Do You Still Need to Send a Thank-You Note After a Job Interview

Do You Still Need to Send a Thank-You Note After a Job InterviewDo You Still Need to Send a Thank-You Note After a Job Interview2Many best practices of the job search have evolved in the digital era, from how to contact recruiters and identify open positions, to how to craft and submit resumes.While it used to be standard after completing a job bewerbungsinterview to send a thank-you musiknote (via snail mail) to each part you met on the hiring committee, its less clear today whether this step is still mandatory. It can also be confusing to figure out the specific protocol around post-interview thank-you notes and other forms of communication with a prospective employer.Lets go over some of the latest recommendations in this area, including current advice on which format is best for thank-you notes between email, social media, texting, or paper mail.To send or not to send?Even though only a quarter of applicants send thank-you notes after an interview, 80%of HR managers feel they are useful in helping them evaluate candidates, according to a survey by Accountemps. Thats likely a major reason why the general consensus among the business community is that thank-you notes are still an essential part of the job search.Monster.comcalls the practice of sending thank-you notes after job interviews an important part of any job-hunting strategy, emphasizing that ansicht critical communications can add a positive impression to an already positive connection. The Balancestates that the need to send a thank-you note to your interviewers hasnt changed, since it gives you a chance to express your appreciation for the opportunity of meeting with them.And Romy Newman, president and cofounder of Fairygodboss, says that the answer is unequivocally YES. You should most definitely send a thank-you note, adding that she simply would not hire anyone who doesnt send a thank-you note following the interview. The Musesuggests that a well-written thank-you note can help tip the balance when the competition is particularly stiff, such as when you know youre being compared with one specific candidate who has similar credentials.When you send it matters.Now that you know thank-you notes are a job-search imperative, its time to figure out the best way to send them. Time is definitely of the essence when getting your thank-you notes out the door. Hiring decisions can happen quickly, so waiting too long to send your note can render it irrelevant and defeat its purpose. Its a great practice to craft thank-you notes as soon as you return home from your interview (or right after you get off the phone), and be sure to click send on your email within 24 hours of your meeting with the hiring committee. Your goal is to remain fresh on your interviewers minds during the window of time that theyre thinking about their hiring decision.How you send it matters.In surveying advice from a sortiment of career experts, its clear that theres some leeway here, though the type of company you met with can help guide your choice of delivery method. While mailing a handwritten or typed letter used to be expected, the Accountemps survey mentioned above found that the vast majority of HR managers agree its perfectly appropriate to send a thank-you note via email. (And in fact, just under two-thirds of the thank-you notes they receive- 65%- arrive in their email inbox rather than their mailbox.)Some companies, though, are more traditional and formal. If this is the case with the organization that interviewed you, then you may score extra protocol points for mailing your thank-you note. Even if you have contact info to text or reach people on the hiring team via social media, dont use these methods to send thank-you notes. They are too informal and could be seen by recruiters as overly familiar contact methods for job candidates.What you send matters.With logistics determined, now its time to get down to brass tacks making what you say in your thank-you note as effective a nd meaningful as possible, while avoiding possible faux pas. A short and sweet approach is best- the main objective of your communication should be to stay top of mind with the recipient by thanking him or her for the opportunity to meet, while reiterating your interest in the job. You can also briefly hammer home the point that you feel your background and skill set make you the ideal candidate for the specific position and company.Be sure to proofread your message very carefully one misspelling or typo at this stage can turn your savvy strategy into a red flag that steers the hiring manager in another direction. Also, while youre undoubtedly curious about the salary, the thank-you note is the wrong vehicle to ask about such details. Wait until you have a job offer in hand before bringing up benefits. And if you met with more than one person on a team, be sure to tailor individual notes to each person rather than trying to save time with a single message.As you can see, the thank-y ou note is still a step that you shouldnt skip in your job search process- and you should carefully think through the details of when, how, and what you send rather than hastily dashing something off. By putting some energy into this process at a time you might feel like relaxing post-interview, you just might help your application rise to the top of the heap.

Guide to Negotiating the Best Compensation Package

Guide to Negotiating the Best Compensation PackageGuide to Negotiating the Best Compensation PackageYour Guide to Negotiating the Best Compensation PackageKnowing how to negotiate can make this conversation much less awkward.Negotiations of all kinds can rank among the most stressful conversations you can have in your lifetime. Negotiating a compensation package is no different. A part of the reason for this is that negotiations can be inherently adversarial. Aleidher factor that contributes to the stress and the pressure is that we are not taught how to negotiate salary. Many professionals dont have the skills to keep the compensation discussion constructive and moving forward. Some are afraid to compromise an opportunity by appearing to be greedy.The good news is that negotiating is a skill like any other. You can learn it through practice, reflection, and more practice no different than riding a bike, swimming, or typing. Here is your primer to negotiating a compensation package for your next job.1. Make sure your negotiating points are reasonable and well-supportedComing into the conversation with clarity on your personal best-case outcome will help you judge progress and steer the negotiation. By all means, ask for what you want and need, but be certain that your requests are reasonable and well-supported. Look at the average market salary for similar positions, consider your own salary track record, and think through the ROI and the impact you will have on the employers business. Numbers pulled out of thin air are likely to get shot down. Numbers backed up by research have a gunst der stunde to stand.2. Try to avoid negotiating with HRThat may or may not be possible in your case, but my advice is to negotiate directly with your future boss if you can. Quantifying the value you will add as an employee is much easier if you are dealing with concrete examples, and no one has a better understanding of desired improvements and impact than your future manager. 3. Be clear on your absolute minimumJust as you have considered the best-case scenario, think through the point of no return. Most professionals have a non-negotiable minimum package, and wont consider opportunities below that level of compensation. Be clear on what your acceptable minimum looks like.4. Have a strategy for dealing with counteroffersIt is not unusual for the compensation negotiations to go back and forth several times until an acceptable compromise is reached. If the company comes back with a counteroffer that addresses your major must-haves take it. Haggling on minor points may not be worth compromising an opportunity.If some of your critical compensation components are not in the companys first counteroffer, present your own counteroffer. Aim it to land somewhere between your original offer and the companys first counteroffer. Keep your non-negotiables, and consider compromising on other points.5. Remember that prolonged haggling over little details is a bad signIf the ping-pong of counteroffers is going on for an extended period of time, take that as an early sign of what it will be like to work at that company. Consider a big-picture look at the most recent version of the offer. If it does not include the points that are critical for you after several rounds of back and forth, perhaps its time to pursue other opportunities. If you are fighting over minor details to make a point, you are schauplatz yourself up for an adversarial relationship with the company.6. Your goal is to get an agreement that has both parties thrilled to begin working togetherRemember that the negotiation is not about one party getting the upper hand. Its about finding an arrangement that makes the company and the candidate happy to begin working together.Sometimes, negotiations on the base salary and bonus can lead you to a dead end. Maybe the company loves your candidacy but genuinely does not have the budget to pay you more right now. Remember that the overall compe nsation package is bigger than just your base salary and bonus Here are some ideas on valuable components you can incorporate into your negotiation package.Job titleLets face it, Client Relations Manager sounds better than Customer Service Representative. Consider the existing structure of the department, and research industry practices before you propose changing the position title. If you can, present it as a benefit for the company after all, your title will affect your interactions with customers, and through that their experience with the company. Guaranteed severance packageIn an uncertain economy, having a guaranteed severance package at the start of the job has value. This is particularly relevant if the company or the industry you are considering is in distress.Additional vacation daysA company may not be able to budge on your salary, but how about adding a week of vacation to your package? Paid vacation days have value, too.Clothing stipendYou can make a good argument for this if you will have a client-facing role where you will be expected to have a rotation of nice suits. You would want to represent the company in the best possible way, and looking nice is a big part of your professional image.Child care expense reimbursement or subsidyMany companies offer child care subsidies and even affiliated child-care facilities.Commute reimbursementIf the position will require driving or taking public transportation, ask for a full or partial reimbursement. Mileage, gas costs, or monthly pass expenses can all be valid ways to calculate your expense.Housing subsidyThis is rare, but if your position requires many late nights, you may consider asking the employer to help pay for a hotel room or a corporate apartment. Having a place near the office to rest and take ashower can go a long way towards your productivity the next dayYour own officeThere is a world of a difference between working in a cubicle under fluorescent lights, and having an office with a wind ow that lets in the sun. You may not get a brand new gorgeous corner office, but anything that helps create a better working environment for you is a win.Continuing education expense reimbursementYour employer would want for you to continue your professional development for the benefit of the company and its customers. Formal continuing education, including CE courses, an advanced degree, and license renewals all contribute to your ability to grow as a professional.CoachingThis is a newer addition to the possible perks, but professionals in many industries have used it with great results. Consider negotiating an allowance to use towards professional coaching as you step into your new role. A great coach can shorten your learning curve, help you create a professional network that gets things done, and support you in getting up to speed and becoming effective and productive quicker.Flexible scheduling/telecommuting/working from homeIn this age of technology, you can set up a virtual o ffice anywhere as long as you have a cell phone, a laptop, and a WiFi connection. Consider presenting your track record of productivity and effective teamwork while working remotely for best results.Earlier compensation reviewSometimes, your hiring manager might be limited in what he can offer a new hire, but he can be open to an accelerated performance review schedule. By negotiating the option of a performance and compensation review after your first 6 months on the job, you get a performance-based opportunity for a pay bump, and the company gets the benefit of paying for proven performance.Better equipmentWhatever tools of the trade you use, a better computer or software package can make a difference in how productive you are during your workday. If equipment matters to you (and it usually does), consider asking for an upgrade.As with all compensation-related negotiations, remember the tax implications Just because something is not coming to you in the form of cash does not mean its not taxable. When in doubt, talk to a trusted CPA.One final piece of advice for negotiating your salaryDont agree to anything that you wont be happy with in the long run. It is better to walk away from a negotiation than to accept a compromise that leaves you disgruntled before you start the job.Click on the following link for more negotiation advice.Your resume is one of your most valuable career tools. See how yours measures up, with our free critique.Recommended ReadingHow to Choose Between Job OffersPhrases You Should Never Use During Job Offer Salary NegotiationHow to Handle the Dreaded Salary Interview Question

Replace Your Resume Objective With a Personal Brand Statement

Replace Your Resume Objective With a Personal Brand StatementReplace Your Resume Objective With a Personal Brand StatementIf your application includes a resume objective statement, its time to update your materials. Savvy job seekers should ditch old-fashioned resume objectives in favor of a more modern, absatzwirtschaft-driven personal brand statement. Why? Because when a hiring manager has received your resume, he or she is intelligent enough to know that your objective is to fill an open sttte. What he or she might not know is what sets you apart from all the other people who have the same objective. Think about this analogy Product marketing shows how one widget stands out from its competitors. It is all about differentiation, which might stem from a feature, color or function. Likewise, personal marketing and branding is all about showing what is unique about you and the value you bring. It is fair to assume that all serious candidates for any given position will share common ba ckgrounds. Your challenge, and the purpose of a resume, is to sell yourself by focusing on the facts of your individual history and attainments. There are likely lots of people who have had similar jobs and titles as you but only you have your unique story to tell based on your career trajectory, the companies youve worked for and the challenges youve beat. An effective resume will clearly explain what makes you a better fit than other job seekers. The best resume template for todays job market includes a compelling personal brand statement right at the top. Replacing the Resume ObjectiveIn the old days, candidates thought a lot about how to write an objective for a resume. A good objective for a resume used to look like this Accomplished insert your role seeking a new opportunity at insert the type of organization to which you are applying, where I can apply my passion for insert topic and my professional experience to gain job satisfaction and upward mobility.Previously, that int roduction took the prime resume real estate right under your name and contact information. Today, reserve that spot for your personal brand statement. Crafting a Killer Brand Statement A personal brand statement should be brief, no longer than four or five lines. Set it apart with a headline and italics and align it with the center of the page. The text should provide details about why youre different from your competition. Dont waste space explaining why you want the job. Instead, demonstrate why you will bring more value to it than every other wannabe.Successful personal brand statements Can the babble. Use carefully selected keywords. Show how you are the solution to an employers problem. Present the facts. Can the babble. When you use stock phrases and business jargon like results-oriented, go-getter, dependable or people-person, you make yourself sound just like everyone else. Use this test to screen for tired language Would anyone claim to be anything opposite of how youre sel ling yourself? Who would fess up on their resume to being a lackadaisical, undependable human who doesnt like other people?Carefully select keywords and use them. Tailor your resume to each position for which you are applying by carefully selecting keywords from the target job ad and using them in your statement. This way, you will be seen as a match by applicant tracking systems and recruiters looking for ansicht words on winning resumes. Back up your assertions in your resume. Be sure that claims made in your brand statement are supported by the details you supply in points listed below each of your previous positions. It is often helpful to wait to write the brand statement until you finish the rest of the resume. Then you can select key elements to highlight at the top of the document.Show how you are the solution to an employers problem. Employers only hire people to fix problems. When something that needs to happen isnt happening or isnt happening the right way, companies post job ads. When you see a job description, read between the lines to figure out what is really going on. What is the overall purpose of the job? What problems will the new hire need to fix? Use your brand statement to reference what youve gleaned. For example, if an employer is hiring a product manager to enhance its line of product offerings, and you have past success in this area, you might say something like Im accustomed to stewarding new widgets to market on time and with record-breaking sales.Present the facts. Use simple declarative sentences, like in these personal brand statement examples Reduced expenses by $X and Y percent over Z years. Conceived and led new initiatives to do A, B and C. Supervised a department of X employees.When you present a compelling overview of who you are, how you differ from your competition and the value you bring with you, you are sure to gain the full attention of a hiring manager and earn his or her consideration for all the other informatio n you present in your resume.Happy hunting

Life doesnt reward you for what you know, but for what you do

Life doesnt reward you for what you know, but for what you doLife doesnt reward you for what you know, but for what you doMost people have adapted to consuming low-level information on the web. This is the equivalent of filling your car with water or eating McDonalds every meal.In the documentary film, Super Size Me, 32-year-old Morgan Spurlock goes 30 consecutive days (from February 1 to March 2, 2003) only eating McDonalds food. The film documents this lifestyles drastic effect on Spurlocks physical and psychological well-being.During this 30-day period, Spurlock ate at McDonalds three times per day, eating every item on the menu at least once. Spurlock consumed an average of 5,000 calories per day during the experiment, more than double the recommended amount for a healthy man his age. As a result, Spurlock gained 24 pounds, a 13% body mass increase, increased his cholesterol to 230 mg/dL (6.0 mmol/L), and experienced mood swings, sexual dysfunction, and fat accumulation in his li ver.One of the components of Spurlocks experiment welches that every time he was asked the question, Do you want to Super Size that? he was required to say yes. Super-sizing means that the soda and french fries went from large to extra-extra large.When it comes to the internet, Super-sizing is the equivalent of going from one distractive link to the next to the next to the next to the next. What originally was intended to be a quick check of the email or Facebook has now turned into a subconscious self-sabotage. The body has taken over the mind and is seeking its dopamine refuel, of which it has developed an incredibly high tolerance.It took Spurlock fourteen months to lose all the weight gained during this 30-day experiment. And he had to eat extremely clean to reclaim his health.For most people who are caught in the addiction-loop of consuming low-quality information, it will take years to transform their brains into a state where they can truly think clearly and powerfully. It wi ll take years of consistent positive decisions and calculated inputs to develop the thinking and decision-making capacity they are capable of.Most people will remain stuckverzierung on the fast-food diet of internet information consumption - getting fatter and more unhealthy mentally, emotionally, physically, and spiritually. The environment is becoming so dopamine-rich that it is nearly impossible for people to pull themselves from the addiction.Heres the truly sad part most people intuitively know that sitting on the internet all day is bad for their brain, mind, spirit, and body. But knowledge is weak. Knowledge is good for nothing unless it is put into practice. Hence, Napoleon Hill said in Think and Grow Rich, Knowledge is only potential power. It becomes power only when, and if, it is organized into definite plans of action, and directed to a definite end.To learn is to change what you doTo learn and not to do is really not to learn. To know and not to do is really not to kno w. - Dr. Stephen CoveyIf you are still producing the same results, you havent actually learned something. It doesnt matter how much information you consume. It doesnt matter how many books you read.True learning requires the ability to consistently produce new and better results. If your mindset, perspective, and behavior havent changed, then you havent truly learned. As Albert Einstein has said, The measure of intelligence is the ability to change.You can have all the knowledge in the world and yet remain unintelligent. Intelligence involves continually learning new things, which requires that you change how you operate in the world. According to Dr. Joe Dispenza, The hardest part about change is not making the same choices you made the day before.It really doesnt matter what you know it matters what you do. Surprise yourself and the people around you.Instead of mindlessly distracting yourself with low-level information, make a better decision.Instead of operating at a low emotiona l level in your relationships, be more giving, caring, and loving. Go out of your way to make your loved ones feel special. Watch what happens to the emotional energy of your environment.Imagination is more powerful than knowledgeImagination is more important than knowledge. For knowledge is limited to all we now know and understand, while imagination embraces the entire world, and all there ever will be to know and understand. - Albert EinsteinKnowledge can keep you stuck in the past. Knowledge can keep you limited to what you think is possible. Imagination allows you to think outside the box of your current and highly limited worldview.The most influential and intelligent people in the world were also the most imaginative. They have a einbildung way beyond their current level of knowledge and ability. Their vision provided the direction for what types of knowledge they should develop. Their vision provided the conviction to truly learn - which meant they were willing to transfor m themselves into the type of person who could bring their vision to life.Do you emphasize knowledge?Do you believe you must have all the answers?How imaginative are you?How grand and compelling is your vision for yourself and the future?How excited are you to get up and embrace learning and change every day?Your level of conviction for daily learning is reflective of the power of your imagination. If your imagination is weak, then you probably arent learning very much.Creativity is more important than experienceKnowledge comes from the past, so its safe. It is also out of date. Its the opposite of originality. Experience is built from solutions to old situations and problems. This is lazy. Experience is the opposite of being creative. If you can prove youre right youre set in concrete. You cannot move with the times or with other people. Your mind is closed. You are not open to new ideas. - Paul ArdenExperience is based on what you did or learned in the past. What we need from you right now are creative solutions for the present and the future. Dont tell me what you did yesterday. Tell me what youre working on today.What are you creating right now?How are your pushing your own limits?Are you relying too heavily on past experience?Are you stuck in old ways of thinking?Are you trying new things?Are you evolving?Are you stuck?Never have too much to lose that you stop being recklessHeres to the crazy ones. - Rob SiltanenIn the science fiction novel, Enders Game, Ender is an 11-year-old genius who is trained to save the world from an alien species. He is led to believe that his training is in the form of simulation games. However, after the final test, Ender learns that the simulations were actually real battles that he was commanding. Ender became a war hero without even realizing what he was truly doing.He had many questions. One of them was why the military needed a child to command the armies. Mazer Rackham, his mentor and teacher explainedAnd it had to be a c hild, Ender. You were faster than me. Better than me. I was too old and cautious. Any decent person who knows what warfare is can never go into battle with a whole heart. But you didnt know. We made sure you didnt know. You were reckless and brilliant and young. Its what you were born for.Theres a problematic shift that happens to many successful and creative people. Eventually, their creative well dries up. They get out of the habit of doing and creating and shift to passively accumulating information or accolades.They become far more calculated in every decision they make. They stop being iterative, failing, changing, learning, and being imaginative. They begin relying far too heavily on their prior knowledge and experience. At some point, they reach a cap on what they are interested in learning, because true learning involves risk.The risk of learning is that you might have to completely change who you are and what youre doing as a result of what youve learned. Yet, when youve re ached some level of success or experience, you dont want to change. You dont want to lose everything youve gained.And this ends up being the beginning of your inevitable downfall. This is the reason author Greg McKeown said, Success is a catalyst for failure.The measure of intelligence is the ability to change. If youre not changing and evolving, youre relying too heavily on knowledge rather than imagination. Youre relying too heavily on experience rather than creativity.Youre stuck in the past. Youre living out a predictable life. And predictability is nowhere to be found in courage and creativity. As Sir Ken Robinson said, If youre not prepared to be wrong, youll never come up with anything original. Seth Godin similarly said, If youre willing to do something that might not work, youre closer to becoming an artist.Allow your success and experience to propel greater imagination and creativity. Allow your knowledge to spark new and better behaviors and solutions which lead that know ledge to be replaced with better knowledge.It doesnt matter how long it takes if you create something truly remarkableIf a thing is done well, no one will ask how long it took to do it, but only, who did it. - John TaylorWhat are you currently creating?Is what youre creating the best you could possibly do?Ryan Holiday is the bestselling author of several books. Ive had the privilege of being taught and mentored by him. He helped me with the development and writing of my recent book, Willpower Doesnt Work. What I appreciate about Ryan, more than anything else, is his insistence that I continually produce higher and higher quality work.You can do much better than this, is the compliment Ryan would often give me when reviewing my work.When it comes to creative work, quantity is often the path to quality. Even still, with everything you create, you should be putting your absolute best in. Dont create something just to get it done. Actually push yourself beyond your own boundaries.Richar d Paul Evans has written 37 New York Times bestselling novels. When Evans was a young writer, he met the award-winning novelist, Mary Higgins Clark. She gave Evans this advice Every book I write is my best book Ive ever written.Evans never forgot that advice. In his own words, So from that day forward, when I sit down to write a book I go in with that mentality that this book is going to be better than the last and its going to be the best book I can write. This mentality is how you go on to write 37 NYT bestsellers.Several months ago, I had dinner with Alice Cooper, thanks to super-connector Joe Polish. While at dinner, I asked Alice what kept him writing music after all of these years. Heres what he said If I didnt believe my best song was still in me, I wouldnt be writing.If you make something truly brilliant and amazing, people wont care how long it took you to do. Theyll only ask Who did this?Conclusion Youre not rewarded for what you know, but for what you createDont think. Yo u already know what you have to do, and you know how to do it. Whats stopping you? - Tim GroverYoure not rewarded in life for what you know. Youre rewarded for what you do. Even more, youre rewarded for what you create.You could have a head full of really good ideas. But if you execute on none of them, youll have a life full of regrets.You could have all the intentions in the world to be a good friend, spouse, or parent. But if you fail to change your behavior, youll never be the person you could have been. Youll have let down those who needed you most.It doesnt matter what you know you should do, or believe you should do. It doesnt even matter what your greatest dreams, visions, and imaginations hold if you do nothing about them.You need to act.You need to create. Create and create some more. Because when you create, you are forced to really learn. Ive never learned more about a subject than when I was writing a book on the topic. Ive learned more about parenting by taking on three foster children than I could by mindlessly browsing the internet or even reading books. When you learn through experience and toward goals, you learn with the purpose of immediate application.You learn through doing.Develop a powerful vision and use that vision to guide true learning - which is far different than acquiring knowledge. True learning requires transformation. The measure of intelligence is the ability to change. Living with intention and creation is how you truly live.Ready to upgrade?Ive created a cheat sheet for putting yourself into a PEAK-STATE, immediately. You follow this daily, your life will change very quickly.Get the cheat sheet hereThispostfirst appeared on Medium.

5 Tips for Writing a PPP Federal Resume for BRAC Affected Federal Workers

5 Tips for Writing a PPP Federal Resume for BRAC Affected Federal Workers5 Tips for Writing a PPP Federal Resume for BRAC Affected Federal Workers5 Tips for Writing a PPP Federal Resume for BRAC Affected Federal WorkersFor federal workers affected by Base Relocation and Closure (BRAC), the Priority Placement Program (PPP) provides career transition assistance. The PPP is a 45-year old career transition assistance service that retains and reassigns federal workers to relevant positions if a worker is unable to relocate to a new agency location or the position is eliminated. The PPP has proven effective and has placed more than 250,000 federal employees to date. The PPP human resources specialists will review your resume, qualifications, specialized experience KSAs, vorkaufsrecht codes, grade and series to assist with career transition.Many BRAC-affected Department of Defense (DOD) workers send their resumes to the PPP to help land a new federal position. This resume, needed for the PP O service, is similar to the USAJOBS federal resume, but there are distinct differences. The tips below will help you maximize the services of the PPP human resources specialist in locating a position for you.1. Study Chapter 10 of the DOD PPP Operations Manual (1998). Determine the match between your occupational series and the option codes. Option codes are used for registration for the PPP, to more specifically define qualifications and help clarify job requirements.Your PPP federal resume needs to demonstrate specialized skills in 2 or 3 occupational series for which you are qualified. This will ensure that your PPP counselor and panelist can help you land a new federal position that you will be qualified for, while utilizing your experience and qualifications.View Chapter 10 of the DOD PPP Operations Manual.2. Write a statement of objective on your PPP Federal Resume. The statement of objective listed below is an example of an individual who was classified as an Electronic Tech nician, but performed IT Specialist duties for many years. He was successful in landing an IT specialist position through the PPP.CAREER OBJECTIVES Information Technology Specialist (Customer Services, Networking, Application Systems), GS-2210-11 OR Electronic Technician GS-0856/0802-11. PPP Skills Options Codes include CSP, NET, ASW. Competencies include Customer Service, Interpersonal Skills, Team Lead, Problem-Solving and Technical Competencies.3. Find the classification voreingestellt used by the Office of Personnel Management (OPM) for your occupational series. Identify keywords in OPMs classification standard that can be used to write your federal resume duties and responsibilities sections.4. Add accomplishments to demonstrate you have specific experiences and competencies. The accomplishments will help the PPP human resources specialists understand the complexity and level of your experience and provide them the information they need to select your next position.5. Format th e PPP federal resume for a human resources specialist not an automated system. Your resume for PPP can be a printed, formatted resume. It can include bold type, underlines, indentations and bullets so it is easy to read, but dont overdo it. Use at least 11 point font. There is no particular length for the PPP federal resume, but it is recommended to keep the length between four to six pages.Your PPP federal resume is important for your next career move following BRAC. Follow these tips, so your resume will stand out and result in a position referred from the PPP.View general PPP information.

The Hidden Facts About Monster Description Generator Uncovered by an Old Pro

The Hidden Facts About Monster Description Generator Uncovered by an Old Pro Its almost always a very good concept to get started to your real anthroponym, nickname or brand and add a few prefixes or suffixes. As you consider names, generate lots of random words and find out how they impact what youve already come up with. Theyd ALWAYS utilize Valloric rather than hte selected template. This will continue to keep your map compact and simple to review since you will be capable of seeing your most important ideas at a glance. Anotlageher notable advantage of the membership card is it provides the holder an opportunity to develop into a super Moshi. If youre an auto holder, youll be in a position to have access to all the characteristics that have been designate to membership only. You also have the choice of picking words that only start with a specific letter, only end with a specific letter or only begin and end with certain letters. Take a look at the following links to begi n looking for exciting job positions in your region. The History of Monster Description Generator Refuted Based on your industry and your products, there are particular niche buyer persona questions that are important for your business to reply. Possessing a work description is helpful to the employer, job seeker, and the employee in numerous ways. This Maintenance Manager sample job description can be utilised to help you make a work advert that will draw in candidates that are qualified for the job. Dont hesitate to revise this job description to fulfill your precise job duties and job requirements. Ideas, Formulas and Shortcuts for Monster Description Generator After providing the animals, you would love to randomize, indicate the quantity of animals you would like to have from the randomized list to provide you with the new list. Possessing a description ready or having the ability to think of one can be handy. Its essential and significant since its unbiased in contrast to when selecting the list all on your own because you can be biased related to the type of animals youre conversant. You also have the alternative of selecting the variety of syllables of the words or the term length of the randomized words. The Basic Principles of Monster Description Generator You Can Learn From Starting Right Away Inputting unique words you might not have considered can spark extra creativity to eventually help you produce the ideal name for your undertaking. With the assistance of these currencies, players may buy any sort of resources that they need to as they advance further and further within this game. After successful customizing their desire pet, the children can participate in the everyday puzzles or learn more about the city. All you need to do is add artwork Enjoy Moshi monster is among the leading websites that manage children games. Its a literary masterpiece. This poem is regarded as one of the most significant works of literature today. The Little-Known Secrets to Monster Description Generator Our website is currently available via SSL, so nobody else can see your names if you dont share them. Dont hesitate to use the links below to skip to a certain section. Click the world to utilize it, select the language file. Doubled (or more) the variety of elements in every single category and added links to the majority of the art styles. After you add a spell, it will enter the box below. If you need assistance completing a section, click the button to show the instructions. A couple more button presses and youll have your pokedex filled out in virtually no time To begin, simply click the button to produce a random description. Theres generally not much I can do in order to allow you to find these games to get the job done. The database about Monster Legends that everyone can edit Plus, developing a template is easy and absolutely free. All you need to do is click on the Start Making My Persona button, and itl l ask you a succession of questions regarding your perfect customer. Theres no limit about how many child branches or hierarchical levels youll be able to create. These lipid layers comprise of several fatty acid building blocks. It is a rather significant step in protein synthesis. Chlorophylls are liable for trapping the light energy from sunlight. The Awful Side of Monster Description Generator The random animal generator will offer you a free and reasonable collection of animals. It is possible to indicate your precise species, or only a general type if your private furry doesnt fit into a particular species. Whenever possible, the individual or persons accountable for the invention of a particular monster are listed in parentheses near the monster they created. In this section lie the many sources of monsters.

Start Up Your Startup Hiring - Spark Hire

Start Up Your Startup Hiring - Spark HireIf youre involved in a business startup, you know that the risks youre taking in order to build a successful business could easily make or break you. Many startups have little available to them to break a fall so caution must be exercised alongside calculated risk. This is especially true when bringing on staff to help run your startup. If you dont hire the correct employees, youll have difficulty getting the business off the ground and sustaining momentum.As suggested in a recent article on Forbes.com, the hiring managers at a startup should be thinking in terms of hiring employees that are complementary to them, elend their mirror image. What are some of the business characteristics that complement a startup thats ready to grow?Youre taking a calculated risk make sure you hire people who can do the same. Howard Adamsky writes in an article on ere.net to seek out those who willingly take intelligent risks. It will be difficult for a startup t o be successful without people who are able to do this. The savvy necessary to take calculated risks is a special skill. If you find it in an employee, hold onto it.At the risk of being obvious, it will suit your startup to find employees who share the same passions that you do. Instead of simply looking for employees, seek out evangelists. Make it clear that your expectations include being loud and proud about your new venture and constantly seeking out new opportunities for the company. Especially when a startup requires long hours and wearing numerous hats, seek out people with the passion to carry through. Even if their skills dont exactly line up with what youre looking for, but their own passions are spot ontake a risk. The passion is crucial to your success the operational skills can be taught if necessary.Startups constantly benefit from a pair of fresh eyes that offer ideas for the business to develop and improve. Search out people who are willing to put aside best practice s and other time-tested tenants of business or your industry in order to look at things through a brand new lens. In Adamskys words, dont allow yes people into your startup. Yes people will do just thatsay yes to please you and keep their job. Seek out individuals who are willing to stand out and offer a different idea. Seek out individuals with tenacity someone who isnt afraid to push themselves and others in order to achieve greatness.Employees can only be innovators so long as they continue to learn new things. Adamsky recommends hiring readers because, if nothing new is going into the brain, I am not sure how anything new will be coming out. Hire those who are truly engaged because those individuals are constantly meeting and talking, reading, presenting, and writing.An employee who displayed all of these characteristics would be a superstarwanted by every startup in the nation. When you begin the hiring process, look for bits and pieces of the superstar in the team youre buildi ng. These strengths will help to build a strong foundation to set you on a course for success.How did you start up your startup hiring? What challenges did you face? Spark a conversation below.

Mechanical Engineering Magazine Presents Its First-Ever Emergi...

Mechanical Engineering Magazine Presents Its First-Ever Emergi... Mechanical Engineering Magazine Presents Its First-Ever Emergi... Mechanical Engineering Magazine Presents its First-Ever Emerging Technology AwardsDec. 8, 2017 Five cutting-edge innovators and their breakthrough technologies were recently selected as the winners of Mechanical Engineering magazines new Emerging Technology Awards. Each of the five innovators are featured in the December issue of Mechanical Engineering, as well as on ASME.org.An innovator was recognized in each of five categories manufacturing, robotics, bioengineering, clean energy, and pressure technology that reflect the five core technology areas that the ASME Board of Governors has identified as key fields for the Society to focus on as it develops new products and programs going forward.The Emerging Technology Award in the Manufacturing category went to Siemens for developing a prototype 3-D printed turbine blade that can tolerate the heat and s tress found inside a gas turbine. The award in the area of Robotics was given to Mobileye for its vehicle imagination system, EyeQ, a version of its Advanced Driving Assist System for autonomous automobiles that fits on a silicon chip. The Emerging Technology Award in the Bioengineering category was presented to the MIT Media Lab and its group leader, Hugh Herr, for developing powered foot and ankle prostheses that incorporate tendon-like actuators controlled by onboard computers. Tesla Motors was named the winner of the award in the clean energy category for its efforts in optimizing the chemistry and manufacturing process of lithium-ion battery packs, a development that should help accelerate the production of more affordable electric vehicles. The fifth Emerging Technology Award, in the Pressure Technology category, went to Babcock Wilcox for developing the technology necessary to enable the ultra-supercritical boiler at the John W. Turk Jr. Power Plant in Arkansas to operate at very high pressure and temperatures and at a net efficiency of better than 39 percent.We are proud to celebrate the accomplishments of those we recognize this year, said John G. Falcioni, Editorial Director and Publisher of Mechanical Engineering magazine. The current and future impact of this transformative work in the five key technology areas cannot be understated.In addition to being featured in the December issue of Mechanical Engineering magazine, the articles focusing on the inaugural awards recipients are also available on ASME.org along with five new videos that highlight the award winners and their innovative work. Visit www.asme.org/about-asme/mechanical-engineering-magazine/me-magazine-awards to watch the videos now.

The Key Skills and Abilities of Effective Managers

The Key Skills and Abilities of Effective ManagersThe Key Skills and Abilities of Effective ManagersIn thearticle, Why Its Time to Change Our Views on Management and the Role of Manager, I underscore the renewed importance of this role in our world of uncertainty and change. In this article, I drill down into some of the specific attributes you needto survive and thrive in this role. Workplace Demographics Driving Demand for NewManagers We are living and working through an interesting transition period in the workforce. As older workers move into retirement or opt for part-time work, younger employees are moving into positions of responsibility. Unfortunately, the pace of experienced workers exiting or reducing their daily involvement exceeds that of our ability to grow and develop new managers and leaders. There is a consistent demand across many sectors for management talent. In spite of the noise and news about machines taking our jobs, there is still a consistently strong dem and for those with the skills to support the work of others. Management Can Be Rewarding, But It is Not for Everyone On the surface, the idea of guiding others and getting involved in hiring and employee development sounds exciting and even exotic to some. In reality, the role is incredibly demanding and completely focused on supporting and guiding the work of others while meeting the needs of your boss, your bosss boss, and other peers and customers. If you do elend enjoy conducting difficult conversations, making presentations, navigating politicsor even terminating employees, this can be a very uncomfortable role. The article, Why the Role of Manager Might Be a Mistake for You, outlines a number of the realities of this challenging role that merit consideration before you jump into it. TenPersonal Attributes of Effective Managers I believe anyone can be a good manager. It is a trainable skill as much as it is an inherent ability as much science as art. Here are tenperso nal attributes that make you a better manager You have confidence in yourself and your abilities. You are happy with who you are, but you are still learning and getting better.You are something of an extrovert. You dont have to be the life of the party, but you cant be a wallflower. Management is a people skill its not the job for someone who doesnt enjoy people.You are honest and straightforward. Your success depends heavily on the trust of others.You are an includer, not an excluder. You bring others into what you do. You dont exclude other because they lack certain attributes. You have a presence. Managers must lead. Effective leaders have a quality about them that makes people notice when they enter a room.You are consistent, but not rigid dependable, but can change your mind. You make decisions, but easily accept input from others.You are a little bit crazy. You think out-of-the-box. You try new things, and if they fail, you admit the mistake, but dont apologize for having tri ed.You are not afraid to do the math. You make plans and schedules and work toward them. You are nimble and can change plans quickly, but you are not flighty.You see information as a tool to be used, not as power to be hoarded. Some of the items are capable of being strengthened with coaching or training. Others are character related, and some just reflect your nature. There are many exceptions to the list as well, so if you are an introvert and conservative versus an extrovert and a little bit crazy, dont be frightened away from the role. On the other hand, self-confidence, character, an approach that is more inclusive than exclusive and a style that reflects organization with a focus on results are all absolute must-haves for success. The Bottom Line Management is a rewarding career, where you have the unique opportunity to serve your firm while supporting the development of your team members. Great managers are masters of getting the work done and masters of creating opportu nities for their team members to showcase and develop their talents. While not every day is a party, the role for the right person with the right attitude has a great verstndigung im strafverfahren to offer.

Benefits of Volunteering With Animals

Benefits of Volunteering With AnimalsBenefits of Volunteering With AnimalsThere are many groups that seek volunteers to assist their staff members, and volunteering can be very rewarding on many levels. Individuals specifically interested in animal careers can benefit greatly from volunteering their time to shelters, rescues, zoos, and many other animal-related organizations. Here are eight of the best reasons to become a volunteer Gain Insight Into a Field of Interest Volunteering allows you to learn about a career path without the added pressure you would feel as a new employee. You also may have more wegs to learn about more varied aspects of the career while volunteering, instead of being relegated to typical new employee grunt work as is so often the case with new hires. Develop Valuable Practical Skills Volunteer activities help you to gain hands-on experience and learn new skills. A volunteering position is a great way to develop a skill platzset that you need for a po tential career change or promotion. For instance, if you wanted to work in fundraising you might consider assisting with such activities for an animal charity or a zoo development program. If you need to learn basic veterinary and first aid skills you might consider volunteering with a vet clinic or a wildlife rescue group. Position Yourself to Obtain a Paying Job in the Future Getting your foot in the door with a volunteer position can open the door to many job opportunities. You will develop a good reputation by volunteering and potentially even be offered jobs that have not yet been advertised to the public. Some rescue groups and charities do have paid staff positions that open up from time to time, or they might have leads on paying jobs with other organizations that are looking for someone with your skill set. Build a Network of Professional Contacts Volunteer work can be an excellent way to network and interact with professionals in a field that interests you. You can utilize this network for getting job references, finding out about new potential job openings, writing letters of recommendation (particularly important for veterinary students), and introducing you to an ever-widening group of animal professionals. Make New Friends Volunteering in an animal related industry means you have the chance to make friends of both the human and animal varieties. You will have the chance to work alongside other animal lovers who share similar interests and are united with you in the pursuit of a common cause. You will meet people outside of your usual circle that you might never have had the chance to interact with otherwise. There are many social benefits related to volunteer work. Strengthen the Community Volunteer organizations connect people and build positive relationships within the community. These groups are good for society and raise awareness of important causes. Improve Your Resume The additional experience and skills you gain as a v olunteer can certainly be included on your resume, and in fact, they can be a big plus. It is unfortunate that many people believe that only paying positions can be included on a resume- this is absolutely not the case at all. Be sure you are including all positions on your resume, even those that are unpaid if they are relevant in any way to the career you are seeking. You may not be gaining financial compensation for your volunteer work, but you are gaining skills and experience that should be highlighted. Have Fun While Doing Something Good Volunteering allows you to make a difference while surrounding yourself with others who are enthusiastic about the cause. You have the opportunity to do something that interests you and that you find fulfilling. Volunteering should really be a lot of fun. If it isnt fun, you havent found the right volunteer opportunity yet.

Study Open office plans cause us to socially withdraw

Study Open office plans cause us to 'socially withdraw' Study Open office plans cause us to 'socially withdraw' Open office plans get introduced as a seemingly democratic way to break down walls - both literal and metaphoric ones - between team members. Once all the walls become glass and the doors disappear, the thinking goes, teams will be naturally inspired to move and collaborate more face-to-face.But a new study found that these wide open spaces can actually prompt the opposite reaction in us. When Harvard researchers  Ethan Bernstein and Stephen Turban observed an unnamed Fortune 500 company make the switch to an open office plan, they found that workers were retreating to their desks and the privacy of the internet. They began to email more and talk in person less.“Rather than prompting increasingly vibrant face-to-face collaboration, open architecture appeared to trigger a natural human response to socially withdraw from officemates and interact instead over email and IM [instant messenger],” the researchers wrote.Open office plans make us socially withdraw into the web to copeTu rns out, removing spatial boundaries creates new social boundaries. The people analytics badges that employees wore tracked fewer face-to-face conversations. Once the walls went down, employees spent 72% less time interacting in person. Before the redesign, employees were meeting face-to-face  for about 5.8 hours per person a day. Now, that number had dropped to 1.7 hours per day.Instead of talking in person, workers were talking online. Participants collectively sent 56% more emails to other employees over 15 days. Virtual interaction was replacing personal face-time. The researchers found that IM message activity increased by 67%. Worse, these interactions were not helping the company’s bottom-line. Executives reported that productivity had, in fact, declined once the redesign had occurred.Visual transparency forces us to create virtual walls to maintain personal boundaries. When everyone can see everyone, we get surveillance anxiety. This is not the first study to find an unint ended side effect of open office plans. One study found that women feel more exposed when offices put transparent glass and large undefined spaces everywhere. That’s the big downside of the open office plan: when your desk can be seen from all angles, it can feel like judging eyes are watching us wherever we go.“Many organizations … transform their office architectures into open spaces with the intention of creating more [face-to-face] interaction and thus a more vibrant work environment. What they often get … is an open expanse of proximal employees choosing to isolate themselves as best they can (e.g. by wearing large headphones) while appearing to be as busy as possible (since everyone can see them),” the researcher cautioned. “When office architecture makes everyone more observable or ‘transparent’, it can dampen [face-to-face] interaction, as employees find other strategies to preserve their privacy.”

Top Skills and Attributes Employers Look For

Top Skills and Attributes Employers Look For Top Skills and Attributes Employers Look For What skills are most important to employers? Which skills motivate them to choose the candidates they hire? Soft Skills There are some skills and  qualities  employers seek in all their employees, regardless of the position. These are called  soft skills, and they include the interpersonal skills and attributes you need to succeed in the workplace. They are  also commonly referred to as  professional skills, those that maintain a  healthy workplace environment. Hard Skills In addition to soft skills, there are other, more tangible or technical skills that most projects require. These are called  hard skills, and they are the specific knowledge and abilities required to  do the job. You’ll need both hard and soft skills for any job, and its important to show employers that you have the  combination of hybrid skills  they need when youre applying and interviewing for jobs. In order to get your application noticed, be sure to incorporate in your resume and cover letter the skills you have that are required for the position. Also, highlight your most relevant skills during job interviews by being able to provide real-life examples. Top Skills Employers Look For While this list is not exhaustive, these are some of the top skills employers  say are most important when  recruiting and  hiring employees. Analytical Skills Employees need to be able to confront a problem, think it through, and decisively apply solutions. These are known as analytical skills. The level of analytical skills required will vary, depending on the job and the industry. Closely aligned with analytical skills, employees are expected to organize, plan, and prioritize effectively. List of Analytical Skills Communication Skills The ability to communicate effectively - both verbally and in writing - is both essential and rare. Those with strong communication skills are in high demand, regardless of the job or industry. You need to be able to communicate successfully with employees, managers, and  customers inperson, online, in writing,  and/or over the phone. Top 10 Communication SkillsList of Communication SkillsVerbal Communication SkillsNonverbal Communication SkillsInformation and Communications Technology (ICT) Skills Interpersonal Skills Interpersonal skills, also known as people skills, are the skills you use to interact and engage with others. Many are hired quickly based purely on their ability to connect with people. Interpersonal skills can (at times) trump the other skills employers  are seeking, so  be sure yours are up to par. Your  interpersonal skills  will be evaluated during  job interviews, so be sure you  prepare for the interview. You can develop the emotional intelligence and self-awareness you need to connect with a hiring team. List of Interpersonal SkillsList of Collaboration SkillsList of Soft Skills Leadership Skills When companies hire for leadership roles,  they seek employees that can successfully interact with employees, colleagues, and customers. Even if youre not applying for management jobs, leadership is a valuable skill to bring to the employer. Many companies prefer to promote from within, and as such, they often look for strong leadership qualities,  even when hiring for entry-level positions. Top 10 Leadership SkillsList of Leadership Skills Positive Attitude Attitude may not be everything, but it’s extremely valuable. Employers want employees that are positive even in stressful and challenging circumstances. Positivity denotes your level of resilience. Employers want to hire applicants with a “can do” attitude that are flexible, dedicated,  and willing to contribute extra effort to get the job done in the face of challenges. Teamwork Regardless of the job, employers want to hire people that are team players -  people that are cooperative and work well with others. They don’t want employees that are difficult to work with. When you are interviewing, be sure to share examples of how you worked well on a team. Your level of teamwork indicates  your ability to collaborate  effectively with a wide variety of people. List of Teamwork SkillsList of Team Building Skills Technical The technical skills you need will vary, of course, depending on the job. However, most positions require at least some technical skills. This includes experience using industry software, completing higher-level education (such as college degrees or vocational certifications), or being experienced at highly-specific tasks. List of Technical SkillsList of Computer Skills More Important Skills These days, technology shapes the world we live in. Thats why many employers want the people they hire to come already equipped with certain technological skills. Scan any of the job postings online, and youll probably notice a trend: technological skills are vitally important. If you lack technological skills within your industry, its a good time to brush up on the following skills: Social media skills:  If youre working in a specific field that involves communications, youll likely need to sharpen your  social media skills. This doesnt just mean learning how to use the platforms, though. You should also know how to use social media sites effectively, and employers often ask you to demonstrate that you are a “power user” of a particular social media channel. Learning how to get your message across on social media will help make you an attractive candidate. Computer skills:  Having at least some  computer skills  is a given in almost any job out there. Most jobs now require some computer literacy, whether using Word, Excel, or even more advanced software. If theres specific software that a company is using, youll probably get trained on it. This may include content management systems (CMSs) or specific data entry tools. If you are not experienced in all the software programs highlighted in the job posting, it would be helpful to demonstrate to the employer your ability to learn new software quickly. Problem solving skills:  This may seem a little like analytical or interpersonal skills, but  problem-solving  is often considered a separate skill. You may have to deal with problems arising that require a quick response and resolution. Being able to think on your feet and solve problems at a moments notice is an important asset every employer longs for. Showcase  Your Skills To be sure you are showing your top skills during your job search, make a list of the  skills and qualities that best reflect your background. Incorporate them into your resume and cover letters. Also think of real-life examples where you applied these skills  to achieve success on the job, in the classroom, or in  volunteer work. Share these examples with your interviewer so they know exactly how much of an asset you will be when youre hired. Transferable Skills If you’re switching jobs or industries, you’ll need to focus on the skills that are  transferable  from your old position to the new  one. Need Skills? Skill sharing has become increasingly popular, allowing people to connect online or in their communities, and to  exchange useful tips, valuable information, and invaluable skills. Find out how  skill sharing can help you upgrade your skills.

Your emotional culture is powerful? - you just need to listen

Your emotional culture is powerful? - you just need to listen Your emotional culture is powerful? - you just need to listen “We’ve never thought that you should have to come to work and assume a mask and look like you’re a bunch of little lead soldiers stamped out of a mold. We give people license to be themselves.” - Herb KelleherMost organizations expect people to check their emotions at the door. Others embrace emotions as long as they are positive - they don’t want to hear anything negative.Regardless of growing praise for how emotions shape people’s performance at work, most organizations don’t manage their emotional culture as intentionally as its intellectual counterpart.Emotions, both positive and negative, are a fundamental part of who we are - they express our basic intelligence and energy. Herb Kelleher, CEO of Southwest Airlines, taught us that you don’t have to check your heart or your sense of humor at the office door.Ignoring or suppressing how your people feel is harmful. Successful organizations integrate both their authentic emotional and cognitive cultures. Just like Kelleher did with Southwest Airlines.The emotional arena of work“For a long time, the dominant perspective has been that emotion is the opposite of rationality.” - Prof. Myeong-Gu SeoEmotions lubricate collaboration - they facilitate social interactions.Stephen Fineman, in his book Understanding Emotion at Work, characterized organizations as “emotional arenas” - their intense emotions divide and bond their members.Frustration, passion, boredom, envy, fear, and guilt - among others - are deeply woven in the way roles are learned and played. They shape decisions, power plays, engagement, and collaboration.Sigal Barsade, professor of management at Wharton, warns organizations, “Decades’ worth of research demonstrates the importance of organizational culture, yet most of it has focused on the cognitive component.”We must integrate both the cognitive culture - the shared intellectual values, norms, artifacts, and assumptions - with the emotional culture - the share d affective values, norms, artifacts, and assumptions that govern which emotions people have and express at work and which ones they silence.“Every organization has an emotional culture, even if it’s one of suppression.” - Sigal BarsadeAccording to Fineman, organizations are often presented as rational enterprises. However, what seems like a comforting picture for the controlling managers, is not necessarily true - we can’t separate our calculative decisions from our intuition.Numerous studies show that emotions shape intent and behavior in conjunction with cognition. Humans make simultaneous cognitive and emotional appraisals of a situation - they are not handled separately by the brain.Feelings and emotions lubricate, rather than impair, rationality, according to neuroscientist Antonio Damasio. They help us prioritize, ease dilemmas, and make choices. Chicken or pasta? - studies showed that people with damage in the part of the brain where emotions are generated couldn ’t make that simple decision.As Stephen Fineman wrote, “Rationality is no longer the master process; nor is emotion. They both interpenetrate; they flow together in the same mold.”Unfortunately, many executives still see soft and hard skills as antagonistic - we must integrate both rationality and emotion rather than idealizing one over the other.Our problem with negative emotionsOptimism has become almost a cult, according to social psychologist Aaron Sackett - pessimism comes with a deep stigma.Labeling people creates more issues. When someone is ‘identified’ as either positive or negative, or as emotionally intelligent or not, it divides rather than integrate the emotional culture.In most organizations, executives quickly learn to cultivate sunny emotions. Norms and research accentuate the benefits of encouraging positivity in the workplace. However, based on my research and consulting, this is an indication of teams that have learned how to manage emotions effective, not that they are always positive.Sophie von Stumm has a piece of practical advice. The psychologist at Goldsmiths University, London spent many years researching the impact of mood and work. She recommends that, instead of worrying about low mood pulling us down, to focus on good mood as a cognitive performance booster.Unfortunately, the quest to attract top talent sometimes turns culture into a PR stunt - organizations prioritize projecting a perfect image over honesty.Authenticity eats a ‘positive’ culture for breakfast.Both positive and negative emotions exist for a reason. Employees are sensors - they detect both problems and opportunities. Rather than dismissing negative emotions, understand what they are telling you about your leadership, team, or company.Being positive is accepting reality, not idealizing it - a positive outlook helps us acknowledge and integrate both positive and negative emotions.In this in-depth MIT article, Christine Pearson explains that, when i t comes to managing negative emotions, most executives pressure employees to bottle their emotions. Or hand them off to HR.According to the leadership professor’s research, most managers simply don’t know how to deal with negative emotions.Some blame it on their own bosses’ behaviors which force them to silence negative sentiments of their own and those of their team members.Many executives complain that dealing with negativity drains too much time and energy. Others worry that their intervention could make things worse. Many more report they’ve had no training about handling negative emotions neither effective role models.Not surprisingly, all respondents could name bosses who missed business opportunities or generated unnecessary costs by mismanaging emotions at work.It is impossible to block negative emotions from the workplace - no organization is immune to people’s highs and lows. However, most senior executives just want to listen to goods news, not to understand th e reality of their teams.“Our CEO doesn’t want to hear anything negative. Not a word about dissatisfaction.”Dr. Michael Parke says. “When people are invested in their jobs, they can get upset or frustrated with things, but they should be able to share those emotions, so it doesn’t stymie their work or creativity.”Research suggests that the inhibition of our feelings shrinks the neurons that cause norepinephrine; it leads to a toxic process in our brain. Negative emotions are a signal - silencing them won’t make problems go away.Fake it until you burn outWhen the customer is king, employees become their servants. Forcing people to suppress their emotions is harmful to both employees and organizations. As Lucy Leonards, occupational therapist, explains, “The continuous regulation of their own emotional expression can result in a reduced sense of self-worth and feeling disconnected from others.”Much work, especially face-to-face service (such as flight attendants, wa itresses or secretaries) involves having to present the ‘right’ emotional appearance to customers.That’s when Emotional labor kicks in at work. This term coined by sociologist Arlie Hochschild refers to how we regulate our emotions to create “a publicly visible facial and bodily display within the workplace.” This emotional labor sometimes requires ‘feeling good’ about the client too.When the customer is king, managers don’t care about their employees’ feelings - if something goes wrong, they blame their team, not the customer. The key lies in finding balance - neither your team, not the clients should be king.We must be aware of emotional dissonance - a negative feeling that develops when a particular emotion conflicts with one’s identity.There are two specific types of emotional labor. Surface acting is when a person has to fake emotion - a tired flight attendant forces herself to smile and be friendly with a disrespectful passenger. Deep acting is about ex hibiting emotions they have worked on feeling - it’s about empathizing and feeling sympathy.Faking emotions causes stress and burnout. The second approach may be healthier according to Barsade. Those who report regularly having to display emotions at work that conflict with their own feelings are more likely to experience emotional exhaustion.For example, most Walt Disney World onstage employees engage in surface acting, which, for many of them, leads to emotional exhaustion. To balance this, they turn their backstage time - when they are not dealing with customers - into a place to “talk about anything, rant, and rave about the company.” Employees feel the pressure to be “so happy” on-stage that to release that emotional burden, they turn the back-stage into a “venting area” - they vent their feelings by attacking the organization.Definitely the pressure to be always positive can backfire - being authentic is what matters the most.Authenticity has benefitsWorkpla ces, where employees feel comfortable expressing their feelings, tend to be more productive, creative and innovative.That’s the key finding of studies by Myeong-Gu Seo and Michael Parke, professors at the University of Maryland’s School of Business and London School of Business, respectively.Their research focused on understanding organizational climate - the shared perception that people have of their workplace based on its processes, structure, and culture - and the emotional behaviors they engender. A big factor that determines this feel is ‘employee affect’ - a term that encompasses moods and emotions.The researchers determined six different mood-based climates - ranging from workplaces that suppress positive, negative or any display of emotion, to those that welcome positive, negative or all authentic emotional experiences and expressions.“It’s true that sometimes emotions screw up,” says Seo, “but emotions are something to utilize, not to suppress or minimi ze, at work. If you look at Google, for example, and other good organizations out there, they actually foster and utilize emotion rather than killing it.”Organizations that encourage people to be open and honest about their emotions perform better at: Collaboration - establishing strong ties with colleagues Productivity - the amount of work a team accomplishes when given a certain level of resources Creativity - the number of new and helpful ideas a team generates Reliability - the ability to avoid making mistakes or errors, particularly in high-pressure situations Organizations that tackle employees’ moods and feelings outperform those that ignore emotions or force people to suppress negative ones.The power of your emotional cultureEmotions are powerful but are not the solution - organizations must balance both their cognitive and emotional culture. Here are some ways to leverage the power of emotion I recommend based on my research and consulting.Move from fear to fearless: If people are afraid of speaking up, not only they will filter their emotions but keep their best ideas to themselves. Psychological safety is essential to encourage people to take interpersonal risks and create a “fearless organization.”Just listen: Ask how people feel - be quick to listen and slow to advise. “Listening meetings” are a powerful tool to hear what’s going on with your team directly. Dave Spence helped recover a mill after a months-long strike by simply “What do you want to talk about?” and then waited and just listened.Mindset check-in: Creating a regular space - in recurring weekly meetings, for example - to let people share “What’s got your attention?” not only increases awareness of how people are feeling but helps people remove distractions and drive more focused meetings, as I explain here.Negative emotions are a signal: Instead of suppressing or silencing them, listen to what negative emotions are telling you? Is a particular individual going through a rough time or are they a symptom of something that’s affecting your team? For example, Change wears people out - what looks like resistance could be exhaustion.Be yourself; allow people to be themselves: Don’t expect people to share their emotions if you don’t show yours first. Role model being human and vulnerable - leaders must balance their cognitive and emotional sides.Avoid labeling people: Emotions and moods are fluid. Labeling people as negative or not emotionally intelligent is easy. However, sometimes, those who are considered “problematic” are just playing a role on behalf of the team - they address what everyone is thinking but no one is saying, as I wrote here.Beware with blind spots: Playing the positive role all the time is exhausting - even the most optimistic people suffer from burnout. Seeing only the bright side not only makes them blind to their own kryptonite but can drain their energy. Everyone needs a moment to release their negative emotions.Monitor team mood: Many companies, like United Way, use apps or buttons to track individual emotions. However, focusing on the collective mood is more important. When someone is going through a rough patch if others are supporting or balancing negative emotions, the overall group won’t suffer. Whatever tool you use, without psychological safety, don’t expect people to be honest.Give people a break: Allow people to take a break from high levels of emotional regulation and acknowledge their true feelings. Organizations that let people take a break behind the scenes tend to fare better under pressure.Gustavo Razzetti is a change instigator that helps organizations lead positive change. He is on a mission to help 1,000,000 people in 2019 become the best version of themselves.This article first appeared on Medium.

How to Ace a Skype Interview

How to Ace a Skype Interview How to Ace a Skype Interview Job interviews via Skype have become increasingly popular over the past few years. Even though you can see one another, a virtual interview is definitely not the same as a face-to-face so you should prepare accordingly. To help you embrace this new technology and help you ace a Skype interview, we’ve put together a few questions to consider: Is it important to dress professionally? Yes, general interview etiquette still applies for online interviews. Don’t be tempted to dress professionally from the waist up only thinking that’s all the interviewer will see. There have been many online interviews where something has happened causing the interviewee to stand up unexpectedly â€" so wear pants!   When you dress professionally it also helps you feel like it’s a formal interview and puts you in the right frame of mind. Is where you sit important for the interview? You can be sure that the interviewer will pay attention to your surroundings during an interview so setting it up well in advance is crucial. Find a neutral, tidy spot in your home or apartment. A messy room could subconsciously impact a recruiter’s view of the meeting and reflect badly on you. Set yourself up so that the interviewer can see your face, hair, shoulders and your upper torso. Check the lighting in the room and how you’re going to sit. There’s nothing worse than a giant, poorly lit head talking at them for hours. Another important thing to remember is to make sure you’re in a room where you won’t be interrupted by children, barking dogs, or other noisy distractions. Is it important to know how to use Skype? If you’ve never used Skype before, make sure you understand it forward and backward to avoid any mishaps that might cause last-minute panic. Have a friend do a practice interview with you to make sure you come across confident on the screen and that you’re fully in control of the technology. Check the microphone, make sure your voice is audible and the picture quality is good. Having a strong internet connection is a definite must have! If technology fails, don’t panic â€" remain professional! Recruiters understand some things are out of your control, so start the call again to regain a connection and/or quickly make contact via land line or email to update the interviewer so you can continue as soon as possible. Is it important to be on time? You wouldn’t dream of turning up late for a face-to-face interview so delaying one over Skype because you aren’t prepared for it is inexcusable. Always call and get everything set up a few minutes early to avoid any issues. Make sure you have your notes ready, something to write with, and a glass of water on hand to avoid getting a dry mouth once you start the interview. Is body language important? For a Skype interview, you’re not going to have the typical informal interaction you would have in a normal interview. You won’t be walking from the reception to the elevator or conference room, so it’s important your eye contact and facial expressions aren’t compromised by technology. Remember to look at the camera â€" not the screen â€" that way the interviewer will feel like you’re maintaining eye contact. Smile and have an engaging, pleasant facial expression. As hard as it might be, try to forget you’re talking to a computer screen and imagine the interviewer sitting across from you. If you can accomplish this small task, you’ll ace a Skype interview!

How to rebound after not landing a big promotion

How to rebound after not landing a big promotion How to rebound after not landing a big promotion You put in the time, eating lunch at your desk and ordering in after hours. You took your annual company review to heart, asking for constructive feedback during the interim. Thus far, your career remained mainly on track, until you got derailed - passed over for the promotion you thought you had a real shot at.Now, you duck your head around your boss, not ready to hear the “why” part of being turned down. You may think of settling with your current position since it’s what you’re good at anyway - or shooting off your resume to every job board imaginable. It’s better than verbally shooting off at the person who got the promotion, right?Reserve the dramatics, and don’t jump ship just yet. It’s natural to feel the sting of rejection when you were so invested in growing your career with this specific promotion, but it doesn’t mean other opportunities aren’t on the horizon. It doesn’t mean you’re not good enough or didn’t deserve it.Here’s how to cultivate pos itive meaning after being passed over for a promotion and rebound more brilliantly than ever before.1. Refocus negativity on productivityNaturally, you feel put off by missing out on this opportunity, but you need to take time to cool off. Don’t make any next steps until you work through your initial feelings. You could risk going full Hulk on your established reputation and smashing all the solid work you’ve contributed to the company. Don’t do that.Better yet - channel your negative emotions into productivity. Don’t give up. Let those emotions fuel your hard work to up your game. Maybe not this time. Next time. Let those negative emotions transform into positive ones and creative professional alchemy.Redefine the way you think about failure. Known as the “Pied Piper of Potential” entrepreneur Sarah Robb O’Hagan, the CEO of FlyWheel and one of  Fast Company’s  â€œMost Creative People in Business,” says you should use failure as your fuel to operate optimally at t he edge of your potential. Stop playing someone else’s game with your career and calibrate your potential to your advantage.2. Use feedback to increase visibilityYou will be in a better position to seek feedback after cooling down and getting back into your workflow. A committed employee looks for feedback more than once during the year, as you’ve demonstrated. You were working toward the promotion before rumor got out that one was finally on the horizon.Employers recognize this level of loyalty and dedication - it doesn’t mean you’re invisible. Proactively seek feedback to increase your visibility and viability for future promotions. Visibility goes both ways - your employer notices your dedication, and you notice where you should grow.Don’t waste time beating around the bush and tapping the grapevine for rumors. Go to the source and talk about the decision process and your candidacy with your boss. It’ll save your sanity several laps around the hamster wheel, too.3. Get over entitlementSometimes, a sense of professional fate gets the best of you and inflates your ego two sizes. Your sense of entitlement to a promotion may negate other factors, and sometimes, the key is getting over yourself before you can move on and upward. In fact, you may not think you’re entitled at all, and there are likely many good points to your sides of the matter, such as seniority and a strong track record of sales.Learn to balance assumption and expectation with reality, or you could run your career into the ground.Perhaps, there is an issue of favoritism going on behind the scenes. Typically, it’s something more innocent and even boring: The promotion may require leadership or technology skills you didn’t possess at the moment. If you haven’t pursued those skills yet, do you want to? Would you want to work in that capacity? Do you think you’re entitled to big rewards for doing the basics of your job? What makes you unique professionally?Rethink your posit ion and consider any feelings of entitlement you carry. It’s a needless weight. Take feedback to heart and get out of your own way.4. Be your own crystal ballHow does what you’ve learned, affect your future? Did you learn you don’t want to go down a particular path professionally? Maybe this promotion wasn’t the one you wanted after all, and you can now take this opportunity to explore other departments.Perhaps, this was a wake-up call to work harder for your calling. You wanted that promotion, so you’ll develop the necessary skills to get there next time. Don’t sit around waiting for fate to shift in your direction. Don’t give up. Be your own crystal ball.Have the vision to envision your future with concrete steps because you don’t need a promotion to succeed or grow at work: Focus on lateral moves up the corporate ladder. If you see an opportunity to mentor with someone, pitch a game-changing project or propose a promotion for yourself - go for it. Reach out to le aders and talk to them about opportunities, innovation potential, and their career paths.Step up to bat for your future, because you’re the only one who will. You will strike out from time to time. You might feel like you got hit by a freight train, but you will get up and risk doing it all again because you love what you do.Put the blood, sweat, tears, and passion into your work, and the right people will take notice. You have to take notice of yourself first, and the rest will follow - you must start with leading the way now.Sarah Landrum is the founder of Punched Clocks, a leading career advice blog. Her career development advice has been featured on Forbes, Levo, The Muse, Business Insider and other top publications. She had the honor of participating in Mashable’s #BizChats with the biggest names in the career world and was honored to have been listed as one of the top career websites and career experts to follow.

14 Pieces of Timeless Career Advice

14 Pieces of Timeless Career Advice 14 Pieces of Timeless Career Advice 5Have you ever shared your job search plans with others to find that you are suddenly full of unsolicited, and most times outdated, job search and career advice from friends, relatives, and coworkers?   Here at, we have asked our experienced team members for their two cents  on tackling a job search. No matter where you are in your career, these 14 pieces of  timeless career advice are worth remembering.   Here are 14  pieces of timeless career advice: 1. Find a mentor. “Looking for a job can feel like a full-time job. Its important to find a mentor, someone you can turn to when things get tough or just to listen to your ideas. A good mentor wont tell you what you want to hear but what you need to hear.” -James, Director of Content Strategy 2. Smile when you talk on the phone to prospective employers. Even though the hiring manager cant see you smiling, the tone of your voice changes into a more positive one, and they will hear that positivity through the phone. Smiling also helps reduce your anxiety so you sound less nervous and more confident. -Brie, Senior Career Specialist 3. Take every opportunity to learn something new. Whether a big skill or a small one, learning something new gives you the opportunity to grow as a professional, to add something to your resume, and to be of even greater value to potential employers. If youve got the time, always say yes to learning something new. -Kristin,  Director of Employer Engagement 4. Fake it till you make it. -Kristin,  Director of Employer Engagement 5.  â€œYour network is one of the most important parts of your career. Who you know will likely get you your next gig. Don’t burn any bridges, and make an effort to stay in touch with people.  LinkedIn! Also, don’t be afraid to take some risks- there really isn’t a better time in your life to do so. Go for it.” â€" Kristin, Director of Employer Engagement 6. Follow directions. If the employer says in their job description to answer three specific questions, then answer the questions, and do so very clearly. Theres a reason they are asking for that information up front and if you dont answer, you might unknowingly eliminate yourself from consideration. -Christy, People and Culture Coordinator 7. Your resume is your calling card. We have all read the blog posts about what to include and not include on your resume, but these three  tips bear repeating: As a recruiter, when Im reviewing hundreds of resumes at a time, it becomes more important than you think to have a resume that is pleasing to the eye. Update your format with one of the thousands of free templates available online, so you look like you are job hunting in 2016. Keep your resume to one to two pages. There are very few people who need a resume longer than two  pages. Make it easy to read. A surprising number of resumes are simply hard to read, including sentences that dont make any sense. There are many low-cost resume services available, but at the very least, have a friend or family member read it and  provide feedback. -Christy, People and Culture Coordinator 8. Apply for the job that youre not 100  percent qualified for. Aside from my next tip on resumes, this is the advice I offer the most to people looking for jobs. If there are 10 requirements in the employers job description, and you have most of them, apply! You have no idea if there will be applicants that have all 10 requirements, so throw your hat in the ring and let the employer be the one to possibly rule you out, instead of the other way around. They might even decide to interview you, and perhaps consider you a better fit for their culture than the other applicant who has all 10 of the requirements, but isnt a great cultural fit. -Christy, People and Culture Coordinator 9. “Don’t stick to just one specific specialty- broaden your skill set I think too many people graduate college with one specific major or field of interest, and when years pass, they feel stuck in that field because that is all they know or feel comfortable with.” â€" Christina, Online Job Researcher 10.  â€œDon’t play it safe, kiddo. Now’s the time for risk and discovery, so don’t be afraid to put yourself out there!” â€" Adrianne, Writer 11.  â€œRemember that the world is not as big as you might think. Never burn a bridge as you move through your career. You never know when someone will have the opportunity to help you, or not.” â€" Carol, Director of People and Culture 12.  â€œNever be afraid of rejection. Know that  your path  is unique from anyone else’s, and for that reason, many people (especially those closest to you) might not understand why you would want to pursue certain interests. And if you have a desire to do something professionally, you absolutely MUST go for it. If not, you’ll be unhappy in any other career, and ultimately at some point later on in life decide to pursue it and then kick yourself for not having done it earlier.” â€" Jennifer, Career Writer 13.  â€œStop worrying what people think. I was once told that what people thought of me was none of my business- and it was eye-opening. Not everyone will like you, and I feel like I spent too much time trying to be the “nice” girl that got along with everyone, while compromising myself. It’s always important to be polite and compassionate, but it doesn’t have to mean worrying about what someone’s opinion of you is.” â€" Jess,  Manager  of Client Services 14.  â€œTry new things. Don’t be afraid to venture out into new fields. I think it’s so important to keep an open mind. Also, don’t over-pluck your eyebrows. That’s not career advice, but still important.” â€" Karen, Online Job Researcher Find a Flexible Job Readers, what  pieces of  timeless career advice do you have for our members? Please share in the comments below! Jennifer Parris contributed to this post.  

TheLadders Urges Unemployed to Seek Greener Pastures

TheLadders Urges Unemployed to Seek Greener Pastures TheLadders Urges Unemployed to Seek Greener Pastures In lieu of the anticipated Employment Situation report from the Bureau of Labor Statistics â€" interrupted by the suspension of federal government services â€" job-matching service TheLadders released proprietary findings to help the unemployed get back to work. By analyzing the ratio of job seekers to jobs across all U.S. cities, TheLadders identified two behavioral solutions for today’s job seekers. First, they can target locations throughout the U.S. proven to have low job-seeker-to-job ratios. In most cases, areas with high ratios of job seekers per job are within close proximity (less than 300 miles) of less competitive job markets. For example, job seekers in Miami face twice as much competition than job seekers in Orlando or Daytona Beach. Secondly, job seekers can transfer their current expertise into less saturated occupations. By analyzing its 100 job disciplines, TheLadders drew parallels between transferable skills and concluded that job seekers in all cities have one or more fields that favor a career transition, opening doors to previously untapped opportunities. Specific examples of viable skills-based career transitions to less competitive job functions include: Sales to healthcare: business-to-business sales to pharmaceutical sales Education to healthcare: educational research to biotech research development Marketing to technology: product marketing to product management “While the monthly unemployment rate may improve slightly, the job search continues to be a long and grueling path for many frustrated job seekers,” said Shankar Mishra, vice president of data science analytics, TheLadders. “Our nationwide study sheds light on behaviors that can help job seekers regain control over their career paths in this competitive market, offering two practical solutions that have potential to alleviate unemployment woes.” On an ongoing basis, TheLadders conducts primary user-experience research and analyzes quantitative data provided by its more than 6 million members to educate the company about current behavioral trends in the job-search process. TheLadders uses this research to improve the customer experience and provide expert advice to the marketplace. Additional information about   TheLadders’ job-landscape study can be found on TheLadders Blog. About TheLadders With more than 6 million members, TheLadders is the premier online job-matching service committed to finding the right person for the right job since 2003. Its recently launched iPhone app is now available exclusively on the  App Store. Originally recognized as the leading job-matching site for high-earning professionals, TheLadders expanded its services in fall 2011 to all career-driven professionals. In doing so, more than 49,000 employers and recruiters that use TheLadders to source qualified candidates, now have access to professionals at all levels, free of charge. TheLadders is headquartered in New York City. For more information, visit TheLadders Blog and TheLadders.com. Your career is our job.â„¢

100 Best Keywords for Your Pittsburgh Job Posting

100 Best Keywords for Your Pittsburgh Job Posting 100 Best Keywords for Your Pittsburgh Job Posting 100 Best Keywords for Your Pittsburgh Job Posting Youre looking to attract and hire talent and you need to select the right keyword phrases for your job title and description. Intelligence dug into what job seekers are searching for in Pittsburgh. If youre ready to list a job, youll want to know what we found. Over 382,000 Pittsburgh job searches are conducted each month on Monster.com.1 That figure doesnt even factor in job-related searches on Google.com and other major search engines. In order for your online job posting to be relevant to search engines, select the right keyword phrases for your job title and description. This process will also help your listing perform better within search engine as well. Accounting Administrative Assistant Part Time Receptionist Human Resources Sales Manager Customer Service Medical Assistant Accountant Education Registered Nurse Marketing Teacher Administrative Engineer LPN Police Warehouse Police Officer Maintenance Manufacturing RN Finance Work From Home IT Project Manager Mechanical Engineer Office Data Entry Construction Secretary Automotive Information Technology Retail Nurse Controller Attorney Clerical Executive Assistant Pharmacist Electrician Driver Management Security Payroll Entry Level Part-Time Registered Nurse (RN) Office Manager Laborer Welder Accounts Payable Legal HVAC Purchasing Director Paralegal Machinist Medical Healthcare Electrical Engineer Medical Billing Mechanic Full Time Supply Chain Sales Manager Office Assistant Analyst Banking Graphic Designer Social Work Sales Representative Nurse Practitioner Nursing Safety Truck Driver Real Estate Delivery Driver CNA Social Worker Housekeeping Communications Engineering Recruiter Legal Secretary Pharmacy Technician Warehouse Worker Logistics School Dental Assistant Chemist Quality Cashier Business Analyst Counselor Supervisor Writer Operations Manager Environmental Data finding are based on analysis of job seeking activity from more than 22 million unique visitors2. Most Non-Human Traffic removed from the results. Note: Direct keyword searches on Monster.com account for about of job traffic with increasing traffic coming from 3rd party search (e.g., Google, Banners, TargetMail, Career Ad Network, and other traffic drivers) 1Internal Data, Direct Keyword Searches, 6-month average, Jan 2017 Jun 2017 2comScore Media Metrix, 1Q 2017, 3-month average, (includes all US Mobile + PC traffic)