I Took A Pay Cut Ive Never Been Happier

I Took A Pay Cut Ive Never Been HappierI Took A Pay Cut Ive Never Been Happier According to Tolunas Women at Work survey of 1,000 women aged 25 to 35, only 30 percent of respondents currently hold what they would consider to be their Dream Job. Whats mora, 55 percent say that they would take a drastic pay cut to land it. We hear from a woman who did just thatThis isnt a story about how money cant buy you happiness, although I might touch on that a little. Its about how halving my salary meant I could finally afford designer shoes. Its about learning to spend well. Its about a very smug term that keeps coming into my head recently - mindful spending.When I quit a full-time job to go freelance , I had expectations to be happier, have more time to myself and actually see my son when hes awake. What I didnt expect welches to feel richer. I thought I welches swapping money for time - finally, at 33, realizing the latter was the more precious commodity. I expected to b e poorer and I made my peace with it.But something happened that I never expected - now that I earn less, I have nicer clothes and better holidays. Ive swapped debt for a savings account and I enjoy spending more than ever.I first started earning real money when I was 21 and got a job in an advertising agency. They offered me $22,000 I took the job immediately (funny how we feel okay admitting what we first earned, but become sheepish as we get older). Even 12 years ago, a$22,000 salary in London was tough. An older colleague told me, In advertising, youre underpaid for the first half of your career and overpaid for the second half. He was right. After a few years, a job move meant doubling your salary. Jump agencies a few times and youre earning very good money. Not that I knew it - I thought everyone was earning the same kind of money. I had no idea the advertising industry paid well until I left it.That was the crux. I was earning a hefty amount of money each month but didnt know it. If you had asked how I felt about my salary, despite being in the top one percent of UK earners, I would have said it wasnt enough. I rocketed through thousands a month, with little to show for it at the end other than a pile of once-worn H&M shirts. I earned enough to never really have to think about money. Enough to buy cocktails and notlagelage drink them. Enough to book holidays I never went on. Enough to never send back anything I bought on the internet. It was mindless spending.I never budgeted or planned how to spend. Money just plugged holes I created. Id quickly buy a new pair of sneakers I didnt particularly like because Id left mine at home and there was a lunchtime run at work. It was almost like I gave money no value. It was just something to churn through until it was replaced at the end of the month.But you must have bought loads of nice clothes? friends now exclaim. I didnt. Nice things require time, attention and a thought process. When you give yourself 20 minutes to buy a pair of jeans because you find yourself in front of Liberty between meetings, you are not going to come out with something nice. Theyll be made with lovely denim, the selvedge hard stuff. But they wont fit. Youll still buy them because you need new jeans and you feel like you deserve a treat, and dropping $300 on a whim is doable. Then theyll sit in your wardrobe, youll try them on every morning and always take them off just before you leave the house because they dont fit. Another $300 bites the dust.It sounds like you had zero respect for money, diagnoses Dr. Joan Harvey, a psychologist who specializes in occupational psychology. Its true. You would think because I worked really hard for the money Id respect it, but the only consequence of spending stupidly was having to go to work every day, which Id already resigned myself to. Dr. Harvey continues Which means you probably didnt respect your time, either. People often dont realize that budgeting doesnt just me an they could have spare money. It could mean more spare time. Nail on the head, Joan. It sounds ridiculous but it took me a long time to realize my spending habits were keeping me trapped in a stressful full-time job . Theres a lesson here - if you dont respect how you spend your time, youre not going to respect your money, because they are completely interlinked.Before I left full-time work, I heard my 22-year-old nephew talk about time the way my peers talked about money. He negotiated time off in his new job the way I had negotiated my salary . He works four days a week and has long holidays when he can tour with his band. Theres nothing like seeing your little nephew rock life to make you realize youre not quite living the dream. That and the realization I hadnt seen my young son awake for four days in a row were the wake-up calls I needed to quit.Once I knew money wouldnt be flowing in with any regularity, I put myself on a strict budget. I started challenging myself to get through a day and only spend a fiver. The thrill of succeeding was greater than any buzz Id gotten from whacking down my credit card. It also taught me what I could survive without - Bounce protein balls, M&S prawns, black cabs, ASOS deliveries and flat whites among them. And the things Im happy to work for - Kiehls moisturizer, beer and childcare.Right now Id rather have time to spend with my son or on passion projects that dont pay well than buy another pair of jeans. I see that plonking my card down for a round of Aperol Spritzes no one really wanted actually cost me an hour of sitting in a boardroom. Freelancing allows me to dial up or down how much I work, so now when it comes to spending I always think, Am I willing to work an hour or a day for this? My conversion rate is time.This article was originally published on Refinery29 . It is reprinted with permission.

How to Lead in a Meeting When Youre Not the Leader

How to Lead in a Meeting When Youre Not the LeaderHow to Lead in a Meeting When Youre Not the LeaderIf you view meetings as a necessary evil to suffer through, you might be missing out on the ideal setting to showcase your leadership skills.As Luann Pendy, vice president of global quality at Medtronic explains, Meetings are your greatest opportunity to be visible and show your organization what you bring to the table. Pendy should know. She oversees quality operations and is charged with ensuring that medical devices for patients worldwide are of the highest quality and reliability. Meetings are how we get work done, she continues. But shes not always the one calling the shots. I spend fruchtwein of my time parteicipating in meetings rather than leading meetings. I make it my objective to be a good meeting participant because then leaders want me to come to their meetings to help them.You see, to be recognized as an up-and-coming leader, youll need to provide evidence that youre capa ble of delivering much more than your job description asks for. As Pendy puts it, You can use your time in meetings to show your effectiveness, your intelligence, and your leadership skills. Its hard to showcase that potential when youre sitting at a workstation, head down, doing your job.Speaking up and contributing in meetings can be your best opportunity to shift others perception of you from tactician to strategist, from task achiever to change-agent, and from doer to leader. With your teammates, management, and occasionally, key senior leaders in the room, meetings are a tailor-made platform for you to shape how others in your organization perceive you.To take advantage of that opportunity, here are four of Pendys top tips for how to lead in meetings, even when youre not the meeting leader.1. Know Your RolePrior to the meeting, study the agenda and understand your role in the conference. Pendy recommends considering several key questions, like Why were you invited to the meetin g? How does the leader want you to participate? What is the purpose of the meeting? What is expected of you? Then, deliver beyond those expectations. Its very important to make sure that you fulfill the role thats expected of you, she adds.For example, are you there to give a status update from your part of the business? Dont just say, Things are going well, when you can bring facts and data to make your point with greater authority. Instead, say, Customer satisfaction is up 3% over last month, and give your analysis of why. Or if youre coming in as an outside expert (e.g., as a marketing specialist attending an engineering meeting), try to bring a unique perspective, such as being the customers champion. If you dont know your role, ask. At the very least, youll earn points for caring.2. Speak UpSeveral years ago, Pendy received feedback that she was perceived as hard to read and quiet in meetings, and, as a result, people found it difficult to work with her. These comments were eye -opening for Pendy. Id go the meetings and be very courteous and respectful, Pendy explains. I was listening to what everyone was saying, processing it, and learning, she said. By doing that, however, some co-workers felt that she wasnt engaged or interested in what was going on. So I changed, she recounts. She started speaking up and immediately started receiving more positive feedback. Employees said, Thanks for supporting me. My peers said, Thanks for sharing your thoughts and your ideas. And the management said, Thanks for leading. Rather than wait for permission or an invitation to speak up, come prepared with the expectation that you will contribute. Brainstorm at least three talking points in advance, and challenge yourself to bring up each point during the meeting. It becomes harder to break into the conversation as a meeting progresses, so speak up early on to establish your voice in the room.And if you dont have suggestions that add value to the conversation? Speaking up t o advocate for a co-workers point of view or asking a well thought-out question can go just as far.3. Find Meeting MentorsPendy suggests finding a role model who navigates meetings well. Find someone within your organization who is very savvy with corporate etiquette and successful at leading and participating in meetings. Observe them to see how their behavior contributes to their success, she offers. Youll learn a lot about your organizations culture and etiquette.For example, figure out how many questions and comments are considered appropriate, and whats considered over the top. In some corporate cultures, questions are better received outside of the meeting, and if youre working against that etiquette, youll find it difficult to succeed. Or, for example, lets say you see a more efficient way for a project timeline to be structured. It helps to know if meeting etiquette dictates that the change be made by group consensus then and there, or if you probably shouldnt take up meetin g time deliberating an issue that could be quickly handled in a private conversation. By paying close attention to the unwritten and unspoken rules of meeting etiquette, you can lead effectively while avoiding missteps that could damage your reputation.4. Be PresentIf you were included on the meeting invite, youre expected to be there to contribute. An important part of that is to sit at the table. Oftentimes, I see junior employees come into a room where theres a big, long conference table and try to find the chair in the corner away from the table, said Pendy. That doesnt come across as being positive, confident, engaged, and enthused. The way to get a seat at the table is to show up on time or early so theres an open seat.According to Pendy, your posture is important, too. Put your elbows on the table- something your mother taught you never ever to do at dinner, she recommends. Surprised? When youre in a business meeting, if youre leaning forward and youre putting your elbows on the table, it tells the group youre engaged, interested, and have something to contribute.Harvard Business School associate professor Amy Cuddys TED Talk has gathered over 16 million views, popularizing the power pose- the Wonder Woman stance that boosts self-confidence while increasing others perception of your authority. According to Cuddy, stand up to speak if possible, with feet comfortably apart, shoulders back, chin up, and expansive arms, so that your body language adds credibility to your message. It works when seated, too sitting up straight with arms out increases the space you take up, which is a demonstration of power. Finally, dont leave the meeting without volunteering to lead something or take on an action item. Youll guarantee yourself a spot on the agenda in the next meeting.Photo of meeting courtesy of Shutterstock.

How to Become a Male Model

How to Become a Male ModelHow to Become a Male ModelWomen seem to have dominated the modeling industry for a long time. When you think of fashion models, its likely women that come to mind. From Cindy Crawford to Cara Delevingne, models from different generations have become iconic, and their names are synonymous with beauty and style. However, male models are carving a larger spot in the modeling world, and many of them are becoming icons in their own right. If youre wondering if you have what it takes, heres what you should know to get started as a male model. You Dont Need Professional Photographs Basic snapshots are all you need to get the attention of top modeling agencies. If you are interested in fashion modeling, be sure your pictures, or what the industry refers to as digitals or Polaroids, include a clear face shot (one smiling and one elend smiling) and some full-length body shots with and without your shirt on. If commercial modeling is mora your style, then in additi on to the type of photos mentioned above, be sure to include some images that show a range of emotions, such as happy, excited, angry, sad, etc. You Dont Need Modeling Classes Modeling classes are not required to become a fashion model as most agencies are willing to provide the necessary training you need to get started.Itis always recommended that both fashion and commercial models take some introductory acting or auditioning workshops. Its Not Just for Young Men Men of all ages can be successful models. The idea that only men in their late teens or early twenties can model is not true. From commercial to fashion modeling, theres a market for male models of all ages. Brands are often looking to appeal to a broad market, and having models that represent different generations is a great way to do that. You Dont Need to Be Tall Height standards for male models are generally between 5 11 and 6 2, but that is usually applied to men working as fashion and runway models. Even then, its not a hard and fast rule. There are different types of modeling, and they dont all call for the long and lean man. Not only is it okay to be taller or shorter than traditional standards, but the modeling industry is also welcoming to male models of different sizes. For example, Target booked their first plus-size male model in 2015, and since, the image of a full-size male model has increasingly become more common. DifferentIs Good Now more than ever, the modeling industry is embracing the things that make models unique. Features that stand out are considered advantages, rather than flaws. Top male model Shaun Ross has had a successful career, and he also happens to have albinism. This has not hindered his career instead, it has propelled him to stardom and made him more recognizable. Youll Need a Great Agent Being part of a great modeling agency can mean a world of difference for any model. Because there may be fewer modeling jobs available for men, its critical you have an agent keeping their eye out for work for you, so something doesnt pass you by. Theyll help you book jobs along with determining the market in which youll be most successful.

Management Matters Most in Employee Motivation

Management Matters Most in Employee MotivationManagement Matters Most in Employee MotivationMotivation is the most powerful emotion that employees bring to work. The management role in stimulating motivation through shared vision and communication is the fundamental skill that great managers bring to the workplace. Employees in management roles can learn to inspire motivation. According to Jon Gordon, author of Soup A Recipe to Nourish Your Team and Culture, Employees are in a funk. They are fearful, overworked, distrustful, and have less enthusiasm and passion than ever. And, many leaders are continually frustrated by their teams wertmiger zuwachs and low employee morale and engagement. The answer, says Gordon, doesnt involve fancy technology, a new piece of equipment, or extensive RD. In fact, the answer lies in a basic human emotion motivation. Leaders who motivate do. Now, more than ever, a leaders job is to motivate and rally his or her team through challenging times. You cant o utsource motivation. It is the leaders and managers who must motivate. Most business leaders want to take the emotion out of business, he says, but that is a huge mistake. When fear and negativity are the primary emotions people in your organization are feeling, you have to counter that with an even more powerful emotion, like faith, belief, and optimism. And your success in that depends on your ability to motivate. Motivation Through Management Jon Gordon parteicipated in an interview to flesh out important ideas about management and motivation and the roles of culture, communication, vision, emotion, and relationships in inspiring motivation. Susan Heathfield All of the readers have an opinion and a picture in their minds when they hear words such as employee motivation and employee engagement. Define what you mean when you refer to employee motivation and employee engagement so that we are all starting together with a shared picture. Jon Gordon Employee motivation is based on the culture management creates and what the leader or manager says and does to help employees perform at their highest level. The goal is to motivate employees with the right environment and management practices that bring out the best in employees so they can give their best to the organization and customers. Employee engagement is how committed, excited, energized and passionate you are about the work you are doing and the organization you are working for. Heathfield What is the managements responsibility in creating this environment for employees? Gordon I believe it is one of the most important things that a manager must do. They must create the right environment and culture that fuels people and their performance. Culture drives behavior, behavior drives habits, and habits create the future. As the leaders at Apple Computer say, Culture beats strategy all day long. Heathfield How about the employee? Should employees sit back and wait for their management to motivate them? What is their shared responsibility? Gordon Every employee contributes to the culture of their organization. Therefore, employees share the responsibility of motivation. In fact, you cant motivate someone unless they want to be motivated. The employees responsibility is to come to work every day and work with maximum effort and energy to contribute to the vision and goals of the organization. They need to motivate themselves. And managers must also create an environment that motivates them. Heathfield As the number of unemployed workers has reached an all-time high, employees are wary about job searching and changing employment. Many believe that they are better off where they arewith a jobthan walking among the ranks of the unemployed. The site readers favorite recent article, however, was 5 More Reasons to Quit Your Job, so, under the circumstances, there must be a pent-up interest in moving on from current employers. Knowing this, how would you advise managers to create an environmen t in which employees want to stay and are motivated to work hard, contribute, and continue to develop their talents and skills with their current employer? Gordon It makes a lot of sense. People arent quitting because they want security, not because leaders and managers are building winning teams. The solution is to create what I call a culture of greatnessa culture in which you focus on creating a culture that values, cares for, and develops their employees. The key is to create engaged relationships with your employees. I write a lot about this in my book Soup. Focus on investing in people training them, mentoring them, appreciating them, recognizing them, encouraging them, coaching them and caring about them. Very simple objectives, but too many organizations and managers dont do them. Heathfield What are the key areas of employee motivation and engagement that a manager can tap into, recognize, and reinforce so that employees are clear about what is most wanted from them? Gordo n The key is to share the vision of the organization and then talk to each employee and have each employee understand how they contribute to this vision. The vision cant exist on a piece of paper. It must come to life in the hearts and the minds of the people who work in your organization. I believe that every organization must have a vision and purpose and each employee must know, understand, and demonstrate how they contribute to this vision and purpose. Even more powerful is when each employee taps into their own personal vision and purpose to contribute to the vision and purpose of the organization. Heathfield What would you recommend for management eager to create a work environment in which employees choose to be motivated, excited, and contributing? Gordon Expect the best from the employees. You can settle for nothing less than excellence. But you also help each person achieve excellence. You help each employee be their best. You create the culture that is motivating, excitin g and flexible and then you give employees room to grow in this culture. Dont micromanage. Trust them. Develop relationships with them. Give them opportunities to share ideas, and contribute and they will. Also, give them room to make mistakes. Nothing drains an organizations energy more than fear of failure. Heathfield How can managers support each other in creating a motivational work environment for employees? Gordon By sharing best practices. By doing a book study together. By discussing their success and also failures so they can learn and grow together. The key is to be humble and hungry. Learning and growing and improving with a hunger and desire to get better. Heathfield What are the specific actions that management can take on a daily basis to create a motivating environment for employees? Gordon The actions management can take are so simple and full of common sense and yet they are uncommonly practiced The actions include smile more at employees. Listen to them, their ide as and solutions. Earn trust by saying what you will do and doing what you say. Appreciate them with a sincere thank you. Companies spend billions on recognition programs and what people really want is thank you. Coach them so they know that you care about them. Invest in them so they know that you are concerned about their growth and future. And, do the little things to show them you care An encouraging word, a listening ear. If you dont treat them like a number, they wont treat you or your customers like a number. Heathfield What actions on managements part will alienate employees and make them resentful, unhappy, and negative? Gordon The worst? Yelling at them. Berating them. Making them work hard but not sharing appreciation or recognition. Negative comments. Most of all, making them feel like they or their work doesnt matter. Managements Role in Motivation Arguably, managements ability to create an environment in which employees choose motivation is the key management role for the success of your organization. Other roles, such as managing change, hiring talented employees, and setting measurable goals, are enhanced by managements ability to inspire motivation and contribution from employees. Motivation matters, to management, to employees, and to your organization.

The Basic Facts of Resume References Example

The Basic Facts of Resume References Example What You Should Do to Find Out About Resume References Example Before Youre Left Behind For nearly all job applications you wont need to incorporate any references with your resume. Youre also likely to need to understand how to choose and request references. The direction you present your references in your resume is essential. They could make or break your chances of landing a job, so make aya you select the best people to speak on your behalf.See the data the range of traffic accidents, its still quite worrying. For instance, if youre going into the work market for the very first time, you might only must list three references. If you want to bring a number to it, dont use your birth year. The range of references you list is dependent upon your career level. If you know the name of the individual who might be contacting your references, in addition, it is useful to share that information also. You must be sure that all candi dates are prepared to supply you with a positive reference. Make sure you make the information youre looking for. You ought to have some simple info and a couple dates. When designing how to create a reference page, you can add related details like how to earn a reference page apa, how to earn a reference page mla, resume references example, references page apa. Below youll discover a sample reference list. Only submit your references if youre asked to. Moreover, always work to offer valid and genuine references and never take it as simple as it appears to be. Remember your references ought to be on a single parcel of paper. They form a vital part of your job application. When used by employers, they can be a crucial part of the interview process. Bear in mind, whomever you decide youd love to use as a work reference must present their consent first. You can supply a list of references following your interview if its requested. You dont understand what the interviewer i s thinking. Its rare an employer will request references in a very first interview, but its possible thats why you wish to get them with you. Also, share with them a copy of the resume youre submitting so they can be on precisely the same page if and once the hiring manager calls them up. The only time that it is acceptable to include references with the resume in a work application is when theyre requested directly in the work vacancy description. If their interview procedure includes references, employers will request that you provide them. Resume introductions can fluctuate based on the work location youre applying for in addition to the essentials of the company in which you are interested in being part of. A resume introduction is the statement that you have to make and put following your contact details. Tables are a fantastic means to display a good deal of data in a concise, clear and simple to read format.

4 Things to Consider Before you Resign

4 Things to Consider Before you Resign A new friend of mine came to me over the weekend in a panic. Shed been interviewing for a new job and was unofficially offered the standort. I say unofficially because, as of that date, she had yet to receive an offer letter. My friend and the hiring manager had previously discussed a start date. And after a few weeks passed without receiving an official letter and confirmation of the start date, she was beginning to worry.Now, it wasnt so much that she figured the company had changed its mind (as I began to wonder after hearing her story) but because of her resignation letter.She needed to put in her two weeks notice, but when? The discussed start date seemed to be getting closer and closer without a word from the employer, and as my friend explained, she did not want to run out of time to put in her resignation.This led me to think about the proper way to r esign does such a thing truly exist?A February 2014 CNBC article referenced the Job Openings and Labor Turnover Survey, or JOLTS report, which revealed that roughly 2.4 1000000 employees quit their jobs at the end of 2013.And according to the Bureau of Labor Statistics, there were 4.5 million total separations quits, layoffs and discharges, and other separationsin June 2014. With the quits rate at 1.8 percent, that means roughly 81,000 people resigned from their jobs last month.With the number of employees voluntarily leaving on the rise, Im sure many have asked themselves the question, Is there a best way to resign?What I (and fruchtwein people I know) learned was to always put in a two weeks noticeso much so that Ive been under the impression failing to do so was somehow illegalor at least a sketchy business practice, like beginning a job without the employer first giving you a written job offer.But according to findlaw.com, employees dont necessarily have to give two weeks notice s unless theyre employment agreement specifies a specific contract, which in that case it may help to do so.The article explainsMost workers in the United States are whats called at will employees. That means their employment contract can be ended at any time and for any reason.That right goes both ways. Just like your employer can fire you at any time, you can also walk in and quit at any time without giving any notice at all. Doing that wouldnt violate your agreement.Then again, there are also employees who are hired for a specific period of time. In that case, leaving early would likely break your contract. Depending on what your contract says, two weeks notice may not be enough to keep you out of trouble.With the rise of telecommuting, remote working and the contingent workforce, it just may be a good habit for all types of workers to draw up a notice before resigning. But, before you do, here are four simple things to considerDont put in your notice before you have received an official offer letter. In my friends case, although shed verbally been offered the job, she had yet to receive a written offer. Dont run and tell your boss youre quitting before you not only have a written offer for a new position but have accepted it. You dont want to quit your job in a rush, and unfortunately, your new job fall through.This, however, does not apply if you are not quitting your job because you have a new role lined up.Determine the best way to deliver the news. Telling your boss face-to-face that youre no longer going to be working for him/her seems like common sense, right? Yet, with how and where we work evolving, believe it or not, some people have never met their boss in person.In a U.S. News World Report article, 8 Ways to Graciously Quit Your Job, Aaron Guerrero writesThe type of organization you work for and position you hold may dictate a different approach to how you break the news, says Sue Fox, author of geschftsleben Etiquette for Dummies.Fox went on t o say, Guerrero writes, that its generally best to schedule a meeting and let your boss know in person. It just makes a better impression, Fox says, adding that it shows respect, self-confidence and that you have strong interpersonal skills.If youre a full-time remote worker or cannot meet in person with your boss or the company that has contracted you, at least schedule a Skype call with your boss before sending him/her the notice.Calculate estimated time between paychecks to ensure youre covered financially.If you for sure have to start a new job by a certain date, this step may not apply. But, if your new employer has given you some flexibility, ensure you look at your finances before deciding when to put in a two weeks notice. There will most likely be a gap between your last paycheck and your first check from the new job make sure you give yourself enough time to cover the costs.Be prepared for a counter offer.Also consider that your employer may present a counter offer once yo u put in your resignation. Are you certain nothing will keep you at your current job, or do you have a list of demands that, if granted, could change your mind about leaving? Consider a possible counter offer and how you would handle it before turning in your notice. Think about the reasons youve decided to quit and be firm in your decision to leaveor to still leave if XYZ isnt included in a counter offer. You dont want to jump on a bigger number from your current employer without considering your other initial reasons for resigning.

Resume Makeover Sharpens Details for IT Director

Resume Makeover Sharpens Details for IT DirectorResume Makeover Sharpens Details for IT DirectorWhen the senior director got laid off after 11 years with his employer, the details of his experience were fuzzy until a certified resume writer helped him discern fluff from fact.It took only 11 years for the eager professional who came in at the ground level to work his way up and become a senior director of global IT infrastructure and operations management.When the senior director, in his 40s, welches laid off a year ago, it welches difficult to look back on his long tenure and succinctly sum up his experience. Like most professionals fresh out of a long-term position, he welches unclear on the details his work history encompassed.As (the company) grew, I had increases in responsibility, said the executive, who requested anonymity. Over time, you sort of lose track of details in terms of your experience.After taking some time off, he got serious about the job hunt and realized the stat e of the economy was in dire straits. He knew hed have problems competing with the legions of unemployed.Details that stand outKnowing he needed a competitive edge, he had his resume appraised by Ladders.My focus was on having a good enough product to send out to someone to convince them I had the right skills. I wasnt highlighting my skills enough (in the original document), he said. Just going through it, I was thinking more of highlights, bulleted comments.Indeed, the primary problem with the original document was that it highlighted responsibilities that were lifted from his job description rather than highlighting how he benefited his former employer.I was focusing more on the resume comments, he said. What I did was grab from my responsibilities that were, well, my job description, but I wasnt highlighting what I actually did and I wasnt using appropriate key terms.Rather than listing vague, pre-written job-description details, his resume now drills down into specifics that co uld apply only to the exemplary job experience he accumulated. It also uses appropriate key terms that jump out at resume readers and are picked up by ATS (applicant tracking system) software. Finally, they state, in hard facts, what he accomplished in terms of increased efficiency and cost savings.Heres an example, taken from the bulleted list of accomplishments that his certified professional resume writer, Carol Anne Braswell, who works with Ladders, compiled to describe his job role as senior director of strategy management and engineeringSaved company $700K in maintenance expenses by upgrading network infrastructure to host subsidiary Internet access, installing Payment Card Industry (PCI) processes for compliance measures, and renegotiating maintenance contracts.Decreased enterprise site-to-site traveling and entertainment expenses by $350K through deployment of Video Conferencing solution throughout subsidiaries.Braswell rendered in bold, exact figures how much the director s aved the company and in what operational areas it realized the savings. In addition, she mentioned relevant details that also make for powerful key terms, such as Payment Card Industry processes and Video Conferencing solution. Companies facing these major technology initiatives are extremely likely to search for candidates with these keywords as a result, the directors revamped resume should shoot to the top of a pile of applications.An investment pays offShoot to the top it did. With the new resume, the director was contacted by three interested companies. The director said he thinks the overhauled resume was absolutely instrumental in his job-hunting success. He went on a number of interviews, and there he always received positive feedback on both the structure of the new document and how comprehensive it was.Presentation was a big theme, he said.Out of 300 applicants, he was offered, and accepted, a position as a data-center manager for a 9,000-employee technology company and st arted work July 13. My current employer was looking for a data-center manager, and they were able to hone in on the skills I offered in terms of my background, he said.The director credits his new resume as well as the advice he read about never to giving up on the search. The reality is, we dont know the processes a lot of companies go through when we send in our resume, the director said. We dont know how many people were competing with, and theres a tendency to get frustrated. Every company has internal processes, and we just have to keep going. I was fortunate. You really have to invest in yourself in terms of putting out a good product, and going through a professional writing program would be a good way to go.

Soft Skills Questions You Might Face in Your Next Interview

Soft Skills Questions You Might Face in Your Next InterviewSoft Skills Questions You Might Face in Your Next InterviewYouve polished your resume, updated your references and picked up your best outfit from the dry cleaners. Youre ready for that big interview. But while your experience and qualifications may match the position perfectly, have you given any thought to your soft skills?Soft skills include a persons attitude, workplace behavior, values and ethics. Increasingly, employers are looking at soft skills as the deciding factor when choosing between two applicants.Harry Weimann, director of education atWyoTech Blairsvilleand a geschftliches miteinander owner since 1986, says he wishes he would have learned to look for the appropriate skills long ago.As a business owner for many years, Ive hired several employees, Weimann says. Some were talented workers, but I never could pinpoint why I rarely got the person I was looking for. Working for WyoTech opened my eyes to what I was mis sing soft skills.He also states that employers view an employee who shows up on time, performs the job correctly and respects others as being more valuable in many cases than an employee who is technically competent but shows up late, is sloppily dressed and has a poor attitude. Because of this, employers are looking harder at soft skills when hiring in the current market.For some reason, organizations seem to expect people to know how to behave on the job or have the right soft skills, says Weimann. The assumption is that everyone knows the importance of being on time, being accountable, having integrity and being a team player, but is that fair to expect without communicating that during the interview process?When you head to that big interview, you should expect to face some soft skills questions. These may includeWhat is your definition of integrity?What does it mean to be accountable?What is your definition of common sense?What is your definition of customer service?What are y our feelings regarding deadlines?How do you handle high-pressure situations?Tell me an example of how youve resolved a conflict in the past.Make sure you are able to answer each of ansicht questions with the same accuracy and confidence you would apply to any question about your resume. As employers continue to search for candidates with the right professional and soft skills, it is up to you to prove that you are qualified in both.

Lean In Study Finds Most Women Face Sexist Racist Workplace Microagressions

Lean In Study Finds Most Women Face Sexist Racist Workplace MicroagressionsLean In Study Finds Most Women Face Sexist Racist Workplace Microagressions A new study out from LeanIn.org and McKinsey & Company reveals that women face a larger uphill battle than once thought.Almost two-thirds of women have dealt with microaggressions, which can be subtle or explicit forms of everyday sexism and racism, reads this years study . For example, women have to provide more evidence of their competence and they are also twice as likely as men to have been mistaken for someone more junior. Black women and lesbian women experience microaggressions at a higher rate than women overall, 69% and 71%, respectively.Women in the Workplace 2018 is a comprehensive study of the experiences women in corporate America face- the largest study of its kind. Since 2015, McKinsey & Company and LeanIn.Org have published this report annually to give companies and working women and men the insights and information they need to advance womens leadership and gender equality within their organizations. This year, 279 companies employing more than 13 million people shared their pipeline data and completed a survey of their HR practices. More than 64,000 employees participated in a survey of their experiences in the workplace regarding gender, career opportunities, and work-life issues.One of the other key findings of the annual study shows that women remain significantly underrepresented in corporate America. While women of color are the most underrepresented group of all, the study found that women of all backgrounds are continuing to push for promotions at the same rate as men, negotiating salaries at the same rates as men and even earning degrees at a higher rate than men.Despite doing their part, women, the study found, get less of the manager beistand that advances careers. Men are more likely to have managers that give them the resources they need to climb the ladder and ha ve more opportunities to showcase their work.The solution? LeanIn insists that companies must turn good intentions into concrete action in order to achieve equality. While the vast majority of companies say they are committed to gender and racial diversity and equality, many still do not treat diversity as a business imperative.Only 13 percent of companies quantify the impact gender diversity will have on the business, the study reveals. Less than 15 percent set representation targets for gender and race combined and share a majority of diversity metrics with employees. And only 16 percent hold managers and directors accountable for making progress.Companies should take steps to reduce the number of women who feel isolated and vulnerable. Many companies need to change the way they think about adding women to their organization which means moving beyond the mindset of one and done and pushing to add women until they reach true parity. In addition to increasing the representation of women, companies should be thoughtful about how they move women through their organizations. One approach is to hire and promote women in cohorts and cluster women on teams.Employers, to learn more about being a diverse and inclusive workplace, download