example above illustrates just how to customize each cover letter for the particular business and position you want to know more about. You may be interested in internship cover letter examples. You can watch the complete cover letter at the next link. The resume cover letter is intended to allow the employer to understand how they may benefit from what is presented in your resume. Examples of Resume Cover Letters Explained Effective cover letters for business professionals concentrate on telling a possible employer what she wishes to hear rather than focusing on what you would like to say. When it may also list employment experience, experience isn't the focus. Finding a nice job can be exceedingly difficult no matter your profession with incredibly qualified applicants being your strongest competitors in the industry. Demonstrate, if at all possible, some understanding of the organization to which you're applying. Lots of people can be identified as a consequence of their writing style. Moreover, all letters ought to be type and professional. Fitting in an essential example in your cover letter is a powerful means to bring some weight to your writing. Additional don't forget to place a colon after the individual's name you're writing too. The Examples of Resume Cover Letters Game Indicate level of urgency, if you will need a response immediately. You also have the alternative of making any clarifications. Regardless of what engineering track you're on, your cover letter sh ould highlight problem solving skills and the ability to satisfy quality standards. The cover letter is where to expand on experiences like study abroad or coursework you could not have had the chance to describe on the resume. Life, Death, and Examples of Resume Cover Letters Be certain to tailor any samples you use to coordinate with your own background and the job for which you're applying. When applying for employment, you need to always incorporate a cover letter. A cover letter is a brief overview of a work seeker. It's critical that you customize each cover letter to the job which you are applying.