The Best People for Job References

The Best People for Job References The Best People for Job References If possible, choose someone who already has a relationship with the hiring manager since the personal connection leads to higher confidence in the accuracy of the recommendation. Getting vouched for by someone who knows how to most effectively speak to the hiring manager may give you the needed edge over your competition. If no personal connection is available, look for people that have experience with the company that you want to work for. Choose someone the hiring manager can respect. Investigate the hiring manager so you can get to know his or her specialty in order to find someone within your industry most likely to garner respect for his or her accomplishments within the industry. This is a short way of saying that your recommendations opinion must be trusted. Pick reliable, knowledgeable, and smart individuals. Though it might be difficult to manage, if you can get your current boss to vouch for you in the vein of We koranvers do want to keep him, but heres why he is so valuable it can be a very effective means of getting positive attention from the hiring manager. If this is not possible, look for a peer or mentor within your current employer. When working with contacts at your current company, ensure that this is being done in complete confidence. Most employers dont require a current company manager, so consider this only if you are 100% sure of the confidentiality. Try to find someone directly tied to the industry containing the job for which you are applying. Having a reputation within an industry to the point where you can be recommended from insiders goes a long way to confirming your competency and value. You want to use professional recommendations that are not only knowledgeable in their industry, but also well-connected. Connected people will be more likely to find common people of interest and develop a stronger trust relationship. Dont forget about your past bosses. Pick one that is more likely to compliment your competency, effectiveness, and productivity. The whole point here is to make sure that the hiring manager is made certain that you know what you are doing. Because past managers make excellent recommendations, you can binnensee why leaving jobs on a positive note is so important. If you are out of options and lack any of the above references, try to find a respected and active member of your community. This personal may be in a prestigious occupation such as a professor, doctor, or lawyer and will likely be a personal friend. However, before selecting anyone from your friends list, make sure that they have the most renown within the community the community of the hiring manager, not necessarily your own.People generally need another persons validation of their choices, so its no surprise how important picking the right person to recommend you is.The right job reference can be invaluable to closing the deal with a new employer. Good luck w ith your job search processMaster the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career. Like this article? We also offer tons of free eBooks on career and recruiting topics - check out Get a Better Job the Right Way and Why It Matters Who Does Your Recruiting. document.write(Read more ) in Resume References

staffing agency told me to pay for resume help before applying

staffing agency told me to pay for resume help before applying staffing agency told me to pay for resume help before applying A reader writesI just had a question regarding an email response I received after submitting my resume for a job posting I found through a job posting website.It turns out that the posting was from a job agency. The only requirement was to email him a copy of my resume. I did so, and received the following as a responseYou have a lot of strong, relevant experience and are an excellent candidate although it would be best to improve your resume before doing anything with it. I can refer you to a resume writing expert that can improve your resume to the standard we are looking for and I believe he charges around $150 or so. Please let me know if I can forward your resume to the expert so you can get in contact with them. Once your resume has been improved please resubmit it ASAP.Im not quite koranvers how to take this. Is this some sort of scam or is he being leg itimate? Or could this scam actually have good merits?I did research the agency, and they do seem legit, but they are definitely not one of the top ones here in Canada.Do you have any thoughts?Scam.Unless your resume is really, truly terrible, in which case I suppose its possible that hes trying to do you a favor. But Id lean toward scam.I then asked the reader if I could look at his resume, which leads to part 2 of the answerOkay, your resume isnt great but its not great in the way that most peoples resumes arent great its certainly not horrific. Get rid of the objective,focus on achievements rather than job duties, and get rid of the personalattributes section where you list subjective traits instead, show that you have those traits by listing accomplishments that demonstrate them. (And read this recent post on improving your resume.)But again, this looks like the majority of resumes out there. Its not doing you any favors, but theres nothing here that should cause a staffing ag ency to refuse to accept your resume until its professionally redone because if thats their standard, theyd need to be telling most applicants that. And while it would actually be fantastic if they were explaining to most applicants why their resumes were weak and giving them pointers on redoing them (because most people do need it), simply directing you to a paid resume consultant is too scammy to seem legit to me.

Things You Should Know About Army Basic Training

Things You Should Know About Army Basic TrainingThings You Should Know About Army Basic TrainingArmy basic training has undergone drastic changes to better equip new Soldiers with skills they will need for deployment. These changes are based on the lessons learned about the deployments to Iraq and Afghanistan and continue to evolve as soldiers must be ready to deploy around the world. How Long Is Training? Army basic trainingis ten weeks long, up from a traditional nine weeks. That is not counting the time you will spend in? the processing in Reception, which can last from one to three weeks. Where Is It Conducted? There are several Army basic combat training locations, including Fort Jackson SC, Fort Leonard Wood, MO, Fort Sill, OK, and Fort Benning, GA. Where you attend is primarily dependent upon the location of your follow-on, Advanced Individual Training (Job Training). In fact, for certain MOSs (jobs), the Army combines basic combat training and AIT into one single cour se, called One Station Unit Training, or OSUT. Reception for Basic Combat Training When you first arrive at Army basic training, youre assigned to a Reception Battalion for anfangsbuchstabe in-processing. This includes paperwork, inoculations, uniform issue, haircuts, initial testing, initial training on military and barracks life, and more. Physical Fitness Assessment Before you leave the reception,you are required to pass an initial fitness test. Those who fail this test are assigned to a Fitness Training Company, disparagingly called fat camp until they can meet the minimum standards required to begin the actual basic training program. Each week the recruits in the Fitness Training Company have two chances to pass the physical assessment test and move into basic training. If they still cant pass after four weeks and eight tests, they may be discharged with an Entry Level Separation. To graduate from Army Basic Training, youll need to score at least 50 points in each event of the Army Physical Fitness Test (APFT). Before you can graduate from AIT (job school), youll have to score at least 60 points in each event. Requirements depend on sex and age-group. For the age-group of 17-21, the basic training graduation standards (50 points) are Male Push-ups (2 min) 35Sit-ups (2 min) 472-mile run 1636 Female Push-ups (2 min) 13Sit-ups (2 min) 472-mile run 1932 Basic Combat Training Phases Your training progresses in three leiters. Phase I or Red Phase lasts for three weeks under the constant guidance of a drill sergeant. This phase includes drill and ceremony training, Army Core Values instruction, hand-to-hand combat training, navigation, and assignment of their standard-issue weapon. In Phase II or White Phase, soldiers train with their service rifle and other weapons. In Phase III or Blue Phase, they must pass their PT final and progress to field training. Leave During Basic Combat Training and Initial Job Training The Army normally does not gran t your firstleave (vacation) until you complete both basic training and initial job training. Then a short period of leave is usually authorized before you report to your first duty station. However, if you are in basic training or initial job training school during the Christmas period, you will normally be granted 10 days of leave, as Army basic training and training schools usually close down during this period.

Women cant network the same way as successful men and this is why

Women cant network the same way as successful men and this is whyWomen cant network the same way as successful men and this is whyWhen it comes to career success, women face different barriers than their male counterparts do. A long history of pipeline problems, unequal pay and gendered roles have held some women back, even as more female professionals enter the workforce.And so it may not come as a surprise that women who want to ascend the ranks in the business world cannot rely on the same networking tropes as men do, according to a recent Harvard Business Review article based on research published by the National Academy of Sciences.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreur study suggests that women face a greater challenge in networking to find professional opportunities they, more than men, need to maintain both wide networks and informative inner circles in order to land the be st positions,Brian Uzzi, one of the studys co-authors, writes in HBR.Uzzi and his fellow researchers studied emails among alumni who graduated from a top U.S. business school in 2006 and 2007 to see how peoples social networks affected the authority and pay they were given in their job placement after graduation.Among men, the key to success was centrality in their network. Men who were in the top quartile of centralityamong their MBA network found jobs with 1.5 times greater pay and authority than those who were least central.Uzzi has a simple explanation for why centrality makes all the difference.Centrality is positively correlated withaccessing job market information, he writes. Even though much of this is publicly available online, it can be much faster to get the information you need fromdifferent MBA studentswho have contacts across various groups of students who are familiar with employers youre interested in.What changes for women?If women follow their male colleagues lead, chances are theyll fall short of expectations.Women who had networks that most resembled those of successful men placed into leadership positions that were among the lowest in authority and pay, Uzzi says.Instead, he and his co-authors found that women required one additional ingredient for success - and those who had it could expect jobs with much higher authority and pay than their peers who didnt.Women do need centrality in their network, like men, Uzzi explains. But they also require an inner circle of close female contacts if they want access to the upper echelons of executive leadership. Preferably, this inner circle will be part of different networks, so that women can expand their reach and information pool through their closest colleagues.Because women seeking positions of executive leadership often face cultural and political hurdles that men typically do not, they benefit from an inner circle of close female contacts that can share private information about things like an organizations attitudes toward female leaders, which helps strengthen womens job search, interviewing, and negotiation strategies, Uzzi writes.He continues, While men had inner circles in their networks too contacts that they communicated with most we found that the gender composition of males inner circles was not related to job placement.Uzzi makes several suggestions for women who want to succeed Aim for quality over quantity while networking, embrace randomness and beware of closed inner circles, he writes.So perhaps its time to start reaching out to female colleagues - if youre a woman, they may be your roadmap to the C-suite.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

What How to Write an Effective Resume Is - and What it Is Not

What How to Write an Effective Resume Is - and What it Is Not How to Write an Effective Resume - Is it a Scam? How to compose an effective resume can be exceedingly easy if applicants are extremely well-guided. In many professions, especially in the corporate world, people are switching to what is known as a professional summaryan alternate to career objective statements that may be more prone to help you acquire the occupation. If applied to a great position, in average youll be competing against two hundreds of different applications. In some instances it could be effective. By way of example, things like you, the variety of clients you have attracted to the business. Turns out its a legit kind of research. Many, a lot of people do not find out how to compose a resume, despite plenty of information that can be found. Another reason why its beneficial to find help from a Canadian resume writing service is since there are certain aspects of Canadas labour laws and work cultu re that are distinctive and specific to Canada. It is vital to include relevant experience about the particular post Resume writing advice on how to compose a resume in 2018 our guide is loaded with useful information that permits you to compose a resume thats effective and gets. Hence, you must stick to information thats suited to the job youre applying to. Often theres information that you would like to share with the recruiter but the 1 page resume does not provide you enough bandwidth for the exact same. Adding credible people who can prove your good work is likely to make your resume on top. A superb story doesnt need to have pictures and fancy fonts in the event the content is good on its own merit. So, you have to think about what types of means by which you can better your resume so you appear professional, polished, and in addition to your game. At the same time that you may have a simple template you work from, you are going to want to correct the bullet points and content to talk to the particular job that youre applying for. If your chief keywords arent in your resume, its very probable that your resume wont be reviewed, although you could be very well qualified. Resumes are a bit art and a tiny science. The Battle Over How to Write an Effective Resume and How to Win It Hence, its imperative that it produces a great first impression. A reversal of direction in your career is nothing from the ordinary nowadays. To be considered for nearly every position, you have to compose a letter of. In reality, everyone can come out will a deckblatt letter that may stand from the crowd. If you would like to stand a possibility of finding the job, you should submit a resume thats as near perfect as it is possible to make it. A superb job is the key to living a joyful life. Great talent is difficult to come by, states Desmond. Once noticed, ideally youll be reached for an interview. Where to Find How to Write an Effective Resume Searching for a job may be a very long process so that its important to maximize your possibility at each stage. When you start off writing your resume sample its absolutely essential that you know precisely what kind of job that you are applying for and whats expected of you. Writing job cover letter isnt too difficult a job. Writing a good resume is the initial step in the work search approach. Its always useful to have several eyes proofreading your resume. Writing a resume is an arduous endeavor Submitting a resume, in spite of small errors included, is an indication of a deficiency of professionalism. How to Write an Effective Resume Secrets The best method to start would be to establish your career objective before you try to compose your resume. A well thought out and well created resume can let you get that job you want. Therefore, it runs with wonderful accuracy with no downtimes. The Way to Write a Resume Sometimes you will need to tailor your resume to a specific area or possibl y a specific job in a particular firm. When youre applying for work, be sure you at least have the minimum qualification needed for the position. Every job that youve ever had. Basically, each job should get its own specific resume. When you are searching for a role, youre not necessarily conscious of every kind of position you could qualify for or even be happy in. ADJUSTING THE LENGTH OF YOUR RESUME First, you ought to go through your resume and get rid of all of the information thats not related to the particular position. The most effective functional resumes utilize the vital words in the work description as the functions. If theres still an issue with the period of your resume, it can be fixed by adjusting the size and sort of font used.

How to Find Your Ideal Career Path, Part 1

How to Find Your Ideal Career Path, Part 1 Recently, I was in aSkype meeting with a job seeker. This job seeker is 25. In order to help support his family, he has worked in retail and schlussverkauf since graduating high school. Now, he is ready to do something for himself and find a career path that excites him and brings him satisfaction.He asked me How do I figure out what I want to do in my career? I have never spent much time thinking about it, and Im not even sure what I would be good at.Long story short, there is no magic answer. I wont be able to tell you what career you should have after a 90-minute call. Its just not that simple. There are so many variables in figuring out what your ideal career is. To make it even more complicated, your ideal careergenerally changes over time as your experience, skills, and preferences grow and change.How DoYou Figure Out What You Want to Do?It all starts with a self-inventory and some dreaming. This part o f the process doesnt need to be overly complicated, but you do need to commit some time to doing it.You can either do this on your own or use an assessment tool. If you are using a tool, do your research first to ensure you are using something that will add value. One that I recommend and feature on my own site is eParachute.For the price of a cup of coffee, you get 12 months of access to a great tool that allows you to explore career and study options as much as youd like. Using this tool will save you time in researching roles that fit your skills and interests, and it may provide you with career and study ideas that you might not have thought of on your own.If you are going to work through the process pen-and-paper style, you need to start by listingskills you havetypes of people you enjoy working withknowledge and educationinterestsexperiences and achievements you are proud of (both work and personal you can later think about the skills needed to accomplish these things)and indu stries and roles that interest you.Take your time with the exerciseto ensure your lists are as exhaustive as possible. Then, go to career sites and search through the jobs and industries that align with your lists. Pick out a few of your favorite career options and spend time researching each. Two sites that are great for researching careers are myfutureand the Australian governments Job Outlook. (Ed. musiknote Because the author is Australian, these sites are focused on Australian job seekers there are also plenty of similar sites for job seekers around the world.)After you have decided on a career path you are interested in, let it sit for a day or two. Then reconsider your choice. While the career path you select certainly isnt something you have to do for the rest of your life, coming back to it with fresh eyes will help you see things you might have originally overlooked.Deciding on your ideal career path is only the first step of the journey. The next step is working out how to get there and that is where the real fun begins. In part two of this article, well talk about how to make a plan to get yourself on the right track to the career of your choice.Stacey Gleeson is the founder andjob search/interview coach atPrimed Interviews.If you have a question about your job search, send heran email at stacey.gleesonprimedinterviews.com.au.

Nine-Box Matrix for Succession Planning and Development

Nine-Box Matrix for Succession Planning and DevelopmentNine-Box Matrix for Succession Planning and DevelopmentUsing the nine-packung method to assess and develop talent can have several benefits including its lack of complexity. While the tool may be simple, the dynamics of people using the tool are not. Dont underestimate the amount of anxiety it can cause if a team has never done a ranking exercise like this before. Defining the Nine-Box Matrix The nine-box matrix helps employers identify a pool of high performers who make good candidates for internal promotions. Companies know that acquiring talent externally costs much more than identifying internal candidates with potential. The nine boxes of the matrix offer employee category descriptions. Management must discuss each employee and assign them to a relevant box in the matrix. When all members of the team agree to which employees belong in the top-performer boxes, they have successfully identified candidates with good promoti on potential. The nine boxes of the matrix have descriptive titles, such as Core Contributor, Solid Performer, or Star. To learn more about the wertmiger zuwachs and potential of the nine-box matrix and its benefits, see 8 Reasons to Use the Performance and Potential Nine-Box Matrix for Succession Planning and Leadership Development. Laying the Groundwork Get some help to use the nine-box method for the first time. The nine-box works best for a team, with facilitation by someone who has experience using the process. This could be an HR person, OD consultant, someone responsible for leadership development or succession planning, or an outside consultant. Once a team has used it a couple times, they can usually do it themselves, but it still helps to have someone facilitate the dialogue, take notes, etc. If you work as a talent-management practitioner, try to shadow someone with expertise, hire someone to guide you through your first one, or at least work with someone to prepare y ou. Have a pre-meeting. Go over the nine-box grid and process with your team prior to using it to make sure they all understand and support the purpose and process. Review the mechanics of how to fill out the grid, along with a few hypothetical examples. Its best to decide ahead of time how wertmiger zuwachs will be assessed (use a leadership competency model if you have one) and how potential will be assessed using specific potential criteria. For wertmiger zuwachs, its best to use a three-year average, not just one year. Establish ground rules up front as well, especially regarding meeting behaviors and confidentiality. Engage in some preparation. Have each manager fill in a nine-box grid for their own employees and have the facilitator collect and consolidate them. You could also ask for any other relevant information, such as years in current position, diversity status, or retention risk. You can have each manager plot their direct report managers (one level at a time, to make s ure youre comparing apples to apples). Then consolidate all of the names, by level, on one master organizational grid. You can start with a two to four-hour meeting, but also expect to take one to two follow-up meetings to finish. Bring copies of the consolidated grid for each participant. As a meeting facilitator or consultant, you can give the meeting leader a preview of the results and discuss any potential landmines, especially if its the first time working with a team. Putting the Method To Use Get your team started. Its easier picking someone in the 1A box of the matrix (highest performance and potential) where you think there may be little disagreement. Ask the sponsor manager of the employee to explain the rationale for the assessment. Ask lots of whys, and then invite all others to comment. Dont rush it this process works because of the discussion. It may seem slow at first, but the pace will pick up as the team gets more familiar with the process. Establish your benchm arks. After all parties have had a chance to speak, if any agreements arise, then you have a benchmark for high performance and potential (1A) for all others to compare against. If the team has a disagreement in perception, ask the sponsor manager if they want to change their mind based on the feedback because they usually do, but if not, leave it. Pick another employees name to discuss until you establish the benchmark. Discuss as many names as time allows. You can then discuss the rest of the names in the 1A box of the nine-box matrix and then move to the bordering boxes (1B and 2A). Then move to the 3C box, and again, facilitate a dialogue to establish another benchmark for low performance and potential. Continue the discussion for each person or as many as time permits. Discuss development needs and actions for each employee. If time allows, or, most likely at a follow-up meeting, the team can discuss individual development plans (IDPs) for each employee. For succession planning , the focus should be on the upper right-hand corner boxes (1A, 1B, and 2A) because this highlights the organizations high potential pool. As another option, you can discuss development as a part of the assessment discussion, while discussing the persons strengths and weaknesses. For poor performers (3C), action plans should be discussed and agreed upon. Ongoing Maintenance Follow-up on a quarterly basis to monitor development plans. Without monitoring and follow up theres a good chance development plans will be ignored or slip away. Organizations that have a strong commitment to talent development track their IDPs like any other important business metric. What gets measured usually gets done. Repeat the assessment process at least once a year. Organizations are dynamic, with people coming and going all the time, and perceptions of performance and potential can change based on results and behavior. Its important to revisit the process to re-assess and update development plans on a regular basis.

Where to Find the Sales Job of Your Dreams

Where to Find the Sales Job of Your DreamsWhere to Find the Sales Job of Your DreamsAre you looking for a sales job? Or do you want to find a better sales job? The days when newspaper classified ads were the only option are long gone. Internet job boards have the flexibility to post tons of jobs and often specialize in different types of jobs or certain industries. Here are some angeschlossen resources that can help you find just the right sales job for you. Sales Job Specific Sites SalesJobs.comThis site brags that they have More sales jobs than Monster, Hotjobs CareerBuilder combined and that may be the case. They certainly have a lot One of the things I like about this site is that their search tool is very sales-oriented. You can search by industry (medical sales, for example) or work-from-home sales, or even search for 100% commission sales jobs. SalesCareersOnline.comThey dont seem to have as many job listings as SalesJobs.com, but they have more sales management jobs than the first site so if youre looking for a management position, this might be a better choice. They also have a separate Canadian sales jobs site. SalesHeads.comWhile they lack the free resume-building tools of the other two sites, they have a lot of sales jobs including postings by some major corporations. And they do offer a paid resume-building service. General Purpose Job Sites Monster.comThats right, two of the biggest job search sites have merged into one monster website. Monster eventually took down the HotJobs website and consolidated everything on Monster.com. You can search by job title or by skill/keyword to identify sales-related postings. CareerBuilderCareerBuilder has a section for Sales and Marketing Jobs that includes sales-oriented career advice. Their sales postings seem to be about on a par with HotJobs. Indeed.comThis is a slimmed down jobs site that focuses on doing one thing posting job listings and doing it well.

9 Best Paralegal and Litigation Support Publications

9 Best Paralegal and Litigation Support Publications9 Best Paralegal and Litigation Support PublicationsIf youre looking for news, salary data, technology reviews, how-to articles and other information about the paralegal and litigation support professions, these top paralegal publications are a great starting point. 01Know A Magazine for Paralegals This magazine debuted in 2008. It focuses on the paralegal profession. It might bedrngnis be as venerable as some of the others, but its a treasure trove of information. Its published by the Paralegal Knowledge Institute.Other SourcesHundreds of state and local paralegal and litigation support associations across the country also distribute informative newsletters relating to the profession.