Yes, You Have a Unique Career Story!

Yes, You Have a Unique Career StoryYes, You Have a Unique Career StoryYou may not believe it right now, but those cut-and-dry resumes youve been sending out could be a lot better if you just believed the one thing that resume writing professionals already know you have a unique career story Too many job seekers craft their resumes in a way that reduces their experiences to mere bullet points on a page, neglecting the harder-to-quantify skills that their employers have cherished for years. When youre writing a professional resume, its important to consider these hard-to-measure aspects Finding Your Special StoryZooming in on your uniqueness requires more than a quick moment of thinking. After all, youre just doing what you think is normal from day-to-day. Thats why its great to have work friends, colleagues and others around you who can help you fill in those blanks. Ask your co-workers what sort of skills make you good at your job, especially those things that reach beyond the requir ements for your position.You might discover that they think youre a great leader despite not being in a leadership position, perhaps youve been reminded that it was your idea to digitize all the records, which now means efficiency is 30% higher. They may say you have a gift for customer relationship management, because three times in the past year you saved accounts from walking away because the customers were angry. These are areas you can draw from when building your career narrative. Start with specific skills and think back to times when you were doing the very things that caught your co-workers attention in the first place.Creating a More Narrative ResumeInstead of reducing your accomplishments to bullets and lists, use your narratives to demonstrate how you solved problems similar to the ones your future employer is facing right now. Dont just declare that you improved the customer service experience 22%. Tell the story of how you did it. Maybe your goal was simply to help spe ed up retail shopping lines, but you happened to also win an award for your efforts thats the kind of achievement that matters to employers.Guaranteed youve done something at work that was worth noting thats why they kept you in that job. These are the elements of work that will make your resume stand out from others with similar training and experience how you handle a challenge is likely different from anyone elses approach.Work narratives that tell your unique story capture your distinct personality and thought process, making it clear to your future employer exactly what you bring to the table. Everyone likes a good story, and these are stories that could illustrate so much more about you than a list of skills ever could.

7 Types of Companies You Should Never Work For

7 Types of Companies You Should Never Work For7 Types of Companies You Should Never Work For No matter how desperate you are for a job , or how annoyed you may be at your current gig, there are some companies youre better off notlage working for. Even if the money is good, the role seems irresistible, and even your friends say its worth a shot, accepting a role at acrappy company can set your career back and even jeopardize your future success.So how do you know which companies to steer clear of? Here at Glassdoor, we dont like to point fingers because all companies have the tools to change . Nevertheless, here are 7 types of companies that might as well have Do not apply flashing on a neon sign in the window.Red flags Key roles pop up consistently on a companys job site.How bad is it A company should not be on the hund for the saatkorn important roles in management or leadership every six months, and if they are that means that they have fallen into a hire-and-fir e cycle. This can indicate a few things. One, leadership may be very fickle unable to land on the specific qualities they want in a candidate. Two, the company may have a bad internal culture which makes retention nearly impossible, no matter how talented the new hires may be. Three, top level goals may be as fleeting as the talent.What to do Companies with high turnover wont deliver on their promises and may just be a waste of time.Red flags Negative employee reviews, lack of focus on a true employee experience, recruiters evading your questions.How bad is it A poor company culture may not seem like a deal breaker, but it should be. Recently, weve seen a handful of examples where company culture has significantly handicapped public perception. Even if a companys poor culture hasnt played out publicly, it can be bad for your career. Its well known that a positive company culturecan drive financial performance and a productive workforce. Therefore, a negative culture can do the exact opposite.What to do Avoid companies who tout their ping-pong tournament but wont allow you speak to existing employees about their experiences. Consider ending bewerberinterview discussions with companies that evade questions about culture. And just say no to places who define hard work as 15-hour days and long weekend email threads.Red flags Pristine and ideal image in marketing materials and publicity, however, the day-to-day operation is far from glamorous.Only the leaders have what can pass as offices, staff is dispersed amongst shoddy cubicles, lighting is awful, technology is from the 90s, and lets not get departureed on the break room.How bad is it Weve all seen them the amazingly beautiful house on the block with the pristine lawn and the paint job that always manages to look fresh, even in the winter. These are the homes with curb appeal. They are the envy of every neighbor and look like a million bucks. But, have you ever been inside a home with massive curb appeal ? Unless youre in a really impressive neighborhood, they can have less-than-ideal interiors. The same can go for companies that are featured in all the top publications, have the coolest website, the most cutting-edge ad campaigns, and marketing materials. However, inside might tell another story.What to do Do your due diligence before you apply to a company to look inside its offices , get a sense of the digs and see if its a place you want to spend 40+ hours a week.Red flags Too many executives brainstorming, too few employees tasked with executing.How bad is it The three leading drivers of long-term employee satisfaction includeculture and values, career opportunities, and trust in senior leadership. That does not mean, however, that all of the emphasis should be placed on attracting top executives to a company. Sure, its important to have phenomenal leadership, but when you read reviews of a company be sure to note how much emphasis is placed on rank & file employees. All team members are important and you should see that reflected in employee reviews of the company and in their hiring practices.What to do Ask yourself Whos getting promoted internally? Or are outsiders filling key positions? Why are there 10 SVPs, but only 100 employees? If the answers to these questions puzzle you, then you may be looking at a top-heavy company.Red flags Unfulfilled corporate expectations, employees report alack of trust in CEO , inability to live up to brand promises.How bad is it In the era of transparency, most companies are fully aware that they must attract the best talent with full, robust and competitive packages. In order to do this, they make promises. Companies make promises around the job, the compensation package, the culture and the brand. Furthermore, companies have a brand promise that is a manifestation of its core business strategy. The problem with promises, however, they can be broken. Beware of companies that make promise after promise aft er promise.Lets boil this down to something tangible a promotion. Your boss at XYZ company promises you a promotion based on your hard work and value to the company. You start to get excited about the new role and, of course, the increased pay. However, a month goes by and no one has mentioned anything. You follow up, and your boss routes you to HR. All you get from HR is blank stares and shrugged shoulders. Finally, weeks later youve been sent an email stating that your promotion has been delayed. Sigh. Broken promise.What to do Consider leaving. A company is only as good as its brand promise and the trust of its employees. Without these two things, it is doomed to fail.Red flags Lack of learning opportunities, fails to promote mentorship, offers little more than the role youve applied for.How bad is it Youve got the offer from the firm or company of your dreams. The money is right, the role is perfect and yourfuture coworkers are people youd absolutely grab a beer with after wor k. So what, theres no learning-and-development offerings. So what, the hiring manager evaded your questions about your future goals. No big deal, right? Hardly. The stagnant company is one to stay away from as well because it places little to no emphasis on helping you meet your long-term career goals. While this type of company may work for some job seekers looking for a very particular type of job, for many it presents a dead-end.What to do Working at a stagnator means that youll likely be back on the job hunt in 12 to 18 months. Remember, to stagnate is a verb that means, to cease developing become inactive or dull. This is not what you want for your career.Red flags No clear plan for the future, employees dont know long-term goals, senior leadership fails to adequately communicate.How bad is it Beware of the Titanic companies that tout all the bells and whistles, but lack a clear direction. Its these companies that inevitably hit the icebergs or big challenges over time and c an become in danger of sinking. Companies should be forthright about where they stand financially, where they see themselves going, and should be willing to talk about any major challenges. If the hiring team is unable to discuss openly what direction the company hoping to go, it may be a clue that they lack a plan for growth and that the foundation may be shaky.What to do No matter how promising a company looks to the media or how much buzz surrounds the companys latest product, if the value proposition and forecast are unclear, the company does not have a winning strategy.

Air Force Cyberspace Defense Operations (1B4X1)

Air Force Cyberspace Defense Operations (1B4X1)Air Force Cyberspace Defense Operations (1B4X1)Are you interested in a career protecting computer networks from cyber-attack or being part of operations to crack hostile computer systems? A skilled cyber warrior has quickly become a stock character of television series and movies. Defending computer systems from attack and designing counterattacks is not only an intriguing fantasy adventure, but it is also a career path in the Air Force. The career field in cyber warfare operations is open to enlisted military Airmen who already possess skills in computer networks. A minimum score of 60 on the Air Force Electronic Data Processing Test is needed for entry to this career field. Cyber Warfare Operations Specialty Summary Personnel in the Cyber Warfare Operations specialty perform duties to develop, sustain, and enhance cyberspace capabilities. These capabilities are used to defend national interests from attack and to create effects in cyberspace to achieve national objectives. They conduct both offensive and defensive cyberspace operations. They act to protect cyberspace systems from adversarial access and attack. They execute command and control (C2) of assigned cyberspace forces and de-conflict cyberspace operations. They will partner with the Department of Defense, interagency, and Coalition Forces. The career progression includes Cyber Warfare Operations Apprentice 1B431 Awarded after completing 1B4X1 Cyber Warfare Operations anfangsbuchstabe Skills Course. Apprentices are assigned into positions such as incident response operator or interactive operator. The technical school takes 16 months on average.Cyber Warfare Operations Journeyman 1B451 Awarded after completing 1B451 CDC and other requirements.Cyber Warfare Operations Craftsman 1B471 Minimum rank SSgt.Cyber Warfare Operations Superintendent 1B491 Minimum rank SMSgt. Duties and Responsibilities in Cyber Warfare Operations As a part of cyberspace war fare operations, personnel in this career field work with surveillance, combat, reporting and network management systems. Operations work to protect data and network systems in ways beyond passive defense measures such as firewalls. Some operations are in support of intelligence operations. You must be able to interpret directives into specific guidance and procedures for operator actions and develop and execute operation plans. You will evaluate the operational readiness of communications, sensors, intrusion detection, and related support equipment. You will coordinate with other operators performing weapons control, surveillance, and network activities. Your duties can include advising the commander on thereadiness of capabilities, status reports, training exercises, and evaluation results. Specialty Qualifications Knowledge This field requires knowledge of computer operating systems, hardware, software, databases, and programming languages. It is essential to understand netwo rking fundamentals, protocols, network addressing and infrastructure, telecommunications theory, and data communications. You must be proficient on wireless networking as well as delivery to personal wireless devices and understand cryptography, including utilization and exploitation techniques. You must understand cyber operation laws. Education Must have completed high school. Additional courses in STEM (science, technology, engineering, and mathematics) are desirable. It is also desirable to have an Associate degree or higher in related fields or Information Technology (IT) certification.TrainingFor anaward of AFSC 1B431, completion of Cyber Warfare Operations Apprentice course is required.Experience.No experience is required for the Apprentice level. The following experience is mandatory for award of the AFSC at Journeyman and Craftsman levels are indicated 1B451 Qualification in and possession of AFSC 1B4311B471 Qualification in and possession of AFSC 1B451 OtherEligibility for a Top Secret security clearance according to AFI 31-501, Personnel Security Program Management.Award of the 3-skill level without a final Top Secret (TS) clearance is authorized provided an interim TS has been granted according to AFI 31-501. Source AFSC 1B4X1 Cyber Warfare Operations Career Field Education and Training Plan, November2014.

Cover Letter Example for Fiction Writers to Send to Agents

Cover Letter Example for Fiction Writers to Send to AgentsCover Letter Example for Fiction Writers to Send to AgentsGetting published is not easy and, as the saying goes, its who you know that counts. Below is a sample titelseite letter (otherwise known as a query letter) sent by an aspiring writer to a literary agent.In this case, the first-time author had a connection to the agent. Because of this, and because agents are very busy people, the writer kept the letter brief and to the point. Sample Letter December 18, 2015Mr. John DoeBrilliant Literary Agency123 East 42nd StreetNew York, NY 10012Dear Mr. DoeOne of your authors, my friend Olivia Oh, spoke with you recently about a middle-grade novel I wrote. I am sending it for your consideration.Its Me Rhonda Michaels is a contemporary story set in a high rise apartment in Los Angeles. The hero is thirteen-year-old Rhonda Michaels, who is on a quest to find her brother, who has run off with the circus. It is my first novel, and it is 38,000 words long.The book is enclosed. Thank you in advance for your time.Sincerely,Berniece L. Writer123 Pretty Town LaneAny Old City, NY 10009blwritergoshmail.comTel 212-121-1212 Expand Why Send a Cover Letter? The point of the cover letter is to give context to what an agent is about to read, to interest the agent in you as a writer, and to give the agent some ideas about how they might begin to market and sell your work to editors and publishing houses. The writer above accomplishes this by noting the genre, setting, and plot. Youll notice that the author is concise and to-the-point. The author does not pad the cover letter with unnecessary information, nor does the writer waste any time getting right to the point of the letter. Personal Contacts Matter One of the most important aspects of the letter to note is that the writer begins her inquiry by referencing who recommended her (Olivia Oh). Any connection you have to the agent is extremely important. It might be the di fference between having your manuscript read or tossed in the trash. Therefore, always begin your cover letter with your in, which in this case is who you know, especially if your colleague is accomplished. Other Things to Include in Your Cover Letter Youll also notice that the writer does not mention any previous publications. Thats because this is theirfirst novel and is likely theirfirst attempt at a fictional publication. However, if you have publications that are relevant (i.e., fictional publications in literary magazines, other books that have been published, or relevant essays) then by all means highlight that in your cover letter. Similarly, if you have relevant experience, you should also mention it. However, dont use your cover letter as a biography or resume. A cover letter is just that, a letter. By relevant experience, that means experience that somehow informs your abilities as a writer. For example, if you held an administrativeposition in a publishing house, tha t is not relevant experience because it doesnt speak to your skills as a writer. If however, you graduated from an MFA program or won an award for your writing, you should mention that in your cover letter.

Dont Leave Accounting and Finance Staff Puzzled

Dont Leave Accounting and Finance Staff PuzzledDont Leave Accounting and Finance Staff PuzzledManagers You expect your accounting and finance staff to deliver the best work possible and help the company to succeed. But do you know if every team member truly understands how his or her contributions have a direct impact on the firms bottom line?Theres a strong chance that many of your employees arent making this important connection. A survey by our company found that mora than half of professionals (53 percent) wish they had mora insight on how their day-to-day duties make a difference to the organization.Gen X employees feel the most disconnectedThe surveys findings also point to a potential staffing management issue that many employers will want to move swiftly to address Only 38 percent of professionals who are 35 to 54 years old - essentially, the Generation X demographic - said they see a direct correlation between their efforts and the companys performance. This compares to 44 percent of employees who are 18 to 34 years old (primarily millennials - Generation Y and Generation Z) and 59 percent of workers over the age of 55(baby boomers).Given that many Gen X workers are now serving in leadership roles, this disconnect could ultimately hurt a companys bottom line if it is left to fester. Tim Hird, executive director of Robert Half Management Resources, says, Its concerning that so many workers who are 35 to 54 - a group that often serves as managers and top executives - lack a complete understanding of how their responsibilities help their organizations bottom line.Hird also notes that when workers have a sense of connection, they are more engaged, make better spending decisions and can identify new ways to increase productivity and growth.However, interestingly, the survey also found that only about half (51 percent) of respondents from the 35 to 54 age group said they would like more insight on how their work makes an impact.Why not a higher percenta ge? It could be that Gen X professionals in some organizations do not have someone working above them who could provide this perspective. Others may not be comfortable asking their manager to provide such insight, as they might be concerned that admitting they do not completely understand how their work makes a difference will somehow reflect poorly on them.All accounting and finance staff must be able to visualize how their work fits into the big pictureEven though millennial and baby boomer employees appear to have an easier time connecting their contributions to the bottom line, the survey findings show that managers need to do more to ensure that workers across all demographic groups in their organization understand how their work adds value. And failing to prioritize these efforts could have a negative impact on the business, according to Hird.Managers who do not have regular conversations with staff about how their work affects the company are missing a major opportunity to de velop ideas for improving the business, he says.Good communication from management is essential to ensuring that accounting and finance employees know how they as, individuals, are making a difference at the firm. With that in mind, heres some advice for helping employees better understand how they make a differenceDiscuss company performance and goals with staff members at all levels. Sharing this knowledge directly can also inspire workers to boost their own performance.Find ways to keep the dialogue going. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to communicate how individual employees contributions benefit the business.Accounting and finance leaders should also seek out external perspectives as a way to benchmark their teams performance and learn best practices from other firms. Executives can check in with their networks and with consultants to see how managers at other companies are communicating with their staff members about their contributions. Tapping outside resources for insights can yield ideas from a diverse set of organizations. Tags

Buying Basic Resume Example

Buying Basic Resume Example The Lost Secret of Basic Resume Example Most employers arent expecting you to get extensive experience because an internship is generally the very first experience students have in their area. Job requirements vary, and certain businesses concentrate on education value and various other skills. Distinct kinds of work in the food tafelgeschirr industry require resumes with a number of the exact skills. Accounting and finance managers may wish to see your technical understanding. Basic Resume Example Every trade position has a particular tischset of skills which are required at work and its crucial that you highlight your technical training in your resume. Volunteer experience is also a great add-on to healthcare resumes as it shows the hiring manager you have compassion off the work also. If youre attempting to acquire work in accounting or finance you require averystrong resume. To begin with, consider the work description to see whether it indic ates the form of skills the provider is seeking. No beating around the bush, tell your recruiter what you would like, and should you fulfill the requirements, you will receive the job. An interview could also be needed to land the job, but a resume is imperative to begin the approach. Each time you apply to get a new job, check your resume to guarantee that it is not only targeted, but in addition current. Make certain you didnt miss whatever could cost you the job that you dream about Speaking of unique, the main target of your resume is to make you stick out from the remainder of the folks applying for the exact same job and another means to create that happen is to use action verbs and power words (also called resume verbs). From the kind of content to its layout, everything matters when youre attempting to acquire the utmost attention of the recruiter. There are lots of ways to approach these sorts of resumes and the examples should assist you in finding a direction thats suitable for you. However much or what type of work experience youve got, theres a resume format that is likely to make your qualifications shine. Lies Youve Been Told About Basic Resume Example Your cv ought to be clear concise complete and updated with current employment and educational info. ur resume examples can ensure youre prepared in the event you receive a referral. Very best cv photo suggestions and tips. If You Read Nothing Else Today, Read This Report on Basic Resume Example There are two sorts of font. Ideally, prepare a resume utilizing all formats and decide which to submit. To find some formatting suggestions for your resume, have a look at our samples. Getting the Best Basic Resume Example Remember also you have the cover letter to spell out why youre the perfect candidate. Do you have to compose a curriculum vitaea curriculum vitae commonly referred to as a cv is an alternate to writing a resume to apply to get a job. Chronological resumes are the idea l place to highlight your accomplishments. Its hard to select a service to purchase your essay from. While all resumes should offer information on your work and education experience, in addition to your abilities and accomplishments, there are various ways to present this info. When youve reviewed resumes in your field, peruse resumes across fields to know how to vary using action verbs and receive a feel for what makes a highly effective accomplishment statement. Preparing resumes is simple, but writing an effective one which catches the interest of the reader isnt. Actually, you ought to be aware that plenty of companies these days are using Applicant Tracking Systems to help them screen resumes and get the best candidates. Sales is much like customer service as salespeople can be effective in a variety of industries. Whether youre asking for work, a grant, or using your resume to construct your own client base, a skilled and well-organized resume is advised. Gave sales pre sentations to prospective customers. What the In-Crowd Wont Tell You About Basic Resume Example A fundamental job resume is best for candidates that are fresh out of college and are probably on the lookout for an expert start. Each guide is based on another amount of expert experience, so locate the one most appropriate to your specific circumstance. The aim is to show youre an ideal candidate for the position youre applying for. Basic Resume Example Explained Impress to your own private site Show your skills with a web-based portfolio, professional resume or CV. Make sure that you get the info youre looking for. Have a look at our article on the way to use your job references strategically in case you need more info. Some will enable you to apply online. Job seekers deserve to discover decent content quickly. Customer service is a critical element in many jobs and its imperative that you concentrate on that in your resume. Resumes are usually categorized by the style in w hich the info is presented. See the included Internship resume for a complete example.

The Top 10 Employee Referral Software Solutions

The Top 10 Employee Referral Software Solutions Welcome to Top 10, Recruiter.coms weekly rundown of the bestof the best in recruiting Every Friday, we release a list of some of our favorite people, things, and ideas dominating the industry. From awesome tech tools and cool companies to great books and powerful trends, no stone in the recruiting space will be left unturned.This WeekTop 10 Employee Referral Software SolutionsReferrals are the best way to hire, hands down. Referred candidates take less time to hire (29 days as opposed to 39 for candidates hired through job deutsche post dhls and 55 days for candidates hired through career sites). They tend get up to speed mora quickly than outside hires do, and theyre 13 percent mora likely to stick around for the long term. Overall, referred candidates are also more productive and happier at work than their non-referred counterparts.But referrals dont just happen. You need to put an employee referral pr ogram (ERP) in place and encourage your employees to participate which is a pretty major task in itself.Thats why so many employee referral software solutions have emerged over the years to help employers get their ERPs up and running smoothly.Today, were highlighting ten such employee referral platforms that we believe to be the cream of the crop1. JobviteWhen it comes to recruiting software in general, Jobvite is usually a good choice. If you need a platform to help you source, hire, onboard, etc., then Jobvite probably has the functionality youre looking for. One of the things Jobvite does especially well is employee referrals. In particular, we like the custom Facebook application that allows employees to send their connections private invitations to apply for open jobs.Sia Mohajer of Online Resume Builders was one of the many people who nominated Jobvite for our list. Heres what Mohajer had to say Jobvite allows employees to use their own social networks to make referrals. The biggest advantage of this is, as an employer, you dont need to spend time on job boards or searching through hundreds of generic resumes. Learn more.2. RolePointThe coolest thing about RolePoint is the platforms automatic role-matching feature, which aligns employees contacts with the roles theyre most suited for, thereby increasing the chances that any given referral will be a good match.RolePoint also has some seriously powerful predictive analytics capabilities that allow users to review and adjust their recruitment processes continuously which is absolutely necessary if you want to keep your ERP running effectively at all times.Learn more.3. ZaoZao expands your referral network and makes rewards administration a breeze at the same time. Rather than limiting participation to existing employees, Zao lets vendors, company alumni, and pretty much anyone else who comes across a job post distributed by your employees to get in on the fun. This builds a chain of referrers, so to spea k, and everyone along the chain gets rewarded. So, if a friend of a friend of an employee is hired, the employee and the employees friend get rewardedThat sounds complicated, I know, but dont worry You dont have to keep track of the chains. Zao does it for you.Learn more.4. ReferagigAside from having one of the best names ever (go ahead, say it outloud its fun), Referagig also has the benefit of being totally browser-based. That means that no matter where you or your employees are, everyone can access Referagig as long as they have an Internet connection.Referagig also does an excellent job of keeping employees updated as their referrals move through the process, which helps keep engagement levels high. Employees wont feel like theyre throwing names into a black hole instead, theyll actually feel like theyre playing important roles in the companys success.Learn more.5. SimpplerSimppler also landed a spot on our list of the top staffing and recruiting startups, and it definitely dese rves a repeat mention here. Data is the name of the game in HR and recruiting today, and Simppler has brought it to the employee referral game.Thanks to some nifty machine-learning algorithms, Simppler can zero in on the best connections for employees to refer for any given job. It takes almost all the effort out of your ERP Employees just make a few clicks, and Simppler takes care of the rest.Learn more.6. BoonIf you and your employees like gamification, then check out Boon. By collecting information about a number of variables, the platform gives employees Boon scores based on how many referrals they send in and how well those referrals do in the hiring process. If competition gets your team motivated, then Boon is the best way to get the referrals flowing.Learn more.7. ZalpZalp calls itself The Employee Referral Booster, which seems like an accurate title based on the customer testimonials and the companys claim that it can triple your number of referral hires.If youre the type t o take a companys claims about itself with a grain of salt a reasonable thing to do then maybe this will carry some weight Zalp allows employers to implement micro reward strategies in which employees can be rewarded for every action they take to promote your jobs and bring in referrals. That sounds to us like a pretty good way to boost employee participation enough to triple your referral hires.Learn more.8. ReffindSo many app developers describe their products as Tinder for X these days that its become a bit of a joke. To its credit, Reffind doesnt actually call itself Tinder for employee referrals, but if it did, it would be justified in doing so.Basically, it works like this Employees open the app, and they see a series of open jobs at the organization. They swipe left on the ones they cant help you fill and right on the ones they can help you fill. When they swipe right, theyre taken to a screen where they can share the job with the relevant contacts.Reffind is simple, intuit ive, quick, and pretty damn nice to look at, too.Learn more.9. PerksWhen you think Perks, you may not think employee referral program. If anything, you probably think about, well, employee perks. But dont forget that one of the best ways to ensure your ERP gets buy-in from employees is to offer the right rewards. Thats why, despite what you might believe, Perks is a great company to partner with if you want to build an awesome ERP that works. Not only does a Perks ERP give you access to the tools your employees need to make great referrals, but it also gives you access to the best collection of rewards. And Perks handles the rewards fulfillment, which means you can focus on the candidates coming your way.Learn more.10. EmployeeReferrals.comFirst of all, you have to give them credit for snagging that URL. That being said, EmployeeReferrals.com is more than just a great Web address its also a great employee referral software, thanks in part to how easy it is to use. Employees can make referrals in just three clicks, with the average referral taking about two minutes. Heck, employees dont even have to register or log in to use the app When referrals are such a breeze, more employees will participate in the program which means more referrals for you.Learn more. .openingBlock img width 100% height 100% max-width 640px display block clear both align center float none margin-left auto margin-right auto margin-bottom 20px .openingBlock .alignleft width 100% height 100% max-width 640px display block clear both align center float none margin-left auto margin-right auto .middleBlock img border-radius 150px -webkit-border-radius 150px -moz-border-radius 150px box-shadow 0 0 8px rgba(0, 0, 0, .8) -webkit-box-shadow 0 0 8px rgba(0, 0, 0, .8) -moz-box-shadow 0 0 8px rgba(0, 0, 0, .8) .middleBlock strong font-size 24px color 1f77a0 .middleBlock .contributorBlurb max-width640px displayinline-block clearnone font-stylenormal font-size 16px color 666666 background f9f9f9 .m iddleBlock .contributorBlurb p font-style normal font-size 16px color 666666 .middleBlock .contributorBlurb .socialIcon border-radius 0 -webkit-border-radius 0 -moz-border-radius 0 box-shadow none -webkit-box-shadow none -moz-box-shadow none

Use Meet-And-Greet Meeting Ice Breakers

Use Meet-And-Greet Meeting Ice BreakersUse Meet-And-Greet Meeting Ice BreakersProponents of icebreakers, which reinforce the content and goal accomplishment of ateam-building or training session, use these activitiesto introduce the content of the training session. At the same time, there is a place for a fun icebreaker whose only purpose is to help session attendees know and appreciate each other. This meet-and-greet meeting icebreaker works well when you have a group of new employees who are just starting. It is also effective at large, company-wide meetings to help people working inter-departmentally get to know each other better. Breaking Down Walls In meetings, employees have a tendency to sit with the people that they know best at work. Consequently, youll find department members sitting together and people who have the same job sitting together. At a company or department meeting, to help attendees get to know co-workers outside of their immediate workgroup, these icebreak ers work well. A Sweet Icebreaker In advance of the meeting, purchase candy bars for each attendee. Buy a variety with enough to divide the attendees across the desired number of groups or tables. As an example, if you want five employees in each small group, purchase five Snickers bars, five Baby Ruth candy bars, and so forth. Place all of the candy bars in a bag and ask employees to draw a candy bar as they enter the meeting. You have also either labeled the tables with the candy bar name or placed an additional candy bar on the table in advance, so employees know where to sit. Instruct attendees that they are to sit with the people who drew the same candy bar as they did. Warn employees not to eat the candy bar on the table or people will not know how to find their group. Because this is such a fun approach to helping employees get to know each other, you can simply ask people to introduce themselves to their assigned table. If you want to involve the employees in a more elab orate debriefing, you can develop a series of questions for people to answer. The suggested questions below are easy to answer and non-intrusive. Virtually every participant will have an answer to each of the sample questions. Sample Questions or Discussion Points These questions are designed to elicit positive responses from your participants. Use them as a starting point, customize them to suit your work setting and participants, and follow thesefacilitation guidelinesto ensure success Describe how and when you came to work at this company.Share your biggest current challenge at work.Share two things about yourself that you think no one at your tableknows about you.Describe a positive customer interaction you have experienced.Tell your coworkers something you appreciate about your company.Tell your coworkers what you appreciate about your coworkers.Share what you like about your current job.Share the funniest or fruchtwein fun situation you have experienced at work.Talk about the best boss you ever had. What set him or her apart? Are you a cat person, dog person, bird person, or gerbil person? What is your favorite pet, and why?What was your favorite vacation, and what made it stand out?If you could pick your birthday dinner, what would you choose to eat?Tell your tablemates three things about yourself. Two of them are true, and one of them is a lie. Ask people to guess which is the lie.Share one thing you do every day at workand without which you would be unhappy in your current job.If you could choose one location for your next travel adventure and money is no object, where would you go and why? You can diversify your approach to this icebreaker with fruit, cookies, or other items that people enjoy. However, candy bars work best because they are wrapped, and their logos are so visual. Also, die-hard health nuts dont have to partake in the candy eating at the end- you can always have health bars ready for them.

The Wagner Act of 1935 (National Labor Relations Act)

The Wagner Act of 1935 (National Labor Relations Act)The Wagner Act of 1935 (National Labor Relations Act)The Wagner Act of 1935, also known as the National Labor Relations Act, guarantees the right of workers to organize and outlines the legal framework for labor union and management relations.In addition to protecting workers, the Act provided a framework for collective bargaining.It was designed to make it more likely that commercial interests could be conducted without disruptions from strikes thus protecting businesses and the economy as well as workers. The Wagner Act of 1935 (National Labor Relations Act) The Wagner Act defines and prohibits five unfair labor practices (others have been added since 1935). These include Interfering with, restraining or coercing employees in the exercise of their rights (including the freedom to join or organize labor organizations and to bargain collectively for wages or working conditions)Controlling or interfering with the creation or adm inistration of a labor organizationDiscriminating against employees to discourage or encourage support for a labor organizationDiscriminating against (i.e., firing) employees who file charges or give testimony under the Wagner ActRefusing to bargain collectively with representatives of employees National Labor Relations mainboard The Wagner Act also created the National Labor Relations Board, which oversees union-management relations. TheNational Labor Relations Board designates the legal structure for the formation and decertifying unions and conducting elections. The Board investigates charges by workers, union representatives, and employers that their rights under the Wagner Act have been violated.It encourages parties to come to agreements without adjudication and facilitates settlements of disputes. The Board conductshearings and decides on cases that arent settled through mediation. It oversees the enforcement of orders including the trying of cases before the U.S Court of Appeals when parties dont abide by Board decisions. The Taft-Hartley Act The Wagner Act was amended in 1947 by the Taft-Hartley Act that provided some limitations to the influence of unions.Legislators at that time believed that the balance of power had shifted too far in favor of the unions. The Act provides workers with the right to refuse Union membership and decertify unions if they are unhappy with their representation in collective bargaining.The Act alsoplaces requirements on unions including that they honor existing contracts without striking and avoid secondary boycotts or strikes against companies doing business with their employer. According to the National Labor Relations Board (NLRB), unions were also prohibited from charging excessive dues or initiation fees, and from featherbedding, or causing an employer to pay for work not performed. The new law contained a free speech clause, providing that the expression of views, arguments, or opinions shall not be evidence o f an unfair labor practice absent the threat of reprisal or promise of benefit. Several significant changes were made for representation elections. Supervisors were excluded from bargaining units, and the Board had to give special treatment to professional employees, craftsmen and plant guards in determining bargaining units. Specific Examples of Violations to Union Law The NLRB provides the following examples of employer and union conduct that violates the law. Examples of employer conduct that violates the law Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.Threatening to close the plant if employees select a union to represent them.Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.Promising benefits to employees to discourage their union support.Transferring, layin g off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity. Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB. Examples of labor organization conduct that violates the law Threats to employees that they will lose their jobs unless they support the union.Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter.Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted.Fining employees who have validly resigned from the union for engaging in pro tected concerted activities following their resignation or for crossing an unlawful picket line. Engaging in picket line misconduct, such as threatening, assaulting, or barring non-strikers from the employers premises.Striking over issues unrelated to employment terms and conditions or coercively enmeshing neutrals into a labor dispute.

Simple Ways to Boost Productivity During Business Trips

Simple Ways to Boost Productivity During Business TripsSimple Ways to Boost Productivity During Business TripsHow to enaya your next work trip doesnt get in the way of your work.Traveling for work can be fun, but it can also be challenging particularly when it comes to staying productive as your routine is thrown off. Remember, your deadlines dont disappear when you hit the road.When youre traveling frequently for business, its imperative to plan ahead. Here are four tips to help you stay productive when youre out of your usual element.Set expectationsBefore you hit the road, meet with your team members to share project updates and review next steps. Communicate when you will be available to speak on the phone, and when youll be checking your email. Determine how youd like urgent messages flagged in your inbox so the most pressing issues can quickly be addressed during your short windows of time between business meetings. Set up your out-of-office messages for your phone and email, detailing a point person for inquiries, and articulating communication expectations.Plot out your work.Before you go away, take a good look at your to-do list and determine what needs to be accomplished and by when. Tie up any loose ends that require a face-to-face meeting before you head out of the office. There will be times during your travels when you may not have access to the internet. Save the projects that dont require internet access for these occasions so you can remain as productive as possible.Gather your tools before you goIn order to remain productive on the road, you first have to make sure they have the right resources to get the job done. Beyond a phone and internet access, consider what resources you need to do your job. This may include access to in-house software systems or servers that require your tech teams help to access. Thanks to mobile technology, this is easier than ever before. When Im on the go, I like to use Skype or FaceTime to handle meetings with co lleagues and document-sharing services such as iCloud and Dropbox so I dont have to worry about accessing the corporate drives.Know your internet optionsWhether youre taking a train, a plane or even a bus, these days you can find internet access almost everywhere. First, check to landsee if your service provider offers mobile internet and mobile hotspots. I use the Verizon Jetpack Mobile Hotspot MiFi to access internet anywhere my phone has service. Additionally, check to see if your airline offers WiFi on their flights. Save some time and money by setting up an account with a service like Gogo ahead of time and choosing the pricing option that makes the most sense for your needs.Looking for more ways to be productive? Click on the following link to access my favorite apps for managing your career and job search.