Talent Management that Taps the Semantic Cloud

Talent Management that Taps the Semantic CloudTalent Management that Taps the Semantic CloudTalent Management that Taps the Semantic Cloud Rossheim, Senior Contributing WriterLarge employers with complex and rapidly evolving labor needs require an integrated talent management system that will support long-term success.Unfortunately, such a solution has been easy to imagine but nearly impossible to realize.To that end, HR executives look to data mining and data analyticsto boost the power of their workforce planning, allowing them to anticipate specific needs for learning and development programs that can fill potential talent shortages.Knowing that recruiters can miss opportunities to fill openings internally, HR leaders also covet semantic searchto identify talent in whatever terms it is described and wherever in the enterprise it resides from employee resumes to job descriptions or profiles on SharePoint sites.Organizations are used to looking at their own workforce data and at e xternal data, says Mollie Lombardi, research director of Aberdeen Groups human capital management practice in Boston.Now they want to look at internal and external at the same time, and its a big challenge, because theres lots of data in different formats. It gets complicated.This complex convergence of data isa challengefor older database searches, which categorize people into pre-determined occupations and classifications. Yet people dont fit neatly into standardized categories.In contrast, semantic searchevaluates themultifaceted skills and experiences within a resume and provides instant candidate matching and analysis against the jobs requirements.Until recently, incorporating semantic search into a talent management system has been prohibitively expense, given the massive computational resourcesit requires.Enter talent management based on semantic wolke computing.An Integrated View of the Workforce and Labor PoolSemantic cloud talent management is beginning to fulfill the pro mise of integrated workforce planning by combining rich workforce data from multiple internal and external sources, while linking with ATS systems and APIs for third-party applications.The world doesnt need yet another talent-management system, says Javid Muhammedali, senior product director for SeeMoreTM, July 2011 entry in the nascent cloud-talent management space. What the world needs is a cloud-based platform to take employers existing systems, integrate them and make them semantic-aware.SeeMore helps identify talent gaps and oversupplies, says Muhammedali, enabling employers to slice and dice a comprehensive database of their internal workforce, together with available workers in the relevant geographic area.It enables executives to recognize possible talent shortfalls, such as a defense contractor with a lot of engineers retiring in 5 or 10 years.The predictive potential of cloud-based talent management allows companies to grow their own talent to meet near-future labor needs, while boosting employee engagement. You can look at undersupplied talents, like customer service representativeswith negotiation skills, then address the shortfall with learning and development, says Muhammedali.Talent managementthat taps the cloud may be able to boost zurckhalten of key employees, and even tell you which categories of employees and which specific employees are flight risks, according to a Deloitte Consulting report on HR in the Cloud.The State of Ohio AdoptsSemanticTalent Management Multinational companies are not alone in seeking to attract and retain top talent. The State of Ohio has partnered with MonstersSeeMoreTM to improve employers visibility into the workforce, and vice versa.If were going to train welders, we want to be sure there are jobs for them, says Mark Birnbrich, project director for Ohio Means Jobs, a state program. We wanted data mining to show what jobs are actually out there in Ohio.Ohios workforce data-mining and job-search system brings toget her jobs posted directly to Ohio Means Jobs it also pools resumes targeted at individuals who live or want to work in Ohio.Employers can then query the states workforce database in detail job seekers can see where their skills are needed.We receive and fulfill requests from economic development people with needs from employers, says Birnbrich. I had a request from a city that wanted to know how many fork-lift operators Ohio has. I searched our database of 2.1 million resumes and within 5 minutes I sent them an email saying that there are 2,700 people with fork-lift operator as their job title, and that 270 have Microsoft Excel experience and 420 have done inventory management.The state of Ohio hopes that this sort of actionable information will boost employers confidence that theyll be able to field the workforce required to build their businesses and deliver qualified candidates when the time comes.Fast, Cost-Effective Implementations Enabled by nimble programming techniques, clo ud-based talent management also has the ability to tie into more cumbersome legacy systems to make them semantic-aware. The result promises a rapid return on investment that organizations, both public and private, now typically require.Many SaaS and cloud computing options cost less and are faster to implement than large enterprise systems, says the Deloitte report.In uncertain times, this new talent-management paradigm offers valuable workforce intelligence to point the way forward.Cloud talent management lets you answer the question, Where is the talent for where my business is going, taking into account skills, competencies, geographies, and so on, says Lombardi. You can think about how to get your workforce ready for whats coming in 6 to 12 months. Sometimes you cant find people fast enough, so you have to grow them internally.

Using your morning routine for success 8 habits of the most successful

Using your morning routine for success 8 habits of the most successfulUsing your morning routine for success 8 habits of the most successfulThe way you abflug your day can set the tone for how the rest of it will follow. Your probability of success can fluctuate depending on what you choose to do with those critical hours before your workday gets underway. Thats why the morning routines of leaders can offer insights into how they are able to create the successful businesses, products, and achievements we see today.Related from LaddersThe morning routine experts recommend for peak productivityHow to overcome the Monday morning slumpWant to power up your mornings? Do these 3 things before bedtimeHere are the everyday morning habits of some of the most successful thinkers in the world that you can embrace.1) They dont need alarmsFrom starting a daytime television show to launching her own network, media mogul Oprah Winfrey has proven, time and again, that she can set forth her intention and will it into action. That includes how she wakes up.In a diary, she explained how she sets her internal clockI have never set an alarm, I dont believe in them. They are alarming I put the number in my mind and I wake up before that, usually between 602 and 620, because the dogs are trained to go out around that time. My first thought in the morning is, Oh, Im alive. Thank you 2) They get enough sleepTo wake up without an alarm clock, it helps to get enough sleep. Amazon CEO Jeff Bezos, another business leader who also wakes up naturally, says he prioritizes getting eight hours of sleep a night.For me, thats the needed amount to feel energized and excited, he told Thrive Global. To start the best morning routine, you need to prepare for it the night before.3) They wake up earlyMany of the successful people in the world are up and going while the rest of the world sleeps. Facebook COO Sheryl Sandberg is known for getting into the office at 7 a.m., while Vogue Editor-in-Chief Ann a Wintour is out playing an hourlong tennis match every day at 545 a.m.If you want to be an early riser, it helps to make your bedroom a waking environment. Businesswoman Martha Stewart said that letting light into her room helps her wake up I have no shades on my windows, so I usually wake up with sunrise, which has been around 5 a.m. I generally read the New YorkTimesright away, she told The Cut.4) They journalJournaling is a well-researched activity known to boost your creativity and relieve your stress. Its a morning habit that writer and activist Janet Mock says she does daily.Mock said that after she gets up at 6 a.m., she sits down to journal Its this thing called Morning Pages, which are three longhand pages. I sit at my desk, and write whatever is on the top of my head, I get all the trash out of my head. Its not great writing, its just like a purge, like there it is, Im over it, its done, its contained.Looking for an inspiring way to start your day? Sign up forMorning Moti vationIts our friendly Facebook ? that will send you a quick note every weekday morning to help you start strong. Sign up here by clicking Get Started5) They exerciseMorning exercise is a daily habit listed by many successful leaders. Actress Gwyneth Paltrow, who is the owner of lifestyle company Goop, said that she regularly works out from 10 a.m. to noon after checking emails. Microsoft co-founder and billionaire philanthropist Bill Gates likes to multitask with his morning treadmill workouts and will watch DVDs from the Teaching Companys Great Courses series while exercising, according to The New York Times.As Niki Leondakis, the CEO of the luxury lifestyle brand Equinox, who regularly does morning yoga, puts it Ive always known that you have to be physically healthy and strong to be mentally healthy and strong. Its all connected.6) They spend time with loved onesBezos has said he does not usually schedule early-morning meetings because he wants to spend that time eating breakfas t with his wife. I wanted her to get the best hours of my day, he told the Wall Street Journal in 1999.7) They go outsideCal Newport, self-improvement author of So Good They Cant Ignore You, goes for a morning walk with his dog when he wakes up. He said that it can be a creative, meditative time. Its dark when the walk starts, but I dont mind the solitude For me, interesting thoughts have a tendency to emerge when the rest of the world is quiet.When playwright and composer Lin-Manuel Miranda was working on his acclaimed musical Hamilton, he told the New York Times that he would start his mornings with long walks outside with his dog, Tobillo Well do two hours in Central Park. It gets my mind going.8) They practice gratitudeBusiness and life coach Tony Robbins has a detailed guide on how we should start our mornings off right. But if motivational incantations, exercise, and Kapalbhati Pranayamayoga breaths are not your style, theres one tip that all of us can do each morning to make our days better practicing gratitude. Robbins recommends slowing down your breaths and thinking of three things you are grateful for today, spending about a minute on each thing. They do not have to be big moments of gratitude, they can be as small as enjoying the cool air on your face.The reason I picked gratitude is because when youre grateful you cant be angry. And when youre grateful you cant be fearful, he explained.

3 ways to believe yourself more than you doubt yourself

3 ways to believe yourself more than you doubt yourself3 ways to believe yourself more than you doubt yourselfYou need a deep sense of self-belief in order to do any of the things that you dream of doing. You need it in order to take the next step, no matter how big (or small). Youll need self-belief to use your voice. Youll need it to do whats right. And youll need it in the quiet moments where the doubt feels bigger than it actually is, threatening to muddy the belief you built.But trust, when youre tapped into that power, it doesnt matter how much the doubt rains down, self-belief will keep you dry. You might feel shivering with the chills of a wet cold. And you may want to high-tail it out of there. But you wont get drenched, because youve got the poncho of self-belief shielding you.Ive got plenty of days where the scales feel like theyll tip and stay forever on the I totally doubt myself side. Weeks where it feels like the doubting is winning. And you know what? Sometimes the do ubt does win, no matter how much Id like it to be otherwise. But coming back from doubt, and tipping the scales of emotion back to self-belief isnt as much of an orchestrated affair as it seems. Often, coming back to believing in yourself, to believe more than you doubt, comes from reminding yourself what youre believing in.Ask yourself why youre doing all of this to begin with. The thing your doubting. The situation. The relationship. Why are you there? Why are you in it? Anchoring matters.Do the thing. Whatever youre bedrngnis acting on, whatever youre not saying, because youre unsure. Do the thing. Belief is built in the building.Reflect. Remind yourself of all the things youve done well. All the times youve doubted and it all worked out. Itll all work out again.When you feel like youre walking the tightrope between doubt and belief, keep your eye on you and youll have all the power youll ever need to not just endure, but to rise.This article was originally posted on MaxieMcCoy.c om.

6 Ways to Balance Life, Work and Caregiving

6 Ways to Balance Life, Work and Caregiving6 Ways to Balance Life, Work and Caregiving Are you taking care of family members or friends while also working a paid job? Youre not alone the majority of family caregivers work at some point during their family caregiving journey. Some have supportive employers others have inflexible work situations, either due to work policies or the logistics of their work. As caregivers,we often feel like we have two jobs because caregiving can be very time-consuming. It doesnt leave much time for the rest of our life or caring for ourselves.Whatever your situation is as a working caregiver, these tips may help you find balance1. Talk with your philanthropisch resources department , manager or supervisor about your situation. If you are experiencing specific problems like the need to take time off due to caregiving responsibilities, suggest solutions like job-sharing, taking leave or telecommuting. You may be able to remain a valuable employee and an effective caregiver with a few adjustments. Be sure to have a backup plan for work if you need to deal with a caregiving crisis.Ask about flexible hours - perhaps starting your workday later so you can help your loved ones in the morning. You might try working a compressed schedule work four longer days and have the fifth day off (or nine longer days and the tenth day off). If your schedule is constantly changing, you could request a set, predictable schedule so you can plan around it. Some caregivers reduce work time by sharing a job with another employee, or changing to part-time work. If your company offers phased-in retirement you could gradually cut back on hours. If your company has multiple locations you might consider transferring to a location that is closer to your loved ones or to your home, or telecommuting, so youll reduce commute time. When my Dad had a hip replacement, I was able to telecommute for a month from my parents home, which made it possi ble for me to help him recuperate and care for Mom, who had suffered a stroke. Become familiar with your companys paid and unpaid leave options. Can you use vacation, personal days or sick time for caregiving? Some companies offer donated leave options so co-workers can give you their unused leave. The federal Family and Medical Leave Act ( FMLA) entitles eligible employees of all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees who work within a 75-mile speiche to up to 12 weeks a year of unpaid leave as well as job protection (you must have been an employee for at least one year and have worked a minimum of 1250 hours in the past year to qualify), and military caregivers who qualify are entitled to up to 26 weeks off in a year. Some states also have family and medical leave policies, and some smaller employers may also offer options. 5. Ask about any company benefits that might help caregivers. Some employers off er Employee Assistance Program (EAP) benefits or counseling, information and referral, eldercare assessments, legal assistance, financial counseling or help with insurance issues. A few companies even help pay for back-up eldercare if your caregiving plans fall through and you need to work. Your company may also offer things that help you, such as on-site support groups, concierge services (to help with running errands etc.), health and wellness programs or discounts that help you take care of yourself too. You probably feel pressured to meet everyone elses needs your loved ones, your family and other relationships, pets, volunteer work and more, while achieving at work and building your career- not an easy task. So when do you squeeze in time to take care of yourself? I find its important to actually schedule time for me on my calendar - even if its just a ten-minute time slot, including exercising, connecting with friends in person or online, getting creative or engaging in hobbi es and even sleeping, which is often the first thing we sacrifice when busy- but probably what we need the most to keep all the balls in the air. Some people actually change jobs in order to meet their caregiving responsibilities. I became an independent consultant so I could have the maximum flexibility in work hours and location, and I moved across the country to care for my parents. You may consider a less stressful job or one that is less tiring or depleting for you, so you still have energy for caregiving. Before making a job change, be sure to consult with your financial advisor and plan wisely for your own future.Amy Goyer, author of Juggling Life, Work and Caregiving , is a writer, speaker and consultant specializing in caregiving. She serves as AARPs national Family and Caregiving Expert.

Build Your Case for the Senior Executive Service (SES)

Build Your Case for the Senior Executive Service (SES)Build Your Case for the Senior Executive Service (SES)Build Your Case for the Senior Executive Service (SES)Baltimore, MD (PRWEB) November 28, 2011Like in show business, in government there are really no overnight successes. Instead there are the sometimes unnoticed years of preparation, as you head toward future work roles. This concept welches illustrated in Rudolph Giulianis bestseller Leadership, in which the former New York Mayor states that he didnt simply become a great leader on 9-11. Instead he purposefully took on challenges throughout his entire career.In a similar way, you want to aim for ongoing career development. And its important to look at how youre doing so far especially if you hope to enter the governments Senior Executive Service (SES) within five years. The practical reason for this self-assessment is that youre going to have to prove your SES worthiness with specified types of real-life examples. And the me thod for proving your leadership readiness are narratives called Executive Core Qualifications (ECQs).If youre not aware of the ECQs, as what you must achieve, you may not be ready for the SES, cautioned Kathryn Troutman, who authored The New SES Application with Diane Hudson Burns. You must gain specific experience and qualifications, plus get them down on paper.Who should consider grooming themselves for the SES? Federal employees eligible to apply for the governments SES-track Career Development Programs (CPDs) come from the manager level, GS-14. Others with a five-year plan of their own could begin around GS-12/13. Applicants for Career Development Programs, offered periodically at different agencies, submit ECQs when applying for a CDP and at the end of their program. All SES applicants must write and submit the ECQ narratives or incorporate them into the new five-page SES resume-based format when responding to a SES vacancy announcement.Troutmans advice to all applicants is to start writing the ECQs right away. This way, you can begin to look at whats missing according to the Office of Personnel Managements required 28 leadership competencies, advised Troutman. One of the best ways to learn about ECQ development is to take a class on how to write the ECQs in the correct format.The New SES Application provides a step-by-step process for writing both the ECQs and the five-page SES resume and is used as the curriculum at Troutmans Federal Career Training Institute for the hands-on January 17-18 workshop in Maryland, focused on writing the ECQs and the five-page SES resume. Attendees also learn to articulate their leadership qualifications for job interviews and networking.In a recent interview, Troutman offered basic tips for thinking about your leadership qualifications and preparing to write the five ECQs.ECQ 1 Leading Change This competency is about leading change, not just implementing it, Troutman explained. It looks for creativity and strategic think ing. Ask yourself, When did I lead change? Why was change needed? What was my role in the change? she recommended. This is not about what your department did, but what you did to lead change.ECQ 2 Leading People The second ECQ centers on the ability to lead people toward meeting the organizations vision. Your example might address conflict management, leveraging diversity, or implementing career development, Troutman said. Ask yourself, Who did I lead? What was going on with them? What were the challenges of their jobs?ECQ 3 Results Driven This is a schriftart A competency, Troutman noted. The third ECQ relates to action, staying on task, following up, and being driven by the desired results. Top leaders are very results driven, like Giuliani was as New Yorks mayor.ECQ 4 Business Acumen To tackle this qualification, you need three heads oriented to finance, human capital and technology. This can be the toughest ECQ, Troutman observed. Government people tend to think about progra ms and policies, rather than business. But think of contracts, procurements and budgets for finance, restructuring, recruitment and training for people, and security, IT security and automation for technology.ECQ 5 Building Coalitions The fifth ECQ is about partnering, political savvy, influencing and negotiating. Troutman said, Ask yourself, How well do I partner with other organizations to achieve goals? How well do I communicate with them? How well do I work with others? Lack of partnering was behind the failure to respond quickly to the Katrina disaster, Troutman noted. Now emergency management has tremendous partnerships between different government levels.Troutmans book The New SES Application is the latest publication from her award-winning Federal Career Publishers. Both the publishing company and training institute grew from her resume-writing firm, The Resume Place, which specializes in federal careers. The Federal Career Training Institute is offering an early bird disco untRQ1 to those who register for the January SES Writing Course before December 22. The SES ECQ Writing Workshop includes two- days of hand-on, interactive developmental writing delivered by a team of top trainers. Each participant will also receive five additional hours of editorial service to help finalize the five-page SES resume.Many people struggle with writing or talking about their leadership accomplishments, remarked Troutman. The January workshop will inspire participants to remember and write their leadership accomplishments, while sharing and brainstorming with colleagues.The process of creating ECQs is very past-performance oriented. Do the groundwork now so you can later prove youre SES ready.GET THE BOOK2nd Edition available Dec.2015$21.95 (includes postage)

The Most Popular Resume Email

The Most Popular Resume Email Even in the event that you craft the ideal emaillele to send a resume, its still true that you require a killer cover letter. In case you decide you need or will need to incorporate a cover letter, its possible to either post the text directly in the email or attach it like a second file along with your resume. As soon as your cover letter is polished and prepared to go, make certain that you get maximum use from it. Your cover letter should clearly state why youre interested in the organization and what you could bring to the organization. Finding the Best Resume Email Proof of capabilities speaks volumes and is an excellent way to become noticed. A great description functions as a possible organic advertisement and encourages the viewer to click through to your website. Messages that seem to be tailored particularly to our needs are somewhat more likely to catch our attention than generic-sounding copy. Most email providers make it simple to attach a document. Make it immediately obvious what sttte youre applying for, and the way in which your skills fit within that sttte. Highlights the ability and skills you have which are regarding the work which you are looking for. The networking email is a good way to contact experts in your field, colleagues, or simply individuals you want to get to know far better. To boost your chances of getting hired, its essential to choose a format which showcases your work experience, skills and abilities inside the absolute most truly strong way. Life, Death and Resume Email Job aspirants must take note of a resume template rather than a programs vitae template. It might be the tight job market, but weve been receiving an increasing number of letters responding to a particular job from candidates who arent in any way qualified for it, she states. Youre asking for some job. Consequently, its important to talk about the job related abilities in detail. Odds are, the reader wont think that its funny, and might even discover that its irritating. Since the subject line is your very first impression, you would like to make certain that your writing is crystal clear and totally free of errors. If there is a single thing that will annoy someone thats reading resumes, it would need to be uncorrected typos. Picking the right resume format can be very a rather confusing therapy. The Resume Email Trap Employers receive a lot of emails every day, and several times, whether an email becomes opened depends entirely on its subject line. More than a few companies block all emails with attachments to stop viruses. Be mindful in regards to the time you decide to send your resume email. Also, its extremely important your own email id appears professional. Resume Email Features When you consider it, the subject line of an email is a rather important bit of real estate. There are steps that you may take to make your resume email stick out from the rest. All you ha ve to do is plug in your information and its prepared to use. If youve got your information facing you, you are able to probably write a good resume in only a couple of minutes. In the present world of fractured digital communication, strong writing is a critical skill, whatever your job title. Youre more inclined to receive a response from a cold email in the event the recipient knows youre seriously interested in pursuing your career of choice, and the ideal way to express that is to clearly show your work. You have an extremely limited period of time to produce an outstanding impression, so should you send a cold email without careful thought and planning, theres a high likelihood that nobody could possibly read it. The ideal time to create any relationship is before you will need something. The subject line should communicate just what the email is all about so the recipient can prioritise the emails importance without needing to open it. Alternatively contact the busin ess and discover out the right name and email address of the individual you should send your email to. When its by email, you might be advised about what format you need to use for your resume, what things to include in the topic line of the email message, and by once the employer should receive it. The Argument About Resume Email Self Development in professionalism is indeed important if looking for work. In an email applying for work, use the job title as the subject line, or so the employer is aware of what position youre interested in. Dont forget a resume isnt a biography, and doesnt need to get every jobs youve ever held in your life, if certain jobs arent associated with the position accessible. So consider what you need to convey to a prospective hiring manager or boss, and write your way to a brand-new job with a subject line that operates Because you dont understand how much of the subject line hiring managers would have the ability to see away from their smartphon es, its important to put the most significant information at the start of the subject line. Dont make the error of linking out to your latest project if it doesnt have anything to do with the job that youre applying for. Mentioning the work title is also useful in case theres an automated filter that categorizes the hiring managers email. If youre positive, folks take note and in return are inclined to be positive towards you. If this is the case, youre making a huge mistake. From here, youll have a targeted list of prospective people youll be able to reach out to. Sometimes when folks are sending a similar email to multiple individuals, they neglect to tailor it to each reader and wind up with the incorrect name or title in the topic line. Dont use HTML or other formatting options as you dont know which email client is used by the recruiter. In case the listing asks you to send your resume in a given format, or asks you to save your resume below a particular name, be cert ain to achieve that. When youve gathered the information that you require, youre prepared to put it into the resume template. Its crucial that you choose the best resume format whenever youre writing the work application for fresher applicant.

Women Leaders at Symantec Want To Meet You

Women Leaders at Symantec Want To Meet You This is an invite-only event for women in technology. Contact hipowertofly.com for the event password if you think this event would be a good fit for your skill set.Symantec PeopleHear about some of the cool things employees get to do at Symantec.Join us on March 13th to meet women leaders at Symantec, Norton and LifeLock who are working to keep your data safe. The event will include a conversation with Symantecs Chief Information Officer Sheila Jordan, and well conclude with networking so you can connect with other top women in tech and Symantecs executives.Register now to claim a spot The evening will include a keynote address by Symantecs Chief Human Resources Officer Amy Cappellanti-Wolf as well as an audience QA with Lily De auf gehts Rios, VP Product Delivery Karen Buffo, Senior Director, Strategic Planning, Cyber Security Services and Aletha Parker-Wood, Sr. Principal Research Engineer Manager.During this event, you can also hear how Symantec is actively working to increase their number of women and underrepresented minority employees by 2020.Also, Symantec is hiring Their benefits include comprehensive health and well-being offerings including medical, dental and vision insurance as well as wellness incentives, voluntary benefits and a flexible workplace. To learn more about Symantec and their open opportunities, visit their page at PowerToFly.About our Events All RSVPd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require accommodation to fully participate in this event, please email talentgrowthpowertofly.com, and we will contact you to discuss your specific needs.Related Articles Around the Web America has a cybersecurity crisis Symantec CEO Fuel for our Future - Symantecs Womens Initiative Symantec ... Symantec Eileen Brewer on Shifting the Minds of Women and Girls ... Symantec - Global Leader In Next-Generation Cyber Security ... One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most l ikely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard geschftliches miteinander Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivi ty.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

Study finds that yoga helps reduce workplace stress

Study finds that yoga helps reduce workplace stressStudy finds that yoga helps reduce workplace stressA recent study conducted by CareerCast saw 78% of employed respondents ranking their stress as a seven or higher on a 10-point scale. A separate study conducted byDynamic Signal reports that roughly 60% of employers are ready to leave their firms because of the anxiety they cause them.From open offices to the inclusion of plant life, to playing video games on company time, Americans are desperately looking to unconventional ways to keep their cool at work. Enter a study that recently appeared in the Journal of Occupational Medicine.Researchers analyzed data derived from 13 different trails, involving about 1,300 participants, and revealed workplace yoga to be a potential method of reducing workplace stress.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreCheap and effectiveYoga at work could be one of the chosen programs to reduce stress levels, and usually requires low investment, with minimal equipment, explainsLaura Maria Puerto Valencia, researcher of the Bavarian Health and Food and Safety Authority in Munich, Germany, and the new studys lead author.Although the inclusion of yoga in the workplace yielded no discernible benefits to heart health, researchers did note significant boosts to mental well being. The researchers behind the study additionally highlighted the need for more experiments to determine whether or not the reduced stress levels were a direct result of the yoga specifically.The firms that were willing to participate in the studies previously mentioned were already considering ways of accommodating the mental health needs of their employees, as well as enhancing job satisfaction and productivity.Those sort of stipulations implies a workplace that is generally less tense than most.Even still, no negative results were reported, so that the authors were ab le to conclude, with some confidence, that the take-home message should be yoga is a good practice in the workplace as a means of reducing stress.Independent studies have championed yoga for better breathing, reducing anxiety and depression, and even promoting healthy eating habits. So even if your company does not provide classes for staff, utilizing yoga techniques might be worth looking into, whether during the morning before your workday begins or in-between projects in the comforts of your cubicle.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Pharma Dips Into Organs on Chips

Pharma Dips Into Organs on Chips Pharma Dips Into Organs on Chips Pharma Dips into Organs on ChipsI have in my bag a kidney and a brain. The plenary presentation by National Institutes of Health (NIH) Director Francis Collins at a recent biotechnology conference may have started on a macabre note, but no living creatures were harmed in its making. Rather, Collins carried in his bag two thumb-drive-sized plastic integrierte schaltungs that could put hordes of mice and other laboratory animals out of work.His talk marked the coming-of-age of organ-on-a-chip technology a new 3D twist on the classic Petri-dish-based method of studying menschenfreundlich cells and a more accurate freundchennative to animal tests. Organs or tissues on chips can recreate complex biological functions of both healthy and diseased human cells, giving scientists a new view of their mechanical properties, biochemical microenvironment, and 3D molecular structure. If they continue on their current trajectory, org ans on chips could fundamentally alter how life scientists study human physiology, disease processes, and new drug candidates. The drug industry and federal health research agencies are investing in the technology as a promising way out of todays expensive, slow, and failure-prone drug.Whats in a ChipThe first organs on chips developed using microengineering technologies for cell biology applications came from researchers at Harvards Wyss Institute for Biologically Inspired Engineering. Their organs on chips are microfluidic systems embedded using advanced microfabrication technologies into a translucent polymer chip. Hollow microfluidic channels are lined with living human cells grown in culture to reflect the make-up of an organ or tissue of interest. New microchip technologies have enabled engineers to construct structures that recapitulate the complex interactions between multiple tissue types in an organ system for example, it is now possible in a lung-on-a-chip device to meas ure the dynamic biochemical, biophysical and biomechanical relationships between lung tissue and the blood vessels feeding into it. Such processes enable not only diagnosis but prediction of a disease process over time. The Wyss Institute team is currently working to build and link 10 human organs on chips to reproduce whole-body physiology the first human on a chip system.Judges give design award to Lung on a Chip. Image Wyss Institute at Harvard UniversityThe chip is not only functional but beautifully designed. At least according to judges at this years Design of the Year competition at Londons Design Museum. Wysss organs on chips took first prize the first medical device so honored as a fantastic example of a minute object that takes design away from simply being aesthetically pleasing to having a global impact on the way we will live in the future. A collection of chips will be on display at New Yorks Museum of Modern Art until January 2016.Chipping Away at Drug Development BottlenecksOrgan-on-a-chip pioneer and Wyss Founding Director Donald Ingber views the technology as a sorely needed fix to a drug development process that is broken. As he told reporters, Everyone knows it. The drug companies know it. The FDA knows it. But no ones done anything about it.It currently costs millions of dollars to test any compound for therapeutic potential. From synthesis to approval, the develop process typically drags out over 10 years. For every drug that makes it through the pipeline to FDA approval, as many as nine others fizzle out along the way because they failed in human clinical trials. Factoring in the cost of those duds, the pretax costs of developing each new approved drug shoots up to an average of $2.6 billion average development cost of each new approved drug, according to the Tufts Center for the Study of Drug Development.Although Big Pharmas massive ramp up in research spending since the 1990s has cooled, the industry still pumps billions into the dr ug development pipeline every year. Paradoxically, the annual number of new FDA-approved drugs has plummeted in direct proportion to the increase in RD spending. Any technology with reasonable potential to close the gap is bound to get noticed. If organ-on-chip technologies prove capable of accelerating the pace of drug testing, producing more reliable data, and reducing the financial and ethical drawbacks of preclinical research, everyone could win.Organs on a chip could speed drug development. Image Wyss Institute at Harvard UniversityAnimal AlternativesDrug companies, regulators, and animal rights activists have plenty to disagree about when it comes to drug research. But their respective agendas appear to align when it comes to organs on a chip. Diverse often adversarial stakeholders ranging from the People for the Ethical Treatment of Animals (PETA) to the FDA to the NIH are investing in organ-on-a-chip research at laboratories across the nation. For example, The National Cen ter for Advancing Translational Sciences, part of the NIH, launched its Tissue on a Chip program in 2012 to create tissue-on-chip models for drug toxicity testing that combine an organ of interest with a liver model on the same device allowing scientists to measure a drugs therapeutic effect on the target organ and its toxicity in the liver.For decades, scientists and drug companies have relied on animals from mice to monkeys to help them test the safety and effectiveness of new compounds. The Humane Society of the United States reports an estimated 25 million vertebrate animals are used in research, testing and education in the U.S. each year. More activist animal rights groups such as PETA put that number closer to 100 million. Many, if not most, of these animals either perish during an experiment or are euthanized after. Research on non-human primates mankinds closest physiological relatives is especially contentious. Although primate labs are closely regulated and monitored b y the U.S. Department of Agriculture, the seven existing centers in the nation are favorite targets for PETA scrutiny occasionally with impact. In 2013, Harvard University rocked the drug development establishing by closing its influential primate research center under a cloud of controversy over its animal care practices. Emboldened activists have since mounted protests disrupting the construction of new animal research facilities under way at the University of Washington.The search for alternative methods is fueled both by these animal welfare issues and by bioengineering advances. One intriguing alternative 3D bioprinting is now used to create highly detailed facsimiles of malignant tumor cells and the diverse constituents in their immediate orbit. These duplicates of the so-called tumor microenvironment create the possibility of printing an exact copy of a living patients tumor and measuring its response to various treatment combinations all while the patient waits. Pioneeri ng companies like Organovo (San Diego, CA) are developing 3D bioprinting for the research niche as they pursue the technologys even-brighter future in large-scale anatomical recreation. Another animal-free paradigm, in silico simulation, applies high-end computational chemistry algorithms and 3D computer graphics for all-virtual drug discovery and screening. None of these techniques is mature enough to supplant animal models, but rapid advances and lower equipment costs are enticing researchers to try them out.The animal testing paradigm is still entrenched in the drug development process and will be for some time. The U.S. Food and Drug Administration (FDA) still requires exhaustive preclinical animal testing of drug candidates before they enter human trials. And for an agency often characterized as slow to embrace new technologies, FDAs strong support for chip-based alternatives has been a welcome departure.Michael MacRae is an independent writer.Learn about the latest trends in b ioengineering at ASMEs Global Congress onNanoEngineering for Medicine and Biology. For Further Discussion I have in my bag a kidney and a brain.Francis Collins, NIH Director

Always Keep Some Running Away Money on Hand

Always Keep Some ’Running Away Money’ on Hand Always Keep Some ’Running Away Money’ on Hand I recently had the privilege of interviewing the incredibly impressive Margaret Heffernan for my podcast. Over the course of  her career, Heffernan has run five companies in the US and the UK, taught at the college level, written five books, and given multiple TED Talks. In fact, Heffernans  career is so impressive that it was hard to narrow my questions for her into a list that would fit in one podcast episode. As you can imagine, the interview was wonderful. The insights Heffernan shared havent left my mind since we spoke. Heffernan describes herself as someone  who has always done work that shes loved. At times, she was paid well; at others, she made very little. No matter what, she was always happy in her work. I asked her how she  had been able to organize her career this way. She made two important points. First, when a job wasnt the right fit,  Heffernan didnt hesitate to walk away - even if she had only been there for a short period of time. As employees, we tend to stick around for a while out of some sense of artificial loyalty - but employers wont hesitate to fire an employee who isnt working out. Why stay in a job that isnt working out for you? When  Heffernan found herself in a dissatisfying role or company, she looked for another job that would be a better fit. This must have been a tough decision at times, but I think we can all agree it is easier to succeed in an environment that truly  supports us. Heffernans second tip was gold - almost literally. She said she always kept enough running away money on hand. I cant tell you how happy this phrase makes me! Perhaps you know it by its more common name: an emergency fund. Such funds are typically enough to get you through 6-12 months of living expenses. Having a financial safety net like Heffernans running away money gives you choices. It allows you to walk away if you really need to. You wont be stuck with an employer  that doesnt support you simply because you need the money. Just having the running away money doesnt mean you actually need to run away. In fact, it can give you the very confidence boost you need to really thrive at work. You know youll be okay, even if everything else falls apart. That added confidence alone may be enough to make work bearable after all. A version of this article originally appeared on  Copeland Coaching. Angela Copeland is a career coach and CEO at her firm,  Copeland Coaching.

Why hiring average employees can be dangerous

Why hiring 'average' employees can be dangerous Why hiring 'average' employees can be dangerous Every leader knows that bad employees are bad for business, but average employees can be even worse. A recent McKinsey Company paper suggested a reason why, saying that average employees’ performance ratings do not indicate future performance.Several years ago, the Harvard Business Review outlined the massive effort average employees require to be trained and maintained, as well as to function. Zappos’ CEO Tony Hsieh has estimated that his company has lost more than $100 million since its inception over its efforts to turn the wrong people into good fits.Yet, while everyone deserves a chance to succeed, why keep an average employee when a high performer or future leader is out there?Average employees aren’t average everywhere. Sometimes, the right person is just sitting in the wrong seat. Letting these employees go can be difficult, but when the “right” seat is one at a different company, parting ways is likely better for everyone involved.Ladders is now on SmartNews!Downl oad the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.How do mediocre employees present themselves? Here are three red flags:1. They don’t acknowledge when they’re falling shortThe best employees always see opportunities for improvement, while average ones think they’re doing well in every area. Self-awareness is a hallmark of a great employee; if someone on your team lacks it, he or she could be holding back the rest of that team.Professors at DePaul University conducted an experiment on how self-awareness relates to a team’s effectiveness: Teams with members who were convinced they were contributing more than they really were turned out to be adjudged as being less effective. The chances of their teams’ success were actually halved.This issue is bad enough on its own but is magnified when an employee continues to repeat mistakes after being properly trained.We all have blind spots, but great team members strive to ide ntify and correct them. In fact, there’s a practice Benjamin Franklin followed to remain self-aware of his personal “net worth” - he maintained a “balance sheet” of traits about himself that he admired, and traits he found to be liabilities.Franklin believed he could grow in character through just this kind of self-awareness (and today’s research indicates he was right). Conversely, average team members deny blind spots’ existence or think everyone else is overreacting to their missteps.2. They’re unwilling to learn new skills (or improve old ones)As leader, you should gauge employees’ willingness to improve by how they receive feedback. Those who are unlikely to change or grow tend to take feedback as criticism. On the other hand, those who strive to be better appreciate feedback as helpful advice on how to improve.Average employees fear failure and the appearance of incompetence.They don’t take chances, even when those chances could teach them new skills. Grea t employees are those driven by goals; they accept that they make missteps if they can learn new things from their efforts. They own their failures and seek challenges - even when those failures are due to circumstances beyond their control.To discover employees’ willingness to improve, give them the freedom and flexibility to explore their passions at work. 3M instituted this philosophy decades ago, leading one employee to invent the Post-it in his downtime.At our company, we offer a program called AP Fellows to help our team members grow personally and professionally by learning leadership skills. Team members have to apply to join the program, do homework, give presentations and be willing to deeply engage with one another.Some who go through AP Fellows come out realizing that while they love working at AP, their career passions lie elsewhere. We fully embrace that and do whatever we can to create a smooth transition to the next chapter of their professional lives.3. They love to play the victimWhile great employees seek solutions, average employees love it when an adequate excuse presents itself. They focus on problems, and when a big one comes along, they point to that as the reason they couldn’t accomplish their goal.Obstacles truly are too large to overcome sometimes - but the question is how the person handles it. Is this employee glad to be rid of the responsibility or accountable for his or her inability to finish?Average employees seek opportunities to relinquish control - and accountability along with it. This mentality can be dangerous if left unchecked. When one employee seeks opportunities to pass blame, others may feel unfairly saddled with that responsibility.What’s worse is that the blame game spreads like the flu: A study by professors at Stanford University and the University of Southern California revealed that watching and/or hearing someone blame another person can cause others to do the same.If this pattern starts to develop at your company, identify the culprit quickly and start an honest conversation about expectations.For example, a client recently presented us with a complex affiliate recruitment challenge. It was what some business folks like to call a BHAG - a big, hairy, audacious goal - with a tight deadline. On the surface, the project never should have been completed. There were too many opportunities to fail and not enough resources. If just one team member had claimed “victim” status along the way, that declaration might have killed the whole endeavor.Fortunately, our team members all stayed accountable, believing in their collaborative efforts. What easily could have been a missed opportunity turned into a huge accomplishment.Identifying and terminating people who aren’t stretching their abilities doesn’t mean issuing a sink-or-swim ultimatum. When it becomes apparent that an employee will require a disproportionate investment to succeed or may never reach the level of his or her pe ers, we initiate our Mindful Transition program.Solution: Mindful TransitionMindful Transition is our solution to positive employee departures. Throughout our organization, we readily encourage open communication about goals and expectations. If and when our culture or the type of work we do is no longer a good fit for a team member, we provide flexible time for him or her to transition into something that is.This could be a job at another company or even the effort to start his or her own business. All we ask is that team members be transparent about their willingness to move on and maintain an acceptable standard of work while they’re still with us.Average employees shouldn’t dictate a company’s success. Demand excellence from employees, give them the resources they need to achieve it and reward them when they meet expectations. If an employee doesn’t meet those standards, initiate a Mindful Transition to put both parties in a better position moving forward.Robert Glazer i s the founder and CEO of Acceleration Partners and the author of the international bestselling book Performance Partnerships. Join 35,000 global leaders who follow his inspirational weekly Friday Forward or invite him to speak.This post first appeared on Quora.

Its OK if What You Think Makes You Happy Doesnt - The Muse

Its OK if What You Think Makes You Happy Doesnt - The Muse Its OK if What You Think Makes You Happy Doesnt “I just don’t know what’s wrong with me,” my friend said, nervously shredding the drink jacket that came with her paper cup while we sat at the corner table in one of our favorite local coffee shops. We had agreed to meet for an hour or two so she could vent about various things that were stressing her out. She was well into her second year as a social worker- a position she’d worked undeniably hard for. After her undergrad, a master’s degree, and countless internships, she was finally working in the field that she had dreamed about since she could remember. “I have exactly what I wanted,” she said, neatly organizing the cardboard shreds she had piled on the table, “So, why do I still feel this unsettled? Aren’t I supposed to be happier now?” I sighed and told her that I knew exactly how she felt. Honestly, it was a situation I found myself in more times than I cared to count. And, you know what? I’m willing to bet that you’ve been there a time or two as well. Perhaps that’s why one particular quote from a recent interview that author, Gretchen Rubin, did with Alison Green, who runs the popular “Ask a Manager” site, stood out to me so much: “Sometimes the things that make us happy aren’t the things that we wish made us happy- whether it’s a particular romantic partner or the books we like to read or a specific career track.” That’s so true, isn’t it? It’s so easy to build up these ideas of what should bring us joy based on the reputation we want to cultivate or the image we want to present to the rest of the world. But, here’s the danger in that: You often end up loving the idea way more than the reality. When you eventually discover that particular thing doesn’t actually light a fire inside of you as you had originally anticipated? Well, there’s often a hefty amount of shame that comes with that- a sense of failure, despite the fact that you’re giving up something you never authentically enjoyed anyway (seriously, just ask me about the time I tried to convince myself that I love running). And, that was exactly where my friend found herself: After investing tons of time, energy, and resources into her education, she thought her career path was emotionally taxing and not anything like she imagined. And, that discovery left her feeling burdened with guilt and confusion. I wish I had Green’s advice to share with her then, because I find her message to be particularly encouraging. Not only are you allowed to try things and then determine that you don’t experience the sense of fulfillment or enthusiasm you were hoping for, but you’re also usually allowed to drop them like hot potatoes when you come to that conclusion. Even further, becoming aware that something doesn’t bring you pleasure isn’t just an opportunity to let go of those things that don’t make you happy, but also to find the things that actually do. “I’ve tried to really prioritize figuring out what brings me happiness- even if they’re things that aren’t entirely aligned with the self-image I want to have- and then try to arrange my life accordingly,” Green continues in the interview. So, if you’ve currently found yourself stuck in a similar situation as my friend and feel like you’ve been duped by reality, take Green’s encouragement and run with it. Remember, while we all have to do things that aren’t totally joy-worthy every now and then (sorry!), life’s way too short to fill your days with stuff that only brings you down. You have my permission: Let go of that urge to beat yourself up and instead turn your attention to figuring out what actually will bring you the level of enthusiasm and satisfaction that you know you deserve. Trust me, that’s far more productive than the alternative.

A List of Common Nonprofit Job Titles and Descriptions

A List of Common Nonprofit Job Titles and Descriptions A List of Common Nonprofit Job Titles and Descriptions A nonprofit organization is one that uses its surplus revenue to achieve its goals further. It typically serves the general public through its mission, which might be working to improve education, promote women’s rights or the arts, or provide specialized healthcare. Because nonprofit work can be found in various broadly defined fields, there are many nonprofit job titles. There are entry-level through management jobs available in the sector, and many people spend their entire career working for nonprofit organizations. Being familiar with job titles is important both during a job search and while building your career. You may find that skills you’ve honed while working in the for-profit sector can pave the way for a transition to a nonprofit organization, or vice versa. It’s helpful to review a list of job titles when you are looking for a job with a nonprofit organization to make sure you are optimizing the search engines you use to find opportunities you want to pursue. It’s also helpful to review your job title with your employer to make sure your duties match your job description. Most Common Nonprofit Job Titles Most nonprofit enterprises are organized similarly to regular for-profit companies. For example, both kinds of organizations will typically have management positions like executive directors, as well as jobs in accounting/bookkeeping, human resources, and media/technology. However, there are other jobs that are unique to the nonprofit sector, but which can generally be categorized into the existing typical corporate divisions. For example, the outreach coordinator in a nonprofit promotes the mission of the organization among the local community. He or she might organize events, recruit volunteers, or arrange other projects to get the community excited about and invested in the enterprise. Jobs in development might attend to fundraising planning, securing financial support, creating special events for donors, and running other projects to ensure the organization meets its annual goals. A grant writer works with the development director, completing applications for funding (typically applications to foundations, the government, or a trust) to make sure the nonprofit achieves its annual financial goals. In a standard corporate job chart, all these positions would fall under the marketing/public relations category. For more information on each job title, check out the Bureau of Labor Statistics’ Occupational Outlook Handbook. Nonprofit Job Titles List Administrative/Accounting In any organization, there need to be people expert in organizing and executing office duties, interacting with the clients, and attending to the everyday smooth operation of the enterprise. Aides SupervisorCommunity Service Project CoordinatorCompliance CoordinatorFinancial Aid RepresentativeMember Records AdministratorMember Services RepresentativeMembership Assistant Health and Human Services Many nonprofits are concerned with the physical and mental welfare of their clients and need employees with a variety of skills in specialized areas like abuse, addiction, and life counseling for adults and youth. Associate PastorCase ManagerChaplainChemical Dependency CounselorChild Care WorkerChild Life SpecialistChild Support Case OfficerChildbirth EducatorCounselorHospice SupervisorHousing CoordinatorHousing CounselorHuman Services WorkerJuvenile CounselorLiving Skills AdvisorManaged Care CoordinatorMedical Social WorkerMinisterPastorPolicy AnalystResidential Living AssistantSocial Worker Human Resources In a non-profit, people with human resources skills can put their experience to use in a variety of ways from being the point person on building skilled teams to tackle a community project to recruiting and organizing volunteers to assist with daily tasks. Event Team RecruiterJob DeveloperLabor Union OrganizerTeam LeaderVolunteer Coordinator Management Management in the nonprofit sector takes many different forms, from overseeing entire national or regional efforts to guiding the direction of one crucial element of the organization’s goals. Nonprofits often draw from the corporate world for the most senior executive positions, as well as from candidates who have risen through the nonprofit route. Administrator for Nonprofit OrganizationsAdvocacy DirectorBusiness Office SupervisorCampaign ManagerChemical Dependency DirectorChief Association ExecutiveCommunity Health DirectorCommunity Relations DirectorCompliance DirectorCorporate Giving DirectorCorporate Giving ManagerCritical Care DirectorDevelopment DirectorDevelopment ManagerDirector of Family ShelterDirector of Major GiftsDirector of Special InitiativesDonor Relations ManagerExecutive Director of NonprofitFinancial Aid DirectorFoundation Director Fundraising ManagerGrant Proposal ManagerHousing Program ManagerMajor Gift DirectorMember Certification ManagerMember Services DirectorPlanned Gift DirectorPlanned Giving DirectorPlanning ManagerProgram DirectorProgram ManagerProgram Officer for FoundationProject ManagerPublic Relations ManagerRecreational Therapy DirectorSocial Services DirectorSocial Work ManagerSpecial Events DirectorSupport Services DirectorTeen Center DirectorVolunteer DirectorVolunteer ManagerVolunteer Services Director Marketing People with marketing and fundraising skills are sought after in the nonprofit sector to keep the organization and its goals sustainable and viewed positively in the public eye. Grant writers with excellent writing skills and the ability to seek out funding are always in high demand as well. Community OrganizerCommunity Outreach AdvocateCommunity Outreach CoordinatorCommunity Outreach SpecialistCoordinator of Planned GivingDevelopment AssistantDevelopment AssociateDevelopment CoordinatorDevelopment OfficerFundraiserFundraising CoordinatorGrant AdministratorGrant/Contracts SpecialistGrant CoordinatorGrant WriterGrassroots OrganizerLobbyistMarketing AssociateNonprofit FundraiserOnline ActivistProgram AssistantProgram AssociateProgram CoordinatorSocial Media CoordinatorSpecial Events Coordinator

Heres what a career sponsor is, and why you might want one

Here’s what a career sponsor is, and why you might want one Here’s what a career sponsor is, and why you might want one The average worker has at least one person in their life who serves as a mentor. Maybe that person is an executive at another company or a family member who knows the ropes of the business world. Either way, the mentor offers advice and support, serving as a sounding board and career confidant.That’s all important, but the fact is, even the best mentor may not help you get that promotion you’ve been dying for or a plum job at a different company. For that kind of help, you need someone else. You need a sponsor.“A mentor offers guidance and support,” says an article from Workopolis. “A sponsor goes to bat on your behalf. The sponsor already works at the company where you want to work or want to get promoted.”In other words, a career sponsor is someone who will help you move into that new position because they’re in the right spot to put in a good word for you or make sure you get a legitimate shot.Sounds great, right? But if the idea is new to you, you may wonder how to find such a sponsor. Chances are you don’t already have a good friend who is part of your company’s senior management group.To create and build a relationship with a career sponsor, you’ll need to lay some groundwork. Here are a few ideas to help:Be patientLike any good relationship, this will take time. Don’t go into the process expecting overnight success. Rather, be thoughtful and deliberate, building camaraderie through action and trust.PerformIt will be much easier to find a good advocate if you’re already doing a great job. Make sure you’re meeting all of your deadlines and exceeding your manager’s expectations. A potential sponsor is much more likely to help you if you’re a proven commodity.Identify good candidatesAllison Hemming, a career expert and CEO of New York-based talent agency Hired Guns, says in the Workopolis article that you can’t just pick someone out of your company directory. Instead, she says, you should begin by “asking yourself who in my company organization do I want to impress and have a relationship with? You might not be working for the person who will become your sponsor, and you may never work for that person, but how do you increase your engagement with that person? That might require a game plan. … Start building a path to create some relevance between you and that person.”Plan for a careful conversationEven if your chosen sponsor is someone who is familiar with you, proceed with caution, as this can be a delicate request, according to an article from Forbes. “If you use this approach, articulate where you’d like to go in your career, the skills you hold, the skills you’re building, and the track record of execution you bring to the table.”Give something backUnlike your mentor, your sponsor will expect to receive something in return for the work they do on your behalf. Find out how you can help them advance in their own career, and then follow through by providing that assistance. As noted in a H arvard Business Review article, “Sponsors may advise or steer you, but their chief role is to develop you as a leader. Why? Not so much from like-mindedness or altruism, but because furthering your career helps further their career, organization or vision. Where a mentor might help you envision your next position, a sponsor will advocate for your promotion and lever open the door.”Remember your goalsIf you’re looking for a friend, you may not find one in your sponsor. In fact, you may not like everything they do. That’s OK. “Efficacy trumps affinity; you’re looking not for a friend but an ally,” the Harvard Business Review article says. “Your targeted sponsor may exercise authority in a way you don’t care to copy, but it’s their clout, not their style, that will turbocharge your career.”Keep building the relationshipEven if you’ve proven your value to the company in the past, you can’t afford to rest on your laurels once you’ve secured a sponsor. Show tha t you are productive, reliable, and trustworthy, and make them look good at every opportunity. A good sponsor will return the favor.Again, building rapport with an effective sponsor will take time. You can’t expect to contact them one day and get a promotion the next. But if you are wise and deliberate, setting realistic expectations and helping them while they help you, your sponsor can help you leap over the obstacles that lie between you and your dream job.This article was originally posted on FlexJobs.com.

Why Restricted Stock Is Better Than Stock Options

Why Restricted Stock Is Better Than Stock Options Why Restricted Stock Is Better Than Stock Options Many companies are concerned by the Financial Accounting Standards Board (FASB) recommendation to shoe stock options on the companys expense sheet. High-tech and start-up companies fear losing one of their great recruiting and motivating tools. But theres no need to worry because there is already a better compensation choice, restricted stock options.? Motivation Through Restricted Stock Issuing restricted stock is a better motivating tool than granting stock options for two reasons. First, many employees dont understand stock options. They dont know that they have to take action in order to realize any gain. It is far easier for them to understand a vesting period on restricted stock. The second reason is that restricted stock cant become worthless like stock options. Even if the stock price falls, the restricted stock retains some intrinsic value. The math is fairly simple. A stock option grant with a strike price of $10 has no value when the stock trades at $8. Restricted stock awarded when trading at $10 is still worth $8. Meanwhile, the stock option has lost 100% of its value while the restricted stock has only lost 20% of its value. Employee Ownership Through Restricted Stock One of the advantages restricted stock has from a management perspective is that as a motivating tool it allows employees to think, and act, like owners. When a restricted stock award vests, the employee who received the restricted stock automatically becomes an owner of the company. The employee doesnt have to take any action to achieve ownership and is now entitled to vote at the annual meeting. Becoming a stakeholder also encourages employees to focus more on meeting corporate goals. Stock options, on the other hand, do little to instill a sense of ownership and are usually viewed as a high-risk gamble that has a potentially great reward. An employee may invest a couple of years helping a company grow and prosper and be compensated with stock options but their loyalty is to raise the stock price so they can cash out and make a bundle. These employees often choose actions that will raise stock price in the short term (to increase their potential gain) rather than taking the long view that ultimately helps the company grow and prosper over time. Restricted Stock Supporters The worlds biggest online merchant, Amazon, knows how to sell to its employees, as well as to the general public. Amazon.co.uk notes that all their employees are allocated ?a number of Amazon.com restricted stock units when they join. The Altria Group, Inc. also went that route when they announced they  made equity awards in shares of restricted stock rather than fixed-price stock options. Dell Computer Corp., Cendant Corp., and DaimlerChrysler AG have also moved toward restricted stock in lieu of stock options.

FlexJobs Contest What has been the professional highlight of your 2011

FlexJobs Contest What has been the professional highlight of your 2011 Contest What has been the professional highlight of your 2011 Theres only a week and a half left in 2011 and we enjoy taking stock of our year to see where weve been and where were going. With that in mind, wed love to hear from you what has been the professional highlight of your 2011? Did you have job search success? Learn a new skill? Land a bunch of interviews? Make some great contacts? Meet a leader in your field? Find a great mentor? Attend an interesting conference? Quit your horrible job to find work that you love? Finally conquer work-life balance for yourself? We want to know! The What has been the professional highlight of your 2011? contest has ended but check out our latest contest here: In the comments below, answer this question: What has been the professional highlight of your 2011? Comments are approved by a real, live, human moderator, so please be patient. You won’t see your comment right away, but we swear we’re aware of it and will approve it shortly. DEADLINE TO ENTER:  Friday, December 23rd at 12pm EST THE PRIZE: A free one-month subscription to! REQUIRED TO ENTER: Your first name, at least Your e-mail address (this will be kept private) A respectful, fun answer to this weeks question HOW WE PICK A WINNER: Winner is chosen by random drawing Youll be notified by email if you win (so make sure you leave a valid email address in the comments below!) GOOD LUCK AND THANKS FOR ENTERING!

Stop Rambling! How to Tell a Concise, Compelling Career Story in an Interview

Stop Rambling! How to Tell a Concise, Compelling Career Story in an Interview Stop Rambling! How to Tell a Concise, Compelling Career Story in an Interview When I first heard I had scored an interview with Glassdoor, I was thrilled. I wasted no time practicing for the interview , and it’s a good thing too, considering that my first few practice rounds were a wreck. There were so many different points I wanted to touch on - my previous roles, my skills, my accomplishments, my alma mater, my work style - that I blathered on and on to cover them all in the mock interviews I did with my boyfriend. Thankfully, he pointed it out before I made the same mistake in my real interview. “You’re trying to cover too much at once - what you need is to figure out your career story,” he said. “Your career story - the story of how you got to be where you are today, why you want to work for the company and why you’re perfect for the job,” he explained. Intrigued by this suggestion, I spent the next few hours crafting my career story. The next mock interview went much better, and more importantly, so did the real one. I ended up getting a job offer , and to this day I credit that largely to nailing down a solid career story. Being able to walk into the room and give my interviewers a brief synopsis of who I was and why they should be interested in me right from the get-go helped me stand out from the crowd - and it can help you too. So how exactly do you go about defining, crafting and presenting your career story? Follow this structure. If there’s one thing recruiters and hiring managers love seeing in a candidate, it’s passion. So rather than just telling them that you’re interested in your field, start your career story by telling them why you’re interested in the field, and how that interest came to be. “Include some personal details about why you chose this career path,” suggests Ronda Ansted, career consultant and founder of be the change career consulting. “For example, if a high degree of organization is required, you might mention that you color-coded your sock drawer in your youth (and helped your family do the same), which led you to realize that keeping everyone organized as a project manager would be a perfect fit for you.” To paraphrase the late great Maya Angelou, people will forget what you said, but they’ll never forget how you made them feel. If you can emotionally connect to a recruiter or hiring manager through a funny, cute or heartwarming story about how you became involved in the field, you’ll be that much more memorable. After sharing how you first became interested in the field, it’s time to talk about your relevant experience. “You should cover your goals, accomplishments and transitions for each of your roles,” says Joseph Liu , Career Consultant & Host of the Career Relaunch Podcast. “This allows an interviewer to do three things: 1) understand how you perceive your career trajectory, 2) lay the foundation for high-quality follow-up questions and 3) assess your communication skills and ability to provide structure to an otherwise open-ended question.” But be careful - you don’t want to just regurgitate what’s on your resume. “Often, people take a ‘bottom-up’ approach, where they simply give a chronological play-by-play of their entire career history. This typically doesn’t provide the interviewer with meaningful information beyond what he or she can ascertain from your resume,” Liu adds. “Instead, candidates should take a ‘top-down’ approach. This involves two steps: First, deciding what narrative you want to tell, defining the major chapters of your career. Second, pulling out the key accomplishments and roles from your career history that reinforce that narrative, which feeds into one’s verbal career story.” For added color, explain “your transitions and motivations along the way,” Liu says. “Ideally, you also want to build a logical career narrative that’s culminated in this moment when this next role is the perfect one for you.” Now that you’ve explained how you became interested in the field and what your background is, tie that back to why you’re interested in this particular position and how you could benefit the company. Before you launch into these topics, though, “do some self-reflection and career research” first, Ansted says. “You need clarity -  clarity about what kind of job you want and clarity about what the employer is looking for… If you know what they find valuable and important, focus on that.” Once you’ve done your homework and are ready to explain what drew you to the opportunity, Helen Godfrey, career coach and founder of The Authentic Path , suggests using the following questions to help you shape your responses: Then, talk about what makes you uniquely qualified for the position. “Know your strengths that match what the employer is looking for,” and “give relevant examples of how you used your strengths in a professional setting,” Ansted advises. “You are showing the employer that you can do the job by using specific examples that address their needs,” Godfrey adds. “What do they want in an employee? How are you a fit? What experience are you bringing to the table?” Finally, wrap up your career story with “one sentence to sum up why you are perfect for the job,” Ansted suggests. With all of that in mind, here’s a rough approximation of the career story I crafted for my interview with Glassdoor: From my childhood years spent scribbling down three-paragraph fairy tales in my blanket fort to an intensive but incredibly gratifying creative writing program in college, I’ve always been a storyteller at heart. So when it came time to look for a job, there was no doubt in my mind that writing and storytelling had to play a key role in my career. I did a couple of internships that helped me hone my marketing skills - one in a Technical Writing role where I worked with internal stakeholders to produce engaging instructional videos and presentations for our company-wide intranet site, and a Hispanic Marketing role where I created a data-driven creative marketing plan, which resulted in an increase in market share from #3 to #2 in my assigned region. For my first full-time position, though, I wanted to get closer to my storytelling roots, so I accepted a position as a content writer at a creative communications agency. In my current role, I’m tasked with strategizing, executing and optimizing social media, blog post, case study and byline programs. I get to work with Global 500 companies, place stories in top-tier publications and ultimately generate interest in my clients and elevate their reputations, but I’m often torn between too many different goals. Instead, I want to concentrate all of my efforts behind one company whose mission I really believe in. If chosen to be the Staff Writer/Content Marketer at Glassdoor, however, I know I’d be able to strike a balance between producing engaging, creative, high-quality content and working towards something truly meaningful - helping people find jobs and companies they love. What’s more, I’ll have a lot to offer my team and the company as a whole, including relevant experience, a proven track record of success, an eagerness to collaborate and an unyielding passion for the written word. Of course, what was right for me may not be what’s right for you, so craft your own narrative in whichever way best suits you. When you’ve gotten your career story to the place you want it to be, congrats - the hard part is over! Now, all you have to do is practice it until it becomes second nature. “Rehearse this response until you have it memorized. This allows you to deliver it with confidence and convey that you’ve invested ample time preparing for the interview,” Liu says. “Some candidates are worried about sounding over-rehearsed or robotic. The reality is that you will be a bit nervous, so even the most well-rehearsed response doesn’t sound overly robotic in the moment. In the worst case scenario, the interview will simply think you’ve invested a lot of time preparing, which isn’t a bad thing.” Most of all, make sure that your passion and enthusiasm shines through. “If you want to truly tell a great story, above all, YOU must believe in it,” says career coach Carlota Zimmerman . “And remember that the men and women who changed our world weren’t born as heroes with amazing stories - they earned them.”

10 Interview Questions to Answer If You Want to Be an HR Manager

10 Interview Questions to Answer If You Want to Be an HR Manager 10 Interview Questions to Answer If You Want to Be an HR Manager So you’ve been in HR for a few years now, and you’re eager  to move to the next level. It’s no wonder -  with 10,000+ jobs available and a median salary of over $86,000 , HR Manager is a highly desirable position (enough to have cracked the top five of our 2018   Best Jobs in America  list). But of course, before you can enjoy the perks that come with the position,  you need to actually get the job. As an HR expert yourself, you already know that the best way to do that is to brush up on your interview skills. It’s always a good idea to prepare for the most common interview questions - but if you want to really wow the hiring team, you’ll need to go a step further and research interview questions that specifically speak to the role you’re applying for. Check out these common interview questions for HR Managers that we’ve rounded up - as well as tips on how to answer them. Many people lean towards one management style in particular, and it’s perfectly fine to share that. But remember that as you move to a new company with a new culture and people to boot, what’s worked for you in the past won’t necessarily be the right choice. As one interview candidate notes, “ one has to adjust to each individual, and also adjust to the team as [a whole].” Describing your own personal management style while also indicating an openness to flexibility is key here. Increasingly, HR isn’t just about administering benefits or settling employee disputes - it’s about driving business results through effective people management. To wow your interviewer(s), discuss the core initiatives you’d implement at the prospective company, how you would measure success and how the initiatives would  impact the bottom line. Everyone has parts of their job they aren’t crazy about. However, it’s important to avoid coming across as overly negative or unwilling. If you don’t like recruiting for example, you shouldn’t say “I hate recruiting” and leave it at that. Instead, you might want to say something more along the lines of “Recruiting isn’t my passion, but I know what an important role it plays to a company’s success so I don’t mind taking it on as one of my responsibilities.” This question is important on a couple of fronts: For one, it allows you to describe what you personally need in order to do your job successfully, which is important in determining whether or not the company you’re interviewing with is the right fit. In addition, though, it’s also a good starting point for you to talk about how you would shape the workplace and company culture if given the job. In the HR field, you often have to make tough calls. One of those, unfortunately, is job eliminations, whether through layoffs or firing. That probably shouldn’t be the first move you make (a performance improvement plan , for example, can be just what you need to bring an underperforming employee up to snuff). But when that doesn’t work out, or an employee does something particularly egregious, there comes a point when you need to let an employee go for the good of the company - and it’s important to communicate to your potential employer that you understand that. This question is frequently asked in interviews regardless of the role, but as a soon-to-be HR Manager, it’s especially important to demonstrate effective conflict resolution . Nail this question by describing the specific action you took to overcome a difficult situation, how you showed level-headedness and what the results were. Establishing and enforcing policies and processes is a key component of HR, but that doesn’t mean they should be set in stone. In answering this question, you’ll want to talk about how and why deviating from the norm was the right decision, and how that impacted policies moving forward. It’s not always easy to stand up for the right thing, but if you’re in HR, it’s expected of you. You can’t answer this question simply by commenting on unethical practices that you’ve witnessed - you need to talk about a time when you saw something going wrong and took concrete action against it. If you don’t have a relevant, first-hand experience to share, make sure to brainstorm a hypothetical scenario beforehand and think of how you would remedy the situation. This is another good opportunity for you to show off the ideas you have for the company you’re interviewing with. Ask questions that demonstrate an understanding of the type of candidates they need and their current pain points. If the company strives to become more data-driven, for example, you may want to ask what experience the candidate has with reporting and analytics. Still drawing blanks? Try asking one of these oddball questions for a response recruiters won’t soon forget - just make sure to justify why you think it’s valuable! If you’ve been in HR long enough, you likely have your own thoughts on where the industry is heading. However, it never hurts to show that you keep up with the latest industry research and findings. Cite information from your favorite  HR newsletters, trade magazines or conferences. A few trends that are supposed to be particularly important in 2018: artificial intelligence, transparency and lateral movements,   says Glassdoor Chief Economist Dr. Andrew Chamberlain .

What is Actually Going on with Simple Resume Format Pdf

What is Actually Going on with Simple Resume Format Pdf Diagrams are extremely frequently utilized to explain reasoning processes. You may also have a description about your present project. Most resume templates may be used to apply for numerous kinds of jobs. In an Internship Resume, an individual must pen down all of the training and techniques which were given to the candidate. Though the nursing field demands specific technical abilities, employers search for different abilities, called soft skills-the type of skills that make you a superb employee. Personal achievement ought to be highlighted in detail. Also add any extra schooling or certifications received, especially in case you've attained skills which will help you become successful at work. Together with mentioning the work type, if you're going to give a tiny description of your work in the cv then it's going to be best too. As an issue of fact, on an average, the majority of the recruiters do not start looking for at least 6 seconds at a resume. It's quite tricky for a fresher to have a job, so probably everything is dependent on the particular's resume. In some places, the work market for nurses can be very tough. Job hunting should always be achieved in a sensible way. Overview of somebody's qualification is also recommended to put your very best foot forward right at the start of the resume. Whenever you are asking for work, it's mandatory that you submit a resume. If you are just about to apply to get a civilian job following your military career, your job objective should perfectly align with the particular civilian job and designation you're applying for. As the year passes, you merely have to add and modify the info. Typically, your latest job should take up the largest space on the webpage. Your on-line portfolio on portals like behance wherever your employer could see your works along with appreciations will offer you an advantage. There are lots of approaches to compose a resume. Don't attempt to cram things in to spaces that are too tiny. In any event, it's as simple as one two three. Eager to figure out ways to improve businesses. Simple Resume Format Pdf at a Glance Using graphs, diagrams and charts can assist your reader to acquire a clearer picture of your research findings and the way they compare with different data. Our resume templates are designed utilizing an overall style to help avoid this dilemma. If you're interested in an infographic format, below are some infographic samples to check out. It is possible to always copy and paste text from a PDF if you will fill in an on-line application and send your full resume in PDF file formatting later every time a hiring manager has invited you to achieve that. Our resume builder won't bother you with any type of annoying watermarks. Our resume builder supplies you with many diverse formats that you are able to select from and your document can be produced in any format like Word or PDF. The most important drawback of this format is it can easily wind up too long. If you wish to create a simple resume format, you've got to pay attention to some important points in it. Always think about the reader requirements. The resume format sample ought to be accomplished well. Use a word doc to produce the sample CV that you are able to easily edit as and when required. Due to the use of the 2 columns, all entries are scannable and extremely obvious.

The Truth About Google Resume Builder

The Truth About Google Resume Builder It's possible to put in your work, education and techniques information and so they are searchable by your professional networks. You also have to incorporate your individual events to prevent hidden conflicts. When it has to do with your work history, begin with the latest job you had. Determine what structural hierarchy will let you make sure the perfect individuals have access to the appropriate info. Several firms are now conducting their job searches on the internet to save costs. The majority of our paper is made on the job. It is going to also work nicely for those seeking work in traditional industries. Audit your private security practices, and make certain you're protected accordingly. Templates may be used for making CV, resume as a way to apply for jobs. Calendar ID You will want the exceptional calendar identification of your own personal calendar. Consider your resume from the view of HR. For example in a provider there could be a folder specializing in HR, a folder devoted to Sales and another to Marketing. The Benefits of Google Resume Builder Inside my opinion, IT 2 was a really good movie. Chain restaurants and food businesses are spending billions to become facing my eyeballs and get me to purchase their food. The movie had a terrific mixture of horror and comedy. The very last thing you desire is for your resume to let you down when you're actually the best suited pick for the job. Now things become complicated. Its automatic-save feature makes sure that you don't lose your work. You could also keep event details private should you so desire. Just be mindful that any changes you make will be lost every single time you restart. HR will be quite so impressed with your resume they might even ask how you built it. Help different Wazers on the street through a visual reporting menu. Congratulations, you've now installed the required firmware. You should observe the next screen. The Mr. Chromebox script will add a few bios firmware that will let us boot Gallium. At the close of the page select how you want to send the file. Any moment you make an attempt to upload a huge file you'll observe the next message. Moving a file to a folder is quite straightforward, you are able to just drag it to a folder or you're able to use the menu and choose your preferred folder. People are beginning to find out what works and what doesn't. As derivative as Night Hunter sounds, in addition, it looks like it might be rather entertaining. Click Add Person and after that Save. Google is a data company which has a responsibility to its users to be certain that's the circumstance. Besides that there are plenty of google cloud services which are available to use. Utilizing readily-available apps and an easy, trusty system, you may fast forward to a paperless future at this time. Our advanced technology can help you build your resume from one of our exquisite templates in order to truly feel confident you're putting your very best foot forward as you step in the job industry. The Upside to Google Resume Builder As an example, let's say we wish to know whether the file we have just uploaded is available to us within the surroundings. You will use a limited number of operations that are extremely similar to Excel. You don't require any understanding of notebook technology, and everything you will need is a tiny python programming. Then click a timestamp in the proper panel to observe a former version of your resume. Definitions of Google Resume Builder The script doesn't monitor for events that are removed from your private calendar. You may obtain an automated email stating that the service account email isn't reachable, but nevertheless, it will do the job nevertheless. Save the script and provide it a proper name. Place the name for the customer. What You Must Know About Google Resume Builder Google resume builder is among the design ideas that you could utilize to reference your Resume. If you're unfamiliar with using Google Docs, the formatting features are easy to use. If you're new or don't understand how to utilize Google Drive we'll allow you to access the application. Google will automatically index your resume to get included in its search outcome, allowing potential employers to locate your information. Revision History The Google Docs Revision History feature is beneficial for job seekers because it enables you to find any preceding changes which have been made to your Google Docs resume. You can see the Image.

Salesperson Resume Skills - the Story

Salesperson Resume Skills - the Story Salesperson Resume Skills - the Story There's no certification for work in sales. One of the absolute most important qualifications of an effective salesperson is being in a position to recognize the requirements of each customer. If you wish to learn more about the items listed in the resume of a particular status in the area of sales, you can browse through our Sales Associate Resumes. Whether you work as a retail salesperson or manage a significant account with a global corporation, you want to comprehend your customer's needs. Employing an expert profile rather than a career objective is a remarkable method to rapidly demonstrate a possible employer why they ought to invest more time into reading the remainder of your resume. Maybe you are considering sales as an alternate career path or perhaps you're attracted by the earning potential. If you've got an entry level Car Salesman resume, it is possible to still get considered for the work provided that you've got transferable abilities and experiences. You may also pick up many of the crucial skills by yourself, through on-the-job training or even volunteer work. Salesperson Resume Skills - the Conspiracy When there's a solution or services that should be sold, they can come across a manner. For instance, if your buyer wants a trial to appraise your product but can't allocate over 30 minutes to it, give them a completely free trial. To be successful in practically any kind of sales occupation, you require the skills to convince a person to purchase your business's product. Last, you're need complex abilities, such as customer assistance, the capability to forecast the way the marketplace will change in the coming months and years, and the capability to detect target audiences and suitable pricing for your goods. Letting a possible employer know that you keep current with and are actively involved with the actual estate community is an additional indicat ion of how serious you're about the actual estate market. All sales managers must be strong leaders. Hence, it's very essential for sales employees to understand how to speak to people based on how they need to get treated for them to assure you the sales they are supposed to give to the organization. Property officers involved with the selling of genuine estate must be certified to clinic. Top Salesperson Resume Skills Choices If you wish to find the job, you've got to sell your abilities. Aside from that, you can also download our Resume Skills Examples so that you may have guides of what skills to write in your resume for the particular job position which you want to submit an application for. There are a lot of ways to learn new skills. For instance, you should incorporate any technology-related skills you've picked up. An excellent salesperson knows the way to feel what their clients feel. Customers aren't sure whether to purchase or not. A client can tell immediate ly in case you don't have confidence. Some customers are frightened to ask questions. You ought to be in a position to relate, bond and build rapport with each customer if you need to sell more cars. The above mentioned automobile salesman skills can likewise be considered personality traits or habits, but as soon as you have mastered and adjusted them for the work of selling cars your sales and commissions increase exponentially. Sure a vehicle is a must but it's still not a simple product to sell. You should listen very closely to your customer since they will explain to you how to sell them a vehicle, but if you don't listen closely you will just create another Be-Back. Read the work description like your life is dependent on it. Whether you're actively on the lookout for employment, it is a great concept to make sure your resume is up-to-date and reflective of all you've got to offer you. Implement this knowledge in actual life and you'll get a desired job. If you ought to be searching to receive a job where you aren't part of this administrative staff or whether you might ben't attempting to find work occupation, consider describing your tech skills in a manner it doesn't look just like you're an accountant trying to find a secretarial spot. The End of Salesperson Resume Skills Salespeople must embrace change and be prepared to learn new methods for doing things so as to succeed in the company landscapes of tomorrow. Forward-thinking sales teams will be seeking to employ individuals who are, maybe tech-savvy, at least tech-literate. The Advantages of Salesperson Resume Skills Critical small business thinking can help you to achieve sales objectives. Getting in a position to take initiative may be a decisive element for your employment. Possessing a passion for sales is critical. Deep understanding of buyers' psychology can specify a fantastic sales manager apart. If you would like to apply in any position in the industry of sales, you might use our samples sales resume skill templates as references in making your own exper t profile wherever your abilities and abilities will be highlighted. Utilize our cover letter sample to polish your abilities and receive the job that you want. It is possible to always discover a way to come up with your skills, work on your pitch, and find out more about the services and products you sell. After that, make certain to bring some information regarding something you do extremely well, additional complementary abilities, and any achievements or awards you've been given.