Customize this Outstanding Catering Manager Resume Template

Customize this Outstanding verpflegung Manager Resume TemplateCustomize this Outstanding Catering Manager Resume TemplateWriting the Catering Manager TemplateCreate Resume A well-written resume is crucial for getting a potential employers attention. Your resume should not only have relevant content, but the format is just as important to put forward a professional image for Catering Manager positions. Use the following template as a guideline to help you format a winning resume.Resume Template for Catering ManagerJohnathan BoardsmanProfessional SummaryExperienced Catering Manager with event management experience in both hotels and traditional restaurants. Proven ability to manage all aspects of the catering environment from menu planning to food waste management. Committed to superior customer service, working with clients from the first meeting all the way through their event.Core QualificationsHospitality ManagementEvent Management and Catering SoftwareMenu PlanningQuality Assuran ceClient Satisfaction MonitoringHuman ResourcesSupply Ordering and InventoryHealth and Safety RegulationsExperienceCatering Manager, July 2006 PresentConrad Hotels Resorts America, IndianaOversee external and internal catering eventsDevelop comprehensive marketing plan for the catering departmentOrganize staff rotations and scheduling as well as hiring and recruitingManage food cost control, labor costs and general operations from planning to tear down of eventsBanquet Supervisor, May 2003 June 2006Red Lion Hotels Seattle, WashingtonManaged staff during hotel banquet eventsPerformed load in and loud out of event equipmentEnsured food safety through regular temperature monitoring and proper food handlingServed as point of contact for clients during catered eventsEducation2005 Bachelors Degree, Hospitality ManagementSouth Seattle College Seattle, WashingtonCustomize Resume

Proactively Connect with Top Talent with Talent CRM

Proactively Connect with Top Talent with Talent CRMProactively Connect with Top Talent with Talent CRMProactively Connect with Top Talent with Talent CRMNearly 50% of recruiters report that they are dissatisfied with their current recruiting tools.1What if you had a tool that could instantly reach qualified candidates with targeted katecheses and custom recruitment campaigns?By attending this webinar, youll learn about latest recruiting tool Talent CRM. With Talent CRM, you can create automated campaigns that work 24/7 to provide you with interested and qualified candidates. By adding Talent CRM to yur recruitment strategy, youll be able toSpend less time messaging candidates with automated, recurring campaignsReach mora candidates with increased candidate pool Analyze campaign response with real-time reporting1ere.net/wp-content/uploads/2013/09/Recruiter-Infographic-Final-11.jpg.full-body .liteRegSubHeaderArea margin-bottom0px importantAbout the PresenterAndy Fercu, Product Manag er, Monster As an innovation leader at Monster, Andy is responsible for developing the next generation of candidate sourcing tools for employers. He previously released Power Resume Search and Cloud Solutions, which use our powerful 6Sense semantic search technology to find candidates without the need of complex Boolean queries. Andys most recent work combines the power of 6Sense search with CRM technology used in sales and marketing organizations to more than double candidate response rates.Webinar Transcript Talent CRMAndy is an innovative leader in this space. He has worked to develop this product, along with some other products here at that well taking you through. My background is a recruiter by trade. Prior to becoming a leader at Monster, I welches in the trenches working as a recruiter. I spend my time now traveling the country, talking to recruiters, and understanding what your needs are, what the right workflow is, and how I can bring that information back to so that we can help you more. Today, the world of a recruiter is increasingly complex. Its not just complex considering what recruiters do day to day, but also because there are a lot of tools out there. From talking to recruiters and understanding different studies and information, we know that there are too many tools. The ones that you have are not making you efficient, and some of those tools arent saving you time. Our aim is for you to have a tool that can get you to the right people quickly, so that you can get on with your daily responsibilities. The way were going to do this is with our Talent CRM tool, which is what we want to talk about.The Talent CRM has the ability to send bulk homilies out to all of the millions of people that are in resume database. When youre sending behauptung glaubenszeugniss, its important not just to send them, but also to understand how you can have the right glaubenszeugnis and outreach to get the response that youre looking for. Were going to show you the tool itself, and at the end, Im going to talk to you about how to write a good message. This is applicable to this tool, but also to any time youre doing any sort of messaging campaign. When we look at talent CRMs, this is our sourcing tool that gives you the ability to build a campaign to send messages to the people that are in database, and also to those who have their resume public, as well as the 30 percent on top of that that may not actually even post their resume publicly today. Theyre just having it in there so that they can send it to job applications and those types of things. These are people that no other tool has the capability of tapping into. When youre doing these messages, you also have the ability to have it automated. So that once you build that message, you can send a follow-up automated outreach so that you can continue to connect with people even as you sleep. It also relies upon our sixth sense semantics search technology, which is the same technology thats b ehind our power resume search and cloud search tools. You can use that so that you can match the right candidate to the campaigns and the messages that you want to send.When we think about recruiters and how you go about getting to the right candidates today, there are a couple of different paths to get there. One of these is to put out a job advertisement and have people respond back to you, which is great because you get lots of interested candidates. Your task as a recruiter is trying to get through all of those so you get to the right candidate that you want, but you have to wait for them to find that message and be able to connect with them. On the flip side of that, you could also go in and search for resumes and be able to pinpoint exactly the people that you want. When youre doing that, though, you have to do it one by one, so it can be a time-consuming process. The thing thats so great about Talent CRM is that it sits in this nice in-between where you can launch a campaign that targets those right candidates in the database, but also sends the right message that you would have in an advertisement, so that those candidates who are interested and qualified are able to respond. When we look at a CRM tool, this isnt really what you think of as a Customer CRM. We like to think of it as a Candidate CRM tool. Its a way for recruiters at your organization to be able to reach out to everybody, and also to track what that means and what kinds of response rates that theyre getting as well.When we look at the response rates that we get from Talent CRM, we actually have found that you will get more than two times on average the click rates than your industry standard CRM messages. The reason for this is that we have a perfectly poised audience that receives these messages, and also because we can have rich text, links, and engagement within those messages. In order to get to that more than two times click rate, it is important for you to have the right messages an d understand the best structure of that message. Well take you through that as well today. I think that that binnenbinnenbinnenlandlandseeing it really makes a difference. Im going to hand it over to Andy, whos going to show you this ordnungsprinzip in action.Awesome. Thanks, Lisa.All right, thanks.All right, so you guys should be able to see my screen now. What Ive done here is Ive logged into Monster. After I logged into Monster, I went to Candidates, and went to Talent CRM. Here youre going to see a list of all the campaigns that Ive created in the past. So youll actually be able to see all the campaigns that youve created and how well theyve done. The first thing that youll probably notice is the fact that we display the opening click rate. This sort of functionality is what really adds a whole lot of value to this product. Later in this call, youre going to hear how Lisa has come up with various techniques to maximize your opening click rate. What were seeing, because now we ha ve this data, is how some of those changes really make a big difference to how many candidates come back. The first thing that youre going to see is that you have each of these campaigns. Youll see the title of the campaigns. For instance, here we have sales in Boston and sales in New York. Youre going to see the number of candidates messaged, so you see that we messaged about 3,000 on these campaigns. We messaged about 100 and 830 on these ones here. Youll also see the date that the campaign were sent, and the date that they were processed.Then youll see the opening click rate, which will show you the percentage opened, the percentage clicked and also the fixed value. The way that we track an open is essentially whenever a candidate looks at the message. Thats considered an open. If theyve opened it up on their mobile phone, if they looked at it on Monster, if theyve looked at the resume within their Outlook, Gmail, or Yahoo, we know that theyve looked at the message. This is a pre tty sophisticated system that essentially sends information back to our servers and we know that this specific user has looked at this message at this specific time. That way we can display this information back to you, so that you know how many people have even looked at your message. The thing that impacts the open rate is really the subject. The subject line is what really attracts someone to look at the message, to open the message and see what you have to say. The body of the message is what impacts the click rate. If you have a really nicely styled body with bullet points, and it really attracts the customers attention and is properly targeted, that seeker is going to reply back to you. Theyre going to reply back to you either in the system, or theyre going to reply back on their mobile device or through Outlook.Regardless of whatever means they use to reply, they can reach back to you, and you will get that message within your message center up here, in the top right, you wil l see this little envelope and it will also go to your personal schmelzglas. As you have the conversation back and forth, the content is stored within the message center, so you have a full record of that conversation. You could also reply back from Monster, or you can reply back through your personal schmelzglas, whether its Outlook or mobile. Regardless of how you reply or how the candidate replies, the click rate meakoranverss the number of people out of the original number of candidates that youve messaged that have replied back to you or that have clicked on a link within your message. Sometimes you might want to send a link to your job posting, for instance, or to your applicant tracker system or whatever you want to send them. When they click on that link, its going to count towards a click. The click number shows 372 candidates that either clicked on your link or replied back to you.So how do you set up a campaign? Its actually really simple. All you have to do is click the Create Campaign button, and after doing so, its going to ask you to give your campaign a name. Here, I want to give my campaign the name of Software Engineers in Boston, and Im going to enter in my search criteria. This search criteria runs off of our sixth engine. Its a semantic search engine, and its the same one our Power Resume search runs on, if you guys are familiar with that product. If I type in software engineer, its going to automatically search candidates that match this concept, but not necessarily this keyword. Its going to look for people who have the title of software developers, software architects, and everything that matches this concept of a software engineer. Using the other search functionality, Im also going to search Boston. I am running on a bit of a development environment here so we might get some kind of funky results. As I perform my searches, though, youre going to see that you have a search result here. Youll have a certain number of candidates that ret urn as part of your search. So right now chose no matches, but youre going to get over 1,000 candidates. You going to have the full candidate pool that displays in the search results.Also here, youre going to see some other boards. So you have ATF candidates and company employees. This is a part of another product that we offer, which is Cloud CRM. Its essentially the bigger brother of Talent CRM that displays the candidates from your applicant tracker system. We pulled the data in from all these other sources, and we gave you the choice to search all of them, all at once. After you perform your search, you can see that theres certain criteria thats available. You can see a preview of the type of candidate that comes back. I didnt enter my search criteria, but you have all sorts of folks that come back in numerous locations. You can choose to either increase or decrease the number of candidates you message. So here Im going to decrease this. You can click once and itll change it by every 25, or you can hold it down. Here you can see that I chose to message no one from my company employees board. Im going to message about 300 from the ATF candidates. Once you find out the number of candidates you want to message and which boards you want to hit, you can then go ahead and specify your actual message. Here, Im going to bring down my drop down with templates, and it will pre-fill my message area with content that I specified. You can create templates, however many you want, and you can do that by selecting this check box. This will let you save messages as a template and specify a template name for your messages.One thing that youll see thats very different from the other tools we offer is that it allows for rich text messaging. Here, you can see that Ive changed the text into a red color. You see that I was able to bold, and that I was able to add bullets. I was able to add a link, which I can hover over. Youll see them with the mouse pointer. Itll do a lot of re ally great things for you to actually style this message to look like something that is easy to read. In doing so, youre going to see that your click rate is going to increase. The average industry click rate right now is around 3 percent based on MailChimps numbers for the recruitment space. The click rate that weve seen for this tool has been more than double that, and its partially attributed to the capability to create these messages that are easy to read. People actually want to read further, and they get enticed into actually performing the action that you want them to do, which is clicking on the link to take them to your job posting or replying back to you. Ultimately, thats what we want. We want people to come back to us and to apply to our jobs. So this tool does a really great job at doing that.Now that Ive specified my message, I can actually set this campaign to run automatically. Right now, by default its set to run only once, but I can choose to run this campaign ever y day, or every five days, or every ten days, for up to 30 days. What this is going to do is every day is message new candidates that match your criteria every single day. One thing that youll notice is that there is a daily send limit. Theres a certain limit that you can always send a certain number of messages per day, and this in on a per recruiter basis. This limit is set anywhere from 100 to 1,000. Its completely based on your ability as a recruiter to send good messages, so its based on an open and click rate. We take the average of that open click rate over the past 30 days. If you pass a certain threshold, youll get either 100, 500, or 1,000 messages. I would say that the vast majority, or 70 to 80 percent, of our users are at the 500 level, but we do have a lot of really great users are at the 1,000 level. We also have some folks that are at the 100 level. If youre a recruiter at the 100 level, we do offer best practices documentation. Essentially in every single situation of folks who dont have good open click rates, its because the messaging isnt good enough. Lisas going to go over what it means to create a good message and what really impacts that response rate. With Talent CRM, youre actually going to be able to see how changing the message is going to impact your click rate. The difference that weve seen is actually very, very drastic. Some people go from going from like a 1 to 2 percent click rate, and then theyll go all the way up to a 25 percent click rate. It all depends on how well you are targeting through your search and how well you are at messaging, or creating the message subject and the message body. Also, there are other factors of course, like the location, the number of tenants in the pool based on the job title, and all sorts of other things. One thing that weve seen since launching this product, though, is that we have way more control than we originally thought that we did in getting the responses back, which is really fantastic. Now that Ive set this campaign to run every day for 30 days, Im going to go into my settings at the top right, and Im going to check my duplicate settings. So right now you have the ability not to message the same candidates more than once. This is on by default, so its going to exclude candidates that youve already messaged. There may be some situations, however, where you want to message the same folks again as part of the same campaign. Thats perfectly okay. You can do that. You can choose not to exclude candidates that youve messaged, but this is on by default. You can choose to exclude for the brde week or the brde month. One feature that we are really excited about thats coming in in a week and two days here is the ability to exclude candidates that anyone at your company has messaged. So now you as a company can really make aya that youre hitting the same candidate only once, even though you have five, 10, 15, 20, 100, or 300 different recruiters going out there and creating these campaigns. Once I set my duplicate checking, what I am going to do is enable one last feature here.The last feature that you see available is the ability to add a follow-up message. Currently, when you send out a message to a candidate, you have to keep track of who you messaged, and you have to say, Okay, I messaged this person on this date, and I got a response from them or I didnt get a response from them. I have to go into my messages, see if Ive gotten that response, and if I havent, now I can follow up, which is a really time-intensive process. Its prone to error. Its very complicated. The system can do this for you. What you can do is you can enable the five-day message or the 10-day message, or both the five-day and the 10-day message. What the system will do is know whether or not this candidate has responded back to you, whether theyve performed a click and gone to your job posting, or theyve replied back to you. The system knows that they performed that action. That s great. Theyve performed the action that we want them to do, so we dont need to hit them again. If they havent performed a click action, if they havent even looked at it, or theyve opened it but havent performed that click action, its going to send them a follow-up message. Were going to send them that follow-up message either five days after the original message, or 10 days after the original message.Here, you can choose the same templates that you had access to before. Here, Im going to choose the five-day follow-up message. Youre going to see that its much shorter than the original message, so maybe they were too afraid by the amount of text, so weve added that. Another thing that were going to do here is were going to change the subject, and were going to reference whatever the position might be that Im hiring for, so lets say software engineers Reminder Looking for software engineers in Boston. This subject line is going to convert really well. The fact that I put reminder in there is a little trick that weve found over the last couple of weeks. Paul, from Lisas, team, has gone out there and has worked with a bunch of customers to see what converts and what doesnt. He found that adding reminder greatly increases the chances that youre going to get response from the customers. I keep saying customer, for the seeker. Thats one of those nice little tips and tricks that really help. If I went in there and added a 10-day follow-up, with the subject in all caps like LOOKING FOR CANDIDATES, this isnt going to convert very well. One thing that weve seen is that candidates dont really respond very well to all caps. Even worse is multiple punctuation marks, which Google, Yahoo, Hotmail, Outlook, and all these Internet email providers dont convert. What do they do? They take this message, and they dont even display it to the candidate. Theyre going to automatically put it within the spam folder.So what you message really does matter, and this system really helps yo u. By showing you the conversion, its showing you whats working and whats not. Also we have a best practices document that we can share. That also will give you a lot of this information. Lets say that I have my messages, and my campaign looks great. Im going to click on submit. In doing so, it shows me how my message displays, both on desktop and on mobile. On desktop, I see that it looks pretty okay. Its pretty text-intensive. On mobile, though, Im seeing that the subject heading is actually quite large. Its taking up probably about 20 percent of my mobile screen. Im going to want to really convert them to scrolling more, so Im going to take some of this out maybe, and keep the rest of the message. This page is also going to tell me the name of their campaign, the number of candidates that its being sent to, and a bunch of really great information. If everything looks good, Im going to go ahead and click departure campaign. Here, youre going to see a red warning. Dont worry about that. Thats just because Im on a demo account. Its essentially saying that Im not going to actually message any seekers. You wont see that, so dont worry. Im going to click create campaign. In doing so, its going to begin processing the campaign, and its going to take me back to the dashboard view. There Im going to see that campaign being created, the 300 candidates Im messaging, and my opening click rate. This is real time, so as I refresh the page, Im going to see this number increasing. Now again, this is a demo environment. Because its a demo environment, we do pre-fill the opening click rate just to give you an idea of what it looks like. When you create the campaign, at the beginning it will look like 0 percent open and 0 percent click. As people get back and perform actions, though, youre going to see those numbers increasing. So now this campaign is going to go out there, and every single day, its going to message candidates.When you purchase Talent CRM, you purchase one li cense for Talent CRM, and it becomes available to all that recruiters across that have access to Monster. So if you have 10 recruiters, 10 people will have access to Talent CRM. If you have 300 recruiters, 300 people will have access to Talent CRM. You do have the option to choose who gets access and who doesnt, if you only want a certain subset of users to have access to it. It doesnt impact the price, though. It doesnt impact anything. Its just personal choice, so its slightly different from the way that we have our other tools. The other thing to note is that we do sell it based on inventory. So the more recruiters you have, the more inventory youll need. The inventory essentially is subtracted whenever a candidate is messaged. So if you messaged 100 people today, its going to hit those 100. Its going to message those 100, and its going to subtract 100 inventory. Another good thing to note is that when you message candidates using the follow-up, it does not use inventory or your daily limits. Follow-up messages are completely free, and their whole purpose is to maximize your click rate, which they do an absolutely fantastic job at.Part of the reason is because people like to see that they are following up. These seekers are getting hit pretty often, I would say, so you want to give yourself a competitive advantage against other people who are messaging these very same candidates, regardless of whether theyre on or another tool. A great way to do that is to give them follow-up messages. It makes you seem like youre not an automated system, but of course the irony of it all is that it is an automated system thats saving you time. Weve seen a really great conversion. As I said, our conversion is two to three times that of the industry average, and were seeing a really great success with this tool in getting back candidates. With that said, I have this campaign running. Lets say that its already filled, but its set to automatically message people every day. Tha t is perfectly okay. I can go back in, and I can click on the campaign. I can choose not to recur, so its not going message more people. Im going to click save, and then this campaign is no longer going to message new people. Ultimately, you could use that same activity to restart the campaign. I can go back in there, and lets say the person accepted the position. I stopped my campaign, but then they never actually came on board. Thats perfectly okay. I can come back, and I can choose to run this campaign every day. I dont have to specify my message, and I dont have to specify my search criteria. Its going to automatically go out there, and its going to start messaging people.Thats all I had for you guys for the demo. Its actually a really simple product to use. Its really, really very good at getting back search results and getting back candidates to respond. When they respond, you will see them within your message center. You go up here in your envelope, and you click on the candi date. You will get the candidate in your email as well, so dont worry about that. Youll see the full thread of whats going back and forth here. Youll be able to add notes. Also, it has a great candidate management capability, whether its a public note or a private note. You can see all the activity that has been taken by either you or other recruiters in the company. You can see the individual opens, the individual clicks, whether other people have messaged them, whether theyve been added to a folder, and all sorts of great activity right here. You can use this, by the way, in your messaging. If you see that someones opened the message 20 times within the course of a week before they replied, you know theyre kind of on the fence before you reply back to them. Youre going to have to work a little bit harder in your reply. If you just seeing that someone replied right away, they might be a little bit more eager to hear back from you. You probably you dont have to put as much effort in to it.Lastly, we display the resume for you right here, so you dont have to go in and perform a search just to get the resume. Its all for you, and you can access it. You can copy and paste directly from here into your message reply, where you have the ability to do the same rich text capabilities. Another last thing to know is you can actually see if this candidate is in your folders. You can click on the folder to view the candidate folder, or you can add them to a folder. There are a lot of really great candidate management capabilities from here. With that said, thats all I had for you guys for the demo. Lisas going to talk to you guys about how to best use this tool and how to best message, in general. Lisa, Im going to pass you the ball here, so that you can go through the rest of this.Great, thank you so much Andrew. As Andrew stated, its important not only to have a system to message, but also to be sending the right messages. Think about what it is were putting in these ema ils and the campaigns that were building to engage with the audiences that are out there. Here are a couple of quick things to think about and think through as you are building campaigns. One of the most critical pieces of any campaign is the subject line, because if someone doesnt open the message that you have, theyre never going to be able to respond to it or take any action thats in there. In order for them to open it, theyve got to be compelled by that subject line that you put up. The number one rule of thumb here is you want to make aya that the display on it is less than 50 characters. One of the most important things to keep in mind for all parts of building a good email campaign is that 49 percent of emails are initially read on a mobile device. Youve got limited real estate in terms of whats coming up when someone is scrolling through your message. Always keep that in the back of your mind. Keeping your subject line short and sweet speaks directly to that.Its also importa nt to put localization in there. If you have an opportunity thats in a specific area, provide that in the subject line. Not only is that informative to the person reading it on the other end, but it also makes it seem custom to them. People get a lot of emails, but if I see an email thats something talking about my local area, then I know that that was made just for me. Also, refrain from using punctuation or other non-text characters in your subject line. Even though it may seem good to want to build excitement with an exclamation point, that really can deter people from opening it or get it caught up in spam filters. Really, the best subject lines tell whats inside without overselling it, so dont get too salesy in your pitch. Just be simple, be concise, and put whats in there, just enough for them to want to open it up and learn more.Now, once someone does open your message, you want to think about whats in the body of your email. One of the most important things to think about is to have information restating the opportunity thats from the headline at the top of the body. Give that initial sales statement. Your content design should really be tight, again, keeping in mind that people are reading this on mobile first. With any job content, whether that is an email message or a job advertisement, you always want to speak in the perspective of the candidate first. What is it thats going to be important to them? Dont start with what it is you need, but rather start with what theyre going to get, why they should take this opportunity, and what is this job really about. We dont just want to sell the company. We want to sell the job, because people work for people, and its important for them to have that personal connection. So have relevant information to the job seeker in the email bodies there. Keep it compelling, but again, keep it brief. I cant emphasize this enough.You should also always have a call to action. Whether its reply to me and send me your resume, or if tell me if you want to send a link with more information about the opportunity. Do it there, but dont send them just to a link thats your home page. Then you have to think about the landing page that youre sending them to. If youre sending them to a home page, thats not really a call to action. Thats a call for them to try and figure out where they need to go, and to find more. Make sure that the page youre sending them to grabs attention, tells them what they need to do, and tells them how they need to apply. Again, make sure that its mobile friendly. Just keep in mind that 50 percent of people that do that initial click may actually read that landing page once theyre there. The easier you make it for them to have a clear call to action, to capture their information, and to capture their attention, the more chance youre going to get to have someone that will engage with your opportunities so that you can really find that talent.The other thing to always keep in mind when you re writing any message is spam filters. The spam filter is there to ensure that people arent getting spammed, because nobody likes spam. There are certain words that will trigger your message to go into that spam folder. Here at Monster, we spend a great deal of time ensuring that our messages arent getting put into spam folders, because people who have come to us and given us their information have said that we will get into the regular email inbox and not to the spam filter. Putting these types of words in there, though, may actually still drive you there. Some of these may naturally come into the discussion of your job. You want to make sure that if it does, that youre keeping those in mind and keeping those out of there. Some of these are more obvious than others. Dont say free fast cash. Maybe say, Please read more or This is an urgent need for our organization, and you will be able to increase this stuff and make money. Just dont oversell because thats going to trigger your sp am filter and lower your click rate. Always keep that in mind. These really can help make a difference in terms of hiring and driving the right traffic and the right people to your opportunity.Since its the holiday season, we actually just worked with a large organization on their hiring needs for their seasonal increase. They had 36 locations that they were trying to target across the country, and so they created 36 campaigns. It took about three hours to build these 36 messages. Once that was done, it sent out 20,000 emails, and it was automated to continue to send and to continue to use all those best practices that we looked at. It was 36 campaigns, but that covered 50 locations and jobs. Of those 20,000 emails that were sent, they saw about 2,000 clicks through those. So were looking at a 10 percent click-through rate, which is extremely high from a CRM perspective. The number of people that are actually engaging was over 10 percent. It drove that traffic to the advertisements that they had on their applicant tracking system. They chose to have that clear call to action to fill out the information. They were able to successfully bring in the right people to their organization and do that efficiently, because they had a way to send out these mass messages and attract those candidates. They could get people to engage with their company and want to work there. All being said, its important to think through the message that youre building, and to have the right tool in place. You can get to those candidates quickly, track whats happening, and have that thorough follow-up. You need to use a system that has that right matching technology, so that you can be successful with your hiring. What I want to do now is answer some questions. Nelson, do you want to give information on how they can submit questions? Yes, thank you. You can submit your questions using the chat feature located on your web platform.Phil, I just had a question come in through the chat, so Ill go ahead and answer that. The question here is how do I exclude candidates, or can I exclude candidates that Ive already reached out to? The answer is that theres actually a setting in there to exclude candidates that youve already messaged within the past week or the past month. As a recruiter, youre not hitting the same people over and over again, which gives you the ability to get to new people out of those millions of people in the database. Great question there. Another question that I just had here is what is the cost of utilizing this tool? Great question. When we look at the cost of using this tool, youll just want to work with your account manager, and they can pull together a quote for you. Its based on the number of messages that you want to send in your organization, and then the pricing is tiered from there. Its a matter of how many message you want to send, and then, as Andrew said, you buy those number of messages, and then you can choose the number of recruiters tha t you want to be able to access those messages.Another question that we have here is do I need a job posting to use this product? Great question, and the answer is no. You can actually use this product on its own. You dont even have to have resume search to use this. Its not dependent on your job advertisement or on your resume search. It is a completely standalone product. Now, keep in mind that being able to reach out to audiences through job advertisements is a great way to enhance your strategy. We always look it at as an and, not an or strategy. It is independent of that. As a follow up to that, when we say can we link back to our ATS, or do we have to that live posting? Because its completely independent, you dont have to have the live posting. You can link to anywhere you want. If you want to link to that job on your applicant tracking system or on your own career page, youre more than welcome to do that. If you want to not have a link, you dont have to put something in there . You can just say, Send me an email or Visit this page to learn more. Just keep in mind that the best practice is that you want to link them somewhere to have that call to action and to make sure that youre giving them the information that they need. Another question that we have here is for the words that cause the message to go to spam, are these words in the subject line or in the body of the email? Im going to go ahead and have Andrew answer that for you. Andrew, for those spam words, is it both, and whats the impact of that? There is a certain weighting to the subject versus body on how these words are being used. Primarily, its subject. So if you have these words in your subject, you have a very high chance of hitting the spam filter. They also look at the body. They do a parsing of the body to see if it includes some of those same messages, or rather some of those the same words and characters, but its not given as much weight. For instance, if you use multiple exclamation p oints in your body, a lot of times thats okay. They wont really ding you so much for that. However, if you use the term work from home in your body, theyre going to ding you on that more. There are certain words that are a little bit more acceptable to use in the body versus the subject. Ultimately, the right answer is, its hard to tell. The reason for that is because the different emails providers, like Google and Yahoo, they all have different algorithms as to what they consider spam and what they dont, as well as how much weight they give to a word in a subject versus the body. The best thing you can do is really when you create a CRM campaign, look at your open and click rate. If theyre below a level that you find acceptable, try to take some of those words out and see how it impacts your open and click rate. Ultimately, the only way to really know is to look at the result of a campaign and say, You know what, this is working compared to the previous campaigns that I ran, or You know what, this didnt really make much of a difference, so Im going to go ahead and continue to send using these words that Ive used. Great. Another question from the chat is whether the report of clicks based on any URL will be provided in the email. Andrew, do you want to answer that one as well? Sure. There are certain URLs that are provided in the email that do not come as part of the message that you provided. These are things like unsubscribe or changing their resume visibility preferences. These sorts of clicks do not count towards your click count. If you have included a link or multiple links in your message, regardless of which link they click on, its still going to count towards your click rate. You can have as many links as you want. Were going to interpret all of them in a certain way, and were going to actually be able to track all those clicks. Another thing to take into consideration on the URLs is that some URLs are extremely large. If you have a really long URL, s ometimes email providers will cut that down to be a certain character max per word. In which case, when they click on the link, it may not actually take the candidate to that location. We actually have a system where we convert the link into one thats much shorter and easier to click on, and easier to copy and paste. In doing so, when they visit that link, its then going to do a redirect and put in the full link so that you get the maximum number of responses or conversion to the actual page itself.Great. Thanks, Andrew. The question from the chat is how far back does the search hold candidate resumes? Right now, we look back about, I believe its three years. Thats about the same as all of our other resume search tools. We are actually looking at that going back a little bit further as well, so that you might see some of that coming in at a later point. We do have a very large team working on this product thats constantly throwing out new enhancements. Even if you saw this product o riginally when it launched in July, what you see now is probably completely different, given the fact that weve added so many great new features. Thats going to continue to be the case. The other thing worth mentioning is that with Talent CRM, you can search those private candidates. So if youre one of those folks that are having issues getting a large number of candidates to message, going back more years will sometimes do the trick. Accessing these additional 30 percent candidates may also help you. So if youre having that issue, this tool may actually be pretty effective for you.Another question that came in here is in creating a letter template, can you copy and paste from Word, or should I use Notepad and then paste into the message box? The answer there is that you can actually copy and paste directly from Word. It does include the ability to do rich text, so you could do bolding, colors, links, and those types of things in the system itself, which is a really great way to enh ance your message and drive engagement. Another question that we had come in here as well is will we be able to get a copy of the slides from todays webinar? The answer to that is absolutely. We will be sending out a communication and a follow-up to this. For everyone that is on the call, we will provide the slides in there for you. Well also make sure that your account manager reaches out to you as well, so that if you have any additional questions on pricing and how that would work at your own organization, theyd be more than happy to take you through it. That appears to be the end of all of the questions that have come through. I would like to thank everybody very much for all of your time today. If there is anything else that you need, feel free to reach out to your account manager, and theyll be happy to answer any questions or point you in the right direction. If you have any other additional questions, feel free to send those to me at lisa.watsonmonster.com and well make sure that we can get that accommodated. So again, thank you all very much and have a wonderful afternoon.

Turns out most of us want to save the world, according to new survey

Turns out most of us want to save the world, according to new surveyTurns out most of us want to save the world, according to new surveyWhen An Inconvenient Truth hit movie theaters in 2006, words like environmentalism and sustainability were not at the forefront of peoples minds. But since then, cities have been overrun by pollution, natural disasters have devastated entire countries and rising sea levels have threatened the sheer existence of major metropolises.Amid all these signs of a changing earth, people have warmed up to the idea that corporate practices must change.A whopping 81% of global respondents feel strongly that companies should help improve the environment, reads a new report by Nielsen, a measurement and data analytics company.This growing desire for corporate accountability is most popular among millennials, but its attractive among older generations as well 72% of baby boomers and 65% of respondents who were 65 or older felt it was extremely or very important tha t companies introduce initiatives to benefit the environment.Sustainability and wellnessAwareness about personal wellness and global sustainability hit the mainstream around the saatkorn time, and Nielsens research seems to suggest the trends are linked. The report notes an intersection of healthy for me and healthy for we, represented by naturally flavored drinks and non-GMO snacks.Almost half of global consumers are open to paying more for high-quality products, including those that incorporate sustainable materials or are organic.At a time when Goop enthusiasts are willing to pay $85 for a medicine bag filled with organic crystals, none of this may come as a surprise. But in a culture thats all about self-betterment, its interesting that weve found a way to connect saving the world to saving ourselves.Developing countries lead the wayAn outcry for corporate interventionhas taken root around the world as our environmental crisis deepens. But in countries such as India, Colombia, a nd Mexico, where burgeoning markets mean serious pollution, its edging toward 100 percent of those surveyed.The Nielsen report attributes this increased consciousness to life-threatening consequences of environmental degradation. An estimated 12.6 million people die every year from environmental health risks. In some cities, smog blankets the landscape, and residents can hardly breathe.Its no wonder that the people who are more affected by a schwierigkeit would call for a solution - especially when their life may hang in the balance.

5 Marketing Lessons Applied to Online Recruiting

5 Marketing Lessons Applied to Online Recruiting5 Marketing Lessons Applied to Online RecruitingWhether youre in the recruiting professional or simply in the market for a few good employees for your vacant positions, you know the impact that low unemployment numbers are having on the overall talent pool. Qualified applicants are fewer and further between and when you do manage to find that Goldilocks oh, just right kind of prospect, it ends up feeling like youre the one trying to make a good impression to woo them in the door.If youve been getting the distinct feeling that your search for new candidates has more in common with a abverkauf pitch than an interview process, youre not that far from the truth. In todays day and age its more important than ever that employers make and keep a great impression and who better to take a few lessons from than the world that focuses on the sell? Here are 5 marketing lessons that can and should be applied to online recruiting. Define Who You Are TargetingIf youre a denture adhesive company its pretty clear that your target audience isnt going to be 16-year-old girls. Your mission is to attract a clientele that is a bitolderand uses far less like yeahs in their Instagram selfie posts. The same can be said for an effective recruiting campaign. Start with a job description of required experiences, anticipated tasks, and any needed certifications and qualifications. Use this information to make a profile of a quality candidate. Once youve identified the type of person youre looking for itll make it that much easier to peruse various industry-specific job boards or networking sites targeted by your demographic. Know Your Target AudienceNow that youve got a roadmap to a successful new hire, its time to identify when and where than individual utilizes the internet. If youre looking for recent grads for an entry level opening, websites that cater to c-suite executives probably arent going to be your thing. Along similar lines, thos e in need of artistic or creative positions probably arent going to have as much luck on white-collar focused platforms such as LinkedIn or Bloomberg. In addition to going out and finding the individual candidates, savvy employers need to ensure that their job listings are doing the best job of bringing talent to them. Want to read more? Understand their motivations, the language they use, and speak to them in that same language. Simply Hired, recently delved into the keyword debate in our Lessons from the Word Cloud study. Use those takeaways and help ensure you have a job listing that accurately reflects the open position and the type of candidate youre in the market for. Craft a Clear, Compelling, and Consistent homilieWhen youre developing a brand, its vital to success that your consumers know they can come back time and again for the same consistent, quality product or service. The same logic can be applied to candidates during the interview process. As a recruiter or hiring ma nager, be sure that your pitch for the company or specific job listing remains consistent throughout the process. Stress the key values and perks of accepting a specific position in order to maintain a candidates interest. Finally, be sure to follow up the talk with specific actions during all stages of the interview process. Keeping a unified brand message in place will ensure quality candidates find value in your company. Put Your Message in Front of Your Target Audience Multiple TimesYouve probably heard some version of the age-old marketing axiom that it takes the average person 7-13 times to hear a slogan, commercial, or catchphrase and associate it with a given brand. The same type of repetition of a message can be applied to the recruitment process as well. Consistent follow up with candidates and outreach with specific prospects is one of the best ways to not only ensure a smooth hiring process but also ensure that a candidate feels appreciated for their skills and experienc es they bring to the table. Whatever form your recruitment plan takes, identify an ideal frequency or number of interactions per candidacy and build your points of contact (interviews, follow up, hiring applications) around that magic number. Track, Measure, and OptimizeThe last, but not least, lesson to be learned by recruiters from the world of marketing involves tracking your progress both on a micro and macro level. If youve recently changed, developed, or implemented a plan of attack for attracting quality candidates its important to keep stats to confirm your approach isnt working. This is an equally important task when it comes to evaluating a current approach to the hiring process.Key data points to analyze recruitment effectiveness may include stats such as average length of time from application to hire, the number of candidates who withdraw from the hiring process and, once hired, the average length of time your candidates remain on the job. If you see a less than desirab le outcome on these figures, its probably an indicator that something isnt working and changes are in order. Start over with 1 on our marketing vs recruiting list and wash, rinse and repeat your way to desired results.The Marketing Bottom LineIts clear to see that the marketing and recruiting worlds have much in common. Each field is dedicated to selling their value proposition to a target audience. Sure, you may want your new hire to be excited about designing shoes, rather than buying them, but the concepts are still universal. Take a page out of marketings well researched and developed textbook and follow our guidelines above in order to get a heads up on the competition for quality to add to your brand story.

Changes to Make to Your Resume This Year

Changes to Make to Your Resume This YearChanges to Make to Your Resume This Year8Your resume is seeking your attention as the new year draws near. The lead up to the new year offers a great time to figure out possible changes to make to your resume, with the potential to launch a brand new chapter in your career.Think about it this way many of us take on new fitness regimens as a new year begins. Similarly, freshening up your resume is one of the best career fitness routines you can undertake to shape up your job prospects and find the best flexible jobs. Keeping up with the top resumeand job search trends is a great way to determine specific changes to make to your resume. In other words, keep things fresh as you set your sights on reaching new career and personal goals this yearHere are some changes to make to your resume this yearMake it visually engaging.If your resume consists of a rote list of past jobs and educational experience, itsthe perfect time to come up with a more crea tive resume that highlights the best of what you have to offer. Experiment with fonts, formats, graphics, and social media elements to make your resume eye-catching and super informative all at once.Make it targeted.Targeting your resume to a specific job or audience is a smart move- and potentially far more rewarding than broadcasting a generic resume across a range of industries, and then keeping your fingers crossed that someone will bite. Give some serious thought to your audience each time you send out your resume, and target your resume accordingly.Make it virtual.If youve been trotting out the same well-traveled resume time and again, you may be setting yourself up for the same-old, same-old responses from employers. If you havent already,make your resume virtual, whichallows you to deutsche post dhl customized versions on LinkedIn, About.me, or even in 140-character targeted segments on Twitter.Make it a social-media showcase.More than 93 percent of recruitersuse social medi a to find and screen job candidates.If you dont have a social media presence, you greatly diminish the chances that potential employers will find you online and contact you directly about potential job opportunities. Once you establish a social media presence, make a special point of highlighting it on your both your traditional and virtual resumes- including links, for example, to your blog or other samples of your work.Make it scannable.One of the most tech-savvy changes you can make to your resume is to make it easy to scan withApplicant Tracking Systems, software designed to help employers manage job applicants and resume data. Use the system to your advantage by editing your resume to make sure it includes keywords for the specific position, such as job titles or specific work experience. As impersonal as Applicant Tracking Systems may be, theyre increasingly used by HR professionals to find the right job candidates.Readers, what changes are you making to your resume this year? Wed love to hear your ideas Share them with us in the comments section below

Heres What I Know About Resume Bulider

Heres What I Know About Resume Bulider The Ultimate Resume Bulider Trick Furthermore, you might add exactly the same facts about the second and third employer. Resumes are very foreseeable in features and info, but many choices have to be produced. Should you need access to unlimited resumes and cover letters youll need to pay more. Top Resume Bulider Choices Resume templates can be ideal for ideas but take the opportunity to make your own formatting. Utilizing a resume template is now an acceptable and smart practice for several explanations. There are over 50 templates to select from. Second, the resume builder gives you the ability to duplicate your resume, which is quite helpful once you want to upgrade the document or tailor it to a certain position. Play about with unique looks and styles to make certain that you have selected the very best design or read the expert career advice to be certain that your resume is ticking all the crucial boxes. The resume creator will ask you to put in your information into the blanks offering a detailed strategy to writing. All things considered, Free Resume Builder helps you make a resume in only a few minutes. HR will be quite so impressed with your resume they might even ask how you built it. Tailoring your resume for each particular federal job announcement may be the key to your success. Losing employment could be considered a traumatic encounter. Now you can search for a job sitting down comfortably at your property. A summer months job by way of your dad is not really critical to list. What You Can Do About Resume Bulider Starting in the Next Five Minutes A substantial number of occasions the ideal job candidate is screened out because of poor continue. A lot of people dont like their present job or career. If youre looking for an easy method to create free resume than your search over here. The challenge of being a true student trying to find a job tends to be a deficiency of prior job exper ience. Employing a view to have a great job which you should speak with the employer that youre ready, ready, and ready to do the job. To begin with, as soon as the recruiters go through your resume, they receive a very first impression of your profile. If youre looking for job, dont rely on just 1 method to track down careers. So as to submit a professionally written resume, you have to make aya it is made by a true expert. With a Indeed Resume you are able to make your abilities and experience visible to employers and provide them an effortless way to get in touch with you about relevant jobs. There are a lot of professional services that will enable you to share your resume after its been written in the ideal quality. Not everybody is good at managing others, so in the event that you can offer hard evidence of your people skills by quantifying the impact youve made through exceptional customer assistance, you are going to be irresistible to possible employers. When it has to do with working with an online resume builder you want to understand what areas youre struggling with and what areas youre good with. If youre looking for a new work or mean to shift your present job then you wish to make your job application in as much places as you can to boost your presence in the front of the probable employers. There are a lot of reasons to track down a job as quickly as possible. Its rather simple to apply jobs online with very simple steps as there are a wide range of sites, which delivers the jobs that you may want to submit an application for.

Risky Business Are Risk-Takers More Successful

Risky Business Are Risk-Takers More Successful Isplaying it safe your best bet at work? Should you sit in the same spot, do the same things every day, and stay at the same company for years and years? Or would you be better rewarded if you were to change things up a little, if you were more willing to take on different tasks and challenge yourself professionally?Could taking risks be good for your career?Lets take a lookRisk-Takers Gain ExperienceKnowledge is linked to success, and one way to accrue more and more knowledge is to take risks to leap into the unknown and landsee whats there. At work, this could mean learning a new skill, going out of your comfort zone, leading a new project, or stepping into a management role. Whatever risk you take, it will likely earn you significant experience, perhaps by improving your public-speaking skills or teaching you how to manage teams. Those are the kind of things you can put on your resume to attract futur e employers.Risk-Takers Could Earn More MoneySome business experts agree that those who are willing to take risks at work are likely to earn more money than their risk-averse peers.Jason Hanold, CEO of Chicago-based executive search firm Hanold Associates, told Inc.that those employees who have an appetite for taking risks such as volunteering to transfer to a new overseas office are likely to see faster promotions and higher salaries.With each one of those moves, you have an opportunity for accelerated learning, accelerated compensation, versus someone who finds a place theyre comfortable and sets and perches right there, Hanold said.Risk-Takers Tend to Get NoticedPeople who take risks often stand out and get noticed as a result. This doesnt mean they are show-offs. Rather, taking risks shows they are capable of leadership, management, and direction.Tamara Abdel-Jaber, CEO of tech company Palma and named one of the 100 Most Powerful Arab Women by Arabian Business Magazine in 2011 , told Women 2.0 The way I see it, many people in the Middle East dont have many resources and knowledge. In order to stand out, expend a little extra effort. I am passionate about knowledge and pursued that from an early age by working hard in school, and have continued to do so throughout my life. My knowledge helps me to be confident, and I like taking risks.Do Men Take More Risks Than Women?Researchsuggests men are twice as likely to take risks at work as women are, but whether or not this is linked to success is unclear. Research also shows that age is connected to risk appetite, with younger people more inclined to take risks than those who are older.Risk-Raking Is About GoalsTaking a risk doesnt mean acting randomly. In many cases, risk is strategic and linked to a number of overarching goals and objectives. A risk-taker defines their goal, then sets about achieving it, managing the inevitable stumbling blocks that cross their path.The world of business is filled with many e xamples, chief of which is probably that of late Apple boss Steve Jobs, who transformed a company and revolutionized a market all by having goals and taking risks to achieve those goals.While we take risks every single day, doing it for career purposes should be given some serious thought. Research and business experts including people who have taken risks themselves and have seen the positive results suggest that taking risks can lead to success. To quote Mark Zuckerberg,In a world thats changing really quickly, the only strategy that is guaranteed to fail is not taking risks.Irma Hunkeler works forBlueGlass.co.uk, a digital absatzwirtschaft agency.

How to Spot Burnout Before Its Overtaken Your Life

How to Spot Burnout Before Its Overtaken Your LifeHow to Spot Burnout Before Its Overtaken Your Life Hard work is as American as apple pie. We pride ourselves on pulling 12-hour days - getting in a workout before heading to the office before running to the PTA meeting and making it home in time for the evening news.Being stellar at the office, exceeding expectations, and climbing the ladder are all a part of the American dream. Until suddenly you hit a wall.Youre mentally and physically exhausted. Going through the motions day in and day out, forgetting self-care and ignoring pleas from friends to slow down.Stressful jobs contribute to 120,000 deaths each year and cost U.S. businesses up to $190 billion in health care costs , according to a 2016 paper from researchers at Harvard geschftsleben School and Stanford Universitys Graduate School of Business. And stress isnt just crippling degreed professionals. The study found that workers with less education are more li kely to take jobs with more workplace stress, such as those involving shift work, experiencing frequent layoffs, or demanding long hours.In another study , more than four in ten working adults (44%) say their current job has an impact on their overall health, and 43% report that their job has a negative impact on their levels of stress. Whether youre 21 or 81, American workers are reporting higher levels of stress as many are unwilling to take vacation time , concerned about job security or simply trying to keep up with the demands of a 24/7work world.Burnout is primarily caused by systemic factors in workplaces, says Chicago-based clinical psychologist Dr. Adia Gooden . Jobs that put more pressure on employees without support and useful feedback are more likely to see employee niedergeschlagenheit.To help you manage yourstress and find a bit of balance, we spoke with Dr. Gooden to find out how to spot exhaustion before it causes serious damage. Take a deep breath, and read on.It may sound cliche, but recognizing there is a problem is the first step to solving it. Some of the common signs of burnout, according to Dr. Gooden , are constant feelings of irritability and frustration at work. Beyond just the normal grumbles and gripes about a heavy workload or a nagging co-worker, Dr. Gooden insists true burnout could look like getting annoyed at any request you are asked to do that falls within the scope of your job. Feeling ineffective and disconnected from the reason you took a job is another sign of burnout. Additionally, if you are in a helping profession, compassion fatigue, no longer being able to empathize with the people you serve is another sign of burnout. Step 2 See How the Office or Work Environment Impacts You and OthersInstead of feeling as though the issue lies with the individual, there are environmental factors that can exacerbate stress and contribute to burnout. After all, numerous studies show that job stress has escalated progressively ov er the past few decades. Workers who report the perception of having little control but lots of demands have been demonstrated to be associated with increased rates of heart attack, hypertension, and other disorders. Unclear expectations for work productivity and output and inconsistent evaluations also lead to anxiety and stress, insists Dr. Gooden. A dditionally, when workers do not have agency over their work and decision-making processes that affect them, this can increase stress and burnout. Further, when employees feel invalidated or unappreciated for their work, this contributes to burnout. Finally, heavy workloads that prevent employees from engaging in consistent self-care can lead to stress, anxiety, and burnout.Step 3 Consider How Technology Plays a RoleUnplugging or disconnecting from technology has been a trending topic among workplace therapists, but so few employees manage to do it.We take better care of our smartphones than we do ourselves, said Arianna Huff ington at a Glassdoor event last year. I speak from personal experience. I made every mistake in the book. I collapsed from sleep exhaustion in 2007, when I awoke in the hospital I asked myself Is this what success looks like?Dr. Gooden agrees and suggests that employees who feel on the brink of burnout need to seriously rethink their interactions with technology, from laptops to smartphones. Not setting boundaries around your work or being in a work environment that discourages boundaries can certainly lead to burnout and is ultimately harmful to employees and the organizations they work for. When employees feel they must constantly be ready to respond to an email or take a work call, this prevents them from being able to relax during their time away from the office. Taking breaks from work including times when we dont respond to email gives us space to rest and get rejuvenated . These breaks allow us to be more effective workers when we return to work.Step 4 Know That Workouts Only Help But So MuchOne of the go-to suggestions for people experiencing depression, anxiety, or stress is to hit the gym. However, that solution isnt for everyone. It is important for people to find self-care activities that work for them that they can incorporate into their daily or weekly schedules on a regular basis, says Dr. Gooden. Engaging in consistent self-care, which involves eating healthy foods regularly, sleeping enough (7-8 hours), having personal time, connecting with loved ones, and exercise, is something that can help prevent and address burnout.At Salesforce, CEO Marc Benioff deals with the stress of running a multi-billion-dollar company by practicing mindfulness. I have a mindfulness practice, and I try to practice mindfulness formally a few times a week, Benioff said. Its a meditation schrift practice, just being able to sit quietly and spend time trying to let go of the stress that I collect during the week running a big business.Step 5 When to Speak to Mana gementIn some instances, employee burnout needs to be flagged to the boss. Dr. Gooden isnt advising that you send a staff memo or notify your CEO, however, she does recommend that your direct manager be looped in if your productivity and well-being are being compromised. When talking to a manager about burnout, employees should highlight their commitment to the job and desire to work effectively and efficiently, says Dr. Gooden.Next, its important to set expectations with your boss so that you are set up for success. For example, not responding to work emails after 7pm, taking real lunch breaks, and requesting constructive feedback about their work.If you notice that your burnout is manifesting itself in ways that make you feel unappreciated at work and detached from the team, Dr. Gooden advises, it may be helpful to have a conversation with your manager about how your work fits into the overall goals and mission of the organization.Whether youre new to a job and feeling a little ov erwhelmed or so knee-deep in burnout that you dont know what to do, seeking professional help is warranted. In general, it is better to seek out therapy sooner rather than later, says Dr. Gooden. And the good news is that seeing a therapist is often covered by your health insurance. Having difficulty sleeping or sleeping too much, having a hard time getting out of bed in the morning and engaging in daily functioning, feeling hopeless, feeling sad and/or not enjoying things anymore, and having headaches, are all symptoms of depression. Additionally, worrying all of the time, having racing thoughts, your heart racing, having stomach problems, and difficulty concentrating are signs of anxiety. If those symptoms sound familiar, consider scheduling an appointment with a psychotherapist or physician.Not ready to take that step? Consider alternatives. Talk therapy can help address depression, anxiety, and other mental health concerns and can also be very helpful if you are questioning your career path and trying to figure out how to reconnect to your sense of purpose in life.One of the best ways to prevent burnout is to take time to reflect and reconnect to your purpose, says Dr. Gooden. Step back from the craziness of the work week and take a deep breath. Take stock of how you feel and how you want to feel, then take actionable steps towards better work-life balance.

Four telltale signs your coworker doesnt like you

Four telltale signs your coworker doesnt like youFour telltale signs your coworker doesnt like youSometimes, its abundantly clear that someone at work doesnt like you. But if youre having trouble deciphering the potential signs, heres a guide.While you can never be 100% sure how a coworker feels about you unless you ask them, chances are they might act a certain way. So, whether youre the employee or the boss, heres what to look out for.Buckle up.Their eyes almost never meet yoursSound familiar?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreLynn Taylor, a workdistributions-mix expert and the author of Tame Your Terrible bro Tyrant How to Manage Childish Boss Behavior and Thrive in Your Job,told Business Insiderexplains why this can be a warning sign.She says that its tough for someone to make eye contact with someone theyre not a fan of because theyre afraid that you may be able to detect host ility, so the path of least resistance is for them to look away or avoid being around you wherever possible.They make it obvious they just dont careJennifer Winter(now Jennifer DeRome), a content strategist, writer and relationship manager, writes in The Muse that one of the ways you can tell that your employees dont think youre doing a good job is that they dont play by the rulesAs a manager, you might not always be considered a friend, but how well your team adheres to the rules - both yours and the companys - is a great indicator of how well youre doing your job. On the other hand, when your team isnt worried about the consequences of skirting the rules, that also means they arent particularly worried about what you think - and thats a dangerous place to be as a manager. Your team may not always like you, but they definitely should be concerned with what you think and the consequences youll enforce if they arent working within the guidelines you or the company have set.They as k you way too many questions - and single you outReuben Yonatan, founder and CEO of cloud communication advisor GetVoIP, features an infographicand writes that one of the ways you can tell a coworker isnt fond of you is if they constantly question you.Its normal to question colleagues occasionally, but if you notice that your coworker questions every decision you make (and rarely questions anyone else), its a sign that they dont trust you, Yonatan says.They never maketime for youThis just isnt fair.Alison Green, author of the Ask a Manager blog, writes on Daily Worth that if you cant get your managers attention its a clue that they may not like you.Your boss regularly cancels your meetings, forgets to return your calls and emails, and generally doesnt seem to have you anywhere on her priority list, Green writes.This article was originally published on March 14, 2018.

70 Better Get-to-Know-You Questions to Use at Work - The Muse

70 Better Get-to-Know-You Questions to Use at Work - The Muse70 Better Get-to-Know-You Questions to Use at WorkMaybe youre brand new on your team. Or, maybe youve been around for a while, but youve realized that you really dont know all that much about the people you work with. Either way, its time to pull out some get-to-know-you questions.Dont groan quite yet There are plenty you can ask your team members that dont involve those clichs that everybody is sick of answering. After all, does anybody really care about your packing preferences for that hypothetical desert island? Throw a couple of these prompts (many of which we actually use right here at The Muse) out in a team meeting or even a one-on-one coffee (or non-coffee) catch-up, and get ready to bond with your colleagues on a whole new level. If you prefer to jump straight to it, you can skip to questions that are Strictly BusinessA Little mora PersonalJust for FunGet-to-Know-You Questions 1-19Strictly BusinessLets say youre h aving lunch or a one-on-one meeting with a colleague, and youre eager to understand more about their specific role, career trajectory, or working style. Well, these questions cover nearly every possible work-related topic. What do you do at Company and in what circumstances would I come to you for something?Whats one professional skill youre currently working on?Whats your go-to productivity trick?Are you an early bird or a night owl?Who has influenced you fruchtwein when it comes to how you approach your work?What behavior or personality trait do you most attribute your success to, and why?How do you prefer to start your day?How do you prefer to end your day? What welches your first job? Whats the worst job youve ever had, and what did you learn from it? Whats a mistake you made early on in your career, and what did you learn from it?What led you to this career? What energizes you at work?What drains you at work?Whats one thing that surprised you about working at Company?Whats a wo rk-related accomplishment that youre really proud of?Whats your biggest work pet peeve?Whats the biggest misconception people have about your position?If you could add one thing to Companys office, what would it be?Get-to-Know-You Questions 20-44A Little More PersonalYou want to dig a little deeper to understand who that person is when they leave the office each and every day. These questions go beyond work-related matters and lighthearted icebreakers (dont worry- well get to those) to give you some better insight into what really makes that person tick. If you could snap your fingers and become an expert in something, what would it be?If you could write a book about your life, what would the title be and why?What advice would you give to your teenage self?What do you do to turn things around when youre having a bad day?What drains you outside of work?What energizes you outside of work?Whats a trip that changed you, and why?Whats one of your favorite memories from the past year?What s one thing most people dont know about you?Whats one thing youre currently trying to make a habit?Whats one thing youre learning now, and why is it important?Whats something you saw recently that made you smile?Whats something youve done, but will never do again?Whats something- big or small- that youre really bad at?Whats something- big or small- that youre really good at?Whats the best advice you were ever given? Who was it from?Whats the best compliment youve ever received?Whats your favorite way to unwind after a busy day?Whats your guilty pleasure?When you were a kid, what did you want to be when you grew up?If you could trade places with anyone for a day, who would you choose?If you had to plattl one age to be permanently, which age would you choose?What three words would your friends use to describe you?Who would play you in a movie about your life?What would we most likely find you doing on the weekend?Get-to-Know-You Questions 45-70Just for FunIf youre looking for a quirky or upbeat way to kick off a team meeting with some bonding or even just get a conversation rolling one on one, these fun, unexpected, and low-pressure questions should do the trick.Are you a dog person or a cat person (or neither)?Do you have a hidden talent? What is it?If you could choose a name for yourself, what would it be?If you could choose a superpower, what would it be?If you could only eat one item for every meal for the rest of your life, what would it be?If you could only have three apps on your smartphone, which would you pick?If you were the only human left on Earth, what would you do?What book are you reading now?Whats your favorite sport to watch and which team do you root for?What trend do you hope makes a comeback?Whats one hobby youd love to get into?Whats one item you cant leave your house or apartment without?Whats one item you want to own that you dont?Whats one popsong or artist that youre embarrassed to admit you like?Whats one song you have completely memori zed?Whats one totally irrational fear that you have?Whats the first concert you ever went to?Whats the top destination on your must-visit list?What fictional place would you most like to visit?Whats your favorite place to eat around here?Whats your favorite TV show- the one youre always watching on repeat?Whats your go-to karaoke song?Whats your most hated household chore?Whats your most used emoji?Which season is your favorite?Whats the weirdest food youve ever eaten?Even if you arent brand new in the office, it never hurts to get to know your co-workers a little bit better (heres why). But, lets face it- it can be tough to think of questions that go beyond, Whatd you do this weekend? or Its a little cold in here today, isnt it?Bookmark this list and come back to it, and youre sure to foster a reputation as the co-worker who can always get an awesome conversation started.

Laundry and Clothing Repair Specialist

Laundry and Clothing Repair Specialist 92S Shower/Laundry and Clothing Repair Specialist Job Overview Shower/Laundry and Clothing Repair Specialists are primarily responsible for supervising and performing laundry, shower, personnel, and clothing decontamination functions. Basic Job Description Duties performed by Soldiers in this MOS include: Bulk, individual, or organizational laundry and reviews laundry lists for accuracy of bundle count or contents of individual laundry bag. Segregates, classifies, and marks washable and unwashable items. Operates mobile washers, extractors, dryers, reimpregnation, decontamination, and delousing equipment. Sorts and issues cleaned laundry and equipment. Conducts clothing exchange in conjunction with bag operations. Installs, inspects, operates, and maintains laundry, shower, decontamination and delousing equipment, and generators. Supervises establishment of laundry or shower facility. Supervises marking, classifying, and washing operations. Coordinates flow of personnel through shower and delousing operations with supported units. Supervises preventive maintenance of laundry, shower, and delousing equipment. Estimates supply requirements, requests supplies, and supervises receipt, storage, and issue of supplies, clothing, and equipment. Prepares facility layout. Operates light duty sewing machines and associated equipment. Alter sizes, and repair uniforms and zippers. Operate and maintain sewing, darning and button machines Training Information Job training for a Shower/laundry and clothing repair specialist requires 10 weeks of Basic Combat Training and eight weeks of Advanced Individual Training. Part of this time is spent in the classroom and part in the field with on-the-job instructions. ASVAB Score  Required:  84 in aptitude area GM Security Clearance:  None Strength  Requirement:  very heavy Physical Profile  Requirement:  222222 Compensation The basic compensation corresponds to your pay grade and years of service in the Army. Total compensation includes housing, medical, food, special pay, and vacation time. Future Civilian Careers The skills you learn will help prepare you for a career as laundry or dry cleaning operator or manager and as a tailor. Possible (PaYS) Program Eligibility This position may be a good fit for a job recruitment program called Army PaYS, which offers a recruitment option that guarantees a job interview, after the Army, with military friendly employers, such as ATT, Hewlet-Pakard, Kraft Foods, and other large companies. These employers are looking for experienced Veterans to join their organization. Those interested in this job should explore the Army PaYS.

How to Reconnect with Old Contacts During a Job Search

How to Reconnect with Old Contacts During a Job Search How to Reconnect with Old Contacts During a Job Search 2 We can all relate to wanting to rekindle relationships when you truly need to grow and find a new job. But how do you reconnect without making the other person feel awkward, or worse, like youre just using them? Here are three  ways you can put yourself out there and reconnect with old contacts: 1. Get social on social media. You dont need to become a social media expert to use LinkedIn or Facebook. These two platforms do most of the work for you. Both will help you reconnect with people of your past. Like magic, these two platforms will suggest people you probably know and give you the option to connect with them. But before you start sending requests to connect, you need an updated profile. Be sure you have a picture of yourself uploaded. Next, write a little bit about yourself. When your old friend goes to check out your profile, theyll remember who you are and get an idea of what youre up to. Most people approach online interactions  by focusing on what they can get out of it for themselves. If youre using LinkedIn, be sure to list your strengths and accomplishments to position yourself as an asset. 2. Attend networking events. Getting out from behind your computer will take courage but the reward is often worth it. In-person networking is extremely valuable because it gives you the chance to connect on a more personal level. Look up when the next alumni event is taking place in your city. (You may bump into an old classmate!) Check out any industry events in your area. (You may run into old colleagues!) Before you attend these events, be prepared to answer the question, So what have you been up to? If people havent seen you in a while they are going to be curious. When filling in the gap be sure to keep it short and simple. Then leave them a bit curious so that when you follow up you have more to talk about. 3. Reach out  the old-fashioned way. Theres always the straightforward approach: reaching out directly. If you still have your old contacts email address or phone number, get in touch. But the worst thing you can do is immediately ask for their help in your job search or career. That will send the wrong message and can be extremely off-putting. To avoid making things feel awkward, find a  reason to reach out. Maybe you heard your old pal recently got married. Reach out to say congratulations.  Perhaps you  saw on LinkedIn that your former boss switched jobs. Send her a note with your well wishes, and to ask how things are going. Once a few weeks or months go by,  you can start exploring ways in which you might be able to help one another out professionally. Job searching? Check out the top companies for part-time telecommuting jobs.

Have you forgotten these 2 life enhancements

Have you forgotten these 2 life enhancements Have you forgotten these 2 life enhancements I was in a Walmart store recently and marveled at the array of interesting characters. Not only were the shoppers diverse in age and race, but particularly in the way they dressed.Illustrations by John P. WeissMy cartoon above is a gross exaggeration of the people I saw, but it lampoons something I’ve been noticing lately. People dress poorly. They opt for unflattering tights, frumpy sweats, mismatched items, and ill-fitting outfits.Casual wear has increasingly become the default standard. Why do we dress casually? According to an article by Deirdre Clemente:“Because clothes are freedom - freedom to choose how we present ourselves to the world; freedom to blur the lines between man and woman, old and young, rich and poor. The rise of casual style directly undermined millennia-old rules that dictated noticeable luxury for the rich and functioning work clothes for the poor. Until a little more than a century ago, there were very few ways to disguise your social class. You wore it - literally - on your sleeve. Today, CEOs wear sandals to work and white suburban kids tweak their L.A. Raiders hat a little too far to the side. Compliments of global capitalism, the clothing market is flooded with options to mix-and-match to create a personal style.”At the risk of sounding like an old fuddy-duddy, I think we’ve taken this casual thing too far. How we dress says something about how we view ourselves.Check out this 20 second Seinfeld clip on the subject of sweatpants.Writer Jeff Minick, in an essay for Intellectualtakeout.org, wrote:“Go to any public arena - a sports event, a shopping mall, Wal-Mart, you name it - and you realize the standard of dress for men and women, adults and children, has reached a low point in American history. Blue jeans are de rigueur; t-shirts with slogans, some of them billboards of obscenity, assault the eyes; pajama bottoms are worn to the grocery store; restaurant patrons appear at lunch looking as if they had just rolled out of the sack; grown men wear baseball caps while eating steaks at Outback.”It didn’t use to be this way. There was a time when folks dressed better. As Jeff Minich went on to write:“Let’s contrast our contemporary ‘style’ with the recent past. Go online, Google ‘baseball games 1930s photos,’ and look at the pictures of the fans. Most are males wearing ties and coats. The women are wearing dresses and hats. Take a look at television shows from the 1950s or at ‘Mad Men,’ and note how stylish people dressed when in public.”The dust of everyday lifeDavid Arms is an artist, photographer, and former special events coordinator. His “art, style, and living” brand is housed in a beautiful, old barn located in historic Leiper’s Fork near Franklin, Tennessee.I don’t remember when I first discovered David Arms, but I was impressed by his sense of style, artwork, and elegance. He dresses impeccably and fills his studio and gallery with beautifully curated books, tie s, artwork, journals and decorous, aesthetically pleasing items.As much as I embrace minimalism, I can’t help but admire all the cool things in David Arms’s studio and gallery. Clearly, David Arms is living an artful life.“Art washes away from the soul the dust of everyday life.” -PicassoWatch this short, beautifully filmed video about David Arms.Like the rest of us, David Arms has choices for how he wants to live. If he desired, he could paint all day in his pajamas. But he doesn’t. He sports elegant, colorful ties and tailored vests.David Arms lives his life with beauty and elegance. He puts serious thought into how he wants to live. As he states in the above video:“Then I came to a place of realizing that my art is more than a painting, it’s a way of life. It affects all my choices. How I live, what I wear, the things I surround myself with. The books I read. It’s living life intentionally. And my greatest intention is simply to convey one thing: hope.”What is i t you want to convey in your life? Have you thought about it? The way you dress, maintain your home and express yourself says volumes about you. What do you want to project?We don’t  live in a coherent ageIn her book At the Corner of East and Now, author Frederica Matthews-Green wrote:“We don’t live in a coherent age. Walking through the culture is like walking through the surf after a battering storm, stepping through shards of insatiable consumerism, gaudy FunTime noise, self-indulgent weepiness, toilet humor, posturing nihilism. Things keep saying they’re important, but they turn out to be more loud than deep. Stepping around the shards, we begin to wonder if anything might be important, anything might last or … ”There’s no question that American culture has coarsened over time. We don’t dress as nicely as we used to. Manners and etiquette have declined. People talk past one another.We are immensely distracted by a lot of superficial, online noise. Cat videos and cartoons. The glowing screens have stolen our attention away from books and meaningful conversation. Convenience and casualness have overtaken elegance and gracefulness.Lost in the glow of mediocrity.We often seek the path of least resistance in work and our personal lives. Getting there is more important than how we get there.We’ve lost a bit of our artfulness.Even air travel is casual now. Where people once “traveled in style,” fliers now travel in shorts, flip-flops, and pajamas.Elegance is RefusalAll of my elementary education was in private schools. My father was dissatisfied with the public school I attended. He felt there wasn’t enough emphasis on reading, history, etc. So, he coughed up the dough for a private school.I remember how different my experience was in private school. All the students were in uniforms and the teachers dressed in business attire. In public school, kids dressed in all manner of outfits and my teachers often dressed casually.It might be a smal l thing, but when teachers dress like their students, it sets a casual atmosphere in the classroom. The more formal, business attire my teachers wore in private school elevated the tone set in the classroom.The uniforms we wore as students had a similar effect. They took the emphasis off fashion statements, so students could concentrate on their studies. They also made us feel more serious and purposeful.The pot calling the kettle black.Obviously, clothing does not make the teacher (or student) and there are many fine public schools. But, how we dress does make an impression, and can affect how we feel about ourselves.The French fashion designer Coco Chanel said:“Elegance is refusal.”Refusal to take the path of least resistance. Refusal to settle for mediocrity. Refusal to just get by. Refusal to be lazy. Refusal to dress like a slob.Chanel also noted:“Dress shabbily and they remember the dress; dress impeccably and they remember the woman.”Artful livingI know, times have ch anged. The world is moving faster now. I probably sound like an aging romanticist, longing for a simpler time when people dressed nice, maintained impeccable homes, and talked more to one another.The thing is, I don’t think people are happier now. I think they’re distracted by the noise and rapid pace of life. They don’t think they have time to dress better or live more artfully. However, if they did, I think they’d feel differently about themselves.In the preface to his novel, “The Picture of Dorian Gray,” Oscar Wilde famously wrote that “all art is quite useless.” The philosopher and author Roger Scruton disagrees, noting:“Put usefulness first and you lose it. Put beauty first and what you do will be useful forever. It turns out that nothing is more useful than useless. We see this in traditional architecture, with its decorative details. Ornaments liberate us from the tyranny of the useful and satisfy our need for harmony. In a strange way, they make us feel at home. They remind us that we have more practical needs. We’re not just governed by animal appetites like eating and sleeping. We have spiritual and moral needs, too. And if those needs go unsatisfied, so do we.”Elegance and beautyIn all the hurly-burly of life, it’s easy to lose sight of two things. Two life enhancements that can elevate your game, your self-image, and your approach to better living. They are:Elegance and beautyPeople who take the time to dress well, maintain beautiful homes and live artfully, stand out. In this fast-paced world of shortcuts and hacks, it’s refreshing to meet refined people who take the time for elegance and beauty.Embracing elegance and beauty does not require wealth. I’ve met many people of modest incomes whose homes and dress are elegant and refined.“Elegance is usually confused with superficiality, fashion, lack of depth. This is a serious mistake: human beings need to have elegance in their actions and in their posture because this word is synonymous with good taste, amiability, equilibrium and harmony.” -Paulo CoelhoIt’s amazing how some thoughtful beauty and elegance in your home can lift your spirit. For example, my wife is a registered nurse by profession and a gardener by passion.The flowers, Talavera pottery, statues and outdoor glass art my wife has placed in and around our home, increase the elegance and beauty.Talavera pottery in our courtyard.Outdoor glass art.“Clarice,” one of our outdoor statues.Nourish true virtueHow about you? How are you doing with beauty and elegance in your life? Take a moment to consider how you dress, how you maintain your home, and whether or not you are living artfully.Being an artist, I have a sensitive eye for beauty, design, and aesthetics. I began to realize, like David Arms, that art can be a way of life. Something to inject into how I dress, maintain my home, express myself and live my life.“Beauty is the sign of another, higher order. Beholding beauty with the eye of the mind you will be able to nourish true virtue and become the friend of God.” - PlatoI encourage you to embrace beauty and elegance in your own life. Declutter your living space. Get some fresh flowers. Keep things clean, tidy and thoughtfully designed.Skip the baggy, frumpy sweats when you go out. Put a little more thought into what you wear. You don’t have to break the bank, either. I’ve met thrifters who dress impeccably.If you’ve forgotten or overlooked the benefits of beauty and elegance in your life, why not embrace them now and craft a more artful life for yourself? Doing so will put a spring in your step, and might inspire others to up their game, too!(Originally published at JohnPatrickWeiss.com)Before you goI’m John P. Weiss. I paint landscapes, draw cartoons and write about life. Thanks for reading!

How to Negotiate a Raise or a Promotion at Your First Job

How to Negotiate a Raise or a Promotion at Your First Job How to Negotiate a Raise or a Promotion at Your First Job Negotiating your salary can be a scary process. Use these tips to enter into negotiations fully prepared to get the compensation you deserve. Salary negotiation is a delicate give-and-take process. To master the fascinating art of negotiation, job seekers must first understand that they may have to give something up to get something better in return. Easier said than done, you’re probably thinking. New grads in particular make the mistake of assuming their lack of experience can’t bring them lucrative positions. Of course, they’re wrong! No matter where you are in your career, here are some simple tips for how to ask for a raise for new grads â€" or anyone â€" can use to negotiate a raise or promotion.Have realistic expectationsFirst, let’s get something straight. The era of lifetime employment that ends with a substantial retirement fund at the age of 65 is over. Today’s modern work environment is based on “gigs.” Employees are often compelled to adapt and constantly l earn new skills and move to different roles throughout their careers. According to the Bureau of Labor Statistics, 40 percent of people in today’s workforce change jobs annually. Surveys show that the new generation of workers might change their jobs six to seven times between the ages of 20 and 30. Basically, this tells us that every time you switch jobs, you have more chances to bargain better salary incentives.Don’t let HR intimidate you Many job seekers are terrified with Human Resources representatives. Remember, just because they’re in charge of the hiring process, doesn’t mean they’re not willing to negotiate. Potential workers have one huge advantage over HR â€" themselves. It’s expensive to hire new people over and over again. The effect on morale, training time and loss of institutional knowledge may cost a company $150K to replace an employee who makes $60K per year. Thus, it’s a lot better to offer them a five or 10 percent raise rather than risk losing the m.Keep scoreWrite down all your achievements in a notebook, and keep track of everything you’ve accomplished for the company you’re currently working for. This should include deadlines you’ve met, sales you’ve closed, productivity you’ve increased, extra hours you’ve put in, and anything else you can think of. When it’s time to ask for a raise, you should be able to substantiate your claims. HR will most likely ask why you think you deserve the raise, so it’s important to have all the right arguments to get what you deserve.Know your worthNot many people know their worth in a business negotiation, so rather than take a chance at bargaining for themselves and leveraging their knowledge, they choose to remain quiet. It is important to discern where you stand in a company if you want to land a raise. The more valuable you are the higher chances you have to leverage that value and get a few extra perks. There are a lot of great resources, like this one on Ladders, for yo u to compare your salary.Promotions are always negotiation opportunities That’s right! Getting a promotion (or a raise) makes room for further negotiations. Employees (who want more and are willing to take risks) shouldn’t be afraid of rejecting a first offer for extra incentives. A lot of people fail to understand that hiring managers want them to negotiate; sadly, very few people do it. Why should you let this opportunity slide away, when you can make the most of it? By negotiating, you show determination and fortitude, traits that are so difficult to find in today’s modern workforce.Asking for a raise or promotion at your first job can be difficult, but pays dividends in the long run. The best person to get you what you deserve is you, so give yourself credit where credit is due and show HR everything you have to offer. Your bank account will thank you later.