Hear More from your Favorite SHRM17 Presenters

Hear More from your Favorite SHRM17 PresentersHear More from your Favorite SHRM17 PresentersHear More from your Favorite SHRM17 PresentersConnie Blaszczyk, Managing Editor, Resource CenterWere you among the 15,000 HR professionals who attended SHRM17? If so, you deserve an engaged-employee award You braved the torrential rains and winds of Tropical Storm Cindy driven by a tenacious desire to expand your knowledge and career. Weather aside, the city of New Orleans proved a delightful host to attendees from across the country and around the world. Keynote speakers for the 69th Annual Conference and Exposition for the Society for Human Resource Management included The Table Group Founder and President Patrick Lencioni, Focus Brand, Inc. Group President Kat Cole, former Google HR head Lazlo Bock and entrepreneur and TV personality Laila Ali.The number of concurrent sessions welches downright dizzying as was the distance between sessions. (Good thing all those steps helped walk off my b eignet consumption)Whether you couldnt make the conference, or you just wished it could have gone on for another week, you are in luck. Many of the inspiring presenters at this years SHRM have contributed their expertise to the Resource Center in the past. Weve compiled the links below to help you continue your education.So SHRM17 may be over, but the joy of learning continues. Stay all in (And if youre still in NOLA, can you please send me some beignets?)Patrick LencioniSHRM17 Keynote Speaker The Ideal Team PlayerLencioni is Founder and President of The Table Group, a firm that is dedicated to providing organizations with ideas, products and services that improve teamwork, clarify and employee engagement. His 11 best-selling business books have sold over 5 million copies around the world with translations in 30 different languages. His latest book is The Ideal Team Player How to Recognize and Cultivate The Three Essential Virtues (Jossey-Bass,2016)Read mora from him at MonsterCulti vate a Healthy Business Culture for your Small BusinessA Prescription to Increase Productivity and Employee Morale Follow him on social PatrickLencioniBruce TulganSHRM17 Session The Great Generational Shift Preparing for the Emerging Post-Boomer WorkforceTulgan, founder and CEO of Rainmaker Thinking, Inc., is internationally recognized as the leading expert on young people in the workplace and one of the leading experts on leadership and management. A best-selling author, his most recent book is the updated and expanded edition of Not Everyone Gets a Trophy How to Manage the Millennials (Wiley/Jossey-Bass, 2016).Read more from him at Monsterhttps//www.youtube.com/ Podcast The Importance of Soft SkillsA Six-Step Hiring Strategy to Identify Soft SkillsFollow him on social BruceTulganBob KelleherSHRM17 Session Building the Case for ROI that Employee Engagement Drives Business ResultsSHRM17 Smart Stage Empathy is the New Black Learn Why Empathy is the Single Biggest Engagement DriverKel leher is a best-selling author, international keynote speaker and consultant who travels the globe sharing his insights on employee engagement, leadership, and workforce trends. He is the author of the recently released I-Engage Your Personal Engagement Roadmap.Read more from him at MonsterEmployee Engagement and Creativeship Lessons for Leaders10 Practical Employee Engagement Steps that Drive ResultsEmployee Engagement for DummiesFollow him on social BobKelleherDan SchawbelSHRM17 Session The Top 10 Workplace Trends for 2017Schawbel is a New York Times best-selling author, serial entrepreneur, Fortune 500 consultant, Millennial TV personality, global keynote speaker, career and workplace expert. He is Research Director at Future Workplace, Founder of Millennial Branding and author of two career books Promote Yourself (St. Martins Griffin, 2014)and Me 2.0 (Kaplan Publishing, 2010).Read more from him at MonsterHow Millennials Can Succeed An Interview with Dan SchawbelFollow him on soc ial DanSchawbellCy WakemanSHRM17 Session The Drama QuotientWakeman is a dynamic national keynote speaker and New York Times bestselling-author who has spent over 20 years cultivating a revolutionary approach to leadership and work. zu sich Reality-Based Philosophy helps leaders and their teams ditch the drama, turn excuses into results, and find opportunities in every challenge they face. Her latest book is The Reality-Based Rules of the Workplace Know What Boosts Your Value, Kills Your Chances, Will Make You Happier (Jossey-Bass 2013).Read more from her at MonsterHow Employee Accountability Drives EngagementAfter a Restructuring, Focus on Employee MotivationFollow her on social CyWakemanSrikumar RaoSHRM17 Session Achieving a Breakthrough in Personal Excellence LeadershipDr. Rao has helped thousands of executives and entrepreneurs all over the world discover deep meaning. His methods have enabled them to achieve quantum leaps in effectiveness. Dr. Rao has authored numerous books, including Happiness at Work Be Resilient, Motivated, and Successful No Matter What (McGraw-Hill Education, 2010).Read more from him at MonsterHelp Motivate Employees with these Ten TipsFollow him on social Srikumarsrao

15 Job Seekers Share the Best Job Search Advice

15 Job Seekers Share the Best Job Search Advice15 Job Seekers 4Market yourself.Be proactive- market yourself as if you were marketing a business (brand you). Take time to quantify your talents and learn to speak comfortably regarding accomplishments. Create a job search system for introducing, applying, and following up on leads/interviews. Plan your work, work your plan- a job search IS a job. Treat yourself to free or low-cost perks to reward effort, you earned it CindyApply even if youre notlage fully qualified.Just apply. You may not be the best candidate or have all the requisite qualifications, but youll never get a job if you dont try. NargisJob search like its your job.Approach your job search like it is a 9 to 5 job. Put in the time each day. Think about yourself in terms of skill sets, not as a title teacher, lawyer, etc. Mary LouUse informational interviews to network.Schedule informational interviews as a means to really assess whether a given field/position is right f or you and to expand your network. Also, pay it forward. Become a go GIVER and by doing so, you will be able to pour into someone elses life in a positive way and get the focus/stress off of concentrating on yourself all the time. A great way to begin this font of proactive giving is to send job listings to others who you think would be a good fit for positions you come across in their field. BrittanySet yourself apart with letters of recommendation.Something I learned applying for jobs that I would advise other people applying for positions is try to set yourself apart from the other applicants. Ive been successful at doing this by sending letters of recommendations or letters written by my clients that Ive saved in all my jobs where they wrote about my work. This is a way to market yourself without you being the one talking about yourself and it speaks volumes when you have evidence of what customers had to say about you. ChrystalKnow yourself and what you want.Be authentic, kno w yourself- strengths and weaknesses. Be aware of the kinds of job responsibilities and tasks you enjoy and those that you dont enjoy so much. Know what you are looking for in an employer and position. Focus on opportunities that are a good fit. Be congruent in expressing who you are and your accomplishments on your titelblatt letter, resume, and during the interview. The whole while, be yourself KarenPump yourself up and stay positive.Bring positive energy and do something ahead of time that makes you feel invincible when interviewing. Always be able to talk about the situation, your actions, and the results. Its always good to write down your answers and practice in front of a mirror or even record yourself. CyndiFollow up on applications.Consistent follow-up and a sample business plan for new position. JohnShowcase your abilities.Never turn down an opportunity to show your ability. Often times, someone will not make themselves available or turn down a new project because it is not part of their current job description. Dont be afraid to out-do expectations. Eventually your title and pay will catch up KaraTake care of yourself.Keep things in balance and make sure that you are taking care of yourself. Dont get discouraged and remember that most jobs come when you least expect them. PatryceFocus on the employers needs.Its not about you and your needs, its all about them and their needs, so sell yourself accordingly Do your research, and not just about the company, but also the industry, the salary, the history of the role, current and former employees in similar roles. Network, network, network You could be talking to your next employer at your local hair salon, grocery store, or gym Most importantly, have fun Yes, searching for a job can and should be fun DanielleNever stop job searching, even when youre employed.Always be looking. Give your employer full effort and respect that relationship, but dont put off updating your resume until youre out of a jo b. Resumes should always be accurate and up-to-date, and you should know what is available in your area. Nothing is a guarantee, so be ready for anything JuliRemember to laugh.Keep a sense of humor. It lets you bounce back more readily for rejection and provides relief from the stress of looking for a job. JeannineCustomize your resumes and cover letters.Stand out by including a unique and concise cover letter with your resume for each and every job write the cover letter so it can stand on its own. This is your chance to tell the hiring manager how you would be the best fit for that specific job. If someone were to only read the first few sentences, write what you would want them to know about you and be specific when it comes to accomplishments and/or reasons why they should hire you. This is essentially a way for the person reading it to gauge who you are as a person through what you write and how well you write it AshleyLook em in the eye.Always make eye contact with the pers on interviewing you. Be confident in yourself and what you have to offer the company StephanieGo through the whole interview in your mind.Mentally think through your interview. Research the company and prepare some intelligent questions in advance. Anticipate questions they may ask, including the open-ended ones that require you to give examples of how you handled work situations. Practice an interview with a friend or family member. Even if it is a phone interview, sit up straight and pretend you are in the room. Your confidence and thoughtful preparation will be evident. ChristineReaders, whats the best job search advice you have to offer? Leave a comment below

How to Stand Out to Recruiters, in a Good Way

How to Stand Out to Recruiters, in a Good WayHow to Stand Out to Recruiters, in a Good WayWhen you send your job application to a potential boss, you know that your resume and titelseite letter are going into a pile with dozens, if not hundreds, of other applications. You then ask yourself how can you make your job application (and you) stand out from the rest of the pack? Below well help you to stand out to recruiters and against the competition.5 Tips to Stand Out to RecruitersShow your worth. Prospective employers are looking for qualified candidates with proven skills who can do the job. So its up to you to ensure that youre showcasing your skills and experience in the best possible way. Use your cover letter to highlight how you utilized previous work experiences and job skills to solve certain problems as they pertain to the position youre applying for. After all, employers want someone who can fix their problems its up to you to show them that you can.Think outside the box. A tough job market can make any job seeker nervous. Thats why you need to think outside the box when sending in a job application. Do a little research on the company and/or the person who will be reading your resume. Then add an extra touch to your application to show that youve done your homework- and to show your personality, too. In the Forbes.com article Job Hunting? A Talent Recruiter Shares How to Stand Out, one recruiter shared that a job seeker sent in a baby shoe to show that she was, both in literal and figurative terms, trying to get her foot in the door. Among piles of applications from qualified candidates, those who give a potential employer a sneak peek into who they are might be more likely to get a call for a job interview.Be confident.Employers want strong, confident workers. Those are the employees who tackle tough projects and get things done. So show your confidence in your cover letter by using concrete examples of how you were able to save the company tons of m oney, or discovered a new communications tool that helped the remote workforce stay even more connected. Just keep in mind that theres a big difference between being confident and bragging, though.Know how to network. In job searching, it really can be who you know that makes all the difference between connecting with a hiring manager or not. Take the time to use your social media channels, as well as your network of friends, family, and peers, to see how you can connect with a potential employer. Done the right way, it will show ingenuity and creativity, two key personality traits that bosses want in their workers.Be knowledgeable.Hiring managers receive a whole lot of job applications from people who are simply looking for any job. You can stand out to recruiters by showing off how much you already know about the industry. Point out key emerging trends, or even how the company can prepare for changes in the industry. A job candidate who is not only educated but also shows an inter est in the company (and seeing it succeed) is a potential employee that hiring managers wantIn todays job market, its in a job seekers best interest to try and stand out to recruiters to help set them apart from the competition. That way, you can have your pick of job offersReaders, how do you stand out to recruiters? What are some of your techniques? Let us know in the comments

What Do Hand Washing and Telecommuting Have in Common

What Do Hand Washing and Telecommuting Have in CommonWhat Do Hand Washing and Telecommuting Have in CommonHand washing AND telecommuting can both be important aspects of preventing the spread of infectious diseasesThe Presidents Council of Advisors on Science and Technology released the Report to the President on U.S. Preparations for 2009-H1N1 Influenza yesterday. The report presents a scenario that could occur during the coming flu season. The potential scenario includes3050% of the U.S. bevlkerung becoming infected with swine flu,as many as 1.8 million U.S. hospital admissions during the epidemic, andup to 90,000 deaths.The CDC has resources on their website to show people the proper ways to practice hand hygiene including what to do when you sneeze, how to wash your hands, and how to use hand sanitizer properly.Even employers that do not ordinarily offer telecommuting should be getting ready for flu season by implementing telecommuting programs and policies.Without a plan for tel ecommuting, some people will come to work even if they are sick. Staying home significantly impacts a workers paycheck, especially if they have used all of their sick days or do not have any to begin with. Employers also suffer when a large portion of their workforce are out sick.The perfect solution is to plan ahead for people to work from home as much as possible if there is an outbreak. Although this is not ideal in all situations, it can help to prevent the majority of the workforce from being out for large amounts of time.If employees can accomplish all or even part of their daily duties from home, the impact to the employer, and to the employees paycheck be significantly less.Handwashing and telecommuting could be the key to success this flu season. Is your current employer prepared?

Take a page out of Steve Jobs book and switch to walking meetings

Take a page out of Steve Jobs book and switch to walking meetingsTake a page out of Steve Jobs book and switch to walking meetingsConducting meetings during a walk outside isnt just good for you - following in the footsteps of former Apple CEO Steve Jobs, a famous lover of the walking meeting, couldalso help your productivity.Heres why you should consider this practice at work andhow to incorporate it into your career.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWhy walking meetingsworkTzu siche are a variety of reasons why walking should be part of our daily routines.Harvard Health Publications reported that walking for 2.5 hours a week, just 21 minutes a day, can cut your risk of heart disease by 30%. Whats more,walking has also been shown to reduce the risk of diabetes and cancer, lower blood pressure and cholesterol, and keep you mentally sharp.The mental benefits are particularly notab le.A 2015 Harvard geschftlicher umgang Review article referenced a small-scale, 2014 study featured in the Journal of Experimental Psychology, which found that walking opens up the free flow of ideas. Furthermore, the study found, walking is a simple and robust solution to the goals of increasing creativity and increasing physical activity.Paula Bracey, a director of project management at the South Carolina Department of Health and Environmental Control, has reportedly conducted walking meetings in 15-minute sessions. She told The Wall Street Journal about the effects in 2016.Even just having a desk between two people, it almost states that youre in this position and theyre in that position When youre side-by-side, were there with our comfy shoes on and were just two people out walking, Bracey told The Wall Street Journal.Its clear that there are many benefits, but there are specific things you should keep in mind when scheduling a walking meeting.The 2015 Harvard Business Reviewar ticlefeatured tips. Among them wereconsider including an extracurricular destination on your route, avoid making the destination a source of unneeded calories, do not surprise colleagues or clients with walking meetings, and stick to small groups.The role of eye contactIf you have a tough decision to make, it might also be a good idea to take your meeting outside because of one major factor eye contact.A 2016 study in the journal Cognition said that although eye contact and verbal processing appear independent, people frequently avert their eyes from interlocutors during a conversation. This suggests that there is interference between these processes.What kind of interference? Basically, it can be more difficult to process thoughtswhen you have to look someone in the eye under certain conditions. It may relate to the fact that most people are always looking at a conversational partners expressions to see their reactions.Participants in the researchwere asked to watch movies featurin g faces with eyes looking at them and ones with eyes that were not. The study found that viewing a movie of faces with eyes directed toward the viewer delayed verbal generation more than a movie of faces with averted eyes.How to use itSo rather than having a crucial one-on-one with your boss or a colleague in a conference room - where the only appropriate place to look is at his or hereyes - think about holding the meeting during a walk through nature or on the street, anywhereyou can look around, because your thoughts might flow more easily.Not only will you have plenty to look at, but you could also find it easier tothink clearly during the conversation.This article was first published on May 9, 2017.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an inte rview, according to 12 CEOs10 habits of mentally strong peopleTake a page out of Steve Jobs book and switch to walking meetingsConducting meetings during a walk outside isnt just good for you - following in the footsteps of former Apple CEO Steve Jobs, a famous lover of the walking meeting, couldalso help your productivity.Heres why you should consider this practice at work andhow to incorporate it into your career.Why walking meetingsworkThere are a variety of reasons why walking should be part of our daily routines.Harvard Health Publications reported that walking for 2.5 hours a week, just 21 minutes a day, can cut your risk of heart disease by 30%. Whats more,walking has also been shown to reduce the risk of diabetes and cancer, lower blood pressure and cholesterol, and keep you mentally sharp.The mental benefits are particularly notable.A 2015 Harvard Business Review article referenced a small-scale, 2014 study featured in the Journal of Experimental Psychology, which found th at walking opens up the free flow of ideas. Furthermore, the study found, walking is a simple and robust solution to the goals of increasing creativity and increasing physical activity.Paula Bracey, a director of project management at the South Carolina Department of Health and Environmental Control, has reportedly conducted walking meetings in 15-minute session. She told The Wall Street Journal about the effects in 2016.Even just having a desk between two people, it almost states that youre in this position and theyre in that position When youre side-by-side, were there with our comfy shoes on and were just two people out walking, Bracey told The Wall Street Journal.Its clear that there are many benefits, but there are specific things you should keep in mind when scheduling a walking meeting.The 2015 Harvard Business Reviewarticlefeatured tips. Among them wereconsider including an extracurricular destination on your route, avoid making the destination a source of unneeded calories, do not surprise colleagues or clients with walking meetings, and stick to small groups.The role of eye contactIf you have a tough decision to make, it might also be a good idea to take your meeting outside because of one major factor eye contact.A 2016 study in the journal Cognition said that although eye contact and verbal processing appear independent, people frequently avert their eyes from interlocutors during conversation. This suggests that there is interference between these processes.What kind of interference? Basically, it can be more difficult to process thoughtswhen you have to look someone in the eye under certain conditions. It may relate to the fact that most people are always looking at a conversational partners expressions to see their reactions.Participants in the researchwere asked to watch movies featuring faces with eyes looking at them and ones with eyes that were not. The study found that viewing a movie of faces with eyes directed toward the viewer delayed ve rbal generation more than a movie of faces with averted eyes.How to use itSo rather than having a crucial one-on-one with your boss or a colleague in a conference room - where the only appropriate place to look is at his or hereyes - think about holding the meeting during a walk though nature or on the street, anywhereyou can look around, because your thoughts might flow more easily.Not only will you have plenty to look at, but you could also find it easier tothink clearly during the conversation.

What You Need to Know About Accounting Internship Resume

What You Need to Know About Accounting Internship Resume If youre on the lookout for work whilst pursuing the CPA license, you may use your licensure progress to your advantage for a job applicant. When youre searching for an internship, its crucial that you find one which makes it possible for you to raise and develop as an individual and as a work applicant after graduation. The internship program may be a nice place for the student to get academic credit for the work experience. You will know, at the conclusion of your internship, whether you take pleasure in the profession. New Ideas Into Accounting Internship Resume Never Before Revealed If youre a completely new graduate, its OK to elend have a great deal of experience that would be anticipated. Your expectations for your internship ought to be that youre permitted to expose yourself to more than mundane tasks like filing papers and receiving coffee. It is likewise very crucial that you pick the career vorkaufsrecht b ased on your subject of interest. Just a couple of days can be sufficient to provide a junior accounts receivable resume a good footing. The Chronicles of Accounting Internship Resume Maybe youve discovered the advantages of taking the CPA Exam for a student and are now hoping to break into the industry as a recent graduate with four passed exam sections below your belt. Student registration isnt required. Generally speaking, higher school students have a tendency to concentrate on their club participation whilst college students often incorporate major class projects. See the included Internship resume for a complete example. Our resume samples also supply ways to target your resume towards a particular industry or employer. As stated by the Bureau of Labor Statistics, the range of accounting jobs is predicted to grow 11% over the next ten years, which is faster than average. After learning about the audit services from assorted professionals, it has inspired me to pursue a career in audit due to their capacity to work with numerous customers, learn more regarding the organization and financial circumstances, which has ever been an interest of mine. 28 samples offered in total. The Honest to Goodness Truth on Accounting Internship Resume Investopedia has a superb breakdown of the sorts of accounting certifications its possible to earn. You may therefore benefit from the career objective to immediate impress the employer which you are the accounting professional that theyre looking for. You will frequently be asked what will turn you into a fantastic accountant. Accountants also require great presentation abilities. The Rise of Accounting Internship Resume If something apart from the achievement of passing the CPA Exam is your best career strength, you can nonetheless incorporate a Certifications section in your resume, but you will most likely want to move it farther down the webpage. Because you will probably have minimum expert experience, d ont hesitate to fill your education section with an abundance of information. Domain knowledge can help you to answer the questions more convincingly. Understanding of tax strategies and preparation are usually utilized too. Its the undertaking of the data analyst to analyze the data offered and locate a remedy to the problem which has been encountered. There should be consistency by way of the resume to create a stream. So far as the formatting goes for this area, its most effective to think of it like an expert experience section. No matter your degree of job practical experience, your resume format is critical to making your application stick out. The Fight Against Accounting Internship Resume Credibility is essential for accountants. Life in the accounting industry however isnt the simplest thing youve ever done. In 7 minutes, you will know precisely how to compose a job-winning accounting resume. Accounting Internship Resume - the Story This experience consists of extensive training and mentoring to create well-rounded future small business leaders. Set your aims before you even begin searching for an internship, as this will guarantee that you understand what youre searching for when you get started exploring different internship opportunities out there. You should strive for an opportunity which allows you to learn new abilities and develop present ones through networking and first-hand expertise within the field. As a new graduate its wise to begin your resume with education as an alternative to part time work experience. Consistent financial growth has produced enormous job opportunities in various sectors. Part-time work has offered a good grounding in the practical application of academic understanding. While all resumes must offer advice in your work and education experience, along with your abilities and achievements, there are a variety of ways to deliver this info. Even though most of resumes should offer info in your work an d education experience, along with your abilities and accomplishments, there are numerous methods to supply this info. Accounting Internship Resume Can Be Fun for Everyone Its too tough for Michelle to locate the ones she needs. Usually, mentioning your work duties depict that you could do the job accessible. There is not anything better than learning at work. It isnt an easy job to convince folks to get things they sometimes may not even require. Many companies using internships in this manner can function as a very symbiotic relationship for you as well as the business. Project work will differ in each individual area based on business requirements. Not to mention, you will have a great deal of fun, with frequent social events to make it possible for you to network and learn from team members and fellow interns in a number of divisions. Our company internship are not only going to supply you with a window into working at Walgreens, but in addition the type of real-world knowledge you can take with you wherever you go. Employers may also ask why you have selected the field in to landsee whether youre an excellent fit for the firm. Its fast and simple to use.

Long-term employment still important

Long-term employment still important Long-term employment still importantPosted October 13, 2011, by Sue Stevens Long-term retention of good staff should remain a priority for employers, even during economic downturns. Even dramatic downturns in the economy do not change the fact that the workforce is ageing and that long-term retention of good staff is essential. According to an Australian Safety and Compensation Council paper released in May 2008, the Australian government is taking measures to retain the labour force, particularly older workers, in an attempt to address the social and economic changes brought about by a rapidly ageing population. A Mercer Australia report supports the view that older workers must be considered as an important part of the workforce. The number of workers aged over 55 is increasing more rapidly than workers aged between 25 and 54. Without these older workers participating, Australia will face severe skills shortages. By 2012, the number of workers o ver the age of 55 is expected to increase by 15.4 per cent. Over the saatkorn time period, an increase of only 6.3 per cent will occur in the 25 to 54 age bracket. If employers are too hasty to reduce staff for short-term gains during tough economic times, they may find that, in a short space of time, they will struggle to regain the skills and expertise that they have lost. Furthermore, retaining the right people in an economic downturn can be beneficial to a company. As Peter Promnitz, Mercer Australias chief executive, said, Having the right people in the right roles at the right time could be a determining factor in whether a business survives the economic downturn. Employers who focus on the short term and dont heed the bigger issues of long-term skills shortages will jeopardise their future success. Whether to retrench or retain is a fine balance but its a consideration that is well worth serious contemplation. ResourcesMy first resumeCover letter for my first jobCareer Inside r StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesfuture employment trends in the next 20 yearshighest paying jobs in australiaskills you need for the futureonline freelance writing jobs australiamillennials in the workforce statistics CoursesBachelor of Social WorkEnquire zugnglich Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineSue StevensRelated ArticlesBrowse moreWORKFORCE TRENDSSalaries set to rise with strengthening economyAbout half of employers are planning to increase their workers salaries by up to six per cent, and nearly one in 10 are willing to consider a 10 per cent rise, according to the latest Hays annual salary guide.FreelancerGig EconomyHow to Juggle Your Side Job and Fu ll-Time WorkDo you struggle with striking the right balance between your day job and your side hustle? Use our six simple tips to help make the juggling act a little easierWORKFORCE TRENDSTrustworthy and open managers are most valuedTrustworthiness and openness are now seen as the most important characteristics of a good manager, according to the latest L.E.A.D. (Leadership, Employment and Direction) Survey.

Conditional Letters in Criminal Justice HIring

Conditional Letters in Criminal Justice HIringConditional Letters in Criminal Justice HIringOften, jobs in criminal justice and criminology require lengthy and in-depth hiring processes and the release of private, confidential and sensitive personal information.In order to comply with employment laws and to encourage applicants to stick it out through the criminal justice hiring process, employers often issue job offers that are based on certain conditions. These conditional letters of employment let job candidates know theyve got a good shot at landing the job theyre applying for. Conditional Offers in the Criminal Justice Hiring Process A conditional job offer is just that an offer of employment predicated on the job applicant meeting certain conditions before actually starting the job. The offer says you can be hired for the job, as long as you reisepass these final few steps.Typically, the conditions are based on steps relating to physical abilities and medical clearances. Why Conditional Offers Are Given During the Hiring Process Employment laws, particularly the Americans with Disabilities Act, prevent job applicants from discrimination based on disabilities. These laws require employers to make reasonable accommodations for employees if they are otherwise qualified for the job. Under the law, employers are not allowed to ask specific questions about your physical abilities or disabilities. This is in order to help prevent discrimination. Some jobs, by their very nature, require individuals to be physically and mentally able to perform at a particular level. This is certainly true for jobs in areas such as law enforcement, corrections, and other criminal justice fields. The abilities to run, perform defensive tactics techniques, use a firearm, drive a vehicle, and protect others are all central to many jobs in criminal justice, which means employers must be able to screen for them. In order to comply with the law and to provide some assurances to job candidates, employers provide these conditional letters of employment. The letters inform applicants that, as long as they are able to perform certain tasks or are deemed mentally or physically capable of performing the job, they will be hired. When in the Hiring Process Conditional Job Offers Are Issued In the case of law enforcement jobs and other related fields, conditional offers are given shortly after the anfangsbuchstabe job application is received. So, if your prospective employer decides that you meet the minimum qualifications to be a police officer, she will issue a conditional offer in order to require you to pass the next steps of the process. The conditional offer gives the employer the green light to require you to submit to physical abilities testingand other advanced tests like apsychological screening, a medical physical exam, and even a polygraph exam. As long as you are successful in completing each of those steps, the conditional offer means you are a hi rable candidate for that organization. Conditional Offers Do Not Guarantee A Job Immediately While a conditional job offer is essentially letting you know you could be hired if you pass the background investigation process, its not necessarily a guarantee that you will be hired immediately. In competitive job markets, employers may find themselves with far mora qualified applicants than they have positions available.When that occurs, employers will rank candidates based on the desired work experience, education or other relevant factors that would make one applicant more competitive than another. If you work toward getting your education and take steps to get the experience you need for the job you want, a conditional offer of employment will be just one more step on the road to a great new job.

Highest Paying Psychology Jobs

Highest Paying Psychology JobsHighest Paying Psychology Jobs Psychology is a constantly evolving field. Its also a field with growing employment prospects - according to the Bureau of Labor Statistics, employment for psychologists is projected to grow 14 percent between 2016 and 2026, which is faster than the average for other professions. The specific area within psychology projected to grow the most is clinical, counseling and school psychology.According to Glassdoor salaries data , the average base pay for psychologists in the United States is $78,473. This number rises with experience - for psychologists with 10-14 years of experience, the average base pay jumps to $90,870. The average entry-level base pay is rather robust in itself, standing at $75,598 according to the 2019 data.Jobs in the field of psychology require varying levels of educational commitment. On one end of the spectrum is becoming a psychiatrist, which requires becoming a medical doctor , completing a residency period and passing a board exam in order to practice. On another end of the spectrum is becoming a sports psychologist , which requires an undergraduate and graduate degrees in psychology, or a closely related field, and obtaining board certification. There are many sub-fields within psychology, from military psychology to geriatric psychology , that are open to trained and certified psychologists. There are even positions in the field of psychology that involve less direct work with people, like becoming a psychology researcher . But which ones pay the most? Read on to find out.Glassdoor Salary Range $174,000 $275,000A psychiatrist is a medical doctor who focuses on the diagnosis, treatment and prevention of mental and behavioral disorders. The road to becoming a psychiatrist is a long one, including medical school, a psychiatry residency program and passing a board exam to become certified to practice.Glassdoor Salary Range $54,000 $113,000Clinical ps ychologists work with clients to diagnose, treat and prevent emotional, mental and behavioral problems. Sometimes, a clinical psychologist will refer clients to other healthcare professionals to complete their treatment. Unlike psychiatrists, clinical psychologists cannot prescribe medications to patients. Becoming a clinical psychologist typically requires a PhD in in Psychology or a Doctor of Psychology (abbreviated as PsyD).Glassdoor Salary Range $55,000 $104,000Often shortened as I/O psychology, this is a growing field of psychology that deals with human behavior in organizations, industries and the workplace. Organizational psychologists study behavioral dynamics and recommend changes to be made in the management of organizations that facilitate positive behavior. Employment of industrial/organizational psychologists is projected to grow eight percent between 2016 and 2026, according to the Bureau of Labor Statistics.Glassdoor Salary Range $76,000 $123,000While they dont w ork with patients, or at least as many patients as a full-time psychologist does, psychology professors are still heavily involved in the field through teaching and conducting original psychology research. The pay for professors is comparable, if not more, than their counterparts who work as psychologists. Some professors still choose to see patients in addition to their job as professors, as well.Glassdoor Salary Range $58,000 $103,000School psychologists work with students in elementary, middle and high schools to address emotional, mental and behavioral issues that students may be dealing with. Typically, they work at a school during school hours and meet with students on the premises. Some school psychologists may choose to specialize in treating a specific age range of children.Glassdoor Salary Range $55,000 $104,000Military psychologists help diagnose, treat, and prevent mental and emotional disorders that soldier may face during, before, and after their experience of workin g in the military. Military psychologists are often employed by the United States government, in agencies like the Department of Defense and the Department of Veterans Affairs.Glassdoor Salary Range $55,000 $104,000Sports psychologists work with athletes to enhance their performance and move past mental obstacles they may be facing to performing their best. They also help athletes develop strategies to cope with pressure and competition. Some sports psychologists are designated to work with a particular sports team or organization, while others work as freelancers with individual athletes.Psychologists typically require at least a bachelors and masters degree in psychology or a closely related field. During a masters degree, prospective psychologists can zero in on the specialization they would like to pursue and take classes that bulk up their knowledge in that field. Typically, a certification process that requires real-life work experience and a written test is necessary after c ompletion of a psychology education. Psychology is a field that is experiencing significant growth in employment over the next decade, and many new opportunities are opening up within this exciting, dynamic field.

Employee Evaluation FAQ - United States

Employee Evaluation FAQ - United States Employee Evaluation FAQ - United States What areas are covered under Communication?The following areas may be covered under Communication: Listening How good are the employee's listening skills? How often does the employee misinterpret information given to him/her? Can you rely on the employee to follow oral instructions? Oral Communication How effective is the employee in getting his/her point across? Does the employee use different approaches to talk to different people? Oral Presentation Does the employee do any public speaking? Are the employee's presentations effective? Written Communications Can the employee effectively communicate via written assignments, reports and proposals? Does the employee write grammatically? Technical Translation Can the employee convert scientific/technical data into something that can be understood by laypeople? What areas are covered under Personal/Motivational?The following areas may be covered under Personal/Motivational: Job Motivation Does the employee experience personal satisfaction from a job well done? Work Standards Does the employee have certain standards of success in the job he/she performs? Has the employee ever missed deadlines? Is the employee dissatisfied with average performance? Initiative Has the Employee found ways to make his/her job easier or more rewarding? Does the employee ever do more than required for the job? Does the employee ever generate projects on his/her own? Tolerance for Stress How does the employee cope under pressure and/or opposition? Has the employee made any personal sacrifices in order to do his/her job? Management Identification Does the employee identify with and assume the problems and tasks associated with management? Has the employee ever been promoted to a position which required him/her to deal with former peers? If so, how did the employee deal with former peers? Supervisor Identification Does the employee identify with and accept the problems and responsibilities of supervision? Professional/Technical Interest Is the employee able to keep informed of what's going on in his/her field of expertise? Has the employee attended any job related seminars, conferences, workshops or meetings? Energy Does the employee maintain a high activity level? Is the employee able to organize his/her day effectively? Has the employee ever postponed a certain task unnecessarily? Attention to Detail Does the employee frequently fail to notice mistakes in his/her work? Does the employee have a system for controlling for errors? Vigilance Has the employee ever caused injury because he/she failed to watch or pay attention? Integrity Does the employee maintain social, ethical and organizational norms in job related activities? Has the employee ever disregarded company codes/rules? Ability to Learn How long does it take the employee to grasp new job related information (factoring in the level of complexity)? Range of Interests Is the employee familiar with what's going on in other parts of the company? Controlled Demeanor How does the employee react when confronted in defense provoking situations? Is the employee able to maintain composure and objectivity at all times? What areas are covered under Interpersonal? The following areas may be covered under Interpersonal: Sensitivity Does the employee consider the feelings of others? How does the employee treat his/her peers? Leadership Is the employee able to help individuals or groups execute job-related tasks? Has the employee had any problems dealing with subordinates? How does the employee set objectives for subordinates? What areas are covered under Sales? The following areas may be covered under Sales: Tenacity Is the employee able to follow through with a plan of action in order to reach his/her objective? Has the employee ever stayed with a plan even though the desired objective was no longer reasonably attainable? Sales Ability/Persuasiveness Can the employee induce clientele to accept new ideas, activities or products? What areas are covered under Impact?The following areas may be covered under Impact: Rapport Building Does the employee get along with colleagues and put them at ease? Does the employee try to foster good relationships with other staff? Behavioral Flexibility Is the employee able to overcome obstacles that prevent him/her from completing projects? Is the employee willing to modify an approach in order to sell an idea or gain someone's support/cooperation? Negotiation Is the employee able to sell ideas to superiors/peers/subordinates? Adaptability Is the employee able to maintain effectiveness in varying environments? Is the employee able to maintain effectiveness when assigned varying tasks? Is the employee able to maintain effectiveness when working with different people? Independence Is the employee able to take action/make decisions without consulting a superior? Is the employee able to go against general traditions/policies in order to achieve something? Resilience Is the employee still effective when faced with disappointment or rejection? What areas are covered under Decision Making?The following areas may be covered under Decision Making: Analysis Is the employee able to identify issues and relationships when comparing data from various sources? Does the employee recognize problems before others do in the organization? Judgment Does the employee make realistic decisions based on logical assumptions? Does the employee consider all alternatives before making a decision? Decisiveness Is the employee ready to make decisions or commit himself/herself to a plan of action? Does the employee have difficulty in prioritizing objectives? Oral Fact Finding Does the employee ask questions in order to make decisions and execute plans? Financial Analytical Ability Is the employee able to understand and analyze financial data? Is the employee effective in preparing financial reports/budgets? What areas are covered under Extra-organizational Awareness?The following areas may be covered under Extra-organizational Awareness: Recognition of Safety Needs Is the employee aware of the safety requirements of the organization? Has the employee ever violated the safety policy of the organization? Innovativeness (Creativity) Is the employee able to generate imaginative solutions to problems in the work place? Risk Taking Does the employee ever make decisions that involve a gamble? If yes, are such decisions beneficial to the organization? Does the employee weigh the pros and cons of a situation before taking action? Organization Sensitivity Does the employee recognize the potential effects his/her decisions have on other departments within the organization? Is the employee aware of what is going on within other parts of the organization? Extra-organization Sensitivity Is the employee aware of any societal, legal or governmental issues that may affect the industry of the organization? Is the employee aware of what the organization's competitors are doing? Controlled Decision Making Does the employee ever make premature choices where thought and deliberation is required? If the need arises, will the employee delay a decision in order to obtain more information/research? What areas are covered under Knowledge/Skills?The following areas may be covered under Knowledge/Skills: Technical/Professional Knowledge Is the employee familiar with the technical requirements of his/her job? Technical/Professional Proficiency Is the employee able to correctly use or operate the technology required to do his/her job? Machine Operation Has the employee been trained to use equipment necessary to perform his/her job? Is the employee proficient in using that equipment? Process Operation Can the employee initiate, manage and bring to a close a completed project? What areas are covered under Career Development?The following areas may be covered under Career Development: Career Ambition Does the employee endeavor to advance his/her career? How has the employee tried to further his/her career goals? Self-development Orientation Has the employee taken any skill development courses in order to improve his/her performance efficiency? Does the employee endeavor to stay informed in his/her field? Technical/Professional/Self-development Has the employee ascertained all the skills necessary to perform his/her current job? If not, is the employee taking steps to learn these skills? What areas are covered under Management?The following areas may be covered under Management: Planning and Organizing How effective is the employee in establishing an action plan for himself/herself and others? Does the employee allocate resources effectively? Is the employee able to keep track of items requiring his/her attention? Delegation Is the employee able to assign work to subordinates effectively? How does the employee deal with delegates who do not complete the job properly? Control Has the employee established procedures to keep track of the work of subordinates? Development of Subordinates Is the employee able to identify what training is required for his/her subordinates? Does the employee provide the necessary training for his/her subordinates? Does the employee allow subordinates to participate in decision making? Staff Coordination Is the employee able to arrange the activities of his/her subordinates with other departments such that common goals are met? Self Organization Is the employee effective in managing his/her own time? Does the employee have any problems with prioritization? Monitoring Does the employee routinely review the performance of subordinates? Does the employee stay informed of the progress of subordinates?

Is it OK to Contact a Company After Applying for a Job

Is it OK to Contact a Company After Applying for a Job Is it OK to Contact a Company After Applying for a Job As the sickeningly sweet but endearingly cliche and beloved song put it: “waiting is the hardest part.”  This is even more applicable when you’ve hunted for, researched and found the open job listing of your dreams.  Add in a hefty dose of “did I format that correctly” and “did that confirmation email mean my application went through” and you’re likely to drive yourself up the wall playing the waiting game.  Many candidates may be inclined to contact the employer to follow up, confirm receipt or find out more information about next steps in the process.  This is generally considered an acceptable approach, but with a few words of caution.  Before you reach out and contact a company after applying for a job, here are a few considerations to keep in mind. Patience, Young Job-Seeker After you’ve hit that magical “send” button, for many candidates the impatient finger drumming process immediately kicks up a notch.  A good dose of patience will go a long ways towards calming your nerves and improving your job chances.  Open positions often have dozens, hundreds or even thousands of candidates.  Sorting through those for the best and the brightest may take the prospective employer a wee bit of time.  All else fails, give it a week to ten days before following up on the process to avoid appearing impatient or awkwardly unprofessional. Pay Attention to Details (and the Fine Print) Most companies have detailed instructions for submission for open positions, either on their initial job listing page, confirmation email or other easily accessible applicant submission portal.  Many of these will have valuable info on the timing of processes that can help assuage the nerves or worry-wart job seekers.  In addition, these fields can also help ward off candidates stumbling into application faux-pas.   If you reach out to ask about details such as potential start dates, interview, and callback timing or other information, be sure that it isn’t already supplied elsewhere or run the risk of appearing inattentive.  Also be sure to check the available info for any requests not to reach out or prohibitions the company may have against contact.  Breaking a rule before you’ve even had an initial interview isn’t the best way to score a potential job offer. Choose Your Contact Wisely If you do choose to contact the potential employer, be sure you have the correct, targeted email address or phone number.  Sending a missive off to a general HR or hiring coordination box could cause delays in a reply or have it go unanswered altogether.  When in doubt, peruse the job listing for an individual hiring manager or call the available general hiring number and ask for the info on the relevant contact.  While emailing this person is the preferred method of contact in today’s day and age, depending on the size of company and type of position a phone call can also be acceptable. Mind Your Manners Sure, you may be feeling nervous, anxious or uncertain about your job prospects, but that’s no reason to start introducing rude behavior into your prospective job search.  At all stages of your job search, your interactions with the prospective employer should put your best and most professional foot forward.  Avoid harassing behaviors such as calling multiple days in a row or being anything less than civil in your replies.  This same advice goes if the worst happens and you find out the employer has decided to pass on your candidacy.  Remember that most industries aren’t nearly as big as you think they are and hiring managers communicate with peers at other companies on a regular basis, including about that weird, aggressive and off-putting candidate that just wouldn’t take no for an answer. What to Include in Your Follow-Up Email In addition to the whens, where’s and why’s, it’s important to know just what to include in your follow up email to a potential employer.  As we mentioned before, most companies will have a number of applicants for any given job.  They may also have multiple job openings available at any given time.  Be sure to include your name, the position you’re hiring for and other specific identifying information so that the hiring manager or recruiter can quickly and easily locate your application. Job-seekers should also be sure to ask specific questions and avoid general “just checking in” type of emails.  Hiring managers are most likely juggling the various tasks associated with the hiring in addition to their primary job responsibilities.  Asking if there’s any update on the timeline is a good example of a specific area of inquiry.  Finally, be sure to close out your email with your contact info and an offer to follow up with additional information if necessary.  Including this type of data and sending a timely, but not pushy, follow up will show that you’re interested, attentive, and professional and will go a long ways towards helping land that interview, call-back or job offer.

What mistakes in your 20s do you not want anyone to make

What mistakes in your 20s do you not want anyone to make What mistakes in your 20s do you not want anyone to make I turned 30 last year.As I spend time looking back on my 20’s, I don’t have many regrets.I built the business of my dreams, developed a strong body, have an amazing social circle, a beautiful girlfriend, and I’m proud of the person I’ve become.But just because I don’t have many regrets doesn’t mean I don’t have any regrets.Even with the successes I’ve experienced, there are still a few things that I regret about my 20’s …Here they are.(P.S. I’ve written a similar response you might enjoy where I detail the 25 things I Wish that I’d Learned Before 25)1. Not traveling moreThis might sound cliche, but your 20’s are the best time of your life to travel and see the world.I traveled the U.S. pretty extensively, but I never left the country outside of a few runs down to Mexico.In hindsight, I wish that I’d pulled a Tim Ferriss and disappeared to Thailand or Colombia for a few years while I built my business.I will definitely go on some epic trips over the coming years but there’s something magical about being a solo 20-something with nothing but a laptop and a suitcase.And I missed out on that experience.Do yourself a favor and travel.Go see the world.Volunteer your way across Europe. Backpack across South America. Go build a lifestyle business from Southeast Asia while you still can (and while it’s still so damn cheap).It doesn’t matter where you go, just GO!2. Staying in the wrong relationshipsI don’t regret any of the relationships I had in my 20’s.They all taught me valuable lessons and helped me become the man I am today.But I do regret wasting my time by staying in stagnant and downright toxic relationships.I wasted years of my life with women who I knew were not a good fit for me and my life.It wasn’t that they were bad people, but we simply weren’t the right match.At the time I was too scared and naive to pull the plug and move on.I was operating from a scarcity mindset and worried that I’d never find another woman l ike them.I was wrong.I actually wish I had avoided seriously dating all together for the first 75% of my 20’s.Unless you are absolutely head over heels in love with someone and you and everyone else around you believes in the potential of the relationship, I’d recommend avoiding seriously dating in your early 20’s.Chances are it will only lead to regret and wasted time.Instead, try to have as many experiences as possible.Casually date lots of people (not just hookups here) to see what types of men/women you enjoy spending time with and which ones drive you absolutely crazy.Take it slow and fall in love with yourself before you fall in love with someone else.You’ll be better off for it.3. Not taking care of my physical healthAlthough I remedied this one in my mid/late 20’s but I wish I had done this sooner.Your physical health is one of the only things that is a constant in your life and it has a HUGE impact on other areas of your life.I regret taking it for granted and was ting so much time drinking and partying when I was in my early 20’s.Lift weights, drink protein shakes, and sprint your happy ass off in your 20’s and you won’t regret it.Avoid drinking to excess and using hard drugs. Sleep 9 hours a night. Drink plenty of water. And watch what you eat.You will look, feel, and perform like an absolute champion.That’s really it …A few honorable mentions that my clients regret (but I never personally experienced) are: Not saving more money in your 20’s Getting married to the wrong woman Getting hooked on substances like cigarettes or drugs Not working hard enough on the things that matter. Letting your family dictate what you do Getting in debt to go to college for a degree you will never use Hope this helps! Go out there and rock your 20’s.They are a magical decade and if you play your cards right, they will set you up for an incredible life.This article originally appeared on Quora.

Social Media Interview Questions and Answering Tips

Social Media Interview Questions and Answering Tips Social Media Interview Questions and Answering Tips One of the most exciting things about the dominance of the Internet as a communications tool in today’s world is the number of jobs that have been produced in the field of social media â€" jobs that weren’t even dreamed of a quarter of a century ago. Considered to be a subfield of public relations, the social media career track is rich in potential for those with strong writing, analytical, and communication skills. While the interview questions asked for positions in social media vary depending on the type of the job and the company, there are a number of typical questions that you are likely to be asked. These questions include a combination of  behavioral interview questions  and questions that focus on your  social media experience and ability to succeed on the job. Heres a list of some of the most common questions. Personal Social Media Experience Which social media sites do you recommend for businesses? Why?What  social sites  do you use personally? Why?How does your personal social media presence impact your employer?What social media pages or profiles have you created and managed in the past?What conversation domains do you focus on?What is a limitation you experienced on a social media platform? How did you surpass it? Strategy What is your strategy for social media and content?What sites do you think the company should be on that we are not?How would you design an optimal social media experience for our customers/users?How do you use and leverage the benefits of both  LinkedIn Groups  and  LinkedIn Pages?How do you measure the success of a social media strategy? Analytics How do you measure the ROI of a specific social media campaign?Do you have experience with  Google Analytics?Does social media affect SEO? How?What social media monitoring, analytics, and publishing tools do you use?What type of experience did you have at your previous job with analytics, trends, etc., and how did you improve website traffic? Trends How do you monitor trending topics?Who are the leading topic influencers in this industry?How do you stay current on all the shifts and innovations in social media?Are there any hot new social media platforms on the horizon we should be aware of?What innovative things are our competitors doing on social media? Community-related Questions How do you energize the community?How would you handle user/customer complaints?How do you personalize a large-scale social presence?What’s the difference between targeted and large audiences? Which is better? Why?How do you monitor comments and brand mentions on social media sites?How do you identify brand advocates?How do you define engagement? Personal Questions What are you passionate about?How would you add value to our  social media department?Which social media experts or influencers do you follow?How would you handle a crisis on social media?What are some of the most common “best practices” on social media?  Which social media brand strategy has inspired you? Why?   Tips for Social Media Job Candidates Before you even begin to apply for social media jobs, it’s essential to build a professional portfolio that you can use to demonstrate and “sell” your social media skills. And, unlike the traditional “physical” portfolios that graphic artists and others in creative fields bring in with them to personal interviews, yours by the very nature of the position will be both “virtual” and current â€" a list of social media sites where you have cultivated a very active presence, both for yourself and for any businesses you have worked for. This means maintaining vigorous and dynamic conversations on as many of the social media platforms as you can â€" at least the “Top 3” (Facebook, Twitter, and LinkedIn), but also on established and emerging social channels like SnapChap, Instagram, Pinterest, YouTube, Yelp, and Foursquare. Along with proof of your active engagement in these social media platforms, be prepared to list certifications or other evidence that you are adept in the “nuts and bolts” technical skills you will need to hit the ground running â€" for instance, software like Adobe Creative Suite, website development tools like WordPress, digital photography, video editing, and basic HTML. Finally, research and anticipate the social media current capabilities of each employer to whom you apply so that you can build a convincing “sales pitch” in your interview of how you would carry their social media communications to the next level.

Coffee now may help with this very common skin problem

Coffee now may help with this very common skin problem Coffee now may help with this very common skin problem Another good day for coffee drinkers. According to a new study, published in JAMA Dermatology, women who drank four or more cups of caffeinated coffee a day had a 23%   lower risk of having the skin disorder rosacea.The researchers used data from 82,737 women participating in a large health study between 1991 and 2005. They also collected data on coffee consumption every four years and reported   4,945 cases of clinician-diagnosed rosacea over the same time period.The results indicated that those in the highest one-fifth of caffeine consumption were 24% less likely to have the skin condition. Specifically, those who drank four or more cups a day had 23% less risk of having rosacea than those who drank only one cup.However, do note that  the study doesn’t prove that coffee causes rosacea risk to decrease. Other caffeinated substances and their link to rosacea were also not considered such as tea and soda.

Law Firm Dress Code for Men

Law Firm Dress Code for Men Law Firm Dress Code for Men A decade after the dot-com boom pushed casual workplace attire into vogue; casual dress has become commonplace in many industries. The conservative legal field has been slow to embrace casual dress, however.   Even in law firms that have adopted a business casual dress code, law firm associates and other legal professionals might do well to ignore it for many reasons. Formal business attire is necessary for many activities, such as courtroom appearances and client meetings. Moreover, the way you dress at work can affect the image you convey to partners. It can influence assignments, promotions and your future within the firm. Law Firm Dress Code for Men Formal business attire:  For interviews, court appearances, client meetings, presentations and related business events, a tailored suit in a neutral color, such as gray or navy, is necessary. Wear a collared, long-sleeve white dress shirt with a conservative tie beneath the suit.  Business casual attire:  For less formal events, you can eliminate the tie and wear a suit with a knit shirt, golf shirt or dressy sports shirt. It is also acceptable to wear khakis or casual slacks with a sports jacket, dress shirt, a short- or long-sleeved sweater, vest or cardigan. Both casual and business attire should be clean, pressed and wrinkle-free, without holes or frayed areas. Small logos such as Polo or Izod logos are OK, but shirts and slacks bearing large promotional information are not. Unacceptable Clothing for Men Clothing that is ill-fitting or too tightShorts, jeans or cargo pantsGarments bearing pictures or large promotional informationCasual shirts without collarsSweatshirts, sweat suits, jogging or warm-up suitsT-shirtsShortsJeans or denim of any type, color or styleGolf shirts with large logos or letteringWild colors or printsNovelty ties Shoes Conservative leather dress shoes with dark socks - black, navy, dark gray or brown - are ideal. For business casual days, laced loafers or dock shoes are acceptable. Shoes should be polished and in good condition. Avoid scuffed or worn dress shoes,  athletic shoes, flip-flops, moccasins or sandals. Hair A short, neat, conservative hairstyle is important. As a general rule, hair length should not extend beyond the lower lobe of the ear or touch the shirt collar. Facial hair should be neat and groomed. Avoid long hair,  wild, untamed styles, long beards or excessive facial hair, or hair dyed in an unnatural color such as pink or blue. Accessories Limit jewelry and accessories. Keep nails clean and trimmed short. Avoid heavy aftershave or cologne, excessive jewelry, earrings, and visible tattoos or piercings. Exceptions to Every Rule   This dress code assumes that its a normal Monday-through-Friday business day, but what lawyer hasnt had to hit the office on a weekend or a holiday? You can relax your business casual attire on these days, but always keep in mind that, depending on what type of law you practice, its not uncommon for a client to come knocking at the office door with an emergency. You might also end up in an impromptu conference with another attorney whos also toiling away on the weekend just as you are. Everyone knows these arent normal business hours but dont take relaxation too far.   These rules also apply to law  firms. Of course, youre free to set your dress code if youre a solo practitioner. Youre the boss, after all. But keep in mind that this dress code is more or less what clients, judges, juries and other attorneys expect. And judges, in particular, dont like lawyers to appear before them in shorts.

Military Pay and Financial Matters

Military Pay and Financial Matters Military Pay and Financial Matters

5 Professional Development Options for Financial Staff

5 Professional Development Options for Financial Staff 5 Professional Development Options for Financial Staff An accounting and finance department is only as productive and effective as the staff who comprise it. Good leaders understand this and therefore encourage their employees to continually develop new skills and knowledge - and polish the abilities they already possess. In a Robert Half Management Resources survey, 31 percent of CFOs said that their companies planned to increase spending on professional development this year. It’s not difficult to understand the reason behind these budget boosts: Employees with solid technical skills typically work more efficiently - and are less likely to make mistakes on the job. Solid soft skills - written and verbal communication, leadership, collaboration, and more - are important to team success, as well. Spending additional resources on staff training and skills enhancement can lead to invaluable ROI for your business. Strategies can often be easy to implement, and in many cases, cost little or nothing to put in motion. Here are six ideas: 1. Have employees rotate jobs One of the best ways to add to an employee’s skill set is through job rotation. Not only can such arrangements help workers to learn other roles, but it also can increase their business acumen - an essential ingredient for problem-solving and big-picture thinking on the job. Rotating positions can also keep accounting and finance employees from becoming bored with their duties, which helps to improve job satisfaction and retention rates. 2. Make mentorship a priority Maximize the strength of your multigenerational workforce by asking senior-level employees to serve as mentors and guides to their junior colleagues. Keep in mind that mentoring relationships can work both ways: Those just starting their accounting careers also have unique knowledge and skill sets that more experienced accountants and auditors may not, such as creative ways to reach millennial clients. More than likely, you’ll find that every employee in your organization could benefit from taking part in a mentoring or coaching program. 3. Assign cross-departmental teams Create project task forces that span two or more divisions so accounting and finance employees can get to know their colleagues from other parts of the business. Cross-departmental collaboration can boost both technical and interpersonal skills, as staff will have a better appreciation for the roles and workflow of coworkers across the company. Also, when a technological or marketing issue arises, for example, your team will know right away which colleagues to contact for help. 4. Bring in guest speakers Consider hosting monthly lunch sessions led by industry experts. This is a quick, easy and cost-effective way to provide your staff with continuing education. To ensure these events create value, present current topics that would interest staff from entry-level accountants to veteran budget analysts. Some ideas include the benefits of cloud technology, changing tax legislation, year-end audits, and the latest U.S. Securities and Exchange Commission (SEC) and Public Company Accounting Oversight Board (PCAOB) developments. Outside specialists not only provide additional knowledge, but also can introduce new ideas and spark innovation. 5. Encourage volunteering Support employees' efforts to donate their time and service to a worthy cause. While pro bono work may not seem like professional development, activities such as tutoring high school students in math or helping a nonprofit with year-end reporting are excellent opportunities to hone soft skills like communication, diversity and problem-solving - all while making a positive impact. Volunteering can be good for your business, too. Sixty-one percent of U.S. workers interviewed for a Robert Half survey said that taking part in philanthropic activities outside of the office enhances their wellness. And a healthy staff will be a more productive staff. Make sure employees have time for development When your team members constantly face the challenge of lengthy to-do lists, they’ll be inclined to push professional development to the back burner. That is, unless you encourage them to make room in their schedule for these pursuits and help them find that time. One way to ease the burden on your core staff, especially during intense work periods, is to hire consultants. These professionals complement your full-time team by providing skills, knowledge and support when, and for as long as, they are needed. Working with consultants helps to ensure your employees can stay on top of their current responsibilities, while also building the skills and knowledge they need to succeed in the future. The initial time and effort to implement the professional development ideas listed above can lead to an increase in your staff’s knowledge base and their overall abilities. Participation in meaningful opportunities also can positively influence employees’ job satisfaction - and, in turn, boost your retention rates. That’s just one way that a thoughtful and proactive approach to professional development can translate to a win-win for your employees and your business. Tags

1099 Employee Benefits Freelancers Must Keep in Mind

1099 Employee Benefits Freelancers Must Keep in Mind 1099 Employee Benefits Freelancers Must Keep in Mind In the last decade, the world of work has changed dramatically. Talent is rapidly shifting from traditional 9-to-5 office roles to what’s being called the “gig economy.” People now have the choice to use their abilities to freelance and work independently. Instead of W-2 roles, more people are gravitating to 1099 roles. According to a report include MBO Partners, “by the year 2027, more than half of American workers (58%) will have had some experience as independent contractors.” What’s causing this shift and what are the benefits that freelancers should know about when accepting projects as a 1099 contractor? Are there specific qualifications and how can a freelancer apply for these benefits? The Rise in the Gig Economy There are several factors that have created the perfect environment for freelancers working under 1099 contracts. The first and most obvious includes technology advances that have made it possible for anyone to create a freelance career. Between cloud computing that puts software and information into the hands of everyone and social networks where people can connect for collaborative efforts, there are no limits to the types of freelance ideas that are out there. More people work from mobile devices, like laptops and tablet computers and cell phones. It’s common to see droves of freelancers working on their laptops in every coffee shop or outside in the fresh air of a public park. Many freelancers work from comfortable home offices where they can juggle the responsibilities of both personal life and career. The second reason that 1099 work has picked up rapidly is a changing attitude of working professionals who value work-life balance more than climbing the corporate ladder. The 2015 Worklife Challenges Across the Generations report published By EY indicated that: ... 24% of global workers would take a 10%  pay cut in order to be able to telecommute. It also showed that one-third of global workers believe work-life balance is becoming more difficult. Excessive overtime and a lack of flexibility lead more people to leave their jobs. During the recessionary period which hit the world hard in 2007 through 2010, millions of workers were displaced from their former careers. The unemployment rate, which formerly sat around 5%, doubled to over 10% by October 2009, based on data from the U.S. Bureau of Labor. With so many people out of work for extended periods of time, many turned to freelance work to make ends meet and have continued to do so successfully. Employee Benefits Available for 1099 Freelancers As a 1099 independent contractor, there are multiple benefits. Outside of the freedom and flexibility of working on projects of one’s choice and interest, employee benefits are often available for freelancers. One area where 1099 workers can get the most support has to do with income taxes, which allow for the write off of various business expenses. The Internal Revenue Service allows U.S. self-employed individuals to claim the costs of using a home office, office equipment, computers, office supplies, fees for advertising, fees for hiring subcontractors, utilities, use of a vehicle for work purposes, and more. Some companies that hire freelancers have opted to offer limited benefits such as the use of a company computer, group health insurance, dental and vision coverage, access to a retirement savings plan, paid time off, educational benefits, travel and corporate discounts, and other perks. Profit sharing can be factored into 1099 work arrangements, with a certain percentage of earnings delivered when work is completed. Even if a company doesn’t offer formal benefits to contractors, there are certain advantages to being independent vs. an employee. For example, the ability to request a contract for a specified period of time is considered a plus in an age when most employees don’t even have 100%  certainty they will have a job in a few months. The other advantage is that if the project ends or if there are conflicts with the company, the contractor can easily move on to another client project by ending the contract. Freelancers can also obtain benefits through freelance organizations, professional organizations, and through market exchanges. How 1099 Contractors Obtain Employee Benefits While freelancers can obtain benefits through freelance organizations, professional organizations, and market exchanges- asking about 1099 employee benefits is a good idea at the start of the working relationship. Many companies don’t advertise benefits for contractors, but they may provide limited access to their group plans. An example of this is a group supplemental insurance plan that offers low-cost access to hospital indemnity care, cancer coverage, life insurance, auto and home insurance, and pet insurance. The contractor may be able to purchase a dental and vision plan to augment a current self-employed healthcare plan. If a contractor has to travel as part of his or her duties, it’s perfectly acceptable to ask for a corporate discount or partial reimbursement for travel fees, meals, and accommodations. A 1099 contractor may be eligible for a fleet credit card to pay for gas for a work vehicle. Other costs that a contractor can negotiate for can include dry cleaning services for required clothing or uniforms, and reimbursement for required footwear or safety equipment. VISA and immigration administration and housing fees for taking a contractor role in another country can be paid for as an added benefit. Learning benefits are becoming more popular with contractors, such as being sent to industry related conferences or classes that the company pays for. It could be to earn a required certification, to maintain certification, or to improve on existing skills. While most companies reserve college tuition programs for full-time employees, contractors who work with a company for an extended period of time may be able to have some of their expenses covered for books and test fees. Applying for 1099 Employee Benefits When negotiating a new contract, it’s reasonable to ask about potential benefits. A contractor should look at the entire relationship and responsibilities before accepting a 1099 role. If a job requires large amounts of travel, then it makes sense to request benefits in this area. If the job requires overseas work, then housing and immigration costs will be of major concern. If a job requires the use of expensive software or computer equipment, asking the company to furnish these elements makes the most sense. Bear in mind too that if you are taking a contractor job through a staffing agency, they generally have a wide variety of standard benefits to offer. You can get low-cost health insurance, supplemental insurance, life insurance, retirement savings plans, access to pay cards, training opportunities, and paid time off.   The contractor should request information and apply for any benefits that he or she will need to make the career experience a positive one. Waiting until the next open enrollment period won’t be enough. Asking in advance of accepting a 1099 role is the smarter way to go. The contractor will need to complete enrollment documents just like any other employee, but the employer will designate the status as being 1099, and any premiums due from the contractor will need to be paid in advance each month.

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