3 Fast Resume Fixes for Your Best Candidates

3 Fast Resume Fixes for Your Best Candidates 3 Fast Resume Fixes for Your Best Candidates Imagine the scenario You have just completed an interview with an outstanding candidate. The applicant has amazing skills that are perfect for the role and a personality that rocks. Theres only one problem Their resume doesnt have the right emphasis for the job. The only way you are getting this one through the door is with a resume that screams, Hire me for this jobWhat is a busy recruiter to do?According to Diane Hudson, certified resume writer (CPRW) and director of the Certified Professional Career Coach programat the Professional Association of Resume Writers and Career Coaches(PARW/CC), To position a resume for a specific job requires tweaking to meet the job requirements.The top half of the first page is the most critical parte of any resume. When providing your candidates with resume guidance, you should focus on the following three elements for maximum impactThe Title LineAlso known a s a headline, this sectionencourages the resume reader to continuing further.The Summary StatementA strong summary highlights a candidates relevant technical skills and speaks to their past expertise and soft skills.The Keywords A bulleted list of keywords can make or break a resume, especially when it comes to getting through an applicant tracking system (ATS).Below are somefundamental guidelines to help your candidate do a quick and powerful resume revision1. The Title Line Instruct your candidate to make their title line reflect the same or very similar wording as the job title listed in the job posting. If the candidate has never held that specific role, the word target may be added.For example, if a candidate is being submitted for a customer success manager (CSM) role, and they have previously held the roles of account manager and customer support manager, their new title line might readTarget Customer Success Manager (CSM)2. The Summary StatementAdvise your candidate to creat e a paragraph that is not italicized and contains no more than five sentences. The summary is best when it begins with descriptive adjectives that embody the relevant value a candidate brings. If the position description mentions specific personality traits, be sure your candidate includes these traits in their summary. A good summary statement will mention relevant expertise and vertical market experience. It should also include specific abilities that relate to the job description, and it should leave out all irrelevant information.Here is an example of a summary created for a senior technical recruiterTenacious and resourceful talent acquisition professional with extensive corporate recruiting expertise. Skilled at identification and placement of IT professionals for startups and Fortune 500s. Able to devise and implement effective programs to entice active and passive candidates. Deep familiarity with multiple applicant tracking systems. Excellent interpersonal communication ski lls at all organizational levels.Advise your candidates to draw language from the requirements section of the job post. In the case of this summary, the position mentioned applicant tracking systems and specific experience sourcing both active and passive candidates. The requirements also included experience working across all organizational levels.3. The KeywordsWhile adding a keyword section to a resume may seem simple enough, the real challenge and the most important part is knowing what to omit. Any specific skills mentioned in the job posting that have not already been addressed in the title line or summary statement should be included in the keyword list. Any irrelevant skills ought to be removed. The most important bullets should come first.Lets take a quick look at this high-level ausverkauf executives keywordsTeam Building ? Strategic Planning ? Sales Training ? Business DevelopmentCustomer Retention/Expansion ? Direct Sales ? TurnaroundsIf this candidate is going for an individual contributor role rather than a management-level role, it would be a good idea to remove team building. Business development and direct sales might also be shifted to positions one and two, respectively. Assuming the job description doesnt mention turnarounds, this bullet can and should be removed to make room for other skills that are more relevant to the job opportunity.Less is more when it comes to resumes. Laundry lists are out, and relevant keywords are in. If your candidate stumbles, consider partnering with a reputable resume writing firm that has expertise in recruiting and can provide fast turnaround time.Wendy Schwartz, CPRW, is a senior career consultant and IT recruiter. She is launching ITJobSearchHelp.com in Q2 of 2018 to complement her staffing and resume writing firm, SearchProDirect.com.Master 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 progr am. 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

Amy Webb on the Future of the Creative Industry

Amy Webb on the Future of the Creative IndustryAmy Webb on the Future of the Creative IndustryAmy Webb, founder of the Future Today Institute, offers her insights on how technology will affect the creative workplace.Each year, The Creative Group and AIGA team up to find out what trends will impact creative teams for the Creative Team of the Future. As part of the latest research, we surveyed mora than 800 creative professionals and interviewed industry veterans at leading organizations.GET THE CREATIVE TEAM OF THE FUTURE REPORTWe also consulted Amy Webb, author of the book The Signals Are Talking and founder of the Future Today Institute, a leading firm that researches near-future and long-term trends in technology. Webbs research focuses on how technology will transform the way we live, work and govern.TCG How do you think the workplace of the future will be different from that of today?Amy Webb I think were at the dawn of what I call the Industrial Evolution, in which we will evolv e from mechanized manufacturing to widespread automated transactions and services. Former DARPA project manager Gill Pratt describes it as a modern Cambrian Explosion, which was a brief moment in time about 540 million years ago when our predecessors went through a rapid period of evolution. Part of that evolution included our eyesight, which made the evolution into more complex and intelligent life forms possible. Pratt argues that advancements in deep learning, neural networks, AI and cloud robotics - in which every robot learns from the experiences of all robots, which leads to rapid growth of robot competence, particularly as the number of robots grows - could usher in a period of rapid advancement, after which our life on Earth might look very different.What digital trends or innovations do you see impacting the creative profession?As with every field, technology is both super-charging our abilities and disrupting our workplaces. Our research shows that within the next few ye ars, there will be a number of tools available that automate the plan process. This includes messaging (predictive analytics that help identify what design and messaging are most likely to accomplish a set goal) and automation (algorithms that make the best possible selections from design exemplars).What emerging technologies should be on designers radars?Much of our future will be automated, which is a tremendous opportunity for designers. We will be scanning our phones and our faces well be engaging in more and more digital financial transactions. Just think of all the information that will need to be conveyed and the vital role design will play. Designers should plan ahead for how to organize this impending onslaught of information, how to communicate it effectively and - perhaps most important - how to demystify the technology well be surrounded by soon.It would also be wise for designers to think holistically, since our interactions will soon be omnidirectional. For example, we will be surrounded by machines that we talk to, and those machines will have names and personas. For as long as weve had computers, humans have felt the need to anthropomorphize them - so what will they look like? How can designers make them more relatable, especially to baby boomers?What disruptive forces threaten the creative industry?Automation, as it is for every industry, is similarly a threat for the creative industry. As algorithms become more capable of designing everything using our data, exemplars and parameters, they will necessarily threaten those whose job it has always been to think creatively.What creative roles will be most in demand?I havent seen these job titles yet, but heres some of what I anticipateautomation experience designerhuman-machine persona designeraugmented reality designermetaverse UX designerreal-time 3D designerneural virtual experience designerwearables (tattooables, injectables, earables) designeravatar designerhuman tissue and organ designerd rone experience designergesture control designerchief experience officerchief design officerFrom your vantage point, what technical and soft skills will creative managers be looking for in new employees or hoping to develop in current staff? Do you see creative professionals of the future having to broaden their skill set to become hybrid professionals in order to remain marketable?This is a question that comes up in every profession, and it doesnt have a clear answer. In journalism, many are asking whether or not reporters should also know how to write code. Should lawyers have a deep understanding of metadata? Should graphic designers be expected to know JavaScript? Very few people are professional polymaths.Developing a strong set of design skills isnt necessarily at odds with being a solid coder, but design and code are two different disciplines that take time to master. My assumption is that managers will prefer applicants who can do both.Heres good advice for everyone While yo u dont need to master HTML5, for example, it would be wise for everyone in the creative field to have enough knowledge of the technical lexicon to be able to have an informed conversation. Technology will continue to intersect with design. Those in creative fields need to be conversant in both design and technology, even if they arent experts.

Should you Quit Your Job for Sports Games

Should you Quit Your Job for Sports Games Should you Quit Your Job for Sports Games I ask these questions because a Red Sox fan recently quit his job to attend Game 1 of the World Series in Boston. According to Yahoo Sports, Gino Marcello, a former furniture salesman in Rochester, NY, quit his job after his boss refused to let him take off work to attend the big game.He said I couldnt take off this week because I didnt get him enough notice, Marcello said. I told him I wasnt coming in. And here I am.Marcello later said hed find something new and it wasnt worth it.The story even said that he brought a large sign with the words I Quit my Job for This written across it to the stadium.Now, another site recently updated this story with details that may show that Marcello worked at a family owned business so, his quitting may not be all that it seems. But the question still remains whether or not it is justifiable (and a wise decision) to quit ones job for a once-in-a-lifetime opportunit y?I dont follow baseball, so lets use the popular television show American Idol for an example. Say a woman, well call her Ashley, learns that the TV show plans to host auditions for one day only in her current city. Ashley has high hopes of becoming a famous singer and she regularly sings around the local community trying to promote herself. Ashley goes to her manager at a local retail store and asks for the audition day off. Her manager refuses. Following her passion and believing the chance that this opportunity will present itself again is slim to none, Ashley goes to the audition anyway and ends up losing her retail fleck.Was following her heart worth it?While I believe the answer to this question is subjective, I do think there are a few objective things one can do before deciding to quit his/her job in general. Below are just four1. Make sure you have another job. This obviously wont work for those once-in-a-lifetime opportunities, but if youre a worker feeling restless, bore d and unchallenged (and/or unappreciated) on the job, you may want to secure another position before quitting. The job market is tough nowadays, and you dont want to be unemployed for a long period of time because you didnt adequately prepare yourself.2. Ensure you have enough savings. Oftentimes, people will quit their jobs and not think about their financial states. Even if one has a new job, you need to think about the transition period. Will there be a gap between your last paycheck and your first paycheck from your new employer? If so, do you have enough money to cover all your expenses during that time?The same is true should you decide to disregard point no.1 and quit your job without having a new role. Making sure you have enough money saved to cover all your expenses while unemployed will be one less MAJOR headache for you to deal with.3. Reevaluate your motives. When you feel like you want to quit your job, its good to pause and reevaluate your motives. A lot of times peop le make irrational decisions based off their feelings. Take some time to really examine your reasoning behind wanting to quit in order to help you uncover if leaving the company 1) is necessary or 2) has to be immediate.4. Look at the big picture. This is similar to point 3 when it comes to acting off your current feelings. Its good to get out of your emotions and think about the bigger picture. Is your job helping you achieve your career goals? How will quitting affect your progress toward your future plans? Its important to remember your end goal to ensure that leaving a job now wont negatively affect you and your career later.

Job Application Checklist Where Are You Going Wrong

Job Application Checklist Where Are You Going WrongJob Application Checklist Where Are You Going Wrong6Youve done pretty much everything in your job seeking power to get hired for a flexible job. And yet, despite your best efforts, you are still woefully unemployed. Could it be that there are some minor details that are majorly impacting your job search?Go through this job application checklist to see where you are going wrong- and how to fix it___ Are you targeting your job search to a specific job that you are most interested in?When you cast the net wide and apply for any ol position, youre much mora likely to get rejections- and feel defeated in the process.___ Are you half-heartedly filling out job applications?If you dont take the time to create quality job applications, your chances of hearing back from a potential employer decrease.___ Are you applying for too many jobs?If so, you might be suffering from burnout, which can affect the quality of your application.___ Have you m ade a list of large and small companies for which youd most like to work?By aiming for companies that youd like to work for, youll help to focus your search.___ Are you tailoring every resume and titelblatt letter you send out to be specific for each job/company?If you send out generic job applications, it could negatively affect your chances of getting called in for an interview.___Have you networked with friends and family to learn more about possible job openings?They can be a great resource and a way to get your foot in the door at a company youd like to work for.___ Are your job applications completely filled out?If you dont want to take the time to accurately complete the applications, chances are theyll get rejected by the Applicant Tracking System (ATS), or worse, tossed in the trash by a hiring manager.___ Are you proofreading your job application (i.e., the resume and cover letter) to enkoranvers accuracy?If your job application has any errors, they can be counted against you. After all, no one likes a sloppy speller.___ Are you following up on job applications?Its always a good idea to follow up to make sure that potential employers have received your application. Its typically best to wait at least one week to follow up.___ Are you active in professional associations or other networking groups?Even if networking isnt your thing, you can still make great connections, particularly if youre looking to make a career change.___ Have you asked people in your network, if they work for a company youve applied to or know someone at a company you want to work for, to put in a good word for you?___Are you sure that your enthusiasm for the position is evident?Beyond applying for the position, you need to show a future boss how much you want the job. Following up after you submit your job application is one way to reiterate your interest.___ Have you had your resume reviewed by a professional?Resume styles change more often than you might think. Making sure you r info is on point can help seal the deal and get you a job interview.___ Are you sending a cover letter (or cover email) with every application?Yes, crafting a cover letter for each and every job application can be super time-consuming, but so can a lengthy job search. Find jobs that you really want, and then take the time to write a cover letter worth reading.___ What is the tone of your job application? Friendly and professional, or negative and gossipy?You never know who your potential boss is besties with. Never, ever badmouth a former manager or colleagues. Stick instead to why you want the job and why youre a perfect fit for the position.___ Is your contact information correct?Especially if youre using an older version of your resume, you might overlook that youve listed an outdated email address or contact number. Review your resume to make sure everything is up to date.___ Is your email address professional?A potential boss might think twice if he has to respond to hellokit ty1212 xmail .com. Your email address listed on your job application should be professional and also include your name.___ Are your social media profiles professional?The vast majority of employers will do an zugreifbar search of candidates theyre interested in. So make sureyour social media profiles are professional and polished, or better yet, consider creating two separate versions, one personal and one private.___ Do you have any professional online presence, such as a LinkedIn profile?LinkedIn is a must-have for any job seeker. Take the time to make sure your profile is up to date and complete (e.g., have a current photo, list your previous employers and positions, etc.). You can even consider writing a blog post that showcases your expertise and experience in your field.___ Do you have a professional portfolio?If you have a website that encompasses your work history, be sure to include a link to it in your job application.___ Are you applying to jobs as soon as they are posted ?If you see a posting for a fabulous job that screams your name, you should apply to it ASAP. You never know the timeline of the person doing the hiring it might be days or weeks. Getting your application in early means that it will be considered.___ Do you follow job application instructions explicitly?The job posting specifically stated that you need to submit three writing samples. But you only submitted one- and never heard back. Try to follow the instructions of the job listing exactly as they appear so that your application passes through the ATS- and gains the approval of the hiring manager.It may seem like an arduous process to go through a job application checklist for each and every job that you pursue, but its really not. Once you master what it takes to submit a stellar job application, the process will become easier, faster, and get you that much closer to getting hired.Readers, do you have a job application checklist you follow? Let us know in the comments below

The Honest to Goodness Truth on Reference Page for Resume

The Honest to Goodness Truth on Reference Page for Resume The Number One Question You Must Ask for Reference Page for Resume Possessing a reference sheet available is a significant method to earn a fantastic first impression. Instead, make a distinct reference sheet you may bring to your job interview. Your resume should be formatted in an easy, professional way. All text ought to be double-spaced just enjoy the remainder of your essay. Thus, your cover letter is vitally important. Throughout the text of your report youll also need to supply references whenever you have included an idea in your report that is not your very own original idea. Getting the Best Reference Page for Resume If youve been asked for a fixed number of references, it is a great concept to present a couple more than requested. When in doubt, determine whos accountable for the info. When youre asked for references, its possible to strategically pick the best people to represent what you would like high lighted for the opportunity, she states. Your references could make or break your odds of landing work, so make sure to decide on the best people to talk for your benefit. Whats Actually Happening with Reference Page for Resume Its possible for you to discover your reference page schablone online and download this, or you can make your own. Resume templates are extremely simple to customize. A Sample reference sheet template is not only a premade package you use the direction you really feel like. You dont need a possible employer browsing for information. Just ensure your page is up-to-date and includes the type of information you wish to share with the hiring manager. Youll also discover a sample reference list. Below youll discover a sample reference list. Definitions of Reference Page for Resume Also, in regards to the quantity of references youve got, the more you need to list, the better. When choosing your references, think about the message youre attempting to co nvey. After youve selected your references, make sure that they are well-prepared to assist you. Its acceptable to use difference references for various positions. Only submit your references if youre asked to. Youre also likely to need to understand how to choose and request references. You would like your references to be prepared for a call. Formatting your resume references is a comparatively straightforward task. The Ultimate Reference Page for Resume Trick For instance, APA style guidelines are extremely popular and simple to use. Now that youre schooled on the best way to list reference on a resume, know your resumeand your referencesmay have to be altered slightly as you make an application for different jobs. If youve been requested to offer a reference letter, use our completely free letter of reference template below to help you begin. Writing a letter of reference ought to be taken seriously. Availability of references might accelerate your job offer. Job ref erences shouldnt be included on a resume. Examples Database names are available at the base of the Detailed Record when utilizing the Librarys database. As soon as you have decided on who you wish to have in your reference list you should get their permission. Should you need assistance with getting your resume prepared to submit to IT employers, we can provide help. You should also think about the position, company and industry that youre pursuing. If at all possible, select men and women who can speak to your abilities and qualifications as they relate to the job which youre applying for. There are three sorts of resumes, each with its own benefits and pitfalls.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. The ideal time to try to find a job is when youve got work, but it doesnt indicate that its simple to look for work as youre employed. Both can cause you to get exceptional but only one can allow you to land work. Maybe you were lucky to land a great job in a good company that knows the way to deal with its employees.

Two weeks notice

Two weeks notice Two weeks notice?Posted September 16, 2013, by Julia Watters ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchescover letter tips and templatesresignation letter with notice period and reasonsample resignation letter due to health reasonshairdressing resignation letterfree sample resignation letter templates CoursesBachelor of Social WorkEnquire zugreifbar Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJulia WattersRelated ArticlesBrowse morePop cultureGold, Jerry, goldJerry and the gang impart some pearls of wisdom about work, life and everything in between.Aged CareWORKFORCE TRENDSAged care workers demand pay riseAustralian aged care workers have lodged a claim for a 60 per cent pay increase a rise that would add up to $10 an hour to the hourly wage.WORKFORCE TRENDSFull fee-paying places in new medical program causes outrageThe University of Melbourne has introduced a new medical program offering 60 full fee-paying places in its four-year postgraduate Doctor of Medicine program, causing outrage from the Australian Medical Students Association (AMSA).

How to Survive (and Even Thrive!) During OCI

How to Survive (and Even Thrive) During OCIHow to Survive (and Even Thrive) During OCIBy Jenny Connelly, Sidley Austin LLP, National Legal Recruiting DirectorBy the time you are reading this, you will have already received some sage advice about preparing for OCI.Youve likely attended a few career services office presentations and had conversations with previous summer associates or law school alumni who have worked for the employers of interest to you, all providing you with insight into the process of selecting firms and preparing for interviews. We encourage you to heed that advice, as well as think beyond the OCI process and not make it as complicated as it may seem.To help ease you through the process, here are some practical thoughts from a law firms perspective1. Dont be afraid to fail. Instead, take every opportunity presented to you as a aussicht to succeed. For example, a number of firms, including ours, coordinate many on-campus receptions throughout the school year. Sadly , some students tend to think about these firm events as opportunities to mess up.What if I say something wrong or address someone by the wrong name? What if I have spinach in my teeth while Im talking to the Managing Partner of the firm where I really want to work?Fortunately, law firms put a lot of time and effort into these receptions, so they really want you to come and meet them. Even if you dont enjoy these types of events, we recommend that you still make an appearance in order to connect with one of the attending lawyers. They could qualifikationly alleviate the unknowns of your upcoming interview.Meeting new people, especially successful people in the legal profession, can seem daunting and test the boundaries of your comfort zone. However, we encourage you to take those risks now. When youre a practicing lawyer, these experiences become a necessary part of your everyday interactions.Dont skip opportunities to get to know potential employers just because there is a chance something may go wrong. You never know with time and preparation, things could go amazingly right. At the very least, you will meet interesting people and also learn a lot about yourself.2. Set yourself up for success. Take your time in researching law firms. They come in all shapes and sizes, with different practices and cultures. Look at their preferred qualifications and assess whether your academic performance and work history meet those standards. Before the interview, ask yourself the hard questions and figure out where you belong and where you would be the most productive. Be your best advocate- but also be realistic. Define the things that are most important to you and let those guide your research.3. Make the most of your interview. On campus, lawyers are generally interviewing candidates for more than seven hours with very few breaks. Its a long day for them, so try to make your interview interesting and fun. Be sure to ask compelling questions. Firms want to know what you bring to the table that isnt obvious from your resume and how you would fit into their existing culture.Show the interviewer youve done your research by asking substantive questions and leave them with the impression that youre interested in things other than what you have read on the firms website.Think about adding some of the questions below to your OCI-interviewing arsenalWhat policies and principles are in place to sustain the firms culture?Are your reasons for staying at the firm the same as when you joined? If not, how are they different?How has the firm changed since you joined it?Is there anything you wish you had known about the firm when you were interviewing (i.e., what is the one question you wish you had asked)?How did you decide on your practice area, and how does it continue to pique your interest?4. Be your best you.OCI can be a hectic and exhausting time, so take steps that will help you feel confident and energized throughout the process. Make your life as uncomp licated as possible so you come to your interviews refreshed. Dont add obligations to your calendar in August if instead they can be handled in September. Be sure to get enough sleep and exercise, eat healthy, and stay hydrated, positive, and engaged.Focus on your professionalism be on time for events and interviews, and always respond to firm phone calls and emails as promptly as possible.Its important that you are remembered for the strength of your interview, but dont shy away from having a little fun with your personal style or adding some zauber to the traditional suit that careers services advises you to wear.Employers want you to be yourself, but they also expect you to be at your best. Wishing you the best of luck on the upcoming OCI seasonThis is a sponsored blog post fromSidley Austin LLP. You can view Sidleys Vault profilehere.Follow Vault Law on TwitterVaultLawand follow Vault on InstagramVaultCareersandFacebook

15 Companies Hiring Opportunity Youth

15 Companies Hiring Opportunity Youth15 Companies Hiring Opportunity Youth When many people talk about diversity and inclusion recruiting, the narrow focus can hone in on racial or ethnic diversity. However, a growing number of companies are opening up the focus to recruit new collar workers or those without traditional degrees. Many of these new collar workers are also known as opportunity youth, according to GradsofLife.org .Opportunity youth are people between the ages of 16 and 24 who are neither in school nor working. According to recent reports, out of the 38.9 million Americans who fall into the 16 24 age range, about 6.7 million can be described as Opportunity Youth. These young men and women represent a social and economic opportunity - they are eager to work hard, contribute to society, and help their communities.Whether youre under 24 and hungry to carve out a promising future or you know of someone who is an opportunity youth, check out these 15 exciti ng companies that are investing in this diverse community and hiring now. Apply and transform your life.1. 3M Company Rating 3.8 Details In 2016, 3M committed to giving real work exposure and mentorship to 400 Opportunity Youth over the next 10 years. The companys current schritte STEP (Science Training Encouragement Program) affords learning and internship opportunities for about 40 Opportunity Youth annually in St. Paul, MN. -This program exposes youth to hands-on training and students are paired with 3M mentors to create stronger career pathways. 3M is also committed to training youth for future careers and evaluating its own job descriptions and screen processes to ensure they are accessible to teens and young adults. Open Roles Data Analyst, Manufacturing Associate, Logistic Execution Warehouse Lead, Manufacturing Product Engineer, Supply Chain Analyst, IT Data Conversion Analyst, Production Operator, Multi Skilled Maintenance Technician & more. Where Hiring Brookings , SD Maplewood, MN Cottage Grove, MN Charlotte, NC Quapaw, OK & more.2. AT&T Company Rating 3.4 Details To help reduce employment barriers, AT&T removed the requirement for a resume during the application process and have provided alternatives to requiring years of experience. The company also provide various aids for applicants, including test guides, job coaches, and educational opportunities to train up for a parteicular role. Open Roles Warehouse Assistant, Senior Specialist, Part-TimeSales Support Representative, Assistant Vice President Technology, NetOps Specialist Junior, Brand Ambassador & more. Where Hiring Seattle, WA Dallas, TX Twentynine Palms, CA Cleveland, OH Pleasanton, CA San Ramon, CA San Francisco, CA Quantico, VA Columbia, MD & more.3. Baxter Company Rating 3.4 Details Baxter is committed to providing opportunities for all employees, and recognizes that every individuals unique background and experiences contribute to a successful organization. Baxter is building partnerships with community-based organizations like Grads of Life that embrace and support diverse stakeholder groups. Open Roles Product Technician II, QA Associate, Cybersecurity Analyst, Prep Group Leader, Sr. IT Manager, Quality Analyst, Nursing Clinical Consultant, Regulatory Affairs Manager & more. Where Hiring Bloomington, IN Marion, NC Cleveland, MS Deerfield, IL Round Lake, IL Louisville, KT Nashville, TN & more.4. Citi Citi Foundation Company Rating 3.5 Details Through Pathways to Progress, the Citi Foundation is focused on providing youth with the career readiness tools and opportunities needed to thrive in the 21st century economy. Pathways to Progress comprises programs across the globe that are helping youth build an entrepreneurial mindset, acquire leadership, financial and workplace skills, and begin to engage in the formal economy through a first job. In 2014, as part of its Pathways to Progress approach, the Citi Foundation made a three-year, $50 million commitment to boost the career readiness of 100,000 low-income youth, ages 16-24, in 10 cities across the United States. The effort is strengthened by the active involvement of Citi volunteers in these markets. Open Roles Home Lending Officer, Part-Time Teller, Full-Time Analyst, Personal Banker, Residential Real Estate Loan Officer, Bilingual Spanish Speaking Part Time Teller, Senior Compliance Officer & more. Where Hiring San Francisco, CA Long Island City, NY Tampa, FL Jersey City, NJ OFallon, MO Irving, TX Charlotte, NC & more.5. Dermalogica Company Rating 2.8 Details In 2014, Dermalogica committed, under the FITE initiative, to launch FITE Future Entrepreneurs in partnership with the International Dermal Institute in order to create a pathway to entrepreneurship for at-risk young women who inspire to work in the skincare industry. Through a scholarship application process, Dermalogica will identify and select up to ten young women in the New York area to go through a complete industry education and on the job training program over the next two years that includes undergraduate education, necessary materials and supplies, mentorship, secondary/graduate study, and apprenticeship/job placement. Open Roles National Account Manager, Retail Associate, District Sales Manager, E-Commerce Manager & more. Where Hiring Carson, CA Virginia Orange, CA Redondo Beach, CA & more.6. Hasbro Company Rating 3.8 Details In September 2014, long-term partners Hasbro and Year Up Providence launched a first of its kind workforce training program for local opportunity youth, ages 18-24, within Hasbros World Sales and absatzwirtschaft headquarters in Rhode Island. Using Year Ups one-year training model as the blueprint, the Transforming Talent program combines intensive job and life skills training, an earn-while-you-learn structure, multiple levels of support and corporate internships in Hasbros North American Sales and Marketing Division. Upon success ful completion of the Transforming Talent program in July 2015, Hasbro is committed to providing participants full-time employment with Hasbros North American Sales and Marketing team. Open Roles Retail Merchandiser, Sr. Finance Coordinator, Small Doll Design Co-Op, Sr. Financial Analyst, Sales Representative, Associate Operations Planner & more. Where Hiring Pawtucket, RI Renton, WA Sugar Land, TX Providence, RI Binghamton, NY & more.7. Mastercard Company Rating 3.8 Details In 2017, Mastercard will launch a new First Opportunity pilot program in St. Louis, working with local community partners to identify recent high school graduates or GED recipients ages 18-24. Intern fellows will participate in a year-long program with extensive training and the possibility to extend the fellowship for one year. This program will provide fellows with skills that can be applied to appropriate available positions at the company and other organizations. Open Roles Business Leader, Visual Designer, Sr Specialist of Implementation, Director of Product Innovation, Senior Engineer, Senior Consultant of Software Engineering, Director of Product Delivery & more. Where Hiring OFallon, MO Purchase, NY Miami, FL Saint Louis, MO & more.8. Marriott Company Rating 3.8 Details Marriott Foundations 25-year program, Bridges from School to Work, is committing to help businesses hire opportunity youth with disabilities. Over the next five years, Bridges will help meet the employment needs of at least 5,000 diverse urban youth with disabilities, whose unemployment rates are estimated to be 2-3 times higher than their non-disabled peers. Bridges staff in nine major U.S. cities make job matches that meet employer needs and align with young adults skills and interests this model of coaching both youth and employers has resulted in more than 16,000 first jobs since the programs inception. Open Roles Banquets Aide Houseperson, Director of Restaurants and Bars, Housekeeping Aide, L ounge Servicer, Signature Butler, Front Desk Agent, Door Attendant, Guest Service Representative, Housekeeping Supervisor & more. Where Hiring Orlando, FL San Francisco, CA Bethesda, MD Atlanta, GA Lake Buena Vista, FL Austin, TX Rancho Mirage, CA & more.9. New York Life Company Rating 3.5 Details New York Life Insurance is committing that Opportunity Youth will make up at least one-third of all its interns over the next 3-5 years and it will convert an average of 50 percent of those Opportunity Youth to full-time employees. Interns will be paired with executive sponsors and will receive regular professional and life skills training. Open Roles Bilingual Korean Customer Service Representative, Senior Associate, Change Management Lead, Customer Service Representative, Payroll Specialist, Domain Architect Where Hiring Dallas, TX Walnut Creek, CA New York, NY Jersey City, NJ Alpharetta, GA Tampa, FL & more.10. Ochsner Health System Company Rating 3.9 Details Ochsner Healt h Systems 28 hospitals and 60 health clinics in Louisiana and Mississippi were experiencing high turnover of medical assistants. New hires lacked the soft skills required for dealing with patients and other medical staff. They partnered with Delgado Community College to develop a program through which Ochsner would train its own medical assistants. They received planning grants through a New Orleans Works initiative and the Greater New Orleans Foundation. They were shocked when 504 people applied for the first 20 training slots. Students come to Ochsners medical facilities for on-the-job clinical training once a week during the 15-week program. They also job shadow medical professionals in various departments and take the medical assistant national certification exam, which helps build their self-confidence. Ochsner reserves training slots for entry-level workers already on staff as well. Open Roles Radiation Therapist, Registered Nurse, ICU Staff RN, Medical Assistant, Urgent Car e Assistant, Medical Technologist, Driver/Supply Chain Technician, Surgical Technician, & more. Where Hiring New Orleans, LA Gretna, LA Baton Rouge, LA & more.11. PG&E Company Rating 3.5 Details Pacific Gas and Electric Company (PG&E) is committed to providing scholarships and internships to youth throughout Northern and Central California. PG&E will also provide training and supervision opportunities with its employees in both operational field roles and entry-level engineering positions. PG&E plans to begin its pilot program in June 2017 in partnership with local high schools, colleges, workforce and non-profit partners. Open Roles ADM Support Lead, Cybersecurity Solution Analyst, IT Compliance Assessor, Technical System Specialist, Regulatory Case Coordinator, Lead Building Mechanic, ECAP Specialist & more. Where Hiring San Ramon, CA Concord, CA San Luis Obispo, CA Moss Landing, CA Stockton, CA & more.12. Salesforce Company Rating 4.2 Details In 2014, the Salesforce .com Foundation committed to scaling and expanding its youth mentoring and internship programs by expanding existing partnerships, initiating new partnerships, and educating other businesses on the benefits of youth engagement. The Salesforce.com Foundation will expand its partnership with Year Up and Genesys Works to provide job training to Opportunity Youth, and will scale and expand its mentoring and workforce development program BizAcademy. Open Roles Senior Sales Engineer, Software Lead, Commodity Manager, Product Designer, Diversity Program Lead, Recruiting Coordinator, Staff Accountant, Contracts Negotiator & more. Where Hiring San Francisco, CA Chicago, IL Dusseldorf, Sydney Dublin & more.13. Viacom Company Rating 3.6 Details Viacom is committed to hiring 60-80 Opportunity Youth into internships in Viacom locations across the country each year. In addition, Viacom will take steps such as expanding job preparedness training and mentorship to create even stronger car eer paths for Opportunity Youth. Open Roles Domestic Tax Analyst, Media Manager, Assistant Treasurer, Content Designer, Executive Assistant, Counsel, Manager of Animation & more. Where Hiring Miami, FL Minneapolis, MN Hollywood, CA Burbank, CA Franklin, N & more.14. Starbucks Company Rating 3.8 Details Building on its initial commitment to hire 10,000 Opportunity Youth by 2018 and investing in Opportunity Youth training and mentorship, Starbucks founded the 100,000 Opportunities Initiative, a coalition of now more than 50 companies committed to hiring and supporting Opportunity Youth. Together these employers have already hired more than 100,000 Opportunity Youth, and invested in key communities with signature Opportunity Fairs that have set a new voreingestellt for excellence in resources and experiences for youth. Open Roles Store Designer, Barista, Shift Manager, Team Member, & more. Where Hiring Corte Madera, CA Seattle, WA Scottsdale, AZ Berkeley, CA Arlington, CA W ashington, DC Chevy Chase, MD & more.15. Xerox Company Rating 2.6 Details Xerox Services is committed to hiring high school graduates for customer service positions and will waive required work experience for eligible students who have completed the Jobs for Washingtons Graduates program in Washington State. Xerox will also share its program and results with a state-wide network of local Workforce Development Councils to inform policy, best practices and action. Xerox will also expand this program to support hiring in our Xerox Services locations in seven additional cities. Open Roles Service Technician, Finance Administrator, Account Executive, Recruitment Partner, Marketing Manager, POS Account Manager, Sales Manager, Supply Chain Summer Intern, Customer Service Associate, Document Imaging Specialist & more. Where Hiring Tulsa, OK Webster, NY Charlotte, NC San Francisco, CA Austin, TX Bakersfield, CA & more.

Increasing Joy and Employee Engagement

Increasing Joy and Employee EngagementIncreasing Joy and Employee EngagementIncreasing Joy and Employee Engagement Amabile and Steven Kramer, coauthors of The progredienz Principle Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (Harvard Business Review Press, 2011.)No doubt about it there is a disengagement crisis at work a trend thats impacted employee engagement.If youre an employer, this is probably not news to you.Studies from the APA, Aonand others have found that a high percentage of people are stressed, unhappy, and disengaged from the work they do. In fact, in a recent article, Gallup reported that a majority of US employees do not feel engaged at work.Much of the blame undoubtedly falls on changing work environments. Since the economic downturn, cost-cutting measures have required many people to carry a greater burden of the work with fewer resources, a topicthat weve written about more than once in our Harvard Business Review blog.Improving Employee Pe rformance The question becomes what managers can do to improve employee engagement and the well-being of their employees which, incidentally, improves employee performance.In our research, we analyzed nearly 12,000 daily diaries from professionals in several different companies, in order to determine what makes for good inner work life joy, engagement, and positive views of the job.Our research made a surprising discovery. Of all the things that can boost inner work life, the single most prominent factor for employee engagement is simply making progression in meaningful work. We call this the progress principle.Here are seven ways you can use our discovery to sustain your employees engagement in their work1.Help employees find meaning in the work they do. This doesnt have to be some higher purpose such as curing cancer. It can simply be contributing to a quality product or service for their customers. It can even be supporting their teammates. It is critical that you communicate th e value of the organizations mission and how their daily efforts contribute to those goals.2.Support progress each day. Providing meaningful work is only the first step. People must also have the opportunity to succeed at that work. Give them the resources and help they need to do great work. Even when resources are tight, there is much you can do to support progress. Be sure that peoples skills are well-matched to their work. Make sure that their goals are clear and that they have sufficient autonomy to use their own skills and talents to meet those goals. And make yourself available to help out when needed. These and many other things you can do are not costly, but they can make a huge difference in the success or failure of a project.3.Ensure that employees find time each day for the work that they find most meaningful. Too often, even when people work hard all day, they find themselves unable to get to the work that they think is most important. They are interrupted by unexpecte d demands or smothered under a mountain of necessary but tedious grunt work. Try to protect some sacred time each day that people can use to focus on critical work, and eliminate extraneous tasks as much as possible.4.Make note of employees progress and celebrate it. When workers complete one task, there is invariably another one to take its place. Its natural for people to just move on, without having a moment to savor their own accomplishment. We discovered that the progress principle operates even when people make a small step forward toward some meaningful goal a small win. So take a moment to recognize even small steps forward.5.Encourage employees to celebrate the successes of their teammates. Because so much of modern work requires teamwork, one persons accomplishment is really the teams accomplishment. Create a climate where employees routinely support, recognize and celebrate each others progress. Even when a worker is having setbacks, his or her inner work life can still b e nourished by the accomplishments of others. And because team members will be recognizing each others progress, some of the burden will be lifted from your shoulders.6.Value setbacks. There is a dark side to the progress principle of all the events that contribute to poor inner work life, having setbacks (being blocked or stalled in the work) is by far the most prominent. Even worse, the negative effect of setbacks is two to three times stronger than the positive effect of progress. Yet setbacks are inevitable in complex and difficult work. When someone does have a setback, dont view it as a failure and, above all, dont punish it. Rather, view it as a natural part of doing hard work. Then help people extract value from it ask what welches learned that can help the team move forward.7.Encourage friendship. OK, this tip isnt about progress, but it is about inner work life. Gallup researchers have long found that having a best friend at work can turn a moderately engaged employee into a highly engaged one. So, create opportunities for people to develop friendships and bond. These can be team lunches, other get-togethers, or activities outside of work. As stronger friendships develop, youll find that employee will likely be happier and more engaged at work. As a bonus, theyll become more collaborative and helpful.These techniques are not costly, they dont take much time, and they arent very difficult. But they do require your attention. Keep them on your mental agenda in the coming year. You might even consider making them your New Years Work Resolutions.Author BioTeresa Amabile is the Edsel Bryant Ford Professor of Business Administrationand a Director of Research at Harvard Business School. She has written extensively on creativity, motivation, and everyday work life. Steven Kramer is a developmental psychologist, writer, and researcher on inner work life and performance. Amabile and Kramer are the coauthors of The Progress Principle Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (Harvard Business Review Press, 2011.)Read moreEmployee Engagement Surveys The Secret Sauce of Successful BusinessesHow to Curb Clock Watching and Increase Employee EngagementA Fresh Approach to Recruitment and Employee Engagement at CLEARLINK