Job Search Advice Friend Version, Tip 1

Job Search Advice Friend Version, Tip 1 Im out of town this week (Liz will take care of you if you need help, just go to the Contact form). heres a series of five things Id tell a friend if he/she just started a job search. Tip 1, Day 1: Take a breath, relax, pull yourself together. The job search is scary, and can be hard on many levels.  You might feel like the loser in your neigborhood, and people wont know how to treat you.  Youll question your value after you go through enough rejections. This is not a time to allow yourself to become demoralized. Its also not a time to vent to everyone, or even to your very closest friends and family.  This is the time to be strong, confident, and move forward with a plan.  Even when you dont believe in yourself (and there will be plenty of times for self-doubt), believe in your system that you follow in your job search. Allowing yourself to wallow in pity too long, or to communicate why everything sucks and its all just so unfair, or even have to explain to everyone why you are looking, will only sap energy from your job search.  People wont be ready to trust you with an introduction to their contacts until they know you have pulled yourself together. So focus on that. Job Search Advice Friend Version, Tip 1 Im out of town this week (Liz will take care of you if you need help, just go to the Contact form). heres a series of five things Id tell a friend if he/she just started a job search. Tip 1, Day 1: Take a breath, relax, pull yourself together. The job search is scary, and can be hard on many levels.  You might feel like the loser in your neigborhood, and people wont know how to treat you.  Youll question your value after you go through enough rejections. This is not a time to allow yourself to become demoralized. Its also not a time to vent to everyone, or even to your very closest friends and family.  This is the time to be strong, confident, and move forward with a plan.  Even when you dont believe in yourself (and there will be plenty of times for self-doubt), believe in your system that you follow in your job search. Allowing yourself to wallow in pity too long, or to communicate why everything sucks and its all just so unfair, or even have to explain to everyone why you are looking, will only sap energy from your job search.  People wont be ready to trust you with an introduction to their contacts until they know you have pulled yourself together. So focus on that.

5 Tools That Every Recruiter Needs

5 Tools That Every Recruiter Needs Recruiting can be a long slog. All of the different components of the jobs, from cold calling for new clients, postings your jobs, sourcing candidates, reading resumes and performing interviews, can take up most of your day. To reduce your administrative workload and free yourself to focus on tasks that matter most, many recruiters use technology to their full advantage. Here’s a list of five tools that every recruiter needs to speed up their workflow. 1. E-mail finders There are many tools that allow you to source emails for hiring managers and candidates alike. These tools, most of which are Chrome extensions, display all known email addresses for a person when you visit that person’s social profile. But not all of these tools are created equally. The accuracy of the results (sending an email that bounces back sucks!) and the cost per e-mail provided are the most relevant benchmarks. Therefore, when it comes to finding the best tools, make sure to consider these two metrics. ContactOut, Hiretual, Prophet and Lusha are a few options to consider. 2. Applicant tracking systems An applicant tracking system (ATS) is a tool that allows you to track the progress of an applicant as they move through your process from application to hire. However, in spite of the usefulness of this software, many recruiters don’t use one, preferring to manage their candidates in a spreadsheet. While there are a few reasons that a recruiter may forego a formal ATS, the most commonly cited is that the systems they looked at don’t have all of the functionality required. And it is true that while there is no such thing as a perfect ATS, there are a ton of great options available that can do almost everything you need. OpenCATS is a free and open source ATS that is used by thousands of recruiters. Excellent paid options include Greenhouse, PCRecruiter and Recruitee. 3. Scheduling One of the tasks that takes up way too much time for a recruiter is scheduling calls. How many times have you sent an e-mail with your availability, only to receive a response that none of the times work? The simplest way to solve this problem is a scheduling tool that integrates with your online calendar. There are many options available so make sure to find one that is easy to use (look for a dead simple user interface) and rock-solid integration with all popular calendars like Google and Outlook 365. Once it’s set up, all you need to do is link your calendar with the service and the service provides you with a link that you can email to anyone so that they can book any open times in your calendar. Calendly, ScheduleOnce and YouCanBook.me are popular options. 4. Video interviewing Video interviews should be simple in 2017 but it’s surprising how often they’re not. Asking a technophobe to install a tool with video conversation capabilities like Skype can result in an hour of banging your head against the keyboard while you politely try to walk them through what seems like an impossible task. This is where a good video interviewing tool stands out. SparkHire, Interview Stream and Odro are all options for the recruiter who wants to know that their candidate will be able to connect without any issues. 5. Data scrapers One of the most challenging parts of a recruiter’s job is sourcing candidates. Of course, there are the usual tools like LinkedIn but many top-tier candidates do not have profiles so they are essentially invisible to the amateur sourcer. That’s where a good data scraping tool comes into play. In short, a data scraper allows you to go to a site and grab a huge amount of data in a limited amount of time. How does this work in practice? Let’s say you want to hire a highly skilled JavaScript developer but you’ve tapped out your network and it doesn’t seem like anyone on LinkedIn is interested in the role. You can find a list of attendees for a JavaScript conference, scrape the data and upload it to your CRM or ATS. Boom! An instant list of qualified candidates. Check out Data Miner or Import.io to get started. Conclusion It should be clear now how valuable using software tools can be to improving your recruiting processes. Integrating technology into your workflow can be a game changer. About the author: Zack Gallinger is the founder of a website design and marketing company, Talent Hero Media, that focuses exclusively on the recruiting and staffing industry.

How Long Does It Take To Build an Online Course - Classy Career Girl

How Long Does It Take To Build an Online Course Welcome to  CCGTV! This is a daily video show where I answer your questions! Every weekday, I’ll be answering YOUR questions and I am super excited!!  Make sure you subscribe on YouTube to stay up to date. If you have a question you would like me to answer on a future episode of CCGTV, leave a comment below or email me at anna@classycareergirl.com. Question: “How long does it take to build an online course from start to finish?” â€" Veronica How Long Does It Take To Build an Online Course? Answer: 90 Days Let me start by sharing about my very first online course and how long it took me to create. My first course was a 5-week course called The Get Unstuck Bootcamp. I started telling the world in March and sent out an email. Someone purchased that course before I even created it. This is a key piece. Start selling the course before you have it all made to speed up the course creation process. It will give you the  motivation to finish the course and youll get amazing feedback from the participants as you go. Youll make a much better course because you are creating it with the participants and putting more content in it based off what their questions are. Email an invitation in advance to everyone you know and highlight that this is a brand new program. Create a ton of EXCITEMENT!! Anyone who enrolls gets 1) A “Pilot Program” discount since it is brand new 2) An early bird discount I started selling my course March and it went live in April. I conducted the course live with the participants on a webinar format. This schedule gives you a month to start getting the word out and creating the sales page. You dont have to create the content of the course until the course starts. I do recommend giving them pre-work so there is something to do when they first purchase. You want to give immediate value as soon as they purchase. Some ideas are an assessment, video, private Facebook group or worksheet. My course was 5 weeks and I added a bonus at the end. So from start to finish, plan for 90 days. Then, the most important thing you can do is to get  feedback and survey members who have gone through your online course.  Don’t quit after creating the course.  You will be improving it and improving it for years to make it the best you can be. Make sure you download your free 90-day planner to help you plan out your course launch.

Keeping Up with the Changing Engagement Needs of Employees

Keeping Up with the Changing Engagement Needs of Employees National Employee Motivation Day is taking place this month (Thursday 25 February), so how can employers get an accurate idea of how motivated their employees are, and also gauge if existing engagement practices are still meeting the needs of a changing workforce? Running for the second year, the creation of a National Employee Motivation Day, run by Argos for Business, was prompted by a 2015 survey which showed that over half of the UK’s employees regularly felt demotivated at work. The aim of the day is to help businesses to understand the power of incentivising those who matter most, the staff. At Pure we champion employee engagement because we want to help businesses create and evolve workplace cultures which attract and retain the best people. We’ve just held our latest employee engagement seminar, which included over 100 local business leaders, and one of the key themes to come out of the event was the importance of understanding the changing needs of employees and establishing what really motivates people as individuals. This is because we are moving into an era where it is increasingly common to find four different generations of people working alongside each other. By 2025, the latest generation, known as ‘Millennials’ will make up 75 per cent of the UK’s workforce. However, numerous HR surveys have shown that traditional employee engagement methods are not always as effective when it comes to motivating this particular generation. How can employers keep up with changing trends, and be ready to evolve their workplace culture if needed? Annual staff survey There is still very much a place for the annual staff survey in helping to understand employee motivation levels and to identify any areas for improvement. This message was reinforced at our employee engagement event, when guest speaker Sharron Pommells, head of operations at Virgin Management, described the results of the Virgin staff surveys as being ‘as important as balance sheets’ when it comes to gathering information on employee engagement. To ensure good participation levels, and gain honest, valuable feedback it’s important to ensure that employees don’t find the survey too predictable or irrelevant to them. Employers should also make sure that the questions are specifically tailored to capture exactly what they want to establish, in line with the organisation’s business objectives. There is external support available to help businesses if needed. For example through our Best Employers Eastern Region initiative we offer local organisations a completely free employee survey which provides feedback on the company’s culture and values, the impact this has on engagement levels, and a tailored action plan for development. ‘Pulse’ surveys The annual staff survey provides an excellent overview, but we are now seeing a growing trend for using short, ‘pulse’ surveys throughout the year. At a time when the needs of a workforce are changing quickly, a year is a long time to wait for the next staff survey results to roll round. It can put employers on the back foot when it comes to spotting any changing trends which could impact on productivity. Pulse surveys are short and very specific, and provide a quick and effective way for employers to capture immediate feedback on particular issues. They work really well as just one question with multiple choice or score ranking answers. Discover individual motivations   While there have been many studies into the different working styles and preferences of different generations, sometimes generational stereotypes can be just that, a stereotype. Don’t assume that people from certain generations will all want the same thing. It’s important to understand what motivates people as individuals. Including some considered questions within an employee survey can be a good way to track and manage the varying needs within the organisation. Ask them what they want from their professional lives. What motivates them? How do they like to communicate? Discover where they are in their lives and what their needs are at the moment. Act on results However you decide to gather staff feedback, the most important thing is to make sure that you act upon the information you gather. The worst thing employers can do is to encourage staff to express their views and not follow them up. To build a company where people want to come to work every day, employees need to feel that they have not only have a say in the business, but also that their views are acted upon. Share key findings and trends from staff surveys and provide regular updates on actions which are being taken, linking them back to the original feedback given. This transparency will help employees to feel valued and enable them to see the role they are playing in shaping and improving the organisation.

How to Write a Resume For a Construction Project Engineer

How to Write a Resume For a Construction Project EngineerIn construction, an experienced and successful construction project engineer is considered as the 'engineer of last resort'. He has the job of designing, planning, organizing, and coordinating the activities for a particular project. And in order to get the job done, he has to have some specialized training and expertise. Thus, if you want to be a good and competent engineer, you will need to take a course in a construction engineering college.It is important to know that there are many engineers who are highly skilled and qualified in their field but who may not know how to write a resume for a particular company. While this may not be an absolute problem because the resume will focus on your skills and talents, it can also be a problem. There are many ways to get around this.As you read on, you will realize that writing a resume is not that difficult when you know what to write in it. It is important to remember that while yo u are writing a resume, you should write down your skills, accomplishments, and qualifications. Doing so can help you create a professional looking and well-written resume that will also prove useful to your employer.Once you find a construction project engineer whom you are interested in working with, it is essential to ensure that he or she has the appropriate qualifications, including the required skills and abilities. In most cases, this may be something that you can determine by visiting a website of the construction engineering college.Once you have chosen the person for whom you are applying, it is important to ensure that the resume is designed properly. It is important to note that the resume should be professional in style, format, and presentation. If the resume is not professional in any way, then you might be accused of using a 'fake' resume.When you are writing a resume for a construction project engineer, it is imperative to ensure that it is comprehensive. The conten t should be extensive and filled with information. This will help to demonstrate your expertise and skills.There are several areas where your resume should cover and discuss; here are some examples: Experience, Skills, and Qualifications, Resume Highlights, Education, Experience, and Education. These are just a few of the areas that you can put in the resume and make sure that they are detailed enough.Lastly, make sure that the resume is completely informative. The goal is to get a resume that will really be useful to your employer and make sure that it conveys the professional appearance that you want to portray. All in all, it is best to practice writing a resume before you actually apply for a job.

The 3 most common objections to Bidens awesome letter - and my rebuttals - The Chief Happiness Officer Blog

The 3 most common objections to Bidens awesome letter - and my rebuttals - The Chief Happiness Officer Blog 10 days ago I posted this picture of a memo from Joe Biden to his staff, saying?that he never?wants them to miss or sacrifice important family obligations for work. The image has since gone viral. It was retweeted by tons of people?(including the amazing Sarah Silverman) and it has gained a lot of attention on LinkedIn too. The 1000s of likes/favorites show that people love?this idea and so do the many, many positive comments. Here are some examples: Having worked in the past for a company who insisted you made up the hours youve taken off for hospital appointments, dentist treatment and even funerals and bereavements, this makes me smile! A breath of fresh air. -?Lee Cashman Having just started up a new business, one of the absolute joys is finally being able to treat everyone in the business as if they genuinely matter, not just paying lip service to this. I still find it amazing that companies fail to realise that treating the team with respect and trusting them will be reciprocated massively. We have written into our contracts that everyone gets time off for school plays, sports days etc. -?Glenn Martin There is a real?longing out there for leaders?who understand?that while work is important we must?also recognize that sometimes important family events come first. This is not only humane, it is also good leadership because it makes employees happier and therefore more productive. In fact, it seems strange to me that anyone could be against it, but this being the internet, of course I got some?negative comments too. For instance, given the current political climate in the US, some comments were negative simply because Biden is a Democrat.?This one was my favorite: The man is a complete baffoon!!! You know, if you cant even spell buffoon you might just be one :) But there were three?common objections that Id like to offer my rebuttals to. 3: This is too god to be true it?must be fake! Some people just cant believe that this could?possibly be true. Some sample comments: But those that go the extra mile get the promotion. Its lip service of the politically correct. If anyone believes that memo they must not understand American work ethic. If I ever got a letter like this from an employer I would think there is a hidden agenda. This is Reverse Psychology at its best. Ill be the first to admit that this sounds unrealistic. In many workplaces, particularly in the US, there is a strong belief in the cult of overwork. And?I?have to say that Ive never actually worked for Joe Bidens office or met anyone who has so I have no way of knowing if this is true or just nice words. But what I have been able to learn from some?internet research, is that Biden is,?by all accounts,?a tremendously nice person. Heres republican senator Lindsay Graham talking?warmly about Biden. I called him after Beau died, and he basically said, Well Beau was my soul, Graham said, his voice trembling, adding that Biden gave a speech at Grahams retirement party from the Air Force Reserve and said some of the most incredibly heartfelt things that anybody could ever say to me. Hes THE nicest person Ive ever met in politics, Graham said. Hes as good a man as God has ever created. Graham added, We dont agree on much, but noted Biden has been dealt a real gut blow yet focuses on what hes got to do, not what hes lost. His heart has been ripped out but hes gonna make sure the other members of his family are well taken care of, Graham said. Hes more worried about his grandkids than anything?. He started talking about the future, the future of his family. This GQ article on Biden also notes?his friendly spirit and happy personality. Heres what happened when Biden went?to?the Italian Presidents palace: I saw him freelance a grand Joe Biden entrance into President Giorgio Napolitanos palace, teeth gleaming, arms fully outstretched, ready to hug this guy, that guy, Hey, guys! Im here! Youre here! Were beautiful! Decked out in his smooth blue suit, white pocket square?his broad smile the kind a man reserves for his bowling team. This demeanor contrasted sharply with everyone elses. Guards in shiny helmets sprouting horsehair ponytails, bedraggled White House advance team in smart skirts and solid-color pumps. A Biden entrance can make the stuffiest event intimate, for an instant human and vaguelyfunny. 2: This is easy in the government?sector By far the most common objection was that this lax attitude of letting staff take time for family is easy in government. In a real workplace, it would never work. Some sample comments: Very easy to do on govt time. Easier to write if one is not running a profit-making business, fulfilling commitments to clients. Sure what does he care. Its the people money and he never signed a paycheck in his life so its not his money. Nonsense. This is good leadership in any workplace, public or private sector. I firmly believe that if you want to give?the taxpayers?the best possible government, one that works as efficiently as humanly possible, then this is the exact right policy. 1: This is soft?- bosses must focus on?results! Some commenters lamented that this soft attitude would surely tank any workplace sentimental enough to actually let its employees take time off for important family events: Nice sentiment, but totally disconnected from current reality results. Consider it this way If you were a C-level exec running a lackluster company with many problems and then taking long lunches and letting your staff take free days whenever they had an important moment youd be out of business. What is right is the mission and getting the job done in either public or private. Showing you care is not the decisive management technique or sole pointwinning is much more of a motivation. I hope my competition reads this and adopts the policy, Ill be happy to close deals while they attend graduations. This is exactly the kind of dinosaur thinking that is so prevalent in business today and its exactly the kind of thinking that is creating a lot of stress, frustration and ultimately poor performance. I call it the cult of overwork the irrational belief?that the more hours bosses?can make people work, the better. Look, its not rocket science: Studies show that happy employees are more productive, committed, conscientious and?creative and also have lower absenteeism and turnover rates. Simply put, happy workplaces get better results.?And many bosses get that. I found an excellent blog post about Wisetech Global, an Australian IT company with a completely?different attitude to overwork: If employees work more than 40 hours a week regularly, they have to talk to their manager to redress the situation. ? WiseTech Global chief executive Richard White said the company?s approach was consistent with its core values, which state that although staff should strive for the best outcomes, ?we do not ask people to impale themselves on their work commitments?. ? ?Its not the amount of work, it?s the quality of the work,? he said. On the other hand, if youre the kind of boss who demands that employees come to work even though they have important family obligations, you demonstrate clearly that you care nothing for the well-being of your people. What happens is they become stressed and frustrated. The best employees quickly leave and find work elsewhere, where theyre treated with respect and you are left with only those employees who lack the skills or the energy to get away from you. Add to that the trail of devastation, the ruined health and the broken families that this antiquated management style also causes and I simply dont understand how these managers can live with themselves. It is bad leadership, its bad for people, its bad for business and its just plain stupid. Related posts It?s time to?end the cult of overwork. 10 things the CEO can do to create a happy workplace. Should leaders focus on results or people? The answer is yes. Why every company needs to give employees free time at work. The top 5 new rules of productivity. New research: Overwork kills both productivity and employees. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Friday Woohoo No ordinary drummer - The Chief Happiness Officer Blog

Friday Woohoo No ordinary drummer - The Chief Happiness Officer Blog Even if your band is just playing My Way in a very traditional jazzy way you can still rock out. Check this out (and skip to 1:10 for the cool bit): Wow! This is Korean drummer Kwon Soon Keun who is the subject of the documentary A Drummers Passion. Via Dunrie Greiling and Kottke. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related