Marissa Mayer Thank you for a great resume!

Marissa Mayer Thank you for an incredible resume! Marissa Mayer Thank you for an incredible resume! Our group met with the previous Yahoo! Chief in London for a short get up to speed with resumes, parenthood and the most ideal ways for managing awful press.Few would assume the test of strolling a mile from Marissa Mayer's point of view. Following five years as CEO of the grieved Internet behemoth, she is presently taking her superwoman cape off and proceeding onward to the following enormous thing. Her accomplishments as CEO (during her authority, Yahoo! got one of three advanced organizations with more than 1 billion clients all inclusive) and individual penances for the organization's prosperity (she just took an aggregate of eight vacation days for the introduction of her first child) are numerous.Yet, it is protected to state that Mayer is abandoning a disturbed inheritance. From spending over $1 billion on the obtaining of Tumblr, which she herself called beautiful, to neglecting to unveil the enormous scope security penetrate, which influenced more than 500 million Yahoo! cli ents Mayer has had a considerable amount of recoil commendable moments.The group was enlivened by Mayer's brutal desire and in August 2016 we made and distributed her resume. It was a significant power in empowering more clients around the globe to find out about our foundation. Mayer's resume was loved over 40K+ occasions on LinkedIn, with no paid promotions. What's more, the Business Insider article covering the story got 300K+ peruses. Today, brags over 250K+ enlisted clients from more than 150 nations worldwide.This is the reason we were especially energized for the chance to meet Mayer and express gratitude toward her face to face for the accidental commitment she needed to 's achievement. Envision how pleased we felt when her face lit up with acknowledgment and entertainment as we presented ourselves. I know you, you worked admirably with my resume! I cherished it, she said.We likewise got the opportunity to ask Mayer a couple of inquiries, which we are glad to impart to you. Get a select look into the contemplations of the First Lady of the Internet!What was the greatest test you handled at Yahoo? Certainly, it was restoring the organization to its unique 1990s culture. The Silicon Valley propensity to join business and fun has its foundations in the workplace made by Yahoo's! originators Jerry and David. The possibility that the corporate culture and brand of a venture can have a significance bigger than the business itself has in my view been one of the key fixings to Yahoo's! initial achievement. The test which I confronted when I joined as CEO, was to reboot the first culture, while additionally promising Yahoo! representatives to invest more energy at the workplace and give that extra optional exertion, which the organization expected to pull through.Related articles:Infographic: 8 Tips From Your Dog On Starting A CareerPros and Cons of working in a startupTravis Kalanick leaves as Uber CEO heres his resumeYou were the principal Yahoo! Chief to adv ance maternity leave. Why at that point did you shroud your pregnancy for a half year and for what reason didn't you enjoy a more drawn out reprieve from work following the introduction of your kids? For lawful reasons in the US maternity leave in fact is an incapacity leave. In the event that I took maternity leave, I would have needed to delegate a brief agent, which would have been convoluted and mistaking for the load up and investors. I likewise felt that Yahoo! required me, required a solid head, who was available. What's your system for managing awful press? I follow the exhortation a dear companion gave me I don't peruse any news or articles about myself. One inquiry, specifically, stays on everybody's brains. To be specific, what caused Yahoo's! slow downfall? As made evident by the numerous accomplishments on Mayer's resume, she was required to over-convey during her time at Yahoo!. However, the nerd goddess was to a great extent censured for pretty much every choice she a t any point took, while in control. It might be that desire was set excessively high. At the point when Mayer joined the organization as CEO in 2012, Yahoo! representatives made banners with her image and expectation underneath. These make-move bits of workmanship were in a comparative realistic style to the meaningful Barack Obama 2008 presidential battle. The banners were draped all around Yahoo! home office. Papers everywhere throughout the world were impacting title texts like Google's First Lady Jumps Ship to Yahoo!. A decent sign of her horrible odds to control the Yahoo! transport the correct way may have been the fleeting vocations of Mayer's antecedents. She was the fourth CEO in four years. Her quick ancestor was brought down after it was found that he had lied on his resume. Onlookers made a decision about Mayer's errand of sparing the perfect example organization for the main period of the Internet as near unimaginable. Google's hunt calculations had been performing supe rior to Yahoo! representatives classifying the web by hand. Facebook was making a superior showing of serving the correspondence needs of advanced buyers than Yahoo! chatrooms. Applications had removed traffic from PCs to cell phones and Yahoo! was lingering behind. In any case, Mayer's name will beauty the tech history books, while her background will motivate young ladies and young ladies the world over to think ambitiously and reach skyward. Credit, Marissa! 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The Workplace Guide to Going Rogue - Workology

The Workplace Guide to Going Rogue - Workology When Change Management Hampers Actual Change In almost every workplace, there’s a chain of command. You work as part of a team that may be siloed from the rest of the organization. But what if you need to work with other departments to collaborate in order to fill roles as a recruiter? Collaboration is key for not just success in hiring but in any role within HR. This type of checking, double checking and touching base is an important part of not just the change management and adoption process but healthy workplace communication. When Change Management Hampers Actual Change I recently spoke at HR Houston as part of an all-day workshop on Social Media for HR and Recruiting. We had great conversations and dialogue throughout the day. One of the biggest light bulb moments for me was the number of attendees whose hands were tied in specific areas of change management or the opportunity to collaborate with other departments. In this particular workshop, a  number of HR leaders were extremely frustrated by the inability to collaborate or work with other departments such as PR, marketing, and communications who are often responsible for social media and marketing activities. The entrepreneur in me says to fail fast, go forward and apologize later. Some might call this going rogue, but I see that the practitioners in my class were frustrated. They had tried to work with someone and were given the cold shoulder. They’d tried to talk to executive leadership or even make the case with another department to no avail. So I asked the question, when should you go rogue? I am a fan of going rogue, but it was enlightening to see that many participants in this workshop were not. They didn’t have the time or expertise, and had reached out to other departments in the past (such as marketing and social media) to other staff members who had the expertise, but not the time to offer the basics of their specialty area. It just wasn’t something they had the bandwidth to learn or the energy to duke it out with the other internal departments. How to Successfully Go Rogue at Work So how can you be successful with or without collaboration with another department? Let’s talk about the basics of going rogue. When your area of expertise is sourcing and recruiting, it’s not easy to make the time to learn about other areas that may contribute to your success, such as social media. If we use community management (another way of saying social media) as an example, when you reach out to your key marketing person who handles social media to ask for help, what are you offering in return? It often takes finesse and gaining knowledge quickly. If you can make the time, there are a plethora of free online courses that will give you a rundown of the basics of social media. Here’s a list of 10 good ones that you could probably blow through in a couple of days. Once you have a basic understanding of how social channel management works, you can be more specific, have the right questions to ask, and even offer a few new tricks of your own when you ask for time with your company’s social media expert. So instead of asking “can you give me a quick tutorial on how you handle our social media,” you can reach out with something more specific, like “We have an open house coming up and I’d love to see how you promote these on our social channels.” The first question implies that you’re asking your social media manager to teach you how social works. The second implies a time cap and you’re more likely to get a “yes, sure!” especially when you’re asking about something specific. If your social media manager is savvy, he or she will welcome the opportunity to show you how they market your open houses for hiring. This is a simple tip, but you might be surprised at how many recruiters are strictly focused on LinkedIn. Did you know that Twitter is a great place to interact with other recruiters, sourcers, and influencers? Have you participated in a Twitter chat lately? Here’s a simple how-to. And you can find me on Twitter here (hosting and participating in chats as well!). Does your company have a social media policy? Did your boss ask you to create a Twitter account? If not, go rogue. Do it now, get results, and apologize later. But before going rogue, it’s critical you focus on your research and have a base of understanding or information to support your rogue-ness. Personally, I like to focus on survey data like social media use by my new hires to help defend my position to add social media to my recruiting and hiring strategy. It isn’t going rogue if you have flew your idea up a few flagpoles but have the data and research to support a small lighthouse test. I call this a lighthouse because you are shining a spotlight on a problem or area of opportunity. Your focus on the pre-work and research and your emphasis on a lighthouse help make your “small test” less going rogue and more like a planned experiment. The bottom line: Going rogue doesn’t mean risking your job. It means doing without asking permission and owning the results, good or bad. If you can’t get your job done through traditional channels, going rogue is the best way to find another access point. And who knows? Your actions may lead to your recruiting team having some ownership on social media. They also show the departments with whom you’d like to collaborate that you’re not expecting the world from them because you’ve done your own legwork to understand the basics of what you’re asking.

Should You Include A Degree On Your Resume That You Didnt Complete

Should You Include A Degree On Your Resume That You Didnt Complete How would you address your fragmented instruction on your resume? Numerous individuals decide to not finish their degrees or come back to class. The reasons are as shifted as the activity searchers themselves. Whatever your conditionsâ€"regardless of whether you've been compelled to pull back from classes, or on the off chance that you've essentially decided to leave, there are approaches to in any case remember your instruction for your resume. I for one believe it's imperative to do as such, particularly when it's identified with your current or wanted vocation field. There are two different ways I would propose handling this: 1. Rundown the school you went to, the program region you examined, and dates you went to class. You're excluding a degree here on the grounds that one was not granted. Yet, you are demonstrating that you attended school and get some conventional instruction. You can likewise incorporate what number of credit hours you finished. 2. Express the college you joined in, pertinent courses you finished (particularly in the event that they're identified with a position you're seeking after), credit hours finished and dates you went to the school. Once more, a degree is excluded in light of the fact that one was not granted. You must be cautious how to join this data into your resume. You never need to delude a business into speculation you have a degree that you don't have. This can cause issues down the road for you in case you're offered the position and they actuality check. Besides, the objective here isn't to bamboozle anybody into feeling that you have a degree you don't really have. The objective is to incorporate any instruction you have gottenâ€"which, as I would like to think, is imperative to appear and will be significant to managers. In the event that the courses you finished aren't required or straightforwardly identified with the position, put it toward the finish of the resume. This is additionally the situation in the event that you need to impart to the business that you have some training however you would prefer not to publicize that you didn't finish your instruction. I wouldn't list a fragmented degree at the highest point of the resume in case you're not intending to complete it. I suggest perusing my ongoing article: 5 Things Every Prospective Employer Wants to Hear. It has some extraordinary exhortation about meetings that you'll truly need to know, particularly as your resume begins producing call-backs. Like us on Facebook or tail us on Twitter for progressively incredible quest for new employment and resume exhortation.

Toronto ExecuNet Speaker, Bill Dennis

Toronto ExecuNet Speaker, Bill Dennis We are pleased to have Bill Dennis speaking at the next ExecuNet Meeting, June 23rd, 2010, presenting: Understanding and Succeeding With Interviewers of Different Cultures, Generations, and Personalities During career transition, todays executive experiences a world of widely different types of interviewers and these differences can significantly affect your ability to connect and successfully work with this array of interviewers. Understanding and Succeeding With Interviewers of Different Cultures, Generations, and Personalities is a practical, research-based presentation that will provide you valuable insights into understanding and successfully connecting with interviewers of different cultures, generations, and personalities. Bill Dennis is a member of the Canadian Association of Professional Speakers. Over the past 35 years, Bill has held significant sales and marketing positions at major companies including KPMG, Canadian General Electric, Bell Mobility, and Westinghouse Canada. Bill also held key management positions at medium-sized firms which were leaders in their industry. Bill has provided over 4,500 hours of training to Continuing Education students at Sheridan College Institute of Technology and Advanced Learning. He is their most experienced Continuing Education instructor in professional selling skills and strategic marketing. His academic credentials include a Bachelor of Commerce (Economics) and MBA (Strategic Marketing and Finance). Bill also recently passed with distinction the Certified Sales Professional set of examinations from the Canadian Professional Sales Association. Bill Dennis Associates, Oakville, Ontario, 905-599-6365, www.billdennisandassociates.com bill@billdennisandassociates.com Toronto ExecuNet Speaker, Bill Dennis We are pleased to have Bill Dennis speaking at the next ExecuNet Meeting, June 23rd, 2010, presenting: Understanding and Succeeding With Interviewers of Different Cultures, Generations, and Personalities During career transition, todays executive experiences a world of widely different types of interviewers and these differences can significantly affect your ability to connect and successfully work with this array of interviewers. Understanding and Succeeding With Interviewers of Different Cultures, Generations, and Personalities is a practical, research-based presentation that will provide you valuable insights into understanding and successfully connecting with interviewers of different cultures, generations, and personalities. Bill Dennis is a member of the Canadian Association of Professional Speakers. Over the past 35 years, Bill has held significant sales and marketing positions at major companies including KPMG, Canadian General Electric, Bell Mobility, and Westinghouse Canada. Bill also held key management positions at medium-sized firms which were leaders in their industry. Bill has provided over 4,500 hours of training to Continuing Education students at Sheridan College Institute of Technology and Advanced Learning. He is their most experienced Continuing Education instructor in professional selling skills and strategic marketing. His academic credentials include a Bachelor of Commerce (Economics) and MBA (Strategic Marketing and Finance). Bill also recently passed with distinction the Certified Sales Professional set of examinations from the Canadian Professional Sales Association. Bill Dennis Associates, Oakville, Ontario, 905-599-6365, www.billdennisandassociates.com bill@billdennisandassociates.com

3 Types of Resume Formats and How to Choose the Best One for You

3 Types of Resume Formats and How to Choose the Best One for You Resume formatting can make or break your chances of landing an interview. It’s likely that at some point in your career you’ll need to decide whether to use a functional, chronological, or hybrid resume format. If you’re like so many other job seekers I work with, you are just not sure which format is the best for your situation. It can be confusing and everyone has an opinion but there are a few guidelines you can follow to select the best format for your resume. Why All Formats Are Not Created Equal Not all career paths are created equal and hiring managers will only give your resume a few seconds of attention when scanning through piles of resumes. Here’s what recruiters look for in their 6-second resume scan. If you’ve had an unconventional career path, resume gaps, or other unexpected career segues you’ll want to select your resume format carefully. The different resume formats provide you with the opportunity to get back in the game  when the time comes. Here is how to select the perfect resume format for your situation. The Functional Resume A functional resume is useful for people who have gaps in their work history, frequently changed jobs, changed careers, or workforce re-entry. This resume style is used to highlight your abilities rather than your chronological work history. You will still need to showcase your work history and include the dates, but this will be towards the bottom of your resume instead of the top. Why this Format Works In this format, you will highlight skills that are transferable to the industry for which you are applying. For instance, a stay at home mom who ran a soccer league for 2 years, may want to show the organization, management, and scheduling skills she has perfected during this time. These experiences will be laid out on your resume, after your professional summary and key skills area. Your summary of professional experience will only include the names of the company, titles, and dates with perhaps a short description of what you did at the company. Any of the transferable skills that were performed at these companies should already be listed towards the top. This information is followed by your education and training  unless your education and training are recent and/or will help you in summarizing your transferable skill set. To learn more about transferable skills and access our list of 22 skills to gain from volunteering, check out this blog post. When to Use a Functional Resume The functional resume should only be used if the information submitted within a chronological resume would cause gaps of information that leave the hiring manager assuming that you are not qualified for the position. I have heard many clients say to me, “but I was told that I should never use a functional format.” While having a functionally formatted resume isn’t ideal, it certainly does have a useful place if you need to strategically show your relevant skills. Remember: hiring managers and recruiters are going to be on the lookout for the person who has the potential to do their job. If your potential isnt immediate from an unconventional career path, highlighting it up top in a functional format will work to your benefit. The Chronological Resume The chronological resume is a more popular format since the career path can be easily grasped from a simple scan of the dates, titles, and companies. This resume should contain a professional summary, key skills section, reverse chronological listing of your career experience, and related accomplishments. Your education and training skills will often be placed towards the bottom  unless you are a  recent graduate. To receive a FREE chronological resume template, click here. When to Use a Chronological Resume This format is used for someone with a typical career history. It may include a previous gap in your experience, but your overall path has taken a predictable move without many curve balls thrown in the way. If you have a typical career history, but a confusing brand, you’ll want to try these resume fixes. The Hybrid resume A happy medium between the chronological and function formats is the hybrid resume. This is a newer format created to combine the best aspects of chronological and functional resumes. This format highlights relevant skills while providing details regarding a candidates work history. When to Use a Hybrid Resume The hybrid format is great for new graduates, entry-level job seekers, those with little experience, career changers, career re-entry, or those with a strong chronological resume who would like to display additional skills or accomplishments towards the top of their resume. It’s a great option for when you’re not quite sure which resume format applies to you. Hybrid resumes are extremely effective in diminishing impact of gaps by filling in additional space with information about key skills and accomplishments. Here are some other ways to handle resume gaps. Perhaps you are a project manager who wants to really show off some key projects that you take great pride in, this would be the format for you. Bonus Resume Tip: Getting Started Once you have picked out a format, it’s time to get started on creating that perfect resume. One key tip that I use in creating a powerful resume is select 3 job postings and tailor the resume to showcase the requirements and skills that these job postings are asking for. This will demonstrate your skills and expertise to potential hiring managers. Your goal is to create a powerful and high-impact resume, which provides an attractive, easy to read format, full of useful information and accomplishments. Choosing the right format is key to making this happen. If you found this helpful youll also enjoy these resume blog posts from our team! 3 Tips for Making Resume Writing Less Painful How to Find and Communicate Your Career Accomplishments 50 Powerful Resume words that will make you stand out If youre  still not sure about crafting the perfect resume, were here to help. Check out how we can make your brand shine.