Impact of Unpaid Internships on Interns the Economy

Impact of Unpaid Internships on Interns the EconomyImpact of Unpaid Internships on Interns the EconomyUnpaid in eigener sacheships have become more and more common since the recent economic recession. When evaluating, the growth of unpaid internships must be viewed in light of their effect on the intern and the overall economy. When looking to eradicate all unpaid internships, it could have a negligible effect on students even though the Department of Labors Guidelines were drafted to protect interns from exploitation by employers. On the other hand, a recent survey completed by The National Association of Colleges Employers survey found that the benefits of a paid internship far exceeded those of where the internships were unpaid. Some of the questions employers and students need to ask themselves are if the unpaid internship is legal and if they are violating any current labor laws? Is the work the student doing of benefit to them or does it focus more on helping the employer? W hat is the impact of unpaid internships on the economy as a whole? There is also the inequality factor with unpaid internships since only students with financial means are able to do them because those students that are not wealthy need to make money for the summer. According to The Department of Labor, the FLSAs six criteria must be applied when making a determination if an internship is required to be paid The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment.The internship experience is for the benefit of the intern.The intern does not displace regular employeesbut works under close supervision of existing staff.The employer that provides the training derives no immediate advantage from the activities of the intern and on occasion, its operations may actually be impeded.The intern is not necessarily entitled to a job at the conclusion of the internship. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. Unpaid Internship In the past, unpaid internships have become a common practice amongst companies. In order for an internship to be academic worthy, students doing internships in conjunction with their college coursework are expected to gain hands-on experience that helps them develop the knowledge and skills required to gain entry into their field but the New Guidelines could affect the quality of internships since one of the criteria states the employer derives no immediate advantage from the activities of the intern. The distinction that the New Guidelines are looking to enforce is that internships are for educational training rather than having interns do the work of regular employees. Many employers spend considerable time training and mentoring their interns and do not derive much benefit from having them complete an internship with the organization. While other organizati ons expect interns to jump right in and do the same work as a regular employee. An unfortunate result of strict adherence to the New Guidelines and in interpreting the issue of the legality of unpaid internships could make it more difficult for students to find internships in the future. The cracking down on the unpaid internship has recently come to light due to employers seeking free labor with no intent of hiring the intern in the future. One of the benefits of an internship is the training and establishment of a professional network with hopes of being hired for full-time employment once the internship is over. The misuse of interns by employers has brought the issue to a whole new level, including recent lawsuits that have cost employers millions of dollars. When Unpaid InternshipsAre Beneficial There are some instances where an unpaid internship still has its advantages, such as providing a student with experiences they could not get elsewhere, along with the opportunity t o establish strong networking connections with professionals in the field. Excellent recommendation letters are another advantage that would help the student gain full-time employment with other organizations in the field. For nonprofit organizations unable to pay their interns its not an issue but for for-profit companies looking to save money, they could find themselves in the middle of a lawsuit that would cost them much more than if they had agreed to pay their interns. One things students should think about when considering an unpaid internship, is a recent survey completed by The National Association of Colleges Employers (NACE) where they showed that paid internships have a higher chance of leading to a paying job as compared to unpaid internships, since fruchtwein of the interns who received job offers from the employer accepted the positions. Sixty percent held a paid internship compared to 37% of those who worked for an unpaid one. It was also stated that unpaid internshi ps tend to provide trainees fewer skills as opposed to paid internships. A survey taken by the Institute on Education and the Economy at Columbia Universitys Teachers College also found that paid internships provide a better experience for interns than unpaid ones. Of course, for some organizations they do not have the ability to pay. When this is the case, students must decide how valuable the experience will be to them and how much it will ultimately help them to achieve their future career goals.

Sample Resume for Brand Ambassador Job Position

Sample Resume for Brand Ambassador Job PositionSample Resume for Brand Ambassador Job PositionMarketing experts command high salaries, and the number of available jobs in this category has increased steadily in recent years. In buchung to obtain a brand ambassador position, its necessary to have a resume that makes the most of both educational credentials and past experience in order to maximize the likelihood to be hired.High-end brand ambassadors are expected to have a masters degree in absatzwirtschaft. In order to secure a position in this lucrative field, its important to list on the resume concrete examples of when number crunching and brand promotion produced tangible results.Use the brand ambassador resume sample below to list examples of self-motivation and how those examples achieved successful results for the particular brand. Create this Resume Shirley Garner4155 Selah WayBurlington, VT 5401(666)-753-6064s.garnersmail.comObjectiveTo obtain a managerial position as a Bran d Ambassador for an exclusive avant garde clothing line where proven strategic branding and consumer marketing plans can be utilized to the fullest, manifested by reach and customer base.Summary of QualificationsKnowledge in developing brand name creationsHigh technical skills in marketing for brand recognition throughout the market segmentSelf motivated individualPossess high level of customer serviceProfessional ExperienceBrand Ambassador, January 2007 PresentMango, New York, NY ResponsibilitiesRepresented the products for market evaluation and what the company has to offer.Provided quality products and services for customer satisfaction.Educated consumers about the features and benefits of the product line.Demonstrated the values instills in the products throughout the sales force.Engaged and interacted with consumers to create a demand for products. Customer Marketer, May 2004- December 2006Sleek Medspa, FLorida ResponsibilitiesPromoted products and services by giving out broch ures, leaflets, and other informative print ads.Represented and promoted the brand in conjunction with sales.Positioned and marketed pricing strategies and lead contract negotiations.Measured and reported the performance of pricing and contract performance.Managed the day to day promotions for increase in sales revenue.EducationMasters Degree in Marketing, 2004New York UniversityBachelors Degree in Marketing, 2002New York UniversityCustomize ResumeMore Sample ResumesBookkeeper Resume Boutique Owner Resume Brand Ambassador Resume Bridal Consultant Resume Budget Analyst Resume

30 fast-growing, high-paying jobs that will dominate the digital workplace

30 fast-growing, high-paying jobs that will dominate the digital workplace30 fast-growing, high-paying jobs that will dominate the digital workplaceThe 21st-century workplace is increasingly dominated by technology, and jobs that rely on a mastery of those machines are likely to become more important - and lucrative.We assembled a list of fast-growing, high-paying jobs that are set to dominate the emerging digital workplace through 2026.The Department of LaborsO*NET Online occupational database includes survey-based measures of several work characteristics for the nearly 1,000 occupations tracked by the database.To get a sense of what jobs will thrive in the emerging digital workplace, we looked at nine skills, knowledge areas, and work-style characteristics that reflect the growing importance of science, technology, engineering, and mathematics (STEM)mathematics,science,engineering and technology,computers and electronics,programming,innovation,analytical thinking,general design, a ndtechnology design. If you have an interest or talent in any of the above, then congratulations, your work future is looking bright.The O*NET database assigns importance scores to each job between 0 and 100 for each of these characteristics, with 0 indicating that the job doesnt have that characteristic at all, and 100 suggesting that the characteristic is a major part of the job.We averaged together the importance scores of the above skills to get an overall STEM score for each occupation. Because we are interested in high-paying, fast-growing jobs, we ranked those occupations with above-average annual salaries and growth prospects.Specifically, we looked at occupations with an average salary in 2018 above the overall average of $51,960, according to theBureau of Labor Statistics Occupational Employment Statisticsprogram, and a projected employment growth rate between 2016 and 2026 above the projected total employment growth rate of 7.4%, according to theBureaus most recent employ ment projections data.Here are the 30 jobs with above-average salaries and growth prospects with the highest STEM scores, along with descriptions of what each of the occupations entails from O*NET30. Postsecondary atmospheric, earth, marine, and space sciences instructors teach courses in these scientific fieldsAverage 2018 annual salary$101,890Projected employment growth between 2016 and 20269.5%STEM score55.1Top three STEM areasAnalytical thinking 94neuerung 87Science 7829. Computer and information systems managers plan, direct, or coordinate activities in such fields as electronic data processing, information systems, systems analysis, and computer programmingAverage 2018 annual salary$152,860Projected employment growth between 2016 and 202612.0%STEM score55.6Top three STEM areasComputers and electronics 94Analytical thinking 81neuerung 6828. Statisticians develop or apply mathematical or statistical theory and methods to collect, organize, interpret, and summarize numerical data to provide usable informationAverage 2018 annual salary$92,600Projected employment growth between 2016 and 202633.8%STEM score56.2Top three STEM areasMathematics 97Analytical thinking 94Computers and electronics 7627. Industrial engineers design, develop, test, and evaluate integrated systems for managing industrial production processesAverage 2018 annual salary$91,630Projected employment growth between 2016 and 20269.7%STEM score56.4Top three STEM areasEngineering and technology 86Analytical thinking 86neuschpfung 7926. Web developers design, create and modify websitesAverage 2018 annual salary$75,580Projected employment growth between 2016 and 202615.0%STEM score56.8Top three STEM areasComputers and electronics 85Analytical thinking 79Programming 7825. Hydrologists research the distribution, circulation, and physical properties of underground and surface watersAverage 2018 annual salary$82,790Projected employment growth between 2016 and 20269.9%STEM score56.9Top three STEM areasA nalytical thinking 88Engineering and technology 75Science 7224. Geoscientists study the composition, structure, and other physical aspects of the EarthAverage 2018 annual salary$107,800Projected employment growth between 2016 and 202614.0%STEM score57.1Top three STEM areasAnalytical thinking 90Science 78Innovation 7322 (tie). Surveyors make measurements and determine property boundariesAverage 2018 annual salary$66,440Projected employment growth between 2016 and 202611.2%STEM score57.7Top three STEM areasAnalytical thinking 87Engineering and technology 75Mathematics 7522 (tie). Postsecondary architecture instructors teach courses in architecture and architectural designAverage 2018 annual salary$99,320Projected employment growth between 2016 and 202610.6%STEM score57.7Top three STEM areasAnalytical thinking 92Design 91Innovation 8521. Systems software developers research, design, develop, and test operating-systems-level software, compilers, and network distribution softwareAverage 2018 annual salary$114,000Projected employment growth between 2016 and 202611.1%STEM score57.9Top three STEM areasComputers and electronics 97Analytical thinking 89Innovation 7820. Civil engineering technicians apply theory and principles of civil engineering in planning, designing, and overseeing construction and maintenance of structures and facilitiesAverage 2018 annual salary$54,670Projected employment growth between 2016 and 20268.8%STEM score58.4Top three STEM areasEngineering and technology 87Design 79Analytical thinking 7719. Postsecondary physics teachers teach courses in physicsAverage 2018 annual salary$103,830Projected employment growth between 2016 and 202610.0%STEM score59.2Top three STEM areasAnalytical thinking 98Innovation 95Computers and electronics 7718. Environmental engineers research, design, plan, or perform engineering duties in the prevention, control, and remediation of environmental hazardsAverage 2018 annual salary$92,640Projected employment growth betwee n 2016 and 20268.3%STEM score59.8Top three STEM areasAnalytical thinking 91Engineering and technology 88Design 7516 (tie). Petroleum engineers devise methods to improve oil and gas extraction and productionAverage 2018 annual salary$156,370Projected employment growth between 2016 and 202615.2%STEM score60.4Top three STEM areasEngineering and technology 95Analytical thinking 88Innovation 7616 (tie). Postsecondary computer science instructors teach courses in that fieldAverage 2018 annual salary$96,200Projected employment growth between 2016 and 20268.1%STEM score60.4Top three STEM areasComputers and electronics 87Analytical thinking 86Innovation 8115. Operations research analysts formulate and apply mathematical modeling and other optimizing methods to develop and interpret information that assists management with decision makingAverage 2018 annual salary$88,350Projected employment growth between 2016 and 202627.4%STEM score60.8Top three STEM areasAnalytical thinking 100Mathematics 8 8Innovation 8414. Biochemists and biophysicists study the chemical composition or physical principles of living cells and organismsAverage 2018 annual salary$105,940Projected employment growth between 2016 and 202611.5%STEM score60.9Top three STEM areasScience 91Analytical thinking 91Innovation 8313. Computer-controlled-machine-tool programmers develop the means to control machining or processing of metal or plastic parts by automatic machine toolsAverage 2018 annual salary$56,300Projected employment growth between 2016 and 202616.3%STEM score61.0Top three STEM areasProgramming 78Computers and electronics 78Analytical thinking 7712. Electrical engineers research, design, develop, test, or supervise the manufacturing and installation of electrical equipment, components, or systemsAverage 2018 annual salary$101,600Projected employment growth between 2016 and 20268.6%STEM score62.7Top three STEM areasEngineering and technology 91Analytical thinking 86Computers and electronics 8211. Ast ronomers observe, research, and interpret astronomical phenomenaAverage 2018 annual salary$111,090Projected employment growth between 2016 and 202610.0%STEM score62.9Top three STEM areasAnalytical thinking 96Innovation 87Computers and electronics 8410. Civil engineers perform engineering duties in planning, designing, and overseeing construction and maintenance of building structures, and facilitiesAverage 2018 annual salary$93,720Projected employment growth between 2016 and 202610.6%STEM score63.0Top three STEM areasEngineering and technology 90Design 81Analytical thinking 789. Mathematicians conduct research in fundamental mathematics or in application of mathematical techniquesAverage 2018 annual salary$104,870Projected employment growth between 2016 and 202629.7%STEM score63.1Top three STEM areasMathematics 100Analytical thinking 98Innovation 878. Mining and geological engineers conduct sub-surface surveys to identify the characteristics of potential land or mining development s itesAverage 2018 annual salary$98,420Projected employment growth between 2016 and 20268.2%STEM score63.7Top three STEM areasAnalytical thinking 94Engineering and technology 87Mathematics 697. Computer and information research scientists conduct research into fundamental components of that fieldAverage 2018 annual salary$123,850Projected employment growth between 2016 and 202619.2%STEM score64.3Top three STEM areasComputers and electronics 90Analytical thinking 79Innovation 776. Postsecondary engineering teachers teach courses pertaining to the application of physical laws and principles of engineeringAverage 2018 annual salary$113,680Projected employment growth between 2016 and 202614.6%STEM score66.9Top three STEM areasAnalytical thinking 96Innovation 91Engineering and technology 905. Agricultural engineers apply knowledge of engineering technology and biological science to agricultural problemsAverage 2018 annual salary$79,090Projected employment growth between 2016 and 20268.2%ST EM score68.1Top three STEM areasEngineering and technology 91Analytical thinking 87Design 854. Applications software developers create and modify general computer applications softwareAverage 2018 annual salary$108,080Projected employment growth between 2016 and 202630.7%STEM score70.2Top three STEM areasComputers and electronics 99Analytical thinking 96Innovation 843. Physicists conduct research into physical phenomena, develop theories on the basis of observation and experiments, and devise methods to apply physical laws and theoriesAverage 2018 annual salary$125,280Projected employment growth between 2016 and 202614.5%STEM score72.7Top three STEM areasAnalytical thinking 93Science 88Mathematics 852. Chemical engineers design chemical plant equipment and devise processes for manufacturing chemicals and productsAverage 2018 annual salary$114,470Projected employment growth between 2016 and 20267.5%STEM score73.6Top three STEM areasEngineering and technology 100Analytical thinking 97 Design 821. Mechanical engineers perform engineering duties in planning and designing tools, engines, machines, and other mechanically functioning equipmentAverage 2018 annual salary$92,800Projected employment growth between 2016 and 20268.8%STEM score75.7Top three STEM areasEngineering and technology 97Analytical thinking 95Innovation 91This article first appeared on Business Insider.

Desktop Support Analyst Salary and Job

Desktop Support Analyst Salary and JobDesktop Support Analyst Salary and JobHow would you like to be the one person the entire staff relies on to ensure computer problems dont derail their productivity? The superherbeio who coworkers call on in their most desperate hour? Its a bird. Its a plane. Its the desktop support analystThe desktop support analyst swoops in to provide employees the help they need with all their computing devices - from laptops to tablets to smartphones. The term desktop is simply a holdover from another era.Heres a look at the typical workday for a desktop support analyst.Remote helpMany people associate in-person assistance with desktop support analysts. Today, however, these IT pros are more likely to provide remote help.Technologies such as screen sharing, remote control applications and live chat have made it much easier for desktop support analysts to provide high-quality support without leaving their desks. Most cases can be resolved through online chat, email or phone calls, or through messages sent via a ticketing system.As the number of devices without serviceable parts, such as tablets and mini notebooks, grows in the workplace, the desktop support analyst will spend less time on hardware repairsSystem repairsA desktop support analyst may spend a portion of his or her typical workday repairing malfunctioning systems. Repairs may be as simple as wiping a system clean and installing a fresh operating system.More challenging problems may require diagnosing and correcting hardware, networking or software issues.As the number of devices without serviceable parts, such as tablets and mini notebooks, grows in the workplace, the desktop support analyst will spend less time on hardware repairs. Even for devices that can be repaired, it may be easier and less expensive to wipe a machine back to a preconfigured system image, or send the device out for service instead of trying to fix it in-house.ConfigurationsThe desktop support analyst a lso provisions new computers, tablets and other company-issued IT resources. Based on a users job requirements, the desktop support analyst will select the appropriate hardware and software configurations and install them. And during a companywide system upgrade or refresh, these technology professionals are often called on to perform the majority of the work.According to the 2019 Robert Half Technology Salary Guide, the salary midpoint for a desktop support analyst is $61,250.The above is just a quick overview of the complex - and vital role - a desktop support analyst superhero plays in helping to support users and the business. This post has been updated to reflect more current information. Tags

A Simple Tip About Resume Writing Services Reviews Uncovered

A Simple Tip About Resume Writing Services Reviews Uncovered Details of Resume Writing Services Reviews Rather than creating the resume for you, the geschftsleben enables you to decide on a template and just add the info you require, after which they supply you with an affordable, easy to share version of your personal customized resume. Whenever you for an issue with the purchase or you writers to modify the directions, you resume be in a position to get in touch with the customer support representatives. Getting your work application documents in time is essential for the success of the whole practice. At first sight, it resembles a wonderful site. Youll be surrounded by writing professionals throughout the plan of order placement, and the moment you opt to purchase essay and pick an allocated writer, things are likely to get even more exciting. You may even decide to work to your previous writer, or be assigned a new writer for a completely fresh spin on your resume. Not every writer offers rush services. The assigned writer works until the customer is totally happy. Professional writers write each of their documents. In fact, a seasoned writer can get the job done much faster than any student as theyve been writing academic assignments during their entire life. There are a lot of writers who professional happy to talk about their portfolio. Youll learn successful job search strategies and what you should do to obtain the jobs which are out there. Your resume must be targeted particularly for the job. So if youre not certain where youre going to work, they can produce the job seeking easier Boost your likelihood of finding the work 2x as fast with Resume-Now. The Bizarre Secret of Resume Writing Services Reviews As a guideline, if it is a true job, the requirements will be quite specific. If it is a dire situation thats possibly the ideal thing to do just grab any sort of job whilst looking for a career position. As soon as you have all o f the details, you may be the judge yourself. When youre searching for the best resume writing service, youre searching for that ideal one, because a lot is dependent on your resume. You could possibly be writing your very first CV or you might be improving your existing one. Its better to list every one of the tasks and knowledge in bullet point format so that it makes it simpler for the employer to see just what you could do. Having reviewed hundreds of CVs the Adducology consultants are the ideal individuals to request advice and to offer you that second opinion thats often so important if searching out that dream job. If youre asking for numerous similar jobs or fields, attempt to compose a couple Resumes by merely providing only important accurate details applicable to the work description. Details of Resume Writing Services Reviews Understanding how to navigate the world wide web and prevent scams is vital to obtaining employment. Its simple to seek out professional r esume writers on the web and get dozens of results returned for an online resume service that appear promising. There were not any mistakes found in the text of the site. Finding someone to compose your resume online may seem like the simple solution, but you will need to do your due diligence before sending off money. Resume Writing Group has a group of experienced professional resume writers from a number of industries. All industrial art jobs out there. Finest website for nursing resumes. The business works on another approach they create various templates and supply you with the chance to make your own resume at a reasonable price. It is great, the products are great and the compensation plan is fair so the answer is YES. Pay attention when you subscribe, however, because most services provide many different plans and a few plans limit the qualities or number of resumes you may create. If you choose to use a professional resume service, you should do research before choosing which to go with. Theres a price for each package of service. You can also select additional services or choose a package at a discount. If there were discount systems readily available, individuals would gladly have a chance and apply the expert services of the website more. Both options are absolutely suitable but the latter wont guarantee the top quality of your paper. Warning signs include an extremely brief profile with a limited quantity of company and job info. There are not any other forms of products mentioned in the Resume Services section of the site. The website also hosts a network for employers searching for new talent. Advantages The site is easy at navigation because of its general simplicity. If it is a true company, you ought to be able to detect information on the subject of the business by doing an internet search. Dealing with our service you will readily locate all essential information regarding different businesses and services collected in 1 database (such as web hosting reviews in Australia). Your resume content needs to be guided by who you wish to be and how you wish to be perceived. Be aware if youre using a site thats constantly redirecting you somewhere else, like a college.

Things You Should Know About Modern Resume Template

Things You Should Know About Modern Resume schablone Understanding Modern Resume Template Its high-quality PSD file is totally customizable. You may also alter the font if you wish (and the exact same goes for every single vorlage in our list). Utilizing a template can decrease the quantity of time youve got to spend formatting your document, which enables you to concentrate on adding content and polishing your resume. You are able to download the resume template at no cost and can readily edit the template using Microsoft word. Introducing Modern Resume Template When applying for employment in a big business you may find they use specialized software to help weed out candidates. A few excellent businesses out there are often searching for Infographics artists. There are two primary trends in 2016. There are lots of beautiful resume templates out there, but nevertheless, it can be simple to feel as a lot of the greatest cost a ridiculous quantity of money, require special design programs in order to edit, or both. The Fundamentals of Modern Resume Template Revealed Theres no doubt that a resume which is both cohesive and professional will have a much better probability of standing from the crowd even supposing its made utilizing a template. You might be interested in the following related articles also. Therefore, if youd like to seek their eminent attention, you must be different from the rest. Lets talk somewhat mora about main specifics and new resume format 2016 trend. Theres no precise length for a resume, and theres no standard to it. Your work experiences are among the most important contents of your resume. If youre in the movie industry they would like to understand what skills youve got and exactly what youve done, although your school history wont be quite as important. Take time to consider before you start. A History of Modern Resume Template Refuted XX Clean is going to be the ideal template to use when wanting to earn a lasti ng first impression. Modern resume templates cam help you compose a good resume in a couple of minutes, which means you should think about downloading the template rather than designing the whole model from scratch. Modern Resume Template - Overview The freebie includes a PSD file and all the layers are named and grouped perfectly and simple to customize to fulfill your needs. Each one of our creative style templates provide a perfectly balanced mixture of personality, professionalism and some style. Creating Resume here is as easy as creating an on-line profile. Take a look at our variety of contemporary templates and get started creating an effective resume straight away. If youre looking to create a swanky new resume thats stylish and attractive then stop at the moment Its possible to download as many resumes as you desire. Resumes are traditionally regarded as parts of paper that sum up your qualifications and achievements in order to assist you find the right job. I magine you have two resumes before you. All About Modern Resume Template Thus the use ofA Construction Resume TemplatesA is extremely valuable for all applicants who would like to be employed. Just sign up there, complete the details and your Resume is prepared to download. Our Student Resume Template can help you land the best internships and positions that are available to you. Project Manager Resume templates are extremely helpful document templates which can be utilised at many moments if youre a project manager. Creativity is among the critical variables to getting your dream job. Create resume here is only a fun. Modern resume templates are certain to come handy in enabling you to bag a dream job. The Number One Question You Must Ask for Modern Resume Template Based on the business or position youre applying for, it may require that you bring some personality. The initial one is about outlining your abilities and your availability in a given job position. Researc h about the technical skills necessary for the work position that youre applying for. Pick a specific position which you would love to submit an application for so youre going to be easily guided by what things to put in your resume. The Principles of Modern Resume Template That You Can Benefit From Starting Right Away The training programs and conferences youve attended are also crucial to be put in a fresher resume. Your resume is like an advertising document, which enable you to offer your candidacy in the most lucrative way. Also be sure that you tailor the document to the job youre applying for. Simple doesnt need to mean uninspired and boring. Its a fact that writing a resume isnt an easy job. You dont have to go into detail on every undertaking. Utilizing a resume template is now an acceptable and smart practice for numerous explanations. What You Should Do to Find Out About Modern Resume Template Before Youre Left Behind By making use of a template, you receive a feeling of what information to include in your resume and the way to arrange it. Sometimes all you will need is a traditional style template thats clean, clear and right to the point. The style of resume you will use greatly is dependent on your professional work background and qualifications. The manner of functional, chronological, and combination are three major forms of the resume.

This Is What Happens When You Ditch Hard Skills For Soft Skills [Webinar Recording] - Spark Hire

This Is What Happens When You Ditch Hard Skills For Soft Skills Webinar Recording - Spark HireThe workplace is more demanding, more complex, more collaborative, and more diverse than it has ever been before. Finding candidates who will excel in this environment means finding people with the right balance of hard and soft skills. So, here is the hard truth about soft skillsThe difference between hard skills and soft skills and why soft skills matterMany hiring and staffing professionals know that hard skills are easy to identify. Soft skills on the other hand can take a little more effort to uncover. When youre interviewing candidates, it is important to imagine where they will fit in your organization. Will they work well with the other members of their team, are they comfortable sharing their opinions, can they stay calm under tight deadlines. These are all important skills that you can and should uncover using personality interview questions.How soft skills differ across the genera tionsThere has been a lot of speculation about how each generation fits into todays workforce. We have Baby Boomers preparing to retire, Generation X is starting to reach the peak of their career and Millennials have started to take the workforce by storm. However, with so many different generations working together, its worth understanding each generations strengths and weaknesses when it comes to soft skills.Ways to leverage soft skills for organizational and job fitWhile hard skills are important for many positions, in most cases, soft skills simply cannot be taught through on the job training. When youre interviewing a candidate, having the ability to assess each person by how well they will excel in your workforce should be a vital part of your interview process. Solving this missing piece of your hiring puzzle can prove to be a game changing move for your entire organization.How behavioral-based interviewing and angeschlossen reference checking can help you find the best candi datesAs most experienced hiring and recruiting professionals know, past behaviour is the best predictor of future behaviour, more often than not. This is usually accomplished by asking very thoughtful and calculated interview questions. How your candidate responds will usually tell you everything you need to know. Further, many teams have found that adding an online reference checking solution has helped them find the best candidates.By interviewing for not only hard skills, but also soft skills, you gain valuable insights on your candidates.Rob Bennett has more than 17 years of professional experience, primarily focused on human capital management consulting. He provides best practices focusing on finding, developing and retaining employees, while aligning corporate objectives with talent management strategies.Watchthis webinar recording for more tips and uncover strategies on ways to include soft skills as a part of your organizational culture and make finding top talent a cinch** Watch now**

We need to drop this word from everyday vocabulary

We need to drop this word from everyday vocabularyWe need to drop this word from everyday vocabularyWhen I first started writing, I had a set routine. Id start first thing in the morning. Id make myself a cup of coffee, clean my desk, put my noise-cancelling headphones on, read a chapter from a great book to put myself in the right mindset, close the door to create a zero-noise environment (as if the headphones werent enough), and begin slowly moving my fingers across the keyboard.I treated writing like a space shuttle launch. If one of these variables was off, Id abort the mission. I told myself I simplycantwrite if the perfect conditions didnt present themselves.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreCant, I later realized,can be a dangerous word. To be sure, there are legitimate circumstances for usingcant. But for much of the time, and for much of the worlds population,cantoften me ansI dont want to.I cant exercise todaymeansI dont feel like exercising today.I cant read this bookmeansId rather watch Netflix. I cant rest because I have too much workmeansRest isnt a priority for me right now.This isnt meaningless semantics. The language we use to describe our beliefs matters. Its a huge mental shift to go fromI cant writetoI dont want to write.Cantstops the conversation. If you cant do something, why bother trying?Butdont wantshifts the perspective. It forces you to be honest with yourself and prompts a deeper psychoanalysis. This shift in vocabulary made me realize that my seeming inability to write didnt result from the absence of the perfect cup of coffee. Rather, it was the product of deeper issues with perfectionism.My epiphany came when I read Paul KalanithisWhen Breath Becomes Air. Kalanithi was a 36-year-old neurosurgeon diagnosed with Stage IV lung krebs when he was about to finish his grueling decade-long residency. Its a heartbreaking, yet surprisingl y inspiring, story of how a doctor treating the dying became a patient facing his own mortality. I was struck by this passage penned by Kalanithis wife that described his writing process for the bookDuring the last year of his life, Paul wrote relentlessly, fueled by purpose, motivated by a ticking clock. He started with midnight bursts when he was still a neurosurgery chief resident, softly tapping away on his laptop as he lay next to me in bed later he spent afternoons in his recliner, drafted paragraphs in the oncologists waiting room, took phone calls from his editor while chemotherapy dripped into his veins, carried his silver laptop everywhere he went. When his fingertips developed painful fissures because of his chemotherapy, we found seamless, silver-lined gloves that allowed use of a trackpad and keyboard.If Kalanithi didnt use the wordcantwhen it came to his writing, I had absolutely no geschftsleben using it for mine.Now, I write from cramped airplane seats. I write on th e Google Docs app on my phone, and I write with a pencil and a notepad. I write when its noisy, and I write when its quiet. For me, with enough conditioning,I cant write if . . .becameI can write even ifThe next time youre tempted to say youcantdo something, replace it withI dont want toorIts not a priority for me. With this shift in language, if its something truly worth doing, youll make the time for it.Ozan Varol is a rocket scientist turned law professor and bestselling author.Click hereto download a free copy of his e-book, The Contrarian Handbook 8 Principles for Innovating Your Thinking. Along with your free e-book, youll get the Weekly Contrarian - a newsletter that challenges conventional wisdom and changes the way we look at the world (plus access to exclusive content for subscribers only).This article originally appeared on Ozan Varol.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words y ou say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Executive Career Transitions Charting the Course to a New Career

Executive Career Transitions Charting the Course to a New CareerExecutive Career Transitions Charting the Course to a New CareerExecutive Career Transitions Charting the Course to a New CareerIn light of todays daunting economic climate, it is quite normal to feel anxious about your career future and possible job opportunities. But what happens if you are simply dissatisfied with your job and have been long dreaming of changing to a new industry or career?Making a commitment to yourself to pursue your passion and explore new career opportunities is exciting and stimulating, but not without challenges. Charting the course to a new career requires careful planning and preparation to ensure a smooth navigation.So are you finally ready to step out on faith and try something different? Well, here are a few steps that you need to consider before making your move.Have you conducted a self-evaluation?It is very important to know who you are and understand the unique value you bring to emp loyers before strategizing a career change. Doing the work to identify and develop your personal brand will prove to be essential throughout your job search and long-term career management. As you reach out to new contacts, you will need to be very clear about your leadership skills, management capabilities and transferable skills that will benefit future employers. Key questions to consider include Where do your greatest talents lie? What are the most valuable things you have to offer a prospective employer? What is your professional reputation? What do others say about you? What do you consider to be your differentiating value over others doing similar work?Did you research potential employers and new industries?Always look before you leap doing plenty of research and gathering as much information as possible. Maximize resources like the Occupational Outlook Handbook, which provide a wealth of details on occupations and even gives actual job descriptions and qualification require ments. Compile a list of specific companies via online tools like wetfeet.com and vault.com for insiders perspectives and in-depth details on industry and corporate information.Where will you get the inside scoop?One of the best ways to understand what you really want is to explore new fields or industries through informational interviews. Informational interviews are an essential tool for career changers because they allow you to gain great perspective from someone who is working in the field and who can serve as a mentor, job search support, and often a great referral for viable job opportunities. Dont forget to use online social networks like LinkedIn.com, Ecademy.com, Zoominfo.com and Ziggs.com to connect with former associates and friends also search for industry experts and top people in your target companies.Is your executive resume suited for your new career?When creating a career-changer resume, you want to avoid appearing mismatched for the position. Keep your career progr ession chronological as much as possible, but emphasize the job responsibilities, achievements and experience that are directly relevant to your new job target.Extensive research on your target positions provides you with valuable keywords, industry jargon and relevant language you can incorporate into your resume. Here is an excerpt from the resume of a banker who welches targeting non-profit management positions this portion was used in her executive summary.Articulate leader able to influence and solicit support from key executives, government officials and community leaders. Expertise includes extensive knowledge and proven success in securing corporate funding and sponsorships. Repeatedly awarded for exceptional leadership in community affairs.Board Experience Served actively on Board of Directors and committees for major business and community associations, including MD/DC Minority Supplier Development Council, Bank of America Mid-Atlantic Foundation, First Book DC Local Advis ory Board, and Capitol Hill Association of Merchants Professionals.Note how she brought her volunteer work (a definite bonus in the non-profit world) to the forefront on her resume.Do you have a multifacted job search?You will set yourself up for disappointment if the www is your only tool for sourcing new career opportunities while the Internet is fast and convenient for a job search, it is the least effective method of making viable connections. Join professional and industry-related associations, alumni groups and Chamber of Commerce committees. Identify key industry leaders you want to meet, schedule informational meetings/interviews, and start building your own team of alliances.

A Star Spangled Accomplishment for Independence Day

A Star Spangled Accomplishment for Independence Day A Star Spangled Accomplishment for Independence Day A Star Spangled Accomplishment for Independence Day Happy Independence Day From the Resume Place! AND a Great KSA by Francis Scott Key for his federal application for Sr. Public Affairs Advisor, US CongressIn keeping with our annual Independence Day tradition, we are celebrating the Fourth of July and giving you a tip about telling a great story to demonstrate a successful project such as writing the Nations Anthem while on a ship in the Baltimore Harbor by Francis Scott Key! On September 14, 1814, Francis Scott Key was on a ship eight miles down the Patapsco River (near the Key Bridge today). He had been sitting out there watching the bombardment of the British on Ft. McHenry all day and through the night. By early morning, he looked out and the huge flag was still waving in the breeze after twenty-five hours of heavy bombardment by the British. Key, who sometimes wrote religious poetry, was inspired to pen the poem (in the graphic below) that became the National Anthem in 1931. The Commander of Ft. McHenry, Colonel Armistead knew how important Ft. McHenry was to our nation in 1812. The British had just burned Washington (including the White House and the Capitol Building) and were advancing toward Baltimore. The Commander felt that the Baltimoreans were discouraged and afraid for their city. He felt that they would have their spirits raised by seeing a huge, high flying flag at Fort McHenry as a symbol of defiance. The Defence of Fort McHenry, poem by Francis Scott Key, published in the Patriot on September 20, 1814. Colonel Armistead commissioned Mary Youngs Pickersgill, a local seamstress and flag maker to make two flags for Fort McHenry in 1813 â€" a large flag and a smaller one to fly in bad weather. She was paid $500 for both flags, the large one being 30 x 42 feet, so it could be seen from a great distance. She was asked to sew a flag with 15 stars and 15 stripes, the number of states then in the Union. (My grandmother was a seamstress and flag maker with a famous flag maker in Baltimore City from 1910 until 1940. I wonder if this is the same flagmaker?) The 15-star, 15-stripe flag was authorized by the Flag Act of January 13, 1794, adding 2 stripes and 2 Stars. The regulation went into effect on May 1, 1795. This flag was the only U.S. Flag to have more than 13 stripes. It was immortalized by Francis Scott Key during the bombardment of Fort McHenry, Sept 13, 1814. The image above is representative of the actual flag that flew over Fort McHenry on that day and which is now preserved in the Smithsonian Museum. You can notice the “tilt” in some of the stars just as in the original Star Spangled Banner. Personally, I am inspired by Francis Scott Key’s experience, the flag, Ft. McHenry, our country’s survival, and the amazing poem that Mr. Key wrote, especially the phrase “o’er the land of the free, and the home of the brave.” Can your spirits be raised to write a better resume by thinking about the morning that Francis Scott Key wrote the poem “Defence of Ft. McHenry” that became the National Anthem? Mr. Key’s accomplishment would make a great KSA for Ability to Write! Francis Scott Key’s KSA Accomplishment,  Sept. 14, 1814 Position: Public Affairs Officer, U.S. Congress KSA: Ability to Communicate in Writing (A great interview story) AUTHORED THE STAR SPANGLED BANNER The actual flag that flew over Fort McHenryContext:   As an attorney and aide-de-camp to General Smith, stationed near Upper Marlboro, MD, I found out my dear friend and elderly, Dr. Beane, who was captured by the British Army during a party at his home in Upper Marlboro. I was on a British vessel flagged for truce by the future President Jackson, on my way to pick up a captured friend in Marlborough. We got as far as the mouth of the Patuxent and then we were not permitted to return lest an intended attack on Baltimore by the British should be disclosed. We were brought up the Bay just across from Fort McHenry and there we were compelled to witness the bombardment of Fort McHenry, which the Admiral had boasted that he would carry in a few hours, and that the city must fall. Challenge:   We watched the flag at the Fort through the whole day with more than 500 bombs from British ships to Ft. McHenry. In the night the smaller weather flag was flying while we watched the Bomb shells in darkness not knowing that the American Military had secretly planned 4 barges, which the British did not detect. These barges attached the British militia and sent them running, some with tugs assisting. At the early dawn our eyes were surprising greeted by the proudly the 15-star flag of our country (late to be known as the Star Spangled Banner). Actions:   By morning, I was compelled to pen a poem that reflected my thoughts of the war and particularly of the flag, “Oh say can you see by the dawn’s early light … “ was my first thought. I wrote four verses that reflected topics about the day before and my vision of the flag in the morning. The first verse reviews the dawn’s light and the flag with broad stripes and bright stars that was still flying in the morning; the second verse reviews the dread silence and how the flag was fitfully blowing; the third verse reviews the havoc of war and the battle’s confusion; and the final and fourth verse celebrates the victory and peace that preserved our nation. Results:   I witnessed the last enemy fire to fall on Fort McHenry and in this memory, I wrote the poem “Defence of Fort McHenry has been renamed to “The Star-Spangled Banner” and has become a well-known American patriotic song. The poem and song were recognized for official Navy use in 1931 and became the national them by a congressional resolution on March 3, 1931 and signed by President Herbert Hoover. SHORT VERSION KSA FOR YOUR   2016 FEDERAL RESUME by Chris Troutman KEY ACCOMPLISHMENT: In September 1814 serving as attorney and aide-de-camp to General Smith I boarded the British ship HMS Tonnant to negotiate the release of American prisoners.   Held captive aboard an enemy vessel during the bombardment of Fort McHenry I bore witness to the heroic actions of our American troops as they turned the tides in the Battle of Baltimore.   Helpless to assist our brave soldiers in any material way I sought to memorialize their actions in song.   The War of 1812, as it came to be known, was the first true test of our nation’s sovereignty, and my poem its first anthem. The “Star-Spangled Banner” was recognized as the Nation Anthem by Congress in March of 1931 and signed by President Herbert Hoover. This KSA was written by Kathryn Troutman, Author, Jobseekers Guide,  7th edition Written in the CCAR format which results in the Best Scores by Federal Human Resources Specialists. See our free CCAR Accomplishment Builder. Written and Published by Kathryn Troutman, The Resume Place, Inc., It is OKAY to copy this, email this and share this with friends and colleagues. Please give credit to Kathryn Troutman, www.resume-place.com. On Sale Now Through 8/31!Order the Jobseekers Guide Ten Steps To a Federal Job for Military and Spouses Used at over 100 military installations worldwide, this guide is a colorful, chart-filled handout and is based on Ten Steps to a Federal Job ®. The Jobseekers Guide is used at hundreds of military bases, government agencies, workforce centers, colleges and universities, and private industry career centers to instruct federal job seekers worldwide! This resource is extremely useful for individual jobseekers and is the ultimate federal job search workshop handout for military career transition counselors. Ordering Information Regular price  $18.95 (plus $7 for individual print book shipping) NOW ON SALE! Individual Print Book: $10.00 + $7.00 shipping NOW ON SALE! eBook Immediate Download: $10.00 BEST PRICE! 40+ copies: $6.00 with free shipping Bulk Orders: Free shipping and no tax for gov agencies and military bases! Discount will be applied in the cart. Order below or contact us to receive a custom quote or invoice.

Turn your Workplace into a Talent Magnet

Turn your Workplace into a Talent Magnet Turn your Workplace into a Talent Magnet Turn your Workplace into a Talent Magnet Talent Magnetism Webinar Slides PDF Talent Magnetism Chapter Download PDF Note: Youll need Adobe Reader to view the PDF file above. Download Adobe Reader. Tuesday, February 18th, 2014 Is this the year your company will attract and keep the best talent? Or will 2014 be the year that top talent stays away and your most valuable employees walk out the door? During this lively hour-long webinar, Roberta shares easy-to-apply techniques from her new book, Talent Magnetism: How to Build a Workplace That Attracts and Keep the Best. Youll come away with fresh ideas on how to create a magnetic workplace that fosters innovation and fuels growth. Download the presentation anddownloada 10-page print out from Robertas latest book,Talent Magnetism. About the Presenter: Roberta Matuson Author and President of Matuson Consulting Roberta Chinsky Matuson, president of Matuson Consulting and best-selling author of Suddenly in Charge, has helped leaders in Fortune 500 as well as small and medium-size businesses achieve dramatic growth and market leadership through the maximization of talent. She is frequently quoted in business publications and is a top-ranking blogger for Fast Company and Forbes, and is a talent expert for Staples.com and Monster. She is one of a handful of people who have appeared as a guest of Bill OReillys on Foxs OReilly Factor and left the show unscathed. More from Roberta onrecruiting and retaining top talent: Video: Recruit a Deeper Talent Pool Video: Calculating the Cost of a Hiring Mistake How to Conduct an Interview and Impress Top Candidates To view the abbreviated version of the video and transcript, please visit http://hiring.monster.com/hr/hr-best-practices/hr-events/past-hr-events/talent-magnetism-webinar.aspx Webinar Transcript: 18 Feb 14 Welcome to this webinar presented by Monster. Im Connie Blaszczyk, Managing Editor of the Resource Center. Thank you for joining todays presentation. Today well be looking at how you can turn your workplace into a talent magnet and our presenter is Roberta Matuson. Roberta is President of Matuson Consulting; a firm that helps organizations achieve dramatic growth in market leadership through the maximization of talent. She is the author of the international bestseller, Suddenly In Charge Managing Up, Managing Down, Succeeding All Around. Her latest book is Talent Magnetism. Perhaps youve looked over the chapter from Talent Magnetism that was available for download when you signed up to attend the webinar, and you may have even completed the employee retention self-assessment in that chapter. If not, no worries. All registered participants of todays webinar will receive an email with a direct link to todays presentation as well as a link to the chapter from Robertas book, Talent Magnetism. Before we begin, we have a few quick housekeeping details to take care of. We look forward to your questions today, which well address at the end of the presentation. To submit your questions, please use the QA module on your WebEx screen. And if youre listening to todays webinar by phone and youd like to ask a question, please be aware that youll be placed on mute until the QA session begins. With that, its my pleasure now to introduce our presenter, Roberta Matuson. Roberta, welcome. Thank you, Connie. Thank you for that lovely introduction. I am delighted to be here today and want to talk a little bit about 2014, because this is going to be a year unlike any other that weve seen as far as talent goes. And were already actually seeing some changes. Ive noticed in my practice that companies are focusing on their front door. Whats happening is, though, lots of people are exiting the back door. I noticed this happening probably about six months ago in at least in the north-east and in certain industries, and my prediction is that this trend will continue to happen. So its really important as were talking today to think about what your organization can do in terms of not only attraction but also employee retention. I do a lot of traveling and most recently I was in Atlanta. I was riding the Metro System BART to a meeting and I ran across this gentleman, and we began to talk about his most recent business trip. I call this guy Jeff. As it turns out, I gave him another nickname after our conversations and that was Jeff the Plucker. Thats because he is going around the country opening up new offices for his organization and he is out there plucking talent. Hes actually going inside and meeting people at conventions and he is swooping them up. So I want to get you guys to think about what you can do to prevent Jeff when he calls, to prevent your people from even thinking that they want to speak to him. So lets do a quick poll here. Is your workplace experiencing these warning signs? Im going to give you just a couple of lets set a minute to record your answers. Specifically, I want to know which one of these is your biggest headache. Weve got increased employee turnover, increased sick time, declining productivity, and increased customer complaints. Now, you can only pick one. Do we have those results? Are those results ready yet? They are tallying now. Okay. We are getting that tally for you right now. When I talk to clients about this, sometimes they really cant pick one because its all happening. I know that can be challenging, especially when youve got 10,000 other priorities. Okay, well, the number one item is increased can you read that for us here? That poll question? Here we go. Its increased employee turnover. 70% of you are seeing significant increase in your employee turnover, and then the next highest was declining productivity. Ill tell you, Im relieved to see that youre not seeing much in the way of increased customer complaints, because then we really know that theres a lot more going on here. So lets keep that in mind as we go through todays session. We see these ongoing trends, and heres some survey results from a survey that had done on what employees think about their employers. I think its really interesting, because we have to take note of this. A lot of people are saying that their companies arent providing them the time and training needed to support them in their jobs, and that can be extremely frustrating. If youve been hired to do a job and you come in and then all of a sudden you dont have the skills or youre being asked to do something and you dont have the information, that can be very frustrating. The area where hiring managers really and recruiters understand my skills and abilities, 47% of those surveyed disagree with that. Thats kind of scary. Then the question on employers are willing to provide higher compensation than 12 months ago, we see that 78% of those surveyed disagreed. Were going to talk today about how money isnt necessarily the solution but I will tell you this money does matter. So if you dont think it matters then Ill challenge any of you to take a 10 or a 15% pay cut and tell me how happy you still are. I always like to look for best practices whenever Im working with clients to help them really connect with potential employees, because if you look around all you ever hear about is companies like Google and how theyre capturing most of the talent, which Im here to assure you theres lots of other talent out there that theyre not getting. We also hear about what a wonderful job companies like Disney do. But today, I want to talk about some companies that may not be household names. The first company that I want to share some information about is a company called Interchange. Heres how this CEO really has connected with the hearts and souls of his people. He had a new employee, his name is Chris, and he had a hired a new employee who within three months time had come down with a pretty severe illness. When we think about it, we think that in most situations employers would say, Im really sorry. You havent been with us for a year, you cannot take a leave. Well, thats not at all what Chris did. Chris did everything in his power to give this employee time off. He guided this employee and suggested that she call her parents and asks them to take care of her kids, because she was a single parent. He hired a nutritionist for her. He found her a specialist who could give her a second opinion. He did everything within his power to help this employee. Heres what happened in the end. Its been 18 months now since this happened to his employee and this woman is still with Chris and thankfully shes healthy but he provided her that support and I have to say he will have this employee for life. Now, we have another company that is doing some amazing things for his people, although many of you probably have never heard of this group either, and thats QRSTs. Their CEO is Peter Rinnig. What Peter has done is he recognizes that he may not be able to pay top dollar because he is a small business owner, but he has given his employees something that they cant get anywhere else. Heres one example. He has an employee who he allows during this employees touring season this employee happens to work for a band. Hes in a band. Peter gives this employee time off to go travel with his band during their concert season, and then this employee comes back every year and continues his work. To even add more to that connection, Peter also allows this gentleman to print T-shirts because its a T-shirt printing company that he can sell on the road and he and his band can make more money. These are just some examples of companies that have gone away from the norm, and even with limited resources are finding ways to connect with the heart and soul of their people. In todays webinar, were going to really define what top talent is. Were going to look at the new laws of talent attraction, because this is really for most of us post-recession, and we have to operate differently because the rules are completely different. Were going to talk about how to create an exceptional workplace, and Im going to give you some warning signs that may indicate that youre losing your magnetic touch and thatll give you a chance to get it back before it goes away. Im going to talk with you about why employees really leave not necessarily the reason that they tell you that theyre leaving and then were going to talk together about what we can do to keep these people, especially the ones that we want to keep. So, what defines top talent? Well, in a nutshell, these are the people that youd really miss if they went away tomorrow. So Im going to pause for a minute and I want you to jot down their names so that when you get off of todays webinar, you are sure to pay special attention to these people. Now, by identifying the top talent, youll also know exactly the type of people you should be looking for as you add additional personnel to your growing business. So if you wrote down Mike, then you write down, I need three more Mikes. Thats what I want you to be thinking, because those people have something in common and its going to be different for every single company. For example, if youre in a technology company, you might be looking for people who work really well together in teams. You might want collaborators as well as risk takers. If youre in a law firm, its highly unlikely youre going to want to hire risk takers. You want people that are very detail oriented, people who are diligent. Its a different kind of person that will usually perform at a high level in those different environments so you really have to know what it is thats right for your organization. I have said this time and time again to my clients and eventually when they listen and they replace people who may not be performing as well as they would like, they see that you dont need a lot of people when you have top talent. Think about it most of us have moved somewhere within our lifetimes, right? Especially when we were younger and maybe were still doing this were asking our friends to come and help move us, right? What winds up happening is youve got this SUV, three friends and a case of beer, and that could take maybe the entire weekend for a move to be completed. Not to mention that after the moves completed, oftentimes these people will refuse to take our calls, because they think were going to ask them for help again moving. Compare that to the experience of what happens when you have professional movers. You got three guys in a truck and they get that job done in record time and with minimal breakage. So you can see the benefits of having top talent. I want you to think about your workforce and todays talent pool, because it really is changing. Im seeing employers today still operating under the premise that, Weve got all the time in the world. Were going to bring this person in. Were going to interview them. Well have them come back three or four more times, and it goes on and on and on. In the meantime, by the time this person comes in for your first interview and leaves, theyre getting emails in the parking lot saying, Hey, heres your job offer, from someone else. So youve got to throw your recession mentality out of the door because its no longer that way out there, and youve got to understand those new rules. Lets go ahead and take a poll on how you would describe your workforce, because its so important to understand what your workforce is mostly composed of. Your choices are multi-generational, mostly Gen Y also known as Millennials, mostly Gen X, mostly Boomers or Hey, Im not really sure. In each of these generations, the people in them, they all have some different needs and thats why its really important for us to know were working with. So I think the tally is going on and we should have those results in just a few seconds, hopefully. I see the poll has ended and we should get those results up. Lets see. My guess was that most of you will be multi-generational and I was correct. See, I did get my answer out there before it showed up. Youre multi-generational and thats theres some good news to that and some not so good news, which well go through. But its interesting because the second layer is mostly Gen Y Millennials and its a pretty big disparity between the two. So lets move on and Im going to talk about a little bit about what all of this means. Here are todays players in the game of life, and its interesting because when I wrote Talent Magnetism, I really thought about how life had changed. Im a Baby Boomer and when I grew up, you had this game, The Game of Life. You went around the board and you added your spouse who by the way was of the opposite sex in every case and you added your two children into the back of that car, and you went around the board until you hit retirement. Todays game of life is entirely different. People have different combinations of families, people have different needs. People are traveling around the board and theyre not necessarily heading down one path. Youve got to understand this. Lets start with those Millennials or Gen Y. Their approach to work is they really want you to convince them that working in your organization is worth their time. If youre a Baby Boomer like me, you might be shocked because you could be saying, Theyre lucky to have a job, but thats not how it is any more. Remember, we have to reframe our thinking. They really want to make the world a better place, which is really fascinating because if you think about it, thats exactly what the Baby Boomers wanted to do when they started their careers. They also are creating opportunities for continuous development they want to learn. If we look at our mid-career workers, they want to know that theyre next in line for that well deserved promotion. Those Baby Boomers have been keeping them caught up in that in their offices because theyre not leaving, so they want to know that theyre going to eventually get that promotion. Because if theyre not getting it from you, theyre probably going to go somewhere else. They would like their pay raises back. If you think about it, many organizations have stopped giving out pay raises and life hasnt stopped getting expensive. Then they also want some non-traditional benefits for their non-traditional lifestyle, such as anything like adoption benefits, benefits to work out at the gym. They want benefits and they dont want just the standard package. Weve got the re-launchers. Those are the people who are coming back into the workforce who may have been out for a while. Maybe they had families and theyve come back in, maybe theyve had a long term job loss, but they really want you to know that their skills are transferable. They are more than just their name. They can do much more than just one job and they really want a chance. They want you to know that if you give them a chance, theyre going to be highly committed to you. Then we have the off-rampers. Those are the people who are really thinking, Ive still got a lot to offer here. The good news is, theyre really not after your job. When you think about these people, dont worry that, Oh my gosh, theyre smarter than me, or, They have more experience. Theyre going to take my job. That is so not where theyre at. And you know what? Dont keep assuming that theyre going to be just retiring in two years, because that may not happen. But I told you that there was going to be some good news and some bad news. Well, Ive already given you some of the bad news but the good news is that theres a lot that really unite these workers. If you look at this, you can see that we really have more in common than not. For example, people want to feel valued. They really want to do work that matters, so you have to help them connect the dots. They want to feel like theres a sense of purpose here, so when they come in every day theres a reason to do that. They need flexibility whether theyre caring for an aging parent, or whether theyre caring for a young child, or a sick dog, they want flexibility. They really want to be compensated for the value that they bring, so Im going to encourage you to look at your performance management systems and stop treating everyone the same, because theyre all contributing differently. They want opportunities to learn and grow. Its just something that we have to be able to do for these people today or theyre going to go somewhere else. I want to talk about the five myths. Therere probably 10, 15 or 20, but for our purposes we are going to talk about these five myths. What I have seen over the last few weeks is that six people that I know in my circle and let me tell you, my circle isnt that big have recently quit their jobs in the last few weeks. Five of these people had nowhere to go, and the one that did was recruited away at the age of 60. 60-years-old. So if you think that its no longer true, people dont feel like theyre lucky to have a job because they have other choices, and one of those choices is quite frankly unemployment. But people have gotten to the point now where they feel like they just cant stay in their jobs any more if they havent been treated right, so theyve seen other opportunities and theyre moving on. We talk about people wholl work for peanuts. I dont know about you. I dont think that I would, and most people wont. And then also, if we offer a candidate a job, theyll take it. Seeing lots of offers being dismissed and companies are spending a lot of money recruiting and people arent accepting those offers. And again, were going back to that, Im youre only option. I dont think so. I talked a little bit about what some of these options are and how were going to debunk these myths, but if you only take away one thing from todays session its I want you to understand that you are no longer someones only option. And as we move forward, speed is going to be the name of the game for 2014 and beyond. What can you do to accelerate your ability to pull people in and get them on board and then connect with them so you can keep them? That means that you need to go back and challenge yourself or your CEO or the people in your organization to try to apply for a job with your company and see how long it takes to get through that process. Youll be surprised. Ive had CEOs whove attempted this and some couldnt even get a job with their own companies because the roadblocks were so there were so many and it was so high. So its really important if you begin to frustrate candidates, theyre going to go somewhere else. I want to talk a little bit about some of what you need to know in order to create an engaging workplace. You can find the rest in the book Talent Magnetism, but for our purposes today I want to make sure that when you get off of our call, that youve got some information that you can immediately use. The difference between recruitment and attraction is huge. When you think about recruitment, it really requires a lot of heavy lifting. In other words, youve got to write the job description, you post it, youve got to sort through the stacks of resumes, follow up on emails, phone screens, interviews the list goes on and on. I mean, Im exhausted just thinking about it. Then you make this offer and its not accepted and you have to begin and do everything I just described again. Well, when you are an attractive employer, you have people who are lining up because they want to come work for you and its a lot easier to keep great people when they have other great people to work with. When youre thinking like a talent magnet, you have to again begin with the end in mind, and we talked about that knowing exactly what kind of people youre trying to attract, and then you can understand what you need to do to get them. What I find interesting when I do employment branding is that a lot of companies try to be everything to everyone, and so what winds up happening is that theyre really nothing special. It reminds me of McDonalds, the restaurant. You dont see them heavily marketing to vegetarians, do you? They know exactly who their customer is and so should you, and employment branding is really the key for that. Its about your reputation and the way youre perceived by prospective candidates as well as current and past employees. So if you really want to know what the perception is out there, start with websites like Glassdoor.com to view what your employees are saying about you. A little scary, but I think its a good thing to do. Look at what kind of perks you can offer. Again, align those benefits with the life stages that your people are in. Develop magnetic leaders, because we hear over and over again that people leave their bosses, they dont leave their companies, and its very, very true. So if youve got these magnetic leaders, people are not going to leave. If youre listening today and you are the leader you are the CEO, the business owner than you really need to fire up your magnetism and keep that bar high. Its so important to make sure that its okay to have fun at work. Its actually a must. That reminds me of a time that I went in to meet with a prospect. It was a technology company. When I walked into that room and it was an open office environment, cubicles everywhere you could hear a pin drop. I just knew that there was no way that anybody was having fun in this work environment. When I eventually got to see the turnover numbers, that was confirmed. So its really important as youre thinking about how to become magnetic that you create this environment so that your employees are evangelists. When theyre excited and happy, your customers will be excited and happy. What does an exceptional workplace look like? Well, employees feel empowered. They know what they need to do and theyre able to do what needs to get done. They have a sense of purpose. Theyre saving lives, theyre improving theyre making life easier for the customers. They know why they show up every day. There are high levels of trust in the organization and people have clarity around the roles and responsibilities. Theres a lot of transparency, they know when they are doing a great job. Theyre given recognition and sometimes rewards, but its really the recognition that matters. Then its at the bottom of the list but I probably should have put it on the top they have great managers. Youre never worried that your boss is going to be promoted because you know that whoever else takes his or her place is going to be just as fabulous. I mean, thats huge. Speaking of managers, what I often see is that companies arent really developing their leaders. I do a lot of leadership development, either through executive coaching or training, and I work with leaders who tell me, I dont want to be in management, yet they feel trapped. So first and foremost, I would encourage you to if somebodys not performing well, go to them and say to them, Hey, is this the job you even want? Because we have places for individual contributors. But youre not going to be able to have a magnetic leader when somebody doesnt want to be in leadership. So keep that in mind as youre looking to promote people, because just because theyre anointed leader doesnt mean they want to be leader nor should they be leader based on their length of service. So again, its all about the leadership. At the end of the day, were all in business. Were in business to either make a profit or to serve customers if were in non-profits, but at the end of the day its about the connection with the client, the customer, the patient. Its relationship-based. I dont know about you but I certainly have certain places that I will not return to because of the experience I had when I walked in. Mediocre, consistently. There they are. So keep that in mind. I want to talk for a moment about what I see that keeps companies like yours from moving forward. Its always I hear Well, we dont have the resources, we dont have the money, we dont have the cash. The good news is it doesnt take a wad of cash to attract top talent. How do I know? Because Ive worked with companies who have very small budgets. When I was in the corporate world, I had a very small budget and I managed to find those top people. I hear that people still think that its an employers market when its not. I recently had a conversation with a VP of Operations who kept telling me how much training was costing their organization and how it was draining on company profits. Not once did he talk about the investment as one where he was delivering higher levels of service or retaining good people. So again, I think it was that mindset and Im going to encourage you to stop thinking about expenses and start thinking about investing. Then a lot of times companies are weighed down by low self-esteem. They think, Well, why anyone want to come work for me? My reply would be, Well, they probably wont think everybody knows were so great. Is that everybody within a two-block radius? Within your town? What is your recruiting region? So we find out whether or not you guys think youve got a good handle of the actual cost of employee turnover in your organizations. Lets see if we can get that poll loaded. While were waiting for that to load its here. So let me give you just a moment. Your choices are absolutely, no, or I dont know. The polls are still open but Im going to take another guess here, because Im feeling pretty confident. Im going to guess well, Im not going to tell you what Im going to guess, but Im going to write it down. I usually find that clients thinkfor yourself what your turnover costs, and its quite shocking to most and I think thats why a lot of people dont do this. Lets see, we must be tabulating by now. Well, the poll is ended and Im going to bet that no is the winner here. Thats just my guess, but lets see if you guys can surprise me. Its just another moment. Wow, Im three for three today. 46% of you dont know. You believe that youre not that your company doesnt have a good handle on the cost of employee turnover. And 23 are unsure. Well, to be honest with you, Im a little surprised that the no is as low as it is but Ill just take that as an answer and move on. So lets talk about what really is the cost of employee turnover. Weve got lost knowledge, because when somebody goes through that revolving door, their information goes with them. And in this day and age of flash drives and the Cloud, everything they own goes up and out. Youve got the disruption of the team that youve taken so long to train and now theyre finally working well together, and now youve got somebody whos leaving, maybe two people. That can really be very damaging. You can no longer go after some opportunities because you know you dont have the staff to go get the project or do the work. Your reputation Why does that company always have an ad? Why cant they keep people? Then youll find that its harder and harder to attract candidates because everybody knows, You dont want to go work for XYZ Company. Everyone that goes there leaves within a year. So Im going to ask you to think about that and the assumptions that your new employees will have or what you hope to be your new employees about your company environment. If we look at these costs, youve got the hiring costs that are involved, your recruiters time if you have to pay a third-party recruiter, your time to screen the resumes, having the person in to interview. Youve got the cost if youre lucky to get them of training and developing them in your own processes and then in the meantime while somebodys training and developing them, youre losing productivity because theyre not working to capacity. But the biggest costs are often intangible and thats the relationships that they have with your customers. When they go, those relationships may go and thats the chaos that may go on in the organization, or the loss that may happen, so theres lots and lots of costs here. We go through this exercise so that you can understand why you need to really invest the time in attracting the right people and then when you get them, keeping them. Well, are you losing your magnetic touch? The sign that I see that tells me that this is happening is that people cant get out of your company fast enough. Lets look at what some of those warning signs are. I find that when youre in a company like the one that I described before where it is so quiet you can hear a pin drop, thats the silent killer. Those are the quiet employees because they dont care enough to tell anybody that theres a problem. Theyre going to put their head down, theyre going to do their job, hope nobody notices and theyre going to collect their paycheck, and thats about it. Youll see negative online posts rise and again, you should be checking for that. All of a sudden, your healthy people will be out sick a lot. Youll see customer complaints getting receiving those more rapidly, then youll see customers who used to were with you for 10 years, 15 years, all of a sudden decide to switch to another company. You might notice theres lower quality and productivity. I want to go back to this silent killer. I was talking to someone about this the other day and we kind of joked with each other the fact that her company was so quiet in the cubes. She said to me, Thats because everybodys out interviewing. So thats a little bit alarming. Well, were now into the excuse its you, so try to figure out where have you failed and what could you do differently in the future. Theyre leaving for a better opportunity. I have done enough sourcing thats where you get on the phone and you call up people to entice them to come look at other opportunities to tell you that if someone is happy, chances are very slim that they will take your call. So if theyre leaving for a better opportunity, that means that there was something else going on. If they tell you that they dont have another job, again take a look at the management, and then pull out your especially if theyre in sales, pull out your non-compete agreement to make sure that theyre not going to work for your competitor. I wanted more money well, yeah, who doesnt? Thats another excuse. And my favorite, I wasnt looking. They called me. Thats something to think of the contingent work. Heres what I mean by that. I just got done doing a climate survey for a major organization and we found that it was sunny in sales and it was a little bit cloudy in customer service. Thats going to allow us to really focus on making some significant changes so that people arent leaving for lousy bosses or because theyre feeling unappreciated or their job doesnt really resemble the job that they were told they were going to have. These reasons that I have listed here, these are the reasons why employees really leave and I am sure you could add more to this. So what can you do to stop this from happening? First and foremost, you can take preventive action. We have a tool, its an employee retention self-assessment tool. I always recommend that you give the tool to your employees and you take it as well. In any place where there is a huge gap, a place to start or when theres a low score. Because if youre taking preventive action, you can stop this these people from departing from your organization, which again is less expensive than if youve got to replace everybody. So you can do the self-assessment, you can do an annual employee engagement survey, but more importantly you have to make course corrections. A lot of you on this webinar, you already know whats wrong with your organization so you can survey and confirm, but if theres low hanging fruit here, I would advise you to fix it. Fix it now. And usually starts again with the management, so Im not going to beat that one again. One of the favorite things that I have found is that people are doing what we call stay interviews. In my book Talent Magnetism, theres a story of an advertising CEO who does town hall meetings every time she travels to a new location where her employees are. Another CEO invites employees to breakfast because she wants to hear whats on their mind. Then you can have those moments in the hall, in the parking lot doesnt have to be a formal meeting, but do something. As we wrap up and were going to open it up the lines for some questions, I really want you to think about your company is only as good as the talent you keep. Thats just so important. So your next moves? I have a complimentary employee retention assessment tool and I also have an employee turnover calculator that Im happy to send to you. You can email me and request it at roberta@matuson M-A-T-U-S-O-N consulting.com. Again, happy to send that to you. Make this the year that you do an employee engagement survey. Dont wait. Get out of your own office. Find out whats going on in the field with your people. Then make sure that you are always, always on the hunt for talent. Then make sure that your recruitment team has the resources that they need to get this huge task done. And then lastly, call for a lifeline. If you need some help, give me a call, call an expert just make sure that you do something. So were going to open up the lines and Im happy to answer any questions you may have. If youve got anything that you want to discuss privately, my email is here. Great. Well, thank you, Roberta, for a really wonderful presentation. Im sorry that we have experienced a bit of technical difficulties with Robertas line dropping out intermittently. If you do have any questions that you would like to submit, nows your time to do so. Please use the QA module on your WebEx screen and if youre listening over the phone, Ill ask our operator Lynn to explain to you how you can submit your questions that way. Lynn? Certainly, thank you. Ladies and gentlemen, if you would like to ask a question over the phone, please press the one followed by the four on your telephone. You will hear a three-tone prompt to acknowledge your request. Your line will then be accessed from the conference to obtain information. If your question has been answered and you would like to withdraw your registration, please press the one followed by the three. If you are using a speakerphone, please lift your handset before entering your request. Again, for phone questions, please press the one followed by the four. One moment, please, for the first question. Roberta, are you on the line? Yes, I am. Okay, great. We actually had a question come in during your presentation. Would you comment on the importance of executive support for the type of engaging culture that youve been describing in your presentation, and how you can transform executives when that support for that kind of culture isnt present? Well, Ive worked with enough executives to know that its all about dollars and cents. So where I would start if I didnt feel like I had that support is I would pull out those turnover numbers, and then I would take the turnover calculator that Im offering to you and I would calculate the exact cost exactly what its costing your company in terms of turnover because when you see those numbers, in many cases theyre going to be in the hundreds of thousands if not millions, and thats how you get the attention. When its coming out of the executive teams bonuses, because theyre usually based on profitability, when its coming off the share prices, when youre losing great customers, when employees are miserable and productivity is low, when you can show those exact numbers, thats how you get the attention of the executives. Thats a great recommendation. Always about the numbers. Weve had a number of people ask if the presentation, the slides will be available, and the recording, after today, and it certainly will. If youve signed up for the webinar, you will receive an email from with a link to the archived webinar so youll have an opportunity to download these files yourself. Thats great to see, Roberta. Theres a lot of interest in people wanting to download these slides and have them for reference, I think. Lets just take a moment here to check with Lynn to see if theres any questions that have come in via the phone line. We do have a question over the phone. The first question comes from the line of Susan Cayata. Please go ahead. Hi. We are thinking about doing the stay interviews. I know you mentioned that as well. Is that something that an HR representative should be doing or the CEO should be doing? Well, I think its nice to have the CEO do it. If you think about it, that just shows the employees that the CEO is really concerned about what theyre thinking, and it also prevents anything from getting filtered. We all tend to reframe things in our own perspective. So if the employees have the opportunity to meet with the CEO and have those stay interviews, I think that will be lot more effective. Okay, thank you. Thank you for your question. Roberta, another question has come in. Its a good one. How can we as recruiters encourage and engage employees to assist with finding qualified referrals? Well, you have to let them know that everyones in recruiting, you have to give them tools to be a recruiter, and you have to teach them. You also can do an employee referral program which is a great way to get people to refer friends and colleagues. But the thing you have to keep in mind with those programs is that you have to constantly market them internally, because employees will forget, so youll be wondering, Why did you just tell your friend to go work there when we have the same job here? They dont remember that there is an employee referral program unless you remind them. Its interesting. It seems to me, Roberta Im not sure weve said it clearly in the presentation, but it really is like your employees are your customers. Yes, they are. Thank you for bringing that up. Heres another great question what are your recommendations on setting up your interview team? How involved do you get team members compared to your upper management? Well, I think you have to look at it and ask who really needs to be in that room? If Martha, whos on safari, who wont be back for six weeks, whos not even going to interact with this person, isnt supervising this person, does she really need to be on this team of interviewers? Because time is of the essence so you really want to put together a team that is trained, they know what theyre doing, they know what theyre looking for, and they know how to assess talent. Its not just looking at a resume and ticking off the boxes, so youve got to make sure that you have whoever you need on that team and no one else. Thats great. Just want to encourage people, if you do have any questions please use that QA module thats in your WebEx frame here. Lets check again with Lynn to see if there are any other calls that have come in. Ladies and gentlemen, as a reminder, if you would like to ask a question on your phone, please press the one followed by the four. Great, thank you. Actually, heres another question, Roberta, thats related to interviewing. Tis person writes, Im not always sure about which candidate to choose after Ive interviewed a number of people, say, four or five top candidates. How can I become more decisive? Well, youve got to really know what youre looking for before you start. Ive had many people come to me after they or have been in a similar situation and say, Oh my gosh. We dont even know which candidate to choose, and thats because they really havent taken the time to figure out what theyre even looking for. Theyre taking somebody elses job description from another company and theyre layering it on top of their own, then they havent given thought to the right kind of person. So its very problematic and creates lots of confusion. Youve got to get clear upfront, know exactly what youre looking for, so that when that person walks in the door, youre like, That is it. Great. Well, weve come to the top of the hour here. A couple of people have asked how they can reach you again. Roberta, if you could just reiterate your contact information quickly? Its roberta@matuson M-A-T-U-S-O-N, consulting.com, or call me at 413-582-1840. Terrific. Well, thank you again, Roberta, for that great presentation. That wraps up our QA session and todays webinar. Thanks to everyone who submitted a question. If you were unable to submit a question due to time constraints, well reach out to you after this broadcast. The recording again of this event, recording and the slide presentation, will be available later this week. You can also visit hiring.monster.com and click on the Resource Center tab for more information. Thank you again for joining us today. Bye-bye.

12 Amazing Companies Hiring Immediately!

12 Amazing Companies Hiring Immediately! 12 Amazing Companies Hiring Immediately! Ready to leave your job, like, yesterday? We’ve all been there. But before you give your two-weeks notice, be sure you’ve got an amazing job waiting for you on the other end. Here are 12 amazing companies that are looking to hire just as fast as you’re looking to get hired! It’s a win-win. 1. GoDaddy Company Rating: 3.7 Number of Open Jobs: 148 Where Hiring: Tempe, AZ; Scottsdale, AZ; Sunnyvale, CA; Ashburn, VA; Kirkland, WA; Los Angeles, CA & more. What Roles: Marketing Account Coordinator, Inbound Sales Advisor, Customer Service Agent, Designer, UX Designer, Global Manager Workforce Management & more. 2. Appirio Company Rating: 4.0 Number of Open Jobs: 144 Where Hiring: Dallas, TX; San Francisco, CA; Denver, CO; Indianapolis, IN; Boston, MA; Houston, TX & more. What Roles: Account Executive, Director of Corporate Events, Senior Consultant, Workday HCM Consultant, Quality Assurance Sr. Consultant, Cloud Architect & more. 3. NFL Company Rating: 3.9 Number of Open Jobs: 92 Where Hiring: Culver City, CA; New York, NY; Mount Laurel, NJ & more. What Roles: NFL Media Segment Producer, Digital Content Analyst, Associate Creative Director, Social Media Animation Production Assistant, Motion Graphics, Player Social Media Initiatives Coordinator, Managing Editor & more. 4. Uber Company Rating: 4.2 Number of Open Jobs: 2k Where Hiring: Dallas, TX; Chicago, IL; Pittsburgh, PA; San Francisco, CA; Las Vegas, NV; Tacoma, WA & more. What Roles: Regional Quality Analyst, IT Internal Audit Manager, product Manager, Account Specialist, University Program Manager, Recruiter, Data Science Manager, Engineering Manager & more. 5. ATB Financial Company Rating: 4.3 Number of Open Jobs: 51 Where Hiring:  Calgary; Edmonton & more. What Roles: Fraud Operations Manager, Relationship manager, Senior Sales Manager, Portfolio Modeling Specialist, Senior Loan Service Clerk, Junior Product Manager & more. 6. Noodles & Co. Company Rating: 3.4 Number of Open Jobs: 1.8k Where Hiring: Kansas City, KS; Downey, CA; Elkhart, IN; Saint Charles, IN; Columbia, MD; Silver Spring, MD & more. What Roles: Shift Manager, Cashier, Cook, Assistant General Manager, Team Member & more. 7. T-Mobile Company Rating: 4.0 Number of Open Jobs: 1.4k Where Hiring: Dallas, TX; Bellevue, WA; Murphy, TX; Bothell, WA; Atlanta, GA; Washington, DC; Honolulu, HI & more. What Roles: Retail Sales Associate, Retail Manager, Manager of Repair Depot, TechX Internship Program, Bilingual Sales Associate, Field Sales Trainer, Software Engineer, Employee Care Specialist, Sr. Analyst of Revenue Assurance 7 more. 8. New Home Star Company Rating: 4.8 Number of Open Jobs: 25 Where Hiring: Full Stack Developer, Sales Assistant, Director Trainee, Administrative Assistant & more. What Roles: Spokane, WA; Elgin, IL; Bend, OR; Denver, CO; Elmhurst, IL 9. Telecom Brokerage (TBI) Company Rating: 4.6 Number of Open Jobs: 19 Where Hiring: Payroll Specialist, Commission Analyst, Account Manager, National Channel Manager, Direct Sales Representative, Commission Analyst, Sales Trainer, Project Coordinator & more. What Roles: Chicago, IL; Houston, TX; Atlanta, GA & more. 10. United Airlines Company Rating: 3.9 Number of Open Jobs: 93 Where Hiring: Project Manager, Catering Operations Supervisor, Catering Operations Security, Senior Analyst, Supply Chain Program Manager, MileagePlus Analyst, marketing Executive, Administrative Assistant, Ramp Service Employee & more. What Roles: Honolulu, HI; Chicago, IL; Denver, CO; Los Angeles, CA; San Francisco, CA; Phoenix, AZ & more. 11. International Cruise & Excursions (ICE) Company Rating: 3.5 Number of Open Jobs: 65 Where Hiring: Scottsdale, AZ; Long Beach, CA; Danbury, CT; Philadelphia, PA; Riverside, CA; Salt Lake City, UT; Orlando, FL & more. What Roles: Promotional Agent, Field Marketing Supervisor, Creative Director, Marketing Campaign Ninja, Social Media Manager, Human Resources Administrator, Resort Account Operations Manager, Call Center Workforce Scheduler, Data Entry Representative & more. 12. Ritchie Bros Company Rating: 3.6 Number of Open Jobs: 53 Where Hiring: Phoenix, AZ; Chicago, IL; Minneapolis, MN; Atlanta, GA; Lincoln, NE & more. What Roles: Compensation Manager, Territory Sales Manager, Equipment Inventory Clerk, Buyer Outreach, Equipment Inventory Clerk, Head of Global Compensation & Benefits, Auction Coordinator & more. Editor’s Note: The views and opinions expressed in this article are those of the author and  editorial staff of Glassdoor. Company ratings and job openings as are accurate as of 8/3/2017. Company ratings on Glassdoor based on a 5.0 scale: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied. The companies and jobs highlighted in this article are curated by the editorial staff, listed in no particular order, and do not necessarily reflect the official methodology of   Glassdoor’s official awards or honors . For more details about how companies and specific roles are considered for editorial coverage, please visit   Glassdoor for Employers.