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.

FBI Job and Career Information

FBI Job and Career Information FBI Job and Career Information Did you ever dream of becoming a Special Agent, or working for the FBI (Federal Bureau of Investigation) in another capacity to help fight crime?  If so, there are plenty of career and employment opportunities with the FBI. They hire for a wide variety of positions in Operations and Intelligence, and Specialized career paths. FBI Career and Employment Opportunities Jobs in Operations and Intelligence Special Agent: FBI  Special Agents investigate organized crime, crime involving public corruption, financial crime, fraud against the government, bribery, civil rights violations, bank robbery, extortion, kidnapping, air piracy, terrorism, foreign counterintelligence, interstate criminal activity, fugitive and drug-trafficking matters, and other violations of federal law.To become an FBI Special Agent you must be a United States citizen in excellent physical condition, between the ages of 23 and 36, with a four-year college degree. You must be available for assignment anywhere, at any time. It is also a general requirement that you have three years professional work experience. Intelligence Analyst: Intelligence Analysts work closely with Special Agents at the Federal Bureau of Investigation  to analyze and mitigate threats domestically and internationally. They work to collect and assess intelligence to share with other divisions of the FBI and to the government and military.Foreign Language Careers: The FBI hires Contract Linguists and Language Analysts, Contract Speaker Proficiency Testers, Foreign Language Program Managers, and Technical Staff. Candidates must pass a foreign language test battery that consists of listening, reading and translating language texts. Linguists work on teams to defend the country against foreign counterintelligence, corruption, espionage, and cybercrime. Surveillance: The FBI Surveillance division collects and documents information gathered through physical and electronic surveillance of subjects, establishments, and targets for the purpose of supporting investigations. Working in surveillance requires strong analytical and observational ability, excellent written and communication skills, patience, and experience with photographic and monitoring equipment. You must also be willing to work holidays, weekends, on extended projects, and be prepared for frequent travel and possible relocation at any time. Forensic Accounting: FBI Forensic Accountants are responsible for acquiring, analyzing and reporting financial data to help link financial transactions and trails to criminal activity. They identify suspicious transactions and activities, and follow sources to identify breaches of national security. Specialized Career Paths STEM: Science, Technology, Engineering, and Mathematics (STEM) professionals at the FBI work across a broad range of other specialties including electronic surveillance, encryption, biometrics, and cybersecurity to address investigative and intelligence issues important to national security.Arts and Communications: Clear, concise and precise communications are crucial to effective FBI operations. The arts and communications division utilizes audio and visual communication, graphics and physical design, and photography to remedy practical issues within and between operations. Business Analysis and Administration: Business and administrative positions are the highest level of support staff crucial to maintaining efficiency and assisting in the implementation of strategies and policies to support FBI operations at all levels.Facilities and Logistics: Facilities and Logistics professionals support facilities management, acquisition, construction as well as offering logistical support through telecommunications, printing, graphics, media, and warehousing services.Legal: FBI Legal professionals advise employees in all divisions of the FBI on international and domestic legal and legislative issues. They provide advice and guidance on intelligence operations and investigations, as well as interpreting legal policies. Medical and Counseling: The FBI hires medical and counseling professionals for many positions. Paramedic field work includes hazardous evidence collection, investigation of chemical incidents, and SWAT operations. Occupational Health Nurses keep FBI staff healthy and prepared for travel through fitness exams and adherence to medical mandates and guidelines. Employee Assistance Counselors provide medical and occupational health support, as well as provide treatment for a variety of mental health issues, counseling, and development of treatment and action plans. They conduct training and workshops to educate staff and management and provide referral services for other specialists such as psychologists and social workers. Police and Security: FBI Security personnel establish and enforce procedures and provide training to the workforce in the many facilities that house the FBI. They participate in the defense and protection of the public against domestic and international threats. They provide security assessment and make recommendations based on their findings, and participate in inspections of secured areas. How to Apply for Jobs With the FBI There is a very thorough and elaborate screening process for all FBI employees, given the sensitive information they may be exposed to. It is particularly stringent for FBI Agents. The process follows a prescribed sequence of screening mechanisms: Candidates submit an online application that includes their resume which enables the FBI to determine basic eligibility.Applicants who meet basic eligibility standards are administered a three-hour exam containing cognitive, behavioral and logical reasoning tests.Individuals who score high on the exam take part in a Meet and Greet resume review and job preview session.An oral and written language test is administered to candidates claiming proficiency in a foreign language.Candidates who make it through the preliminary screening are administered a writing exam, interviewed by a panel of FBI staff, complete a physical fitness test, polygraph test, and a security background investigation. There may be additional specialized requirements, interviews and/or testing depending on what division and position you are applying to. Candidates can browse openings, review position descriptions, and apply for jobs at FBI Jobs.

What is the stress vaccine and could we have one soon

What is the stress vaccine and could we have one soon What is the stress vaccine and could we have one soon Could there be a vaccine for stress one day? Recently, researchers at the University of Colorado Boulder published some promising findings in the journal  Psychopharmacology.Christopher Lowry, the study’s senior author, is an award-winning Integrative Physiology Professor. Inspired by previously conducted research that posits that a modern-sterile society has caused us to lose contact with important germs and bacteria integral to healthy immune systems, Lowry and his team successfully identified a bacterium that helps block symptoms of anxiety, particularly the fatty 10(Z)-hexadecenoic acid, was discovered to assist immune cells in precluding certain pathways that cause inflammation. Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!“The hygiene hypothesis”This exciting discovery was actually pioneered nearly 30 years ago, by an English scientist by the name of  David Strachan. Strach an’s particular findings were more specific to the lack of exposure of microorganisms crucial to young, developing children.  The doctor believes the absence of these organisms have to lead to increased cases of allergies and asthma, thus introducing a term that has since come into common usage, “the hygiene hypothesis.”The U.S Food and Drug Administration reports the following:  â€œAccording to “the hygiene hypothesis,” the problem with extremely clean environments is that they fail to provide the necessary exposure to germs required to “educate” the immune system so it can learn to launch its defense responses to infectious organisms.”The correlation between a healthy body and the role of bacteria is nothing resembling a novel concept; the correlation between a healthy mind and bacteria specifically has been previously researched as well. Bugs as drugs is a popular coinage for the research. As reported by Ladders, The Journal Nature Microbiology identified two bact erial genera, Coprococcus and Dialister,  both bacterial genera that are consistently absent in sufferers of depression. “In our population-level study, we identified several groups of bacteria that co-varied with human depression and quality of life across populations,” said Professor Raes, who was the study’s lead researcher.A few months later Lowry and his team have unveiled similar finds, although this latest study wasn’t Lowry’s first foray into the world of healthy bacteria. Previously, Lowry uncovered a soil based bacterium that acted like an antidepressant of sorts when administered to rodents. The results seemed to survive on its anti-inflammatory properties.The stress vaccineThe newest study set its crosshair on specific fatty acids. When fatty acid 10 (Z) gets into cells, it blocks pathways that result in inflammation. Lowry hopes further research will lead to what he called a “stress vaccine.” An agent that can be given to first responders, soldiers, or any one that has reason to anticipate a high-stress situation.   The fatty acid is derived from the soil residing bacterium  Mycobacterium vaccae.“The idea is that as humans have moved away from farms and an agricultural or hunter-gatherer existence into cities, we have lost contact with organisms that served to regulate our immune system and suppress inappropriate inflammation,” Lowry explained. “That has put us at higher risk for inflammatory disease and stress-related psychiatric disorders.”The for now titled Stress Vaccine might belie the end of the road, but there’s a lot more to be uncovered here. The soil is rich with bacteria ready to offer a plethora of boosts to both mental and somatic health. Lowry continues, “This is just one strain of one species of one type of bacterium that is found in the soil but there are millions of other strains in soils. We are just beginning to see the tip of the iceberg in terms of identifying the mechanisms through which they have evo lved to keep us healthy. It should inspire awe in all of us.”

Do THIS with your to-do lists and beat procrastination

Do THIS with your to-do lists and beat procrastination Do THIS with your to-do lists and beat procrastination For years I was the king of big dreams and no progress. I loved pacing the living room, imagining what life would be like when my book was written, my business was thriving, and my bank account was bigger.Then I would get sucked back into my inbox, pour over the latest reviews on Rotten Tomatoes (everyone needs a weird hobby), or waste more time pacing the living room.… anything to make sure I was too “busy” to actually do any work.But after a recent change to the way I use to-do lists. I’m slowly becoming more assertive and procrastinating less.Before I tell you what the strategy is, let me quickly explain why it works, so you’ll be willing to give it a try.One cause of procrastination - a problem you can solveProcrastination, self-doubt, being undisciplined, lacking motivation - whatever you want to call it …One big culprit is a 4-letter word we hate to say out loud.Fear.In this post, I’m specifically talking about the fear of failure. The fear of taking responsibil ity for your goals and getting your hopes up…only to be disappointed. The fear of trying your best only to discover your skills weren’t ready for the challenge.If fear is keeping you from taking action on your goals, you need more than just positive self-talk to beat procrastination. You need evidence that proves you have what it takes to learn new skills, overcome setbacks, and get crap done.But where can you find this smoking gun evidence?Often, in the trash can.Why you should never throw away a to-do listIn his influential research, Psychologist Albert Bandura sought to understand how people develop confidence in their ability to accomplish tasks.He found the biggest driver to be “mastery experiences” - past achievements where you tried your best, overcame challenges, and ultimately succeeded.If these moments of success can give us the confidence to counter fear and reduce procrastination, the question quickly becomes:How can we rack up more of these experiences?What I†™m learning is … we have them every day. We make lists of tasks we need to complete and plow through them one by one, but we rarely pause to recognize what we’ve accomplished once we’re through.The solution? Save your finished to-do lists.These messy pieces of paper tell a story. They’re diplomas of a hard day’s works; toasts to your ability, ingenuity, and perseverance; tiny paper trophy cases that memorialize the battles you’ve won; letters of recommendation that clearly state YOU have loads of potential.Why are you throwing them away?Maybe you’re married to one of those weird organized people, who can’t stand the thought of papers lying loose.That’s why I created a “Done list.”Instead of crossing off to-dos and throwing my lists in the trash, I’ve started copying my accomplishments over to a Done List on my computer, where I record the tasks I’ve completed.I’m amazed by how tall this list has already grown and how encouraged I feel every time I look at it.Has my fear vanished? Did I kiss procrastination goodbye forever?Not quite.But I fully believe remembering my successes is slowly building my confidence and giving me the courage to be more assertive and productive.ConclusionWhether you choose to create a “Done List” or to simply save your old to-do lists, stop throwing away the opportunity to gradually become more confident.You accomplish difficult tasks every day. Pause long enough to memorialize your wins.This strategy isn’t a miracle pill, but it’s a reasonable approach for overcoming fear and reducing procrastination - so you can achieve your goals faster.Give it a try.Want to go deeper?Do you have big goals you long to achieve? The biggest threat to your success is simply giving up.Become a finisher with my short book QuitterProof: The 5 Beliefs of Highly Successful People.Download your free copy right here.Kyle Young  is helping creative people achieve big goals that matter.

Straight Talk about Writing Cover Letters

Straight Talk about Writing Cover Letters Straight Talk about Writing Cover Letters Straight Talk about Writing Cover Letters It's easy to find resources that teach you the best practices for writing cover letters. You can find several right here on this blog, more in our Career Corner, and plenty of others on the web. But I'm not sure it will be any more helpful than hearing these somewhat harsh words from Blaine Hilton, a business owner and hiring manager who tells it like it is regarding cover letters. In his Blaine on Business blog, he gives a 9-point reality check that might make you rethink the way you've been writing your letters. Although Blaine's post is titled Resume Writing and Submission, it provides at least as much insight into cover letters. In fact, his first two points are: 1. Have a cover letter. 2. If your cover letter is a form letter, forget it. He also gives great tips on how to focus your letter on the business and its needs, rather than on you and yours. Here's one of his big complaints: 4. Cover letter is focused on the applicant While it is great you are telling me about you, I quite frankly dont care. Im trying to run a business and make a profit. 99.9% of people talk about only themselves if they send a coversheet at all. If you really want to get my attention on a cover sheet, focus on talking about me and my business. Tell me how you are going to help me. Tell me how you are going to solve my problems and [make] me money. Read that again. He frankly doesn't care to hear about (gasp!) ... you. Don't worry, once you're hired, your employer will (probably) come to care about you as a person. Butat thisphase of the hiring process, when they're comparison shopping among applicants, you'rejust one of the productsthey're considering. So your cover letter should be like a product advertisement;a clear and memorable message about the benefits you have to offer the buyer. Or, as Hilton puts it: 7. Answer my concerns Hiring someone is going to have the single biggest impact on my business. It is my business and thus I'm going to have many concerns for you. The applicant that realizes this will tailor their writing to answer the questions I have and make me feel confident that I should choose you. I thought Hilton's candor was a valuable reminder of what you're really trying to do in a cover letter. It's easy to get wrapped up in talking about past jobs, but your real objective is to convince the employer that you'll do a great job for them in the future.

3 reasons why you should start your New Years resolutions now

3 reasons why you should start your New Year's resolutions now 3 reasons why you should start your New Year's resolutions now January 2018 is almost here, but if you’re looking to go into next year in better shape than before, now might be the time to start working ahead to achieve your goals.Here’s why you should consider starting your new year’s resolution in December   instead of January, when everyone else will be in the same boat.You’ll give yourself a head startThere’s nothing like getting the ball rolling on something that’s been in your mind for ages.So why wait? You might as well get started now so you’ll be able to enjoy the momentum you’ve put into place.You’re competing against yourself, so you might as well do everything you can to push through, if working toward the resolution is something you feel like you can’t live without.Plus, you’ll already have done some of the work, so there will be less of the daunting pressure  that comes with starting something new at the beginning of the year.You’ll be ahead of the gameSay you want to get back in shape, but have super busy s chedule - instead of waiting until the holidays are over and 2018 is here, head to the gym before masses of people flock in during the first week of January.The same thing applies to your resolutions for next year: If you want to beat the competition in your field, and/or enhance your skills,  you might as well start now, before everyone is trying to do what you’ve set out to accomplish.You’ll be able to get any additional resources you think you’ll needChristy Wright, business coach and author of Business Boutique, talks to Entrepreneur Network partner Emily Richett at a Business Boutique event about how to get a business off the ground in a video about how to “stop dreaming and start doing.”One of Wright’s tips is to “start with what you have.”“When you start with what you have, what you do is you reduce your cost and you reduce the risk, and so it makes entry into the marketplace so much easier,” she says. “Make it easy on yourself. What skills or experienc e do you have? What are you naturally good at? When you start with that, you make it easy on yourself to win.”That being said, when you start a big project for 2018 from that perspective, it’s a lot easier to see what additional resources you might need down the line.Wright later adds that “if you don’t go ahead and launch, you never get that feedback from your audience of what they need more of.”

Outrageous Programming Projects for Resume Tips

Outrageous Programming Projects for Resume Tips My company is searching for some people to complete our infrastructure group. A deep comprehension of deployments and best practices is necessary. Yet another thing would be to bring a location for the HR person to earn a company wide announcement that would appear on the organization intranet. A rich portfolio will just help later. In the USA, companies with 10 or more employees want to follow EEO rules. Furthermore, it's wonderful to showcase your code to prospective employers. No employer could ever minimize the significance of teamwork. Prospective employers may wish to know whether you're a Cisco Certified Network Associate. There's great capability to produce several games, and even more advanced calculators. If you would like to do more of that work and set an objective, you're wasting space. Kaggle is the easiest approach to complete independent projects, but there are lots of other ways. The excellent news about joining the ASF is that you can select from one of several projects which you think would be the ideal way to construct your skill collection. Maintenance does not end there. One is the work description itself. The Programming Projects for Resume Pitfall Our resume builder you'll be able to create your resume programmer will supply you with tips and examples about how to compose yo ur resume expert summary section. You will find as soon as you register for the Java courses, that it is possible to think of basic, bare-bones web server that could serve HTML webpages with JavaScript. A programmer resume in PDF is most likely your typical selection. The JavaScript library is still among the most common third-party additions to web pages, particularly those that demand a substantial quantity of client-side processing. Getting the most of the net is the perfect solution if you're going to need assist. There are a lot of tutorials available to direct you through the approach. Also work out how much time it will choose the user to repay the loan. As soon as you have settled on how you are going to analyze your dataset, the next thing to do is to begin coding. GamesMany programmers are conversant with and enjoy many kinds of games. You may discover implementations of these projects in many different languages by other users within this repo. These projects will enhance your capacity to work with data. A portfolio of code is mostly utilized to demonstrate fundamental programming ability and a comprehension of fundamental concepts. Also (probably the biggest reason) it demonstrates that you've got the capacity to learn about a really specific sort of software and implement it. Regardless of what you analyze, what question you attempt to answer, or what methodology you use, you will need to consider how you are going to visualize your results. A superb developer is perpetually learning, discovering new abilities, investigating interesting things. Kaggle is a competition website for data science complications, and there are a number of great issues with clean datasets. If there's no way you are able to manage your stochastic programming assignments all on your own, read this guide. Functional order displays your absolute best skills and accomplishments which you've demonstrated as a consequence of distinct work relevant achievements. In addition, by working on version control software, you will be demonstrating an implicit understanding of teamwork in a software development initiative. Ability to rapidly master new technologies. Programming Projects for Resume for Dummies Pre-school children who displayed a terrific number of pages. Your story needs to be easy and compelling, and it ought to be a great fit for the work description. When you have people that are on the exact same page as you, do it! Just having read about it doesn't count. My general guideline is that you ought not put something on your resume unless you've got actual used it. While many financially independent individuals continue to work, they are now able to concentrate on doing work they love, in place of work that pays the most. Obviously, the sort of help that you need will. In reality, knowing when to request help is a hallmark of the greatest developers.

The True Story About Resume Posting Sites That the Experts Dont Want You to Know

The True Story About Resume Posting Sites That the Experts Don't Want You to Know The Resume Posting Sites Cover Up No business wants an employee who isn't inclined to do anything it takes as a way to find the business done. Establish a separate email address which you use specifically for job searching. As their client, you should be offered with top-notch service and if you're feeling neglected, find a better service. A query run by means of a recruiter is based on keywords which subsequently should be determined by the principal skills necessary for their client. The Number One Question You Must Ask for Resume Posting Sites When doing this, you search that page only. You're now on the local page. The sites make it possible for databases from other components of the planet. All the sites listed are totally free to post your resume. Because you are searching thousands of sites at the same time, Google and Yahoo rely on related keyword phrases. There are a number of websites that will provide you with to post your resume free of charge, including Indeed Resume. It isn't hard to head online to a job search site. For instance, if you do a search on Google, you will see yourself all over the online switching back and forth between different sites. In the end, job seekers might have to decide for themselves whether the dangers of putting their resume online are worth the advantages. Recruiters can post work vacancy in the work portal and get applications in less than half an hour. Except there job might be a bit tougher. Finally, in regards to finding baker gigs or jobs, you have several distinct approaches. The perfect way to make an application for a job is to receive your resume posted on top sites. You can't compose a single resume for a number of kinds of jobs. For job seekers, there are several free job posting sites obtainable for job search. For the reason, you should search with the work title or a typical duty. Always incorporate the name of the individual responsible for hiring or who's conducting the work search. For entry level positions, rarely are you going to find someone ready to relocate for work. It is not really easy to locate such individuals who really deserve a specific job. The 30-Second Trick for Resume Posting Sites You ought to make sure your resume stands out. It's possible to search the resumes online to get the ideal job candidates. Paperless resumes are a breeze to make and use. Resume Posting Sites - the Story Though there are many benefits of posting resume online. however, it never wise to ignore the cons that may come along with it. So make certain you weigh carefully the advantages and disadvantages of posting an online resume before you take any additional action. A few of the sites to post resume online are Posting your resume online won't cost you anything and it's something tha t can be accomplished in a matter of a tiny moment. Posting your resume it is great mainly because it is something which allows you to gain so much visibility as well as contacts and that too all for free. The software allows you to source resumes online in only a couple of seconds. There are many other products worthy of review, but there's simply not time to list all of them here. The wonderful things about an online resume is that, since most often information is offered in a palatable and appealing fashion, you sometimes take the liberty of creating your resume somewhat longer and packing in some more info about yourself which you think will provide you with an edge over the rest. Having your resume it is good as it is available for anyone who is looking to employ a person onboard.

Short Article Reveals the Undeniable Facts About It Resume Objective and How It Can Affect You

Short Article Reveals the Undeniable Facts About It Resume Objective and How It Can Affect You 1 advantage for employers to internet resumes is the substantial cost saving in contrast to traditional hiring methods. They can be used for a variety of reasons, but most often they are used to secure new employment. In case the applicant has two distinct sets of skills in a few kinds of industry, separate resumes that highlight different skills are produced to suit each type. Finally, stating an objective is optional, but it might help convince employers that you understand what you need and know of the business. The info within the purpose statement may want to get customized based on your industry too. It's possible to draw upon your education and understanding of the industry whilst highlighting your unique objectives for obtaining a position at that provider. Why Almost Everything You've Learned About It Resume Objective Is Wrong My goal is to find the job. The aim is particularly important whether you're searching for an entry level job to jump start your career in a special field. If your Objective says you're searching for a full-time job and you're asking for a part-time internship, you will probably be disqualified immediately. As a result, while your resume objective should cons ist of information on the career which you want, you also need to spell out why you are the perfect candidate for the job. If you're likely to include one, make certain it's the most specific, appealing one you're able to write. Always bear in mind that you would like to be relatable and likable. There's a long field of career objective examples that can be put in on entry level resumes. Whether you call it an objective statement or private summary, you need to use the peak of your resume to grab the interest of the reader. You might also have a peek at some useful resume keywords to further boost your resume. The absolute most efficient objective is one which is tailored to the job you're applying for. As stated previously will have to choose skills that have some relevance to the job which you're applying for. When you're asking for work, your very first aim is to let employers know your abilities and talents align with the demands of their open position. A great objective will encourage her or him to read the document further, and a bad one is going to discourage her or him sufficient to leave it to the table. An excellent list should incorporate some short-term and some long-term objectives. Be certain your keywords are related to your precise application. In most instances, if you may make a case for why a patent is pertinent to your application, then don't hesitate to include it in your resume. You've got to present your qualifications and your skills in a sense that will catch the intere st of a hiring manager, and among the best approaches to do that is by way of the goal statement on your resume. The very best objective for your resume is dependent upon your experience, goals, aspirations, and the job which you're trying for. You are earning a career change. For a person who's just beginning in advanced academics or in the expert world, he must have a career objective which is normally employed for freshers. A short resume goes a very long way. Possessing a brief statement or overview at the start of your resume is a good way to demonstrate your abilities and experience and show the hiring manager the value you will bring to the position. Neatly avoids the problem of whether you're trying to find a 20-year term, or a stepping stone. The statement ought to be capped at two to three sentences and showcase relevant info, such as professional certifications or accomplishments that might be missed by somebody skimming the remainder of the resume. Some opt for private branding statements. Objective statements are considered outdated for more than a decade, yet job seekers continue to set them on resumes. Writing an objective statement at the peak of your resume will remind your reader of your targets and abilities, even when you haven't proven them on the work yet. Try to remember, a resume headline can incorporate information like your education and techniques. Resumes could be organized in various ways. Infographic resumes become more and more popular.

New Article Reveals the Low Down on Nursing Resume New Grad and Why You Must Take Action Today

New Article Reveals the Low Down on Nursing Resume New Grad and Why You Must Take Action Today The Demise of Nursing Resume New Grad Practicums and internships can likewise be considered experience. You may use the skills below. Nursing is somewhat of an exceptional field, as securing that job will be dependent on your soft abilities and personality as well as your experience. Besides Clinical Rotations will choose the workplace experience. Nurses must make a bachelor's degree and earn licensure as a registered nurse. Introducing Nursing Resume New Grad A work application builder can be rather valuable for anybody who's sense confused by the resume process. Each template provides composition, examples and suggestions and that usually means that you don't must get started on from day one when creating your resume. The aforementioned nursing resume objective statements deliver various examples that you're able to apply in making yours and improving the ability of your resume. Your new grad Nursing resume objective may most likely be the most essential characteristic of your application since it will set the tone for the remainder of your content especially in the way it's been formatted. A hiring manager trying to find a Nurse is searching for a skilled and educated individual, who's capable of providing patients with a high degree of care. Host Heal thcare provides an extensive collection of travel nurse jobs. With several different kinds of software getting more and more involved in today's job search and recruitment procedure, it's paramount you keyword optimize your resume. The world is actually at your fingertips. Before you start filling out job applications, be sure that you take some opportunity to learn what information you should provide to prospective employers. Have a look at this excellent resume template for virtually any type of business, including nursing. Many events the ideal job applicant is processed out as a result of poor continue. For instance, you might attempt to send out a specific number of resumes each week. A work request is just a promotion with the important objective to find the applicant a piece meeting. It's rather critical to know the sort of resumes preferred by establishment that you wish to work with. Our resume builder provides you with tips and examples on the best way to compose your resume summary. The aforementioned template has all of t he guidelines and you ought to have the ability to prepare an impressive resume using it as a reference. What's more, you can customize the CV as you desire. For instance, it can demonstrate tips about how to lay out your CV. The Honest to Goodness Truth on Nursing Resume New Grad There are lots of routes you'll be able to take as a nurse. Firstly, you'll need to contain in your nurse resume the duties you've got experience with and are mentioned in the work description, attempting to match them as close as possible. While nurses aren't typically accountable for diagnosis, the health care provider may not be present when the change happens, or any time the patient shares the info. Re-submit your resume every couple of weeks. If you're interested in new roles inside your own healthcare organization, take the opportunity to talk about your nursing career goals with your supervisor so they can help guide you. The new graduate registered nurse without healthcare experience shouldn't be overly concerned about their lack of experience for a nurse. You should choose a nursing resume template in accordance with your experience and knowledge. Entitlement despite gaps in case you have been away from bedside nursing for a little while, you might want to indicate that you're ready and ready to brush up your abilities. The Do's and Don'ts of Nursing Resume New Grad Based on the individual, personal work could be good outlet for creativity. In contrast to popular opinion, acquiring an objective statement at the summit of your resume isn't necessarily to your benefit. You may frame your deficiency of experience within the goal statement in a sense that won't diminish your chances. Make sure that you have a min umum of one case of a time you demonstrated every one of the top five skills listed here. The Lost Secret of Nursing Resume New Grad You'll have to be somewhat proactive. The exact first key is to comprehend how resumes are sorted out. Savvy resumes are anchored by a thorough summary that permits the reader to rapidly find salient info about the applicant. The Fight Against Nursing Resume New Grad Something as simple as finding the perfect person to control your resume cover letter may have a significant effect. How to manage your skills There are lots of methods to manage the skills section on your resume, and you're able to read our full skills section writing guide here. The more specifically you're able to relate your experience to the essentials of the open position, the better your odds of scoring an interview. Our next valuable idea is to concentrate on your skills, qualifications and licenses. Once your resume is prepared to go, you are going to wish to be sure to receive it in front of as many employers as possible. Hiring managers are aware of what they are doing and what things to look for. They need to know your exact skills and abilities. Our resume contractor is certainly the quickest method of create work application that will be able to help you get an illusion job. You must take care whilst writing the work title. Also be sure you tailor the record to the job that you're applying for. Finding jobs as a registered nurse requires a combo of the proper mindset and a particular set of job seeking skills.