Human Resources Management and Advice

menschenwrdig Resources Management and AdviceHuman Resources Management and AdviceHuman resources are the people who work in an organization. It is also the name of the department that exists to serve the needs of those people.William R. Tracey, in The Human Resources Glossary, defines human resources as, The people that staff and operate an organization as contrasted with the financial and material resources of an organization.Human resources are the people who work for an organization in jobs that produce the products or services of the geschftlicher umgang or organization. In the past, unterstellung people, also known as employees, staff members, coworkers, colleagues, kollektiv members, or workers in organizations and workplaces, were called personnel. In some organizations, they are still called personnel, manpower, operators, or workmen names that are generally no longer used in mora evolved and modern workplaces.Human resources evolved from these older terms as the functions of the field moved beyond paying employees and managing employee benefits. The evolution of the HR function gave credence to the fact that people are an organizations fruchtwein important resources.Evolution of the Term Human ResourcesHuman resources, as a name for employees, was first used in a book published in 1893 according to Wikipedia and was regularly used in the early 1900s.The modern use of the term, human resources, dates from the 1960s. Now, fruchtwein organizations call employees and the department or office designated to assist the organization and its people, Human Resources.Over the years, calling employees human resources has been the subject of much debate. People who do bedrngnis like the term applied to people believe that identifying people as an asset or resource of an organization in the same terminology youd use to refer to land, building materials, or machines is improper, and can lead to poor treatment of employees.Efforts are underway to modernize the ter m, human resources. Increasingly, you hear employees referred to as team members, associates, members of the organization, knowledge workers, or talent. The new names imply that all of the employees in the company are essentially peers, and that theyre all equally valued as people.This is reflected in statements like, As employees, no matter your job title or rank, we are all equal as team members. We just have different jobs.The Second Meaning for Human ResourcesIn a second meaning, human resources is also the name of the department or functional area from which the HR employees provide HR services to the rest of the organization.People are an organizations primary asset. You must hire, onboard, pay, satisfy, motivate, engage, manage, develop, and retain your employees.Your HR department is your investment in accomplishing these goals with the people you employ. Whether their customer is management or individual employees, your HR staff is accountable for producing the results you need in each of these areas. This does not mean that the HR department is solely responsible for results in these areas.Foremost in accomplishing these goals with employees are your managers or front line supervisors to whom the employees report. They are the people who interact with employees every day to ensure that you have a motivated, contributing workforce. The HR office supports their front-line efforts. HR provides the framework, processes, programs, procedures, training, and the information they need to succeed.The Changing Role of the HR TeamOver time, this has changed and enhanced the role of your HR team. Dr. Dave Ulrich of the University of Michigan identified three significant roles for the HR team strategic partner, employee advocate, and change champion. He believes that everything HR does must add value to the business.The next phase for HR which is emerging, is using HR practices to respond to and create value based on external business conditions. Says Ulrich, Thi s direction needs to be connected to the business, both the business context which shapes decision making and specific stakeholders around whom business strategies are created.If your HR staff remain focused on designing innovative business practices in areas such as sourcing, hiring, compensation, and communication, they are not transforming their role to align with forward-thinking practices.If every action is not focused on creating value, your senior leaders must question HR leaders about their contribution to the overall organization. HR must focus on finding, developing and retaining talent driving organizational culture, and organizational leadership.Its time for transformation and asking tough questions about past practices that have outlived their ability to contribute. Annual performance appraisals, outdated hiring practices that include discrimination, a command and control management style, and disempowering micromanagement are examples.Todays organizations cannot afford to have an HR department that fails to lead modern thinking practices and contribute to enhancing company profitability. See how these new roles of the HR employees have evolved.The Changing Names of the Human Resources FunctionIn keeping with the new roles of the HR professional, organizations are rethinking what they want to call the office that deals with the organizations human resources. They seek names that will more effectively present the offices primary role and meet the expectations of the employees for what they need from their HR team.Office of People is cropping up as a term to describe the HR office. So are People Operations, Office of Talent, Talent Management, Employee Success, People Resource Center, Department of People and Culture, Support Services, People and Development, Employee and Management Solution Center, Partner (Human) Resources, and People Management.And, of course, changing the name of the HR service organization results in changes to HR job titles. V P of People and Culture, Chief People Person, Employee Happiness Cultivator, People Operations Manager, VP of People, Chief Happiness Officer, Director of Employee Engagement, Chief People Officer, and Chief of Culture are a few that have cropped up in recent years.What you call employees and the office that exists to serve them and the organization matters when you consider the glaubenszeugnis that you want to send to people- but its not the critical factor. What matters in organizations are issues such as howYou respect the people with whom you partner in employment,you honor and recognize the contributions of employees,you foster employee development and career progress,you successfully accomplish organization goals andserve and delight customers.Specific Human Resources Job RolesUsing the longer term titles for HR roles, learn what an HR manager, generalist, and assistant does at work. Here are specific job descriptions for four key roles in HRHR ManagerHR DirectorHR GeneralistH R RecruiterUnderstand the tasks and responsibilities as you consider a career in Human Resources.Essential Career Tips and InformationCareers in HR are a popular choice because HR professionals earn above median wages and the work is fast paced and ever changing. No two days ever look the same. These resources will help you understand the HR field and determine whether its the proper career choice for you.They will also advise you about how to best plan and pursue a career in the HR field. They offer advice about necessary education, the skills HR leaders must bring to the table, and how to find a job in HR. They cover the responsibilities in HR as a career choice and even let you know when you might want to leave the field and transition to another.These resources will also help employees in any role take charge of their career progress and success. You are the person who is most interested in your career success. While the HR staff and your manager can help you make progress, owni ng your career is your responsibility.These resources will assist you to create a career path, make a mid-career transition, make your current job work, find happiness at work and keep your job.Human Resources Management CareersSince so much about HR involves managing people and resources, fundamental management skills are critical players in the HR role. And not just for HR staff, the managers who do the day-to-day managing of the people in your organization need all of the development help they can get.Managers set the tone and pace for your organization. Why not empower them to create a motivational, engaging, productive, continuously improving work environment in which people will thrive. Use these resources to find out how.Job Search Resources Job Descriptions, Resumes and Cover LettersWhether youre looking for a new job, hiring a new employee, or sending a letter to recognize an employee at work, these templates will help you get started. Take a look at these job searching res ources to understand the interview questions employers will ask, the proper etiquette in job searching, and why you didnt get the job despite your preparation.Take a look at these sample job descriptions, human resources letters, employment forms, and interviewing, hiring, and firing checklists to get a head start in your job search or hiring employees.Training Management ResourcesFoundational in the HR function, training and developing employees is critical to retaining employees and helping them grow in their jobs and careers. In fact, in a Society for Human Resources Management (SHRM) study about what retains employees and makes them engaged in their work, five of 18 factors had to do with ongoing professional development. It is one of the five factors that employees want from work.See the tips about how to train, what to train, and how to help employees transfer skills learned in training from the classroom to the workplace. Youll also learn about how to do a needs assessment, o ffer effective on-the-job training and other forms of training including coaching and mentoring. As an added plus, look for a vast array of sample icebreakers to use in your meetings, team building, and training sessions.Recruiting, Hiring and Termination Best PracticesStarting with the checklist for hiring employees, youll find everything you need to most productively source, interview, select, and hire employees. Use these recruiting and staffing resources to develop a high performance, superior workforce that is dedicated to making your organization successful.Learn, too, the proper way to reject job candidates, how to select candidates for cultural fit and how to leave your current job with grace and dignity.Develop Your Employee Management SkillsDoes your role require that you manage and lead employees? If so, youll find everything you need to successfully lead a group of people in these resources. Want to know more about employee motivation, engagement, and recognition, youll get the best of new thinking about managing a team.Dealing with bad bosses and difficult people, the top ways that managers turn off good employees, and why some of your employees may hate you are covered in these employee management resources.Employee Motivation and Recognition PracticesMotivating and engaging employees is the most significant factor in a managers job. Human resources support of their managers ability to effectively interact with employees is critical when you consider what organizations need from human resources.In these resources find everything you need to successfully motivate your reporting staff members. Understand the underlying values and integrity that are fundamental in enabling employees to trust, respect, and follow you.Employee Wellness and Work-Life BalanceEmployees, and especially your millennial employees and the upcoming Gen Z, your newest and youngest employees are dedicated to work-life balance. In fact, for many, work is something you do all wee k to make money to spend on fun weekends.Unlike the earlier generations in your workplace, employee wellness and flexible work schedules are in demand. If you want to attract and retain a superior workforce youll guard against factors such as discrimination and harassment and avoid becoming the victim of a lawsuit.Team Building and Employee MotivationWant to know more about how to form a team and build a sense of teamwork in your workplace? These resources give you twelve ways to make your teams productive and contributing. You can develop team guidelines that will create strong working relationships among employees.Knowing the stages a team experiences as it develops will help you manage employees in a way that increases their productivity and powerful workplace relationships. Find also world class, field tested icebreakers and team building activities to use in your meetings and training classes.Workplace CommunicationLooking for information about how to take your workplace commun ication to the next level? These resources will help you communicate in ways that produce results in your workplace. You can become a better business communicator, make better presentations, provide feedback most effectively, demonstrate respect, and use nonverbal communication to communicate clearly and efficiently.Use these resources to improve workplace communication via email, social media, IM, meetings, newsletters, and more.Organizational Development, Culture and Change ManagementCulture is the environment that you create for people at work. It is the result of the blending of the knowledge, experience, values, and beliefs of your workforce but especially those of your senior managers and founder. You can consciously create the culture that will best support your organization to achieve the goals and results you need for the success of your business.You will find the resources you need to develop, improve, change, and monitor your organizational culture. Discover too, how to m anage change and lead change efforts to achieve dramatic results.Workplace Relationships and Problem Solving TipsRelationships among your employees need to stay collegial, cordial, and professional. You want to encourage relationships that are positive, supportive, and respectful. At the same time, you want to encourage conflict in your organization when the conflict occurs over ideas, plans, and goals.Conflict is necessary for effective problem solving and for effective interpersonal relationships. Meaningful work conflict is a cornerstone in healthy, successful organizations.However, conflict over behaviors, attitudes, and difference of opinion can drag your workplace down. As a human resources staff person or as a manager, you need to maintain awareness of situations when conflict is unhealthy so you can intervene. You will also find resources about dealing with difficult bosses and coworkers, handling workplace bullies, and maintaining effective work relationships.Salary and Ben efitsAs a human resources department, you must stay up-to-date on compensation trends and what employees want to see included in their benefits package. While not the most important factor in the employment decisions your employees make, fair pay and outstanding benefits attract and retain the employees you most want to keep.Learn more about how to negotiate salary, pay employees, and do salary research. You will also find information about paid time off for employees, bereavement policies, jury duty and applying for leaves of absence.Employment Laws and RightsWant to stay on the right side of the law? As an employer, you must constantly keep on top of ever-changing employment laws that affect such areas as discrimination, employment policies, dress codes, disciplinary actions, and employment termination.As an employee, youll want to know what laws affect how your employer treats you. You can see what your rights and responsibilities are in the workplace.Human Resources Employment G lossaryIf your goal is to succeed at work, you need to know the words and terminology that are used in every workplace. Like all fields, human resources has acronyms and other terminology that those who are in the know- know. You can use these resources to stay up-to-date on HR and workplace terminology.

Copywriter Job Description and Salary

Copywriter Job Description and SalaryCopywriter Job Description and SalaryIf you have impeccable writing skills, can quickly interpret client needs and work well under tight time constraints, creative agencies and in-house departments want to hear from you. The need is especially high for copywriters with web and mobile experience.Read on for a look at the copywriter job description and current copywriter salary expectations.Copywriter salary benchmarksAccording to The Creative Group 2019 Salary Guide, the midpoint starting salary for a copywriter is $71,500. Use our handy Salary Calculator to find out what a copywriter can earn in your city.USE OUR SALARY CALCULATORCopywriter duties and expectationsCopywriter job descriptions run the gamut from print to web, and ads to longer-form content. Copywriters work for agencies or in-house, so specific copywriter job descriptions will vary depending on the function, goals and needs of the employer. Fundamental job requirements generally incl udeWriting clear, concise and grammatically correct copyDriving the creation of original concepts that result in effective and compelling communicationUnderstanding different language styles that appeal to various target marketsDeveloping and maintaining a clear and consistent brand voiceExperience with web markup language and search engine optimizationFamiliarity with commonly used style guidesExcellent interpersonal and communication skillsSelf-motivated andorganizedProfessional experience and skillsCopywriter job descriptions often indicate that experience is valued over education. If you dont have a degree in writing, you can still find a job with a portfolio of great work. Even if youre just starting out, you likely have writing samples to show, such as website copy you developed for a pro bono project.A diverse portfolio will feature a variety of media and formats print ads, television, radio, digital ad banners, search engine optimized (SEO) web content, blog posts, bylines a nd direct marketing email.Good written and verbal communication skills are vital because youll be interacting with teams and clients. Youll need to explain, sell and defend your ideas, while remaining open to feedback and constructive criticism. Creativity, attention to detail, adaptability and marketing knowledge are also required.Does the copywriter job description have your name on it? Search our available jobs nowThis post has been updated to reflect more current information.

4 Steps to Select the Right Applicant Tracking System

4 Steps to Select the Right Applicant Tracking System4 Steps to Select the Right Applicant Tracking SystemIf youre anything like me, and according to recent studies fruchtwein of you are, one of your most dreaded life experiences is buying a new car. From deciding what features you need to determine what you can afford to pay to dealing with dealership sales staff, there is nothing pleasant about the transaction for most of us. According to Edmunds 44 percent of Americans said they would be willing to give up Facebook to avoid the experience. But for most of us a car is a necessity so we grit our teeth and try to get through the process with as little pain as possible.In my last blog I discussed some of the benefits of using an Applicant Tracking System for small businesses, and now that youve made the decision to buy, its time to put together a plan to make sure you get the system that is going to drive your recruitment efforts for years to come. Selecting a new system to manage you r recruitment process can be a daunting task, especially for the small business buyer.With so many vendors in the market it can be an overwhelming task just to figure out the differences between their offerings. Software vendor selection itself is a cottage industry with consulting firms and independent consultants available to assist organizations in evaluating their processes to match them with vendors whose offerings meet their current and future needs. As a small business, you likely dont have the resources to hire consultants to help you, but thanks to the myriad of resources available online, you should be able to navigate the process with the following four steps.Assess Your NeedsThe first step is the most important parte of vendor selection. Whether you have been with your company for five years or are just stepping into the role, its important to evaluate all aspects of your recruiting function so that when you make your final decision you know that the features offered mee t all of your needs, and you didnt buy more than you need and that you dont get caught in the trap of buying bells and whistles that dont add value to your recruitment function. A good place to start is by answering a few of the following questions.How many hires do you make monthly, quarterly, annually?How many users will need to access the system?Are your hiring managers tech-savvy or will they need a lot of support and training?What is your recruitment workflow?Are pre-hiring assessments required for any of the positions in your company?What methods do you use to advertise your current openings?Are there specific background check requirements for any hires in your organization?Will you need to manage any external vendors such as a staffing agency?Is your organization subject to government compliance audits?Determine Your BudgetGoing back to the car-buying analogy, almost all of us have a dream car the one we would buy the day after hitting the lottery. But its usually a dream ca r for a reason. And that reason is that it typically costs way more than we could ever afford. This saatkorn limitation also applies to selecting an ATS vendor. Sure we would all love the enterprise class system that has every feature under the sun, but in reality you have to be practical and stay within your budget. So askDo you have a budget allocation at all?Do you want a pay-as-you-go system with a la carte adds that can be purchased as needed?Would you prefer an all-you-can-eat system with set monthly or annual fees or do you prefer to pay per user with the ability to add more users as your organization grows?Researching VendorsNow that youve determined your budget and completed a needs assessment, you should be well on your way to the next step, which is researching vendor systems that meet your feature requirements and fit within your budget. The simplest tool for researching vendors is conducting an online search for Applicant Tracking System Vendors. You will very quickly d iscover the numerous online databases containing vendor overviews and user reviews. ur recommendation is to go through these lists, use your specific criteria to narrow the lists down, and then begin to visit the vendor sites themselves to get a better sense of their feature sets.The Test DriveNow that youve narrowed your vendor to pool a few finalists, its time to take the system out for a spin. While most vendors offer a walk-through of their systems on their websites, its important at this step that you start scheduling full-scale demos. During the demo make sure the sales rep is covering all aspects and functionality vital to your recruitment so you are not distracted with an overview of features that you do not want nor need. One key sales trick to avoid in the vendor selection process is the tendency to try and sell you on the features that are yet to be released aka the roadmap. Any feature that you need on day one in order to succeed must be part of the vendors current relea se, and if its not you should consider other vendors.An even better situation is a free trial of the system given that will give you the opportunity to try out the system at your own pace. If you have a vendor that offers this option, make sure to do your best to replicate your hiring workflow when setting up your free trial system. You should also recruit others in your organization to use the free trial by assigning user types and specific tasks such as creating a new job, posting to a careers site, scheduling an interview, providing interview feedback and moving a candidate through the offer process.Finally, and I cannot stress this step enough, be sure to evaluate the candidate experience by applying for a job and testing the candidate feedback features/options. Nothing can steer an ATS system implementation off the cliff quicker than a badeanstalt candidate experience. Make sure the ATS is user-friendly.If youve completed the recommended steps, you should feel confident in know ing that you have the tools needed to make your final selection. Well cover some tips on configuring your new system in a future post, but next month well be attending the 2014 HR Technology Conference, and well be giving you a recap of the exciting new offerings for the small business market in the HR technology and recruitment industry.Read Related ArticlesHow to Prevent Your ATS from Working Against YouIs Your ATS Forcing Candidates to Lie?

The 4 rituals that will make you an expert at anything

The 4 rituals that will make you an expert at anythingThe 4 rituals that will make you an expert at anythingWe hear a lot about 10,000 hurs being what it takes to become an expert. But the majority of people totally misunderstand the idea.So I decided to go to the source and talk to the guy who actually created the theory.Anders Ericssonis a professor of psychology at Florida State University.His book (with Robert Pool) isPeak Secrets from the New Science of Expertise.So what does everybody get wrong? Two things.First, the 10,000 hour rule is elend a rule and its not an exact number. The amount of time varies from field to field. Its an average. But its always a lot and more is better.Heres AndersIn fruchtwein domains its remarkable how much time even the fruchtwein talented individuals need in order to reach the highest levels of performance. The 10,000 hour number just gives you a sense that were talking years of 10 to 20 hours a weekwhichthose who some people would argue are the m ost innately talented individuals still need to get to the highest level.Whats the second mistake? Becoming an expert is not merely doing somethingover and over for 10,000 hours.Theres a right way - and an awful lot of wrong ways - to spend that time.Lets learnthe right way1. Find a mentorThe most important part of deliberate practice issolitarypractice. Hard work. But thats not the first step.The first step is social. You need to know what to do. And thats where mentors, coaches and teachers come in. (To find the best mentor for you, clickhere.)Heres AndersThey need to talk to somebody that they really admire, a person that is doing something in a way that they would like to eventually be able to do. Have this person help you identify what it is that you might need to change in order to be able to do what that other person is doing. einstellungsgesprch that person about how they were able to do it, and then have that person help you identify what is it that you cant do right now and what are the steps towards reaching that desired level of performance.The secret here is mental representations. You want to be able to clearly and specifically visualizethe right way to do something in your head. This is what separates the experts from the chumps.FromPeak Secrets from the New Science of ExpertiseWhat sets expert performers apart from everyone else is the quality and quantity of their mental representations. Through years of practice, they develop highly complex and sophisticated representations of the various situations they are likely to encounter in their fields These representations allow them to make faster, more accurate decisions and respond more quickly and effectively in a given situation. This, more than anything else, explains the difference in performance between novices and experts.How good can those mental representations get?Topchess players can play blindfolded.They can see the board in their minds eye. And Anders explains that they dont even tra in to do this, with enough hoursit just occurs naturally.So you need a clear idea of what it is youre trying to do, whether its playing an instrument or performing an appendectomy. The clearer your vision of it, the better youll be able to detect and correct mistakes.Heres AndersWhat a skilled musician does is think about what kind of experience they want to give the audience. Once you have an idea here about what it is that you want to produce, then you can now start working on trying to be able to generate that experience. That requires a representation about what it should sound like. Then, when you try to do it, youre going to find that there are going to be differences between the representation and their performance. Those differences you can now focus on and eliminate. Successively, youre going to be able to produce that music performance that sounds like what you had originally imaged.And you want to keep improving those mental representations as you learn, creating a cleare r and clearer image of every detail.(To learn the four ritualsnew neuroscience research says will make you happy, clickhere.)Okay, you talked to someone who is better than you and youve got an image in your head of how to do things right. Now just do that over and over until you begin crying uncontrollably, right? Wrong2. Its not try harder, its try differentAnders says the biggest problem most people have with getting better at something is thattheyre not actually trying to get better at something.Doing something over and over again does not necessarily make you better at it. If it did, we would all be excellent drivers. Repetition is not expertise.To prove the point (and to scare the crap out of you) Ill mention that this applies to doctors as well. Think your surgeon is better because hes been doing this for 20 years? Nope. Hes probablyworse.FromPeak Secrets from the New Science of ExpertiseResearch on many specialties shows that doctors who have been in practice for twenty or th irty years do worse on certain objective measures of performance than those who are just two or three years out of medical school. It turns out that most of what doctors do in their day-to-day practice does nothing to improve or even maintain their abilities little of it challenges them or pushes them out of their comfort zones.To improve, you need to get out of your comfort zone. Anders says this is one of the most critical things to remember. Mindlessly goingthrough the motions does not improve performance.When you try to get better at something is it fun? Yes? Congratulations, youre doing it dead wrong.Anders cites a study where they talked to singers after practice. Who was happy? The amateurs. The experts were pushing themselves. It washard. And they were tired afterwards, not elated.Dan Coylesays you only want to be succeeding in50-80% of your attempts. Less than that and youll get frustrated. More than that and youre not pushing yourself.And you want to be working on your wea k points. Thats how you get better.FromPeak Secrets from the New Science of ExpertiseFirst, figure out exactly what is holding you back. What mistakes are you making, and when? Push yourself well outside of your comfort zone and see what breaks down first. Then design a practice technique aimed at improving that particular weakness. Once youve figured out what the problem is, you may be able to fix it yourself, or you may need to go to an experienced coach or teacher for suggestions.And your goals need to be specific. Dont say, I want to be better at business. Say, I want to getbetter at engaging the audience at the beginning of my presentations.(To learn how to be happier and more successful, clickhere.)So youve accumulated the knowledge on whats right, what youre doing wrong and what you need to do to get better. And thats where most people breathe a sigh of relief. And then they fail miserably. Heres whats missing3. Its about doing, not knowingYouve read half this blog post. Are you half of an expert now? No.One of the biggest mistakes people make is thinking that knowing equals doing. It doesnt.Watching a lot of football does not make you a great quarterback. 60 years of sitcoms hasnt madepeoplefunnier.FromPeak Secrets from the New Science of ExpertiseWhen you look at how people are trained in the professional and business worlds, you find a tendency to focus on knowledge at the expense of skills. The main reasons are tradition and convenience it is much easier to present knowledge to a large group of people than it is to set up conditions under which individuals can develop skills through practice.Once you have the knowledge, you need to focus on building the skills. Remember the three FsFocusFeedbackFix itYou need to concentrate on having your execution match your mental representation. Then you need objective feedback on how well you performed. Then you need to analyze what you did wrong and how to do it better.FromPeak Secrets from the New Science of E xpertiseGet outside your comfort zone but do it in a focused way, with clear goals, a plan for reaching those goals, and a way to monitor your progress.(To learn the schedule that the most successful people follow every day, clickhere.)So you know the right system for improving any skill. But a lot of people might say, Im not a violinist oran athlete. This wont help me in my career. Wrong4. Study the past to have a better futureSometimes feedback isnt fast. And this is a big problem for most jobs you want to get better at. Only getting an annual review turns 10,000 hours into something more like 10,000 years.Anders says doctors can improve their skills by looking at older x-rays where the patients outcome is already established.Heres AndersOne way that you could actually train this more effectively is to have x-rays for old patients where they now know what the correct diagnosis was, and now you can guessthese diagnoses and get immediate feedback. That turns out to be a very effecti ve way of actually improving performance, where you can now, maybe in an afternoon, encounter and get as much feedback as somebody might accumulate over a year or even longer.Look at examples of work that has already been evaluated. Can you detect the errors? Or what was done well? This is a good way to develop your mental muscles and improve your skills when feedback is scarce or slow.Whens the best time to do the work needed to get better? First thing in the morning, when youre fresh.Heres AndersOften its ideal to make that the first activity of the day. Then you can basically move over and do whatever else you need to do. I think that constraint of for how long you can actually sustain this deliberate practice, where youre really attending 100% and stretching yourself to really change, that that time is actually limited.(To learn how to get people to like you - from an FBI behavior expert - clickhere.)Okay, lets round up what weve learned about learning and get the happy secret to staying motivatedSum upHeres what Anders says can make you an expertGet help Find a mentor who can help you develop that image in your head of the best way to do something.Its not try harder, its try different Design specific activities to address your weak points.Its about doing, not knowing Remember the three Fs Focus, Feedback, Fix it.Study the past to have a better futureFind examples that have been judged and quiz yourself.Dont worry you do not have to be a genius to become an expert at most things. In fact, Anders says it might be an advantagenotto be a genius.When elite chess players were studied, the ones with lower IQs often worked harder and then did better because they felt they were at a disadvantage.FromPeak Secrets from the New Science of Expertiseamong these young, elite chess players, not only was a higher IQ no advantage, but it seemed to put them at a slight disadvantage. The reason, the researchers found, was that the elite players with lower IQs tended to pra ctice more, which improved their chess game to the point that they played better than the high-IQ elite players.Expertise takes a lot of hard, solitary work. That can be difficultto get motivated for. But this is where friends come in. Surround yourself with people who love and support you.FromPeak Secrets from the New Science of ExpertiseOne of the best ways to create and sustain social motivation is to surround yourself with people who will encourage and support and challenge you in your endeavors.When I interviewed Yale professorNicholas Christakis, he talked about just how important the people who love us are in the process of achieving our goalsIts very important for people to understand that when they make a positive change in their lives it doesnt just affect them. It affects everyone they know and many of the people that those people know and many of the people that those people in turn know. If you make a positive change in your life it actually ripples through the social f abric and comes to benefit many other people. This recognition that we are all connected and that in our connectedness we affect each others lives I think is a very fundamental and moving observation of our humanity.Theresan old saying, If you want to go fast, go alone. If you want to go far, go together. I believe it.Join over 300,000 readers.Get a free weekly update via emailhere.Related postsHow To Get People To Like You 7 Ways From An FBI Behavior ExpertNew Neuroscience Reveals 4 Rituals That Will Make You HappyNew Harvard Research Reveals A Fun Way To Be More SuccessfulThis column originally appeared at Barking up the Wrong Tree.

Robert McKee to Present Story-in-Business Seminar to Enhance Business Communication

Robert McKee to Present Story-in-Business Seminar to Enhance Business Communication Robert McKee to Present Story-in-Business Seminar to Enhance Business Communication At the STORY-in-BUSINESS Seminar, participants will learn how to combine emotion and logic to create compelling stories that capture the hearts and minds of their audience, regardless of the type of communication being created.McKee, the author of STORY Substance, Structure, Style and the Principles of Screenwriting, teaches the importance of using story to connect with an audiences emotions and minds alike. At the STORY-in-BUSINESS Seminar, participants will discover how to create stories that work for their organizations. More than 100,000 students have completed McKees course, and now he is helping business leaders use story to persuade, engage, and communicate mora effectively with their employees and customers.In the STORY-in-BUSINESS Seminar, McKee shows what story is and why its important in todays workplace, how to design and execute a purpose-told story that moves people to action, the difference between face-to-face storytelling and storytelling at a distance, and why leaders need to use story to author the future. These concepts can be applied to marketing and branding, sales, start up and investment, management and human resource training, and other aspects of business where communication and persuasion drive success.

The Argument About Resume Cover Page

The Argument About Resume Cover Page The present fax deckblatt sheet for resumes are templates that may be used with the aim of producing great cover letters. You should simply download these telefaxgert Cover Sheet Templates and select the one which you liked most. Most significantly, the document must be shown in the suitable format. There is but one area in which you have sufficient space to put in a cover letter and thats the exact last section called Additional Information. Finally, heres a cover letter format example. Make sure the document thats composed by you is presented in a fresh and presentable format. Youre able to proactively tell the reader which you will follow up at a specific point in time. The notion of resume cover sheet needs to have arrived at the picture after realizing that a superior impression and presentation may also contribute to capturing the interest of a possible employer. Avoid using a good absprache of designs or patterns on the cover and make sure it remains professional. You also have the choice of making any clarifications. To assist you structure your cover letter, heres a template including examples you can utilize to impress hiring managers and recruiters and raise your chances of receiving an einstellungsgesprch. You could be applying for hundreds of distinct jobs but you have to make each prospective employer think their occupation is the only one you would like. You dont need to receive a work just enjoy the one youre leaving. Tell the employer you are interested in getting the job, why you should receive it and when youll be calling back to check on it. There are hundreds and hundreds of men and women in various sections of earth hunting for jobs at this time. Employing precisely the same language as individuals who do a specific job is a great way to convince people youre suited to the job. Youre attempting to convince people you really need the job. Even though most people today assume youre apply ing for at least 1 job at a moment, it is a very good idea not to act just like you are. In reality, if you are able to write less than 1 page on your cover letter, itll be perfect. At the other times you should have a cover letter. Just as critical as the things which you need to include on your cover letter are the things which should never be on your cover letter. A strong cover letter is able to make your application stick out from the crowd. Again, use our cover letter templates and dont forget to prevent easy mistakes at the very start of your letter, because you dont want employers to quit reading or get rid of interest till they reach your principal points. A cover letter of over 1 page will overwhelm the reader, causing them to miss important truth about your experience. If youre asked for a title page, be certain to stick to the particular guidelines youre given. Download this template immediately and receive the best remarks. Cover letters are especially importa nt if submitting your resume for employment. Sometimes you will be requested to send your cover letter as an email rather than an individual document. Speak to the business and find out who the cover letter needs to be addressed to. A prosperous cover letter will cause an interview for the position. Cover letters are a really good way to demonstrate that you fully grasp the surroundings and culture of the business and industry and show that youve got what they want to find. The letter ought to be tailored to every employer and reflect your understanding of the employers needs. Your letter should incorporate a concise summary that fits with your abilities and experiences to the work description. The cover letter is intended to showcase your interest in the organization and your very best attributes for the position. Today, you also have to demonstrate a genuine interest in the organization and prove you understand how to help it. Youre rated Number 1 for customer service in the country, and I would like to be part of that team. Relating your strengths to the requirements of the organization and the work immediately indicates youve spent time contemplating the position. Read the job description carefully and determine the top a couple of qualities the business wants in a candidate, Salemi states.

Upcoming Webinar - Low Hanging Fruit For Running Better Tech Interviews - Spark Hire

Upcoming Webinar - Low Hanging Fruit For Running Better Tech Interviews - Spark HireTech recruiting is a challenging mission.Unlike recruiting for other roles, it can be difficult to determine the skill level of the candidate you are speaking to. While you can get a good idea of the skills they may possess from their past experiences and projects, there is really no tell tale sign to truly know if they will fix the gap you are trying to fill. This webinar will give you some strategies that you can start using immediately to improve your tech recruiting process. To help with this, we have partnered with Wojtek Erbetowski from Codility to bring you some low hanging fruit for running better tech interviews.Here is what Wojtek will be coveringTech Recruiting 101Having a solid process is the key to a successful recruiting experience. By having an airtight and repeatable recruiting process, you are giving yourself the solid foundation you need to create a kick-ass operation. In order to ma ke sure your tech recruiting process is as optimized as possible, it is important to pay attention to things like having a reliable process, understanding exactly what youre looking for and also ensuring you are creating a positive candidate experience.unterstellung may seem like routine parts of any hiring process, but by nailing the basics, you are giving yourself the best chance at recruiting the best candidates.What makes an onsite technical interview great?After youve screened your top candidate choices, youre going to invite them to participate in an in person interview. This is an opportunity for you to further understand their skills to make certain they are as strong of a candidate as you believe them to be. In order to determine this, you should establish an understanding of what a great technical onsite interview actually looks like.This is an often overlooked detail, that can end up being what turns your interviews from a base hit, to a home run.Common low hanging fruitI n order to make sure you leave this webinar with some actionable advice, Wojtek will be sharing some of his best and easiest tips for running better technical interviews. behauptung are common issues that every technical recruiter faces, but often times, these issues can be the most difficult to find solutions to. Not only will he be giving you his answers to these problems, but he will also be sharing what changes you can make today in an effort to help you fix them.If youre a technical recruiter looking to identify and fix inefficiencies in your interview process, this webinar is for you.**Download the recording here**

How to Get an Internship

How to Get an InternshipHow to Get an InternshipHow can an internship help your career, and whats the best way to get one? An internship is a pre-professional work experience that provides students, recent graduates, and those seeking to change careers with the opportunity to gain experience in a particular career field. For students, internships also supplement academic classes and, in some cases, earn college leistungspunkt. For recent graduates and individuals considering a career change, an internship is a way to try a new job without making a permanent commitment. An internship allows you to test the waters in a variety of career fields, to gain real-life experience, and to decide on - or opt out - of a certain vocation. How to Find Internship Listings If youre currently a student or recent graduate, your colleges Career Services or Internship Programs office is a terrific resource to use to line up an internship. Visit them on campus or check out theironline resourceswhen c lasses arent in session. The office can direct you to internships targeted specifically towards students from your university including those sponsored by alumni, parents, and friends of the college. You can useGoogle for Jobsto search directly for internships on Google. Search using internship and the location where you want to work as keywords. Indeed.com is the most powerful job and internship listing service onthe web. Use theadvanced search functionand select internships from the show jobs by type tab. You can also view internship listings scoured from company websites or posted on Indeed by employers. Internships.com hosts over 5,000 internships nationally. The database is searchable by keyword, internship category including summer, paid internships, career clusters like marketing, companies, and college major. Idealist.com is an excellent source for internships in the not-for-profit sector, including areas like children/youth, energy, environment, arts, economic development, and hunger. Search otherleading job sitesby internship filters or by using the keyword intern or internship to locate other internship opportunities. How Students Get Internships Internship listings arent the only way to find an internship. Most students who responded to the question,If you have ever had a summer internship, how did you get your interview? inLendEDUs 2017 Internship Reportfound an internship by using their connections. Heres a recap Family connections -43 percentI found it myself on the internet -31 percentCollege Career Center - 21 percentFound through involvement in extracurricular activity - 5 percent A large majority of the students surveyed said thatconnectionswere the most important factor when lining up an internship Connections- 91%Grades - 9% Use Your Connections Need mora leads? Speak with teachers, family, former employers, coaches, friends, parents of friends - anyone and everyone you can think of - and ask for contacts in your geographic area an d/or career fields of interest. Ask your colleges career and/or alumni office about any networks of alumni or parent volunteers that you can tap as well as any networking events. Join any LinkedIn groups for your college. Meet with (or email or call) these individuals for information about careers and advice about conducting your internship search. Read our guide toInformational Interviewsfor how to get started. Internships for Graduates If youre arecent graduatelooking for some work experience or are interestedin a career change, consider an internship to get an insiders view of a new career field. It will allow you to gain experience and to decide if this is something you really want to do. Plan your internship search just as you would ajob search, but specify when you apply that youre interested in an internship rather than a permanent position. Using the keyword search component of the major onlinejobs databasesand searching for intern or internship or post-graduate internsh ip is another effective way to generate internship leads. Be sure to check with your colleges Career and Alumni offices to see if they provide internship and job listings to graduates. If it works out, you may even be able to turn apost-graduate internship into a full-time job. Internship Logistics Now for the logistics. Internships can be paid or unpaid. It is important to check with the company before you take the position to determine if there is a salary, a stipend, or no compensation. Academic creditis a possibility for many internships. However, the internship will need to be approved for credit by your college, and you may need a faculty sponsor. The internship sponsor must also agree to supervise and evaluate the internship experience. In manycases, there are school deadlines for applying for credit, so check the guidelines with the appropriate department at your institution before you commit to an internship. It makes good sense to have a clear idea of whats expected fr om you, as well as what you can expect from the employer, before you start an internship. Discuss the details and the logistics with the internship sponsor before you commit to make sure that theinternship will be a positive experiencefor both you and the company. Inquire about any training that you will receive and ask to speak with any current or past interns to find out if they benefited from the internship. Explore CareerOptions Dont stop at just one internship. If your schedule allows, use internships to explore a variety of different career options. Spending some time actually working at organizations without having to commit to a full-time permanent position will enable you to try out a variety of roles.

Hired! Dont Settle Works for Manufacturing VP

Hired Dont Settle Works for Manufacturing VPHired Dont Settle Works for Manufacturing VPIn what turned out to be a 12-month search for a new job, an OpsLadder member named John did a lot to make things more difficult for himself.In what turned out to be a 12-month search for a new job, an OpsLadder member named John did a lot to make things more difficult for himself.He didnt lower his sights from the vice-president level he lost and wanted to regain he didnt go along with the advice of friends and recruiters that he lower his expectations and salary requirements and he didnt cut anyone any slack when it became apparent his age could be an issue, even for jobs that typically require decades of experience to qualify.I welches averaging at least two telecom interviews a week, and maybe a face-to-face interview every three weeks, he said. In phone interviews, people are certainly trying to judge your personality by listening to your voice, but they ask you key questions and try to disqu alify you that way. Like, So tell me, what year did you get your master of business administration? My question was, Whats the relevance?Graduation year could be relevant for a school that was going through a particular management philosophy at the time, acknowledges John, 59, who got his at the beginning of the 80s. Newer MBAs have more training in Six Sigma and other operational-discipline approaches.But were they trying to establish where my school was in that era? Or that Im an old-timer? he asked.There were times when people would tell me I didnt put down a year on my form, and they wanted me to do that before theyd talk to me, and I said we should talk first. You have to be nice to all of them, but theres a point where I get into an honesty thing. What do they want that I dont have, and what do I have that they dont value? he said. I did talk to some recruiters and said, The hiring company is going to put an investigator out to check my background, and Im fine with that. Why not wait until then for that particular answer? The recruiters worked very well that way, but not so much the internal HR managers.John spent more than 28 years in operations. He specialized in supply-chain management purchasing of raw materials and supplies and managing vendors, shippers and inventory. John made sure the manufacturers he worked for had the parts they needed when they needed them, didnt pay too much for them, and didnt overpay for having too many on hand at any one time.His new job, which he located through Ladders, is as a vice president, overseeing supply-chain and materials management for a medical equipment manufacturer he prefers not to name.His last job a vice president-level job as director of material management, supply chain, purchasing, inventory control and receiving for telecommunications equipment manufacturer JDS Uniface effectively ended six months before he was actually laid off.The CEO, looking for fresh blood in top management, laid off seven sen ior vice presidents in the space of a few weeks, including Johns boss. For six weeks John theoretically reported to the CEO, but he was actually redundant working for a central corporate group after the rest of the company split into business divisions.I could have taken a smaller job working in one of the divisions, but the reality was the people running those divisions wanted to spielblttchen their own people, he said.He started his job search six months before he actually got his pink slip.The most amazing thing, aside from the unexpectedly negative reaction to his age, was the assumption on the part of friends, colleagues and recruiters that he would and should take a more junior position than the one hed been doing.I looked at a lot of those jobs, manager and director level rather than vice-president level, and it was stuff I was doing 10 years ago, he says. I didnt want to do that. Im in it for a career, not just to put in my 40 hours and go home. If a guy came to me at age 5 9 and said hed be willing to take a job one or two levels below where he was, Id think he was just trying to ride out his time until retirement. I wouldnt be interested in hiring him, and I didnt want to be that guy.He stuck to his guns, refusing one job that offered a vice-president title but $30,000 less per year than hed been led to expect. He also watched a number of opportunities either evaporate go to younger, less qualified executives or devolve into something too junior for him to want.The job he eventually got the original contact for which he made after responding to an ad on Ladders.com took six months from first contact until the actual offer was made. After responding to the ad, he spoke to recruiters and hiring managers, who would then disappear for weeks before surfacing for another round of discussions with John and other final candidates.The company made a firm offer in September that required John to move 350 miles from San Jose, Calif., to Los Angeles.I was will ing to move, and I said that up front, John said. A lot of people werent, so that was one advantage.Another was the clear presentation of the value he could offer a value he defined by showing where and how hed been able to save money on the purchase, shipment and storage of components in his previous job.Id spent a lot of time the previous four or five years developing cost-reduction roadmaps, he said. I listed the things I was able to impact and the cost reductions and eventually the cost of goods sold and gross margins. Bringing that to the table allowed me to talk about the things I can do based on what Ive done in the past. That made for a very clear picture.

New study confirms that your body can handle more coffee than you ever knew

New study confirms that your body can handle more coffee than you ever knewNew study confirms that your body can handle more coffee than you ever knewAdmit it, youve wondered during those late working nights or foggy mornings how much coffee can you drink before you do yourself physical harm?Its been hard to get an answer until today. Oh, sure, theres been speculation, but nothing a coffee addict can definitely trust. Government regulatorshave long been conflicted about our human limit to drinking coffee. Health Canada says four cups of coffee is the recommended limit, while theFood and Drug Administration recommends no more than three eight-ounce cups of coffee before you become a jittery hot mess.But morning coffee lovers like me can rejoice that the latest science is on our side.In an April study, zwischenstaatlich Life Sciences Institute researchers conducteda systemic review of15 years of data on caffeine.We finally have the answer weve been seeking.They found that four eight-ou nce cups of coffee were acceptable in healthy adults 400 mg caffeine/day in healthy adults is not associated with overt, adverse cardiovascular effects, behavioral effects, reproductive and developmental effects, acute effects, or bone status.Your official coffee limitWhat that adds up to 4 cups of plain brewed coffee10 cans of caffeinated soda two of those tiny energy shots or five - yes, five - Red Bull-type energy drinks.The 85% of U.S. adults who are already drinking one cup of coffee a day can now relax. Having a caffeinehabit isnt as dangerous as headlines reading coffee can kill you are leading us to believe.Although caffeine consumptionhas been previouslylinked to miscarriage risks, the new study found that pregnant women can safely consume up to 300 milligrams of coffee.After that threshold in healthy adults, you may run into downsides, including increased unhappiness, depression and anxiety.Of course, coffee affects everyone differently. Just because research says an ave rage adult can guzzle down four cups, doesnt mean you necessarily should. Everyone has a different tolerance to it.Theres a great deal of inter-individual variability in how people respond to caffeine. Thats one of the research gaps. We need to better identify differences and identify people who are more sensitive,Esther Myers, one of the studys researchers, told The Atlantic.As with every beverage, know your limits and drinkin moderation.