7 Signs Your Interview Went Well

7 Signs Your Interview Went Well7 Signs Your Interview Went Well7 Signs You Aced Your First InterviewLooking for signs that your vorstellungsgesprch went well?Candidates usually report one of two opposite reactions after walking out of their first job bewerbereinstellungsgesprch. They either feel they did extremely well or, unfortunately, that they failed completely. Then, they spend a few hours (or days) mulling over every small detail of the interview in their minds, reading into what happened. This can turn into something that an old mentor of mine referred to as RR Review and Regret bedrngnislage a constructive use of anyones time.If your mind is spinning after an interview, take a deep breath. According to a survey by Management Recruiters International, it takes the majority of candidates three interviews or more to get the job offer. However, the first interview is a big step in the right direction.It is easy to feel confused as you think through what happened in the job inte rview. Human communications are inherently messy. Add some interview jitters and you get a recipe for misreading the situation. Did the hiring manager frown because she did not like your answers or because she was not feeling well? You have not heard from your recruiter in over 24 hours is that a bad sign?Can you ever get an accurate read of how well you did in that critical first interview?Interviewing is not a perfect science. It can be difficult to predict the outcome with 100 percent accuracy. However, there are some common trends among the successful job interviews the ones that ultimately lead to an offer. Read on to see if you can spot one or more that apply to your situation.Your interview ran longRecruiters and hiring managers do not like to waste time. If they feel that you are not the right fit for the position, they may cut the interview short.Keep in mind that sometimes there is more than one possible explanation for a situation. If your interview ended sooner than yo u expected, perhaps an urgent issue demanded the hiring managers attention immediately. Despite best efforts, work emergencies do happen, whether it is a glitch in the payroll system, an urgent update to a board presentation, or a system conversion gone wrong. An interview running long is a great sign that it went well, but if it doesnt happen for you, it doesnt automatically mean youre out of the running.The recruiting manager seemed to enjoy the conversationPay attention to the hiring managers body language and overall demeanor. If they look relaxed, immersed in the flow of the conversation, and focused on you, you have some good signs that the interview is going well.Try not to read too deeply into the reverse of that experience. If the hiring manager seems distracted, it is possible that they have already made up their mind and are simply going through the motions to check the box. It is also possible that job stress, deadlines, or illness is a factor. Stay professional and do y our best to focus on the conversation.You got some tough or unexpected questionsIn past interviews, hiring managers have asked me to solve puzzles, describe myself in three words, do a budget-to-actual analysis across 20+ subsidiaries, and write a mock-up report to an imaginary client. If the hiring manager asks you some technically difficult (or even oddball) questions, remember that they are not trying to trick you. The intent is usually to gauge how you approach an unexpected situation. Your response to a tough question can give the interviewer insight into your creativity and ability to deal with pressure something that your resume, no matter how polished, cannot do as effectively.If you dislike oddball questions, you are not alone. Handling an unexpected question with poise can be difficult. This little trick may help Remember that the interviewer probably does not care whether you get the right answer to how many gas stations there are in the United States. They are looking f or insight into your logic and schwierigkeit-solving patterns.Here are some strategy points on answering logical or oddball questions in a job interviewThrowing up your hands is the single worst thing to do. Remember that you get points for effort and creativity.Being quiet for 45 seconds and then blurting out 75 million is probably not your best strategy either.Make sure you understand the question (this also buys you time to think). Then, take the problem from the top and talk it the entire way through. It is OK to make assumptions, even if they are off. Define your assumptions clearly, and focus on demonstrating your thinking and communication skills not on getting to the holy grail of the right answer.For the record, my track record of getting the perfect answer to oddball questions is 50 percent or less. I got the job offers anyway.You got the office tour or met other professionals who work thereA routine tour of the office by an internal recruiter carries less meaning than an impromptu one done by a hiring manager as they walk you back to the reception area. If the interviewer took the time to walk you around the office and make a few introductions, chances are they can see you joining the team. Use this opportunity to make a good impression and get a feel for the company culture and your would-be co-workers.Related5 Ways to Evaluate Company Culture During a Job InterviewThe interviewer tried to sell you on the company and the positionWhen the manager goes into detail about the companys benefits, pay, perks, and its great culture, they are trying to sell you on the position. This is a great reminder that while the hiring manager is interviewing you, you are interviewing them as well.The interviewer asked specific questions about your transitionThe hiring process does not end with the job interviews. Depending on your situation, there may be background or medical checks, training, non-compete agreements to consider, and references to check. If the recrui ter or the hiring manager wanted to know the details of those, or your available start date, you have some good signs that they are seriously considering your candidacy.The interviewer or recruiter discussed specific next steps with timingThe best sign that your interview went well is if you have the next interview scheduled before you leave the first one The next best thing is if the manager was specific about expectations.Did you ace the interview?As you consider these observations, keep in mind that it serves you best to take the interview process at face value. Regardless of how confident (or not) you feel, your guess is only a guess until you have an offer in your hand. Continue to prepare, show up, and do your best in every interview.Finally, remember to observe what you can about the company and the hiring manager, and pay attention to any red flags that may be there. If the hiring manager spoke badly about the person you will be replacing, could not explain the job clearly, or kept checking their phone during the interview, consider what it would be like to work with them. Do not get so caught up in analyzing your performance and whether you had a successful job interview that you lose sight of everything else.Click on the following link for more interview advice.Make sure your first interview goes well with professional interview coaching. Check out our sister site, TopInterview.Recommended ReadingOfficeHours How to Ace Your Next Job Interview13 of the Smartest Questions to Ask a Hiring ManagerHow to Be a Great Candidate Even If Youre Underqualified for the JobRelated Articles

6 reasons your next meeting should be optional

6 reasons your next meeting should be optional6 reasons your next meeting should be optionalI was asked during a recent interview, You say to make every meeting optional. Thats provocative, but is it practical? How would that work? Does anyone do that?In my research into meeting practices at high-performing organizations, I found they had a lot in common. Some practices showed up everywhere, like using a clear process to run meetings and taking good notes. Other ideas only showed up in a handful of places, but when they did, they were game changers big ideas that lead everyone to step up their meeting game.Andy Kaufman, the host of the People and Projects podcast who asked me those questions, picked up on the game changer that leaders find most implausible Make meetings optional.It sounds like a radical policy, but when you look mora closely, youll landsee that its a no-brainer. Here are six reasons why1. Making meetings optional eliminates excusesNo one likes their time wasted in a pointless meeting. We also hate sitting next to someone whos checking their email, rolling their eyes, and vampire sucking all the energy out of the room.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe reality is we are all adults, and no one can force you to attend a meeting you believe to be a waste of time. Really all meetings are already optional, but it sure doesnt feel that way.By creating an explicit company policy stating all meetings are optional, you eliminate the excuses. Theres no longer any excuse to sit in a meeting doing other work. If that work is more important than the meeting, go do it The policy makes it clear that each partie is responsible for using their time well.Meeting leaders lose their excuses for holding lousy meetings, too. How?2. Making meetings optional forces leaders to get clear on the valueWhen no one has to attend your meeting, and when anyone can leave if they realize its not a good use of their time, meeting leaders must learn to advertise the value of each meeting in the invitation. A policy of optional meetings forces leaders to think critically about why the meetings needed, who would get value out of participating, and what the results should be.This clarity is required for any decent meeting, but busy leaders often skip this work when they know folks will show up anyway. Remove the assumption that other people will participate in a lousy meeting and you remove the lousy meetings.3. Making meetings optional supports your core valuesFor example, in our company, we value excellent service and well-being. Because our meetings are all optional, our kollektiv knows that theyre expected to help our customers and take care of themselves first - even if it means arriving late or missing a meeting altogether.By making meetings optional, organizations make it clear that meeting isnt the point. This policy tells employees that if its a choice between living your values or a meeting, you want values to win every time.4. Making meetings optional makes meeting performance integral to job performanceAn optional meetings policy does not imply that meetings have no value. On the contrary, meetings are one of the most powerful tools we have for setting direction, creating alignment, solving problems, and driving momentum.Instead, this policy makes every individual responsible for making meeting time worthwhile. If leaders fail to run valuable meetings, and their teams opt out, that will absolutely impact performance. If a team member decides to opt out of all meetings, thereby failing to contribute ideas, solutions, and information to the group, then their value to the organization decreases dramatically.Both kinds of performance failure are common in companies without this policy. Leaders regularly fail to make meetings valuable and employees regularly fail to contribute, but we accept this because we assume meetings suck. PoppycockWhen you make meetings optional, you now have a clear way to talk about and expect a performance that creates value from everyone. No excuses5. Making meetings optional encourages excellent record keepingRecently I worked with a company struggling to balance their desire to be inclusive (which encouraged everyone to come to every meeting) with their need for productive meetings.The leaders desperately wanted more focused meetings so they could get decisions made, but they didnt want to turn anyone away. Employees wanted to stay informed but felt frustrated when they found themselves in meetings that didnt impact their work and where they couldnt participate.Making meetings explicitly optional was the first step in changing this culture. That let employees who felt obligated to attend meetings they didnt value off the hook.The second step was making sure every meeting had a clearly stated purpose in advance, so people could see which ones were directly relevant to them .Then, most critically, notes were published for every meeting so everyone could see the key points, decisions made, and next steps.It took time, but it worked. Everyone in the company can now see in advance which meetings matter to them and choose to only attend those where they have an active role to play. And, knowing theyll see the notes afterward, people can skip meetings and still stay informed.6. Making meetings optional means youll get smaller, better meetings. And fewer of themPut it all together and organizations get a dramatic impact from this simple policy. As with any new policy, leaders must repeat it many times and opt out of meetings themselves before others believe. Once your team sees you model this policy in practice, however, expect to see rapid change.As a business leader, I know that by making meetings optional, were making it easier for our employees to make good choices about when and how they meet. A policy like this that results in smaller meetings, better meetings, and fewer of them is not provocative. Its good business.J. Elise Keith is the co-founder of Lucid Meetings and the author of Where the Action Is The Meetings That Make or Break Your Organization. For more information, please visit, www.lucidmeetings.com and on connect with her on Twitter.

Managing and Motivating a Multigenerational Workforce in the Legal Setting

Managing and Motivating a Multigenerational Workforce in the Legal SettingManaging and Motivating a Multigenerational Workforce in the Legal SettingFor the first time in the nations history, four generations are working side by side in the workplace. As attorneys, paralegals, and other legal professionals work beyond retirement age, many law firms and legal departments are trying to manage a generation gap of more than 50 years among their oldest and youngest employees. Although there is no official consensus of the exact birth dates that define each generation, they are generally broken into four distinct groups Traditionalists - Born between 1927 and 1945Baby Boomers - Born between 1946 and 1964Generation X Born between 1965 and the early 1980sGeneration Y Born in 1980 or later The diverse perspectives, motivations, attitudes, and needs of unterstellung four generations have changed the dynamics of the legal setting. A little insight into the differences among the generations can help explain the needs and expectations of an age-diverse workforce. By learning the motivations and generational footprint of each segment, individuals can leverage their own talents and capitalize on the diversity of their legal teams. The Traditionalists Born between 1927 and 1945, Traditionalists (also known as the Silent Generation) are in their 70s and 80s. Approximately 95 percent of Traditionalists are retired from the workforce. Those who are not retired are at or near retirement age, and many are working reduced hours. Many Traditionalists in the legal workplace are aging partners, managers, and of counsel to law firms. On the job, Traditionalists are hardworking and loyal. Raised during the Depression, Traditionalists cherish their jobs. Many Traditionalists have worked for only one employer their entire work life. Traditionalists are team players and get along well with others in the workplace. Traditionalists differ from younger generations in how they process and respond to information. They are less tech-savvy than younger generations and prefer in-person interaction rather than e-mails and technological gadgets. Therefore, the best way to engage this generation is in person. Unlike younger generations, Traditionalists are comfortable sitting in long lectures and meetings and are less inclined to incorporate video-conferencing and web-based technology into the workplace. Baby Boomers Born between 1946 and 1964, the Baby Boomer is predominately in their late 50s and 60s. They are well-established in their careers and hold positions of power and authority. This generational segment constitutes a large majority of todays law firm leaders, corporate executives, senior paralegals, and legal managers. In fact, nearly 60 percent of law firm partners are Baby Boomers. Members of the post-World War II generation, Baby Boomers are loyal, work-centric and cynical. This generation has lived through many changes in the legal industry and bring a dif ferent perspective to the workplace. Baby Boomers often equate salaries, high billables, and long hours with success and commitment to the workplace. They value face time in the office and may not welcome work flexibility or work/life balance trends. High levels of responsibility, perks, praise, and challenges motivate this generation. Generation X Generation X encompasses the 44 to 50 million Americans born between 1965 and 1980. This generation marks a period of a declining birth rate after the baby boom and is significantly smaller than the previous and succeeding generations. Members of Generation X are largely in their 40s and early 50s and hold junior partner, senior associate,mid-level paralegaland mid-level support staff positions in law firms as well as middle-management positions in corporate legal departments. After witnessing the burnout or layoff of their hardworking parents, Generation X entered the workplace with a different work ethic and culture than previous ge nerations. Unlike the Boomers, Generation X places a premium on family time and has a different attitude toward work. They are ambitious and hardworking but value work/life balance. In thelegal workplace,Generation Xdislikes rigid work requirements. They value the freedom to set their own hours.Flexible work schedulesand work-from-home options (as long as billable quotas are met) may help to retain and motivate this generation. Generation X has an entrepreneurial spirit. This generation thrives on diversity, challenge, responsibility, and creative input. If their current law firm does not provide them with these opportunities, they will not hesitate to seek an employer who will. A hands-off attitude often works best when supervising, mentoring, or working with this generation. Members of Generation X value freedom and autonomy to achieve desired goals and often prefer to work alone rather than in teams. They dislike meetings about meetings and dont want face time.Flexible hoursand c hallenging assignments will motivate this generation. Generation Y Generation Y legal professionals are in their 20s and 30s. With numbers estimated as high as 70 million,Generation Y(also known as the Millennials) is thefastest growing segmentof todays workforce. Aslaw firmscompete for available talent, employers cannot ignore the needs,desires,and attitudes of this vast generation. This new generation holds entry-level associate, paralegal,law clerk,andlegal support positions in law firms,corporate legal departments, the government, and otherpractice environments. Generation Y is smart, creative, optimistic, achievement-oriented, and tech-savvy. This young generation seeks out creative challenges, personalgrowth,and meaningful careers. They seek supervisors and mentors who are highly engaged in theirprofessional development. Generation Yareexcellent multi-taskers and prefer communications through e-mail and text messaging over face-to-face interaction. This generation would ra ther send an e-mail so they can be drafting a brief, research a case, and answering e-mail at the same time.Cyber trainingand lectures through web-based delivery systems may be more effective than traditional lectures. The legal industry is notorious for imposing long hours and billable hour quotas. As Generation Y demands work/lifebalance in the law firm, employers will need to accommodate them by creating a culture of flexibility. Mobile technology tools will help Generation Y work remotely and remain connected 24/7. When working with or supervising Generation Y, it is wise to impose structure and stability and cultivate a team-oriented environment. Immediate feedback and praise will help motivate and reassure this young generation. Frequent communication and reassurance will help keep members of Generation Y eager and involved.

How to Write a Cover Letter Closing

How to Write a Cover Letter ClosingHow to Write a Cover Letter ClosingYour titelseite letter closing matters. Here are some tips on how to finish strong - and some Resumania examples highlighting what not to do.Many job seekers focus all their attention on polishing their resume, giving less importance to writing a strong deckblatt letter. But the cover letter isnt just a formality. Its as important as your resume. In fact, it can be even more essential because, if it doesnt capture a hiring managers attention, your resume might not get eyeballed at all.Your resume may spell out your skills, but its your cover letter that gives you the opportunity to convince a potential employer that you would be an asset to the company and can hit the ground running. And the final paragraph of your letter is key - its what leaves the last impression of you with a hiring manager. Your close should propel them to action, namely to schedule an interview.Components of a good cover letter closingUse t he closing to accomplish three tasks Sum up your strengths and how they make you a good fit for the company, include an action item that moves the process forward, and thank the hiring manager for their time.Sum up your strengths. In recasting your professional strengths, dont simply repeat phrases the hiring manager has already read. Use fresh language to succinctly make your case in the close. (See examples below.)Be polite and confident. A cover letter closing like, I look forward to hearing from you, wont fuspur a manager to pick up the phone. Instead you could write, I look forward to speaking with you in person about how I can put my skills to work for ABC Widgets. Politely request an interview dont demand one or say youll call the office in the coming week. You want to be confident, not pushy.Say thanks. Make sure to offer thanks for their time and consideration, and choose a professional closing salutation such as, Sincerely, Best regards or Thank you for your consideration. Avoid overly familiar phrases like, Yours, Cheers or Take care.As far as tone, use the same style for your final paragraph you employed in crafting the rest of your cover letter Keep it professional. This isnt the forum for jokes, text-message shorthand, high emotion, exclamation points or casual language.Be sure to keep your cover letter to one page and indicate any attachments, enclosures or documents the hiring manager may expect to receive related to your application.SUBSCRIBE TO THE BLOGCover letter closing examplesHere are some options to help you draft a strong cover letter closingThank you for your time. I look forward to speaking to your further about my in-depth experience and passion for all aspects of web development. You can reach me at phone number and email.I would love the chance to further discuss the position and what skills Id bring to the job. Thank you for considering my application.I believe my five years of experience in user design, specifically working in t he finance industry, will be an excellent match for this job. I welcome the chance to discuss how my qualifications will contribute to your firms success. Thank you for your consideration.With my extensive accounts payable experience, I believe I can quickly get up to speed in this position. Id welcome the opportunity to speak with you more about my qualifications at phone number and email. Thank you for your time.Cover letter closing failsYou can also benefit from studying examples of what you shouldnt do. Resumania offers Robert Halfs take on resumes and cover letters that missed the mark. Here are some amusing real-life cover letter closings our company has come acrossThank you for your time. I look forward to hearing from you in the new future.All I ask is for you to consider my perspicacious aspiration to become an erudite factotum in your organization.Finally, as an overview, I love to collaborate to enlighten direction based on targetted markets.Please, before you blow me off as overqualified, understand that what I am overqualified for is being a department-store greeter.Making me an addition to this workforce will not be a problem.This last embarrassing typo is from a job candidate whose first name is Doug Sincerely, Dog.As with other parts of the note, your cover letter closing should be informative, concise and correct. Bad grammar, punctuation errors, typos or misspellings might be all the incentive a hiring manager needs to toss your application aside for lacking attention to detail. Dont rely on spell-check. Proofread your submission carefully and get someone else to look at it as well. A well-thought-out (and properly typed) final statement can help you close the deal.

The Debate Over Bad Resume Examples

The Debate Over Bad Resume Examples Top Bad Resume Examples Choices If youre developing a Word format resume, clearly Word is an excellent selection. Templates are supposed to be somewhere to free the complicated process of producing your resume. A template may also help save you hours of design time in case you dont have well-developed design abilities. A work application is just one more possiblity to market your own capabilities, so make sure to list the credentials which are about the occupation where youre applying. Creating an excellent application is the perfect way youre permitted to make that very first sight. With a tiny bit of preparation, you can decide on the right resume format for your requirements. The most suitable format presents your work history and techniques in the greatest possible light. The 5-Minute Rule for Bad Resume Examples A profile is a means to convey what youve got to provide a possible employer, not what you would like from them. Make cert ain your resume has enough info to inform a possible employer of the work experience youve got. Some employees are only loyal to the provider. Try to remember that in the United States, its highly probable that employers would only be needing a resume to understand if youre a very good fit for the organization or otherwise. Future employers wish to observe how your experience has prepared you to fulfill their requirements. Prospective employers are aware of what they want and it might or might not be you. The Benefits of Bad Resume Examples Make sure you complete all the requirements required when applying for work and unique pursuits. A mean of 75% of resumes are automatically rejected by means of an ATS so you wish to guarantee youve got the correct keyword phrases to allow the software know that youre a superb match for the position. You may demonstrate these employers your abilities by simply using resume samples that will help you better your own resumes. When youd lik e to find work, you have to make certain that you have ideal skills of interest to the positions by which youre interested. Its an excellent concept to keep a current edition of your resume in each individual format so you can provide whatever a work opening requires. A professional resume template, like the one pictured below, will be able to help you avoid layout and design troubles. There isnt anybody golden resume format. Many times theres a unique format which is required and if you dont refer to resume examples then you may not know that requirement in the slightest. Why Almost Everything Youve Learned About Bad Resume Examples Is Wrong You may disdeckblatt an immense range of letter samples obtainable for practically any form of letter you want to put in producing. You are interested in being taken seriously, so be sure you platzdeckchen that professional tone. In the majority of cases, a resume objective is merely a couple of sentences long. More is much less withi n this situation. The Bad Resume Examples Game The fact which he was cast as a rapist is a bit alarming too Unless youre a graphic designer looking for employment, theres no need to over think the plan of your one-pager. Your goal is to discover the career. For the large part, left-justify. It is possible to also make certain youre utilizing a good resume design by employing a professional resume template from Envato Elements or GraphicRiver. To start with, it goes to generate sure the application will probably get delivered into the proper specific. The application form correspondence contains equivalent significance, since youre likely to possess your essential contact data, the company info, and additionally the location to which youre applying for. Resume examples will reveal to you just what type of information is necessary and the format it is required in. The Bad Resume Examples Game Yes there are lots of awful college student resumes floating around There are m any examples of resumes, but you should continue to be sure to create your resume and cover letter together with your own personal feel. There are essentially four methods it is possible to organize your resume. One of the greatest methods to separate yourself from the competition is to check at an illustration of what an awful college resume consists of.

The Block Sky High the skys the limit

The gruppierung Sky High the skys the limit The Block Sky High the skys the limitPosted July 29, 2013, by Julia WattersAnd the winners are Alisa and Lysandra In this years much anticipated finale of renovation show The Block Sky High, the South Australian twins have taken out top honours, plus an extra $100,000, by securing the highest bid over the reserve price for their stylishly revamped first floor apartment. Tipped as the favourites despite an early upset, late bloomers Alisa and Lysandra wooden spooned their way to level one but began showing their true colour-swatches with a spate of room reveal wins. Its the first time that The Block contestants, fondly referred to as Blockheads, have had to renovate an apartment building. The coveted attikawohnung was awarded to the winning couple of the initial hotel room challenge, Trixie and Johnno, and the remaining floor allocations were decided accordingly. fahl and Kim, located on level 2, were predicted to come in last due to the ir controversial design style. However, that same approach saw them pinned by some as being the dark horses of the show. The couple admitted to going into the competition overconfident due to their design and personal renovating experience. Matt is a plasterer who is currently studying architecturewhile Kim is a primary school teacher. They werent the only couple with building experience on the show. In fact, all the men on The Block Sky High had some sort of building or constructionexperience. On level three it was Georges bricklaying trade that strengthened their chances, although beauty therapist Bec continued to make all the big decisions. Graphic designerMadi put her eye for detail to good use on level four, where Jarrods carpentry skills made him a very handy man indeed. Meanwhil,e in the penthouse, stay-at-home mum Trixie and husband Johnno were more switched on thanks to Johnnos electrical experience. The only team that didnt have any formal building experience were the winning couple, Alisa and Lysandra. The Adelaide police officers have been in the force for six years, but Alisa has always dreamed of being an interior designer and Lysandra aspires to be a real estate agent. Turns out their dreams could well become a reality, with one of the judges repeatedly urging them to consider a career in the industry. So as many of you now sit patiently in front of your TV in anticipation of the next series and a new round of Block wordplays, consider what makes you such a Blockaholic. If the room reveals and hissy fits keep you coming back then vicarious renovating is definitely your thing. But if smart design and a perfect finish get you as excited as the judges, maybe theres more to it for you. If you secretly yearn to get into a career in interior designlike Alisa and Lysandra, then go for it. If the contestants of The Block have taught us anything, its that the sky really is the limit.Final resultsAlisa and Lysandra (winners) Sold for $1.435 million Profit of $295,000 plus $100,000 Madi and Jarrod Sold for $1.601 million Profit of $291,000 Matt and Kim Sold for $1.455 million Profit of $250,000 Bec and George Sold for $1.507 million Profit of $242,000 Trixie and Johnno Sold for $1.605 million Profit of $205,000Certificate IV in Building and Construction (Building)Study modeClassroomPayment optionsPayment planUpfront paymentCourse guide+ FREE eBrochureEnquire Online Construction project manager sample resumeConstruction project manager sample cover letterCareer Insider StoriesElizabeth OConnor-Cowley - Director, eeni meeni miini mohKim Fletcher - MillinerTherese Moussa - The Grounds Head Stylist Construction CoursesBachelor of Construction ManagementEnquire Online Enquire Online Enquire OnlineDiploma of Building and Construction (Management)Enquire Online Enquire OnlineJulia WattersRelated ArticlesBrowse moreCAREER INSPIRATIONCareer progression10 High-Paying Jobs You Dont Need a Degree For In 2019Who says you need a fancy d egree to get paid the big bucks? Were sharing 10 of the best jobs you dont need a degree for in 2019. From executive support and construction to internet fame, some of these roles could even net you a 6-figure salaryWORKFORCE TRENDSUnemployment and the global financial crisisWhen it comes to determining exactly what the global financial crisis will mean for Aussie jobs, the figures are conflicting. Despite doom and gloom predictions, the figures from October were encouraging with an increase of 34 300 jobsWORKFORCE TRENDSMore jobs for energy apprenticesElectricity network Ausgrid, formerly EnergyAustralia, has taken on 154 new apprentices to work on their large infrastructure program, creating jobs and helping to fill the national skills shortage for qualified tradespeople.

Social Media Doesnt Cost People Jobs, People Cost People Jobs

Social Media Doesnt Cost People Jobs, People Cost People Jobs Social Media Doesnt Cost People Jobs, People Cost People Jobs Social media has put a lot of peoples jobs at risk.Celebrities have been getting fired thanks to their use of social media Roseanne Barr from the sitcom named after her, James Gunn from Guardians of the Galaxy Vol 3. Social media can even keep us from getting the job in the first place, such as with Connor Riley, who had a chance to start off her career at a global company with a fatty paycheck.Until this happenedVia LifehackerThese are examples of when people didnt take to heart the old adage dont write anything down you wouldnt want somebody to read.Social media affects our lives in much more subtle and nuanced ways, too. You dont have to be a celebrity or extremely lacking in common sense for your social media activity to be hurting your job search and career in ways you dont realize.Youre Being Thoroughly ResearchedWhat does all of this have to do with getti ng a job? Well, if youre leid getting job interviews or offers, check your social profiles.In this day and age an employer will research a candidates social media accounts before extending an offer often even before reaching out for an interview. Some applicant tracking systems and recruiting tools automatically compile a candidates social profiles to give recruiters and hiring managers easy access.Megan Spurr, Senior Group Lead Social Media Manager for JeffreyM Consulting Microsoft is a social media expert who thoroughly researches potential hires for her highly competitive teams. Her main objective in researching a candidate isnt just surface level. I want to know who the applicant really is, she says.Thats exactly what social media should be when youre looking for a job a curated way to demonstrate who you are.If you think youre safe because you arent making light of major tragedies or posting nazi rhetoric, you might be wrong. Theres a lot of detail to social media that demon strates who you are in ways that can negatively affect your chances of getting a job.Social Media Demonstrates What You Value and How You CommunicateWere not advocating to be someone you arent in bestellung to fit a job thats a good way to hate your employer or team. But the fact of the matter is you want a job. So you should know theres nuances and context on social media that can make you lose job opportunities.Be aware of things that communicate what you think, believe in, or support, and how that might affect your job chances. Spurr says, Culture fit is as important as hard skills. So if you use Pepe the Frog, which is a cultural icon that goes against my core values, Im not going to hire you. If you dont fit with me and my team, you cant work with us.This goes even further than misappropriated comic characters. Spurr also notes she considers spelling, grammar, associates, interactions, and the tone of applicants replies. Trolling, participating in rude arguments, and being una ble to communicate well on social media are all things that employers will judge you on.Fix Your Red FlagsIf you have potentially problematic past tweets, delete them. It doesnt matter if they were from high school, college, or that surprisingly wild Disney cruise, get rid of them. You can either scrub your own feed manually, or if youre a prolific tweeter, invest in a bulk-delete tool like TweetDelete or TweetEraser. Make sure to do the same with Facebook and Instagram if you make public posts.Nearly as harmful is having a social media profile that sends the wrong message not because of bad behavior, but because of ignorance. This can especially harm mature job seekers who might be incredibly experienced and competent at their work, but never learned basic social media set-up, social media etiquette, or personal branding.Do Social Media RightIt can really be the simple things that make a massive difference on social media. Spurr points out, If your profile picture isnt of YOU, it m akes it hard for me to relate to you. So while your pets/kids/grandkids are probably adorable, when youre job-hunting, put up a picture of yourself.The same goes for group photos. Its like a Tinder profile, Spurr advises. You dont want them to date your friends, you want them to date you.Think of social media like a faux-interview. You wouldnt go halfway on your interview outfit, right? So dont go halfway on your public social media profiles.If youre the type who shares 20 inspirational quotes, Minion images, and World Star videos a day on Facebook, lock your account down with privacy settings so employers dont see you as oversharing at best and annoying at worst.Alternatively, just dont constantly share annoying content that doesnt do anything for others at all. Maybe your Facebook friends like it or maybe they dont, but Facebook friends can also be networking opportunities. How likely is a connection going to recommend someone who posts a picture of a naked Minion that says like i f you agree?Please, no.Suffice to say, it can actually be better to have no social media than bad social media.The only exception to this rule is LinkedIn. If youre job searching, hiring managers and recruiters expect you to have a LinkedIn profile. It may be frustrating if you dont do social media or prefer to keep your profiles as private as possible, but with over 87% of recruiters using LinkedIn, having a profile on the site is a must.Here are some useful resources to do LinkedIn rightLinkedIn OptimizationLinkedIn Profile Writing GuideHow to build and engage your LinkedIn networkJob Search Social Media Dos and DontsDontpost anything you wouldnt want an employer to read.participate in vicious arguments, flame wars, or mudslinging.share inflammatory or offensive content.share content from fringe sites.be ignorant of how social media works.Dopost with good grammar and spelling.have a profile picture of yourself.post and share content you think is interesting or exciting.share conte nt from respected outlets.delete past posts that reflect poorly on yourself.Take the advice of Chicago Cub Jon Lester, who tweeted this after seeing so many of his baseball colleagues get in trouble recently because of their past tweets Please spend the 5 minutes it takes to scrub your account of anything you wouldnt want plastered next to your face on the front page of a newspaper.He finished, Better yet, dont say stupid things in the first place. themoreyouknow.More How to Use Twitter in Your Job Search

Other than salary, free time most important factor for job offers

Other than salary, free time most important factor for job offersOther than salary, free time most important factor for job offersEmployers, listen up Offering employees the right amount of leisure time is crucial, in more ways than one - especially when it comes to hiring. In fact, recent research from staffing firm Accountemps found that excluding salary, vacation time/paid time off is the most important factor when it comes to a job offer.Cleveland, San Francisco, and Miami were among the cities where workers echoed this specific finding, also choosing leisure time as the most significant one.An independent research firm surveyed more than2,700 workers in 27 major cities in the U.S. for the Accountemps study. Here are some of the findings that stood out.Heres what people value the most in job offers - besides cash, of courseThe researchfeatured peoples other top factors (other than salary) when considering job offers. After vacation time/paid time off (26%), corporate culture/wo rk environment at 24%, career advancement potential at 21%, work-from-home options at 11%, and professional development/training at 9% rounded out the Top 5.While vacation time/paid time off welches the top choice overall, people in the youngest age group, 18-34, cited career advancement potential as the most popular choice was at 30%, compared to 22% of those ages 35-54 and 10% of those 55 and up.Michael Steinitz, executive director of Accountemps, commented on the research in a statementIn todays employment market, companies need to put their best foot forward when making job offers and, beyond salary, highlight benefits that could entice candidates. Professionals want to be hired by organizations that support work-life balance and have values that align with their own. An attractive corporate culture can go a long way toward recruiting and retaining top talent. Job seekers should make a list of must-haves and nice-to-haves before evaluating employment opportunities. Remember, com panies may not be able to offer you everything. Its best to decide ahead of time whats most important to you.Heres what people in different cities prioritize mostThe research also showed what people in 27 U.S. cities said was their main concern was when they get a job offer, excluding salary.A majority of cities fell in line with the overall results, but a handful valued other things.Los Angeles, San Diego, Denver (tie wth vacation time/paid time off, Salt Lake City, Austin, Des Moines, Boston, Raleigh, and Washington, D.C.said corporate culture/work environment was more, or as, important as vacation time/paid time off.Just four cities - Dallas, Houston, Philadelphia (tie with vacation time/paid time off), and New York - said career advancement potential was more, or as, valued as vacation time/paid time off.

Understanding Employee Benefits

Understanding Employee BenefitsUnderstanding Employee BenefitsWhen negotiating with prospective employers do bedrngnis focus strictly on salary.Health care coverage and a retirement savings plan are two standard employee benefits that fruchtwein companies offer.Work-life balance programs and professional development opportunities are important to many workers.Perks such as subsidized meals or on-site amenities should also factor into your decision.Starting salary?is undoubtedly a key determining factor as job seekers compare employment opportunities. But choosing the right firm for you - especially if youre juggling multiple offers - is often more complicated than just going with the highest bidder. A solid employee benefits package can (and should) be a critical factor in your decision as well.Here are?tips on the types of benefits to look for during your?job search?and how to identify which packages are best for you.When should I ask about a companys benefits package?The first in terview, usually a short telephone call, is never a good time to inquire about benefits. Why? Interviewers will think its the only reason youre looking for a new job, just as talking about?starting salary?might make you seem money-driven. Same goes for the second interview. But if the hiring manager or HR representative broaches the subject, its fine to ask one or two general questions, like when you would be eligible for health care benefits or how much paid time off new hires typically receive.Once you get a job offer, however, if they havent already, employers will expect you to ask about the benefits package. Thats why we assembled the advice in this article - to help you gather as much information as possible about employee benefits in general before you accept the position.LET US HELP YOU FIND A JOBWhat kind of benefits should I expect?There are two standard employee benefits that most companies offerHealth care coverage - These usually take the form of health insurance and/ or health savings account plans. Companies have different policies about which family members can receive coverage (some will cover children, but not spouses) and how long you must be employed with the company before medical insurance takes effect.Retirement savings plan - ?Many organizations?provide their workers with an optional 401(k) or similar plan, and some will match a certain percentage of the employees contribution.What are some other benefits I should look for?Many organizations also offer the following plans, or some variation of themWork-life balance programs - ?Jobs with benefits that allow you to work flexible hours, telecommute, choose a compressed workweek or participate in a job-sharing arrangement can not only help you better balance work and personal demands but also cut down on the time and expense of commuting to and from the workplace. Many companies also offer family-leave support programs?for new parents and employees who are taking care of elderly parents. O ther work-life balance benefits that are becoming more common, if not already required by law, include nursing rooms for new mothers and on-site day care centers.Professional development opportunities - ?To help workers keep their skills up to par, many companies now offer to pay for education and professional development opportunities, such as industry conferences or seminars. Subsidized training gives you valuable opportunities to build and sharpen your skills and increase the likelihood youll be prepared to move up the corporate ladder more quickly.Tuition reimbursement - If youre hoping to go back to school to complete your bachelors or even an advanced degree, this benefit - also often called tuition assistance - can save you a lot of money. In essence, your organization will pay your school fees as long as your classes are work-related and you maintain a certain GPA, as defined by the company. Youll typically find tuition reimbursement at larger, more-established organizati ons.Leaves of absence - ?These variable timeout periods are usually employee-requested and cover personal circumstances, such as bereavement or accidents. Employment effectively continues, and the choice to pay or not pay an employee - or maintain core employee benefits such as health and dental insurance?- are made in accordance with company policy.Employee assistance program - ?EAPs are designed to help staff overcome personal issues that might interfere with their job responsibilities and productivity. These programs make available qualified counselors for employees facing work or personal problems, such as alcohol or substance abuse, marital discord, or depression. Their services are confidential.What perks are nice to have?Some companies offer benefits, often called perks, that are not essential but may still influence your decision about a job offer. This is an area where employers often get creative. Here are some examplesFree or subsidized snacks or lunches?- Its hard to find anyone who wouldnt appreciate having their favorite soda, candy bar or healthy snack option available in the company kitchen.Gym memberships and on-site fitness classes?- A perk that is perhaps more common at larger companies than at their smaller counterparts, this benefit can help you increase your fitness, energy and overall health.On-site amenities - ?At some organizations, the workplace might seem more like a mini-resort than an office building, with relaxation lounges, nap rooms and even massages for workers to enjoy. Far from frivolous, these employee perks are meant to help reduce your workplace stress and?allow you to take better advantage of your time.Matching gifts programs - More and more job seekers want to work for companies that are committed to?supporting their local communities. These programs, through which firms donate a certain amount of money for every dollar a worker raises for a nonprofit or every hour they volunteer, allow employees to get involved in organizations they care about. Some companies also offer paid time off for volunteer work.Subsidized transportation - Employers based in large cities are most likely to offer this resource. It can take the form of discounted subway or bus passes, or carpool options.Reimbursements and discounts - ?These types of perks include reimbursements?and discounts for employees at local retail outlets, athletic facilities and service providers.Hiring? We can help with that tooHow do I find companies with the best benefits?Step one is to check the website of the firm or company youre targeting. Many employers now include at least a partial?list of employee benefits they offer. Then, find where a company ranks on?Best Places to Work?lists. Major publications such as Fortune magazine rank some of the largest firms in the country local publications such as business journals do the same for smaller, regional organizations.Finally,?reach out to contacts in your?professional network?who currently wo rk for or have worked for an organization youre considering, as they can be especially helpful in understanding the finer points of certain benefit and perk plans. For example, if the firm offers telecommuting options, how often can employees realistically work from home, and is the program restricted to certain positions? How costly are medical premiums and deductibles, and how comprehensive are the services provided?If youre able, get a copy of the employee handbook. It will likely include a thorough discussion of all the benefits you can expect to receive and provide details about company policies on floating holidays, vacation time, sick days, and leaves of absence.?The true valueWhen it comes to employee benefits, consider what value an organizations package will truly have for you. Are the health care and retirement coverages sufficient for your needs? If you need other benefits, like a flexible schedule or professional training, does the company offer them? And are you likely to take advantage of perks that can be enticing but might, ultimately, not mean that much to you? When you consider all these questions, youll have a better understanding of the job offer as a whole - and youll be better equipped to decide whether the job is the right one for you.