How to Negotiate Salary and Benefits

How to Negotiate Salary and BenefitsHow to Negotiate Salary and Benefits3The chance to negotiate salary and benefits is one of the final steps of a successful job search. But just because it comes late in the process doesnt mean you should save thinking about it for the last minute.According to an article in Forbes, women often take the first offer theyre given rather than try to negotiate for what theyre worth- to the detriment of their career climb and future earning potential.Yet while negotiating your salary and benefits takes some time and research, it doesnt have to feel intimidating. If you follow a few smart strategies, youll be ahead of the game.Here are three tips to negotiate salary and benefits.Check the going rates.In order to know how much you should get paid for a job, you need to research the standard salary band for that particular position in your industry. verbunden websites can help you with this, like Glassdoor.com, Salary.com, and Payscale.com. Industry trade as sociations may also have useful resources that you can use to understand both salary and benefits packages.If youre working with a recruiting agency, they can help you with negotiations as well. Contacting a headhunter accomplishes two things, says Katie Donovan, founder of Equal Pay Negotiations, LLC. First, you have another perspective on the market value of the job, and second, you create another option to getting paid well than just the salary negotiation.Consider the whole package.Sometimes job candidates get stuck on the idea of wanting to hit a certain number with their salary. But while salary is a major component of your compensation, remember that your total employment package may include several other factors as well.Even if a hiring manager wont budge on salary, you can often sweeten the deal in your favor by successfully negotiating benefits like more vacation time, a flexible schedule, or other perks. GoodCalls salary negotiation guide offers a list of the benefits and perks you might want to consider, along with other helpful info.Donovan notes that flex schedules are one of the areas that may be most open for discussion with many employers. For example, if you cant negotiate the salary you want, perhaps you can work from home one day a week.Dont jump too soon.In the excitement of receiving a job offer, some candidates may rush the negotiation process, eager to close the deal. However, Tory Johnson of Women for Hire recommends that you avoid being the first one to state an exact salary figure.Johnson states If possible, try to get the employer to disclose the pay for the job before you tell your requirements. If you find this too difficult or awkward, consider providing a broad range (based on the research you did above) and say you expect a fair total pay package for the job and my unique set of skills, including. It is also fair to ask the employer what the market data says the job is worth.By preparing yourself in advance to negotiate your sa lary and benefits, you can steer your career in the right direction and get the compensation you deserveReaders, do you negotiate salary and benefits or hold back? Leave a comment and tell us

The Top 10 Human Resources Trends of the Decade

The Top 10 menschengerecht Resources Trends of the DecadeThe Top 10 Human Resources Trends of the DecadeThe top ten trends of the decade for Human Resources staff and the employees served at work were elend obvious nor were they easy to pick from the original list. Depending on your company size, your location, and the health and progress of your company and industry, the top ten Human Resources trends may have differed for you. Although the selection was a challenge, behauptung are my top ten Human Resources trends of the decade. These Human Resources trends are presented in no particular order aside from the first trend, which has swamped HR the past couple of years. Now that you have had a look at the top ten Human Resources trends Ive presented, plus several of my runner-ups, what are yours? Do you agree or disagree with the Human Resources trends selected? Its the Economy With US unemployment at 10.2%, as I write this, and extended unemployment benefits and COBRA subsidies k eeping many families afloat, this economic downturn has left no one unaffected. Even people still employed have watched as their 401(k)s and savings sunk to new lows. Almost no employees have received a raise without a promotion this past year. Normal bonuses and profit sharing have been replaced with mandatory furloughs and more work to replace that of laid-off coworkers. Mourning the loss of laid-off coworkers with feelings of guilt, anxiety, and fear has also chipped away at the employees comfort level at work. Looking over their shoulder and protecting their own job has become commonplace. No one can predict how bad the economy could become or how long the downturn will last. So, business leaders dont know whether they are managing from an economic perspective that the economy has been reset forever or a down economy that will recover. Business leaders are struggling to manage in times they have never before experienced and the employees, who may also be experiencing stressful economic trauma outside of work, are watching and concerned. Millennials Are on the March A generation of employees who were pampered and scheduled by their Baby Boomer parents have taken the workplace by storm. They bring pluses and minuses to your workplace, but come on, who ever heard of a play date before 1990? So, elend only is your workplace trying to absorb behauptung offspring of the Baby Boomer generation - and millennials bring special challenges employers are dealing with helping three generations of workers happily co-exist to serve customers as a team. The economic downturn has made the three-generation situation worst with Boomers who planned retirement, to make way for up and coming employees, unable to retire - and not happy about it. Millennials and Gen X employees are supervising Boomers and Boomers are mentoringthose who wish to learn from the leaving generation. For the employer, managing millennials is a skill that managers need to develop. The millennial q uest for work-life balance and for having a life outside of work is legend. Employers accommodate these talented young people and develop their strengths and ability to contribute, or youll lose them to an employer who will. Many of them have options. They bear no resemblance to the company man, touted as the ideal employee in earlier years. And, the workplace is changing to accommodate them. Employee Recruiting and Networking Online This decade has brought about the transformation of employee recruiting and social and media interaction and networking. When I first started writing about recruiting, the big job boards like Monster, had not been around very long. Employers have seen a transformation in how people find each other for networking and jobs this decade. From large job boards like Indeed to niche job sites, from networking on discussion lists to sites such as LinkedIn, Facebook, Twitter, and Ecademy, networking and recruiting will never be the same again. Human Resource s employees have either kept up with the new ways of interacting and communicating or they are doing their organizations a disservice. Social media networking is the new way to find employees, find jobs, get answers to questions, build a wide-spread, mutually supportive network of contacts, and keep track of colleagues and friends. Social media and online recruiting bring the employer new challenges. Developing social media and blogging policies, deciding whether to monitor employee time online and checking candidate backgrounds online, just scratch the surface of new employer challenges. But, dont let the power of this online media pass you by. Made to reservierung Employment Relationships Perhaps its the push from the millennials, and definitely, its the availability of technology that facilitates the customization, but the made to order work relationship has become a dominant force in the past decade. Teleworking or telecommuting, a rare privilege in the 1990s, has taken work places by storm. One giant computer company reports that over 55% of its employees not only telecommute, they work from home all of the time. A New York City publishing company allows telecommuting two days a week and employees can bargain for more. Teleworking is not the only component of the new made to order work arrangements. Flexible anything has become the new norm. Flexible work hours, flexible four day work weeks, flexible time off for appointments, and the most important trend of all Paid time off (PTO) allows employees to take time off when they need the time as it consolidates sick leave, personal time, and vacation time into a bank of days for employees to use. Additionally, trends such as bringing a baby or the family pet to the office also fall within this workplace flexibility. Superficially, all of these components of the made to order Human Resources employment trend offer benefits for employees. But, they offer benefits for employers, too. Employers dont need to ve rsicherungspolice employee time. They need to make work and communication more transparent and measurable so the flexibility yields results. Their employees are more motivated and engaged, and less stressed out about family and life issues because they have the time necessary to address work-life balance issues. The Big Blur Online, all the time, and availability via technology have blurred the line between work and home. Employees work at home in the evening on collaborative reports and email. They shop at work and take brief breaks by playing online games. Employees do their banking at work and their work accounting at home. Almost no one goes on vacation without their smartphone, laptop, and Kindle-like device. Employees taking PTO email colleagues with the number of their cell phone if they wont have access to email. No generation has ever been this connected, and for good and bad, some employees never stop working. This interferes with downtime, relaxing time, and work-life balance, but most employees just see it as a way of life. Employers need to make sure this degree of connectivity is not required. They must also back away from old rules about what an employee was allowed to do at work. Employers do need to heed wage and hour laws when dealing with hourly employees who must be paid for every hour they work. Indeed, this work home blurring is a nightmare for employers who must pay for overtime. So, most employers forbid hourly employees, for the most part, to work at home. This emphasizes the differences between exempt and nonexempt employees, already a distance. The Rise of Technology No Human Resources trend list would be complete without an explicit mention of the impact of technology on all aspects of the field. I have mentioned the power of technology all through these trends, but will still cite technology as a major trend. Technology has transformed the way in which Human Resources offices manage and communicate employee information and communicate with employees, in general. In a world in which identity theft is prevalent and can cost an employee countless working hours over several years to correct, safeguarding employee records is critical. Identity theft is so serious and rising that every employer needs a plan to prevent. Did words like Intranets, wikis, webinars, and blogs exist in common language ten years ago? I dont think so only the early and earliest adopters used them. Now, employees use them internally to stockpile information, work collaboratively, and share opinions and project progress. They can even work virtually and with distant teams simultaneously. They hold meetings and share visuals with teams from all over the world. Employee Training and Development Transformed This decade has seen the rise of technology-enabled opportunities for training, employee development, and training meetings and seminars. Podcasts, teleseminars, online learning, screen capture and recording software, and webina rs provide employee development opportunities. Additionally, during this decade, as the technology-enabled delivery options expanded, so did other training and development opportunities and definitions, including increased expectation for learning transfer to the job. Online learning, earning an online degree or credits, and all forms of web-enabled education and training provide options that employees never had when training occurred in a classroom. Employers are saving millions of dollars in employee travel expenses, and the employees access to the training does not walk out the door at the seminars end. This is the decade when employers experiment with classroom training in a virtual world called Second Life. You can expect even more progress and experimentation in the years to come. Plus, another Human Resources trend that flourished, though did not start in this decade, is the concept of alternative forms of employee learning such as coaching and formal mentoring. They hit the mainstream in this past decade. spannung Increases Over Government Intervention in the Employer-Employee Relationship A debate exists in the US between people who think the government is already intervening too much by making laws that require employers to provide particular benefits for employees and those who dont. People who support the government intervention believe that the US government has been negligent in not mandating benefits such as paid sick leave. They consider it the right or humanitarian action to take. Opponents want benefits for employees but argue that employers should make benefits choices that their employees desire and that they can afford. Opponents argue that employer mandated benefits will cost the country jobs and opportunity. Small business, the engine of job creation in the US, is currently sitting on the sidelines because of the uncertain economy including threatened government mandates and potential changes to health care. One of the more significa nt examples of government intervention occurred during the passage of the Family and Medical Leave Act (FMLA) in 1993. The effects of its passage continued to be an employers nightmare this past decade as, especially, its intermittent leave requirements created recordkeeping quagmires and made trial lawyers smile. I expect I will be including this Human Resources trend after the next decade, too. The Rising Cost of Health Care Much as Id prefer to leave this Human Resources trend off the table, its not going away. The continually rising cost of health care insurance and health care is affecting what employers can provide in terms of additional benefits for their employees. The rise of employee payments for part of insurance coverage, the practice of seeking insurance first from a spouses employer, increased payments for covered family members, and higher health care provider co-pay office fees are all highlights of the rising cost of care. Americans disagree about what needs to be done in this arena. (I support capping fees to trial lawyers and limiting payouts in medical malpractice suits, providing incentives to people becoming family practice physicians, and making basic insurance more affordable.) But, most agree that something does need to happen so that Americans can retain the best healthcare system in the world. The legislation is currently pending, which as I write this piece, is not supported by over 56% of Americans, so we shall see. Health care costs will remain a Human Resources trend in the next decade. See the final trend and my Honorable Mentions. Globalization, Outsourcing, and Offshoring Increasing government regulation in the US along with increasing corporate taxation (maybe highest in the world), higher wages, and less desirable, business-friendly policies and incentives are causing employers to rethink locations for their operations. High taxation, high regulation states are seeing an outpouring of business (and jobs) from their loc ations. The US is seeing an overall rise in outsourcing jobs to overseas locations that are viewed as more friendly to business. In an era of globalization, this makes sense. Employers seek global, rather than local markets so that economic factors in one location do not hinder progress. Employers see the positive impacts of locating offices and factories in global markets and tapping the strengths of local employees who are familiar with business and employment practices in the new locations. Whether work is off-shored, outsourced, or the company is simply expanding globally, the challenges to Human Resources with a globally-located workforce are serious. If a US company has five employees in Hong Kong or six in Europe, local Human Resources offices do not make sense. In fact, the US HR Director, with assistance from local employment agencies, probably hired the staff. Managing and working with these global locations, while obeying the laws and honoring the customs of the host coun try, is a challenge for managers, Human Resources, and coworkers. I remember hiring my first employee in Hong Kong. I learned the monetary system, the required holidays, the government regulations, and more. I also found that, until I had local, trusted employment staffing assistance, the new employee and subsequent employees took advantage of my limited knowledge. Its a whole new world of global challenges out there. Get ready. Human Resources Trends of the Decade Honorable Mentions I considered these Human Resources trends and they are worthy and deserve a mention. Several of them will see their biggest impact in the next ten years. This includes diversity which is already affecting workplaces and legislation. See my favorite piece about diversity Search for Similarities Just Like Me. Discrimination laws have had a profound impact on recruiting and hiring practices and in all areas of equal opportunity employment. The labor union movement in the US is in the process of undergo ing a radical change. Recently, public sector employees became the majority of union members leaving private sector union member numbers behind. Additionally, the Service Employees International Union (SEIU) has stated publicly that their members include illegal immigrants. This will produce changes in the next decade about Political Action Committees (PACs), raise questions about who is funding union activities, and also impact the illegal immigration debates in Congress and for employers. In the wake of the horrific events of 9-11-2001, much of which most employees watched unfold on their televisions at work, a feeling of a loss of safety swept the nation. When tragedy struck the workplace, employers responded with new building evacuation plans, safety and crisis management plans, and business continuation strategies. People who lived closer to the events and who lost family members and friends were most profoundly affected. But, the events of 9-11-2001 will never be forgotten in America. Hopefully, this will never be a trend, but several readers nominated this event. The evolution of performance management as an employee development, goal setting, and performance evaluation strategy is an important Human Resources trend in my book. It allows an employer to develop an employee from onboarding until they leave your company. It moves evaluation and goal setting away from an annual appraisal administered by the employees manager to a mutually beneficial defined contribution and development plan. Well see considerably more from each of these trends in the next decade. Hold on to your seat. The next wave of Human Resources trends for the next decade will soon leave the station. Are you ready to enhance and take advantage of them in your workplace?

Television and Radio

Television and RadioTelevision and Radio

Mechanical Engineer Sample Job Description

Mechanical Engineer Sample Job DescriptionMechanical Engineer Sample Job DescriptionMechanical Engineer Sample Job DescriptionThismechanical engineersample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Mechanical Engineer Job ResponsibilitiesDesigns mechanical and electromechanical products and systems by developing and testing specifications and methods.Mechanical Engineer Job DutiesEvaluates mechanical and electromechanical systems and products by designing and conducting research programs applying principles of mechanics, thermodynamics, hydraulics, heat transfer, and materials.Confirms system and product capabilities by designing feasibility and testing methods testing properties.Develops mechanical and electromechanical products by studying customer requirements researching and testing manufacturing and ass embly methods and materials soliciting observations from operators.Develops manufacturing processes by designing and modifying equipment for fabricating, building, assembling, and installing components.Assures system and product quality by designing testing methods testing finished- product and system capabilities confirming fabrication, assembly, and installation processes.Prepares product reports by collecting, analyzing, and summarizing information and trends.Provides engineering information by answering questions and requests.Maintains product and company reputation by complying with government regulations.Keeps equipment operational by coordinating maintenance and repair services following manufacturers instructions and established procedures requesting special services.Maintains system and product data base by writing computer programs and entering data.Completes projects by training and guiding technicians.Maintains professional and technical knowledge by attending educationa l workshops reviewing professional publications establishing personal networks participating in professional societies.Contributes to team effort by accomplishing related results as needed.Mechanical Engineer Skills and QualificationsRequirements Analysis, Design Skills, Presenting Technical Information, Equipment Maintenance, Conceptual Skills, Quality Focus, General Consulting Skills, Control Engineering, Production Planning, Technical Zeal, Job KnowledgeFind out more about recruiting trends intheengineering industry. Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Mechanical Engineer Jobs and apply on now. Learn more abouthow to hireRecruiting a New Hire if You Havent Hired in a WhilePower InterviewingResume Search Spotting Exceptional Talent

The Tried and True Method for Skills to Include on Resume in Step by Step Detail

The Tried and True Method for Skills to Include on Resume in Step by Step Detail Presenting the details in a well organized fashion will boost your odds of getting work. Use the chart below to receive a fast idea of which style would be ideal for presenting your special job experience. The work experience part of your resumethe part in which you describe your previous jobsis the most important element of your whole job application. The objective section should clearly mention the particular chemical engineering job that you want to work on. Your previous knowledge in the appropriate field can be useful in getting you the opportunity. Therefore, the valuable ideas and information mentioned would certainly give you the capacity to draft an interview winning chemical engineer resume and enhance your odds of getting work. What to Do About Skills to Include on Resume Before Its Too Late Whether an on-line company is reputable they will supply you with background information on those who created the on-line certification class. Not necessary, but you need to be related to sports. Therefore, the info provided about administrative management resume will let you draft an exceptional administrative management resume. Then add the rest of the skills or competences from your initial list into a table or grouping at the very top of your executive resume. The cover letter is most likely the very first thing that the HR personnel sees. Resume is the very first breakdown of the candidates profile by the business. Pay a visit to the guide Being well-organized is a remarkable approach to demonstrate to your coworkers and manager which youre reliable, competent and accounting to acquire the job finished. The Start of Skills to Include on Resume There are 3 primary resume formats employed by jobseekers today. There are 3 major resume formats utilized for writing the resumes. Generally speaking, there are 3 main kinds of resume formats. Each resume format has its ow n distinct characteristics. Many distinctive providers offer you zugreifbar certification, so its important to find out more about the backgrounds of the companies to makes certain that the coursework is written by experienced emergency care providers. Any website that enables the introduction of online resumes and portfolios has a lot of templates to pick from. There is an abundance of resume samples readily available online. As soon as you are through choosing the template you will just should adhere to some additional measures to make online resume or create online portfolio. There are particular critical things which you will need to think about when writing a CV. It is possible to also have details about any internship completed. When youre writing the resume, its important to present the details in an attractive method. Which is essential portion of your professional Resume. Just take a look at the next example of a resume with a critical skills section. Clearly def ine categories The categories ought to be defined in a manner that is readily readable. Whats more, you must be job specific when including the details and prevent the frequent spelling and grammatical errors. Exception when you have interests and activities that are relevant, you can also consist of travel and list out a number of the countries visited. Most of all, make certain that your essay demonstrates that youre a distinctive candidate. The resume writer would like to continue to keep things simplistic. Resume writing objective is a significant portion of the resume, without it resume wont leave its effects on the recruiter. There are lots of things you will need to think about while writing the resume of the photo editor. The skills essential for the photo editor are the strong understanding of the photo editing software and ability of handling many projects at one time. Therefore, if you prefer a how that will provide you with more interviews, you should understand w hat skills to walt whitman essay on a resume and the way to describe them. The infographic featured below will show you the absolute most desirable skills to assist on a resume and the way to showcase them. Between hard skills and soft skills you need to have a nutritious collection of resume skills examples to use while applying for work. Perhaps your skill help is wholly different. When applying for employment in a factory, you have to show more of your physical abilities and abilities that fit the job. Keep in mind, the majority of the distinctive skills that you place on help resume needs to be job-related resume taken from the work description and your best transferable skills.

The Most Popular Workshop Such as Resume Writing and Interview Skills

The Most Popular Workshop Such as Resume Writing and Interview Skills Workshop Such as Resume Writing and Interview Skills - the Conspiracy Also attempt to discover the way the job you have applied for fits into the organisation. It was a decrease level position in contrast to his prior job. Find out the way to create a competitive resume which can be utilised to promote your skills to employers. You must be conscious of your job abilities and transferable abilities, and the demands of the employer, but you have to likewise be able to recognize the best examples of where you demonstrated that skill or accomplishment. Where to Find Workshop Such as Resume Writing and Interview Skills Additionally, you are going to learn about the qualities that could make you especially marketable to employers. You might do it by creating stationery or a letterhead for the two documents. Youll also be provided an outline for preparing your very own personal resume and samples that could be ut ilized as a guide. The resume actually represents the very first meeting with a possible employer. The Nuiances of Workshop Such as Resume Writing and Interview Skills The workshop will lead you from what things to wear, how to act, give you sample questions, and ultimately it will prepare you to provide a superb interview which will help you acquire the job. Modern-day interviews are inclined to be competence-based, which means they focus on your skills, and the way you can demonstrate them. Learn about the newest job search tools and techniques that will result in greater results within this ever-changing world of job search. If you get a permanent and local address, you may want to play with columns. For example, they told me to cut the irrelevant data in my resume, including the minute information of my preceding job roles, and my final pay received. Many forms of resumes will be discussed in plus-rechnen to the ideal usage of each. No company would like to employ som eone with a terrible attitude. If dont have any passion for this position, you might also move onto something which you will enjoy more. You also show passion via your behavior and interest in the business. What Workshop Such as Resume Writing and Interview Skills Is - and What it Is Not Learn about the utmost effective job search strategies and the way it is possible to convince employers to provide you with a shot The candidates came from various industries, therefore we could exchange our views and ideas with one another. It also needs to talk about how to include the main elements that highlight a work candidates qualifications and accomplishments. The Hidden Facts on Workshop Such as Resume Writing and Interview Skills The aim of the workshop is to supply participants with enhanced skills that may be utilized while conducting work search. Within this workshop, well provide tips and methods to help you hit the mark with employers. If youve been requested to make a pres entation, dont assume that therell be PowerPoint, or that you will be standing facing a group. During the presentation, begin with the fundamentals. What the In-Crowd Wont Tell You About Workshop Such as Resume Writing and Interview Skills Employers are certainly likely to be searching for these qualities during the hiring process, along with during your probation period once you first get at work. Keep in the back part of your mind that youre a valuable asset as an employee. There are normally many different people that are capable of doing basically the exact same job, especially whenever you are talking entry level positions. An individual will probably spend the lead, and explain who will be asking questions together with the function of the others.

Example High School Resume Ideas

Example High School Resume Ideas For the large part, it is a fact that most employers are fine with merely a work application. If you want to put in an application for a lifeguard position, your resume objective should mention all certifications you have gotten. Career Objectives are excellent for resumes with a particular function. Resumes give potential employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. Its possible to think creatively wherever you are or what position you hold its simple to apply creative problem solving even in the event the influence of your part-time position might be small On the flip side, perhaps you have little in the manner of paid job experience but lots of volunteer work on your CV. Even in case youve never held an official job, its still true that you have life experience thats applicable to the work search. Just make certain to double-check whether adding social medi a to your particular resume is right for the job A job may be an experience building stepping stone if you already know what sort of career youd like to make in future. Dont acquire fancy You arent attempting to win a prettiest resume contest. As a teen or someone trying to find a job for the very first time, resumes are important to be able to show the possible employer how you can better their staff and or company. If for no other reason, obtaining the resume will make it possible for you to easily finish all the on-line profiles teams require prospects to finish. If youre into live sound creation, then you are going to be learning that, too. Dont neglect to demonstrate that you presently knowledgeable regarding the role for the particular industry and tell your ability which permit you to and the organization to thrive. Music production schools only look like a dime a dozen, but nevertheless, it couldnt be furthest from the reality. In competitive programs, the ideal numb ers permit you to be considered, but its your involvement in activities which will help get you selected. What to Expect From Example High School Resume? Keep reading to learn more, and dont neglect to look at our sample high school resume for inspiration With us, youll receive excellent essays that are certain to bring you the very best outcomes. The work objective should incorporate a one to two sentence statement that list exactly what it is youre looking for with the resume. Again, in case you try free resume examples online, youre observe it isnt required to exceed 1 page. The Demise of Example High School Resume Our custom made paper writing service is really among the best ever There are various kinds of resumes with corresponding purposes. Employing a student resume template can help save you time and effort and offer you ideas on which sections to include and the way to complete them to be able to pull in the correct employers. Youre able to discover free resume templates on the internet or use the one included in your word-processing software, but there are a few overall formatting suggestions you should follow to ensure your document is both attractive and simple to read. Develop your high school resume. When you reach senior calendar year, it is going to act as a reminder of the previous four decades and allow it to be simpler to finish the college application. As a high school student, you can feel you dont require a resume until youre going to graduate from college and start your search for a full-time job. If your teen excels academically, they may be qualified for honors. A cover letter isnt necessary once you apply to college since youve got the college essay to introduce yourself. A normal college application doesnt always offer a student room to highlight all her or his accomplishments and experience. Many colleges now are very mindful of homeschooled students and in case you simply ask up front what the course of action is , you can find the guidance you require. In the event the colleges youre applying to permit you to submit a resume, dont miss the opportunity. Life After Example High School Resume Demonstrating responsibility and leadership qualities can help compensate for the dearth of an official title. There are particular pitfalls you want to stay away from when writing a high school resume. At times it can be difficult to spot your own mistakes. You are able to mention your upcoming education plans too. Think about the examples of activities included as well you can put on your high school resume to demonstrate your abilities. Well written teen job resume examples will also include things like personality traits that show how you are going to work with different members of the business. Our simple structure will ensure it is straightforward for you to distributions-mix emphasis on your skills, wisdom and potential so that youre able to impress employers despite a limited work history. The recruiting procedure is full of myths and half-truths, therefore it is no surprise that all these athletes who need to play in college dont really understand what things to do.

Loans for Unemployed Workers

Loans for Unemployed WorkersLoans for Unemployed WorkersIt can be hard to obtain a loan if you are unemployed because many creditors want applicants to be employed and to have a good credit history. However, unemployed workers may still be able to acquire a loan,though the criteria to qualify can be challenging and the interest rate may be high. There are several different types of loans that can be attained as if you were employed, as long as you have some regular income such as unemployment, disability or alimony payments. Unemployment does count as income with some lenders. Some of the cheapest and fastest ways to find quick cash include using credit cards to get a cash advanceor asking friends or family for loans. Other options include Borrowing Against Your Home or Life Insurance A Home Equity Line of Credit (HELOC) is a type of loan that resembles having a credit card with a revolving balance. If you have a decent amount of equity in real estate, and some form of income (un employment, alimony, etc.) this could be an option.Contacting your life insurance company regarding your policy may produce a small sum of money. Talk to your local bank or credit union for advice.Once the loan is repaid, the credit will re-up itself for the next time you need it.These loans are usually stretched for a long time and are quite flexible as borrowers can schedule installments for 5 - 25 years. Loan With a Co-Signer If possible, a friend or family member with better credit may be willing to co-sign a loan, giving you a better aussicht of securing a loan and a potentially larger loan. You will still need to prove a source of income and would benefit from a signed document to assure the lender that a cosigner is available. Cash Advances Many credit cards offer cash advances. Its a quick way to get cash, but be aware that the interest rate is usually high. Car Title Loans If your car is already paid foror has enough down on it so that its worth more than you o we, a car title loan is an option for quick cash. It is a discreet change-of-hands accounting where the car title loan company holds the title until the loan on the car is repaid. Like many of the other options, car title loan companies require regular income, but most will accept any checks as proof. Many applications are available online and then ask for you to bring in the car to be inspected in person, and some can even do it all at once. Its free to apply, but there is a fee on top of interest if you accept the loan. The rates are high but leid as high as payday loans, and the terms of the loan usually last longer. Debt Consolidation Loans Debt consolidation loans are a way to reduce monthly payments and pay off debt more easily, especially when there is no incoming cash. Research debt management firms to find out about loans for the unemployed. With a debt consolidation loan, you may be able to avoid creditors, get lower interest rates, and end late fees. Pawnbrokers Pawnbrokers are another loan source for the unemployed. They are different than title loan companies because you do not have to give up the item until you pay the loan back. If you have no income whatsoever, this may be the best option for you. Whatever you choose to bring in will be appraised, usually for a lot less than its actual worth. They will offer you a loan for half of it, give or take, depending on individual pawn shops. If you do not pay back the loan plus interestor seek continuation of that loan, they will keep the item to pay it off. Your credit will not be affected if you have to default on the loan. Short-Term Installment/Payday Loans Many payday loan locations will accept proof of unemployment, disability or alimony (or other sources of regular income) instead of paychecks. They are only concerned with evidence of some money going into an account in preparation for the day loan payment is due. Payday loans are short-term and are expensive, but are an option whe n money is tight and needed immediately. Other Lenders Some lenders will offer loans to the unemployed without a lot of documentation or proof of regular income if you can put a substantial amount of money down (25% or more). Talk to various lenders (public and private) about using current sums as a payment for a potential loan.

Hiring for Emotional Intelligence in the Workplace

Hiring for Emotional Intelligence in the WorkplaceHiring for Emotional Intelligence in the WorkplaceIn the administrative field, professionals face myriad demands and challenges daily. Many of them are technical, but some can be emotional.Most schreibstube staff handle these pressures with grace, relying on their years of experience and a deep well of patience, empathy and practical prowess. Collectively, these skills are known as emotional intelligence, a quality increasingly valued by managers, especially those of administrative professionals.In a nutshell, emotional intelligence refers to a parts capacity to be aware of, control and effectively express emotions. It involves understanding how others feel and using that knowledge to manage how one interacts with them.In a recent OfficeTeam survey of mora than 600 human resources managers and 800 office workers in the United States and Canada, fruchtwein HR managers (95 percent) and workers (99 percent) said its important for employe es to have a high emotional quotient (EQ), a measure of emotional intelligence, because it helps them manage their own emotions and understand and react to the emotions of others in the workplace.Here are some tips for hiring administrative professionals with emotional intelligence and promoting positive interpersonal skills among your existing staff.What does emotional intelligence mean for the administrative workforce?Emotional intelligence means being smarter with feelings, explains Joshua Freedman, CEO of Six Seconds EQ Network, a panelist-expert on OfficeTeams recent webinar addressing the importance of this skill in the workplace. A high EQ is especially relevant for administrative professionals because their job involves interacting personally with a wide range of people.Emotions are data, Freedman said. Emotions in the workplace are information about how were perceiving ourselves and others. And as with any data, to be smart with it, we must accurately assemble emotional dat a and use it to solve problems.The work of the administrative professional requires - among other skills - calmly executing under pressure, remaining motivated to tackle challenging situations, and responding diplomatically when faced with negative emotions from others. If you are a manager of administrative professionals, you play a large role in strengthening the emotional intelligence of your employees.By preparing your team members to deal with complexity, preserve their wellbeing and maintain a holistic view of the company, you can help them be more effective and advance in their careers. Case studies also show that high emotional intelligence among staff has led to improved employee retention, a better customer experience and higher company sales, Freedman said.Kemetia Foley, coordinator (research) at the American Staffing Association - another webinar panelist - said emotional intelligence boils down to admins keeping their cool and modeling good etiquette. Be a good obse rver, practice empathy and do not react negatively if a client or colleague is in a bad mood, she said.Were generally the first people folks encounter when they come to our companies whether by phone or at the front desk, said Foley. To be able to make that emotional connection, and to be aware of the state of that person is really important. I keep that in mind when I come across anybody who seems a bit out of sorts.Office staff views on the importance of emotional intelligence in the workplaceThe OfficeTeam survey also suggests professionals at all levels of business place high value on emotional intelligence in the workplace. Here are some highlightsMore than one in five team members (21 percent) believe a high EQ is more valuable in the workplace than a high IQ. Nearly two-thirds (65 percent) said the two are equally important.Most workers (92 percent) think they have strong emotional intelligence slightly fewer (74 percent) believe their bosses do.Three in 10 HR managers (30 p ercent) feel most employers put too little emphasis on emotional intelligence during the hiring process, overlooking its many benefits.Forty percent of HR managers said soft skills, such as communication, problem-solving and adaptability, are more difficult to teach workers than technical abilities.More than six in 10 employees (61 percent) admitted theyve let emotions influence them negatively in the office.Eighty-six percent of workers said when a colleague doesnt control his or her emotions, it affects their perception of that persons level of professionalism.Interested in the details? Check out our report Emotional Intelligence at Work What It Is and Why You Should Care.Motivation and morale among the top benefits of emotional intelligence at workHR managers surveyed by OfficeTeam identified increased motivation and morale (43 percent) as the greatest benefit of having emotionally intelligent staff. Other benefits those in management positions cited include improved leadership, better collaboration and effective conflict resolution.I find staff with a high EQ extremely valuable, said panelist Joan Burge, founder and CEO of Office Dynamics International, who brde year had to let go of an employee who lacked emotional intelligence. You could immediately tell when she welches upset, Burge recalled. Her tone or attitude or her closing up or shutting down would affect the other members of our team. It wasnt good for the coworkers. It wasnt good for me in my leadership role, nor good for what we could give to our clients.Burge said the former workers behavior is starkly different from the administrative professional who holds the position today. Our current staff member uses a lot of emotional intelligence, including paying close attention when spoken to and being observant.Added Burge, One of the elements of emotional intelligence is social awareness. Its behaving as if, I know you. Im paying attention to you and others in the organization and adapting as I nee d to with you. With this approach, were going have a better relationship, better collaboration and were going to produce better results. When I think about assistants being leaders, visionaries and modeling change that they want to see in others, Im reminded of how important emotional intelligence really is.How to find administrative talent with the right self-awareness and social skillsThere are several tools managers can use to gauge the EQ of job applicants. All involve practicing a little psychology. In the OfficeTeam survey, 70 percent of HR managers said they use reference checks for help in determining a candidates emotional intelligence, 55 percent use behavioral-based interview questions and 32 percent use personality or psychometric tests.The OfficeTeam Emotional Intelligence at Work report found that a growing number of companies are factoring emotional intelligence into their hiring process because they value people with a high emotional quotient. Thats because workers w ith high EQ can more effectively deal with workplace changes, challenging situations and difficult colleagues - and they make great leaders.The language applicants use to describe their goals and accomplishments often holds clues to their emotional intelligence.Here are some other tips for hiring for high EQAre there indicators candidates were self-motivated enough to take outside development courses?Do they give credit to others when describing initiatives that would clearly be joint efforts?When it comes to handling criticism, does the candidate display an ability to listen, acknowledge any shortcomings and keep things in perspective rather than becoming defensive and making excuses?When it comes to teamwork, can candidates describe how they have confronted simmering issues and helped to solve them with a team, or are the answers slanted more individually?Are you able to gauge their ability to juggle multiple demands from different supervisors and shifting business priorities?Hel ping your team polish their social skillsDaniel Goleman - psychologist, author and co-director of the Consortium for Research on Emotional Intelligence in Organizations - helped popularize emotional intelligence with his writing on the topic. Goleman identified five key components of emotional intelligence self-awareness, self-regulation, motivation, empathy and social skills. Here are a few steps your staff can take to boost their emotional intelligence at work, based on his and others research.Start by stepping back. Take notice of your emotions when they surface. What types of situations or people trigger your emotions, and how do you react?Learn to control your emotions when things dont go smoothly.Maintain a friendly tone.Ask for input on how youre coming across to others.Think about how your behavior may impact your colleagues.If youre in a management position, its particularly important to model good emotional intelligence. Poor self-awareness can cost your company employee s, money and time.Ignore distractions (e.g. your cellphone, computer screen, or office television) while youre talking about something important with someone at the office.Take an inventory of your interpersonal skills and do a self-evaluation, or ask a colleague, friend or mentor for areas where they think you could improve.Study and practice your interpersonal skills. Become a pro at conflict resolution.Evaluate your progress with the help of a peer or mentor, and dont forget to pat yourself on the back for improving your emotional intelligence in the workplace.Why your leadership strategy should include development of your own personal skillsAdministrative professionals, including those in management positions, reap tremendous professional rewards, but also have a lot of stress in their work lives. Foley encourages employees at all levels to pause and think about the physical reaction you have to a stressor in the workplace.If you think about the physiology, the physical reaction you have when youre stressed, thats the same reaction you have when youre excited, Freedman said.It comes down to nipping a conflict in the bud. If you can start thinking about these stressful situations and ask yourself, Whats exciting in this situation? Thats a powerful tool for confining the positive side of that stress.Emotions are not a problem, Freedman added. Rather, he said, This emotion is telling me something about how I am perceiving this situation. Am I perceiving it as a problem or as part of the value I am going to add in my work? If I can tune in to it when its small, I can get into it before it turns into something big and hard to handle.Hiring an administrative assistant? We can help you find the right fit for your teamREQUEST TALENTMotivating your team to boost EQMotivating your team can be as simple as writing a creative positive intention for the day on an employee bulletin board. Whats the self-fulfilling prophecy we want for today? Burge said. At my office, we have magnificent Monday and thankful Thursday among others. Thats what our focus is for the day. We all take turns. Its fun because we all get to be creative. It does make us laugh and does keep us upbeat. Other ideas includeHold a team-building activity.Leave a positive sticky note on someones desk.If youre in a management position, reward team members for their accomplishments.Administrative professionals are in a wonderful position and place to motivate others, Burge said. They are the core. They are the hub. Positivity is important, especially today. With all thats going on in the world and in our personal and professional lives, we need to work at keeping our motivation going.Listening closely, practicing empathy and noticing nonverbal cuesA persons EQ is his or her ability to understand the views, needs and wants of others. That is only achieved through active listening, practicing empathy and watching nonverbal cues.Administrative professionals are famous multitaskers. Howev er, for your team to be active listeners and more emotionally intelligent workers, they may need to put this strength on hold at critical times. Consider Foleys approach when a colleague or client comes to you with a problem.Basically, stop what youre doing and make eye contact with that person, Foley said. Dont try to think a step ahead. Im reminded of the Steven Covey quote, Most people do not listen with the intent to understand they listen with the intent to reply. Thats human nature to do so. But when somebody is upset at your desk or on the phone, put yourself in their shoes. I try to keep that in the forefront. It helps me be calm. How can I help this person? How can I make sure that person knows they have my full attention?Emotional intelligence means being honest about personal challengesBurge said being candid with your boss is the best policy even in times of difficulty. Reflecting on the employee she had to let go last year, Burge said she spoke with the admin on a coupl e of occasions about the difficulties but it only resulted in further outbursts. I thought maybe there is something deeper here. I know when I was an admin assistant for 20 years, if things were tough at home or with children, I would think, Gee Im not quite acting like myself, but thats because this is going on, but Im going to do my very best. We need to be open in terms of our communication so others dont have doubts about you.