John Logal - Work It Daily

John Logal - Work It Daily Selection representative Info Name: John Logal Title: Employment and Training Specialist Email: jlogal@appleone.com LinkedIn: www.linkedin.com/in/johnlogalappleone Organization Info Organization: AppleOne Area: Buffalo, NY Site: www.appleone.com Professions Page: www.appleone.com For Job Candidates Favored Method To Be Contacted By A Candidate: LinkedIn Favored Process For Following Up On Application: A resume and a concise portrayal of a work history Things That Impress You In A Candidate: Stability, Personality, References Things Candidates Must Include To Be Considered For Job: Clear, Concise, and Accurate work history. Great References. Great development. Can Candidates Apply For Multiple Positions And Not Get Penalized?: Yes Enrollment specialist's Perspective What's your preferred statement? In the event that you think employing experts is costly, have a go at recruiting beginners. What do you like to do in your extra time? Invest energy with Family and Friends. In a sentence, for what reason do you appreciate working at your conversation? I like the capacity to assemble the correct individuals with the correct organization. In a sentence, how might you portray the workers at your organization? Committed. Have you joined our vocation development club?Join Us Today!

STOP Saying Candidate Control!

Quit Saying Applicant Control! I've enrolled for a portion of the top organizations in the outsider selecting industry. Also, regardless of what organization it was upper administration cherished their popular expressions Ground breaking, Profound Dive, Oversee Expectations, Cooperative energy the list continues forever I don't differ with every one of them that are out there, once in a while you extremely can't locate a superior phrase to portray your point of view. Anyway here is one we have to discard at this moment: Competitor Control. Indeed I appeal that in addition to the fact that we throw this term out, I think we have to begin fining individuals for utilizing it. What is applicant control? First we should take a gander at the word it's really straightforward, the principal word Candidate, the subsequent Control, which means you have power over the up-and-comer. Supervisors utilize this term to legitimize descending on you the selection representative for an error the applicant made. I can't remember accurate circumstances where this has transpired, yet I do know how the discussion went whenever one of my competitors destroyed: You know Chadd, you should have would do well to competitor control on this one. Competitor appears late for a meeting? Up-and-comer Control Applicant lies on their resume? Competitor Control Applicant adulterates instruction experience? Up-and-comer Control I do concur that we should restrict these issues on the grounds that enrolling can be a truly costly help, in any case, to figure you can control another person is practically ludicrous. Ask any parent with a baby perceive how much control they have in the house. The equivalent goes for up-and-comers! They are going to act, think and handle circumstances how they see fit. In the event that you expect you have authority over your applicant you have to reexamine things, and quick. What's more, if your supervisor utilizes this term to you, I think it is to your greatest advantage to challenge them and their situation in the organization. However, this article isn't composed to gripe. I generally state in the event that you have an issue with something you better get together with an answer. So I present the business with a goal to this issue. Up-and-comer impact: I might want to formally coin the phrase: Candidate Influence. Up-and-comer appeared late for a meeting? Did you send them the specific location and advise them to show up 15 minutes ahead of schedule? In the event that you didn't, at that point yes that is your issue. In the event that you did they despite everything appeared late, short you truly driving them to the meeting yourself, you did everything you could. Applicant lied on their resume? Did you check references and confirm the data? If not, again disgrace on you. Assuming this is the case, disgrace on them. Etc, etc. It is our activity as an enrollment specialist to do our due steadiness with our up-and-comers. On the off chance that you aren't discussing cash, work area or whatever other main consideration that will at last assume a job in an applicants dynamic procedure from the first occasion when you meet them than you are not carrying out your responsibility. We gather the entirety of this data so we can impact the up-and-comer's choice. By the day's end an up-and-comer will settle on the choice that is best for them and there isn't a lot of we can do about it on the off chance that it doesn't concur with what we need. Yet, on the off chance that you realize your competitor needs 65K, a 15% Bonus and a brief drive, than you ought to have the option to assume a significant affecting job in the choice that the applicant makes. Henceforth, Applicant Influence

Connecting With A Past Colleague To Find A Career!

| Read Our Blog Read Our Blog Blog Connecting with a Past Colleague to Find a Career! Emily Mason December 9, 2016 Non-profit, Training, Workforce 0 Davita White was working as a recruiter with a robust background in training when she was laid off after her firm went out of enterprise. She found herself unemployed and having a tough time demonstrating her considerable expertise, initiative, and love of learning to hiring managers. After being out of labor for greater than a yr, she related with her previous colleague, Ken Jones who was now working as a Career Coach atNational Able Network! “Ken Jones was working right here, and he advised I come in.” Davita hoped Able may help her pursue higher job leads, improve her interview abilities and discover a approach to “promote [her]self on paper.” Davita White She enrolled within the Workforce Innovation and Opportunity Act (WIOA) and started taking courses to improve her social media, networking, and interview abilities, all whereas following job leads and assembl y along with her Career Coach, Rocio Montoya. “Rocio was nice; she endorsed me on what I wanted to do and what business I ought to be geared in the direction of.” Davita enjoyed working with Rocio, and in addition became an energetic participant in the Job Search Work Team, meeting with fellow job seekers to get feedback on her job expertise. Davita loved interacting with others, particularly since they helped her be taught new issues: “I really took to heart the advice that I received once I met with my staff.” Davita felt she improved her networking expertise dramatically! With her improved skill set, she learned about a profession she thought she’d be excellent for: HR Administrative Coordinator. Sure sufficient, Davita was right! She is now again in the work pressure and loving every minute of it: “I love the position; there’s all the time one thing new to be taught and do, at all times.” Davita is grateful for the time and help Able gave her to get the know-how she wanted to land her new place. She hopes that Rocio and the remainder of the workers “hold as much as good work!” Congratulations Davita! If you or someone you know needs help with their job search,click on hereto enroll withNational Able Networktoday! Your e-mail handle won't be revealed. Required fields are marked * Comment Name * Email * Website Subscribe me to your mailing record Receive our newsletters, breaking news alerts, and more! Veterans Forward Orientation Careers by National Able Network: An Online Orientation for Nebraska Residents! Careers by National Able Network: An Online Orientation for Illinois Residents! View More…

Is Your Message More Negative Than You Think

Is Your Message More Negative than You Think? Mark Murphy of Leadership IQ is a New York Times bestselling writer, weekly contributor to Forbes, ranked as a Top 30 Leadership Guru and the Founder of Leadership IQ. He’s skilled leaders on the United Nations, Harvard Business School, the Clinton Foundation, Microsoft, MasterCard, SHRM, and lots of extra organizations. Leadership IQ lately launched a free product that looks for potential unfavorable messages in your communication. Murphy says “when you’re about to have a troublesome dialog, or ship some constructive feedback and even ship an e-mail if you’re barely irritated, it’s really necessary to PAUSE and ANALYZE the words you’re going to say.” Negative phrases can inflame already powerful conditions. So the corporate created an app known as the Negative Word Analyzer that can assist you flag and remove any unfavorable phrases that could make your tough scenario even tougher to handle. Just kind or copy/paste your e-mail or speech or script or whatever into the a pp. It will match your textual content towards the 2,000+ words that researchers have identified as ‘adverse.’ Then you can take your e-mail, script, and so forth. and rewrite it to make your upcoming communication lots much less adverse (and thus heated and difficult). Try the Negative Word Analyzer I pasted a current message I sent to a job seeker who was having bother along with her job search. I had deliberately written with a “tough love” perspective, so I thought it was the proper message to place by way of the Negative Word Analyzer. Here’s what the Negative Word Analyzer returned to me by email only a few seconds later: Your message had 11 unfavorable phrases. What follows is some tips on avoiding adverse phrases and after that is your message text with the negative words in BOLD. This doesn’t essentially mean that your message is dangerous, however altering a couple of phrases may make your viewers more receptive. Research has recognized greater than 2,000 phras es which might be thought-about ‘unfavorable.’ These range from serious ones like abhorrent and abysmal to more delicate ones like blunder and complain. And in lots of office settings, these words have the potential to derail your message. Here’s a tip: For each negative word that was flagged, ask your self whether or not you’re stating a fact or you’re making an interpretation or communicating an emotion. Maybe there actually isn’t another method to say what you’re trying to say, however keep in mind, people usually react poorly to interpretations and feelings, while details usually elicit much more calm and rational responses. For instance, a clear signal that we’ve left the world of information and entered the realm of interpretations is the usage of words like ‘at all times’, ‘by no means’, ‘forever’, ‘inconceivable’, and ‘continually’. We hear this in phrases including “you’re always late,” “you never get your work done on time,” or “you’re constantly on the phone.” For something to be ‘at all times the case’ means there's not one single instance the place it was otherwise. Arriving on schedule to even one assembly every three years makes the assertion “you’re all the time late” false, and so it’s not a reality. Saying that someone is “at all times late” isn't a fact; it’s an interpretation, and a unfavorable one at that. But being specific, by referencing the time, date, and site of specific moments, occasions, conditions, actions, etc., restricts you to solely the details. By maintaining your thoughts and phrases factual, you’re maintaining your self relatively calm, which implies there’s a great chance your words might be heard. And it also means you’re less more likely to have your phrases thrown back at you. Also, why is the word “you” flagged as negative? While not unfavorable by itself, the word “You” often elicits a nasty response. In conversation, especially feedb ack conversations, the word “You” is pretty commonly adopted by one thing like …”must stop doing XYZ” or “…be better at ABC.” Basically, assaults and criticism so generally comply with the word “you” that folks just naturally tense-up after they hear it. Your message was: Hi Candidate â€" you obviously have plenty of qualifications. I suspect the problem is you your self don’t know what you need to do next. Your cowl letter, while well-written, is generic and obscure â€" you’re asking a recruiter to do the work for you; please have a look at this list of issues I’ve accomplished and try to find a good match for me in your group. They don’t have the time or energy for that, and it’s frankly not their job â€" it’s yours. Would you be open to a quick meeting where we are able to focus on how one can take charge of your course and subsequent steps? Without a transparent match for specific openings, you’ll be delivering circles for some time. Let me know when you’d like to satisfy me at certainly one of our profession centers to debate strategy. Good stuff. Worth a try if you’re having communication challenges. Find the device right here. Published by candacemoody Candace’s background consists of Human Resources, recruiting, coaching and assessment. She spent a number of years with a national staffing firm, serving employers on both coasts. Her writing on business, career and employment points has appeared in the Florida Times Union, the Jacksonville Business Journal, the Atlanta Journal Constitution and 904 Magazine, as well as several nationwide publications and web sites. Candace is commonly quoted within the media on local labor market and employment points.

Heres How to Spot Discrimination in the Workplace Happens

Here's How to Spot Discrimination in the Workplace Happens Working environment separation can be hard to spot, yet its certainly feasible when you know the signs.Employment segregation laws forbid victimization certain classes of people. The laborers secured by these laws are known as an ensured class, and these ensured classes are characterized by explicit resolutions. In the event that you accept your boss is occupied with unlawful prejudicial practices, you ought to be watching out for the accompanying behavior, as it could be an indication of an a lot bigger problem.What are a few instances of separation and how would you spot them? Peruse on to discover out.Laws concerning work environment discriminationIn expansion to city and state hostile to segregation laws, there are government securities accessible. Government work segregation laws include: Title VII of the Civil Rights Act of 1964 (Title VII) (which incorporates the Pregnancy Discrimination Act) the Americans with Disabilities Act (ADA) the Genetic Information Nondiscrimination A ct (GINA) the Age Discrimination in Employment Act (ADEA) the Equal Pay Act of 1963 (EPA) certain segments of the Rehabilitation Act of 1973Title VII, for instance, forbids separation dependent on sex, which incorporates separation dependent on sex and pregnancy, and precludes lewd behavior. Quite, however sexual direction isn't at present composed into the rule; the EEOC regards sexual direction as a secured class under Title VII. Title VII additionally gives insurances dependent on a representatives national root, race/shading and religion.This implies that businesses can't settle on business choices dependent on these elements, including choices identified with recruiting, terminating, advancements, work assignments, discipline or some other terms and states of employment.It is imperative to recall that work segregation matters are exceptionally truth explicit and government hostile to separation laws apply just to managers with 15 representatives or more aside from the ADEA, whi ch requires at least 20 representatives. Numerous states offer insurance to representatives who work for a business with less workers, however the cures and components required to demonstrate a case may vary.7 signs your manager is participating in workplacediscriminationNow that you have a feeling of the sort of lead that is disallowed by law, how would you know whether your boss is taking part in prejudicial practices? What are a few instances of separation in the work environment? There are a few signs to spot.1. Sketchy recruiting practicesIn general, managers are denied from asking meeting inquiries that focus on a candidates secured class. For instance, a business can't get some information about their conjugal status, regardless of whether they expect to become pregnant or some other inquiries identified with their families or family planning.Other instances of disallowed questions can include:Do you have children?How numerous children do you have?Are you pregnant or do you i ntend to become pregnant?Who watches your youngsters while youre at work?While there are times a well disposed discussion can go to the subject of kids, the judicious manager will for the most part not raise the theme during an interview.If some way or another the subject of kids and family arranging emerges, the business isn't allowed to utilize that data in evaluating the up-and-comers readiness for the job.Another case of an unlawful recruiting practice would be if a business wouldn't enlist a candidate as a result of a remote complement or strict attire.English-no one but rules can likewise be an indication of unlawful separation. As indicated by the EEOC, A business can possibly require a worker to talk familiar English if familiarity with English is important to play out the activity successfully or is expected to guarantee the sheltered or proficient activity of the businesses business and is set up for nondiscriminatory reasons.2. Language that uncovers an unlawful biasAnoth er approach to spot work environment segregation is by tuning in for language that uncovers a businesses unlawful predisposition. This incorporates remarks that generalization certain ensured classes and assault their wellness as laborers dependent on their secured attributes.The following are instances of a businesses language uncovering unlawful bias:Comments, for example, Women dont fill in as hard after they become mothers.Comments that all individuals from a specific race are sluggish or not hard-workingRemarks communicating doubt for individuals from a specific strict groupSpeech that censures the incapacitated and their capacities to play out their jobsRemarks, for example, Older specialists are terrible for business.Such language can uncover a businesses unlawful predisposition and can be an away from of work environment separation if the business is depending on those inclinations to make business decisions.3. Unjustifiable advancements or task of workIf less-qualified male representatives are reliably advanced over impartially increasingly qualified female up-and-comers, the business could be taking part in an unlawful work on oppressing ladies dependent on sex.Similarly, if male workers are reliably given better work assignments and are managed a bigger number of chances for development and progression than female specialists, this also could be an indication of unlawful work separation under Title VII.4. Inconsistent payThe Equal Pay Act necessitates that people in a similar working environment be given equivalent compensation for equivalent work. Title VII, the ADEA and the ADA additionally restrict remuneration segregation based on race, shading, religion, sex, national beginning, age or inability, however don't have the considerably equivalent requirement.As such, circumstances in which people are not given equivalent compensation can be an indication of working environment separation. This applies to the next secured classes, too. For instance, if more seasoned specialists are reliably paid not exactly their correspondingly arranged more youthful partners, or where African-American representatives arent repaid just as their Caucasian partners, this can comprise unlawful discrimination.Of course, while there are a few variables to consider in evaluating whether a compensation uniqueness establishes business separation, it is an indication to look for when you presume working environment discrimination.5. Suppositions with respect to a representatives plans or abilitiesAssumptions in regards to a workers plans or capacities can be another indication of work environment separation. A few instances of these suspicions incorporate an employer:Assuming a pregnant laborer won't come back to work after maternity leaveAssuming a pregnant specialist won't be keen on taking on new undertakings during her pregnancy, or expecting she will be not able to play out her present place of employment obligations (These choices are for the pr egnant laborer and her physiciannot her employer.)Assuming a more established laborer is naturally going to resign at a particular ageNot just can these presumptions be unlawful, however they can likewise uncover bosses unlawful inclination. All things considered, they are essential to look for in the event that you accept your work environment is discriminatory.6. Dissimilar use of control or policiesIf a business routinely trains female laborers for direct it grants male representatives to participate in, this could be an indication of sex-based discrimination.Similarly, if a business implements its participation strategy against workers of a specific ensured class, and consistently allows representatives outside the secured class to abuse it, this also can be a case of working environment discrimination.7. RetaliationRetaliation for taking part in ensured movement is denied by law. Ensured action is the movement a representative takes part in when they practice their privileges u nder Title VII or one of the other working environment segregation statutes.Protected action can take a few structures, including (yet not constrained to):Filing a separation charge or lawsuitServing as an observer in somebody elses business segregation charge or lawsuitParticipating in an office or manager examination of separation or harassmentComplaining straightforwardly to a business about unlawful harassmentRequesting a sensible settlement for a disabilityRequesting data on a businesses hostile to separation policiesResisting sexual harassmentWhile bosses are allowed to train or fire representatives for non-oppressive reasons, in any event, when they have occupied with secured action, businesses are disallowed from focusing on representatives as a result of their secured activity.They alsocant take part in any lead expected to prevent a worker or workers from participating in future ensured activity.Where a business doesengage in such direct, this can be an away from of work e nvironment discrimination.Some instances of unlawful reprisal for restricting separation include:Terminating an employeeSubjecting them to expanded scrutinyFormally teaching the worker or giving a negative presentation evaluationGiving the worker less alluring activity obligations or moving them to a less attractive positionThreatening or hassling the employeeWhat are the kinds of separation the EEOC prohibits?The EEOC precludes victimization the accompanying classifications:AgeDisabilityEqual Pay/CompensationGenetic InformationHarassmentNational OriginPregnancyRace/ColorReligionRetaliationSexSexual HarassmentHow do you demonstrate segregation in the workplace?Whether its racial separation, sex separation, sex segregation, age segregation, strict separation or any type of segregation, unreasonable treatment is illicit. What's more, while spotting working environment separation can be troublesome, realizing these signs can help. On the off chance that you trust you are the casualty o f business separation, you should report any models you notice and contact a work rights lawyer who can assist you with exploring the universe of work segregation law.- - Candace is a rehearsing lawyer, working guardians advocate, independent essayist and pleased mother. Her lawful practice centers around laborers rights. She can be discovered expounding on law, parenthood, and more on her blog asThe Mom at Law.

Tips on Attractive Resume Writing

<h1>Tips on Attractive Resume Writing</h1><p>One of the greatest errors that candidates and managers make is making a resume that isn't in an alluring organization. It is critical to get the resume and introductory letter completed in a configuration that will grab the eye of the candidate's objective organization. Coming up next are tips on making your resume or introductory letter as alluring as possible:</p><p></p><p>-Make sure that the substance is composed utilizing the online variant of MS Word. All internet browsers make it simple to include illustrations and connections and arranging is close to nothing on the Internet. This is perhaps the greatest error that numerous candidates make.</p><p></p><p>-For resumes, attempt to incorporate things that are identified with your activity. You will have the option to do this by placing watchwords in the title and first passage of your resume. Remember catchphrases for yo ur titles and your resumes will stand apart among the group. By keeping these catchphrases and different parts of your resume as a main priority you will have the option to discover a specialty for yourself.</p><p></p><p>-Make sure that the contact data is cutting-edge. Numerous candidates and managers tend to put an inappropriate data and this can truly hurt their odds of getting employed. Continuously guarantee that the contact data that you have recorded is right and up to date.</p><p></p><p>-For introductory letters, ensure that you utilize the proper textual styles and hues. Abstain from utilizing intense sort and ensure that you are predictable with the entirety of your textual styles. Utilizing a similar textual style in your resume and introductory letter will make your resume or introductory letter look very similar.</p><p></p><p>-It is indispensable that your resume or introductory letter offer a lovel y expression and leave an enduring impact on the peruser. Ensure that the style and format of your resume are engaging and that it is the correct size. Your resume won't stick out in the event that it isn't having the option to be perused in its entirety.</p><p></p><p>-When composing the expected set of responsibilities, ensure that you incorporate an area that has some significant data on it. Your expected set of responsibilities ought to furnish the perusers with the particular duties and aptitudes that you have. The expected set of responsibilities ought to likewise state where the activity will be found and the compensation ranges.</p><p></p><p>-Try to think outside about the crate with regards to the set of working responsibilities. At times you can pull off utilizing words that would not ordinarily be utilized in a resume. On the off chance that your resume isn't in an appealing organization, at that point you will be unable to u tilize the word 'must'for hire'.</p>

The Land of New Language and Customs

The Land of New Language and Customs Quest for new employment frequently feels like you are entering another nation. Its like a place where there is new dialect and customs, techniques and conventions. This post is devoted to the exercises I gained from meeting new individuals and encountering new things. These are my take-aways as they apply to pursuit of employment and profession progress. As I conveyed preparing and voyaged Madrid, my faculties were opened to new individuals, points of view and methods of carrying on with life and working! Quest for new employment regularly feels like you are visiting a place where there is new dialect and customs so that is the equal Ive drawn. Be Open To Possibilities I didnt think a lot about Madrid and the individuals I would convey preparing for, however I joyfully acknowledged the chance. After gathering the group the primary night, I right away felt I was among tragically deceased companions. Our discussions felt like we were making up for lost time versus simply meeting! Lets not be so stuck in a rut or constrained in our perspectives that we pass up things! Rather than making presumptions dependent on past encounters can restrain your capacity to reveal new chances. The world we live in is so little and between associated. The odds of discovering something in a similar manner as an outsider or associations in another organization, nation or circumstance are incredible! Rather, tune in with a receptive outlook. Flexibility The subject of the week for me, in each discussion I had, was flexibility the capacity to adjust and conform to new circumstances. The ladies and men I met with were living confirmation of the strongest individuals Ive ever met. They were Americans living in outside nations; a significant number of them living in more than one nation inside the previous quite a long while. Changing, adjusting and flourishing! They are master pilots of movement, customs, and dialects. They grin and have a superb comical inclination! There are new traditions and language in your pursuit of employment also. Instead of feel overpowered, furious or disappointed, take a stab at tolerating the new place that is known for quest for new employment and gain proficiency with the way of life and language. I wish these people could bottle what they have and give all of us a portion! Have Visual Aids I was eager to see the Museo del Prado and had by and large planned out my course. I checked with the inn work area to get extra data and withdrew however without a guide. After arriving at the metro stop, I was overpowered by the surge of individuals yet my eyes got the orange vest of a metro official, so I asked on the best course. He, tragically, didn't comprehend my inquiry and replied in Spanish. Without a guide, I couldnt give him where I needed to go, so I surged back to the lodging to get my guide and was strengthened with the certainty to attempt the metro once more. Before setting out on an experience of any sort, ensure you have the fundamental materials-visual guides are generally comprehended! Simply Try Reappearing the metro a subsequent time, I wandered over to the glimmering lights of the ticket machine. I watched individuals one machine over hitting catches and followed their lead. Lo and view, there was an English banner showing I could get guidelines in my local language! After a few endeavors, I had my metro ticket, and entered through the gates. I couldnt surrender. Neither can you. Quest for new employment is regularly loaded up with new encounters with numerous new procedures. It resembles a place that is known for new dialect and customs. In any case, simply check out it and youll get past it!

What We Can Do Right Now To Improve The Workplace For Our Daughters

What We Can Do Right Now To Improve The Workplace For Our Daughters Did you realize that lone 24% of senior pioneers are ladies? That is an expansion of 3% since 2011.At this rate it will be 2060 preceding we arrive at sexual orientation parity.This implies that your granddaughter may have a taken shots at sex balance at work.Not you. Not your daughter.Yikes.No one needs to feel like a casualty, to take a gander at your really goal-oriented, persevering self and feel vulnerable to effectively change the sexual orientation divergence in your company.So what would you be able to do to advance sex fairness in the workplace?To get a few thoughts, I talked with Tracy Layney, Chief Human Resources Officer for Shutterfly and an enthusiastic supporter of HR thought administration associations, for example, the HR Strategy Forum and CHREATE, The Global Consortium to Reimagine HR, Employment Alternatives, Talent and the Enterprise.Layney is confident about the future, taking note of the expansion in decent variety activities from organizations in Silicon Valle y and all through the nation. She sees the greatest effect in organizations who fuse assorted variety as a center authority esteem as opposed to simply contingent upon one-off decent variety initiatives.On its own, preparation wont take care of business. She is likewise promising. While youre trusting that this seismic move will happen, youre not vulnerable. Here are two significant things you can do:Know your capacity and your value.Choose your boss carefully.Know your capacity and your value.According to Layney, most ladies dont comprehend their worth and how that means power when theyre haggling for advancements, compensations and new positions.If youre working for an organization that has freely pronounced a goal to build assorted variety, let that expansion your certainty. They need to advance you.A normal catchphrase in Silicon Valley is, We need our workers to resemble our clients. Layney gladly shared that 80percent of Shutterflys clients are ladies and that Shutterfly is ne ar sexual orientation equality for its workers. Under her authority, decent variety will keep on being a fundamental belief for the company.She urges ladies to hold onto their capacity as an individual from an exceptionally looked for after demographic.Studies show that ladies are all the more normally sensitive to the feelings of others, which can make you an incredible associate and rousing pioneer. Be positive about sharing instances of your prosperity utilizing your Emotional Intelligence to get results.Harvard Business Review article, the contrast among certainty and competence...so you have to expand your grandiosity without losing your cooperative managementstyle.Here are three stages to comprehend and express your incentive to build your bluster at work.1. What you think: Confidence begins in your brain, what you consider yourself. Do you damage yourself with negative self-talk, that youre just not experienced enough to take on a greater job, or progressively complex challen ges?Be sure to share your achievements, even in the arrangement of normal updates. Ladies are bound to offer credit to the group, yet make certain to assume a portion of the acknowledgment for yourself.2. What you state: According to the Women in the Workplace study,* ladies who request an advancement are 54% bound to get one. Simultaneously, they are 30% almost certain than men who haggle to get input that they are threatening, excessively forceful, or bossy. Theres a decent possibility that youve heard this analysis in your vocation, so make an effort not to think about it literally. Simply keep asking.Its what you state, however how you state it. Here are a few devices for you to place in your toolbox:Dont apologize: supplant Im sorry in your jargon except if you are genuinely saying 'sorry' for something. Rather than, Im sorry to interfere, would i be able to have a moment of your time, attempt, When is a decent an ideal opportunity for us to talk?Be inquisitive. You might be ap prehensive when requesting what you need, and its human instinct to be irritated if youre told that youre bossy or forceful. Rather than saying 'sorry' or getting protective when this occurs, get inquisitive. Rather than Im sorry, I didnt intend to sound excessively forceful, overlook the analysis and pose an inquiry, What might it take for me to be considered for an initiative position?3. What you do: Theres a motivation behind why you got a no, and it may not be what you think. Ask!Ask the motivation behind why: Id like to find out about your choice so I can see how I can carry more an incentive to my job. Id like to find out about your models so I can plan for future chances. Thus on.Ask about the future: Under what conditions would I be qualified for an advancement? What models am I missing that I can concentrate on improving? What are the holes you find in my present abilities and how might I get to the following level? Would we be able to return to this in six months?Choose yo ur manager carefully.Location, area, area! is the oft-heard counsel when youre purchasing a house. You search for a house in the best neighborhood you can manage, with the best schools, the most reduced crime percentage, and a high score for walkability. Apply these models to your next activity. While the errands and duties are significant, think about the organization culture as the neighborhood.Layney is no more peculiar to the theme. She did this without anyone's help before joining Shutterfly in 2015.She enthusiastically suggests verifying your manager as you would some other genuine organization. Pose direct inquiries to reveal as much as possible about the culture.Here are three stages to assist you with picking a business who esteems diversity.1. What you think: Again, it begins in your brain, what you consider yourself a significant worker. As ladies, we will in general be excessively appreciative for a proposition for employment when we get one, and are in this manner bound to acknowledge it without doing what's necessary examination to be certain its a solid match. Youre meeting the organization as much as theyre talking with you. 2. What you state: Layney encourages ladies to request more. She learned right off the bat in her profession that requesting more implied getting increasingly, in any event, when you get a no the first run through. Figuring out how to ask and assembling flexibility to ask again are fundamental to excelling. Watch cautiously how your potential manager responds to your arrangement. In the event that you have an inclination that youre being rebuffed or disparaged for asking, be admonished this may not be a decent fit.3. What you do: Research!Look up surveys on Fairygodboss. Peruse the audits as opposed to simply take a gander at their appraisals. The appraisals can be lower dependent on arbitrary worker encounters, for example, I gave this organization a 3 since they wouldnt let me warm up my broccoli in the microwave. Who say s broccoli is stinky nowadays? They are so withdrawn from good dieting habits!Look up their board individuals and authority groups for assorted variety. Have they made any open duties to assorted variety initiatives?Ask inquiries regarding the way of life as much as the activity obligations. Request explicit models.- Can you share a case of expert advancement openings I would approach? - Will I have an expert advancement financial plan to improve my aptitudes? How might I get to those chances (for instance, do I present a solicitation to my director for endorsement)? Would my director urge me to take classes that will assist me with propelling my profession (versus classes that improve me at this particular employment)?- Can you share instances of ladies who have been advanced inside? What is your steady loss rate for ladies? Do you have a mentorship program set up?- Has anybody in this group effectively moved to different groups inside the association to propel her vocation?- What is it like working here? Would you be able to share explicit instances of the individuals who have this sort of job?You have more force than you might suspect, particularly in associations that have freely made a pledge to recruiting and advancing more women.Rather than trusting that corporate societies will transform, you can assume responsibility!- - Melissa Hereford has been a mentor and mentor for a long time in the corporate world. She shows ladies strong relational abilities to get Everyday Agreements: Be yourself. Get what you need. Construct more grounded relationships.Fairygodboss is focused on improving the working environment and lives of women.Join us by exploring your manager!

How to Deal With Sexual Harassment in the Workplace - The Muse

Instructions to Deal With Sexual Harassment in the Workplace - The Muse Instructions to Deal With Sexual Harassment in the Workplace When Alicia Raimundo played a temporary job type job at a tech organization, she was one of the main ladies chipping away at her floor. There were visit coy and unwanted remarks about, for instance, how attractive she looked when she wore a dress. I saw limits being crossed however felt frail to take care of business, Raimundo says. It wanted to pick fights and I wasn't picking that one. That is, until one day when a male partner higher ranking than her however not in a similar announcing line-went to her work space and snatched her butt excluded. In some other setting, she would've slapped him, she says. Be that as it may, she was unable to envision slapping a coworker, the sound resonating over a calm office as heads turned. How might he feel qualified for contact her like that? There was a voice in the rear of her head that accused herself, what's more, she says, when you're an understudy, an assistant, a fresh recruit, you have an inclination that you have no force and are effectively replaceable. That second in her work area, nonetheless, following quite a while of words that made her very awkward however felt more earnestly to parse or order, made it understood to me: This is badgering. This is certifiably not a clever joke. Raimundo's story is not really one of a kind. LeanIn.org and McKinsey's 2018 Women in the Workplace study found that 35% of ladies have encountered some type of inappropriate behavior through the span of their professions (the offer bounced to 45% of ladies working in specialized fields, 48% of lesbian ladies, and 55% of senior-level ladies). What's more, men experience inappropriate behavior also; they recorded about 16% of absolute lewd behavior grievances with the Equal Employment Opportunity Commission (EEOC) in 2018. In any event, when you realize that what's going on isn't right, it tends to be scaring to attempt to make sense of on the off chance that it goes too far into something legitimately off-base. What's more, finding some solution for it very well may be outright overpowering particularly while you're stuck in a sincerely depleting and once in a while damaging circumstance. We have a groundwork to enable you to comprehend what inappropriate behavior is, understand your choices, and deal with yourself all the while. What Is Sexual Harassment? Who's Covered by Sexual Harassment Laws? OK, But What Does Sexual Harassment Look Like IRL? What Can I Do in the event that I Think I'm Being Sexually Harassed at Work? How Do I Report Sexual Harassment on the off chance that I Decide I Want To? Will I Be Retaliated Against-and What Can I Do on the off chance that I Am? What Should I Do to Take Care of Myself? Before you read on, a significant note: While we talked with legal counselors for this story, we are not legal counselors ourselves, and each case is extraordinary. So please think about this as a general asset to assist you with beginning and, in the event that you need it, look for customized counsel explicit to your circumstance from a real legal counselor! What Is Sexual Harassment? Lawfully, lewd behavior is really a type of sex segregation under Title VII of the Civil Rights Act of 1964, which likewise shields representatives from separation based on race, shading, religion, and national starting point. On its site, the EEOC, which is the government organization entrusted with upholding work separation laws, clarifies that: Unwanted lewd gestures, demands for sexual favors, and other verbal or physical lead of a sexual sort establish inappropriate behavior when this direct unequivocally or certainly influences a person's business, preposterously meddles with a person's work execution, or makes a scary, antagonistic, or hostile workplace. EEOC That is a ton of language to unload, however it's most likely increasingly supportive to take a gander at the two classifications legal counselors by and large discussion about when they're talking about lewd behavior. 1. Renumeration Renumeration is a Latin expression that truly means something for something or this for that. In this unique circumstance, it may seem as though, You [go on a date] with me, I'll give you the activity. You engage in sexual relations with me, you'll get the chance to keep your activity, clarifies Karen Elliott, an administration side work and business lawyer at Eckert Seamans in Richmond. At the point when somebody expressly states or even infers that consenting to sexual favors or sentimental inclusion will influence or decide if you land the position, keep the activity, get the advancement, get the raise, get the reward, or get a reasonable execution survey, that is lewd behavior. 2. Antagonistic Work Environment However, there are likewise innumerable sorts of inappropriate behavior that do exclude propositioning for sex as a state of business or progression. These incorporate lewd gestures, allusions, and remarks just as some other unwanted direct based on sex that, as indicated by the EEOC, is extreme or inescapable enough to make a workplace that a sensible individual would think about scary, antagonistic, or injurious. One extraordinary episode may be viewed as extreme enough that a court would control it made an unfriendly workplace, yet regularly it's littler occurrences that rehash and collect to get inescapable. At the end of the day, it's consistently, on a week after week premise. It's been continuing for a considerable length of time. It's progressing to the point that you just can't disregard how an individual would be influenced by it, says Silvia Stanciu, a work litigator at the New York firm Phillips Associates. Note: The individual or individuals influenced don't need to be the ones hostile remarks or jokes were aimed at. Possibly they weren't a piece of the discussions, yet caught them-no more. The law doesn't illuminate precisely which practices and what recurrence would make something ascend to the degree of an antagonistic workplace, as it's surrendered over to the court's translation and that relies upon the time and spot. What courts acknowledge as making an antagonistic workplace is evolving drastically, says Elliott. The equivalent goes for what's being viewed as serious or inescapable. This is a law that develops as cultural standards change and the courts have acknowledged that adjustment by they way they've applied it. It likewise depends where you are and whether the appointed authorities on the seat around there are progressively liberal or moderate. Who's Covered by Sexual Harassment Laws? Government law covers businesses in the private and open parts that have at least 15 representatives. The EEOC stresses that the harasser can be the objective's immediate chief, another manager, a colleague, or somebody who isn't a representative by any stretch of the imagination (like a customer or client), and that the harasser can be of the equivalent or other gender as the person in question. Numerous states and urban areas have their own enemy of segregation laws, and it's consistently worth looking into what extra insurances the laws applicable to you may cover. For instance, New York City's Human Rights Law covers all businesses in that city with at least four workers. You can locate a speedy diagram of state laws here, however your state or neighborhood government site will as a rule have increasingly explicit data. OK, But What Does Sexual Harassment Look Like IRL? How about we start here with the admonition that the points of interest of a case are significant and that various courts may run distinctively on certain issues. In any case, here are a few instances of conduct or occurrences that, if unwanted, could comprise inappropriate behavior in the work environment. (This is in no way, shape or form an extensive rundown!) Remarks about somebody's appearance Discussions, questions, and anecdotes about sex Gazing and turning upward and down Chasing after somebody Gossipy tidbits about somebody's sexual coexistence or utilization of sex to excel Interesting messages, instant messages, or different interchanges Chauvinist remarks that are not really sexual Obscene language, kids about sex (or sex), allusion, and music with explicitly unequivocal verses Presentations of sex entertainment or explicitly express or corrupting materials (counting banners, schedules, drawings, messages, screensavers, and the sky is the limit from there) Undesirable contacting or physical contact Solicitations for sexual favors and weight for sex Dangers dependent on dismissal of lewd gestures Assault and rape What Can I Do on the off chance that I Think I'm Being Sexually Harassed at Work? This is an individual choice, and so as to make sense of the correct way for you, you may need to search out legitimate exhortation custom fitted to your circumstance. In any case, here are a couple of things you can do to begin. 1. Archive It While you choose what else you need to do, in the event that anything, you can start keeping a record. We suggest that our customers have an a log of the episodes that are going on, says Stanciu. General sorts of grumblings give the organization tragically excessively much room, she clarifies. In the event that you choose to report lewd behavior, it'll help in case you're ready to highlight explicit dates and quite certain remarks or practices. So when that associate looks over against you again or your supervisor makes one more messy joke at the workforce gathering, record it. The support and strategy association Women Employed suggests writing these notes down in a bound book and keeping it at home (or somewhere else outside your office). Along these lines, in the event that you report the badgering to your boss or the EEOC, you'll have the option to introduce definite models. In the event that you go to a legal advisor, Stanciu says, they'll presumably have you assembled a course of events and it'll be a lot simpler on the off chance that you've been recording episodes en route. You may eventually choose to do none of those things, however it doesn't damage to record in the event that something goes wrong. 2. Make It Understood It's Unwelcome Since the key component of inappropriate behavior is the way that the lead is unwanted, clarify that is the situation, on the off chance that you have a sense of security doing as such. Elliott suggests attempting this methodology first especially when managing conduct that is disagreeable and hostile yet not really savage. For instance, she says

Creating your 10 year career plan - Hallie Crawford

Creating your 10 year career plan What do you want to say when you are 80? If you have negative thoughts or fears, about changing careers because risk is involved, than you need to know there will always be some risk. You just have to mitigate the risk. Just ask yourself, Am I okay with being in the same career path in the next year, 5 years, or even 10 years out? If you are not, it’s time to start planning and making changes to your career direction.  Wouldnt  you rather say when you are 80, that you tried and failed, rather than not trying at all? There are those who are so scrupulously afraid of doing wrong that they seldom venture to do anything. ~ Vauvenargues If you have decided that you want to make a change to your career path than career coaching might be the next step for you. Please contact us today for a complimentary consultation. Hallie Crawford Career Coach P.S. How do you know if your resume is good?  Take this  Resume Quiz  to find out how to keep your resume out of the trash can.

#1 Rule for giving advice to women

#1 Rule for offering guidance to ladies Individuals of color ought not wear hoodies. That is one approach to manage the issue of individuals shooting individuals of color. Perhaps not the best. Who even knows. I have a companion who is white, hitched to a dark person and they have two children, who, as you can figure, include as dark in this nation. Indeed, even she has no clue about how to encourage dark young men to abstain from getting shot. This makes sense. But I am perplexed when I see that the Global Summit for Women this year was all men. That is the image, up there. TechCrunch, good news of the tech sector, knows they need to place ladies responsible for advising ladies to have enormous professions, so Alexia Tsotsi takes up the light, however she has no children. Kleiner Perkins, top-level funding firm, understands the standard that men can't advise ladies how to adjust work and children, so they put Juliet de Baubigny capable, however she is telling ladies launch startups and have children despite the fact that shes never propelled her own startup. (What's more, on the off chance that she did such a great job of carrying out her responsibility and her family, how would we clarify that she just got a separation?) Another thing: I dont need to get notification from any ladies with infants letting me know theyre making a fine showing having children and a major vocation. Since newsflash: You need millions of dollars to make an infant and a startup cooperate if youre a lady. For certain ladies the contention among work and children hits while the infant is developing inside them. They quit work. (At such high rates that Sheryl Sandberg has set aside some effort to denounce them: Don't leave before you leave.) For certain men it's the point at which they take paternity leave. Like my cousin Michael Roston, who has never revealed to me he can be on my blog, however since he's perhaps an open figure, I ponder him without authorization. Michael works at the New York Times which implies hes a media rock star, but not in my family where such a significant number of individuals work in large media that my next beginning up should be me stopping my blog to begin offering passes to PR firms to go to our family Thanksgiving. Anyway, the New York Times is perceiving that they are not as cool as Reddit or Buzzfeed, so they will need to contend on old fashioned, person born after WW2 terms: Benefits. Also, fortunately, despite the fact that Gen X thinks benefits are paternalistic, Gen X needs to go home on an ideal opportunity to be with their children before bed, and Michael is a Gen-Xer. I realized Michaels paternity leave began when I got calls from him at sporadic occasions of day. Consistently. Since dealing with an infant is a deadly blend of madly exhausting and madly significant. In the event that solitary it were only one. Indeed, however at that point on the off chance that it were only one, at that point it would resemble going to work. So I'd be additionally ready to take counsel from Michael about how to have a profession and a child than I would any of those ladies recorded previously. However, of course, let me educate you concerning my companion, Alison, who is in marketing and unquestionably wouldn't like to show up on this blog since all PR is acceptable PR aside from if its about not having the option to manage your children. (So I changed her name.) Alison works at company that is emphatically extraordinary for mothers with kids. It's loaded up with ladies who are doing dislike anybody is doing it like Sheryl Sandberg who has discovered some pixie dust equation to quit any pretense of only every lady at Alisons firm is making the trade offs she picks. Which is truly what ladies need to have the option to do. Also, Alison and I talk about how to make sense of who is surrendering what, in light of the fact that each lady who keeps a major vocation quits any trace of something different. We need exhortation about which bargains may work. Which things would we be able to surrender? We don't have an unmistakable answer, yet we are trying, correct? Be that as it may, the main women who will talk about how to have a major profession and have children are ladies who are not so much doing it: it is possible that they are surrendering their children, or surrendering their marriage, or they are in dream land disclosing to us that when they have children they will have the option to do it fine and dandy. I am going to refer to investigate that I don't have yet I wish I had, that says that 80% of ladies who don't have children think they have an acceptable answer for children and work. Furthermore, 100% of ladies with kids beyond 10 a years old they don't have a palatable arrangement. Why? Since when your children can jab you on your weakness, you can't stow away. Children know when you pick work over them. They state it. Children realize how to pull at your strings: The various mothers were there aside from you. Kids begin learning right off the bat that mothers experience blame at a substantially more instinctive level than fathers, so the children don't waste time with the father. It's a DNA thing here, and on the off chance that you don't realize that I'm correct, you live under a stone. (Indeed, even mothers who have stay-at-home spouses care more about the seemingly insignificant details than the fathers do. It's simply that the mothers could never say that since it just serves to subvert the understanding they worked out with their spouses.) So as I was stating, Alison is torn about work. It's difficult for her to go to work. It bugs me that Alison made me change her name, however in all actuality any lady would: discussing the draw of parenting is vocation self destruction, which implies there is minimal genuine talk on the subject. Also, what were left with is women expounding on how women ought to have large vocations when they have children. Sheryl Sandberg can hold herself up as an excellent good example when she advises ladies to continue working in powerful professions after children. Juliet can be a representative for the (amazingly male commanded) funding community by saying that she is effective on the grounds that she didnt downsize her vocation. Also, Kleiner Perkins underpins this! Yahoo ladies! What's more, dont stress over that separate! Every one of these ladies who are as of now buckling down are advising other ladies with children to buckle down. Also, most of ladies with children will say secretly that they need low maintenance jobs but nobody can talk freely until they yield. Which implies we have slanted media. An uneven discussion, best case scenario. In any case, interestingly, most of ladies are not spoken to in the discussion. On the off chance that you offer guidance to ladies, talk about something you know. Lets stop stop distributing ladies who don't have children telling ladies who do have children that they shouldn't surrender. Try not to yield! Be solid! Have your spot at the table! We should quit having very rich person ladies telling typical ladies that they can do a startup. Much the same as me! Take the children to work! Assemble an indoor play area! Also, I dont need to hear additional ladies with a one-year-old disclosing to me she can do a startup with a five-year-old. Its night and day. Discover me one lady who has two children more than five and runs her own endeavor upheld startup who doesn't state it's about outlandish. All things considered, pause. I'll mention to you what it resembles. A startup is a race. You get cash and you run as quick as possible. Everything is lickety part. Be that as it may, this is what it would appear that when you have children: slow movement. Juliets article came out a month back. The reactions came out days after the fact. Now and again hours after the fact. My reaction is two months after the fact. You know why? Since I have children and a startup and I'm moving in moderate movement. Kleiner Perkins could never truly need to subsidize me. I'd return their calls late. After the call to the cello instructor and the move educator, and the caretaker, and the Hebrew mentor. Since you need to quit any trace of something to get something, and Kleiner wouldn't like to hear theyre behind a long queue of family unit tasks. So Kleiner's spreading out to get increasingly female originators. By disclosing to them how to live their lives. Next up: Kleiner's all-white young men club advising dark men how to not get shot. Also, you know something? Try not to wear a hoodie is about as valuable as Juliets admonition to put off having children. It's momentary reasoning that never really improve the world a spot.

Being a Librarian - What Professional Librarians Do

Being a Librarian - What Professional Librarians Do Being a Librarian - What Professional Librarians Do Being a curator could be your fantasy work. Do you wish you could work in the piles of the New York Public Library? Or on the other hand perhaps among the antiquated original copies of The Morgan Library and Museum? Or on the other hand even simply assist youngsters with finding the perfect book to read.For the individuals who love books and who love to peruse, being a curator may be a solid match. In case you're thinking about work as a bookkeeper, here are a few realities from the U.S. government about the calling. Instructive Requirements for Being a Librarian A bookkeeper needs graduate degree in library science (a four year college education in any undergrad subject is adequate so as to enter an alumni program in library science); the experts degree normally takes 1 to 2 years to complete.A custodian's coursework typically covers: Selecting and preparing library materials Organizing data Research techniques and procedures Online reference frameworks Internet search methods.Colleges and colleges have various names for their library science programs, similar to Master's in Library Science (MLS) projects or Master of Information Studies or Master of Library and Information Studies. Numerous schools offer library science programs, be that as it may, starting at 2011, just 56 projects in the United States were certify by the American Library Association. A degree from an authorize program may prompt better occupation opportunities.Librarians working in an uncommon library, for example, a law or corporate library, normally supplement a graduate degree in library science with information on their particular field. They may win a bosses or expert degree or a Ph.D. in that subject. Bookkeepers On the Job At work in a regular open or private loaning library, curators ordinarily play out a few or the entirety of the accompanying obligations: Help library benefactors discover the books or online reference data they need Organize materials as indicated by the library's framework Plan library programs, for example, narrating for little youngsters Develop and record databases of library materials Read book surveys, distributers declarations, and indexes to perceive what is accessible Work with the book distributer's business division or go to the ALA meetings to help pick new books, book recordings, recordings, and different materials for the library Research and purchase gear, for example, PCs or AV and hardware Manage and additionally train and direct library experts, colleagues, library volunteers and other care staff Prepare library financial plans Conduct open effort, for example, advertising endeavors or raising money for the libraryIn little libraries, administrators are frequently liable for some or even the entirety of-the parts of library tasks referenced previously. In bigger libraries or library frameworks, curators for the most part center around a particular zone, for example, client administrations, specialized administrations, or authoritative administrations, as depicted underneath. Regular Librarian Titles Client Services Librarians - assist benefactors with finding the data they need. They tune in to what supporters are searching for and assist them with exploring the subject utilizing both electronic and print assets. Client administrations administrators additionally show benefactors how to utilize library assets to discover data all alone. This may incorporate acclimating benefactors with lists of print materials, helping them access and search advanced libraries, or teaching them on Internet search techniques.Technical Services Librarians get, get ready, and characterize library materials. They sort out materials to make it simple for supporters to discover data. These bookkeepers are more averse to work straightforwardly with the public.Administrative Services Librarians have administrative jobs in libraries. Administrators in Different Settings Administrators who work in various settings now and again have distinctive employment obligations. Coming up next are instances of sorts of librarians:School Librarians, once in a while called school media experts, work in basic, center, and secondary school libraries and show understudies how to utilize library assets. They additionally assist educators with creating exercise plans and discover materials for study hall instruction.Special Librarians work in settings other than school or open libraries. They are likewise here and there called data experts; their employments are to gather and arrange materials concentrated on their particular subjects. They include:Government Librarians give research administrations and access to data for government staff and the public.Law custodians help legal advisors, law understudies, judges, and law assistants find and sort out lawful resources.Medical bookkeepers help wellbeing experts, patients, and specialists discover wellbeing and science data.

What does your personal brand say about you - Copeland Coaching

What does your personal brand say about you Chances are, you’ve heard the term “personal brand” at least a few times since you started looking for a job. But the question is, what exactly is a personal brand â€" and why does it even matter? In theory, employers should only care about whether or not you can do a job. They should look at your education and work history. The entire process should be straight forward, right? Although the logic seems to make sense, you’d be wrong if you expect the process to work this way. In reality, there are many people who can do the same job. Just ask a friend who’s a hiring manager. How many applications did they receive for the last position they posted? A local non-profit recently shared with me that within two days of posting one job, they received more than 200 resumes. The staff became so overwhelmed with the volume of applications that they cutoff the deadline early. And, of the volume of candidates who applied, more than just one or two could have done the job. This level of competition forces you to up your game. You need to stand out from the crowd. And how do you do that? By refining your personal brand. Your personal brand is made up of all the things that reflect upon you during the interview process. The list of components includes: What you wear Your elevator pitch Your resume Your cover letter Your online presence, including LinkedIn It can even include simple details like how you shake hands, how you speak, or whether or not you make eye contact. As you can see, many of these things may be disconnected from whether or not you can “do the job,” but they give an employer an overall impression of you. Before you begin your search, spend some time refining these pieces and you’ll find your job search success will increase. If you’re located in the Memphis area and you’d like to learn more, you’re invited to attend a Building Your Personal Brand workshop I will be presenting at Christian Brothers University in Buckman Halls Spain Auditorium next week. It will help you to prepare for the upcoming Multicultural Career Expo. It’s free and open to the public. It will be held on Tuesday, February 24th at 6 PM. I hope to see you there! To learn more, visit www.CareerExpoMemphis.com. I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, dont hesitate to reach out to me here. Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts and Stitcher where I discuss career advice every Tuesday! If youve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher. Happy hunting! Angela Copeland @CopelandCoach

4 ways for women to break into the tech industry

4 different ways for ladies to break into the tech business 4 different ways for ladies to break into the tech business Macho tech culture might be pushing ladies away, yet on the off chance that tech is your obsession, it's an ideal opportunity to stand firm. The innovation business is experiencing a mass migration of ladies who discover the earth threatening and belittling. Pundits have offered long haul answers for this issue, yet what would women be able to do right presently to construct a future in tech? Numerous ladies get a foot in the entryway, yet tech culture tramples it. In 2008, a Harvard Business Review study found that while 41 percent of early vocation STEM experts are ladies, 52 percent of those will in the end drop out. The analysts contended that macho societies, segregation, indistinct vocation ways, male-one-sided societies of hazard, and outrageous work pressures like extended periods of time drive ladies away. Little has changed since 2008. In 2014, Kieran Snyder, fellow benefactor and CEO of Textio, a vocation posting advancement organization, gathered stories from 716 ladies who had left the tech business and found that poor maternity strategies, separation, and confinement were to be faulted. Of those met, 465 had quit working through and through. Nobody can change the tech culture for the time being, however you can conquer these deterrents. To discover how, I talked with Sarah Lahav, CEO of SysAid, a supplier of IT administration the board arrangements situated in Tel Aviv, Israel. Since 2003, Lahav has figured out how to construct a vocation in tech and bring up three kids. Her recommendation can assist you with breaking into this male-overwhelmed industry â€" and flourish. 1. Separate Yourself To have a vocation in tech, Lahav says that you need a specialty that will isolate you from the pack (of men). Today, Lahav says that aptitudes in dexterous advancement activities, cloud framework, versatile turn of events, bring-your-own-gadget (BYOD) the executives, and cybersecurity are practically programmed tickets into a customary tech organization. Be that as it may, in case you're simply beginning school, don't concentrate on the present patterns â€" search for the IT requests of tomorrow. Each business is currently an IT business, Lahav says. Ten years prior, nobody would have anticipated that Apple should enlist vehicle engineers. Nobody would have expected a transportation organization, Ãœber, to enlist multitudes of coders and information researchers. Discover the ventures where technologists are underrepresented yet frantically required. The fact of the matter is that separating yourself isn't carefully about the aptitudes you have. It's additionally about recognizing IT wildernesses where you can apply your range of abilities in unique manners. The best innovation vocations may start outside cliché tech organizations. 2. Pick Workplaces Where Women Are Decision Makers On a scale from co-ed to society house, most tech organizations are nearer to the crew end, particularly at the higher rungs of the company pecking order. While a few ladies make due in brogrammer societies, the chances are against them. Lahav suggests that ladies pick tech organizations with ladies in upper administration. Pick a situation where senior ladies will tutor you and backer for you, says Lahav. Indeed, even the most illuminated men can't comprehend the preferences you face and the difficulties of parenthood. Send your resume legitimately to ladies in administration positions. In case you're qualified, they will battle for you. 4. Tackle Discrimination with Humor At the point when you enter the tech world, you will confront separation, badgering, and predisposition sooner or later. Without a comical inclination, the insults and hits will wear you out. Rather than blowing up, get a chuckle out of haughtiness. In my first IT work at an instrument making organization, I was redesigning PCs at the assembling line and introduced an inappropriate working framework, Lahav reviews. My apathetic male collaborator stated, 'You had a blonde second.' To which I reacted, 'In any event this blondie is completing something here!' Especially in client confronting jobs, similar to technical support, Lahav cautions that male guests will frequently request that you put somebody progressively specialized on the telephone. Try not to stew. State something like, I could put my associate on the telephone, yet when he can't fix the issue, he'll send you directly back to me. 5. Remain in the Game, Even If You Have Kids Since innovation advances so rapidly, Lahav contends that a major profession hole can turn into a vocation ender. In the event that you take off four years to bring up youngsters, she says, it will be amazingly hard to make up for lost time with the new abilities and frameworks. On the off chance that you leave the tech world, you probably won't get another opportunity, she says. Numerous ladies feel like they need to bear more residential obligations than their accomplices. That is a legend. In case you're enthusiastic about a vocation in tech, giving up your activity will just damage you and your family. I'm ready to be a CEO and bring up three children on the grounds that my better half and I function as a group. Generally, coarseness might be the most significant thing that you can bring to the tech business. Hold fast, says Lahav. You may need to substantiate yourself over and over to gain regard from male associates, yet you can win. On the off chance that tech is your obsession, the battle will be justified, despite all the trouble.

How to Write a Procedure Manual on Your Resume

<h1>How to Write a Procedure Manual on Your Resume</h1><p>Many individuals get frightened away by composing on their resume a system manual. In the event that you are one of them, let me disclose to you that you don't need to, and it won't be that difficult.</p><p></p><p>The uplifting news is that you don't need to be at all innovative to make it work. The greatest thing is to conclude that you will truly need to settle on this your profession decision, and you will have the option to keep on making it work while going to class. It will be extraordinary to get a propelled degree and begin bringing in cash once more, and this is a decent method to do it.</p><p></p><p>So it is critical to consider this when composing your resume, as a decent attempt to sell something and a one of a kind range of abilities can be entirely significant. The most significant thing is to keep it basic, however it should be a piece whimsical. You should have the option to show that you have ability and aptitude, however you additionally need to show that you can make an interpretation of that into a drawn out profession choice.</p><p></p><p>You don't need to take a great deal of time or go through a ton of cash to complete this on your own drive. There are various projects out there, so why not utilize one that has a preparation program that makes it simple for you to figure out how to do it?</p><p></p><p>This is a phenomenal thought for any individual who needs to go into the work profession and has been searching for another thing to do. On the off chance that you are eager to engage all the while and make it work, at that point there are many vocation alternatives open to you, regardless of whether it is instructing, research, composing, or consulting.</p><p></p><p>I have discovered that my potential clients are not that keen on discovering what t he arrangement is for the profession way, so they don't see the need to figure out how to compose a technique manual. All they need is for you to have their contact data, and in the event that you have a site, they are glad to have their contact data as well. The further developed you get, the more cash you make.</p><p></p><p>If you need to compose a method manual for your resume, at that point I would recommend that you start with a couple of undertakings that you need to do as an aspect of your responsibilities. At that point you can proceed onward to composing the rest. Try not to attempt to do this all alone, and you should feel great with the material that you are learning.</p>

Graphic Designer Job Description and Salary

Visual Designer Job Description and Salary Visual Designer Job Description and Salary Inventiveness. Tech hacks. Flexibility. Profound information on marking and advertising strategies. Visual creators have genuine abilities that are sought after. Here's a glance at the visual fashioner set of working responsibilities and compensation benchmarks. Openings for work in the publicizing and showcasing field are developing. As organizations fight to keep up brand predominance, innovative firms and in-house divisions are taking on extra undertakings, a considerable lot of which look to test existing known limits. Employing administrators are extending staffing plans to help these greater outstanding burdens. All things considered, visual fashioners, especially those with web and portable innovation abilities, are in solid interest. Peruse on for a gander at the visual originator set of working responsibilities and pay projections. Visual fashioner pay benchmarks As indicated by The Creative Group 2019 Salary Guide, the midpoint beginning pay for visual planners is $55,000, with the higher finish of beginning pay coming to $83,250. Remember that a competitor's experience level and area can affect beginning pay. Utilize our Salary Calculator to discover what a visual architect can procure in your city. Furthermore, these pay arrangement tips, remembering guidance for how to deal with inquiries regarding your normal visual creator compensation, can help you while meeting. GET THE SALARY GUIDE Visual planner obligations and desires For visual planner occupations, requests can shift contingent upon the particular capacity, objectives and requirements of the organization, yet they will for the most part include: Working with imaginative staff to plan and pitch ideas to customers Creating, structuring and delivering realistic craftsmanship that fulfills an inventive brief Fulfilling tight time constraints and remaining inside spending plan Capability in projects, for example, Adobe Illustrator, Photoshop and InDesign Information on typography, shading and creation Consistent figuring out how to keep aptitudes and industry information current Capacity and readiness to rapidly adjust to new advancements Does the visual architect expected set of responsibilities advance to you? Search our accessible employments now! Proficient experience and aptitudes Visual planner sets of responsibilities frequently show that experience is esteemed over instruction. While it's acceptable to know plan hypothesis, you won't get the job in the event that you can't execute your thoughts. An exceptional portfolio is your secret weapon. Your portfolio should show that you're fit for executing an assortment of configuration ventures, for example, promotions, sites, signage, marking, post office based mail and that's just the beginning. You'll require a solid order of Adobe Creative Suite, thought about the best quality level in configuration instruments. Visual fashioners need imagination and a solid feeling of idea advancement, just as critical thinking, research and introduction capacities. Delicate aptitudes are additionally critical. Great verbal and composed relational abilities are imperative to working viably with partners and customers. Adaptability and group building capacities are basic, as well. Publicizing and advertising offices need creators who know the high points and low points of customer connections and can move with the occasionally irregular requests they make. You probably won't read it in a visual creator set of working responsibilities, however the capacity to try to avoid panicking and consistent in a quick changing condition is fundamental. Begin HIRING NOW

Monday Tip Anagrams - The Chief Happiness Officer Blog

Monday Tip Anagrams - The Chief Happiness Officer Blog I got an email from Mike Dytham, a venture chief at Barclays, whos been doing re-arranged words for all the individuals in his area of expertise. The new names are fascinating :o) Chris Benton = Robin Stench (a pleased second spot!) Claire Rainbird = Cider Librarian (a respectable third spot) Dan Hartwright = Hard Thwarting James Knupfer = See Frank Jump Tom Coulbeck = Emu Boltcock (what an extraordinary name!) Matt Risk = Smart Kit (or even Mark Tits) Kate Baron = Anorak Bet or Oat Banker Dominic Gloag = Claiming Good, Coiling Dogma Anup Purohit = Pinup Author Harris Musau = Samurai Rush (he is one of my Kenyan group) The champ of best re-arranged word goes to the name of their area of expertise, PMC tasks, which will from this time forward be known as (pick your top pick) Campsite P0rno, sway snooper, advances alarm,? or then again tampon copiers. Mike additionally educated me that my new name is presently Ax Fulljerk. Much appreciated, Mike! Starting now and into the foreseeable future, youre The Dimm Yak. What are some acceptable re-arranged words for your name, your associates names or your areas of expertise name? Get an opposition moving and see what individuals think of. Mike suggests http://wordsmith.org/re-arranged word/advanced.html, on the off chance that you need to get in on the game. The Chief Happiness Officers Monday tips are basic, simple, fun things you can do to fulfill yourself as well as other people at work and get the work-week looking incredible so far. Something everybody can do in a short time, tops. At the point when you attempt it, compose a remark here to disclose to me how it went. Past Monday tips. A debt of gratitude is in order for visiting my blog. In case you're new here, you should look at this rundown of my 10 most mainstream articles. Also, on the off chance that you need increasingly extraordinary tips and thoughts you should look at our bulletin about satisfaction at work. It's extraordinary and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

Compensation Conundrums Multiply in 2015

Remuneration Conundrums Multiply in 2015 Remuneration Conundrums Multiply in 2015 Remuneration Conundrums Multiply in 2015 Rossheim In the serious condition of 2015, you may bring to the table marking rewards to draw top ability. Thinking of the money may not be an issue, yet what do you do about potential hatred among significant representatives you recruited during the ongoing long periods of drowsy recuperation, with no such reward? Lets investigate this and other compensation problems as monetary development quickens and compensationreturns to the front burner. Compensation increments are stale. The more organizations move to variable or execution based compensation conspires, the less room there is in remuneration financial plans for antiquated yearly raises that beat expansion. With yearly base-pay expands anticipated to scarcely creep up to approach 3 percent in 2015, were stuck in the realm of average cost for basic items compensation increments in addition to variable compensation, says Ken Abosch, an accomplice at HR counseling firm Aon Hewitt. On the cusp of a force move. Numerous master spectators arent persuaded that work economic situations have given representatives enough influence to realize bigger boosts in compensation. We havent very arrived at where force has moved from purchaser to merchant, however were moving toward that path, says Abosch. Its taking more time to recruit and a few positions are difficult to fill. Numerous businesses are holding firm on pay technique. With joblessness as yet floating above pre-downturn levels, the overhanging flexibly of work in numerous gifted occupations keeps on obliging boosts in compensation, some state. The inquiry for managers is, to what extent would they be able to wait? Were various years out from the downturn and the activity advertise is better, yet theres enough ability out there that associations dont feel they have to change their remuneration procedure, says Elissa Tucker, look into program chief for human capital administration at business investigate charitable APQC. Organizations are stating, we will roll out significant improvements in comp just in those territories where we believe we need to. Selection representatives: Its a competitors advertise. Alternately, maybe in light of the fact that theyre employed to turn up ability that is sought after, enrollment specialists will in general observe competitors gaining loads of ground on pay. After numerous long periods of stagnation in the activity showcase regarding worker remuneration, its at last a representatives advertise, says Frank Green, leader of staffing and selecting firm ExecuSource. Maintenance stresses could spike greater boosts in compensation. The possibility of giving broad, generous boosts in compensation just to keep laborers has caused twin concerns: worker retentionand gainfulness. The most significant goal controlling 2014 pay choices was holding top workers, picked by 63 percent of respondents in PayScales 2015 Compensation Best Practices report. Laborers enormous inspiration to change managers. One compensation value condundrum for bosses: Long-term representatives who feel theyve fallen behind on pay. Organizations havent kept up inside with comp, so 10 percent to 20 percent increments are normal on the off chance that you move to another organization presently, says Green. Marking rewards are back, similar to them or not. Sign-on rewards are back in spades, says Sally Stetson, co-proprietor of search firm Salveson Stetson Group. Straight to the point Green isnt glad to hear an applicant dive in her heels on getting a marking reward. Were seeing marking rewards, however theyre consistently hard to arrange, says Green. Customers need the marking reward to come through us, so it doesnt irritate inner staff who didnt get a marking reward. The match game, revival. Bosses are more decided than any other time in recent memory to enlist the correct representative, however theyd should be set up to make a proposal to the correct up-and-comer at the present time. More competitors are getting different proposals simultaneously, says Stetson. Also, organizations are significantly more managable to coordinating outside offers. Theres so much personal time in the event that they lose somebody. Different organizations rationally dont like to do it. Investment opportunities have specific intrigue. A value stake in your boss despite everything holds solid intrigue for certain specialists. Competitors need to be a piece of something, and choices can give them an unmistakable inclination for that, says Green. Alternatives are progressively alluring to youthful competitors who didnt live and work through the intense occasions of the 2008 money related emergency and fallout. Twenty to thirty year olds: Show me some lovewith cash. Raised on positive reenforcement at that point wracked by downturn, Millennials have a mind boggling relationship with their remuneration. Millennialshave a requirement for visit acknowledgment and input, so its imaginable that they anticipate that pay should be criticism on their exhibition, says Tucker. Needed: Comp specialists. With all the compensation problems that businesses face in 2015, experts who comprehend both human and specialized measurements are sought after. Weve seen boss HR officials remuneration expanding, says Stetson. Which just shows that drawing in and holding ability is turning into a greater issue for organizations.

Veteran Federal Resumes Samples

Veteran Federal Resumes SamplesIn these trying economic times, it is a good idea to have an updated resume that is professional looking. Veteran Federal resumes samples can be used as a starting point or they can be combined with other career choices or work experiences in order to create a resume that is professional, well-organized and uses an innovative approach. It is important to take your time and choose the best samples and sources for your resume.To begin, let's take a look at another way to prepare your own resume. Veteran Federal resumes samples are a great place to start because there are hundreds of examples and you can build upon them. If you use this method, you will be able to eliminate or modify a number of different resumes, which can save you time and money in the long run.There are several general categories, you can combine. These include the role you played with specific elements of the job title of the position, your personal characteristics, education, employme nt history, current salary, and whether you are employed part-time or full-time.The bottom line is that these two general categories can be combined with other elements such as work experience, education, country of origin, certifications, awards, and community service. Your goals are clear, yet the positions you applied for are not. The right mixture will help you get the job you want and help you understand the hiring process.As you look through Veteran Federal resumes samples, consider how these samples can be used as a vital resource. Some examples are free while others are considered 'bonus material.'If you choose to search for the free samples, you should make sure that all the information that you are entering is correct. Many professionals in this industry can only provide assistance if the information you provide is accurate and professional looking.On the other hand, veteran Federal resume samples that are considered 'bonus material' usually require that you make certain c hanges to the information in order to be accepted. Many employers prefer this type of resume because of the professional appearance it provides, while some of them feel that the bonus material is a waste of their money.If you do not feel comfortable compiling a resume from Veteran Federal resume samples, it may be time to make more changes and hire a professional to help you with the task. It may be time to consider outsourcing your resume, which can be very helpful in certain situations. Take a look at the Veterans Federal resume samples available and you may find that your resume writing experience can be much better than you ever imagined.

Career Prospects for the Class of 2019

Profession Prospects for the Class of 2019 Vocation Prospects for the Class of 2019 Profession PROSPECTS FOR THE CLASS OF 2019 Ranking directors were asked, How likely is it that your organization will employ new school graduates in 2019?: 41% Very likely 42% Somewhat likely 13% Somewhat far-fetched 5% Very improbable Reactions don't add up to 100 percent because of adjusting. Urban communities where organizations are well on the way to enlist new school graduates: #1: Miami #2: Raleigh #3: Austin #4: Pittsburgh #5: Los Angeles #6: Nashville #7: Charlotte #8: Houston #9: Des Moines #10: Cleveland Advantages of recruiting new alumni: 35% Enthusiasm about beginning another profession 28% Fresh points of view and thoughts 18% Ability to learn and be prepared 16% Strong specialized abilities 3% Other

3 Things You Must NOT Mention in the Interview

3 Things You Must NOT Mention in the Interview This article is  sponsored  by  Nate Sterling.   Have you ever left the interview room with that upbeat feeling of euphoria, the one where you think,  Wow, I think I just might have the job, I nailed all the questions about the work activities? But then  you wait for a month, then two, and sadly, never get a call back? Answering questions about the on-the-  job activities arent the only ingredient to securing that plum position with the plush new office. It takes  a lot more and besides the things you do say, there are some things you must never mention. Apart from your knowledge of the job, there are several things you need to avoid saying to ensure your  prospective employer sees you as a valuable asset to the organization. Even though there are many  more on the list, here are a few of the most common ones Ive noted while conducting interviews or  recapping an interview from clients. Whatever you say, never mention these verbal blunders: I really hate my job: Trust me, saying I really hated my last job might sound stupid and incredible now, but youll be  surprised what people will say when under pressure and in the heat of an intense job interview session. The individual who said this was actually referring to a question where she was asked about why she  wanted to leave her previous career at a Nursing home, after bagging a degree in IT and applying at a  leading IT firm. Granted it was a different career path entirely, and she did hate the job just as much as she stated, but  the statement simply planted a seed of doubt in the mind of the interviewer. One of the sacred rules of  any interview is to ALWAYS be positive. People are naturally drawn to positive mindsets. Even if you  were a leading candidate based on your knowledge of the job, that attitude simply repels employers. It  would be better in her case to say I loved working with my patients at the hospital but I simply felt it  was time for a change in my career. I dont know: You never thought it would come, did you? The day youd be forced to say I dont know. You were  probably a straight A student in class, have had years of valuable work experience, and you know  everything about your career. But, as much as we hate to think so, the time does come when we have to  concede our helplessness at the mercy of a question we have no idea how to answer. Sometimes, we  might even know the answer to the question but conveniently experience a temporary brain fart at the  worst possible time. Well, the first option for most people when we dont have the answer to a question would simply be to  say I dont know, but that statement doesnt exactly speak well of your problem solving skills. You can  make the best of this situation in an interview scenario by following these guidelines: Stay calm and resist the urge to fall apart into an emotional spiral; it wont help the current  situation, besides there are probably loads of other questions to redeem yourself. Keep up a confident posture even if youre unable to come up with a satisfactory answer to the  question. Confidence, even in the face of defeat, is a quality that every employer admires.  Remember the same question that gave you fits will probably prove difficult to other candidates  as well. Stall for more time to come up with a satisfactory answer if possible. You can repeat the  question to the interviewer and ask for a clarification. You might not need the clarification, but  the brief pause just buys you a few extra seconds to put things together up there. If all attempts to come up with an answer during the interview fail, dont worry, all is not lost. You still have the opportunity of finding an answer and including it in the text of your follow-up  thank you note after the interview. I have a vacation scheduled for that week: Yes, we all love our vacations but if youre really looking for a new job, then you shouldnt be scheduling  any interviews around the time of your vacation in the first place. A lady got a great offer from a prime employer after doing excellently well in both the phone and in-person interviews. It was a new role and step up in her career path; she was really excited to get the  opportunity, apart from the improved benefits to which she was entitled. But, to sour things, she was  required to start the same week that she had scheduled a vacation. She had a tough decision to make between shelving her vacation, or telling her new bosses about the  situation and pushing for a postponement of her resumption. She opted to request for a postponement  of her resumption by two weeks. The company decided they needed someone urgently and  unfortunately for my client, decided the problems they needed solved couldnt wait for the vacation to  be over. The verbal employment offer was withdrawn and the board went with a candidate who had  come a close second place in the selection process. Bad for my client, but a fantastic twist of luck for the guy who finally got the job. Lesson of the day:  Never make any requests for time off until youre actually an employee of the company, especially if its  an offer youre unwilling to snub. Author:  Nate Sterling has at different times worked with international organizations such as IBM, Price Water House Coopers and USAID over a 25 year span. He is the author of Job Interview Blueprint.

Mums Use Your Career Break to Your Advantage

Mums Use Your Career Break to Your Advantage Whether you enjoy or dislike your job, are planning a long or a short break from work, this could be the ideal time to reflect  and  ponder over what you might like to do next.  Use this time out to your advantage. As a Career Coach I work with  a lot  of mums. Some have been out of work a long time, while others are currently on maternity leave and  ready to do something different. My advice to all of them is to take this opportunity and make  the most of the unique opportunity you have. Allow yourself the time and space to think about what it is that you actually want to do. Work out what you enjoy, what matters and what provides you with satisfaction in the workplace. Once this has been done start heading in that direction, whether it is a job tweak, enrolling in a course, work experience, volunteering, researching or connecting.  But how do you start? 1. Define your goals The first step is to identify your main career goals. What do you really want out of your working life? Think through your short, medium and long-term. 2. Review your career to date One of the best places to find clues is to really analyse and look at what you have done in the past. Look at all of the positions you have ever held and work out what you enjoyed, were energised by or you disliked. 3. Work out your purpose Our purpose is a high-level reason or meaning for why we exist. This takes some soul searching but think through what your intended work role is and purpose of existence. An example being helping and inspiring others to be the best they can be. 4. Work out your values A value is something that is important to you or something you really believe in. They are individual to you and can usually be expressed by single abstract words. What do you value in life? Family? Ambition? Recognition? Once you have your top 5 or 6 you can adapt your work and life accordingly. 5. Strengths Take time out to think through your USP’s those strengths that are unique and individual to you. Once you have done that highlight the ones that you enjoy as those will provide the most satisfaction. 6. Think through your interests and passions It may be that a hobby should stay a hobby once properly researched but these should be taken into account.  Armed with the above information start designing your ideal job spec and what it would look like, take into account what you should also avoid.  Once you have self-knowledge you will be able to move forward with open eyes. Freedom must involve self awareness. Career satisfaction is in your control. Some further tips for mums on a career break: Take time to properly analyse your talents, skills, motivators and strengths. We are often blind to our some of our strengths thinking that everyone does what we do well. To overcome this I suggest asking six people who know you well to identify what yours are. Think about what YOU want not what others might expect of you or want you to do or what you think you should be doing. Don’t underestimate yourself. Educate yourself. Might this be a good time to do some research, volunteering, or to embark on a course? Speak to people.  Start talking to people who do what you would like to. Use your network. Often people who enjoy what they do are very happy and honoured to be asked. Research. Once you have an idea of the area, start researching, all sorts of avenues and information will come out of it. Spend time on this. Some people spend more time researching and choosing a washing machine than they do focussing on themselves and what they are suited to work wise. Focus on you for a change. We all know that Mum is usually the last one to focus on her needs. Be realistic. Think through your current commitments and what is compatible to your lifestyle. Get out there. Nobody can do this work for you and it will not come to you, you need to make it happen.  As  Milton Berle said ‘If opportunity doesn’t knock build a door’. About the author: Charlotte Billington is a career coach who helps individuals  at a  crossroads. She has recently written a practical exercise book What to do Next?  (available on Amazon) that can assist and guide you through the process.