How to Translate HR Jargon and Improve Candidate Experience

How to Translate HR Jargon and Improve Candidate ExperienceCandidate experience, employer branding, internal mobility every year, a new HR buzzword hits the industry. Naturally, it takes your team a minute to get used to the phrase and what it means for your processes. Imagine what its like when a candidate comes in for a job interview and you casually drop in a bunch of HR jargon. While HR jargon is part of your daily HR life, its unfamiliar and disorienting to candidates. The problem is these words have much richer definitions than it seems at first. Just think about all the components of the phrase company culture. Theyre complicated topics and can be tough to comprehend at first. Candidates are left trying to make their best guess at what youre talking about. This leads to false assumptions and misunderstandings. HR professionals, internal recruiters, and others involved in the hiring process need to consider HR vocabulary from candidates perspectives. Heres a glossary of common words and phrases that cause confusion during the hiring processCandidate ExperienceWhen you talk about the candidate experience with job seekers, especially when asking them for feedback about your hiring process, they tend to think only of the in-person interview. They assume you want to know how they were treated when they came into the office. But as you know, the candidate experience begins long before that meeting and continues after it.If you want more insightful feedback about candidate experience, dont ask vague, open-ended questions. Instead, breakdown each part of the hiring process. Try formatting your questions in this wayDo you feel communication was sufficient during the hiring process?What specific information did you learn during the interview process you wish had been in the job description?Did you have any trouble submitting your resume and application?Company CultureOutside of the HR world, culture generally defines a nation and its citizens. The idea of an organ ization having a culture is strange to candidates since they think of culture as something youre born into. It makes them feel like they have to prove theyll fit in with your company by changing who they are.However, the point of talking about company culture isnt to make them feel like outsiders. Youre trying to show what unites employees, guides how they act and make decisions, and what they believe in. If that excites candidates, great But if it doesnt, they learn the organization isnt the right fit for them before accepting an offer. When youre talking about company culture, be aya to focus on the candidates happiness. Explain you want them to see how the company could meet a variety of their needs, not just provide a paycheck.CompanyCulture plays a big part in employees happiness. Show candidates while theyll love your organization.Click To TweetDiversity, Inclusion, and BelongingOften, candidates assume these are interchangeable terms, however, each is distinct in how it impac ts the work environment. Chances are, you provide examples of your companys diversity in your employer branding material. Do the same with how you approach inclusion and belonging.A good option is creating employee testimonial videos where each team member talks about how diversity, inclusion, or belonging applies to them at work. Then title the videos using the appropriate term. This will show candidates the differences of each and what they mean to the organization.Internal MobilityThe first time a candidate hears this phrase, it likely brings to mind ways employees move around the office. But companies with strong internal mobility programs show candidates they could have a future with the organization.Dont just mention internal mobility in passing. Go into the details of how your organization promotes from within and why you believe its essential. It also helps to talk with each candidate about the potential paths specific to them.How do you show candidates they have a future at your organization. HRClick To TweetOnboardingMany companies do not adequately approach onboarding. For those organizations and their new hires, onboarding is filling out paperwork and providing a week or two of training. Because of this, your candidates might only be expecting this level of support if hired.Discuss what true onboarding means. Explain how it would extend throughout the candidates first year of employment. Be sure to mentionExpectations and milestones for the candidate after one, three, six, nine, and 12 months.What skills theyll be learning and when.Ways the rest of the team will make them feel welcome.People AnalyticsBecause people analytics is relatively new, most people have unfair biases against it. Candidates hear analytics or data and think youre reducing employees to numbers. They worry your organization doesnt see or value team members as whole people.When talking about how your company uses people analytics, give real examples of how the information led to positive changes. Show that tracking metrics isnt only about productivity, but also about making the workplace better for employees.Show candidates that peopleanalytics arent about dehumanizing employees. They lead to positive change.Click To Tweet

The secret to understanding income inequality

The secret to understanding income inequalityThe secret to understanding income inequalityAmy Goldstein has been a staff writer for thirty years at The Washington Post, where she shared the 2002 Pulitzer Prize for national reporting. Her first book, Janesville, explores what happens to people and to the texture of a proud community when good work goes away. Walter Scheidel is Dickason Professor in the Humanities, Professor of Classics and History, and Kennedy-Grossman Fellow in Human Biology at Stanford University. His latest book, The Great Leveler, dives into how cataclysm and violence have reduced inequality throughout history. Both shortlisted finalists for the 2017 Financial Times McKinsey Business Book of the Year Award, Amy and Walter recently sat down to discuss the catastrophic events, both local and global, that drive and diminish income inequality.Amy It strikes me that you and I have both written books about changes in peoples economic standing, which boils down to writi ng about income inequality. But we did this in very different ways. I told this story through a microcosm, taking a close-up of a single community - Janesville, Wisconsin - that went through an economic trauma during a terrible recent time in our nations economy. The Great Recession ended an auto plant that had, for nearly a century, provided the best working class jobs in town.You do this over the very long run, looking at the persistent effect of violence on haves and have-elends in many places across history. What gave you the instinct that there might be some relationship between violence and wealth and income concentration?Walter A couple years ago, Thomas Piketty made a strong case that inequality in the middle of the 20th century did not go down just because of economic development and democracy, but welches really driven by the violent dislocations of the World Wars and the rise of Communism.When I read this, I wondered whether there might be a pattern all throughout histo ry. So, since I am a pre-modern historian, my plan welches to survey history across hundreds and thousands of years. And I found that the argument he had developed for the 19th and 20th centuries held true for all of recorded human history - that whenever we observe a massive compression of inequality in income and wealth, there are major shocks of violent disruption behind it.I was focused on the factors that reduce inequality, but for the last 40 years or so, especially in the U.S., we have been witnessing a steady rise in income and wealth inequality. Do you have a sense of what has driven those developments in the mora recent past?Amy Yes. I became interested in this work towards the end of the Great Recession, when there was a lot of job loss going on in this country. There was a great deal of focus on how badeanstalt the unemployment numbers were, and there wasnt much focus on what it was actually like to lose work, for yourself, your family, or the community in which you liv ed. I wanted to understand what really happens when work goes away, and I thought that focusing on one place that had lost a lot of jobs would be a good way to illustrate this.Whenever we observe a massive compression of inequality in income and wealth, there are major shocks of violent disruption behind it.I picked the community of Janesville, which had lost what was the oldest operating General Motors plant in the country. It closed down two days before Christmas of 2008, right smack in the middle of this very bad recession. My story spans five years, exploring what happened to a number of people during that span.You talk about high inequality having an extremely long pedigree. What do you mean by that?Walter Thats a really good question, because I think people often confuse inequality and poverty. If you have the same degree of inequality thousands of years ago and today, being at the bottom of the distribution back then would be a much worse fate than it is now. So it is possibl e to apply the same measures of inequality across time, but they mean very different things.Amy You make an interesting point about relative versus absolute income, wealth, and inequality. The people about whom Im writing, the auto workers who lost their jobs, had had very stable, middle-class lives. They werent wealthy, but they were making $28 an hour, which were good working-class wages in this Midwestern community. They didnt all fall into absolute poverty, but they tumbled downhill, and that was quite a shock.One of the things I learned is that falling out of the middle-class is very different from having been poor all along. When they fall into economic trouble, people who were accustomed to middle-class lives were, for the most part, reluctant to seek or accept outside help from non-profits and government programs. They really just wanted good jobs again.Walter Thats right. I think thats actually a very unusual situation in world history. Because for hundreds and thousands of years, people would take the established order, the established distribution of resources, pretty much as a given. If you were poor, your parents had been poor, so that was your outlook on life. But the situation we face now is rather unusual in that people look back at their parents generation and grandparents generation, and they observe correctly that something has been going wrong for some time. They cant hope to aspire to the same standard of living as previous generations did.Amy Thats right, at least in my microcosm. The Janesville Assembly Plant started turning out tractors in 1919, and it started making Chevys in 1923. So if you think about the number of generations of local people for whom these were the best working-class jobs, people had reason to have quite strong expectations that this work would persist, except it turned out that it vanished.You talk about what you call the four horsemen of violence. What are those horsemen, and why are they so powerful in diminishin g inequality?Falling out of the middle-class is very different from having been poor all along.Walter Ive identified four major driving forces behind great reductions in economic inequality - the mass mobilization of warfare, transformative revolution, state collapse, and severe epidemics.Those factors have been mora or less common over time, depending on what period youre looking at. The last two, state collapse and epidemics, were primarily phenomena of the more distant past, affecting the distribution of wealth in agrarian societies. Whereas the other two, like WWI, WWII, and the big Communist revolutions in Russia and China, are very much a manifestation of modernity that only occur in the 20th century.If a great plague strikes an agrarian society, there are fewer workers, the poor are less poor because they can command higher wages, and the rich are less rich. When states collapse, the entrenched elites lose power. Everybody loses in that scenario, but the rich have more to lo se, which compresses disparities in income and wealth.Whereas, in order to fight the enormous, industrial-scale World Wars, governments had to raise taxes to extremely high levels and intervene in the private sector. Capital lost value. There was inflation, physical destruction, any number of things that made the rich less rich and the poor less poor. And once you look at the Communist revolutions, its very straightforward. If you have Bolsheviks or Maoists who expropriate or kill the rich and impose a planned economy, inequality can drop to very low levels.So the mechanisms are very different, the environments are very different, but what all those historic occasions have in common is that they involve massive, violent shocks. Often millions, tens of millions of people lost their lives. These are very grim episodes of human history. But the ultimate outcome was that inequality was reduced.Amy In some way, thats the inverse of what Im looking at - one shock to a community, the clos ing of an auto plant that people thought would last forever. Over several years, I came to think of it as two Janesvilles emerging. There were people who were affected by this, and people who were not affected by this. And those who were not affected didnt always have a clear sense of what was going on among their neighbors.For instance, one person the story follows is a social worker who was the school systems liaison for homeless kids in the community. She and a social worker one town over began to notice a growing crop of homeless, unaccompanied teenagers. They started raising money to create housing for these kids, and when they first started to go out into the community to talk about this, they were met with disbelief. There were people in town who just had no sense that this was happening right in their midst.Walter Actually, one of the lessons that I took away from your book was the role of labor unions. It seems to me that what happened in Janesville was also connected to a decline in the power and the density of membership in labor unions. And that also came to the fore in my own work, when I looked at why inequality had gone down so far in the wake of WWI and WWII. It wasnt just taxation, physical destruction, inflation, or other war-related effects. It was also an explosive increase in membership in labor unions in industrialized countries, which empowered people to take charge of their lives. To gain concessions from employers, organizing themselves to make sure that lower-skilled workers would not be left behind.Those who were not affected didnt always have a clear sense of what was going on among their neighbors.That development seems to have abated, especially over the last few decades. In the United States, union membership peaked in the late 1940s, and has been sliding ever since. Thats something that I think also mattered in Janesville. Do you agree?Amy I do. In Janesville, the workers had been part of the United Auto Workers for a very long time. In fact, in what was called the General Motors Sit Down Strike of the late 1930s, which was the strike that cemented the UAW as the bargaining force for auto workers around the country, Janesville was one of the sites of that strike.So that union history is embedded in the GM workforce. It was what meant that people were earning $28 an hour, and that, for a long time, allowed people to retire after 30 years seniority with very good pensions and health benefits. The union is what propped up that middle-class life.Walter I think this takes us to one of the most pressing issues that we face right now, which is to identify policy measures that could actually make a difference. In the U.S. a wide range of policy measures are being proposed - fiscal measures, targeted taxation - to siphon off wealth from the famous one percent, hunting down wealth concealed in off-shore accounts, investing in education to make it possible for people who are hurt by globalization to improve their s ituation. Even reaching all the way to campaign finance reform, in order overcome the polarization in Congress thats also related to inequality. So there is no shortage of measures being proposed. I just wonder which, if any, would actually make a difference in a place like Janesville?Amy Well I tried to take a look at job re-training, because its one of the few economic policies that both Democrats and Republicans tend to support. They have slightly different visions of how to do it, but both conservatives and progressives think that if people lose a job, they should try to acquire skills to do a different kind of job. A lot of federal money goes into job re-training efforts for what are called dislocated workers.One of the reasons I picked Janesville was that it has a technical college in town, a small school that specializes in vocational training. I was interested in trying to figure out whether this training was doing any good, because the countys Job Center, where people were referred when they lost their work, was encouraging people to go back to school and learn to do something else. And this college really knocked itself out trying to figure out how to help these traumatized, dislocated workers.I did an analysis looking at what happened to a cohort of people who had gone back to school, versus a cohort of laid-off people who had not gone back to school. And contrary to the common wisdom, people who went back to school were not better off in terms of their pay or their likelihood of full-time work a few years afterwards. Thats not to say that job re-training has no efficacy anywhere, but I think it really depends on the climate and whether new jobs are becoming available.The union is what propped up that middle-class life.Walter I was often accused of pessimism when I brought out my book because I emphasized the forces that push inequality even higher. Those forces are mucksmuschenstill out there. Globalization is still ongoing. Theres still heavy pres sure on the kind of jobs that people lost in Janesville, theres a great deal of competition. Theres tax competition among different countries. There is ongoing progress in automation, which is going to affect jobs that have previously been protected. Theres a secular aging of the population in rich countries that is going to put pressure on the welfare state. There are very powerful forces out there that will make it rather difficult for policy measures at the national, or even regional, level to make a real difference. Do you share my pessimism, or do you think there is some hope that we can find ways of making a difference?Amy Let me answer that with two contradictory thoughts. Theres a notion that, if jobs disappear in certain places, people should simply move their lives to where there are better opportunities for work. But I found in this community that people, for the most part, dont want to leave. Its a place where people have lots of family support, and multi-generational ti es. Nearly a decade after the Janesville Assembly Plant closed down, there are people still commuting long distances to General Motors plants in other states to keep up their standard of living, and coming home every weekend or every month. Thats a lot of commitment to staying where you live. So thats one economic truism that I dont see playing out in this community.On the other hand, and this is a slightly more optimistic view, I discovered that the people of this community have a lot of resilience. When 9,000 jobs disappeared in that area in 2008 and 2009, all kinds of non-profits came together and formed coalitions to figure out how best to help people.And Ive come to think that this is partly a function of this communitys identity. Janesville is also the home of the Parker Pen Company, which was founded by a local man named George Parker in the late 19th century. And there was another local industrialist who persuaded General Motors to come to town. So I think these economic fou ndations gave the community a real sense of self-determination that has prevented it from becoming a very angry or despondent kind of place, which easily could have happened with this many jobs that have gone away.The local unemployment rate had shot up to over 13 percent in early 2009. Its now down to around four percent, but the pay is nothing like people used to earn. Its going to take years to find out whether this community can fully rebound or not.The other thing that Ive learned is that losing work is a very personal experience. About a third of the people in this one county said that they or someone in their home had lost a job during the Great Recession, or shortly afterwards. And in a survey that was part of my research, we asked them, Are you embarrassed or ashamed to have lost this job? Over half said yes.And I found that so heartbreaking, because even when people are losing their work because of broad economic forces, in a place where thousands around them are losing th e same kind of work, it still feels like a personal event.Walter There are many reasons to believe the future holds a great number of challenges - globalization, automation, aging. But at the same time, as you said, we should never underestimate human resilience peoples ability to make the best of a bad situation, to find new ways of improving their condition. And we can only hope that this is going to play a major role in the future.This conversation has been edited and condensed. To learn more, visit ft.com/bookaward and follow the conversation at BBYA17.

Taking Time Off From Your Career to Raise Kids

Taking Time Off From Your Career to Raise KidsTaking Time Off From Your Career to Raise KidsWhen I put my career on hold in 1996 to stay at home with my infant daughter, I had mixed feelings about my decision. I felt I welches doing what I needed to do, yet I felt a certain loss of identity. I had worked as a librarian and coordinator of a job information center for six years and had very strong ties to my career. Yet, my heart told me that I would bedrngnis be happy leaving my daughter every day. In addition, it made financial sense for me to stay at home. When I subtracted the cost of childcare from my take home salary I realized that what was left wouldnt really make much of a difference. In time I adjusted to my new life and enjoyed watching my daughter go from infant to toddler. However, I felt like something was missing. I felt as if my skills were weakening. I worried that by the time I decided to return to work there wouldnt be a place for me. Not to mention the fact that I w as bored - theres a lot of downtime with a small child. Many of my friends worked and I found it difficult to make new ones. I began looking for things to do while at home - not necessarily to earn money but to keep up my skills and learn new ones. In mid-1997 I became the Career Planning Guide at what was then The Mining Company. I was able to use my knowledge of career planning combined with my research skills to provide information others needed.? I also learned new and valuable things in the process - my knowledge of the Internet deepened and this, in turn, opened up new opportunities. As my daughter got closer to kindergarten, I continued to build my skills so that as she needed me less during the day, I had a career to turn to (and another transition to get through). What You Can Do The beginning of your childs life does not need to signal the end of your professional life. The choice is yours though. No one can tell you that you need to concentrate on anything more tha n raising your family. However, the thing that encouraged me to continue to develop my career while at home was something several women inadvertently taught me. While at the job information center I worked with several clients who, due to different circumstances, found it necessary to return to work. When asked what skills they had, they all responded that their skills were hopelessly out of date - they had not kept up with the current technology in their respective fields. I swore to myself then, that I would not let that happen to me. There are several things you can do to stay current. If possible, you can work part-time in your field. You can read professional journals. You can continue to network with former colleagues and remain involved with trade associations. If you would like to learn some new skills or stay on top of skills you already have, you can take continuing education courses or attend seminars. There are also many courses and tutorials available online. More F rom the Career Crossroads Series Part TwoWorking While Raising Your FamilyPart ThreeReturning to Work

Whats in a handshake A clue to whether or not youre hirable

What’s in a handshake A clue to whether or not you’re hirable What’s in a handshake A clue to whether or not you’re hirable What’s in a handshake? A two-second litmus test for your employer. He or she will be able to tell whether you’re hirable and whether you can be trusted. Studies show that employers make their hiring decisions in a blink. Your handshake is a crucial factor in that decision.Are you confident in your ability? Or are you ambivalent? Do you belong at the company? A popular adage claims the eyes are the “windows to the soul,” but actually your handshake conveys just as much about you to a potential employer. It is a quick diagnostic of your personality - an X-ray of your corporate soul.This is not mere hearsay. Since ancient times, handshakes have been a language in themselves. By extending their empty right hands, strangers could show they held no weapons and wanted to meet on peaceful, mutually beneficial terms. If hired, will you be the one who stabs your employer in the proverbial back? Of course not, your handshake says. You carry no knives; you have good intentions.Follow La dders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Your handshake is also the beginning of a connection you will have with the recipient. If you’re job hunting, hopefully, that first handshake will be the start of a long-lasting, productive rapport. What about a fist bump or a friendly wave you ask? Unless the other person greets you this way, you will smooth the way for a better working relationship if you start with the traditional handshake. Why? Because a handshake communicates more.Haptic communication, from the ancient Greek word  haptikós, is a branch of non-verbal communication that centers on the sense of touch. When you use an appropriate handshake in a business setting, you’re showing that you understand and respect the unspoken rules of the workplace. In effect, you are saying to your potential employer, “I understand where you are coming from, and I belong here too.” You are als o using the sense of touch to bolster the communication imparted by what you say and what you hear during the interview.There is an etiquette to executing the ideal shake. If you are seated, be sure to rise. Make eye contact as you walk toward the hiring manager. When you are two feet away, lock eyes briefly and extend your right hand to his or her right. Clasp his or her hand for two seconds. Squeeze once. Flash a smile. And don’t forget to say something friendly, such as “Thank you for meeting with me today. I really appreciate the chance to learn more about XYZ company.”Some handshakes to avoid:1. Limp fish:  This handshake may convey you are mealy-mouthed;2. Football crusher: This handshake shows you were an athlete in college, but not necessarily the most sensitive businessperson;3. Creepy handshakes: That show your intention may be arduous rather than professional;4. Clammy palms:  Which can often happen in a high-stress interview, but can be avoided by wiping your hands with a paper towel in the restroom right before walking into the interview;5. Germ spreaders: It’s better to forego the handshake with a quick apology if you are sniffling on the day of your interview (at least you’ll get points for consideration).If you don’t know what message your handshake transmits, ask to shake a friend’s hand and give you feedback.A warm, friendly handshake will set the mood for the rest of the interview. When leaving, don’t forget to again shake your interviewer’s hand to continue the rapport.Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including Bad Bosses, Crazy Coworkers Other Office Idiots, and 301 Smart Answers to Tough Interview Questions, named in the Top 10 list of “Best Books for HR Interview Prep.” She is a sought-after speaker and seminar presenter and a popular media source, having made over 901 appearances in broadcast, print, and online outlets. For more information, visit vickyoliver.com.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Desire to succeed should be as great as desire to help others

Desire to succeed should be as great as desire to help others Desire to succeed should be as great as desire to help others “The most accurate term for happiness … is the one Aristotle used: eudaimonia, which translates not directly to ‘happiness’ but to ‘human flourishing’.” -  Shawn AchorThe most important lesson for any new graduate, someone early on in their career or even a savvy veteran to understand is that success only works in a reciprocal manner. What that means is, our desire to succeed should truly be as great as our desire to help others reach their big goals. Once we have this purpose and vision aligned, the sky is truly the limit. The opportunities and relationships we’ve always dreamed of begin to come to light.Let’s start with the cold-hard truth: at our core, we want to succeed because we want to find happiness and satisfaction for ourselves. It’s only human to look out for our needs and focus on “our game” versus someone else’s. To a certain extent, this will take us far in life. But if you look at it on the flip-side, if we focus only on our path and our need s, we won’t get very far.For one thing, none of us make it on our own. We need the help of others to advance our careers, our personal ambitions and to find a life partner and satisfying relationships. We want to be happy. But in order for us to be both successful and happy, we have to recognize that the same people willing to help us are also looking for the exact same thing for themselves.And why wouldn’t they? Isn’t that what we’re trying to do? So how do we get people to take an interest in us - to help us achieve our big goals and purpose? We respond by taking an active interest in helping others back. We don’t just do it as an obligation or because we think it’s the right thing to do. We make an active choice to become personally invested in another individual’s success and happiness.That investment of time is always time well spent - because it has a compounding effect of interest that helps elevate us in our own pursuits.“Giving back is as good for you as i t is for those you are helping, because giving gives you purpose. When you have a purpose-driven life, you’re a happier person.” -  Goldie HawnLooking out for yourself and othersIn a constantly evolving world, we have to look out for ourselves and recognize what we need to do to preserve our self-interest. An emotionally intelligent person is interested in overall success and achievement - not just for themselves, but for their peers. Their inspired leadership and passion, combined with their optimism, drives them to want to do best for themselves AND others.Too often, we get so self-absorbed and concerned only with “WIIFM,” or - What’s in it for me? We have to be concerned about this. It’s a must, so don’t let anyone ever convince you otherwise. But in the same way that we should be focused on our self-interest, we should also maintain a spirit of desire and hope for wanting to see the people around us succeed.Not only is this a brilliant safeguard against envy and greed, it also revitalizes our passion and drives us toward achieving our next goal. It helps us gain allies and builds powerful relationships that come back to help us in a reciprocal fashion.Take a look at some of the most successful people in the world - Bill Gates, Oprah Winfrey and Warren Buffett just to name a few? What is the common thread between these three (aside from their astounding wealth!)? They’re all great philanthropists who give tremendous amounts of money (and their time) to helping causes and people that they believe in.They’re genuinely trying to leave the world a better place. Their success isn’t enough. Sure, their legacy matters to them, but their humanity enables them to want to help others succeed and find purpose in their lives.Writing in Time magazine, author Jenny Santi says,“Our passion should be the foundation for our giving. It is not how much we give, but how much love we put into giving. It’s only natural that we will care about this and not so much about that, and that’s OK. It should not be simply a matter of choosing the right thing, but also a matter of choosing what is right for us.”Help others and help yourselfHelp the people who help you. Help strangers - give without expecting anything in return. Seek out the co-workers, community members and partners that are a part of your life. Who in the world would turn down someone who genuinely and authentically wants to help them succeed? If you have a game plan for your own success, chances are you can help someone else with theirs.If you have the ability, it’s a matter of generating the desire. And sometimes, it’s best to reverse-engineer from what actual success looks like, to help us develop our game plan, which is initially fueled by our passion and desire.Take this as observed by the Greater Good Science Center at UC Berkeley:“A recent article published in The Journal of Positive Psychology by Daryl Van Tongeren and his colleagues sought to examine (how kindness and happiness help us find purpose) this relationship. In a preliminary study, the researchers asked over 400 participants to report on how frequently they engage in different altruistic behaviors (such as volunteering) and how meaningful their life feels. Participants who were more altruistic reported a greater sense of purpose and meaning in their lives.”Wouldn’t you want to have a greater sense of meaning and purpose in your life? Wouldn’t you agree that once you do, it’s that much easier to be successful? When you have clearly defined goals and purpose, you’re able to be successful and help others achieve the same success for themselves. You’ll also find that you’re most happy and well on your way to doing even bigger things than you may have imagined.Next step for successJoin my newsletter and check out my book, The Value of You on Amazon for only $3.99.This  article  first appeared on  Medium.

International Womens Day 11 female leaders in the Northeast

International Women's Day 11 female leaders in the Northeast International Women's Day 11 female leaders in the Northeast In March we wear green, make brackets and count down the days until spring can officially begin. And most importantly, on International Women’s Day, we celebrate the history and the feats of women who continue to radically challenge gender biases and disparities, unapologetically and with passion.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!One fascinating sector is female entrepreneurism, which continues to grow across all industries, ethnicities and age groups. It’s estimated 849 new businesses are started by women every single day in the United States. And over the past two decades, female-owned firms have grown by an impressive 114%. Even with this hopeful numbers, women only take home a small portion of the seed money available, regardless of the fact they’re more likely to turn a revenue than their male counterparts.To celebrate International Women’s Day and the brave and smart ladies who went out on a whim to be their own #girlboss - we’re excited to announce and present the female entrepreneurs to watch in every state (and Washington D.C.) from New York to West Virginia to Ohio to Texas to California. These powerhouses are fashion designers, master chefs, marketing leaders, philanthropic badasses - and so much more.We’ve divided our list of the 52 female leaders making moves in the United States into five geographical regions. This article will feature women from the Northeast.Get inspired - and make sure you follow-up with these women. They’re just getting started:Connecticut:  Kate Bally from Pirouette NYCFounded in 2017 in Stamford, ConnecticutWhy the company is cool: As more people become aware of the impact of their clothing that’s sourced from labor factories abroad, the quest for an ethically-made wardrobe only grows. Bally saw this opportunity when she opened her women’s apparel brand that features Italian, Japanese and Korean- fabrics created by artisans in New York City’s garment district. They are tailored to make a woman’s daily routine easier, with hidden zippers, removable tops, and other smart design features. Unlike many big-box clothing stores, the focus is on quality over quantity.Where the idea came from: Kate was an attorney and working mom when she decided she was going to create the perfect day-to-night dress. As she brainstormed, she kept coming back to her husband’s button-down shirts, which she felt were impeccably constructed, wrinkle-resistant and available in a wide range of sizes and colors. Here, the idea for Pirouette was born.How it’s growing: Though she can’t name names, Pirouette has dressed several significant TV hosts and anchors, who became ‘enamored’ with a clothing item designed to go from PTA to party or on-air to social functions.How she became successful: Going after her goal. Bally shares as the director of Labor Employment Service of Thomson Reuters Practi cal Law, she decided to follow her passion and become an entrepreneur one day. “I juggle so much with work and mom life, it felt natural for me to pace myself and find a business partner who mirrors my goals and my current career. With the right business partner, anything is possible and that’s why I am able to work in the law and fashion industries simultaneously,” she shares.What’s next: Working to create capsule collections for retailers - specifically boutiques and department stores who share their aesthetic. They also intend to launch handbags this year, too.Delaware:  Julie Kypreos from jules kFounded in 2015 in Lewes, DelawareJules KWhy the company is cool: Kypreos story is a star-studded one - quite literally. In 2016, her bags made the cut of the promotion ‘Everyone Wins’ by the marketing firm DistinctiveAssets, which creates the bags given the top 25 Academy Award nominees. This means Natalie Portman, Meryl Streep, and Jimmy Kimmel all have something from jul es k. Creating a cult following of luxury, carefully printed and USA-made bags, this brand is just starting to see it’s mega growth.Where the idea came from: Part fashion-forward and part charity, jules k tells the story of her company through Kate Spade-inspired rhymes on her site: “A little girl falls in love with anteaters. That same girl grows into a woman who loves handbags. After leaving career-making polymers to stay home with her two young children, she decided to embark on a very different path.”How it’s growing: Though numbers aren’t public, she’s been able to donate more than 10% of their inventory to various charitable organizations. And 20% of her net profits support the environment and go to protect wildlife.What’s next: She’s working with a local high school’s textile program to create her “Cape Zipper Pouch” - and all profits from the sales are returned to the program. She also has a goal to have fabric woven with thread from recycled plastic, and then use it to make handbags.Maine: Jodi Breau from Dental LaceFounded in 2017 in Cape Elizabeth, MaineYouTube.comWhy the company is cool: With the environment a forever hot topic and point of debate lately, the need for more products that get smart about waste grows. That’s where Breau’s company filled a void in the market and offered a solution. By creating a reusable and recyclable container for floss refills, she’s created a way to practice gum health and protect our soils. Even the floss itself, made of 100% Mulberry Silk, is compostable.Where the idea came from: As the story goes with many entrepreneurs, the path to founding a company was paved with surprises. When Breau was working as a librarian, she was flossing her teeth when a thought crossed herself: “Someone should make a prettier container.” Fifteen years and lots of research later, she set out to not only upgrade the style- but to embark on a journey to eliminate plastic dental floss completely. As a 99% zero-waste product, every glass container sold from this line replaces seven plastic ones.How it’s growing: In 2018, the company grew by 400%.How she became successful: Teamwork. “Dental Lace became successful through the passion to eliminate plastic by selling zero waste refillable floss. Also, from neighbors helping with product assembly to the many resources my local library has made available, it truly has been a community effort,” she shared.What’s next: Dental Lace is coming out with a new, limited edition green glass container for Earth Day.Maryland: Jaime Windon from Lyon Distilling CompanyFounded in 2012 in Saint Michaels, MarylandLyon Distilling CompanyWhy the company is cool: Craft beer is trendy sure, but so is craft liquors. Noticing the need for more intimate blends, Windon started Lyon Distilling Company before it was a viral concept. Her artisanal spirits are made from scratch, by hand, in very small batches. Through tours and tastings, they’ve introduced their county of Talbot, the Eastern Shore and Maryland to small-scale distilling.Where the idea came from: Windon wanted to bring back Maryland distilling- and complete the ‘booze trifecta’ in Saint Michaels - in a former mill with an existing winery and brewery. Because of her passion for the process and the local standard, she knew her company would celebrate manufacturing as a historically important industry. In fact, it became the first distillery in more than 40 years to revive the Maryland Rye Whiskey and produce American rum.How it’s growing: What started as an unfunded two-person startup is now a team of 12, growing organically. They’ve also expanded their on-site sales to five states (and counting), and started to create partnerships with other local eastern shore businesses, which increased production 20 times in five years.How she became successful: Relentless hard work “and hyper-commitment to quality, as well as the focused desire to always exceed the expecta tions of our customers, community, and our team,” she says.What’s next: Continued growth expansion of LYON rum into more states, and continued leading and education for their team, fellow members of the guild, other state guild connections, and most importantly the consumer and legislators, as we expand the capabilities and opportunities for Maryland spirits manufacturers.Massachusetts: Poorvi Patodia from Biena SnacksFounded in 2012 in Boston, MassachusettsWhy the company is cool: If you’ve given a second thought to your health recently, you’ve likely studied up on protein. As a key component of many trendy diets, it isn’t always easy to find a snack that’s veg-friendly but gives you the energy you need to push through a workday, a workout - or both. When plant-based protein snacks were in their infancy, Patodia launched Biena Snacks, and since then, has won awards for her roasted-chickpeas that come in savory and sweet flavors. They’re currently the number-one sell ing chickpea snack brand nationally.Where the idea came from: When Patodia was expecting in 2012, she craved chips … badly. Knowing they were unhealthy, she had to come up with an alternative solution, and thus, along with her baby, Biena Snacks was born. It was one of her favorite childhood snacks, and she developed the recipe in her own kitchen.How it’s growing: Each year, they’ve been able to launch new product lines and flavors, and have been named one of INC’s Fastest Growing Companies two years in a row. She was also called out as a ‘Rising Star’ CEO on the list. Key partnerships have diversified their offering, including one with Weight Watchers and the Girl Scouts of America. To date, they’ll available in more than 15,000 retail locations nationwide, including Public, Kroger, Whole Foods, Target, Walmart, CVS and online, at Amazon.How she became successful: By juggling. And by that, we mean as a mom of two young daughters and a CEO. She sets the bar high and en sures all of her products are high in nutrients, ingredients, and flavors. Though it’s not always easy, she pushes through and demands standards- no matter what she’s balancing at the time.What’s next: They just launched chickpea puffs!New Hampshire:  Kari DePhillips from The Content FactoryFounded in 2010 in Manchester, New HampshireWhy the company is cool: There are plenty of public relations agencies - but then there is The Content Factory. Last year, they brought in more than $25 million worth of earned media for their clients, representing a range of brands, including The Alternative Board and Fairtrade America. As a full-service digital marketing company, they offer social media, SEO, influencer and ambassador services, all in the effort to make their ‘clients (more) famous.’ In addition to these modern offerings, they also are hopping on - and promoting - the new trend of remote work.Where the idea came from: For too many years to count, DePhillips had the same g rind in her advertising gig: driving downtown, sitting at her desk for nine hours, fighting traffic to get home … and repeat. She felt as if she was working 12 hours a day for someone else’s dream, and wanted to create a company that gives people freedom. She decided to open her own agency, allowing people to work remotely from anywhere they want. Today, employees are all remote - including DePhillips.How it’s growing: When she first started The Content Factory, she did it with only $500. She used that money to hire a web designer and then supported herself by finding writing opportunities on Craigslist. Fast forward nine years later, and it’s a million-dollar agency.How she became successful: Hard work and a diverse talent pool. As one of her employees, Lindsay Wissman described her: “The woman gets more done before lunch than most people get done in a day. She’s an overachiever in every sense of the word and it makes her team work harder for her.” And that collectio n of talented professionals are all over, giving TCF a really wide range of talent so they can serve every type of client.What’s next: Workcationing.com. Though her primary residence is in NH, she remains a digital nomad. Along with a friend, she recently co-founded Workationing, based on the idea that you shouldn’t wait until retirement to travel. They spent 2017 traveling the world while continuing to earn a living. This year, they’ll grow their reach.New Jersey: Marilyn Grabowski from Atlantic InfraredFounded in 2002 in Wall Township, New JerseyWhy the company is cool: Even though construction is traditionally considered a male-dominated field, entrepreneurism was in Grabowski’s genetics. Her grandmother started her own construction company at the age of 40 - and Grabowski took it as inspiration to follow in her path. Her business, Atlantic Infra offers a permanent solution to potholes using InfraRed technology, bonding to existing asphalt with a thermo-bond. Today, they service the state of New Jersey.Where the idea came from: Using her grandmother as her mentor, Grabowski wasn’t afraid to jump into this heavily male-led industry and shake up the scene. When she saw a way to use technology to address issues around pothole repairs that would make the process more efficient and cost-effective- she knew it was an excellent business opportunity. And she was right.How it’s growing: To date, they’ve had 100% client retention. She was also given the Professional Women in Construction Award, as well as the ‘Women of Influence’ award sponsored by PNC Wealth Management, Tiffany Co. and Foss San Filippo Milne. For two years, she was also given the EY Entrepreneur of the Year in New Jersey, too.How she became successful: An incredible drive and passion. According to Grabowski that requires constant strategy, examining opportunities, knowing the competition and hiring the right people. “Creativity learned from the Pharma industry coupled with the discipline of a STEM degree have been the winning formula in knowing how to provide outstanding service. Additionally, an unwavering commitment to developing each member of the team has given us strength,” she shares.What’s next: Becoming a $50m company that blankets the entire state of the NJ, and is the leading woman-owned business in the utility industry.New York: Brynn Putnam from MIRRORFounded in 2018 in New York, NYTwitter: @BrynnPutnamWhy the company is cool: The fitness and wellness industry is an explosive space - and one that keeps evolving. The latest iteration of accessible workouts is MIRROR, the company that’s defining what it means to be a ‘home gym.’ It’s nearly-invisible and interactive, featuring live and on-demand fitness classes in a variety of workout genres. You not only receive options, personalization, and community, but the small screen adheres to your wall, not taking up any space, even if you’re in a tiny apartment in New York City, where t he company was founded.Where the idea came from: Growing up, Putnam was a professional dancer with the New York City Ballet, and later, the founder and CEO of Refine Method, a chain of boutique fitness studios. Even with a decade of experience and a passion for fitness, she found herself struggling to budget time to work out as an overlooked entrepreneur and new mom. So, as most parents do, they look for at-home solutions. All of her research had her disappointed though, since she felt she’d have to sacrifice quality for conveniences, or purchase clunky equipment. Seeing an opportunity - MIRROR was born.How it’s growing: To date, MIRROR has raised $38 million from a range of highly-regarded investors, including Spark Capital, Lerer Hippeau, First Round Capital, Primary Venture Partners, BoxGroup and Brainchild Holdings. Within a few months of their launch last year, they were in all 48 states within the continental U.S.How she became successful: Research. Since health and welln ess was not only the forefront of her personal interests but her professional ones, Putnam credits much of her success to an infinite amount of studying the space. When she was opening her chain of boutique studios, she traveled around the country to learn the lifestyle habits of professional athletes. This expertise has informed much of MIRROR’s strategy - and guided the way for an upgraded at-home workout that definitely goes a step beyond.What’s next: New features! This year, they’ll launch personal training sessions, multiplayer options to work out side-by-side with someone else, and exploring new partnerships.Pennsylvania: Shelly Fisher from One Tough BitchFounded in 2018 in Conshohocken, PennsylvaniaWhy the company is cool: Let’s just say it how it is: being a woman is sometimes a bitch. More than a clothing brand, Fisher founded the appropriately-named One Tough Bitch to recognize the unique emotional challenges women face in our cultural climate. No matter if you’ re facing illness, grief, divorce or another hurdle, their cheeky - yet ridiculously bold - products get it right. They also give back, since 10% of all royalty proceeds are donated to Give Her a Camp, which offers women’s empowerment weekends.Where the idea came from: One Tough Bitch was an idea Fisher developed when she was diagnosed with cancer for the second time. She was tired, frustrated and as she put it, ‘sucker-punched.’ Naturally, she had a very hard time and she knew that was normal, given her circumstances - and she tried not to give herself a hard time. “I think it is the first important step to get to ‘toughness.’ Let yourself be realistic and feel. It is important to allow yourself the opportunity to feel the pain and challenge of the situation. But then - drum beat - you dig into your soul, the depths of who you are, you gather your internal soldiers and you stand back up,” she continues. She gave herself a pep talk that included ‘You are One Tou gh Bitch and you will survive.’ She then had those three powerful words engraved on a necklace to remind herself - and something clicked.How it’s growing: In a year, they’ve experienced more than 50% growth.How she became successful: Well, by being one tough bitch. “Staying focused on the end game of helping people and not wavering when challenges came my way. I have always had a friendly competitor strategy that surprised other company CEOs, particularly in the medical bracelet space. I built several partnerships with competing companies that I believe strengthened all of our positions,” she shared.What’s next: She’s building the OTB community by adding additional layers of empowerment for young girls, live events and workshops, and more.Rhode Island: Danielle Anderson from Seacoast SweetsFounded in 2015 in Pawtucket, Rhode IslandWhy the company is cool: Though plenty of professionals are concerned with their waistline and seek alternatives to the desserts they love - there will always be a place for splurges. Knowing that - as the saying goes - life is too short and we should eat dessert first, Seacoast Sweets is a New England-based chocolate company that makes patties available in peppermint, peanut butter, coconut and s’mores. Female-owned and inspired, the packaging makes for an Instagram-worthy gift that also makes tummies happy.Where the idea came from: It’s a tale of two female entrepreneurs, since founder Kirstyn Pearl was inspired by her grandfather’s recipe and started making them out of her Newburyport kitchen and Bentley University dorm room. It quickly became a full-time business and she eventually opened a factory in Amesbury to increase output. She sold the company last year to Anderson, who moved production to the birthplace of American industry inside of a refurbished mill. “People just like them and want them, we’re making them as fast as we can! In our Pawtucket mill, we will be able to make them even faster,” she shared.How it’s growing: Wholesale has doubled to retailers, creating a more reliable income stream, and getting them to a cash-flow position.How she became successful: Sales and work. “If we don’t have patties to make, we need to be out selling and growing the business. On the flip-side, we get slammed all the time and end up spending long-days and weeks to get the orders out. It is feast or famine, which is tough to deal with, but exciting nonetheless. It’s tough not getting discouraged when the sales aren’t coming in, but to keep going, I think, is why we’ve made it this far,” she shared.What’s next: They’re working on automating some of the manufacturing and hiring workers. “When an efficient, automated process is in place, the margins will get very attractive and we will be able to double down on marketing and growth,” she adds.Vermont:  Sas Stewart from Stonecutter SpiritsFounded in 2013 in Middlebury, VermontTwitter: @SasLabsWhy the company is cool: Picture this: on the edge of a mountain, led by a team of inspiring women, carefully-crafted (and delicious) gin and whiskey is created and enjoyed. Though it sounds like the start of a killer movie, it’s the reality Stewart has created in rural Vermont, in a town that was established in the late 1700s. Because of its location on the edge of the Green Mountains, the weather comes from the Adirondacks, flies over the lake and lands in Middlebury. This creates an interesting dynamic of whether that’s fostered an engaging, complex and smooth liquor brand.Where the idea came from: To put it simply: Stewart wanted to create the type of spirits she actually wanted to drink. Alongside her all-lady leadership, they identified gaps in the current offerings and came up with a solution. Since many have agreed with their flavor profile, they’ve had the drive to keep going.How it’s growing: They started as a two-person company, and now have more than 20 employees. Their Single Barrel Gin won a double-gold and “best in category” at the San Francisco World Spirits Competition.How she became successful: Self-discovery. Speaking of herself and her business partner, she shared, “We have spent years asking what we most want ourselves, and then finding ways to offer the same for others. This was the genesis of our original approach to formulating our gin and whiskey recipes, and it carried forward into everything else we do: how we structure our employee benefits, the design of our physical locations, and our singular focus on immersive and engaging events as a centerpiece to the company’s outreach.”What’s next: They’re calling 2019 the year of the ‘new’ - since they are dropping new whiskey and products that have been doing their magic in barrels for ages now. They’ll also be strengthening their Vermont love, with more community programming in their Burlington tasting room and cocktail bar.- - - Click below to read more from our series celebrating female leaders in the United States:International Women’s Day: Celebrating the female leaders making moves in the SoutheastInternational Women’s Day: Celebrating the female leaders making moves in the MidwestInternational Women’s Day: Celebrating the female leaders making moves in the SouthwestInternational Women’s Day: Celebrating the female leaders making moves in the WestYou might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Stay competitive with employment benefits

Stay competitive with employment benefits Stay competitive with employment benefits Not too long ago, when employees talked about benefits, they meant two things: healthcare coverage and retirement packages. But as the business landscape has changed, so has the concept of employment benefits. Many workers continue to rank healthcare as the most valuable asset an employer can provide. But the modern workforce is seeking more than just medical coverage and a 401(k) match. These days, employees - especially younger candidates - are looking for perks that contribute to job satisfaction and work/life balance. Companies like Google have popularized the concept of beyond-the-basics benefits. But you don’t have to build game rooms and nap pods to stay competitive. You simply have to determine what your employees want most and figure out how to deliver those things. Some companies already appear to be doing a good job at offering improved benefits. Here are some tips for bolstering your employment benefits: Consider your retirement plan and scheduling options Your company probably already provides employment benefits such as a 401(k) savings account or stock grants. But it’s worthwhile to take a close look at what’s being provided; at many U.S. companies, these offerings could be better. By bolstering these programs, firms can build loyalty and keep top talent or even lure star workers away from other companies. Organizations are also scoring points with workers by providing generous paid time off and flexible scheduling. When firms allow a reasonable amount of vacation, holiday and sick leave, employees are less likely to experience the burnout that might cause them to search for another job. Moreover, options like telecommuting, half-days and flextime can make a job worth taking - and keeping. Offer the chance to make an impact Most people want to make a positive difference in their communities. When employees work for a company that gives back and provides them opportunities to volunteer with organizations they believe in, they’re able to achieve that goal. In a 2013 study by the Society for Human Resource Management, 20 percent of the employers surveyed allowed staff to engage in charitable work while on the clock. More said they plan to offer this option in the coming year. It’s an excellent way to contribute to community development and employee satisfaction simultaneously. Pay attention to specific needs Many businesses are starting to offer unorthodox job perks in an attempt to meet employee desires. It’s a good idea to explore this new area of employment benefits; the key is to determine the specific ones that attract the employees your company needs. For instance, nap pods, free snacks and lunches, and an Ultimate Frisbee team may attract youthful techies, but more experienced, higher-level professionals may prefer concierge services that help them take care of chores such as housekeeping or shopping. Conduct an internal survey or solicit informal feedback about the types of incentives that appeal most to your workers. Then, pinpoint the most sought-after employment benefits and implement those that make the most sense for your company. Ultimately, the ideal employment benefits package will be unique to your business. Don’t be afraid to think creatively. And remember, perks aren’t always costly. Something as small as letting your employees wear jeans to the office can go a long way toward improving morale and loyalty. Need some ideas when it comes to employment benefits? Check out Business Insider’s list of the best employee perks at leading companies, or comment below to tell us about the best workplace perks at your office. More on employment benefits: The Benefits of Employee Recognition and 12 Low-Cost Ways to Recognize Your TeamThe Single Most Important Element of Job Satisfaction (Hint: It's Not Money)

What to Say Instead of Sorry

What to Say Instead of “Sorry” What to Say Instead of “Sorry” About two weeks ago, Pantene launched a second video in its #ShineStrong campaign titled “Not Sorry,” encouraging women to stop apologizing all the time, especially in the workplace. While the video was met with mixed reviews (oh, the irony of a beauty company telling women to be confident- while subversively telling them they need to be well-styled, too), the message is one that we can all take back to the office: We need to stop apologizing for tiny things like moving to share an armrest or being 30 seconds late to a meeting. Think about it: How many times do you apologize for something small in the workplace? For example, when giving a presentation, do you say “sorry” when someone asks for you to clarify your last statement or when a co-worker makes a request for something as simple as going back one slide? Science backs up that women do in fact apologize more than men: A 2010 study found that women have a higher offense threshold than men, meaning that they find the same situations much more severe and worthy of apology. But a lot of times the word “sorry” gets used in place of another word; we just apologize out of habit more than out of necessity. Doing so, though, can really put your professional life at risk. Over-apologizing can lead others to doubt you or not have as much confidence in your abilities. And frankly, it doesn’t help solve a problem as much as taking action can. (For more on this, check out Jennifer Barrett’s great article, “Why Apologizing Hurts Us More Than We Know.”) So, next time you’re thinking of apologizing, pause and consider if it’s really what you need to say. If not? Try one of these alternatives to break the cycle of “sorry.” “Thank You” If someone points out a small typo in the rough draft of a presentation you put together or helps you wipe up some coffee you spilled on the conference table, a “thanks” is more in order than a “sorry.” Neither situation is dire, and showing someone you appreciate the help is better than having his or her confidence in you diminished. “Whoops” Typically, adding in a “whoops” or something similar is a nice way to take responsibility for something going wrong without needing a full-blown apology. Most little mistakes in the office are not job-threatening, so no need to apologize for every tiny error you make. “Okay” Going back to the earlier example of giving a presentation, did someone just ask you to go back a slide in a PowerPoint? There’s no reason to say, “Oh, sorry!” when he or she is simply making a request, not accusing you of anything. Remember: You did nothing wrong. So say “okay” (or say nothing at all!) and just do it. “Sorry” Sometimes an apology really is in order, like when you’ve offended a co-worker or dropped the ball on a large project. For those situations, try Jessica Taylor’s sound advice for doing it right- and moving on from the mistake. Overall, there’s typically not as much to apologize for as you think. Sorry, not sorry. Photo of sorry note courtesy of Shutterstock.

The simple resume writing hack that will transform your job search

The simple resume writing hack that will transform your job search The simple resume writing hack that will transform your job search Have you noticed how often product marketers use testimonials? It’s very rare to find a website that doesn’t include rave reviews from clients. And remember those toothpaste ads that used to claim “9 out of 10 dentists recommend this toothpaste?” Marketers do this because they know how effective testimonials can be. After all, if they tell you how great their product or service is, you might ignore them (they would say that wouldn’t they?!) The real proof comes from what other people say. I don’t know about you, but if I’m going to buy something new, I go online to read reviews. I don’t want to know what the company says â€" I want to know what customers think about it. Reference quotes on your resume do the same thing If you add positive quotes about your work to your resume, you are showing recruiters that someone else thinks highly of you. Quotes can also convey your personality and work ethic in a compelling and convincing way. Think about it: if you describe yourself as “a hardworking professional with an in-depth understanding of internet marketing,” your resume will sound like lots of others. Plus the recruiter has no way of figuring out how truthful you’re being. But look at the difference if you include this quote from your manager: Brian is always the first in the office and the last to leave. And what he doesn’t know about Internet marketing isn’t worth knowing. I have no idea how he keeps on top of so many new trends â€" I’m just glad that he does. All of a sudden, your work ethic and knowledge are brought to life. The reader can actually imagine you at work when she reads this quote. And thats the power of adding quotes to your resume. There are a few ways to find quotes to use. LinkedIn is my very favorite source because recruiters know they can trust LinkedIn testimonials. That’s because they can’t be faked and you can’t edit them yourself. If you use a quote from LinkedIn, include a link to your profile so that recruiters can check (and also hopefully see other great endorsements while they are there). You can also look for quotes on your old performance reviews. While these are not checkable, you can improve the sense of authenticity by including the name of the person who wrote the comment. I also like to look at thank you letters â€" either from co-workers or from clients. Again, stating who wrote the comment will strengthen the impact of these quotes. And finally, of course reference letters can also provide good fodder as there is often a bite-sized quote you can use. Choosing the right quotes for your resume Look for quotes that have some personality. They should sound like they were written by a real person. And keep them brief (3 sentences at most). One of my favorites was one a client provided to me. It was a quote from a reference letter and it simply said: If Sharlene Jones walks into your office looking for a job, hire her immediately. You will never regret it. How powerful is that?! Other good quotes are ones that speak directly to a specific skill or character trait that is important in your target roles. And finally, a quote from a well-known or influential person is always worth including as that person’s name will carry a weight all of its own. (One client of mine had worked as an intern for Tom Brokaw and had a reference letter from the man himself. Needless to say, we used a quote from that letter!) Where to place the quotes? This is really dependent on the resume design you choose, but ideally the quotes will be formatted slightly differently from the body text of the resume, so that they stand out and are noticeable. Here’s one example, where the quote is used in the header. Here’s another where quotes are set apart in their own separate section. Quotes on a resume really do pay off It’s important to note that not everyone will love the quotes on your resume. Some people are traditionalists and this kind of stuff doesn’t go over well with them. Don’t let their critiques bother you. Your resume will never please all of the people all of the time. Your goal is to attract the attention of some of them, and in my experience, well-chosen quotes are one of the very best ways to do this. [Would you like to save 15% on our resume writing services? Since, you’re a reader of this blog (and therefore clearly a person of impeccable taste!), just ask for a quote here and include the code BLOG123 in the ‘referral’ box.] More articles you might like: Should You Use a Resume Template Use This Simple Trick to Add Punch to Your Resume 3 Easy Ways to Disguise Resume Gaps

Glassdoor Announces Criteria for the Top CEOs in 2019

Glassdoor Announces Criteria for the Top CEOs in 2019 Glassdoor Announces Criteria for the Top CEOs in 2019 Is your Chief Executive Officer (CEO) an extraordinary leader for whom employees love to work? If so, you can help your company and CEO win a 2019 Glassdoor Employees’ Choice Award for the Top CEOs . Today, Glassdoor is excited to share the 2019 awards criteria to help employees and employers better understand what it takes to be considered. Unlike other workplace awards, there is no self-nomination process or cost involved. To win a Glassdoor Employees’ Choice Award, winners are determined based on feedback provided by those who really know a CEO best - her or his employees. If employees don’t share reviews on Glassdoor during the year-long eligibility timeframe, a CEO cannot be considered. That’s why we encourage all employees to share a review today. When providing a company review, employees are asked to share their opinion on some of the best reasons to work for their employer (pros), any downsides (cons) and are encouraged to provide advice to management. Employees are also asked to rate several factors tied to their employment experience, including sentiment around their CEO’s job performance, in addition to rating workplace attributes like senior management among others. Specifically, when rating their CEO on Glassdoor, employees are able to choose from one of three options: approve, disapprove or no opinion of the CEO. For the 2019 Employees’ Choice Awards recognizing the Top CEOs, Glassdoor will feature six distinct categories in five countries. For each category, company reviews and ratings from current and former employees will be considered between May 2, 2018 and May 1, 2019. Reviews submitted after May 1, 2019 will not be considered for the 2019 awards. While Glassdoor accepts reviews from former employees within five years of leaving a company, only reviews from former employees who have left the company in 2018 or 2019 will be considered for the Employees’ Choice Awards for Top CEOs. In addition, each list of winners is based on local-employee feedback shared on Glassdoor. For example, reviews from U.S.-based employees will be used to determine if a CEO is eligible for a U.S. list , while reviews from UK-based employees will be used to determine if a CEO is eligible for the UK list . A CEO can win a Top CEO award in multiple countries. To determine the 2019 winners, quantity, quality and consistency of reviews and ratings will be taken into account during the eligibility timeframe. The following information sheds more light on these three areas: 1. For quantity of reviews , a minimum number of ratings are required across two leadership attributes that employees can rate when submitting a company review . They include CEO job performance and senior management. If there are not enough ratings across both or either of the two leadership attributes, a CEO will not be considered. As part of the algorithm developed by the Glassdoor Economic Research team , a CEO’s job performance is mostly taken into account, along with other factors including an employer’s senior management rating. To be considered for a specific category, a CEO and employer must meet the following requirements during the eligibility timeframe: 100 Top CEOs â€" U.S. large companies : At least 100 ratings across the two leadership attributes from U.S.-based employees; At least 1,000 employees at the end of the eligibility timeframe. 50 Top CEOs â€" U.S. small & medium companies : At least 35 ratings across the two leadership attributes from U.S.-based employees; Fewer than 1,000 employees at the end of the eligibility timeframe. 50 Top CEOs â€" UK : At least 35 ratings across the two leadership attributes from UK-based employees; At least 1,000 employees at the end of the eligibility timeframe. 25 Top CEOs â€" Canada : At least 25 ratings across the two leadership attributes from Canada-based employees; At least 1,000 employees at the end of the eligibility timeframe. 10 Top CEOs â€" France : At least 20 ratings across the two leadership attributes from France-based employees; At least 1,000 employees at the end of the eligibility timeframe. 10 Top CEOs â€" Germany : At least 20 ratings across the two leadership attributes from Germany-based employees; At least 1,000 employees at the end of the eligibility timeframe. For all categories, a CEO’s employer must have at least a 3.0 overall company rating and at least a 2.5 senior management rating during the eligibility period. A CEO must also be currently in the role and featured on their employer’s profile on Glassdoor as of May 1, 2019. In cases in which there are multiple CEOs for one company, Glassdoor recognizes the CEO(s) on the employer’s Glassdoor profile as of May 1, 2019. Employee count displayed on Glassdoor as of May 1, 2019 is used to help determine category eligibility. Employers have until May 1, 2019 to update their current CEO and/or global employee count, or “size” as listed in the Overview section, on their Glassdoor profile with a Free Employer Account . In addition, the awards take into account various types of employment status including full-time, part-time, contract and freelance, however, intern company reviews are not considered. Reviews from employees at universities, multi-level marketing agencies and in the ar med forces are not considered. 2. For quality of reviews , Glassdoor’s proprietary awards algorithm takes into account what employees have to say that shows winning CEOs truly outshine the rest in the eyes of their employees. Quality reviews are those that help job seekers by offering insights and feedback into what it’s really like to work under the CEO and her/his leadership team as well as at the company itself, including what’s working well, what needs improvement and advice to senior management, which employees are asked to share when completing a company review on Glassdoor. 3. For consistency of reviews, Glassdoor’s proprietary awards algorithm also accounts for trends over time as it relates to both the quantitative and qualitative insights shared by employees. In some cases, if a CEO and/or employer’s reviews lack quality and/or consistency, it can impact results and/or eligibility. Tip: We encourage employers to check out free resources on what Top CEOs have in common to learn more. Commitment to integrity for all employers: Glassdoor is committed to the highest level of data integrity and reviews quality in determining award winners. This includes treating all CEOs and employers equally regardless of whether or not they are a customer of Glassdoor. If the Glassdoor eligibility panel suspects and/or determines official company representatives have attempted to influence employee reviews or have tampered with the process of collecting authentic, unbiased reviews, including intentional or unintentional acts that violate the Glassdoor Community Guidelines and/or Terms of Use , a CEO and/or employer may be excluded from awards consideration. Exclusion from eligibility can be triggered by such acts as, but not limited to, management attempting to leave false reviews, management coercion of employees to submit positive reviews or other activities and/or events that could damage employees’ faith in the CEO, the employer, its senior leadership and/or adversely a ffect its overall rating on Glassdoor. A best practice is to encourage employees to leave an unbiased review every 12 months.   2019 winners will be announced in June 2019.

The best tactic to negotiate salary might be too awkward for most

The best tactic to negotiate salary might be too awkward for most The best tactic to negotiate salary might be too awkward for most Psychologists often talk about the supposed benefits of  embracing discomfort. The idea is that, by leaning into feelings like anxiety and anger instead of resisting them, you’ll take away their power to consume you whole.This idea has always  held a lot of appeal for me, but I haven’t always been sure how to put it into practice.So I had a lightbulb moment towards the end of Melissa Dahl’s book “Cringeworthy,” in which she describes a very practical strategy for acknowledging your discomfort and giving it a big ol’ hug.Dahl writes specifically about embracing the inherent awkwardness during a salary negotiation. She quotes Katie Donovan, founder of the consultancy firm Equal Pay Negotiations, saying that the first step in a negotiation “is to be silent, hush up, or SHUT UP!”Donovan said that if you’re offered a starting salary that’s lower than what you know is the median salary for this position, you can say something like: “Thank you for the offer. I’m a li ttle surprised about the salary, though. Based on my research I would have expected it to be in the [X] range.”Even if the hiring manager raises her eyebrows; even if he gasps in horror, don’t backpedal, and don’t run your mouth out of nervousness.As Dahl writes, the hiring manager “might not be able to reach the number you’re asking for, but let  them  tell you that; don’t undercut yourself by saying that for them.”A top executive says she uses the awkward-silence strategy to win negotiationsAlison Green, the woman behind the popular “Ask a Manager” advice column, has said something similar. On an episode of the  Ask a Manager podcast, Green tells a confused caller to ask, “Any chance you can go up to X?” and then stop talking.Green said: “Wait for an answer. It might take them a minute, there might be a pause there. That’s totally okay. Sometimes people get really nervous when there’s a pause there and they start talking again to fill in the silence, an d then they end up undercutting themselves and kind of backtracking. Say the words and then wait.”Note that this strategy isn’t used exclusively by knock-kneed entry-level employees. It’s also used by the likes of Joanna Coles, who is the chief content officer at Hearst Magazines, and has served as editor-in-chief of both Marie Claire and Cosmopolitan magazines.On an episode of Business Insider’s podcast, “This is Success,” Coles shared with Business Insider US editor-in-chief Alyson Shontell her best strategy for  winning a negotiation: silence.“In any kind of negotiation, silence is often your best friend because you don’t want to give too much away,” Coles told Shontell. “I’m always amazed when I’m negotiating with people from the other side of the desk, how people will rattle on and not stop talking. People talk a lot when they’re nervous.”Dahl quotes Green, the Ask a Manager columnist, in “Cringeworthy,” too. “My advice is that you should embra ce it,” Green said of awkwardness at work, “and find the humor in it.”This article first appeared on Business Insider. The best tactic to negotiate salary might be too awkward for most Psychologists often talk about the supposed benefits of  embracing discomfort. The idea is that, by leaning into feelings like anxiety and anger instead of resisting them, you’ll take away their power to consume you whole.This idea has always  held a lot of appeal for me, but I haven’t always been sure how to put it into practice.So I had a lightbulb moment towards the end of Melissa Dahl’s book “Cringeworthy,” in which she describes a very practical strategy for acknowledging your discomfort and giving it a big ol’ hug.Dahl writes specifically about embracing the inherent awkwardness during a salary negotiation. She quotes Katie Donovan, founder of the consultancy firm Equal Pay Negotiations, saying that the first step in a negotiation “is to be silent, hush up, or SHUT UP!”Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Donovan said that if you’re offered a starting sal ary that’s lower than what you know is the median salary for this position, you can say something like: “Thank you for the offer. I’m a little surprised about the salary, though. Based on my research I would have expected it to be in the [X] range.”Even if the hiring manager raises her eyebrows; even if he gasps in horror, don’t backpedal, and don’t run your mouth out of nervousness.As Dahl writes, the hiring manager “might not be able to reach the number you’re asking for, but let  them  tell you that; don’t undercut yourself by saying that for them.”A top executive says she uses the awkward-silence strategy to win negotiationsAlison Green, the woman behind the popular “Ask a Manager” advice column, has said something similar. On an episode of the  Ask a Manager podcast, Green tells a confused caller to ask, “Any chance you can go up to X?” and then stop talking.Green said: “Wait for an answer. It might take them a minute, there might be a pause there. That’s totally okay. Sometimes people get really nervous when there’s a pause there and they start talking again to fill in the silence, and then they end up undercutting themselves and kind of backtracking. Say the words and then wait.”Note that this strategy isn’t used exclusively by knock-kneed entry-level employees. It’s also used by the likes of Joanna Coles, who is the chief content officer at Hearst Magazines, and has served as editor-in-chief of both Marie Claire and Cosmopolitan magazines.On an episode of Business Insider’s podcast, “This is Success,” Coles shared with Business Insider US editor-in-chief Alyson Shontell her best strategy for  winning a negotiation: silence.“In any kind of negotiation, silence is often your best friend because you don’t want to give too much away,” Coles told Shontell. “I’m always amazed when I’m negotiating with people from the other side of the desk, how people will rattle on and not stop talking. People talk a lot when they’re nervous.”Dahl quotes Green, the Ask a Manager columnist, in “Cringeworthy,” too. “My advice is that you should embrace it,” Green said of awkwardness at work, “and find the humor in it.”This article first appeared on Business Insider.

The Honest to Goodness Truth on Film Resume

The Honest to Goodness Truth on Film Resume The New Angle On Film Resume Just Released The synopsis has become the most significant part your submission package and, being such, it must be developed and sweated over and polished with precisely the same attention you devoted to the novel itself. If you prefer your resume to be noticed, the summary section is vital. You've got to tell the whole story in your synopsis. Don't send the initial few chapters and after that begin the synopsis at chapter four. Don't forget, landing the interview is the very first step to receiving the position that you truly desire! Try to remember, states Turi, you merely get one shot to produce a first impression. The incorrect one does not have any accomplishments to demonstrate. Be certain to mention anything noticeable, like a cover story. Film Crew Resume Objective Joining a Film Crew may be an exciting endeavor, but it's also one that needs a deep comprehension of numerous essential elements of film production. 1 surprising and appealing situation to put in your film resume would become your education. Our resume builder makes it simple to create a well-written resume in a couple of minutes. List your work title, dates, the name of the business and its place, and a contact name and number should you wish. Sure, do just a little name dropping if you believe it will provide help. Designing a resume should not start from scratch, you are able to take advantage of free resume templates which you can find online. All the templates may be customizable with your particular details. Typography is a significant point in regards to latest resume format for freshers. Your qualifications will just function as the baseline for the position, and several of the applicants are going to have the exact same or similar qualifications as you have. Applicants that are proficient in filmmaking software and office computer software programs will definitely have greater odds of being hired. An objective is a brief statement that clarifies your goals about the form of employment desired and the w ay in which your skills make you a nice fit. In the majority of instances, a resume objective is simply a couple of sentences long. Locate a local career center, or check online to have a career assessment test and see ways to use the results to pinpoint the very best job match for you. Most employers aren't expecting you to get extensive experience because an internship is normally the very first experience students have in their area. So your task is to highlight only your absolute best accomplishments associated with the job whilst showcasing these qualities. 1 advantage for employers to internet resumes is the substantial cost saving in contrast to traditional hiring methods. Nobody expects you to have a good deal of work yet. Fantastic luck and should you ever need help, don't hesitate to get in touch with us! Folks appreciate the tough work PA's do and you could possibly be surprised to find an offer from a person who drops by the studio! Finding a new job every year appears bad on a resume and will hurt your odds of being hired later on. Always begin with the recent work experience which you've got. My my previous work experience doesn't have anything to do with the entertainment market. Return to your list of skills and discover the skills you saw in the work ad. You will never know when you will figure out regarding the ideal position. It is possible to still have transferable experience from various other positions. Film Production Assistant Resume Sample As a film production assistant on the lookout for new employment, your resume is among the vital documents you need to pay critical attention to. See the included Internship resume for a complete example. Resumes may be used for a number of reasons, but most often they're utilized to secure new employment. They may be organized in different ways.

A Fools Handbook to Job Skills for Resumes Revealed

A Fool's Handbook to Job Skills for Resumes Revealed Your employer will have the ability to more easily discern your true skill set from such categories. If it's a job which has the possibility of advancement, the employer might want to know that you have what it requires to be a leader later on. The sorts of computer skills employers expect will vary depending upon your career or industry. Actually, there are particular jobs in which it's important to place a skill section at or close to the top of the resume. The Battle Over Job Skills for Resumes and How to Win It Soft skills are a little more vague and open to interpretation. Soft skills on the opposite hand, are not merely useful across multiple industries, but are a fantastic tool for standing out from different candidates who all possess the very same hard skills. Resumes may be used for a number of reasons, but most often they're utilized to secure new employment. Employers today still think about the resume a criti cal bit of a work candidate's file. They want to see that you have what it takes to succeed on the job. They look for jobseekers who love what they do and will keep at it until they solve the problem and get the job done. Among the biggest perks of a great deal of remote jobs is you have flexibility about when you work. Your skills are an overview of what you could do for the prospective employer if you were offered the work at this time. There are quite a few other computer skills, however, that are usually used across all industries which are important for most job applicants to know. For each past job, give the conventional information found in the majority of resumes. If you are in possession of a wide selection of technical abilities, however, your abilities might end up being precisely what gets you hired. Unlike hard abilities, this form of skill is difficult to quantify. If you're not certain which skills that you want to share, consider your prior experiences. If you don't have any one of these skills, it may be time for you to acquire a couple. Soft abilities, on the flip side, aren't simple to quantify. They are the skills that apply to every job. In the majority of cases, your soft skills can boost your hard skills. As stated earlier, assessing soft skills is a lot more difficult. Getting the Best Job Skills for Resumes Job applicants with computer skills are highly sought-after due to the growth of technology at work. Hardware skills permit you to physically operate a computer. You might find it helpful to practice your customer service abilities. Review their About Us page and see whether your soft abilities or attributes are aligned with the corporation's core values. The Do's and Don'ts of Job Skills for Resumes Your skills section stipulates a window into how much capability you'll be able to bring to the organization. Technical skills are either something you've got or you don't, but they're always something which you're able to learn. Students will be liable for turning in all classwork and projects em ploying the Schoology site. Job Skills for Resumes Can Be Fun for Everyone A hiring manager will be searching for skills which are the absolute most relevant to the job accessible. If you're still not positive if any one of these skills are best for your situation, one quick approach to check which skills the employer is seeking is to confirm the work description. Thus when writing down your job skills take some time to strategize and find out the very best approach to organize them in your resume. Look through the work description. To aid you in getting started, have a look at the sample job descriptions below. The competitive climate of the work market has gotten to a fever pitch recently. Make certain that the specifics you include are about the job which you are working to get. An excellent editing job will take a small longerand some particular tactics intended to catch resume errors. Supply a copy of your own personal statement if you're applying for graduate school. Speak to professionals in the area If you're having a tough time determining what skills an employer might want to see, look at contacting a professional already working in the business or position very similar to the one that you're applying for. If you're interested in turning in an application for a particular job, review the post carefully and pay attention to the list of skill requirements. Although your target job may not ask that you speak with customers or give presentations, it's rare to discover a position that doesn't involv e some sort of communication on a standard basis.

Life, Death, and Caregiver Resume

Life, Death, and Caregiver Resume Caring for somebody else's child is a monumental responsibility, and one which demands a lot of trust. Likewise, jobs not directly linked to child care can nevertheless be mentioned should they help demonstrate skills or experience necessary for tasks set out in the job posting. With the demand for caregivers being so high, hiring managers could have an internal training program they can utilize to produce candidates they feel are the sort of person they are searching for, but lack specific experience. If your caregiver is likely to assume the obligation to drive mom or dad to appointments, it's naturally important to check they have a valid license, a clean driving record, and they are insured. The choice to manage family is a significant part of your own personal story and a window into your values but it doesn't have to define what happens next in your career! At precisely the same time, studies have demonstrated that the range of moms who leave the workforce to boost their kids is also on the upswing. Medical leave can appear to be a tough point to explain, but nevertheless, it may be one of the simplest employment gap issues you are ever going to confront. A health leave resume gap can happen for a range of factors. The Rise of Caregiver Resume Skills section is a critical area of the caregiver resume. Caregivers are well-known for their dedication to do the job. As a caregiver, it's also an exceptional chance to showcase your personal characteristics that are tough to express through your professional experience and abilities. You may also take a look at job openings posted on the web. Think of your previous jobs and what accomplishments you could have gaine d that fit the position. If you've only been a caregiver for a couple decades, it's okay to list work in different fields in your Experience section to prove that you've been steadily employed for the previous 15 decades or so. Irrespective of your employment preference, you will need to prepare a strong resume to find the job that you desire. A job for a caregiver may be a satisfying means to earn your earnings and to provide valuable service to people in need, that range from short-term care for people following surgery or long-term care for seniors in their homes since they strive to continue independent living. He or she has to well-trained and highly proficient in providing health care to patients. He or she is an individual who provides medical or basic care to individuals who cannot care for themselves. In addition, the kind of residents or patients you are going to be working with also has an impact on the skills desired by hiring managers. You have to be sincerely concerned for patients' well-being so as to fulfill the demands of your work. Keep in mind you don't need to disclose every detail, like the specific diagnosis or outcome for the individual you were taking care of. The job requires both strength and attention for handling the patients. New Questions About Caregiver Resume The content of your resume have to be relevant to the job that you are applying for. Keep in mind, one particular page is sufficient. Personalized resumes won't have any duplicates. Caregiver Resume: No Longer a Mystery As an Independent Contractor, it's necessary for you to look for your own customers. The ideal strategy for your resume depends upon the duration of your absence from the workforce. Care Plan Implementation and Support Caregivers working with any kind of client will play an in tegral part in that person's life. Next, as you present the work history, the very best advice would be to provide brief descriptions of the tasks and obligations at every workplace. Ideas, Formulas and Shortcuts for Caregiver Resume A job for a caregiver entails a whole lot of distinct positions. Any individual who would like to work as a caregiver needs to construct a compelling resume to make an application for an advertised job. Your caregiver ought to be in a position to plan and prepare appetizing and nutritious meals that draw the typical client. A specialist caregiver is often hired to take care of seniors in their own houses. Caregivers are people that are highly devoted to their work. They have the proper training to give the elderly the best care possible. Candidates must be certain to highlight any lengthy term patients they may have had. Moreover, the candidate trained a group of caregivers. The perfect candidate is going to be patient and friendly with excellent communication abilities. Caregiver candidates should make certain that they are highlighting the most marketable regions of their resume. Choosing Caregiver Resume Our resume builder will provide you with tips and examples on the best way to compose your resume summary. In several cases all it requires is a brief training course to secure you the fancy papers the hiring manager is trying to find. When you list your work experience, list the previous job first. You will be more inclined to land a job interview with a strong expert caregiver summary.

The Key to Successful Resume Format Google Docs

The Key to Successful Resume Format Google Docs Don't use a great deal of contact details as it can serve as an added work to the man or woman who's tasked to deliver information regarding the outcomes of your application templates. You may also share your documents with other individuals. Elements is great for the indecisive applicant. Each resume format was made to improve your odds to find the job in 2018. The 5-Minute Rule for Resume Format Google Docs Authorization letters are all really simple to produce but you also should format them accurately. PDF documents look the exact same on every computer, which means you won't have to be worried about any formatting inconsistencies. The format of a resume will truly are contingent on the individual who will produce and utilize it. There are many letter formats you may use for your cover letter, and multiple resume formats also. The Little-Known Secrets to Resume Format Google Docs Pick a template you prefer. It's quick and simple to find and use templates. Templates can allow you to structure your letter and resume so they are well organized. In any event, producing the template shouldn't be such a troublesome endeavor. The Importance of Resume Format Google Docs Creating a Google account is absolutely free and takes just a couple of seconds. Another point to think about is that Google Docs is free of charge. Google provides a resume-builder tool which you are able to utilize to create a professional resume. Google includes lots of completely free templates as a piece of Docs. These points will permit you to learn how to delete a page on Google Docs. Very similar to Google Docs, it includes collaborative features and a great interface that could tempt anyone that's searching for a switch. Revision History The Google Docs Revision History feature is beneficial for job seekers because it enables you to find any prior changes which were made to your Google Docs resume. Things You Won't Like About Resume Format Google Docs and Things You Will It's vital you comprehend the suitable format, because the correspondence should develop an exact excellent opinion on your reader. Your correspondence should signify you're critical and prepared to pay the majority of the dues whenever potential. A character reference correspondence needs to be crisp and most of all, believable. Nevertheless it might appear to be quite a common small business correspondence and ability letters have a great deal of valid implications. Creating Your Resume MS Word is the conventio nal application to make and save resumes. Others are provided by graphic design sites. Creating your resume is essential. If you're searching for a fast means to begin your resume, google docs resume templates are among the handiest solutions around. Simply click where you wish to edit, delete the dummy text and begin typing. It is very important to save your resume as a file type that your intended audience prefers. As an example, utilizing a reverse-chronological format for your acting or theatrical resume template permits you to highlight your previous performances. You're given the choice to choose the language in addition to the format. Simple resume template download is mostly meant to earn an excellent first impression in the front of the interviewer. As stated above, bear in mind that the visual look of the last PDF file may look slightly different than what you see on the monitor. You'd need to do the formatting work yourself. After that, be sure the formatting appears great regardless of what program it's opened in. A great guideline is one particular page of resume for every 10 decades of work experience, states Bock. Furthermore, you will come across plenty of instances of stunning poetry for children. Since you can see below, we've got a more compact table inside a bigger one. Developing a poorly-formatted acting resume example sends the incorrect message, hence, you need to make sure that the beginner actor resume template shows your professionalism. The Resume Format Google Docs Game Listed below are a few ideas which can help you framework an ideal suggestion letter on your family's beloved nan ny. As a result, if you're asking yourself about the sort of career alternatives together with the procedure to employ to get yourself a work there, below is some practical advice which will certainly help you. Whichever service you select, I can't overstate the worth of employing an expert job resume template. If you're making many versions of your resume or cover letter, be certain to label each one with a particular title which will help you remember which is which (including the title of the job that you're applying for).