A Supreme Court nominee shows why many people get maternity leave wrong

A Supreme Court nominee shows why many people get maternity leave wrongA Supreme Court nominee shows why many people get maternity leave wrongAccording to one of his former law students, Donald Trumps Supreme Court nominee, Neil Gorsuch, believes many women use their companies for maternity benefits and then leave the company after the baby is born.Gorsuch also allegedly believes that law firms should ask female interviewees about their intentions to have children to protect the company.On Sunday, the National Employment Lawyers Association and the National Womens Law Center posted a letter from Gorsuchs former student, Jennifer Sisk who wanted to raise concerns about how Gorsuch discounts the worth of working females.Sisk wrote that her ethics professors comments were disappointing because it implied that women intentionally manipulate companies and plan to disadvantage their companies starting from the first interview.These allegations are especially timely because Gorsuchs confirm ation hearings began Monday.In his opening statement on Monday, Gorsuch was frank about his shortcomings, As my daughter reminds me, putting on a robe does leid make me any smarter.When having babies is a threat to the companyGorsuchs comments occurredin SisksLegal Ethics and Professionalism class last April.To prepare his class for awork-life balance discussion, Gorsuch had them read a hypothetical scenario where a female law student applies for jobs at law firms because she has a large debt to pay off. The married student also intends to starta family.The question should the female law student disclose her family planning intentions to employers in interviews?In class, Gorsuch used this hypothetical as jump-off point to discuss his own personal beliefs.In Sisks retelling, Gorsuch stopped the discussion around the hypothetical and asked the class to raise their hands if they knew of a female who had used a company to get maternity benefits and then left right after having a baby.Wh en elend enough people raised their hands, Gorsuch allegedly said, Cmon guys.He said that all of their hands should be raised because we all knew women who purposefully used their companies. He did not use statistics to back up his claim of the many women.Making the assumptionthat all women had childbearing in their future, Gorsuch said law firms should ask female interviewees about their intentions to have children to protect the company.Some key mistakes about maternity leave and its effectsIts worthwhile to debunk some of Gorsuchs assumptions if a trained lawyer can make those mistakes, anyone can.The first and most important thing to consider is that very few women (or men) will gleefully give up an income unless they absolutely have to.The second is that having children, of course, does not hurt a womans ability to do her job, though it does affect her schedule due to childcare demands. For that matter, it should also affect fathers schedules. But studies have shown that having a babyfrequently hurts a womans ability to get promoted- the dreaded mommy track.Another major factor relatively few workplaces offer flexible work schedules for women and men who have new babies. That may make quitting unavoidable if the choice comes down to keeping a new infant alive or being in a seat for 40 hours a week. Even though 70% of American workers say flexible schedules are very important, workplaces have not caught up.In addition, balancing 40-hour workweeks with care of an infant less than three months old is nearly impossible without help, and childcare is expensive. Childcare can cost around $500 a month or mora, according to the Economic Policy Institute - and that doesnt count the costs in big urban centers, where it can rise sky-high.Employers cannot hire or fire women on the basis of pregnancyGorsuchs advice to companies to ask female lawyers about their family planning does not protect the company. It may actually open the company to future lawsuits.Under th e Equal Employment Opportunity Commissions guidelines, employers can legally ask applicants gender-related questions about pregnancy, but they cannot make hiring decisions based on an applicants answers.So employers arebetter off not asking at all. The EEOC generally discourages employers from asking these kind of questions because it can lead employers into legal hot water. The EEOC said itconsiders whether employers asked these questions in pregnancy discrimination lawsuits.Family planning is an issue for both women and menWhen it comes to family planning, the burden should not be on women alone. Sisk criticized Gorsuch for making the questions of commitment to work over family a question that only women had to answer.In his ethics class, Gorsuch did not discuss whatrole men should have in family planning. There are economic and personal benefits for everyone when paid family leave is an option it puts mora women in the workforce, and it increases middle-class family incomes.Mater nity leave isnt an individual issue its an economic issueThe Family and Medical Leave Act gives workers 12 weeks of unpaid family leave, but the United States currently does not federally mandate any paid family leave.The National Partnership for Women Families Womenargues that paid leave improves employee retention, saving employers money since turnover can be costly. An analysis into 27 case studies found that turnover cost companies 21% of an employees annual salary.In California, workers do get up to six weeks of partially paid family leave and it pays off for employers. California womenwho took leave were at least 6% more likely to increase their work hours 1-3 years after the birth of their child.Paid family leave there also also increased productivity. Employees who took time off when a new baby arrived or when a serious illness struck were less stressed than other employees. Less stressed workers mean more productive workers, Annette Bonilla, the Vice President and Director of Human Resources for Environmental Science Associates in California said.The government also benefits from robust family leave policies too. After New Jersey offered paid family leave to new mothers, less of its constituents needed government assistance. 39% of the mothers who took paid family leavewere less likely to receive public assistance and 40% were less likely to receive food stamps in the year aftera childs birth.Its a familyissuePartners who takepaid parental leave become more involved partners. This is the kind of work-life balance Gorsuch could have discussed.In an analysis of 10,000 children in the United States, a studyfound that fathers who took two or more weeks of leave were more likely to be involved in daily childcare activities later on in the childs life.Whenwomen are not solely responsible for childcare, they can participate morein the workforce.Mothers first, and workers secondFormer students of Gorsuch have come forward to dispute Sisks allegations. Will H auptman did not deny that the discussion happened but said that Gorsuchs tone was more matter-of-fact. In Hauptmans retelling, Gorsuch was just giving frank real talk, not displaying any animus against a career or group.But a second anonymous student confirmed Sisks account. This student said Gorsuchtold the class that many female lawyers became pregnant and Gorsuch questioned whether they should do so on their law firms dime.The Supreme Court provided a clear answer to Gorsuchs question.In a 2003 majority opinion, the late Chief Justice Rehnquist wrote whythe Family and Medical Leave Act needed to begender-neutral and apply to everyone. Treating women as mothers first, and workers secondreinforced a self-fulfilling cycle of discrimination that forced women to continue to assume the role of primary family caregiver, and fostered employers stereotypical views about womens commitment to work and their value as employees.The National Womens Law Center cited Rehnquists warning in their post about Sisks letter.

Internship FAQ and Myths

Internship FAQ and MythsInternship FAQ and MythsInternships provide students, new graduates, and career changers with an opportunity to gain important knowledge and skills in their vocation of choice. They are also a chance to gain exposure to a career field of interest without the employer or student having to make a major commitment. Many organizations use fr sichships as a way to assess and train potential candidates for jobs. Students will often do several internships to give them exposure to a variety of related jobs or even to check out various careers of interest. Resources available for finding an internship include online internship databases, books such as The Internship Bible, and networking with professionals and alumni from your college. Dont Delay You should departure searching for an internship as soon as possible. For internships in finance, government, and publishing, deadlines to apply for summer internships can be as early as November. Students who begin doing internships after their first year of college are able to complete several different ones, providing them with a wide range of experiences and making them more appealing to employers. Internships are popular for students still in high school as well. Finding Internships Working with a career counselor, speaking with faculty and/or college alumni, and conducting informational interviews with alumni or professionals in the field are all excellent places to start finding available internships. Many internships are listed on online internship and job sites such as Chegg Internships, Internship Programs, and LinkedIn. Completing a thorough self-assessment is also a valuable practice before you start pursuing internships it will help you discover whether you have the knowledge, skills, interests, and personality traits that are relevant to each individual internship. Types of Internships Internships are available in a wide variety of fields in both the private and not-for-profit s ectors of the job market. Internships may be paid or unpaid and for credit or not-for-credit and are typically pursued in the spring, summer, or fall. For Credit or Not For-credit internships are linked directly with college coursework. Working directly with an on-site supervisor and a faculty sponsor can provide for a rich experience that includes additional reading and writing on the subject in addition to the experiential learning that takes place each day on the job. To receive credit for an internship, students will need to complete a certain number of hours at the internship site that number depends on the internship guidelines of your particular school. Colleges also typically require that additional academic work be completed as designated by the faculty member who acts as the internship sponsor. Be aware that you may have to pay your school a substantial amount in per-credit tuition for a summer internship that provides college credit. The amount the college charges for for-credit internships completed during the fall or spring is usually rolled into the regular tuition for the semester, so it doesnt come as a shock like the cost of a summer internship may. Internships not completed for credit are basically set up as a limited work agreement between the employer and the student. Internship Myths These are actual truths behind some internship myths Internships not completed for credit are not as valuableAlthough it is true that internships for credit are included on a college transcript, employers are looking for candidates who possess the relevant skills and experience to do the job and who already have exposure to the field and know that they are interested in it. Interns can gain those skills and experience whether they receive college credit or not.Unpaid internships or volunteer experiences cannot be Included on a resumeAll experiences related to a particular internship or job can be included on a resume. That includes relevant coursework, co-curricular activities, community service, volunteer experiences, and previous internships and jobs. All internships completed for credit must be unpaidAn academic institution granting college credit for an internship does not in any way prohibit the employer from paying the intern a fair wage or stipend. Colleges generally encourage employers to pay for work interns complete regardless of whether its being done for credit or not. And you should seek to get paid as well.

Customize this Outstanding Brand Assistant Resume Sample

Customize this Outstanding Brand Assistant Resume SampleCustomize this Outstanding Brand Assistant Resume SampleCreate Resume Lindon Johns100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryReliable Brand Assistant capable of keeping accurate records and organized files of each marketing project. Proven track record of meeting all departmental filing requirements, staying up to date on company policies and offering insight into branding projects. Always willing to play any role required to help the branding department to succeed.Core QualificationsMicrosoft OfficeInternet Scheduling SoftwareMeeting CoordinationFile ArchivingData CollectionProfessional NetworkingExperienceBrand Assistant, February 2010 May 2015Jingle Associates New Cityland, CAMaintained all paper files regarding correspondence about brand management activity.Assisted in coordinating marketing meetings and developing meeting agendas.Prepared outgoing client corresp ondence for managerial approval.Brand Assistant, June 1995 December 2004Lilly Associates New Cityland, CAManaged all incoming and outgoing correspondence for departmental managers.Scheduled all departmental meetings and created meeting agendas.Collaborated with media buyers to get current media buy rates.Education1995 Associates Degree, MarketingWind In The Willows Community College New Cityland, CACustomize Resume

How a month of paternity leave turned me into a competent dad

How a month of paternity leave turned me into a competent dadHow a month of paternity leave turned me into a competent dadThe following story welches submitted by a Fatherly reader. Opinions expressed in the story do not reflect the opinions of Fatherly as a publication. The fact that were printing the story does, however, reflect a belief that it is an interesting and worthwhile read.Like many dads, I didnt start out with the most nurturing, or patient, approach to fatherhood. From day one, I loved the tiny person crying in my arms, but try as I might, I couldnt please her. And the frustration of struggling at parenting welches suffocating. In time, I found myself talking to her less like my child and more like the belligerent patron at a crowded bar.Have you figured out what you want yet?No?Maam, theres no need to shout.My wife, on the other hand, had the opposite parenting experience. From the get-go, she knew exactly what needed to be done in almost every situation ? from feeding , to soothing, to sleeping. In fact, she was so much better at getting our little girl to sleep that it became her gig. And that set a terrible precedent. Whenever something became too hard in those early days, I let my wife pick up the slack. Clearly, she had some sort of evolutionary knack for all of this, so if I couldnt solve the problem, Aw shucks, here ya go momIve talked to a lot of fathers who admit they fell into this same trap. Many dads are totenstill in it. They figure, Hey, I mow the lawn and make sure the right batteries are in all of the remotes I pull my weight around here. Its a nice bit of delusion thats only exacerbated by a sleep-deprived brain. I embraced this faulty logic for a solid two months. I took the backseat every opportunity I got. And while the guilt of not helping clawed at me, the extra bit of sleep helped.But it was all temporary. See, Id made an important commitment long before I knew how hard it would be to care for a newborn. I had filed all of t he paperwork and cleared my appointments. At the end of my wifes maternity leave, I would take over. For a whole month, I was going on paternity leave. And I was definitely starting to question my decision.The week before we made the switch I was a wreck. I looked at my now 15-pound baby girl like she was a ticking time bomb. I knew she was just waiting to go off and, of course, would do so on my watch. An infected cat scratch? An unforeseen formula allergy? Her first bout of colic? A cold? Pneumonia? I was wholly unprepared for any one of these events but had enough sense to keep the fear to myself. As useless as Id been up to that point, I couldnt also be seen as a whiner.The day came and the door shut behind my wife. My baby and I were alone. And almost immediately she began to cry. The hairs on my neck stood at attention. My heart rate doubled. Im sure there was a look of panic on my face. But I stayed cool and soothed my little girl, and before I knew it there was calm. For day s, it went like this moments of abject horror followed by total, glorious, quiet. It was a whole lot of hell and a little bit of heaven. Then slightly less hell. And even lessAs we rolled into our second week, my little belligerent bar patron was becoming more like a high-tipping regular. The lows were still very low but the highs were more than enough to make up for the trouble. When my wife returned home from work in the evenings, suddenly I wasnt so quick to hand over our little one. Just the opposite. You can go upstairs and change, Ive got her, I would say without hesitation. (Statements like this, by the way, may have actually saved me from having my personal effects thrown out on the curb.)By the time my paternity leave ended (too soon, I might add), I was starting to feel like an old pro. I could swaddle with the best of them. I knew, down to the second, how long the bottles needed to be heated. I had learned parenting tricks that even my wife didnt know. It felt good. And I was beginning to register that the clichs were true ? my daughter really was growing up before my eyes.She was noticeably different from when we started our month together. So was I. And Id determined over the course of the month that the back seat was no place for me when it came to raising her. The view was far better up front.Alex Moschina is a Baltimore-based writer who enjoys spending time outdoors with his wife and daughter.This article first appeared on Fatherly.

The Do This, Get That Guide On Business Skills for Resume

The Do This, Get That Guide On Business Skills for Resume Developing the crucial skills will provide your company with solid foundations. Key skills are work-related skills that you will need to do a job. Some skills might be relevant while others arent. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. Bear in mind, however, skills or experience gained in 1 sector might be appropriate for another. If you would like to display your organization skills, acquiring a tightly structured resume certainly helps. As stated earlier, assessing soft skills is a lot mora difficult. On the flip side, soft abilities, also called interpersonal or social abilities, are the ones which you have as personal qualities or you get through professional experiences. Ruthless Business Skills for Resume Strategies Exploited It is possible to find below a list of the greatest skills you may put on your resume based on the sort of job that you are applying for. Each job will call for unique abilities and experiences, so make certain you read the job description with care focusing on the skills listed by the employer. Your skills are an overview of what you could do for the possible employer if you were offered the work at this time. As soon as you know which in-demand skills you currently have, you can find out what to learn next to get prepared for the work industry. Whatever They Told You About Business Skills for Resume Is Dead Wrong...And Heres Why If youre searching for a job for a sommelier, list your understanding of wine fundamentals and food pairing, together with your experience with inventory administration. Look through the work description and see whether any soft skills are mentioned. Hard skills have a tendency to be more technical, and each business or kind of job will often have its personal necessary set. Thus when writing down your job skills take some time to strateg ize and find out the very best approach to organize them in your resume. Going into business is a favorite and can be quite lucrative. A little small business owner is a person who starts a business on a little scale. Other duties the owner of a small company performs include portraying their product to the correct audience through the introduction of associate campaign. One engages in business in order to bring in profit. What You Dont Know About Business Skills for Resume Every communication should reflect the image youre attempting to project. Its possible to supplement whats on the webpage with links to your work but you must motivate the hiring manager to take the excess step required. Technical skills are either something youve got or you dont, but theyre always something which you are able to learn. To give employers a better idea about what youve accomplished, talk about the size of the group and the range of the projects you manage. Actually, there are dozens and dozens of skills that you could have. You may have a foundational resume that compellingly articulates the fruchtwein essential info, states Heifetz, but you need to alter it for each opportunity. A great coaching skill is going to be necessary for the analyst to be in a position to effectively teach others. Depending on the recommendation of our expert sources, here are a couple of broad types of skills your resume could include, together with unique methods to express them. The True Meaning of Business Skills for Resume Excellent reports are a large part of tech. Mobile is increasing and nobody is strong enough to stop it. Among the guys has been employed as an HVAC tech for the last 20 decades, and knows the industry backwards and forwards. Exceptional people skills are an essential portion of what makes you such a standout employee whod be an asset to any company that offers you an opportunity to shine. The skill section may be the most important section on your resum e if you place it together correctly. Perhaps your skill set is wholly different. Read through it a couple of occasions and youll probably spot three or four crucial skills mentioned many times throughout the document. A technical skill reflects the ability to comprehend and conduct a particular job, or set of tasks, in the workplace. In truth, it might be appropriate to incorporate a more prominent core competencies section at the peak of your resume with thorough descriptions of certain skills if theyre absolutely central to success in the desired position. You also ought to check their social networking pages and take note if theyre frequently citing specific hard and soft skills that are desired by the corporation. Actually, there are particular jobs in which its important to place a skill section at or close to the top of the resume. The figures you will use have to be truthful and can be validated. The Business Skills for Resume Chronicles Any business owner who does nt find out how to establish a simple spreadsheet which contains formulae is at a distinct disadvantage. Making decisions which are in the very best interest of the business, and solving problems having the most efficiency and limiting damages are traits of a superior candidate. It is crucial to recognize the skills you must develop or improve so that you may succeed in your day-to-day business operations. Possessing sound financial management skills can help you to run your company profitably and safeguard your financial investment. Readers are absolutely tolerant of non-job related stuff but you need to watch your tone, states Lees. Soft skills are a little bit more vague and open to interpretation. The Argument About Business Skills for Resume When you review the work description, you find that theyre looking for somebody who is a specialist in Google AdWords. Most jobs require that you have a fundamental comprehension of computer programs like Excel and Microsoft Office, along with skills in internet navigation, social networking sites and emaille systems. Customer support people must have problem solving skills, exactly like web developers do Businesses are interested in marketers that are masters of industry tools.

10 Ways to Be More Flexible in Your Hiring Process

10 Ways to Be More Flexible in Your Hiring ProcessHaving a flexible hiring process is important if youre hoping to attract the best talent. Remaining too rigid can be off-putting to job seekers. It may even keep would-be candidates from applying for your open position.Want a varied and top-level pool of applicants to choose from? Here are some unique ways to add flexibility into your hiring processUse video bewerbungsgesprchs Video interviewing software enables hiring managers to take the hassle out of the hiring process. They no longer have to ask candidates to take time out of their day to fight traffic, deal with parking, and then face the stress of a face-to-face interview.Now the job seeker can sit down at a time thats convenient for them, in the comfort of their own home, and answer the questions the hiring manager prepared in their best form. From the managers perspective, theres an added level of convenience that comes with video interviewing, too. Theyre able to watch candid ates responses when it works for them rather than squeezing too many interviews into one day.Additionally, many hiring managers waste time talking to candidates who arent a good fit. Video interviewing allows them to vet job seekers in the early stages of the process. This way, theyre only having this deeper dialogue with serious contenders. If it becomes clear the individual isnt an appropriate choice, they can move on.Dont hold up the processTheres a lot to do before making a job offer. For instance, you need to check references, bring the candidate in to meet your team, and have them demonstrate their hands-on abilities. But is it essential that each candidate completes the steps at the same time in the same order? Not necessarily.For many jobseekers, the most frustrating parte of the interview process is the communication.Click To TweetPerhaps theres a delay on someones reference check. You dont need to let this hold up the hiring process. Allow the individual to move forward wi th the other components.From there, wait for their references to come in. If you decide you like them enough and the rest of the boxes are checked, make the offer. Dont get hung up on the order in which the steps occur.Be upfront about communicationFor many job seekers, the most frustrating part of the interview process is the communication. Either they dont hear from their would-be employer for months or theyre constantly bombarded with details and requests. Perhaps they cant answer their phone during the day because theyre at another job, yet its the only way hiring managers will communicate.In order to infuse flexibility into the hiring process, be upfront about how communication will work. The hiring manager should let the job seeker know what to expect, and ask them their preferred method of contact.Perhaps e-mail works best during the week, but the telephone is ideal at specific times of day. Avoid over-communicating, but also respect the job seeker. Dont go weeks without upda ting them about where youre at in the hiring process. If youve decided not to pick them, make it known quickly so that they can move on.Ask mora open-ended questionsOpen-ended questions are a valuable part of the job interview process. They enable candidates to let their partality and background shine through. A candidate may have experiences that arent fully detailed in their resume but can tell you about them when the question is broad enough.Off-site interviews are helpful when it comes to boosting the flexibility of the interview process.Click To TweetGive the interview enough structure to cover the essentials. But, allow the dialogue to flow freely. Make opportunities for the job seeker to show what makes them unique and why they would be the perfect fit for the role.Allow for mora than just a Q+AYou need to cover the basics during an initial interview with a person youre considering adding to your team. Whats their education level? Where have they worked in the past? Why do th ey believe theyd be a good fit for the job? However, many hiring managers find adding a practical element to their interview process helps gain a more accurate sense of which candidates would thrive within the office.Its easy for someone to give you lip service about all of the initiatives they would spearhead. Hands-on demonstrations, however, can help separate those who talk the talk and those who can walk it.For example, say youre hiring for a graphic designer position. You might consider having them draw up a basic logo based on a hypothetical new client youve just landed. This will show you their thought process, how they work under pressure and an example of their design work that goes beyond their carefully curated portfolio.Be open to off-site interviewsWhile unconventional, there are a number of benefits to conducting interviews outside of the office. Doing so can help make the process less nerve-wracking for the candidate.Coffee shops are infinitely more relaxing than pull ing up in front of your building and feeling judgment from potential new colleagues. An off-site interview can be conducive to a more natural conversation. The relaxed atmosphere might enable you to get a more accurate feel for the candidates personality.Offering night or weekend interviews can provide flexibility in the interview process.Click To TweetAdditionally, off-site interviews are helpful when it comes to boosting the flexibility of the interview process. Perhaps your office is too far from where the individual currently works. It would be tough for them to find time to come to talk to you.When off-site interviews are an option you can pick a spot midway between both of you. It will make the trek more convenient for both parties.Meet during off-hoursIn order to stay competitive and attract the best talent, your interview process needs to take your candidates schedules into account. One way to do this is to hold job interviews during off-hours. Whether its after work or on a Saturday morning, the key here is to give candidates an opportunity to take part in the interview process without having to rearrange their schedules, come up with excuses as to why they need to leave work early, and more. The fact of the matter is, some candidates just dont have the ability to step away in order to meet you at 10 a.m. on a Tuesday. Allowing for off-hours discussions or the use of video interviewing software frees up a pool of candidates who might otherwise not be available. Not to mention, it shows you respect their time.Understand that things come upScheduling interviews require time and effort. Hiring managers get frustrated when a candidate has to cancel last minute. However, life can throw some unexpected happenings at the least convenient times.Part of incorporating flexibility into your hiring process means youre willing to work around a candidates last-minute problems. Just because the candidate has an unexpected situation, doesnt mean theyre a poor fit for the role. Keep an open mind and continue to give this person a fair shot.Keep an open mindYou probably have a general idea of the type of person youre looking to hire. You know what kind of experience they should have, what their educational background should be like, and what personality type would work well in your office.Be upfront about how communication will work to provide flexibility in the hiring process.Click To TweetThis helps prevent you from wasting your time interviewing people who wouldnt be a good fit. However, theres a difference between basic guidelines and ruling out qualified people for trivial reasons.Perhaps your next great salesperson has never actually worked in your industry. But the experience they gained working in that high-end bridal shop equipped them to cater to customer needs in a way that will benefit to your business.Be prepared to make a decisionPanel style interviews are ideal. They work particularly well if the new hire will be interfacing with m ultiple departments. You might like one candidate, but hear very different feedback when others have a chance to weigh in.To keep the interview process moving along, understand every person will not be able to attend the interview. You may need to accept just one or two others there to offer their opinions. Its important to keep the process moving along.Periodically evaluating your hiring process to prevent it from becoming outdated or cumbersome. One way to stop this from happening is by adding an element of flexibility to the process. This shows candidates you respect their time and can help move your final hiring decision along more quickly.What are some other ways you can add flexibility to the hiring process? Let us know in the comments below

What to Say in Your Cover Letter

What to Say in Your Cover LetterWhat to Say in Your Cover LetterWhat to Say in Your Cover LetterNo matter how much advice is out there, a lot of job seekers still seem baffled by the concept of using deckblatt letters. They wonder if they really need a cover letter (yes) if it should just repeat whats in the resume (no) if it has to be customized for every job (yes), and how long it should be (1 page max). But the burning question, the one that really seems to gets peoples knickers in a twist, isWhat should I say in my cover letter?Clue Wagons Kerry Sandberg Scott (yesterdays guest blogger) puts it this wayReally think about why you want this particular job, and why your experience makes you the one they should call first. This doesnt have to be long, because you want to save something for the bewerbungsgesprch. It just has to show them that you really did read the ad, that you understand what theyre looking for, and that you might be the one they need.6 Key Cover Letter ElementsIn o rder to convey that message effectively, there are six things you must include in your cover letter. The table below shows the six must-have elements for an effective cover letter, and gives anexample of how you might express themWHAT TO SAYEXAMPLE1) Who you are and how to contact youJulie Jobseeker44 Bearfoot RoadNorthborough, MA866-486-4660jjobseekeryouremail.com2) Which job youre applying for and how you found itNew Business, Inc.123 Main StreetSpringfield, MA 01110AttentionHarold Von HirerRE Plant Manager Position posted on JobBoard.com3) Why youre interested and enthusiastic about this job at this organizationDear Mr. Von HirerAs my attached resume indicates, I have spent the past four years as a Plant Coordinator at Former Company, and the prior three years as a Line Manager with Smith Company. These roles have given me the multi-faceted expertise to successfully take on the Plant Manager position at New Business. This opportunity is especially attractive because I share your commitment to the local community. As a longtime volunteer at the Springfield Shelter, I have seen firsthand how your corporate contributions directly impact peoples lives.4) What relevant experience or transferable skills make you a good candidateMy expertise aligns exceptionally well with your job description, and Im proud of my track record. At Former Company, I continually sought ways to streamline processes, reduce scheduling conflicts, and minimize downtime. During my tenure, production rates rose steadily, achieving an overall 33% increase between 2005 and 2009. Im confident I could achieve similar results for your business.5) That youd like an interview I welcome the opportunity to meet with you to explore how my skills and experience could best meet your teams needs.6) That youre grateful for being consideredThank you for taking the time to consider my candidacy. I look forward to your call.Best regards,Julie Jobseeker

Best (Unconventional) Job Interview Advice

Best (Unconventional) Job Interview AdviceBest (Unconventional) Job Interview AdviceCongratulations Youve landed an bewerbungsinterview with one of the major players in the industry - a company you would die to work for. After your first reaction of triumphantly smiling from ear to ear, anxiety kicks in with force. Have you prepared enough? What if you screw up the interview? Is there some job interview advice out there that will help you master this meeting? Obviously, theres the voreingestellt preparation checklist that you find in every article on career advice Research the companys homepage and corporate values, bring two copies of your resume, make arrangements to be there five minutes early (but notlage more), make sure your dress code meets expectations, practice how to best present your strengths and weaknesses, prepare intelligent questions - and the list goes on.All of this is very important job interview advice, but in the end, theres just one thing you need to make a st rong and immediate connection with your interviewer. Its hard to prepare for this, but there are six unconventional tidbits that can help make this connection more effectiveFocus on 4 basic questionsIn the first interview, employers usually aim to answer only four basic questions about prospective candidates like youCan you do the job?Will you add value to their skills pool?Will you fit in with and enrich their company culture from a personality standpoint?Are you trustworthy, motivated and willing to go the extra mile?Make a great first impressionBreaking the ice will be essential for the course of the entire conversation. So to get started, concentrate on your breathing while you wait in the reception area, and place your hands on your thighs to make sure they stay warm and dry. Warm smile, firm handshake, confident eye contact, tall posture, calm voice - even the speed of your movements - will determine your interviewers very first and unconscious impression of you.If you can, practice the first five minutes with a friend or your partner, and even better, record it with your phone and analyze your body language to determine where to make adjustments. Its not about being someone youre not its about being on top of your game and making sure you get rid of any distracting features that will prevent the interviewer from instantly connecting with you.Research your interview partner thoroughlyHeres more essential job interview advice If the invitation does not include any names, make sure to call the company and ask. Once you have that, the interviewers LinkedIn pages are a good place to start. Find out about their backgrounds and expertise, but also try to get a sense for them personally. What stories do their profiles tell you? What other organizations besides their employer do they invest time in? Are they board members for any non-profits? What schools did they go to? Do they write for a blog? Do you have a common contact who could tell you a little more ab out them?All of this information will not only make you feel more comfortable walking in but will also allow you to have more personalized conversations and give you a chance to show off that you did your homework.Dig deeper by doing some company research to prepare yourself for the interview.Practice your pitchesTypical interview questions like Tell me about yourself or walk me through your resume open the door to pitfalls and miscommunication. A good way to start answering either of these is by first asking if the interviewers would like you to follow a certain agenda, or tell them to proactively point out where they would like more detail. A successful presentation of your background will not only depend on saying the right things but on showing your ability to focus on the most important parts (without too much rambling) and how you connect the pieces.Make a list of the required skills and most important tasks from the job posting, and for all of them, find a skill or experience of yours that mirrors it. Make sure you concentrate on these and talk about real-life examples of how you applied them in your day-to-day activities - including the added value for your last employer. Practice what you plan to say, as well as questions you want to ask during the interview. Record yourself once you have found your perfect version so you can listen to your pitches and find your rhythm with it.Take some time - for youIn the race for a job, we tend to forget that were not in it for a short-term win, but for a long-term match. That means youll need to assess the job just as much as your potential next employer will be assessing you. Take a long walk or exercise the night before. Ask yourself what you are truly looking for in this next step, and where your long-term journey is headed. Recall professional situations that you felt great in.Not only will this help you come across as calm, confident and professional, but it will also sharpen your radar in the interview to m ake the right assessment in regards to your own ability to succeed and remain happy in that role. On the day of the interview, make sure you do everything to feel positive and strong - put on your favorite song, smile even when youre alone, and keep moving throughout the day. Believe me, it makes a differenceIn case youre wondering, there are red flags to watch for in a job interview that may find you turning your attention to other companies.Dont forget the ever-important thank-you musiknoteFinally, heed this job interview advice As an interview follow-up, a thank-you note is a given, but many candidates concentrate too much on appearing thankful for the meeting instead of branding themselves in the right way. Remember, it is not only about the gesture, but also another chance to prove that youre focused and considerate, and that you listened to your interviewer. On top of the thank you, reflect on and add some more perspective to an interesting question that was asked during the interview (dont go on too long though), pointing out a key moment or realization that was a true take-away for you. You might even include a favorite quote or the link to an article that sums up one of the points the interviewer was making.The value of interviewing well cant be overestimated. Its about making a solid connection instead of simply repeating the content of your resume and answering questions. Your resume has opened the door, and now its your personality that needs to walk through it. Make it as easy as possible for them to look beyond the surface and see your value and true self shine through And dont forget Its not only the company that interviews you, its also you who assesses a potential employer. Good luckRead more about how you can work with Robert Halfs recruiters to secure a position matched to your unique skill set and requirements. LET US HELP YOU

How Team Diversity can Boost Business Success Robert Half

How Team Diversity can Boost Business Success Robert HalfHow Team Diversity can Boost Business Success Robert HalfTeam diversity is often acknowledged as an important goal in building project groups. Diversity means difference. But isnt it counterintuitive to expect dissimilar individuals to perform with a single-minded purpose? Wouldnt a gruppe composed of employees with comparable professional experiences and similar personalities function more smoothly?As many experienced managers would attest, the answer is no.In fact, of the array of employment solutions that foster progress in the workplace, project diversity can be one of the strongest factors working in favor of business success. A gruppe works best not when its members are identical, but when they are compatible, complementary and able to cooperate. Thats why a group of people who think and work alike may ultimately fail, while a dream gruppe of disparate individuals might be extremely successful.In striving for team diversi ty, most people envision a group of individuals who represent a blend of races, ethnicities or cultural backgrounds. Though important, this is just one approach to creating an eclectic team. Managers can build the best teams by seeking diversity in a broad array of areas.PersonalityOne secret to creating successful team diversity is to combine compatible personalities. A group composed entirely of Type-A superstars may become mired in power struggles, while a team of introverts might have a hard time choosing someone to lead the way. A more functional, harmonious group would include one or two leaders who can organize and direct the activities of the rest of the team. Other members would represent a variety of personalities - extroverts and introverts, deliberate planners and spontaneous do-ers, logical fact-finders, and perceptive thinkers who can connect the dots and synthesize information. Personality counts - and the right combination can make the teams efforts that much more successful.Skills and experienceWhen a project requires the team approach, it means that no single individual possesses the breadth of skills and experience necessary to complete the task. Managers must identify which skills are required and what types of experience would be most beneficial, then assemble the appropriate players. Cross-departmental collaboration may be involved.As the group works together, its members will end up sharing valuable knowledge and best practices. Informal cross-training may take place as the teams technical guru presents a report on several different software options. Mentoring relationships may arise when a large team breaks into subgroups to handle interim tasks. At its best, the team will embody the principle that the whole is greater than the sum of its parts. And thats the greatest outcome of team diversity.FIND JOB CANDIDATESWork stylesFor optimum harmony and cooperation, managers should choose team members with complementary work styles. For exam ple, hyper-focused, detail-oriented people balance out teammates who tend to have a more panoramic view of resources, deliverables, schedules and deadlines. In general, individuals are not identical in the way they approach tasks and responsibilities. The key thing - within the parameters of your own office culture - is to acknowledge that theres often more than one right way to tackle a job and to try to reach agreement on the best approach for each task.Individual positionsEven in a randomly selected group, people tend to assume specific roles that are consistent with their personalities, habits, training and skills. Thats why some people appear to be born leaders, while others are most comfortable in behind-the-scenes, supporting roles. While setting objectives and responsibilities, managers should take the time to identify each position on the team - leader, researcher, tech specialist, facilitator, resource coordinator, liaison with other work groups - and then choose those individuals who can best perform the duties of a given role.The managers key roleTeam diversity can clearly add strength. But its up to the manager who creates the team to make sure diversity leads to an invigorating environment that sparks innovation, creativity and fresh thinking rather than a hodgepodge of irreconcilable differences. By carefully composing teams of individuals who know how to play to each others strengths and compensate for one anothers shortcomings, managers will discover that team diversity not only enlivens the group, but is also a source of greater productivity and success. Tags