4 Tips for Building Rapport with an Interviewer

4 Tips for Building Rapport with an Interviewer4 Tips for Building Rapport with an InterviewerHaving a well-crafted rsum is only half the battle when it comes to the job search. The other half involves the job interview, and while the ability to convey your skills to others is helpful, building a rapport with your interviewer is just as essential to getting the job.Regardless of what people may say, human emotions do play a large role in the hiring process. They have to. An applicant may have all the skills in the world but not be a good fit for the company due to a bad attitude. Candidates need to be likable, and a good way to demonstrate likability is to win over the people who may offer you the job.Here are some tips1. You can build rapport with the interviewer by asking some of the following questions at the end of the interview (for a list of questions NOT to ask, click here)Can you tell me about the company culture? What do you like about working here? - This is a good questio n, because the interviewer has the opportunity to discuss him or herself to some degree, which allows you to create a personal dialogue while also giving you real insight into what it might be like to work for the company.How will our roles intersect? - This may have already been answered at some point, but you should get some elaboration on how you might work with your interviewer. If you will be interacting regularly, its important to know not only what the interviewer personally expects from you, but whether the two of you are a good fit for one another.How can I make your job easier? - If you are going to be working directly for your interviewer, this is a good follow-up question. It shows that you are invested in making your relationship with the interviewer work (i.e. managing up) while also demonstrating your willingness to be a team player, both of which are important factors in the hiring decision.2. You should avoid making things too personal. Dont allow yourself to get lost in the interview. The interviewer is not your friend, regardless of how well the conversation is going. Sharing personal stories could come back to haunt you. Something as innocuous as talking about your children and how much you like spending time with them may suggest that you arent interested in working long hours, which may be necessary for the job at hand.3. Dont badmouth anyone. Remember, you are trying to show that you will make a positive impact on the company. Bringing negativity into the interview has the exact opposite result. Speaking negatively about former managers implies that you do not get along with authority figures who criticize you. It also suggests that in the future you might speak poorly about management to co-workers. Both of these traits will be major red flags to employers.4. Follow Up. You should always write a thank-you email to your interviewer. Its important to personalize it to demonstrate that the conversation resonated with you. And, if there i s a holiday approaching, make koranvers to wish the person well, etc. Your email should be professional with a friendly touch. Its those little things that will allow you to stand out from other applicants.Like What You Read? Sign Up for our Newsletter.Follow me on Twitter. Follow Vault on Twitter and Instagram.

Tech Careers and Tech Job Trends

Tech Careers and Tech Job TrendsTech Careers and Tech Job TrendsThe explosive job growth of the information technology industry began just about two decades ago, and it has barely slowed down since. While the dot bomb era of the late 1990s through the early 2000s did its fair share of damage, the more recent recession that started in December of 2007 and ended in June of 2009 barely even slowed it down.As interesting as it is to look at the past, however, learning about the future health of this industry is much more important to people considering an information technology job. Theres very good news on that front if you are among them, or if you already work in this field. The U.S. Bureau of Labor Statistics predicts continued above-average job growth for the technology sector over the next several years.Responsible for this growth are changing technologies and organizations adaptation of them. For example, the increased adaptation of cloud computing and cybersecurity will lead to i ncreases in employment, and a rise in other technologies including health care IT, mobile networking, and data management will also contribute to a strong outlook for the information technology field.Basic Facts About the IT IndustryAs of 2014, there were 3.9 million people working in IT occupations. This included those employed in the computer systems design and related tafelgeschirrs industry what we commonly refer to as the IT industry as well as individuals doing technology-related jobs in other fields.Employment of people working in IT occupations is expected to grow 12 percent from 2014 through 2024. 488,500 jobs will be added during this period.Traditionally, there has been a lack of diversity in this field. Women and minorities are severely underrepresented. An abundance of whites, Asians, and men work in this industry, while relatively few African Americans, Latinos, and women do, when compared with other private industries (Diversity in High Tech, U.S. Equal Employment O pportunity Commission.)Companies comprising the IT industry are entities that offer custom computer programming, computer systems design, computer facilities management, and other computer-related services. IT jobs can be found outside this industry as well. Industries that hire tech workers include information, educational services, administrative and support services, wired telecommunications, government, finance and insurance, software publishing, and management of companies and enterprises.Although there are information technology jobs around the country, the majority of opportunities are centered around certain areas. The top U.S. city for tech employment is Raleigh-Durham, North Carolina. Other places to which you can consider relocating to improve your chances of finding a tech job are Nashville, Tennessee Austin, Texas and Fort Collins, Colorado.Tech CareersIf you want to join the IT industry, you have many options.Lets first take a look at computer and information technolog y occupations. While many people in these professions work in the IT industry, many also work in other sectors. What makes these occupations appealing, in plus-rechnen to their excellent job outlook, are the potential earnings. IT professionals earned a median annual salary of $82,860 in May 2016. Compare this to the median annual wage of $37,040 for all occupations.Computer and IT occupations are technical jobs that involve doing things like implementing technology, designing computer networks, coding, and developing software and websites. The nine occupations below have excellent outlooks.Computer and Information Research ScientistComputer Network ArchitectComputer Support SpecialistComputer Systems AnalystDatabase AdministratorInformation Security AnalystNetwork and Computer Systems AdministratorSoftware DeveloperWeb DeveloperThe U.S. Bureau of Labor Statistics predicts employment growth that is either faster than, or much faster than, the average for all occupations for the peri od that began in 2014 and will end in 2024. There is no reason we shouldnt expect this trend to continue well into the future as technology continues to evolve and experts who know how to create and implement it are needed. Notably missing from this list are computer programmers, an occupation that will experience an 8 percent decline by 2024.IT professionals are employed in every industry you can think of, but they are, not surprisingly, most well represented in the information technology industry. They make up 56 percent of all workers in that industry, though. What about the other 44 percent? They are the managers, accountants, administrative workers, wholesale and manufacturing sales representatives, advertising sales representatives, customer service representatives, and other workers that businesses need to function.If you arent in a computer-oriented career, why should you consider working in the IT industry? Making this choice will allow you to enjoy the benefits that come w ith its success. Non-tech workers, like those whose work involves computers, also get to enjoy high rates of employment and pay.Top Tech EmployersIf you want a career in the information technology industry, why not set your sights high? You may have a better chance of getting a job with a smaller company, but your ultimate goal can be a job with one of the big industry players. Here are some of them.Consider first the companies with the highest revenues. These are the top tech companies in the Fortune 500AppleHewlett-Packard CompanyIBMAmazonMicrosoftGoogle(The Top Technology Companies of the Fortune 500. Fortune. 2015)Next, here is a list of the fastest growing tech companies because if youre going to have a career in a fast-growing industry like IT, why not aim for a job with a company that has an extremely promising future? The fastest growing tech companies, according to Forbes, areLinkedInAppleQlik TechnologiesathenahealthEquinixEbix(Fast Tech 25. Forbes. 2017)Tech employees da ys are typically long. Having an employer that treats its workers well can make this time pleasant. According to employees reviews, these are the best tech companies to work forFacebookGoogleWorld Wide TechnologyFast EnterprisesLinkedInAdobe(25 Best Tech Companies to Work For in 2016, According to Employees. Business Insider. December 6, 2016)How to Know If an Information Technology Career Is Right for YouIf you want to have a career in information technology, your choices are many you could pursue an IT occupation in the IT industry, an IT occupation in another industry, or a non-tech occupation in the IT industry. There should be something here for you, regardless of what career is most suitable based on your aptitudes, interests, and other personal traits.Is there anything to dislike? If a simple 9 to 5 job is what you are after, you should consider a different field. IT workers often work long hours. About 20 to 25 percent of workers in the occupations listed work more than 40 h ours a week. And depending on your specific profession, you may have to spend time on-call in case an emergency arises that only your expertise can solve.Education and TrainingHow you prepare for an IT career plays a big role in your success. As with any career, you need to acquire the hard skills that will allow you to do your job. For many occupations, this means earning a bachelors degree. You should attend a strong technical college program.In an ever-changing field like this one, you will constantly have to upgrade your skills. With those long work hours, you may have little time to do this. Taking online courses can help you keep your skills up-to-date.Certifications are quite valuable in the IT industry. They serve as proof to employers that you are qualified to perform a particular job. Usually, professional associations and software companies oversee the certification process, which requires candidates to pass an exam after learning a skill, computer language, or software p rogram. Having the right credentials can make you more competitive as a job seeker or as a professional trying to advance to a better-paying and more responsible position.Which certifications should you get? Time and money will force you to narrow down your options. It is best to go after the ones that will make you most competitive in the hottest technologies. For instance, if you want to build your career in big data, you might pursue these certificationsCloudera Certified Administrator for Apache Hadoop (CCAH)Cloudera Certified Professional Data Scientist (CCP DS)Cloudera Certified Professional Data EngineerWhat Skills Do You Need?As an IT professional, you may need to have knowledge about development tools, programming languages, and operating systems. It is impossible to know everything, but a good place to start is with high-demand skills like the Unix Operating System, Linux Operating System, and Java Programming Language.Knowing a variety of programming languages can help ga rner you high earnings. Begin with the highest paying languages, including Ruby, Objective C, and Python.Getting Hired How to Find an IT JobWhen searching for an information technology job, you can use general job search websites like Indeed.com. There you will find job announcements culled from various sources, including other job listing sites and company websites. Employers also post job openings directly to Indeed. In addition, you can share your resume there so employers seeking someone with your qualifications can find you.You can also use niche sites that are specifically for employment opportunities in the IT industry. The benefit of using sites like this is that it allows you to narrow down your focus and spend your time more efficiently.Networking is essential when it comes to locating open positions. If you arent on LinkedIn, you should be. It will allow you to connect with people in your field or those who know people who are.A finely-tuned resume or curriculum vitae, wh ile it wont get you hired, will get a potential employer to notice you. Online portfolios are a must for web designers and developers who need to show off their work. If you are trying to build a freelance career, you should get ?client testimonials.While a resume or portfolio will bring you to a potential employers attention, your wertmiger zuwachs at a job interview can get you the job you desire. As with any profession, you should always prepare for a job interview and think about out how you will respond to any possible question including illegal ones.Additional SourcesComputer and Technology Occupations. The Occupational Outlook Handbook 2016-2017 (U.S. Bureau of Labor Statistics, December 17. 2015).Csorny, Lauren Careers in the growing field of information technology services Beyond the Numbers Employment Unemployment, vol. 2, no. 9 (U.S. Bureau of Labor Statistics, April 2013).Professional, Scientific, and Technical Services NAICS 54 Industries at a Glance (U.S. Bureau of L abor Statistics, 2017).

Mental Health Employee Benefits Are Good for Business

Mental Health Employee Benefits Are Good for BusinessMental Health Employee Benefits Are Good for BusinessHow does a mental health benefits package help both employees and your bottom line? Its been estimated that one in every five Americans deals with a medically diagnosed mental illness at some point in their adult life. The numbers of undiagnosed cases are probably a lot higher than that. But the impact that mental illness has on workdistributionspolitiks is felt in a very real way - from loss of productivity levels, excessive tardiness, and absenteeism, to actual loss of employees because of the often debilitating symptoms mental illness comes with. Mental Illness Costs Everyone The National Institute of Mental Health reports that major mental illness costs the U.S. at least $zweites vierkaiserjahr billion each year, just in lost earnings by sufferers. The Partnership for Workplace for Mental Health and the American Psychiatric Foundation advise that it costs companies $44 b illion in lost productivity due to untreated depression in the workforce. When mental illness is left unmanaged, it can lead to a whole host of other workplace-related risks, such as increased accidents, workers compensation claims, disability, workplace violence, and even claims of harassment and discrimination - scenarios that have become ever so transparent in todays world. It makes good business sense, then, to offer full mental health employee benefits to the workforce. Experts advise that early intervention is the key to reducing the costs and incidents of serious mental illness in employees. So too, early intervention is shown to provide the best possible outcome for those who are experiencing any kind of mental illness. When mental illness is left untreated or undiagnosed, or when employees have limited access to treatment options, they do not get well on their own - and this can all hurt the bottom line of your business in the long run. Health Care Reform and Mental He alth Protection Is the Law Under the Affordable Care Act (ACA), as of 2014, all private and individual medical plans must offer at least the minimum coverage for mental health screenings, substance use services, and preventative care. This requirement is also for medical plans purchased via state marketplaces. Additionally, group benefit plans cannot deny coverage to anyone just because they have a history of mental illness. Protections required under the Mental Health Parity and Addiction Equity Act (MHPAEA) require plan administrators to treat mental illness without restrictions, much like the approval process for approving a surgical procedure. Medicare and Medicaid also provide basic coverages for mental health wellness and substance abuse treatment. These laws help to protect mental health consumers from being discriminated against by health insurance providersand support those with limited incomes to pay for services, but there are still many stigmas to mental health that cau se some employees to deny that they need help. Even being on medication for a mental illness may be viewed as a problem by some, if the medication creates restrictions on the employees ability to perform his or her job. For example, medications that cause drowsiness preventing the use of certain equipment or driving company vehicles. Other potential barriers to getting help include missing work for therapy appointments, or taking unpaid leave to complete a 90-day substance abuse treatment program. Unless there is a good insurance plan in place to help defray the costs of quality mental health care and employers do their part to educate employees about their available benefits, many employees simply go without until they find themselves hospitalized for a major breakdown. Others may turn to self-medication in the form of illicit drugs, alcohol, and negative behaviors. In workplaces, undiagnosed and untreated mental illness shows itself in the way that individuals relate to coworkers and clients. It can tear teams and companies apart. It can cause normally wonderful employees to turn into toxic employees. For these reasons and mora, any business can benefit from providing generous group mental health benefits to its workforce. Employers who value their employees and want to demonstrate this can easily furnish mental health benefits any time of the year, whether the health insurance plan includes this care or not. Creating a Mental Health Benefit Package Here are some ideas for getting a mental health benefits program in place and making sure that people have access to the services they need to stay well. Establish an Employee Assistance Program It is a good idea to get an employee assistance program (EAP) lined up as soon as possible in your organization. This can cost pennies on the dollar for each employee, but the value is immense. EAPs provide direct access to confidential professionals who can assist employees with any area of concern that may be c ausing them distress - from work-related issues to family problems and mental illness. Employees can be directed to counseling sessions, or they may be eligible for short-term treatment facilitated by the EAP team. Learn more aboutemployee assistance programshere. Set Up a 24/7 Nurse Hotline Another choice is to contract with the health insurance vendor to establish a 24/7 nurse servicenummer for employees and their family members. This can be a way to ensure that employees always have a lifeline where they can get help when they need it the most. They can get health and medical questions answered to determine if follow-up care with a mental health care provider is warranted or if a visit to the emergency room is needed. Choose a Health Insurance Plan With Mental Health Benefits As mentioned above, the ACA requires insurance plans to offer a basic level of mental health coverage, but this can be limited somewhat. Employees who are accustomed to high deductible health plans (HDHPs) may not see the value in using their insurance to pay for counseling sessions, instead reserving their medical dollars for major hospitalizations or planned procedures. As an employer, find employee benefits that offer above-average mental health coverageand provide a health savings account to offset out-of-pocket costs when combined with HDHPs. Appoint a Contact for Managing Mental Health Communications Employees may or may not be comfortable discussing their mental health challenges with a manager, or even members of their own family. Thats why every workplace should have at least one human resource professional who is trained in intervention coaching and has established open office hours for discussing such matters in private. Oftentimes, situations can be handled through a referral to a qualified mental health provider, or by mediating any issues through the EAP. Be well-versed in the mental health benefits that are available so that the employee can get the right he lp at the right time. Set Up an Employee Discount Program With Area Providers Another very helpful and welcomed method of developing a workplace thats more supportive of employees facing mental health challenges is to work with area wellness vendors to discount their services. For example, long-term unmanaged stress can be a sign of depression, so having access to a massage therapist who can help reduce stress can be a great benefit. Proper diet and exercise are also important components of good mental health, so creating access to local fitness resources and nutrition counseling can be a great perk. Arrange for Mental Health Education and Resources Onsite Perhaps the most critical addition to any employee benefits package where it relates to mental health is access to accurate and timely information. If an employee is facing a crisis, he or she may not understand how to access medical benefits, or who to call for help. So, too, every corporate library should include plenty of educational materials in the form of self-help books, benefits information sheets, and directories of local mental health and medical providers. Management can support communication by bringing up the importance of good overall health and avoiding treating others differently because they may be dealing with a mental illness. In closing, all employee benefit programs need to be designed around the total well-being of employees, from head to toe. Employees may not display signs of mental illness outwardly, but they may miss work frequently, seem irritable, or just stop performing to their previous levels. Mental illness is a protected disability under workforce laws, so never single out an employee like this. Instead, provide access to self-service information and resources so that employees can seek out the help they need to lead full lives.

VR helps recruit teens into construction. Mentorship helps them to stay

VR helps recruit jugendliches into construction. Mentorship helps them to stayVR helps recruit teens into construction. Mentorship helps them to stayFor the job-hungry young adult, there arent that many requirements for suitable after-school employment, so long as the job works in conjunction with their current school schedule, doesnt require extensive training or education, Is not a long-term commitment, and pays a decent amount of money. An afternoon shift as a grocery store clerk checks all of ansicht boxes. So does a summer stint as a lifeguard at the neighborhood pool, or even the bi-weekly babysitting venture for a relative or family friend. These roles and industries are among those we have thought of as a good work option for a teenager who will probably go to college or pursue other opportunities once theyve punched out from their sttte for the last time.Historically, construction has not been one of these fields. But facing its own labor and workforce retention struggles, t he construction industry has started using VR technology and simulators as added enhancements in their work, as well as the benefit of using it as a recruitment tool for a younger workforce. In conjunction with VR, technologies such as 3D modeling have proven beneficial in attracting younger employees. Eagan Building Group, a company I have worked with, has used this technology to generate a virtual reality mock-up of a particular building, allowing clients to stand to experience the design and space and what it will look like as a finished product. Demonstrating this technology in front of potential new hires has generated excitement for the company and the field as a whole.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreVirtual reality equipment is proving effective in generating a desire among teens to head over to a construction site and get fitted for their own hard hat. But when it comes to retaining these eager teenage employees, construction leaders will have to take real additional steps beyond these virtual measures. They need to become trusted and dedicated mentors to younger staff.By embracing mentorship on the construction site, leaders and managers can potentially find dedicated workers who can learn the trade, take the place of retiring employees, while helping guide teens to an enriching new career.Immediate benefits of mentorship in constructionVR construction simulators have been successful partly because they tap into something that teenagers generally enjoy video games. But gaming enthusiasts will tell you that even the most state-of-the-art titles can turn redundant, and teens who do find themselves on a construction site may tire of the actual work they found so encapsulating in a virtual simulator.This is where the immediate benefits of mentorship can be felt. Mentorship from construction managers, leaders, and veteran employees can provide these y ounger workers with a sense of belonging and guidance. Operating the machinery is a new found fun at first, but the relationships and support that they gain from their coworkers are the biggest value points.Theres a part of a teenager that may be nervous climbing behind the wheel of a backhoe loader, and theres another part that will wonder just exactly what theyre going to do with their life as they head home from work every day. Mentorship can help that teen build confidence and operate the backhoe with poise, and provide them with a sense of purpose that theyre part of something bigger, even when theyre not on site.Effective mentorship goes beyond just helping someone do their job, but it can help an employee become a leader to others and take agency within their own career. The manager of a construction site probably started off just where the teenage employee stands today. That leader has the ability to inspire that teen to reach for new career heights, even if they extend beyo nd their current assignment.Using mentorship to address constructions challengesThe VR construction simulators and 3D modeling have been effective in generating interest in the field by showing just how fun and exciting it can be in the construction industry. But the technology does not elaborate on the conflicts and challenges that face construction workers and the industry at large.Mentorship still plays a helpful role in preparing younger employees to be ready for certain challenges they will face within the construction field, now and in the future. Leaders and managers can encourage younger employees to always be adopting new skills and pursuing new knowledge bases to ensure they remain competitive in their careers, both within and outside of construction.Plus, teens may be disappointed by not being allowed to operate a sites heavy machinery until they get more training. Mentors can help teens stay enthused about other aspects of construction work beyond what the simulators sho w.Sadly, construction itself is a field that has been unfairly associated with the stigma that it is apparently a job or industry that people should not want to work in, despite constructions relatively high pay options and strong job security compared to other industries. Mentors can help younger employees build a passion for construction as more than just a job encouraging them to view it as a trade where they are helping build new homes for people, new schools for children, new hospitals for the sick, and new museums and cultural centers for families and friends to enjoy.For companies that want to instill a strong sense of pride and build a culture of passion, implementing both the technology and mentoring may be the trick. Mentors have the ability to help make their teenage employees proud of what they do, instill within them with a sense of respect, and generate a continued passion for a career in the field.Mentorship in facing challenges beyond constructionFor other professio ns with workforce shortages, like nursing or retail, virtual reality may not be the best option for getting teens interested in those industries.Mentorship, though, can help younger workers in these industries brace for future challenges. As shopping trends have shifted from in-store to online, a younger employee in a department store can brace for future challenges in retail sales with the help of a mentor who has faced similar challenges in the field.Mentors also dont have to be older than the rolle they are mentoring. In nursing, younger practitioners fresh out of school can help veteran nurses learn new technological procedures or complex telehealth systems that are being introduced into the workforce.All of these industries and the professionals who work within them will face challenges. In construction, an economic downturn could bring many projects to a halt. Advancements and evolutions in technology could lead to the replacement of some tasks or entire construction jobs. But effective mentorship, where experienced professionals inspire others to meet challenges and see them through, will help these industries thrive throughout the future.Professor Brenda Bouse, adjunct professor in the Online Masters in Business Administration at Maryville University

How to Apply the Self-Improvement Movement to Your Career Success

How to Apply the Self-Improvement Movement to Your Career SuccessHow to Apply the Self-Improvement Movement to Your Career SuccessHow to Apply the Self-Improvement Movement to Your Career SuccessDaily progress in your career development is mora important than any big singular breakthrough. What you need to know. TWEETThe self-improvement genre is exploding these days. Thats good nachrichten for the masses, and its good news for everybody thinking about advancing or switching their careers.Why? You dont need to be a reader of Success magazine (or the websites career section) to know the world of self-improvement has so much to teach us about career growth. From employment searches and interview skills to goal-situation and purposeful advancement, the on-the-job applications from this industry/movement are endless and there are lessons for everyone.Goal-setting.Lets start with goals. The first thing every self-help guru will tell you is you need to know where youre going. Then you need to write it down. So, determine your current goal(s) for career success. Is it to start working for Company X? Learn a role in a certain field? Study under a specific type of professional? Increase your responsibilities (along with the chances for a promotion)? Whatever the aim, write it down, then tell at least 5 other people about it. The very acts of documenting and sharing your career goal will help to solidify your resolve to achieve it.If you want to go bigger with 3-, 5- and 10-year plans, you can try, although some experts think with todays rates of change those distant timeframes should best be left vague so you can adapt goals when the world inevitably tilts another direction. The key is to think big and long-term, then write down the steps to getting there.Job searching.Job searching is a numbers game. What do I mean? Its all about volume. Just as a salesperson obsesses over keeping their pipeline full and working all the leads, you too need to be applying for multiple j obs and talking to even more people as you network and potentially shadow role models on the job.Also like a salesperson, you cant take rejection personally because you know that some people are just not the right buyer or just arent ready to buy. Either way, you believe each rejection is getting you closer to the right job, and you appreciate the opportunity to practice your skills (e.g., skills used in the application process, interview presentation, job researching) along the way.Ultimately, looking at the job search as a numbers game means you wont dwell too long on any particular opening. It means you take your ego out of it when an employer rejects you because you know its their loss. It means you have several options going at once, always setting up the next interview, sending out the next application, or going to the next job fair. Keeping up with regular, job-search activity increases your odds and keeps yourself balanced if any one of them doesnt work out.Interviewing.The old clich practice makes perfect is well, perfect, for emphasizing how to ace job interviews. You need to sell yourself, and the best sales presentation starts with diligent preparation. By working on your sales pitch every day, you hone your interview skills the same way Jeff Olson of The Slight Edge would recommend One step at a time, consistently. Over the long haul this consistency accumulates into a critical mass of momentum, what Olson calls the edge.Even if you dont have an interview on any given day, you can still strengthen your skills by role-playing with a friend or former colleague, practicing alone in front of a mirror, or writing down and memorizing your best answers to common questions (e.g., Describe one of your weaknesses, Tell me how you responded to one of your biggest challenges, Tell me about yourself).Continuous improvement is the name of the game here.An often-forgotten part of interviewing is that it provides an opportunity for you the candidate to say no to an employer. So many of us fear rejection going into the process, thinking that the evaluation is only one-way remember, its a two-way street Rejecting the wrong company is as important as finding the right one, and theres power in holding the rejection card.In fact, when you determine a company is not the right fit for you during the preliminary hiring stages, its your obligation to reject it. You owe it to yourself. On the first date that is a job interview, you have every right to walk away afterwards with no obligation if you dont like what you see. This is also a skill Identifying the right fit for your talents and conversely, avoiding the bad fits.Purposeful advancement.What self-help coaches invariably preach is the power of being well-read. Being well-read gives you a more grounded life (and keener intelligence), which also applies directly to your career. Whether cultivating a reading habit means keeping up with industry news/opinions, world events, or trade publications, or letting your imagination roam with novels or subjects you ordinarily wouldnt encounter in your work life, the goal is to be reading frequently.A steady diet of reading broadens your perspective, gives you a more sophisticated world view, and keeps your mind sharp by allowing you to get at the heart of what matters to your employer and the people you serve. Its hard to think of a better selling point for somebody wanting to advance in their current organization or general professional role.Having great ideas and being savvy in your ability to think outside the box often starts with being a voracious reader and self-educator. Plus, the better you educate yourself by feeding your mind useful information, the more you add value to every project you undertake, group you join or meeting you attend.Take small steps, not massive leaps.To borrow again from The Slight Edge (or Darren Hardys The Compound Effect, which carries a similar message), Id argue making daily incremental progress in your career plans is way more important than any big singular breakthrough. Following this logic, you want to look to the future while gradually improving yourself every day taking one step at a time to bring you closer to your current career goal, whatever it is.Ill leave you with this An old saying tells us, The journey of a thousand miles begins with a single step.Whats your first step to career success?Need help with your resume? Take advantage of our free critique today

Find Out Whos Concerned About Receptionist Resume and Why You Should Care

Find Out Whos Concerned About Receptionist Resume and Why You Should Care Receptionist Resume for Dummies Your ad indicated that youre landseeking a hardworking and knowledgeable medical receptionist who is accustomed to assisting in the managing of a busy healthcare facility. Youve got to impress the business employers that youre the sole one who can develop into the surface of the organization. You need to demonstrate that youre able to develop into the surface of the firm. Your multitasking skills will be placed to the test if the organization receives high footfalls every single day. Just as with any other career, theres a demand for providing academic and expert history or appropriate training. Furthermore, you will want to demonstrate that youre ready for the work environment and culture. So as to stick out from the onslaught of applicants, you should detail your strengths in your healthcare receptionist cover letter, and help it become clear how your experience, educatio n, and skills make you the very best option for the employer. Thus, for your convenience, you have a superb chance to monitor the development of the assigned writer and make aya an essay will be ready in a timely method. For instance, if you are asking for a position in a health office, be certain to highlight your skills which are going to be utilized in that kind of setting like the customer support, phone or filing skills youve got. College educated receptionist trying to find a position where ability to perform basic duties effortlessly and competence with very little supervision, and to improve the smooth running of the organization is required. A receptionist is liable for the public-facing facets of a business and its organizational needs. When there is anything that has to be seen on an expected receptionists resume, its the capability to meet and relate nicely with new folks. The 5-Minute Rule for Receptionist Resume Receptionist Resume Objective Examples So she is go ing to ensure that she writes an expert summary thats intended to pique the readers interest. In legal and health care offices, for example, receptionists have close accessibility to confidential information regarding clients and patients. With interpersonal abilities, the receptionist is in a position to relate with clients effortlessly. Respect she resume examples provided, as they are proven to be effective. If you want more assistance, try out the resume builder, too. The very first senior medical assistant resume sample indicates the proper skills. Before taking the position, it was common to have a whole backlog of at least ten patients every month, whose payments werent up to date as a result of outdated insurance or copay details. A Medical Receptionist resume thats well organized, properly structured and full of relevant information will certainly get the approval of any prospective employer. Following that, you always have to list your core competencies near the obje ctive or summary. You can also see Resume Examples. The skills section should give an overview. The Professional Experience section is arguably among the most important sections. The Receptionist Resume Pitfall From time to time, just a couple of legitimate jobs or clients can repaint an expert profile. Youre also in dependency of the most recent gadgets. There was a moment, when communication options were rather limited. In case it mentions specific software expertise you have, be certain to list it near the surface of your skills section. The important thing here is to appeal to what the employer is searching for in an employee. Its also beneficial the applicant has worked in various varieties of businesses, which displays her capacity to adjust to new settings and shows she has the capability to tackle a front desk in any sort of business. Read the work description to figure out the key phrases and align your summary or objective accordingly to make it even more accepta ble for your particular job application. Since you can see in the health care receptionist resume sample, the candidate features their friendly nature and capacity to manage many tasks at the same time. So once an employer is searching for a receptionist to employ, he or she makes sure the perfect one is hired. You are going to need a good phone manner and a great cover letter, and our receptionist cover letter examples are an outstanding place to. Your name ought to be prominently displayed at the peak of the resume. Use the exact same font as you do the remainder of the document, and dont hesitate to place your name in bold type.

Do You Have a Lack of Internal Applicants for Managerial Roles

Do You Have aLack of Internal Applicantsfor Managerial Roles Do you place internal job advertisements for managerial roles within your business, hoping that many of your high-potential workers will apply? Do you find that many of them look blankly at the ad, move on, and fail to apply? Worse still, do these same workers grumble about lack of career development or even leave to take up managerial roles at other companies? If you recognize this situation, there may be an image problem or an actual problem with the middle management experience in your firm that is negatively impacting your ability to attract internal talent. Alack of of internal talent will dent your competitive edge, as studies show that internal hires perform better, cost less, and are more profitable than external hires.If youfind that staff have a genuine fear of management in your business, you cannot afford to ignore the probl em. You may be consoled by the knowledge that you are not alone in this predicamentaccording to a CareerBuilder Survey,52 percent of workers dont want to move into management and are doing just fine in their current role. This means that, at least in part, you may be caught up in a wider anti-management trend, one that potentially stems from the high-profile failures in management seen during the recent economic crisis.Nevertheless, you do need to take action to defeat this antipathy toward management if it exists in your business if you are to realize the full potential of your workforce. I have identified several strategies that can help you galvanize your workforce and re-engage topperformerswith the career ladder in your business.1. Remove the Fear of FailureDont play Chutes and Ladders. The risk of failure is a major deterrent that prevents many employees from aiming for managerial roles. High-performing employeescan move into management positions, crash and burn quickly, and find themselves tossed out without a parachute.It doesnt have to be this way. Show workers that failed managers are not ejected from the organization unceremoniously, but aretreated with respect and given the option and support to move sideways or downwards to a role in which they can be a star again. Let staff members know theres a parachute and a soft landing if the management career isnt right for them.2. Hire More Dissatisfied PeopleThe CareerBuilder survey mentioned above shows that workers who are satisfied with what they have tend not to shoot for the stars. Theres nothing wrong with that its a healthy mindset and a valid pathway to inner peace, even if it isnt staunchly capitalist. However,having too many satisfied types will harm your talent pipeline. Take a good look at the hiring process and abflug to swing the balance a little in favor of hiring more ambitious and dissatisfied candidates.3. Job Sharing and Four-Day Management RolesAnother bigreason why people dont want to manage is the perception that theyll need to sacrifice their work-life balance and start putting in 50-hour workweeks. Can you try a management job-sharing program, or build three-four day part-time management options that make it unnecessary for employees tosacrifice work-life balance when they become managers?4. Prepare Employeesfor the TransitionMany workers lack the confidence or feel they lack the competence to move into managerial roles. So, you should provide managerial training and support from the outset to encourage more candidates to apply for these positions.If you adopt these strategies in whole or in part, you should be able to increase the flow and range of internal applicants for your managerial roles.Id love to hear from people who are reluctant to move into management and why that is. Id also like to hear from managers who have been able to encourage reluctant managers to move into management roles and how they achieved that