Tips to Retain Star Employees Management Resources

Tips to Retain Star Employees Management ResourcesTips to Retain Star Employees Management ResourcesIn the current hiring environment, theres risk that your star employees could be wooed away by other firms in need of highly skilled accounting and finance professionals - and willing to compete fiercely for them.If your star employees do decide to leave, replacing them could take time. Research by our company shows that it can take as long as four weeks to hire for an open staff-level position in accounting and finance - and up to five weeks for a management-level role.With the costs, time and difficulty involved to replace top performers, would you stop them from walking out the door if you could? Boosting your retention efforts can help. Here are five steps every manager should take to retain star employees1. Re-recruit your best workersTalk with employees about what might enhance their job satisfaction, and remind them of the unique benefits thatyour company provides. Emphasize w hat your firm has to offer, whether its a great corporate culture, solid financial standing or strong industry reputation.Try to have these discussions on a regular basis. Also, be prepared to listen to your workers needs and concerns, and to act on any requests that you consider reasonable.2. Offer opportunities for career advancementStructure positions so star employees can grow their careers without leaving your firm. Offer promotions to workers who have demonstrated they can succeed at the next level. Also,think about succession planningas a way to help valued staff members better visualize their future at your firm. Other opportunities, like job rotation, can also give workers the chance toearn skills and experience that can help them reach the next rung of their career ladder.3. Help employees understand how their work makes an impactA survey by our company found that more than half of professionals (53 percent) seek more insight on how their day-to-day duties make a differenc e to the organization. So, be sure to help your staff understand how their contributions impact the bottom line so that they will feel more engaged. (See this post for tips on how to help your employees make the connection.)4. Re-evaluate compensation regularlyMoney isnt everything to employees, but its an important piece of their overall job satisfaction. Stay current on compensation trends by reviewing industry reports such as Robert Halfs latest Salary Guide for theaccounting and finance industry. Even during periods when you cant raise salaries, there may be other compelling rewards and perks that you can provide, such as spot bonuses at the end of a major project.Visit our Salary Center to download a free copy of Robert Halfs 2017 Salary Guide. Get the Guide5. Promote work-life balanceWhen possible, give top staff members the vorkaufsrecht to follow a flexible schedule or telecommute one day a week. It doesnt cost anything to implement these changes, and employees will apprecia te the leeway, as well as the opportunity to achieve better balance.Provide project supportA final tip You cant expect star employees to work at or beyond capacity for sustained periods. When workloads rise,project consultantscan provide additional support to your core team. These professionals can also be brought in for short-term but critical initiatives that require time and specialized expertise your existing staff may not have.Need to hire a consultant or project professional? Give us a call today.1.855.432.0924This post was originally published in August 2014 and has been updated to reflect more current information.

Seeing fewer women on the news Theres a reason

Seeing fewer women on the news Tzu siches a reasonSeeing fewer women on the news Theres a reasonThe modern news cycle is a 24/7 ordeal. And at major broadcast companies, someone always has to be ready to go on-air.That means that correspondents can be sent to the latest protest or mass shooting at a moments notice, with no regularity or predictability in the schedule. And though that volatility may put strain on most people, mothers say they bear the brunt of the burden.Moms are expected to do their job like its their only responsibility, even though theyre also working the mom shift, former CBS News correspondent Julianna Goldman recently wrote in The Atlantic. Covering a forest fire or a mudslide is rarely compatible with being home for back-to-school night.In a personal essay, Goldman detailed how, after 15 years in the news business, she cried for the first time in front of one of her CBS bosses when she requested to change her schedule so it welches less uncertain but her manage r would not budge. It was implied that she should feel fortunate her contract had been renewed at all. And so Goldman did not sign on for another few years.Pressed to choose between staying in my career and being a mom, I chose the latter, Goldman wrote. But it didnt really feel like much of a choice.After speaking to 13 mothers in TV news, Goldman identified a trend Broadcast women are held to a standard that few of them can practically maintain as mothers. And like most of the workforce, theyre subject to biases that make their colleagues judge them more harshly than single women and men or fathers.You can be in meetings and the person talking to you firmly believes they dont have working mother in mind when theyre talking to you, but it is there. It becomes a big part of who you are,Robin Sproul, an ABC News veteran, told Goldman.There is a You dont even want to ask the working mom about some assignments because youre afraid if you ask them and they say yes, they wont be able to deliver the way a single man or single woman would - and theyll ask for accommodations.Goldmans essay is backed by research that indicates the progression women have made in news is slipping. In 2016, female anchors, field reporters and correspondents accounted for only 25.2% of broadcast reports, according to the Womens Media Center (WMC) - down from 32% when WMC published its 2015 report. Other journalism professions suffer from similar gender disproportions, though theyre less dramatic In 2017, WMCs annual examination found female-produced work accounted for 37.7% of news reports at major outlets.In 2015, journalism professorScott Reinardy surveyed more than 500 female journalists and found that 67% of women said they either intended to leave journalism or were uncertain about their future, according to a release summarizing his study. Thats up from 62% in 2009.Goldman attributed womens departures from broadcast journalism to two major factors A toxic work culture that pushes e mployees to always prove their sacrifice and hard work (including ending maternity leave early to get back in front of the camera), and a belief that women must fit a particular vision.Even if its unspoken, there is a very clear expectation that you will maintain a certain appearance if youre a woman, former anchor and correspondent Campbell Brown told Goldman. The ability to maintain that appearance flies out the window when you get pregnant.Goldman ended her essay with a plea for more inclusive broadcast news, where she said mothers add to the landscape.The more women there are in TV news - from the top on down - the better and more diverse stories there are for the public to consume, Goldman wrote. And, Goldman added, nearly all the women I spoke with said that once they became mothers, they became better journalists.

Air Force Network Intelligence Analyst

Air Force Network Intelligence AnalystAir Force Network Intelligence AnalystPerforms and manages intelligence analysis activities/functions in all domains. Analyzes and exploits intelligence information, develops targets, and provides situational awareness for operations personnel and key leadership. Conducts research and Develops assessments of adversarial actions and intentions. Drafts and disseminates long-term and time-sensitive intelligence reports to consumers worldwide. Related DoD Occupational Subgroup123200 and 124300 Duties and Responsibilities Performs detailed analysis to reveal target network communications nodes, structures, operating procedures, and mediums for additional exploitation. Recovers, correlates, and fuses technical, geographical, and operational intelligence information. Recognizes and exploits intelligence information. Authors time-sensitive intelligence reports in accordance with established guidelines for U.S. warfighters and national decision makers . Produces, analyzes, studies, researches, fuses, and correlates intelligence for strategic, operational, and tactical customers. Provides target geopolitical and operational intelligence to national agencies and military command authorities. Identifies and disseminates real-time threat warning information. Develops and employs techniques to identify and exploit target network configurations and operating characteristics. Reconstructs target communication profiles through in-depth analysis of message address information and routing indicators. Creates and maintains technical and operational databases using diverse computer hardware and software applications. Operates mission-essential communications mediums. Produces and presents topical high-interest technical and operational intelligence briefings to all levels of command. Uses all source intelligence information. Prepares target communications assessments, adversary order of battle studies, situation reports, and other intelligen ce reports are required. Conducts Information Operations, provides analysis for Information Warfare activities and support to Air Operations Centers and supported commanders. Provides detailed support to the contingency and deliberate planning process. Specialty Qualifications Knowledge. Knowledge is mandatory of theory of radio communications procedures analytical techniques organization of the national intelligence structure Information Operations and Information Warfare organization of designated military forces geography reporting principles and procedures effective writing principles and directives for handling, disseminating, and safeguarding classified defense information. Education. Completion of high school with courses in mathematics, English composition, and computer applications is desirable for entry into this specialty. Training. Completion of a basic network intelligence analysis course is mandatory for award of AFSC 1N431. Experience. The following experience is mandatory for award of the AFSC indicated (Explanation of Air Force Specialty Codes). 1N451. Qualification in and possession of AFSC 1N431. Also, experience in functions such as analyzing network communications traffic or preparing technical and intelligence reports. 1N471. Qualification in and possession of AFSC 1N451. Also, experience performing or supervising functions such as analyzing network communications traffic, developing signals network diagrams, or preparing intelligence reports. 1N491. Qualification in and possession of AFSC 1N471. Also, experience supervising network intelligence analysis and reporting efforts, and developing analytical procedures for exploitation of network intelligence data. Other. The following are mandatory as indicated For award and retention of AFSCs 1N431/51/71/91, eligibility for a Top Secret security clearance, according to AFI 31-501, Personnel Security Program Management, and for sensitive compartmented information access. NOTE Award of the 3-skill level without a final Top Secret clearance is authorized provided an interim TS has been granted according to AFI 31-501. For award of AFSC 1N431, ability to operate a keyboard at a rate of 25 words per minute (WPM). Note This job requires a Sensitive Job Code- (SJC) of F. Strength Req G Physical Profile 333221 Citizenship Yes Required Appitude Score G-58 (Changed to G-62, effective 1 Jul 04). Technical Training Course X3ABR1N431 009 Location G Length (Days) 92

How to maintain work friendships after you leave the job

How to maintain work friendships after you leave the jobHow to maintain work friendships after you leave the jobWhen you leave a job, you walk away with a lot of things - valuable experience, industry connections, a little pep in your step if you didnt love your job. But one thing you cant take with you to your next job? All those work friendships you made. Your office pals got you through the late nights, the tense meetings, and commiserated with you at more happy hours than you can count. Just because youre leaving a job doesnt mean you have to leave the friendships you made at work behind too. Continuing those friendships, even though you are no longer a cubicle away, is easier than you think.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreMake the effortWhen you leave a job it can be a whirlwind. All that celebrating combined with the hustle and bustle of adjusting to a new routine can mak e the time fly by. Now that you cant catch up on your lunch breaks, it will be a lot more work to make friendships with former colleagues thrive. If youre committed to maintaining the friendships, youll need to make an effort to plan outings. Call them to check in and be reliable when they make plans with you. These are solid friendship rules in general - especially when youre looking to take a relationship from one of convenience (which lets face it, many workplace friendships are) to a real friendship.Keep it positiveIf you left a job on badeanstalt terms or were eager to leave, you may find you harbor some bad feelings toward a former employer. Maybe when you worked together, you and your work bestie bonded over your frustrations. While spending time with friends from a former job, try not to be negative about the company they still work at. Yes, you can commiserate when they vent. (You can relate and empathize in a way their non-work friends cant, after all.) But one way to rub people the wrong way is to talk about how fabulous your new job is, and then remind them of all the faults of their current job. Its inconsiderate and an unsustainable way to grow a relationship.Find new common groundGood or bad, you cant sustain a friendship off of only what youusedto have in common. You connected with specific colleagues because you had more in common than your jobs. Find whatever those things are and focus on them instead of only the fact that you used to work together. This is an especially good rule of thumb if youre the one who was left behind at a job. Your friend who left the company you both worked at will want to hear about your big projects at work, or the latest gossip about a steamy office romance. But chances are, they dont want to hear every minute detail of the presentation youre working on or the conflicts youre having - even if they did in the past. They chose to move forward and their interest in a friendship lies in you, not where you work.Inco rporate them into your lifeGenerally, your work life and your personal life are very separate, but that doesnt mean you cant find joy and friendships in both areas of your life - it does mean that your work friends may not be included in your personal time. Thats OK You can spend an hour a day with a work friend at lunch alone and not feel the need to get together for brunch on Sundays. But once you no longer work together, your only option to spend time together is outside of work. Make your friends feel incorporated into the rest of your life - invite them over for dinner, introduce them to your other friends, or find a hobby you can enjoy together.Move forwardThe friendships you make at work are bound to change when you or a friend moves onto a new job, and it can feel like a harsh transition. You go from chatting during breaks, power walking at lunch, and carpooling to well, nothing - all in the course of two short weeks. The occasional happy hour may make you feel like youre spending minimal time together in comparison to how close you were before. Dont stress, its beyond normal to scale way back on how much you see or talk to a former work friend. Even if you are both committed to continuing the friendship outside of work, it will take time to fall into a new rhythm. Being supportive of their career and life, making an effort to spend time together, and being honest about your friendship goals can all lead to a long-lasting relationship that will surpass any job.This article originally appeared on The Everygirl.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Resume Format 2017 Tips & Guide

Resume Format 2017 Tips & Guide Resume Format 2017 - Dead or Alive? As an example, freshers pursuing the course can start looking for internships in many businesses and firms. If youre junior or fresh grad reverse-chronological resume isnt a fantastic choice for you. Unless you happen to be a graphic designer looking for employment, theres no need to over think the plan of your one-pager. As youve already understood writing an outstanding resume isnt an effortless job which you can do. When an applicant doesnt have enough keywords from the work listing in their application, the candidate may be eliminated. A Resume Template is a vitally important document thats employed in the case when an individual or an applicant is applying for employment, a volunteership, an internship, an educational course or some other thing. If it comes to CV, it must be professional. As an example, CV for applying in an IT firm would differ from a CV to submit an application for an advertising c ompany. Choosing Good Resume Format 2017 Icons make it simple to center on each individual resume section. Youd be using resume templates which have been designed particularly for you. You could also see Resume Templates. Resume is needed for the roles in all fields. Hiring managers want to be aware of if you will need to relocate. The aforementioned samples of resumes can be employed by any of the aforementioned men and women. The Advantages of Resume Format 2017 Hiring managers are busy people and youve got a limited time to pull their focus to your candidacy. You really cant hide your length of tenure, and no overview of your abilities and competencies will compensate for absence of experience. Highly relevant expertise in a field is the very first thing employers search for. You can start to make a list of all of the responsibilities you had. You should also think about the position, company and industry that youre pursuing. Bear in mind employment gaps, career traje ctory, where youre in your industry, and where you intend on going. As soon as youve written the most suitable content, select a design which best shows off your special capabilities and fits the position youre seeking. Essentially, you would like to quickly portray that youre a best candidate for those varieties of jobs youre pursuing. You may also read more on the ideal approach to use our resume samples here. If youre going to stop anyway, you might also engineer your layoff and see whether you may walk away with a great severance package. There isnt anybody golden resume format. Limit your resumes to a single page if youre able to. If it comes to best resume format, know that reverse chronological is almost always a good bet, due to how its among the most common and well-known resume formats. There are various kinds of chronological formats offered and you need to download freshers resume format templates to receive all the variations and select the very best. Top Resume Format 2017 Choices There are different kinds of CV possible based on the objective of its use and the expectation of the targeted audiences. There has ever been a particular writing style when it has to do with writing resume content. Visual resume is about visuals, utilizing visual facets of graphic design to permit visual imagery and total visual appearance to speak for itself. Part of creating an effective resume is selecting the right format to inform your private story. Things You Should Know About Resume Format 2017 You will need to not just catch the hiring managers eyeyou must make certain that they look over your statement and say Whew Before you commence writing your resume 2017, you should make certain that all the resume section you want to include are formatted proper way and will be simple to read by a hiring manager. Luckily, theres nothing like a tiny bit of inspiration to receive your creative juices flowing. Make certain you didnt miss whatever could cost you the job that you dream about Finally the simple fact a template restricts your creativity and uniqueness has to be born in thoughts. Use a logical format, meaning you ought to include the latest work experience in the start of the work section. Thus, you should understand that functional resume 2017 is a great selection for you only in that scenario, if your skill-set is very strong. With this kind of an enormous selection, its possible to readily find a template that fits your style and your degree of experience (for instance, an entry-level resume should seem different from the resume of someone with 20 decades of experience).

Resume Profile Ideas

Resume Profile Ideas Details of Resume Profile Based on how much experience that you have, your profile can incorporate another point. A profile serves to show you what things to offer to an employer and what things to do for the business in the future. It serves to show what you have to offer an employer what you will do for the company in the future. Because your profile is the initial thing that recruiters see, it is, in addition, the very first impression which you will give. The employer would like to receive a feeling of your evolution with time. Make certain its tailored to not merely the position, but the business too. You should departure out with a ansicht declaring your years of experience in a specific position. Whenever you make your resume for the job youre vying for, you must take into consideration how you are able to get the interest of the employer within a couple of seconds. In case you have any questions, dont hesitate to comment below. A strong summary s tatement at the peak of your resume can increase the possibility of them noticing what youve got to offer from the beginning. Youre going to compose a resume summary which gets far more interviews. You are able to change their names and theyre sorted by use. To get the absolute most out of your resume profile, you want to learn how to write one. The profile isnt a succession of sentences, but instead a series strategically placed words and phrases. Your CV personal profile is just one of the most crucial portions of your CV. Because an expert CV can improve your odds of getting hired we have prepared some firefighter resume examples that youre able to download and edit based on your profile. Its not quite as difficult as you may think. Accounting Clerk Resume Your accountancy abilities and strengths should be displayed in a user-friendly format. Writing a resume can be an intimidating task. Also, be certain your references can attest to your abilities and qualifications a s a mortgage underwriter, and they will willingly speak for your benefit. By customizing your resume for the job which you want, you can show employers youve got the abilities and experience theyre searching for. Based on your degree of experience and the jobs youre applying for, what you decide to concentrate on in your resume summary can fluctuate. Resume creators permit jobseekers to make and download their finished resumes directly from the web to begin applying immediately. For students that are new to the work market, interests and activities are an excellent method to show employers you have skills they are searching for. The New Fuss About Resume Profile As the very first section the recruitment officer reads, its arguably the most crucial, in many ways. Now imagine whether that SAME resume had had a summary statement on top clearly outlining why youre the ideal candidate. Your resume will be split into sections. 1 A resume summary is a brief, snappy introduction para graph that delivers a summary of your very best work. Writing a personal profile can be an intimidating task even once you know precisely what information to include. Just be certain you have the names and contact information for references all set. You need to always have three or more references out there. Its certainly recommended to include as many of the subsequent examples of information as possible. Each section has a Tips button that gives you with guidance and ideas about what to include. A profile is a brief introduction to your CV, whereas a covering letter is a 1 page letter going into a whole lot more detail about why youre proper for a particular job and organisation. Thus, its discouraged one from developing a long resume profile.

The Do This, Get That Guide On Uptowork Resume

The Do This, Get That Guide On Uptowork Resume The Dirty Truth About Uptowork Resume The good thing is that the best resume writers arent necessarily the costliest ones. There are a lot of free creative resume templates youre able to use, enabling you to focus your energy on everything else you should do. Dont hesitate to apply in the event that you just have time to deliver a few resumes each week, Im really searching for anyone who can take a number of the workload. You may find several great resume templates, but youll have to decide if theyre likely to help or hurt your likelihood of landing an interview. Uptowork Resume the Ultimate Convenience Employing a resume template for Word can help save you time and provide your CV that professional element that will allow it to be simpler to get a call for a work interview. You will be able to download your favourite template for a PDF at once, or youre able to download all your details so that youre able to edit them in Word or Google Docs. A Resume Template is a very important document that is employed in the case when a man or an applicant is applying for employment, a volunteership, an internship, an educational course or another thing. ur PDF CV templates are created with the assistance of HR professionals. The CV format is standard and tasteful, but small icons add a wonderful creative touch. If it comes to CV, it must be professional. Rather than taking the danger of designing CV format yourself, it is preferable to download for sample CV collection. By way of example, CV for applying in an IT firm would differ from a CV to submit an application for an advertising company. The Appeal of Uptowork Resume Pick a specific position which you would love to submit an application for so you are going to be easily guided by what things to put in your resume. The URL may also be shared with potential employers. If youre looking for a job and dont want your present employer to understand, its certainly not the most discreet choice. Zetys resume templates are made with the assistance of recruiters and adhere to the best practices in HR. Thus one can take advantage of a resume format. To have the ability to get an attractive format on your Resume Template Uptowork, you must make use of quite plenty of care, consideration to detail, and the proper formatting. There are assorted types of chronological formats offered and you ought to download freshers resume format templates to receive all the variations and select the very best. Therefore, for those who have a resume that isnt in an ATS-friendly format, it is probable you wont be contacted for an interview. Ceative Resume Templates must be drafted employing an official format and a professional tone. however, it might not be possible for every person to receive it right. All the templates are free. Employing a resume template is extremely useful in making your professional profile. It has become an acceptable and smart pract ice for a number of reasons. The War Against Uptowork Resume A standard resume is generally the very best choice, but in the event the situation calls for it, take the chance to produce your creative resume stand out There are various types of CV possible based on the objective of its use and the expectation of the targeted audiences. Your work experiences are among the most vital contents of your resume. The work history can begin with the latest opportunity, and include up to five previous internship or employment experiences. With the most suitable look, youll greatly improve your likelihood of a new job. By checking out all features and services a business offers, were getting sufficient info to produce a conclusion on which are the best resume services that can enable you to get the job that you are applying for. Getting the most of a resource that wont only help save you time, but is demonstrated to elevate your odds of scoring a work simply is reasonable. VisualizeMe i s another intriguing alternative for job hunters trying to find a visual resume. Lots of people swear by LinkedIn, which likewise makes it effortless to attach with potential employers. In the event the hiring manager is impressed at first, theres a larger probability that youll be called for an interview. The very first issue is that a few of the skills should most likely be removed (nobody should know I can upload photos in iPhoto). A good way to receive a professional looking resume is with the assistance of Free Resume App.

A Simplified Social Media Strategy for Your Business

A Simplified Social Media Strategy for Your BusinessA Simplified Social Media Strategy for Your BusinessA Simplified Social Media Strategy for Your Business ConlanIf youre looking for top candidates to help grow your business, social recruiting is key. While social media platforms are increasingly one of the best ways to find them, these platforms can help simplify your social media strategy.According to the Pew Research Center, more than a third of people who use social media have used it to look for or research jobs, while more than 20% have applied for a job they learned about through social media. Its a great way to get your message directly to top candidates, if you do it right.Social media is a great recruiting tool because it is so widely used and can serve as a low-cost resource for small businesses, says Amanda Florentine, people operations coordinator at Atlanta-based Kabbage, which provides small-business loans. Companies are better able to share both their job openings an d their culture with prospective candidates thanks to social media.Even better your social media strategy can be both talent-focused and customer-focused. Heres how to do it at your company.Pick Your PlatformIts tempting to want to cast as wide a net as possible. Think again, saysBrooke Zambroski, former social media specialist at Monster. Zambroskisays its important leid to spread yourself too thin.Trying to be everywhere on social media often means you dont succeed anywhere, she says. Instead, get to know each platform and determine which is the best fit.If your business is visual, stick to Instagram as your main channel, Zambroski says. If you have lots of customer requests, be on Twitter. If you are part of a small community, sometimes Facebook makes sense.Zambroski says has found that job seekers are on Facebook after work and during lunchtime. Sometimes we can get their attention during their morning commute as well on Twitter, she says. Instagram is purely visual, so regardl ess of when you post, you need a captivating image to be thumb-stopping. Bold colors and peoples faces and short videos of cool processes think cake frosting or assembly lines typically perform well too.And no matter what platform you choose, make sure the links back to your job postings are optimized for mobile recruiting, Zambroski says.Most people access social media from their phones, so taking them somewhere thats hard to click through will lose them as a job candidate.Highlight Your Unique PropositionSocial media platforms are crowded. To be noticed, you need to make a quick case about what makes your organization special.Be very clear with who you are as a business, what your business does and how your company adds value to its social media viewers, says Wade Pierson, owner of Impact Talent Ventures, a talent-management firm in Medford Township, New Jersey.To attract the kindof followers who are interested in working for you, Pierson suggests building a consistent employer brand message around your company mission, niche and company culture. With every job description, include clear instructions on how to further engage with the company, he adds, whether its to comment, ask a question or apply for a job.Leverage Your Current EmployeesYour employees have friends people who are similar to them and who may be a good fit for your company. And chances are your employees are connected to those friends on social media, and those friends have an audience as well. Making it easy for your employees to share information about jobs at your company will help reach a targeted audience of possible candidates and boost your companys recruiting results.Theres no magic here other than an internal campaign to encourage your employees to share the social job postings often, and make it easy for them to do so, says Fletcher Wimbush, CEO of The Hire Talent in Brea, California. Wimbush recommends emailing employees periodically with a shareable link to current openings an d a reminder to share with their friends.Provide More than Job OpportunitiesSharing your job openings all the time can turn a social channel into a job board, and that takes away the point of social media sharing and conversation. Create a social media strategy thats interesting enough for people to come back often. Post original content and expert information that engages readers, Pierson says.You want to post about 80% quality information, statistics and facts, and only about 20% of your posts should be about job openings, Pierson says. You dont want to make your social media presence an ongoing infomercial about your business and how great it is. The key is to keep them coming back, as they are learning industry skills and information via your posts.Think of Customers as Candidates, and Vice-VersaSocial media can help you do more than recruit candidates it can help lure customers as well. With a strong enough social employer brand, you can grow your audience and even turn people who are already employed into prospective candidates down the line.Attracting customers and employees uses a lot of the same tactics, Zambroski says. Be authentic and show what makes you different. So if youre taking the time to build an employer brand, you are giving a sneak peek into your small business, she says. This helps customers trust you more and see you as human rather than a faceless company.The same principle works in opposite, adds Zambroski. If someone likes you enough to follow you on social media, they are more likely to want to work for you. They know your personenname already and made an effort to connect. All you have to do is let them know youre hiring.

October 2018 Jobs Report

October 2018 Jobs ReportOctober 2018 Jobs ReportOctober delivered a stronger jobs report than most economists had expected, with employers adding 250,000 positions, according to the Bureau of Labor Statistics (BLS). Since the start of 2018, the economy has grown by more than 2.1 million jobs. The following sectors created the most jobs in OctoberLeisure and hospitality 42,000 jobs addedEducation and health services 44,000 jobs addedProfessional and business services 35,000 jobs addedManufacturing 32,000 jobs addedConstruction 30,000 jobs addedUnemployment tarif holds steadyThe unemployment rate in October remained at 3.7 percent, a 49-year low.The unemployment rate for college-degreed workers who are 25 or older was also unchanged from September, at 2.0 percent. These workers are in highest demand by employers.Other data from the BLS help to underscore the challenge that many employers face in this current environment, with historically low unemployment and a persistent lack of skill ed talent available for hire. According to the latest Job Openings and Labor Turnover Summary (JOLTS) there were 7.1 million job openings in the United States at the end of August - a record high.What employers need to knowIf your company is pulling out all the stops - from competitive compensation to outstanding perks - and not making much headway with potential hires, youll may want to assess the quality of your organizational culture. If your firms work environment is unattractive, or simply unremarkable, it could be contributing to your hiring challenges. And if you have a great corporate culture, but youre doing little or nothing to promote it externally, that could be hurting you, too.Organizational culture is a make-or-break factor in hiring (and retention). research shows a professionals fit - or lack thereof - with an employers workplace culture can strongly influence that persons decision to work for the firm.So, take stock of what youre doing to foster a positive wor k environment. Also, think of how to draw attention to your workplace culture, such as through social media or in job descriptions.What job seekers need to knowCan there really be too much of a good thing? That answer may be yes for highly skilled professionals who are currently pursuing new employment opportunities.Its not unusual for in-demand candidates, especially in top markets, to find they have multiple job offers to consider. While that sounds like a good problem for a job seeker to have, the decision-making process can be agonizing if the opportunities are all compelling - especially from a compensation perspective.But its essential for candidates to keep one key thing in focus when evaluating any job opportunity fit with the organizational culture. Heres why It doesnt matter what level of pay or what type of perks you receive if you dont find the work environment appealing - or you discover too late that its downright toxic.So, be sure to do your homework on the companys culture before applying for a job. During the hiring process, ask questions such as, What do you like most about work here? and What attributes do I need to succeed at this company? The answers you hear can help you determine if you would be a good match for the company and, most important, if the company would be a good match for you.

The Key to Managing a Multigenerational Team

The Key to Managing a Multigenerational Team The Key to Managing a Multigenerational Team Employers with a generationally diverse workforce benefit from having access to employees with a broad set of skills and experience. However, managing a multigenerational team can be challenging - especially because professionals in each age demographic have their own work styles and approaches. Finance leaders who were interviewed for a recent survey by our company said they see the greatest generational differences in the following three areas: Communication skills (30 percent) The ability to adapt to change (26 percent) Technical abilities (23 percent) Separate research conducted by Robert Half and global nonprofit Enactus for the report Get Ready for Generation Z examined the differences in these three areas among baby boomers (1946-1964), Generation X (1965-1977), Generation Y (1978-1989) and Generation Z (1990-1999). Here’s a closer look at some of the demographic-specific insights derived from that research: Communication style Baby boomers tend to be more reserved. Gen Xers favor a control-and-command style. Gen Yers prefer a more collaborative approach to communication. Generation Z prizes in-person interactions. Change management Baby boomers are generally inclined to take a cautious approach to change. Generations X and Y tend to see change as a vehicle for new opportunities. Gen Zers are accustomed to change and anticipate it in the workplace. Technical skills Workers across all demographic groups expect their employer to provide training and help them to build their skills, according to the research. However, there are notable contrasts and commonalities in the learning preferences of workers from different generations: Baby boomers and Gen Xers most value traditional instructor-led courses or self-learning tools. Millennials (Generations Y and Z) prefer collaborative and technology-centric options. Differences = positives Managers often see generational differences in their workforce as negatives. However, building a team with diverse perspectives, insights and strengths can be a big plus for your business. Seasoned employees can provide a high level of expertise and insight, for example. And up-and-coming professionals can learn a lot from their senior colleagues that will help them evolve into future leaders. That helps your business with its succession planning and knowledge retention efforts, too. So, it’s essential for managers to figure out how to get the most from all generations on their team. A good first step is to avoid overthinking this “problem.” A better approach is to recognize that everyone on your team wants to feel valued and help the company succeed. That commonality will help to lay a strong foundation for relationship-building on your team, and enhance collaboration at your firm. “Managing a multigenerational team doesn’t have to be hard,” says Tim Hird, executive director of Robert Half Management Resources. “For example, for years employers complained about how the work styles of millennials were disrupting the workplace. We know now, however, they simply have different outlooks, and the resulting changes from employers, such as new communication methods and enhanced work-life balance offerings, have benefited companies and employees alike.” Here are some tips for managing a multigenerational team and fostering a harmonious and productive work environment for every person on your staff: Customize your style Every employee is an individual. So, when interacting with your employees one-on-one, try to adapt your management style to suit each person’s strengths, personality and aspirations. Your approach to communication is important, too. For instance, your Gen Y and Gen Z staff members likely prefer to receive continuous feedback on their performance. However, you may find that your Gen X or baby boomer employees are satisfied with less frequent feedback - but would still appreciate knowing that you maintain an open-door policy that allows them to come to you with any questions or concerns, as needed. Share the big picture Do you know if every member of your accounting and finance truly understands how his or her contributions have a direct impact on the firm’s bottom line? There’s a strong chance that many of your employees aren’t making this important connection. A recent survey by our company found that more than half of professionals (53 percent) wish they had more insight on how their day-to-day duties make a difference to the organization. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to communicate how individual employees’ contributions benefit the business. Which demographic group feels most disconnected in the workforce? See this post to find out. Break down generational ‘silos’ It’s natural for people to gravitate toward others from the same age group since they likely share common interests and experiences. But in the workplace, collaboration and idea sharing suffer when employees only associate with colleagues in their demographic group. When structuring project teams, bring together staff members who have complementary skills and diverse perspectives. That will demonstrate that the organization values people based on their abilities and not just experience. This approach is also likely to prompt innovation and new problem-solving techniques from your staff. Also, consider hosting team-building events outside of the office to break down generational “silos” and give employees a chance to get to know each other in a different, and more relaxed, environment. If possible, ask employees from various demographic groups to assist with the planning process for these events. Allowing them to provide input and add their personal touch can help everyone on your team to get the most from these activities. Explore different types of mentoring arrangements Most managers already know the positive impact that mentoring can have on less-experienced employees - as well as on seasoned workers passing along their knowledge. For a multigenerational workforce, however, two-way mentoring might provide greater benefits. This dynamic process gives all team members, regardless of their level of experience or title, the opportunity to discuss how to accomplish goals and solve problems. Reverse mentoring relationships are another strategy for helping members of different demographic groups to communicate, collaborate and build a rapport. Read this post for tips on setting up these less traditional mentoring arrangements. Even though their work styles, preferences and expectations may differ, baby boomer, Gen X and millennial professionals have much more in common than you might think. They all want to have satisfying careers, the opportunity to work to their full potential, the ability to maintain work-life balance and to be compensated appropriately for their contributions. Keeping those basic needs and aspirations in focus will help you to manage every employee on your staff more effectively - and will prevent you from overthinking the potential challenges of managing a multigenerational team. Help every staff member find greater job satisfaction Robert Half surveyed more than 12,000 working professionals to learn what makes people happy in their jobs. (Finance leaders: You'll no doubt be interested to know what accounting and finance professionals had to say on this topic!) Download our free report, featuring the full results of this first-of-its-kind study, and learn what the happiest employees and companies have in common.   GET THE REPORT

3 Times You Have to Confront a Problem at Work - The Muse

3 Times You Have to Confront a Problem at Work - The Muse 3 Times You Have to Confront a Problem at Work No matter how much you love your job, you’re bound to encounter a situation that makes you want to hide under your desk until the moment passes. That desire to hide away and avoid facing the music, so to speak, isn’t caused by any single thing. What rattles one person may not rattle another. Some people flee at the first sign of conflict, others run from team-building and bonding time, and others still shy away when an angry customer or pushy sales rep surfaces. While it can be a wise move to avoid confrontation if it’s unlikely to change anything, avoidance is not a smart tactic if your lack of action threatens to impede your performance. In this case, you’ve got to suck it up and deal with the problem, which, more often than not, is actually just your mindset- and not the situation itself. Here are some examples of what I’m talking about: 1. When You’re Falling Behind on a Project You don’t really like your project. Or you’re overwhelmed by it. When you think about it, you feel tired, so you keep pushing it aside, and now you’re behind. What to Do Stop thinking of the big picture, the final product. Instead, think small steps. Replace, “I’ve got to write a strategic plan for my department- ugh!” with something more strategic and digestible: “I need to critically review the last plan. Then I need to review any relevant research that has been published since the plan was written. Once I’m in a good place with that, I’ll start meeting with stakeholders.” Breaking it down like this helps you take a monster of a project and put it into terms you can work with immediately. If you give yourself a road map for getting it done, you’ll stop falling behind and starting making strides. Anytime you feel bogged down, try to identify a single, manageable step to start with, and watch as all of those little steps add up to measurable progress with your consistent effort. What’ll Happen if You Don’t While there are plenty of legitimate reasons a project may take longer than expected- budget constraints or a change in leadership, for example- your disinterest or failure to address challenges don’t qualify. If you aren’t getting things done, your value as an employee may be called into question. Keep that from happening one small step at a time. 2. When Your Colleague’s Wrecking Your Productivity You’ve got a colleague who’s taken to camping out next to your desk, inserting himself into your work, basically impeding your progress- totally unaware that you’re starting to get annoyed. Your reluctance to be rude has you politely tolerating the intrusions. What to Do You’re worried about being mean, but who’s really the bad guy here? This co-worker is either disrespectful and selfish or stunningly obtuse. Either way, indulging him is an act of self-sabotage, and that’s a road you don’t want to go down. There’s no universal mandate to be mean when setting boundaries. Keep it simple. Start typing while he’s crouching on your territory. Without taking your eyes from the computer, say, “Oh, I just got an email that I have to respond to- catch up with you later?” Be blunt but kind, “I hate to cut it short today, but I’ve got a deadline looming.” Simply staring straight ahead and avoiding direct conversation will usually signal to another person that it’s time to leave you be. You can do all of these things with a smile and a firm tone. If you’ve tried the subtle tactics above to no avail, the problem warrants a straightforward conversation with your colleague. Make it clear this is about your work. You can say something like, “I’m really struggling to stay on top of my work and our conversations are cutting into my time. I’m starting to get questions about my projects. Right now, I just can’t afford to spend any extra time chatting.” What’ll Happen if You Don’t If you don’t wrest control of your time back from your co-worker, you may start to get a reputation as someone who neglects work to socialize. Combine that reputation with a lack of productivity, and you’re going to have one angry boss on your hands. If the relationship with your manager’s more important than the one with your chatty colleague, demonstrate its importance by shutting down the intrusions so you can be the dependable and efficient person you want to be. 3. When You Mess Up You jacked up a project that created a headache for others or you said something you shouldn’t have and upset someone. The temptation to just slink to your desk and keep blinders on until 5:00 arrives is strong. What To Do People mess up all the time. Just pay attention the next time you’re in the break room and you’ll hear people complaining about their colleagues’ mishaps to one another. Own your mistake and make the necessary apologies. This step alone can do wonders for your relationships and reputation because an honest apology is powerful (and rare!). Once you’ve done what you can to make things right, analyze the mistake. If you’re willing to do the work of figuring out how you got to the point of making the error and how you can avoid it in the future, you’re making a smart investment in yourself. What’ll Happen if You Don’t Your boss doesn’t expect perfection from you. But she will absolutely watch the way you handle blunders, because that’ll tell her a great deal about your character and future potential. Make it clear that you’re worth her investment, blunders and all. You may never particularly like dealing with an uncomfortable situation, and not all uncomfortable situations warrant action on your part. Sometimes the wise course of action is to simply walk away, let a minor disagreement go, or remind yourself, “This isn’t my battle.” But sometimes, it will be your battle. If your productivity, reputation, or job is on the line, you can’t afford to hide under your desk. Learning to navigate the very situations that make you want to bolt for the exit is a critical long-term lesson because these challenges will arise throughout your career. You may not approach these situations the same way as another person or the same way described in this article and that’s OK. You must, however, figure out how to address them professionally and effectively so that your reputation remains intact, your productivity remains high, and your career trajectory continues on the path you desire. Once you’ve confronted the issue, you can break out those chips and reward yourself for maintaining a peaceful and productive frame of mind. Photo of people at table courtesy of PeopleImages/Getty Images.

What to do when you feel left out of the office tribe

What to do when you feel left out of the office 'tribe' What to do when you feel left out of the office 'tribe' Feeling left out in the office is no fun.  Being left off of emails and not told about meetings,  can make you  feel paranoid and  out of the loop  sometimes.An article in the Harvard Business Review called “What to Do When a Colleague Excludes You” touches on the effects of being ostracized at work  and provides advice on how to get through painful periods caused by it.Being left out of office conversations causes us physical painOstracism can take a toll on your well-being.A metastudy  on “negative attention” in the office made a clear distinction between “ostracism” and “harassment,” but shed light on a confusing office dynamic: while quiet ostracism is more painful, colleagues tend to believe that belittling someone openly is the worst you can do to them.“To some, workplace ostracism may intuitively be perceived as a more mundane form of mistreatment than harassment. Indeed, on the surface, harassing behaviors that directly demean, insult, belittle, or humiliat e someone seem particularly more belligerent and threatening than behaviors that “simply” deny a person social connection and attention,” the study says.But that doesn’t mean you shouldn’t take this treatment seriously.The same study found that, “contrary to lay perceptions of ostracism as relatively  harmless, our studies found that ostracism, compared with harassment, is more strongly related to negative outcomes for employees.”According to a write-up of the study by The University of British Columbia, that means that being neglected in the office is “worse for physical and mental well-being than harassment or bullying.”So who you’re surrounded by can have a huge impact on how you feel.The Harvard Study of Adult Development has been going on for almost 80 years, and  has shown that having a strong community helps longevity. Robert Waldinger, director of the study and a professor of psychiatry at Harvard Medical School, told the Harvard Gazette about the importa nce of having healthy connections with others.“The surprising finding is that our relationships and how happy we are in our relationships has a powerful influence on our health…Taking care of your body is important, but tending to your relationships is a form of self-care too. That, I think, is the revelation,” Waldinger told the Harvard Gazette.Office “tribes”Co-workers workers often find themselves in a social group like a tribe.Dave Logan, Ph.D and Halee Fischer-Wright, M.D, authors of Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization (along with John King) told Gallup about this concept in a 2008 interview.Dr. Logan defined a tribe as a group “usually composed of 20 to 150 people, but what marks it is that it forms naturally.”But they’re not always a bad thing-  Dr. Fischer-Wright said that  â€œa lot of positive outcomes are associated with tribes.”Office tribes also last, even years after all the participants work elsewhere.  â€œTr ibes form all the time. What makes workplace tribes a little different is their staying power. Even if you leave a company, you’ll probably keep in touch with some of the people you worked with,” Dr. Logan told Gallup.So feeling out of place with a large group of those you work with can be harrowing.What to doThere are steps you can take to feel better if you  think you’re being purposely left  out in the office.The authors of the Harvard Business Review article make some recommendations for people who think they are in this position, including: that they should  â€œchallenge any assumptions” that could make them  think they are “to blame,” to “seek social support,” and to “document what’s happening.”Taking action could also help.In an article in The Muse, Lynze Wardle Lenio writes that if you have FOMO, or “fear of missing out” at work, that you should “be honest” about the skills you bring to the table and “your behavior,” to ”be engaged,” (ge t to know your co-workers), and “be persistent” by talking with your manager if you feel like you’re “being passed over for workplace opportunities,” among other tips.Feeling ignored at work isn’t easy, but you can overcome it.

Beware of This Increasingly Common Job Scam Using FlexJobs Name

Beware of This Increasingly Common Job Scam Using FlexJobs’ Name Beware of This Increasingly Common Job Scam Using’ Name While we typically try to write about more optimistic job search topics, we need to inform our readers about a common job scam that has unfortunately been using’ nameâ€"as well as other sites, including ZipRecruiter, Indeed, and Upwork- as part of the scam. As you may know, we regularly write about a variety of job scams and related topics for job seekers know about. Most of our members use along with other job sites, such as Indeed, LinkedIn, or Monster, and we believe it’s important for everyone to be aware of common scam tactics- some easily identifiable, and some much more sophisticated. We advise you to NOT respond to any email or Facebook message from anyone claiming to be from in any way. Learn to recognize some of the steps a scammer may take: The scammer reaches out over email or Facebook Messenger. They ask you to do a job interview over Google Hangouts, Facebook Messenger, or Skype (more on that later). They say they’re an employer and found you via or that they work for- or other common job sites such as Indeed or ZipRecruiter. The scammers intentionally mention trusted job sites to get you to let your guard down by associating with sites you might already be using and are familiar with. The scammer sometimes sends a link to the real BBB rating site and/or to our homepage to verify that they are not a scam.” But anyone can send a link to pages such as thosethis is not proof that something is not a scam! The scammer’s email address is a generic email such as “fakename@gmail.com,” rather than using an email associated with the company they claim to be representing, such as “realname@company.com.” Keep in mind that sometimes the company they say they represent is entirely fake, and other times they will falsely say they are with a legitimate company (so if you google the company, you can find the company and it appears more likely to be legitimate). They ask you to interview on Google Hangouts, Facebook Messenger, or Skype. This is a red flag because most legitimate employers will use a regular phone call, a personalized recruiting platform, an internal video/phone conference system, or similar. Scammers like Google Hangouts and Facebook Messenger because it is very easy to set up fake accounts that are not traceable. BIGGEST RED FLAG: During the interview, the scammer asks you for personal information, such as your name and address or specific banking information (username and password for online banking) or an address to to send checks to. They may claim they need this information so you can make an upfront payment for the job, often for “supplies” or a “computer preloaded with proprietary software,” promising reimbursement in your first paycheck. Any request for payment as part of the job interview process is always an immediate red flag! Scammers often use oddly formal wording and/or poor grammar, spelling, and punctuation. A large percentage of these scams originate from outside of the U.S., so the English can often be unprofessional. Typically, any legitimate employer will aim to be professional and have well-edited communications with candidates, so while typos or poor grammar can happen to the best of us, it shouldn’t be pervasive. What To Do If You’ve Spotted This Scam Follow these steps to report the scammer to each platform where youve interacted with them: Report them as fraud to Facebook. Block them on Facebook Messenger. Remove them from any other location where you may have them as a contact (like Gmail or Google Hangouts) and report them as fraud on those platforms. If the scammer offers to send you an iTunes gift card as a form of payment (which is common), report it to Apple. It is deeply important to us to protect our users from job scams, and we hope you don’t mind us taking this extra step to alert you of this potential one. Thank you for taking the time to review the information above, and please feel free to share this information with other friends or family who might be searching for jobs…it is applicable to any job seeker! Get more information about avoiding job scams. Updated May 4, 2018.  

The Next Generation of Nuclear Reactors

The Next Generation of Nuclear Reactors The Next Generation of Nuclear Reactors The Next Generation of Nuclear Reactors The nuclear-power-generation future is quietly taking shape, at least virtually, through the labors of several hundred scientists and technicians working on the Next Generation Nuclear Plant (NGNP) projectat the Idaho National Laboratory (INL) in Idaho Falls, ID, and supported by Oak Ridge National Laboratory, Oak Ridge, TN. Scattered through several research facilities and operating sites, these experts are wrestling with dozens of questionsfrom technology evaluations to site licensing to spent fuelsthat accompany any extension of nuclear power. The High Temperature Gas-cooled Reactor (HTGR) being developed by the NGNP project is far more than an extension: it is a radical step forward for nuclear power. It will be the first truly new reactor design to go into commercial service in the U.S. in decades; it is to be up and running by the mid 2020s, depending on the available investment. The way forward may not be smooth. Cost estimates are in the rangeof $4 billion; who pays for what remains unsettled. Nevertheless, barring a technical crunch, a licensing snag, or a financial meltdown, the HTGR being developed by the NGNP project for DOE could become a cornerstone of an energy future with abundant electricity, process heat,and drastically reduced carbon emissions. The HTGR initiative is for a graphite-moderated and helium-cooled design backed by considerable engineering development in Japan, China, Russia, South Africa, andby the U.S. The primary goal of the project is to enable HTGR licensing and commercialization. Experts put the potential market at several hundred reactors if most coal-fired power plants are replaced. A consortium of national and international companies have formed the NGNP Industry Alliance, which hopes to partner with the government to develop and deploy the HTGR technology. Members include many of power-generations biggest names: Areva NP; Babcock Wilcox; Westinghouse Electric Co.; SGL Group, a German producer of graphite and carbon products; and Entergy Nuclear. Entergy owns, operates, or manages 12 of the 104 power-gen reactors in the U.S. and is expected to handle licensing. These firms operations and expertise span the industry. Further backing comes from the Battelle Energy Alliance, which operates INL itself. Its members are the Battelle Memorial Institute; Babcock Wilcox; Washington Group International / URS Corp.; Massachusetts Institute of Technology; and the Electric Power Research Institute. The high-temperature reference is to the reactors outlet temperature, about750-925 C, or very roughly three times higher than most of todays reactors. That means HTGRs can be a source of low-carbon, high-temperature process heat for petroleum refining, biofuels production, the production of fertilizer and chemical feedstocks, and reprocessing coal into other fuels, among other uses. This is why the NGNP Alliance includes Dow Chemical, Eastman Chemical, ConocoPhillips, Potash Corp., and the Petroleum Technology Alliance of Canada. All are potential customers for NGNPs clean heat and electricity. TheHTGR is an integral part of the Generation IV International Forum (GIF). Founded in 2000, GIF is a broadly based international effort to put nuclear power to widespread use for base-load electricity generation and low-cost heat for industrial processes. The other five Generation IV designs are molten-salt reactors, sodium-cooled fast, supercritical water-cooled, gas-cooled fast, and lead-cooled fast. (Fast refers to a portion of the neutron spectrum.) Improvements to existing reactors of 2000 and later are classed as Generation III reactors. They have: standardized type designs to expedite licensing, reduce capital costs, and speed construction. Gen IIs were largely custom-built. simpler, more rugged designs for less complicated operation and lower vulnerability to operational problems. higher availability with fewer, shorter outages and operating lives stretching 60 years. better resistance to damage from possible core melts and aircraft impact. grace periods of 72 hours; a shutdown plant requires no active intervention for the first 72 hours in part because of passive or inherent safety features that rely on gravity, natural convection, or resistance to high temperatures. higher burn up to reduce fuel use and the amount of waste. There is also a Gen III-plus group of about a dozen reactor designs in advanced planning stages. Todays operating units, mostly built since 1970, are second generation. The first generation was 1950-1970 prototypes and demonstration units. Despite optimistic long-term prospects forthe HTGRand Gen-IV, the nuclear industrys critics raise two objections. First, safety risks may be greater initially with new reactor types as reactor operators will have had little experience with the new design. However, one of the features of the HTGR is that it is designed to be passively safe. Said another way, it requires little or no operator actions to get to a safe state, leaving hours and days to initiate any follow-up actions. Second, fabrication, construction, and maintenance of new reactors can be expected to have a steep learning curve. Advanced technologies always carry a higher risk of accidents and mistakes than predecessors. Established technologies grow safer with accumulated experience and lessons-learned. The NGNP project envisions dozens of these reactors by 2050.In contrast to todays power-generation reactors and their enormous concrete-and-steel containment structures, these reactors may be nearly invisible.They will be underground in concrete silos 150 feet deep. Meanwhile, ASME is playing a major role in NGNP research on metal alloys that can withstand the reactors extremely high outlet temperatures.The alloys under consideration are 800H (iron-nickel-chromium), Grade 91 steel (chromiummolybdenum) and Haynes Internationals Hastelloy XR (nickel-chromium-iron-molybdenum and N 617).The work is being carried out by ASME Standards Technology LLC under an agreement with the U.S. Department of Energy. Jack Thornton is an independent writer.Experts put the potential market at several hundred reactors if most coal-fired power plants are replaced.

Best U.S. States for Retiree Benefits

Best U.S. States for Retiree Benefits Best U.S. States for Retiree Benefits Its widely accepted that some 10,000 baby boomers reach the retirement age of 65 every day. This doesnt mean that all of them will stop working when they hit this milestone, but it does mean that many will start contemplating whether to relocate to a more beautiful or temperate state to spend the best years of their lives. Some choose to do so purely for financial and health care reasons, while others choose to live near family and friends. Whatever the case, folks nearing retirement should consider how theyll stretch their retirement benefits because they might be living on a fixed income for a good stretch of years. Some states are friendlier in this regard than others. The chart below shows the U.S. map, with states broken down my cost of living. Things to Consider Some of the factors you might want to consider when youre thinking of retiring and moving to another state include: Availability of services to support longevity, including health care, fitness, and elder-care  The cost of living index for the region to ensure that your monthly income will cover your monthly expensesTax rates and shelters for retired people to make monthly income last longerCrime ratesQuality and availability of retirement-friendly homes and condos for an easy transition  Temperature and climate, which can be important for those who suffer from weather-related aches and painsOpportunities to be part of a community, which is vital to a positive retirement experience   Closeness to travel, shopping, entertainment and wellness centers to help retired people remain activeProximity to family members so you can spoil the grandkids and get support with daily needsApproved pension-related wellness and military VA centers for those with these requirements   These are just a few of the many factors to consider when selecting the right state to retire. Check to see if health providers accept your benefits. Military veterans and retirees will want to live near a VA center for ongoing care. Most will want to start shopping around for assisted living and nursing care facilities that accept Social Security benefits, as well as long-term care benefits. 10 Great Retirement States   We culled opinions, ratings, and information from Kiplinger, The Street, and Investment News to come with a list of states you might want to consider if relocating in retirement is on your somewhat immediate horizon. This information is current as of 2018, but this type of data can change relatively quickly, and it often does. Dig deeper for more information about your most important priorities and goals if one of these places sounds good to you. Theyre not listed in any particular order. Texas There’s plenty to do here, from taking in a baseball game to visiting the Gulf Coast. More than 11% of Texass population is age 65 or older, so you should have some company. The cost of living is 10% below the U.S. average, but theres a caveat: Health care costs tend to be above average in the Lone Star state, about 1.7% more. On the bright side, Texas doesnt have an income tax so that should save you a few dollars. Pennsylvania Pennsylvania might seem like a surprising state to appear on this list, but the cost of living is 3% below the national average here, including health care costs. Those age 65 or older make up 16.7% of the population. Pennsylvania doesnt tax Social Security income or most other forms of retirement income, either. Florida Youll be close to the beaches and plenty of golf, particularly in Naples, if you choose Florida. This state doesnt tax Social Security benefits, either- in fact, it doesnt tax any income at all. Perhaps equally as important, theres no estate or inheritance tax here, either. Investment News ranks Florida fourth in terms of taxes, and second best for weather. Not bad. A significant portion of the population is age 65 or older- 19.1%, about 3.8 million residents all told. Unfortunately, youll pay a little more for all this. The cost of living in Florida is 1% above the national average. And even with all those seniors in residence, the state isnt particularly known for its quality health care. Arkansas Access to some of the best barbecue in the country can be a great perk if youre a foodie. Youll find it in the deep south in Arkansas. Access to health care here is quite easy because the population is quite low. Seniors represent 15.7% of it. This states greatest advantage might be its cost of living, however- an eye-popping 17% below the national average. Health care costs are among the cheapest youll find anywhere. Unfortunately, Arkansas isnt tax-free. Only the first $6,000 a year of your retirement income is exempt from income tax. Nebraska You might not want to select this state if nice weather is at the top of your must-have list, and its tax rate is pretty high as well, but Nebraska still has a few things to offer. The cost of living here is 12% below the national average, and youll have plenty of company because 14.4% of the population is age 65 or older. And the state exempts at least some Social Security from taxation. The economy here is pretty healthy and steady, and thats a good thing- maybe because of those tax rates. Tennessee Many visit Tennessee never to leave. They end up moving there because of the beautiful views, not to mention chart-topping country music. Add to that a cost of living thats 12% less than the national average and this state might seem like a pretty good deal. The Street says Tennessee is one of the best locations financially for retirees. Theres no income tax here, and health care costs are more than manageable, too. Approximately 15% of the population is age 65 and older. North Carolina North Carolina has plenty to offer retirees, although culture isnt really on the list. Nonetheless, the cost of living here is 5% below the national average if you stay away from the Outer Banks. The weather tends to be on the mild side, and Social Security income is tax-free. Almost 15% of the population is made up of seniors. Idaho Not only is this region brimming with state parks- 30 of them in all- but the cost of living is low as well at 5% below the national average so you get a break for enjoying the states breathtaking beauty and fresh mountain air. Local colleges and universities offer free classes for retired folks, and crime rates are low. Property taxes are below average, and youll also enjoy low utility costs, thanks to Idahos hydroelectricity. Home costs are a significant $176,000 less than the national average. Yes, you read that right. Theres no tax on Social Security in Idaho, so retirees can make their dollars stretch further. The state doesnt have an estate or inheritance tax, either. The quality of health care ranks high. Seniors make up 14.3% of Idahos population. Arizona Seniors have been flocking to Arizona to retire for decades now, and they currently make up about 15.9% of the states population. Arizona offers plenty of outdoor activities for those who don’t want to sit around during their golden years, thanks to its mostly-great weather. Summers in Phoenix and the Valley of the Sun can be brutally hot, however. Unfortunately, like Florida, this states cost of living is north of average by about 3%. Real estate, in particular, can be pricey in some areas because a good portion of this state is dedicated to federal lands and reservations, so whats left over for sale to private individuals can be costly. Missouri At 10% less than the national average, the cost of living in Missouri gets this state on our list, but it brings up the rear to some extent. The weather isnt particularly anything to write home about, and Social Security benefits can be taxed if your adjusted gross income is $85,000 or more, or $100,000 for married taxpayers filing joint returns. Other retirement incomes are fully taxable. But youll save in other areas, so if you have family here, it might be something of a wash. Not Sure If You're Ready to Retire? FOLLOW THESE TIPSIts recommended that you keep working until at least 72 years of age to maximize your Social Security earnings if your health allows it.This can be a good time to focus your earnings into a company 401k plan, too, especially if the company matches dollars.Put as much money as possible into your health savings account before you become eligible for Medicare at age 65. This is a good tax shelter that youll be able to tap into for future medical care and prescription drug coverage if youre careful.

4 Common Problems With Performance Appraisals

4 Common Problems With Performance Appraisals 4 Common Problems With Performance Appraisals Managers go wrong with performance appraisals in so many ways, that it’s difficult to identify all of them. Some of the problems have to do with the overall system of performance appraisal, and other problems are the result of the one-on-one meeting that is held for the appraisal interaction.   Here are four of the big problems managers and employees experience with performance appraisals. If you are clear on the problems, you have an opportunity to fix the problems. Performance Appraisals Are Annual Start with the fact that performance appraisals are usually annual. Employees need feedback and goal planning much more frequently than annually.   Employees need weekly, even daily, performance feedback. This feedback keeps them focused on their most important goals. It also provides them with developmental coaching to help them increase their ability to contribute. The feedback also recognizes them for their contributions. Employees need and respond best to clear expectations from their manager. Feedback and goal setting annually just doesnt cut it in the modern work environment. In this environment, goals are constantly changing. Work is under constant evaluation for relevance, importance, and contribution. Customer needs change with such frequency that only the nimble respond in a timely manner. It is what performance feedback needs to do- respond nimbly and with serious responsiveness in a timely manner. Performance Appraisal as a Lecture Managers, who dont know any better, make performance appraisals into a one-way lecture about how the employee did well this year and how the employee can improve. In one example, employees reported to HR that they thought that the performance development planning meeting was supposed to be a conversation. Their manager was using 55 of the 60 minutes to lecture his reporting staff members about their performance- both good and bad. The employees feedback was relegated to less than five minutes. It is not the point of a performance appraisal discussion. Additionally, once a manager tells an employee about problems with their work or a failure in their performance, employees tend not to hear anything else the manager has to say that is positive about their performance. So,  the feedback sandwich in which managers praise an employee, then give the employee negative feedback that is followed, once again, by positive feedback is an ineffective approach to providing needed feedback. So, it’s a combination problem. The best performance appraisals are a two-way discussion and focus on the employee assessing his or her own performance and setting his or her own goals for improvement. Performance Appraisal and Employee Development Performance appraisals rarely focus on developing the employee’s skills and abilities. They do not provide commitments of time and resources from the organization about how they will encourage employees to develop their skills in areas of interest to the employee. The purpose of performance evaluation is to provide developmental feedback that will help the employee continue to grow in their skills and ability to contribute to the organization. It is the managers opportunity to hold a clear exchange about what the organization expects and most wants and needs from the employee. What a lost opportunity if a manager uses the meeting in any other way. Performance Appraisals and Pay In a fourth way that performance appraisals often go astray, employers connect performance appraisals with the amount of pay raise an employee will receive. When the appraisal is a deciding factor in employee raises, it loses its ability to help employees learn and grow. You will train employees to hide and cover up problems. They will set their manager up to be blindsided by problems or an issue in the future. They will bring only positives to the appraisal meeting if they are a normal employee. Don’t ever expect an honest discussion about improving an employees performance if the outcome of the discussion will affect the employee’s income. Doesnt this make perfect sense? You know it does, so why go there? It should be one component of your salary setting system. Let your employees know that you will base raises on a wide range of factors- and tell them what the factors are in your company annually. Employees have short memories, and you need to remind them every year about how you will make your decisions about merit increases. If your company has a company-wide approach- and many companies do these days- even better. You will have support and backup as all employees will receive the same message. Your job will be to reinforce the message during the performance appraisal meeting. Connecting the appraisal to an employees opportunity for a salary increase negates the most important component of the process- the goal of helping the employee grow and develop as a result of the feedback and discussion at the performance appraisal meeting. If you can influence these four big problems in performance appraisal, you will go a long way toward having a useful, developmental system in which the employees voice plays a prominent role. It is the right way to approach performance appraisal.

Customize this Outstanding Biomedical Engineer Resume Template

Customize this Outstanding Biomedical Engineer Resume Template Customize this Outstanding Biomedical Engineer Resume Template You already know that your job market experience will be intense, because you already know that other biomedical engineers have the same high degree of intelligence and training you had to pursue when you started down this career path. Luckily, there are clear ways to get ahead even when the competition is fierce. Check out this biomedical engineer resume sample for clear examinations of the winning moves that make stand-out resumes in your field. It will help you to revise your own application materials so you can put together the most competitive resume possible, and our resume builder is an excellent way to organize that revision.Writing the Biomedical Engineer ResumeCreate Resume Using a professionally worded resume is your chance to impress an employer. While your skills are the important elements in a resume that explain your abilities, how they are presented is crucial. The Biomedical Engineer resume template below is a great start to obtaining your desired position.Resume Te mplate for a Biomedical EngineerCarl JeffersonProfessional SummarySkilled Biomedical Engineer experienced in 3D design for manufacturing products in medical and cosmetic industries. Proven experience in laboratory and production environments, and keen understanding of workplace safety issues. Team leader driven to improve quality and cost effectiveness for increased company performance.Core Qualifications AutoCAD GDT ASME/ANSI drawing CFD, FEA simulation MDD FDA control Quality Assurance Scale-up design and validation Oral and written communicationExperienceBiomedical Device RD Engineer, November 2010 presentInVision Biomedical Group, Inc. Irvine, California Worked with vendors to develop designs and control quality Created design specifications and validated the process with DFM and Robust Design principles Executed process experiments, sampling, and data analyzing to compile performance statistics and present reports to Board of Directors Ensured compliance with FDA/ GMPSenior Research Development Engineer, February 2006 November 2010Smith Nephew Inc. Austin, Texas Designed and developed new products for surgical use Created CAD models, drawings, validation plans and protocols for development Managed dozens of outside client partnerships for marketing, quality and regulatory purposes Collaborated with vendors, tool and die manufacturers and sub-assemblies to create components Trained junior engineersEngineer Process Manufacturing, September 2001 January 2006Mfg Ops Engineering/Mary Kay Dallas, Texas Identify and implement productivity, compliance and quality improvement programs Supervised batch control, equipment evaluation and formula production Reviewed and analyzed production for optimal quality and cost Developed communication with chemists and department managers to effect improved processes, resolve issues and comply with Green Initiatives for energy, waste and water processingEducation2001, Master of Science Biomedical E ngineeringCockrell School of Engineering, The University of Texas/Austin Austin, TexasCustomize ResumeWhy Is This a Good Biomedical Engineer Resume Sample?The first thing to remember about what makes a resume work well is that it is a very specific, audience-driven piece of communication. As such, the summary statement has to be specific, concise, and very clear. It also has to deliver clear examples of the candidates fitness for the position. This biomedical engineer resume sample does both, and it follows the traditional three-point structure by organizing the information into three statements. These statements serve to inform the reader of several things, including the applicants level of experience. They also cover the core skills the candidate feels bring the most to his performance and the accomplishments he most wishes to draw attention to. This summary works so well because it sets up the next couple of sections on the document, which then elaborate on those core skills wit h more complete lists of skills in the skills section and a fully fleshed-out work history. The skills section also includes a prioritized list of abilities so it is easy to see where the featured ones figure into the prospective employers priorities.Similarly, the work history presented in the biomedical engineer resume sample flows well, with the most recent jobs giving the clearest and boldest examples of accomplishments that really use the skill set outlined in the second section. Each work history entry includes all the necessary information about the job title, dates of employment, companys name, and physical location. The final section lists all the important facts about the candidates education: the most advanced degree completed along with the name of the school and year of graduation.The reason the overall resume works so well is not just because it is eye-catching, but because it also reflects good judgment about which of the applicants accomplishments and skills to illum inate. This is an important thing to do when crafting your own resume because it helps to show your professional judgment instead of just relating it.Why You Need a Strong Biomedical Engineer ResumeIts not just that the field is competitive when you work in biomedical engineering. Its also that the field requires such a high level of training and education that your resume needs to show employers you have gained all of those skills. When a resume omits key information or fails to express the full credentials and qualifications of an applicant, it can be difficult for hiring managers to tell whether the necessary complex skill sets are present in an applicants resume. Without those skills sets being visible, it is highly unlikely that a hiring manager will remember you and your application in comparison to the resumes other candidates have submitted for the position. Use the biomedical engineer resume sample to make sure your resume is as strong and well-groomed as possible make a gr eat impression.Costly Biomedical Engineer Resume Mistakes To AvoidIts not hard to tell that outright falsehoods are going to trip you up, and it is also clear that you need to work on issues such as perfecting the spelling and grammar in your resume, but there are a few other mistakes that they can cost biomedical engineers. Most mistakes affecting resumes in this field, though, are omissions that accidentally make perfectly qualified candidates seem under-qualified. Omitting essential qualifications, such as required credentials or core skills listed in the job description, is one way this mistake plays out in a resume. It also happens when candidates miss out on core skills that might not be featured in the job description. Make sure you include details such as your software proficiencies, your quantitative reasoning, and your problem-solving skills by modeling the skills shown on the biomedical engineer resume sample. Remember to include soft skills such as your written and spoke n communication skills, leadership experience, and other important career experiences.ConclusionCreating a resume requires a combination of paying attention to the details that go into the formal requirements for the document while also keeping an eye on the information that your reader will find most vital. If you manage the balance, a concise and actively worded document that flows well for the reader results, just like you see in the biomedical engineer resume sample.Biomedical Engineer Resume Questions  1. What sections should you include in your biomedical engineer resume?Most resumes, including our biomedical engineer resume sample, include a few basic sections: professional summary, skills, work experience, and education. Depending on the job you apply for, you may also want to include a certifications/awards section or a hobbies section. Whatever sections you have, make sure they showcase your best skills, abilities, and experience as they relate to the biomedical engineerin g industry.2. How can you separate your biomedical engineer resume from other candidates resumes?After reviewing our biomedical engineer resume sample, you want to know what you can do to set your resume apart from others. First and foremost, make sure your document boasts good design. If it is unattractive or difficult to read, employers will be less likely to continue reading all of the information on it. You should also make sure you only include information related to the position you are applying for. Additionally, check out our step-by-step resume builder to easily create an engaging resume in minutes.3. Whats the best length for a biomedical engineer resume?Our biomedical engineer resume sample is one page in length, which is the general standard. As you craft your resume, stick to this one-page guideline so your document remains quick and easy to read while also showing off your professional worth. There are some cases where your resume could exceed one page in length, howev er. For example, if you are a seasoned biomedical engineering professional with over a decade of experience, a single page may not be enough room to outline your skills, abilities, and related work experience.4. How do you write about hobbies on your resume?Some job applications specifically request the inclusion of a hobbies section, or you may want to include this section out of personal choice. When you write about your hobbies, keep this section as concise as possible while giving future employers greater insight about who you are and what you enjoy. Go over our biomedical engineer resume sample and then write down a few key hobbies you want to include, such as volunteer organizations, outdoor activities, and any unique interests you have. Make sure you only mention information that is work-appropriate and refrain from listing anything related to your political or religious views.5. Which skills are the best to list on a biomedical engineer resume?Our biomedical engineer resume sample lists a variety of skills many employers in this industry want to see, such as AutoCAD, FEA simulation, and quality assurance. Plan on including a few hard skills, such as those mentioned, as well as a few soft skills. These can be anything from team work to good oral and written communication skills. Whatever capabilities you include, make sure they relate directly to the job you apply for. Review the job posting to determine what skills the employer wants and then tailor the ones you list to these requirements.

What Is So Fascinating About Openoffice Resume Template?

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If You Read Nothing Else Today, Read This Report on Personal Trainer Resume

If You Read Nothing Else Today, Read This Report on Personal Trainer Resume A personal trainer should be honest and perform their position for a leader with integrity. Your own personal trainer resume should additionally have a version for potential customers. A professional personal trainer resume can help you secure work in the dynamic personal physical fitness field. The thriving fitness expert will understand how to sell her or his skills to their customers, and convince them that they'll benefit from the wisdom and instruction a fitness expert can pass onto them through training sessions. Finding a job for a fitness and personal trainer can be hard. Continue reading for some personal trainer resume tips that can help you compose a winning resume. For unique canines, distinctive kinds of training are there so that you can choose from, in order to produce your doggy behave as if you would really like. Personal training can be extremely costly and several folks would prefer a fitness expert. Working with personal trainers is also helpful if you do not believe that you can maintain your motivation all on your own, and find it troublesome to abide by a normal workout schedule at your exercise club. Ultimately you need to have a number of different versions of your private trainer resume. You ought to be able to attain your trainer that has any questions or concerns you might have. Serious personal trainers should additionally have a site. The Hidden Secret of Personal Trainer Resume Most trainers don't understand that there are lots of jobs out there in the market which encompass their expert services. Experience from various other jobs can crossover to the new field you're pursuing and may be an asset. Utilize your resume to emphasize the training, skills, and experience hiring managers want in the expanding fitness market. All the jobs behold the exact same essence and components except a couple that differ depending on the industry selected. Utilizing a fitnes s expert is a good idea, particularly if you are a newcomer to working out and exercising generally. It is truly an advantage for you if you are trying to achieve any health and fitness goals. Working with a fitness expert is the very first step to improving your wellness and physical fitness. You may want to be certain to highlight your physical fitness and your achievements, but you will also have to let your skills shine. A fitness expert is hired by fitness organizations to help clients meet their exercise targets. Talk about your own personal goals as a trainer, how it is possible to assist the gym meet company goals as their employee, and the way you've helped clients achieve goals before. If there's one thing your clients want to find in a fitness expert, it's instant motivation. Implement healthy fitness promotional and wellness games providing unique and challenging ways to keep they motivated. The snappily titled NordicTrack SpaceSaver E5 si Elliptical trainer is a little bit of a novelty in it has a folding mechanism as a way to enable you to easily store the machine when it isn't being used. Running your own company may be the most rewarding experience of your life, the freedom to do whatever you need and whenever you wish to do it. Personal Trainer Resume Explained The overview of your resume is the area in which you summarize all of the information from the remainder of your resume, therefore it's important to pick your most important accomplishments and assets when writing it. It's rather simple to drop an eye on how to compose an up-to-date resume in the most up-to-date format if you've been working hard in 1 job for many decades. In case the program isn't going as expected, the trainer must restructure the program so as to suit the wants and ability of the client they are training. Resume writing may be an intimidating executing for anybody. So you've just finished creating the perfect resume and now require a productive cover letter to choose it. Everybody knows that writing an excellent cover letter for a resume is very important. To learn what to put in your Personal Trainer cover letter, read and analyse the work advert you're replying to.