This is the single biggest mistake youre making with your resume Ladders 2018 Resume Guide

This is the single biggest mistake youre making with yur resume Ladders 2018 Resume GuideThis is the single biggest mistake youre making with your resume Ladders 2018 Resume GuideIf theres one trick to getting your resume right, its understanding that your resume is not about you. Sure, its made up of your achievements, background, experiences, and credentials, but its not about you. Its a professional advertisement, targeted toward your future babo. Its about the benefits your future boss gets from hiring you.So while it koranvers feels like its all about your favorite topic - you and your experiences and your background and your journey and your adventures - its not. Any more than an iPad billboard is about the transistors, and code, and chips inside. Sure, those are the materials that make the magic possible, but the iPad ads entice you to buy the magic, not the bill of goods.Similarly, your resume is about your future boss needs and the benefits shell obtain by hiring you for t he role.This is the biggest resume mistakeWhen we sit down to write a resume, we often start with writing what it felt like to be you - this school was followed by that education was followed by this first job was followed by that next promotion, and so forth. Thats the version of the story that youre familiar with, the version you tell your folks and friends, your new acquaintances and your oldest college buddies.Its the easiest version to tell because it feels like something weve been doing all our lives. In the right circumstances, we love talking about ourselves. Our opinions, our viewpoints, our sports teams and fashion choices. Our school, our kids, our town, our hopes and dreams and ambitions.Given the right circumstances, me is a favorite topic the world over.But when it comes to a resume, it doesnt feel like the circumstances are right. We dont know precisely who the audience is. We dont know what we are supposed to say. Were not sure how we are coming across. And we feel sheepish about bragging so blatantly to an imaginary herd of peers in our head.But you were there when all this stuff happened Theres no better witness for your heroics, your triumphs, your tragedies, than you. You were on the scene So it ought to be easy right?The difficulties, in fact, arise exactly from these two seeming advantages Its composed of things about you, and you were there. When it comes to resumes, you want to tell people how it felt to be you. But they want to know what it felt like to be your boss.And thats tough for you to write.Because understanding what it was like to be your boss means stepping outside of yourself and looking at yourself as the sum of your work output. You didnt see yourself from your bosss vantage point. You saw it all from your perspective.The real audience for your resume is your future bossThe bosss seat is 180 degrees in the other direction. A boss is looking for output, not input. A boss is looking for outcomes, not duties and responsibili ties. A boss wants to know the end of the story, the bottom line, the score at the end of the game, not the feelings you had while delivering them.Youve spent years fighting, pleasing, avoiding, advising, sucking up to, or pushing back on, you boss. And now youre supposed to write your resume, about you, from his point of view? Not fair at allIn fact, if youre looking to move up in your next job, your future boss is two levels above your current role. So your ability to understand their needs, predicaments, hopes, requirements, and best guesses for the role are understandably limited by your own limitations of experience.Thats one of the reasons why even HR pros who have been hiring for decades have a tough time with writing a resume (and with many other parts of the job search process). Much like doctors are the worst patients and attorneys bad clients, HR people have tons of experience in hiring others, but almost no experience in hiring someone like themselves or their boss. Bein g a great buyer has very little to do with being a great seller.How to write a resume the right wayWriting your resume is a unique experience. Even though its about you, writing a resume is not like writing a diary. Although it covers a time period in your life, it is not how you experienced those days and years. The stories that are interesting to you, and the drama that was involved in getting here, provide the compelling plotline to your own life story. For you, each job, each accomplishment, each bullet point, was an adventure, a battle, a triumph. But the emotional weight of each line of your resume is very little correlated with the professional weight your boss assigns to it.Gaining the required distance to write about yourself in the form of a professional advertisement is difficult. Seeing yourself as a product is hard. Portraying yourself not as you, but as the sum total of all the labor your future employer is purchasing is something you dont often do. The novelty of the experience, and the oddity of the perspective, can leave you feeling adrift, unmoored, a bit lost in the landscape.The bottom line on resume structureWriting a resume is not like how you think of yourself in any other part of your life.So the balancing act of mastering your own emotional response to past achievements, so that you can take an objective look at the professional value of each of those achievements and its worth to future employers, is the sole trick to resume writing.Its a new skill. Youll get better with focus, awareness, and practice.This article is adapted fromLadders 2018 Resume Guide Best Practices Advice from the Leaders in $100K $500K jobs (Ladders, Inc. , 2018). Purchase the Kindle Single for immediate download here.**Disclosure Ladders from time-to-time uses affiliate links. At no additional cost to you, we will receive a commission if you click through and make a purchase.

Doing this one thing can boost memory and help prevent Alzheimers

Doing this one thing can boost memory and help prevent AlzheimersDoing this one thing can boost memory and help prevent AlzheimersResearchers at The University of Iowa recently advanced data intimating the positive cognitive benefits of habitual physical activity.The new study premiered at the annual Cognitive Neuroscience Society this past Sunday and bolstered previous reports that link working out with short-term boots to memory.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and morePhysical activity and cognitionA previous study performed at the University of British Columbia motioned that regular aerobic exercise increases the size of the hippocampus, a part of the brain integral to both long-term and short term memory.Heidi Godman of Harvard Health, explains,The benefits of exercise come directly from its ability to reduce insulin resistance, reduce inflammation, and stimulate the release of grow th factors - chemicals in the brain that affect the health of brain cells, the growth of new blood vessels in the brain, and even the abundance and survival of new brain cells.The research conducted by the University Of Iowa aimed to unpack the long-term cognitive benefits of regular workout sessions.Participants observed in the study were tasked with performing either low or mildly intense workout sessions. The hippocampus of each individual was then analyzed via an MRI scan.After the scan was complete the subjects were administered exams meant to test their memory. Following evaluations, they were put on a 12-week exercise program before being given the same exams upon completion.The results showed that the hippocampus experienced a boost both immediately after exercise and after continued habitual exercise following the 12-week regiment.This submits encouraging insights into the correlative risk factors associated with cognitive decline conditions.A recent study of over 450 part icipants over the span of 15 years published in Alzheimers Dementia The Journal of the Alzheimers Association, determined that exercising 150 minutes per week presents a significant boost to cognition.The subjects involved had their wertzuwachs evaluated after taking theMini-Mental State Examination (MMSE) and Clinical Dementia Rating Sum of Boxes, which are two tests that help medical professionals identify dementia in patients early on. The study reports, A physically active lifestyle seems to play an important role in slowing the development and progression of autosomal dominant Alzheimers Disease.Additionally,a study published in September posited that exercise can effectively lessen the cognitive havoc engineered in patients that already suffer from the disease, by permitting nerve cells in the hippocampus of sufferers to experience cognitive improvements important to learning information and retaining memory.You might also enjoyNew neuroscience reveals 4 rituals that will mak e you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Job Hunt 101 Find the Right Company Culture for You

Job Hunt 101 Find the Right Company Culture for YouJob Hunt 101 Find the Right Company Culture for YouWhat does company culture mean to you? Corporate culture, by one definition, is the thephilosophy,values,behavior,dresscodes,etc.,thattogether constitute the unique style andpoliciesofacompany. It should be one of the most important considerations in your job search after job requirements and pay. Corporate culture is reflected in the way employees treat each other, the way they get things done and the physical working environment. It can have a profound impact on your level of job satisfaction.As you search for and apply to jobs its important to keep an eye out for cultural clues- signs that indicate what it might be like to work at a given company. While more and more companies are making the effort to promote their culture zugreifbar through employee videos, in-depth career blogs and detailed careers sections, the on-site interview is where you will gather the most important infor mation about company culture. Heres how to make the most of your online and real-world research.The peopleReflect on your past roles and consider what you liked and didnt like about the culture. Were people generally nice? Were they driven to meet goals? Did they act differently when a member of the management team walked by, or did they welcome him or her? How did they promote people? How did they celebrate success? Depending on your stage in life, you may want a culture thats different from one that you liked in the past.When you visit an office look around at the people you pass by on the way to your interview. Notice how they are dressed and what their demeanor is like. Do they look relaxed or stressed out? When its your turn to ask questions in the interview, here are some you can useWhat do you like about working here?What do you wish was different about working here?How often do people get promoted? Why do they get promoted?What do you do when you have a problem with somethin g?How do you get things done as a team?As your interviewer answers, look out for emotional responses such as excitement or discomfort.The questions you are asked can also be a clue to a companys culture. One friend of mine said that a large portion of his interview for an analyst stelle at a state-run organization focused on his skills in conflict resolution rather than his skills as an analyst. He said, It felt like it was all about people with titles sitting on their little fiefdoms, and sensed that he would be end up being the go-between as they fought over budgets. Because of his preference for a flat organizational structure, that hierarchical culture would leid have been a fit for him.Every culture has pluses and minuses, and notlage every company- even the popular ones- will appeal to everyone. Be secure in your own values. For example, someone interviewing for that government analyst job may like the security of knowing their place within a hierarchy and letting people above them make decisions.The working environmentReflect on your past working environments. Did one particular office layout work well for you over another? I worked at one company that had a comfortable, fun office with white desks, big windows and skylights near Union Square in San Francisco. Then the company moved offices to an area of the city that was less vibrant. While the new office had state-of-the-art technology, the layout was sterile, and the desks and cubicles were gray and far apart. My job was the same, but I didnt like going to work anymore. The company started losing clients, and hundreds of people were laid off- including me. The culture the company had built up simply could not survive the new environment.As you look around the office, notice the break areas. Are they clean? Does the company offer coffee, tea, drinks and free food? Does it look like the common areas are used? Free food is a perk. Government organizations are unlikely to offer it.Ask your interviewers w hat they do when they need to take a break. I once worked in a building near Electronic Arts and would go out for a walk in the afternoon and see its employees playing volleyball or soccer on the lawn. At another company where I worked the engineers would meet for Ping-Pong matches in the afternoon. The best companies know that creativity is inspired by physical activity, and they encourage responsible break time. That pendulum can swing too far in the other direction, with free beer, pool tables and little focus on customer needs. If youre the sort of person who takes pride in doing a good job and satisfying customers, some corporate cultures may be too laid back for you.If a company offers videos or photos of its work environment on its careers page, note the things that appeal to you. When you go in for an interview look and ask for evidence of those things. Dont be afraid to mention the videos- HR put them up for you to see. For example, if you like games, you could say, I saw o n the video that there is a foosball table. How often do people use it? You might find out that its only used during monthly Happy Hours or that its used every day. The answer will clue you in to the company culture.As you consider different corporate cultures, remember that every job is a fit for someone it may or may not be you. By having a better sense of what appeals to you and doing as much research as you can before the job interview. youll be able to ask smart questions and make astute observations. And when you accept an offer, youll have fewer surprises when you show up on the job.

6 ways companies can help all employees thrive by shrinking the gender gap

6 ways companies can help all employees thrive by shrinking the gender gap6 ways companies can help all employees thrive by shrinking the gender gapDespite a steady drumbeat of calls to instill workplace equity between the sexes, women still lag far behind men at companies across the nation - and theres evidence that any progress that has been made to date may be grinding to a halt, according to an annual survey byLeanIn.org and McKinsey Company.Women remain underrepresented at every level in corporate America, despite earning mora college degrees than men for thirty years and counting, study authors wrote in theirWomen in the Workplace 2017 report, which builds on research from 2012 to the present.There is a pressing need to do more, and most organizations realize thiscompany commitment to gender diversity is at an all-time high for the third year in a row, the report continues. Despite this commitment, progress continues to be too slow- and may even be stalling. One of the most p owerful reasons for this is asimple one we have blind spots when it comes to diversity, and we cant solve problems that we dont see or understand clearly.Researchers surveyed more than 70,000 men and women at 222 companies and found that employees are either too stuck in the status quo to push for a change - or are actively fearful that a shift to a more women-friendly workplace would put men at a disadvantage, according to the report.Women - particularly women of color - are hired less often than men for entry-level jobs, get promoted less frequently and very rarely make it into the executive suite, according to the report, which sorted employers into four levels based on how many women managers they have, how many are top executives and the average amount of time it takes for them to be promoted.Yet this divide only serves to hurt companies - whose bottom line benefits from a more diverse staff, according to the report.Top performing companies are more likely to promote women into managerial roles - with women only being 4% less likely than men to be promoted to manager - compared to average companies where women are 18% less likely to be promoted to manager, according to the report.The study lays out concrete steps for what companies should do to address gender diversity - and why it matters.Get women and men on the same page about how women are treated at their companyThere seems to be a huge disparity between what men and women think about gender diversity at their workplace - as almost 50% of men think women arewell represented in leadership in their company,even though only one in 10 of their top leaders is a woman.In addition, 37% of women say their gender has played a role in being passed over for a raise, promotion or other work, while just 8 % of men say the same.It is hard to imagine a groundswell of change when many employees dont see anythingwrong with the status quo, the report writes.The divide doesnt just fall along gender lines. When a sked if their company prioritized gender diversity, 90% of company representatives said yes, while only 52% of employees agreed.When employees see higher-ups prioritizing gender diversity, they are more likely to be committed themselves, the report found, adding that when employees think gender diversity leads to business results, they are more likely to be personally committed.Increase employee trainingThe cumulative effect of the gender gap means less women at the upper levels, which means less women to act as role models for those coming up the pipeline - and less women to call out behavior that might intentionally or unintentionally be driving women out of the company.Just 30% of supervisors say they regularly address gender-biased language and behavior when it happens, according to the study. In addition, 55 % of men said disrespectfulbehavior toward women is often oralways addressed quickly, compared to just 34 % of women.The solution? Active mentoring and increased employee training.The report advocates for unconscious bias training, which it calls central to leveling the playing field for women and other underrepresented groups. By raising awareness of the stereotypes that disadvantage women, people of color, and other minorities and gives employees steps they can take to counteract these biases.Give managers the resources to spark changeThe best way to pave a successful path towards a more level playing field is by getting managers on board, according to the report.Women are more likely to be promoted when managers advocate for them, give them stretch assignments, and advise them onhow to advance. And women who receive that advice and interact regularly with senior leaders are more likely toaspire to be a top executive, the report found. But, researchers added, unfortunately women are less likely than men to get these forms ofmentorship and sponsorship.To make sure managers can act on positive change, the report recommends companiesmake it clear how much of an active priority a diverse staff is, give managers the resources to move forward with fulfilling the mandate and reward mangers for making diversity a priority.Make hiring fair and unbiasedWhen hiring, 72% of organizations say they use clear, consistent criteria to assess applicants, 70% say they keep tabs on gender representation, and 66% say they have methods for employing underrepresented groups. But just 6% report using blind rsum reviews - or stripping names, gender, age and education from a resume in order to evaluate strictly based on job ability - and only 18% of companies set gender targets for promotions during the review process.The report explains why this is crucial.Companies need to review their hiring and review processes to make sure there arent gaps or inconsistencies. Additionally, they should track outcomes and set gender targets so they have clear goals and can gauge their progress. It only follows that a more comprehensive approach will lead to bette r outcomes, the report says.Champion work-life balancePractical tools that companies can use to keep their employees happy and loyal include giving them the flexibility to fit work into their lives, according to the report.Seventy-seven percent of companies say they give employees the option to work part-time or fewer hours when necessary, 63% have extended maternity leave, 56% have extended paternity leave and 15% have child care services on the premises - a benefit that is more likely to be found attop-performing companies.Be accountableThe vast majority of corporations have embraced data as a way of tracking benchmarks and measuring success.Yet when it comes to sharing data about gender diversity in the workplace, just 8% of organizations share their gender diversity stats with all workers - down from 81% of the companies who share those stats with their executive leadership and 23% of companies that let managers have access to their stats.So take a page out of top-performing c ompanies books they are more likely to share some diversity metrics with all theiremployees, the report says.

6 Reasons a Bad Job Isnt a Waste of Time - The Muse

6 Reasons a Bad Job Isnt a Waste of Time - The Muse6 Reasons a Bad Job Isnt a Waste of TimeWork is a huge part of your life. And, if youre totally in love with what you do, you likely think of that fact as something positive. I mean, who wouldnt want the majority of their day consumed by something enjoyable? But, if you feel completely trapped in a job you hate? Well, suddenly life doesnt seem so rosy. Theres no doubt that working a job you detest has a big impact on your overall outlook and attitude. But, as with anything, its important to stay positive- as difficult as it may seem. Even if you think of your position as nothing mora than a soul-sucking nightmare, Im willing to bet youre still getting at least a little something out of it. Not convinced? Here are six things youre taking away- even if you absolutely loathe your terrible, dead-end job. 1. Youre Getting Better at Tolerating Things You Dont LikeMaybe you absolutely cant stand your boss. Perhaps your daily job duties make you groan and sigh uncontrollably. Or, maybe your co-workers drive you so insane that youre one snide remark away from flipping over the conference room table.Whatever it is that you hate about your current position, try to remember that all of those pesky annoyances and cringe-worthy moments are helping you master the important trait of tolerance. Listen, theres no such thing as a perfect job. And, even if you wind up getting remarkably close to that elusive position, I guarantee that there will still be at least one thing that grates on you- whether its an overly chatty colleague or your monthly expense reports. So, your refined patience and tolerance will definitely come in handy- even when you finally break free from that dreadful job. 2. Youre Working on Your Commitment IssuesTheres a lot to be said for a solid sense of commitment. And, when you boil it down, whos really more committed than someone who manages to show up to the office day in and day out, despite the fact that he knows hes in for eight hours of pure misery? Nobody, if you ask me.Sure, I know that theres definitely a good reason youre toughing it out and staying in that job you hate. Maybe the pay is simply too good. Or, perhaps you havent found something better to move on to yet. But, the important thing is that youre still showing up and doing your best work, without letting your negative emotions creep in and bring you down. Trust me, that dedication is a quality that any employer will admire. 3. Youre Going Above and Beyond in TeamworkNobody works in a vacuum, so its safe to say that teamworks a universal requirement for any position. Whether youre at a small company or a large organization, you share an office or you work remotely, theres just no way that you can get by without interacting and collaborating with other members of your team.So, knowing how to thrive in a team situation is absolutely crucial for success in your career. And, if youre managing to pull it off in your curren t job- despite the fact that you cant stand your co-workers and you loathe the actual assignment? Well, that just means youre one heck of a team player. 4. Youre Improving Your Communication SkillsThis is another one of those skills thats desirable across the board. And, in the same vein as teamwork, you simply wont get much done without learning how to successfully communicate with others in your office. Needless to say, this is a technique that youre undoubtedly polishing in your current job- no matter how much you may hate it. Plus, if you can manage to do it effectively when you really dont like what youre working on, I can only imagine the collaboration and discussions youll encourage when you find something youre super passionate about5. Youre Learning Actual Job SkillsYes, this ones meta, but its true. The longer youre there, the more youre improving at the skills required to do your position. Sure, maybe its not the dream career that kept you tossing and turning with excitem ent the night before your college graduation. But, it pays the bills, gets your foot in the door, and gives you something to fill the space on your resume. Think about it this way In most cases, any job is better than being unemployed. And, even if the position isnt in line with your eventual career goals, there are still plenty of things you can do to make your experience seem relevant when applying for future jobs. So, take a deep breath and remind yourself that you really are gaining experience- no matter how trivial or menial it may seem at the time. 6. Youre Gaining Valuable InsightIm a firm believer in the fact that you learn something new at every job, even if that something new turns out to be something you hate. So, you might as well think of this detested job as a chance to piece together the things you really want (and, OK, dont want) in your next position. Misery can be a pretty powerful teacher. Sure, its true that your current positions far from ideal- sometimes it tak es a while to settle into a career you truly love and enjoy. But, at the very least, remember that youre learning a lot about what you should avoid next. And, that information will undoubtedly come in handy as you continue to move through your career. I get it. Putting up with a job you hate can seem downright intolerable at times. But, take a deep breath and remind yourself that you really are getting something out of this position. If nothing else, itll likely make your next job seem like an absolute paradise.Photo of woman working hard courtesy of Shutterstock.

What You Should Do to Find Out About Buyer Resume Before Youre Left Behind

What You Should Do to Find Out About Buyer Resume Before Youre Left Behind Administrative Assistants offer john rawls thesis support by performing a wide selection of duties and obligations. Assistant buyers should have organizational abilities, and the ability to multitask. Its typical that graduates will find out more about the history of an organization but wont be updated with commercial elements, said Georgina. This minimalistic resume template can help you to receive your dream job today. If youre able to do that, an employer will certainly notice. Take note an employer cannot act on what cannot be understood. Always evaluate your qualifications from the view of an employer. Many jobseekers stress relating to this decision, but you ought not put an excessive amount of beer buyer resume beer buyer resume it. Utilize your buyer resume to reveal you are that. The debt buyer may then function as a debt collection agency and endeavor to collect. Become an expert beer b uyer. Most employers will be searching for a win-win scenario, therefore it would be better to prdarbietung bragging about how you beat a vendor to the point at which they didnt even earn a profit. Examine the assistant buyer resume sample below to find out what you are able to write to boost your odds of finding the job which you apply for. Almost any purchasing job in the private sector will incorporate a great deal of negotiating. By way of example, small businesses. A buyer resume must show strong negotiation and analytical abilities, and interpersonal abilities and the capability to collaborate. This is a modern designed resume template proper for different varieties of job applicants who require a bright and colorful appearance to their Resume or CV. As you proceed through the list of skills above, make a distinct list with the skills which you already possess. Work diligently until the conclusion of every undertaking.Negotiation is a necessary skill. Its much like neg otiating. The simple fact that we were seeking to purchase somebodys house wasnt lost on us. The majority of the job is going to be done via computers. Place work experience in the center of the resume. Youre able to work during the summertime. Our sample will receive the recruiter interested. The freebie was made by Mats-Peter Forss. The freebie was made by Alamin Mir. The freebie includes a PSD file and all the layers are named and grouped perfectly and simple to customize to fulfill your needs. Buyer Resume and Buyer Resume - The Perfect Combination There are businesses which supply an internship for Purchasing. Buyer jobs ask you to work a lot with the most recent sales figures, so in the event that youve got strong numeracy abilities and are highly analytical, be certain the employer knows it straight away. Managed statistical information for customers to ease the scheduling of production and upkeep of equipment. On-line portfolio and resume websites are always wi se, especially because an increasing number of employers are currently employing the web to streamline and enhance the hiring process.Youll be negotiating with suppliers. It is possible to even call the business and ask. Tell the possible employer what you can do to help the organization. Coordinate with suppliers to recognize effective small business requirements and develop new small business pipeline for most worldwide buyers. The Little-Known Secrets to Buyer Resume Resume templates, generally, are a product of the prevailing trends concerning design. Youre able to download the resume template at no cost and can readily edit the template using Microsoft word. This template is free to utilize for any kinds of personal or business projects. It is free to download and you are allowed to use it for any types of personal or commercial projects. Eliminate every sort of qualification which you dont find relevant to your resume. Be watching out for this requirement. Buyer Re sume Features Some businesses might not be ready to employ entry level people. If you are a newcomer to the sphere of on-demand academic writing, ordering an essay on the internet can be confusing. Business courses are perfect. The pay might not be as much. Its not sufficient to just learn about their newest products and promotions, dont forget to compare them with their competitors and learn where they stand in the style world. Junior buyers have to be excellent team players and also do the job well independently. An exceptional answer would incorporate how the bonuses of workers in both businesses could be impacted by the choice.

Working At BounceX

Working At BounceX With offices in NYC and London, and named the fastest growing software company in America by Inc Magazine in 2016, BounceX currently powers thousands of digital properties, expanding across a multitude of industries. BounceX is built on the belief that the success of a company is rooted in the strength of its team, so theyve created a collaborative, inclusive environment that encourages employees to love coming to work.Interested in joining their team?Click here to see all of BounceXs available opportunities, and dont forget to press Follow to receive custom job matches, event invitations and mora One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latt er category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presente d in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high -paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plagui ng the construction industry.

The Definitive Guide to Sales Management

The Definitive Guide to Sales ManagementThe Definitive Guide to Sales ManagementThe purpose of a sale manager is to provide their schlussverkaufpeople with everything they need to succeed, including coaching, training, and motivation. The actions of a successful sale manager can include anything from overseeing the onboarding of a new sales team member to firing a salesrolle who wasnt ever going to cut it. (Because in that case, what the person needs to succeed is a different job.) A great sales manager ensures their salespeople know how theyre performing so they dont fall behind on their monthly quota or fail to sell according to the companys priorities. And if someone is lagging, the manager is capable of determining the salespersons weakness and empowering them to fix it. Coaching The fruchtwein crucial role of a sales manager is a coach for the members of their team. A salesperson who is suddenly not making enough appointments might not realize that their script has gone stal e and they sound like a robot during cold calls. In these kinds of situations, the sales manager is ideally placed to both identify the problem and help to fix it. Coaching is a learnable skill- even for people for whom it doesnt come naturally. Not all sales managers are good at coaching. Some prefer the administrative side of management, while others like to spend as much time as possible on the front lines selling. Fortunately, coaching is a skill you can plektron up with practice. Asking the Right Questions In many ways, coaching is like selling. Youll need to figure out what is holding a salesperson back and then nudge them into realizing it for themselves. As with sales, this is often best accomplished by asking questions rather than directly telling the salesperson what they must do. The sales manager might ask the salesperson who is struggling to make appointments questions like What is your cold calling process? and What exactly do prospects say when you call them and they turn you down? These questions help your salesperson to identify the problem and the solution, which is a lot less confrontational than if you simply told them what to do. It also gives them a feeling of ownership of the solution, since they came up with it themselves. Working With All Team Members Good sales managers take time with every salesperson, not just the top and bottom performers. Every salesperson has both strengths and weaknesses you should recognize the former and help with the latter. Often the best way to evaluate a salespersons best and worst qualities is to accompany them on sales appointments and see how they operate with prospective customers. Ideally, youll want to shadow each salesperson on your team at least twice a year. While its important to spend time with each member of the sales team, realistically most of your time will be spent with the salespeople who are having the most trouble meeting their goals. A salesperson who is trying hard but hasnt been able to succeed may need an intensive coaching program involving several weeks of observation and assistance. It will be time-consuming, but if the result is a salesperson who exceeds their quota every month instead of failing or struggling to meet it, the time will have been well spent. Coaching wont do much good with a salesperson who doesnt realize they have a problem. Any salesperson who blames their poor performance on outside factors simply wont take a coaching program seriously. In this situation, it may be necessary to fire the person before their bad attitude contaminates the rest of the team. Providing the Right Sales Tools Another important part of sales management is making sure your salespeople are equipped with the right tools. These tools can make all the difference between success and failure. At the very least, theyll make selling a lot easier and your salespeople much more efficient. First and most basic, your team should have an ideal customer profile. Every compan y has an ideal customer. The ideal customer profile is simply a list of the characteristics that your best customers and prospective customers share. This profile is incredibly useful in qualifying prospects early on and enables your salespeople to focus their time and energy on the very best kompetenz customers. Second, you should set up a sales metrics tracking plan. Tracking your sales teams metrics helps both you and them. It helps you because you can see exactly where theyre strongest and weakest in their sales abilities. If a salesperson hits a slump, you can use metrics to see where in the sales process theyre losing those sales. And it helps your salespeople because they can identify potential problems before they start to cut into sales. If a salesperson knows theyve booked half as many appointments as usual this week, they know they need to hit the phones big-time- before their pipeline empties out. Third, take a look at your new hire training program. Even the most experi enced salespeople will need training when they join your company. At a minimum, theyll need product training and training in your companys sales software and customer relationship management (CRM) program, which encourages customers to remain loyal to your products or services. Its also a good idea to assess a new salespersons basic sales skills and decide how youll help with any weak areas. The faster you get your new hire up to speed, the faster theyll be earning revenue for your company (and you). Ongoing Training Youshould also evaluate your continuing training program. If a sports team doesnt train regularly, you wouldnt expect them to win. The same applies to your sales team. Like most professionals, salespeople need to broaden their skill sets and pick up new strategies on a regular basis. But just signing your team up for random training sessions wont help. You need a plan based on what skills they most need to develop so that you can look for the best training options t o fit your teams specific needs. Establishing Differentiators Next, consider your product or service differentiators- the factors that make your products or services different from the competition. It may require a sales meeting to find out which differentiators your salespeople use and confirm that theyre consistent across the team. If your companys marketing department hasnt come up with some official differentiators, work with your sales team to brainstorm at least one for each product or service. Every time your company develops a new product or service or changes an old one, youll need to come up with new differentiators. Meeting Company Goals Finally, youll need to make sure that your sales team is aware of and working in line with the companys sales goals. Your company probably has certain products or services that it wants to push because theyre the most lucrative, others that are less important, and a few that are loss leaders, meaning they exist to attract new cust omers but dont make the company any money. Make sure your sales team knows which products or services to prioritize during sales appointments. And work with company executives to build a compensation plan that rewards your team members for making the highest-priority sales. A sales manager is ultimately judged by the success of their team members, so leading them to greater rewards will bring rewards for yourself as well.

See a Sample Human Resources Manager Job Description

See a Sample menschlich Resources Manager Job DescriptionSee a Sample menschenwrdig Resources Manager Job DescriptionPosition Description The menschlich Resources Manager guides and manages the overall provision of menschenfreundlich Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the menschengerecht Resources function within a large company. The job responsibilities of the menschengerecht Resources Manager differ depending on the overall needs of the company or organization. The menschenwrdig Resources Manager determines or is assigned the duties and job responsibilities that are required by the senior management team to meet the needs of their workforce management. The major areas the Human Resources Manager manages can include recruiting and staffingorganizational departmental planningperformance management and improvement systemsorganization developmentemployment and compliance with regulatory concerns regarding emplo yeesemployee onboarding, development, needs assessment, and trainingpolicy development and documentationemployee relationscompany-wide committee facilitationcompany employee and community communicationcompensation and benefits administrationemployee safety, welfare, wellness, and healthcharitable giving and employee services and counseling. Occasionally, the Human Resources Manager is in charge of ancillary areas such as reception, customer service, administration, or transactional accounting to name a few possibilities. The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented high-performance culture that emphasizes empowerment, quality, productivity, and standards goal attainment, and the recruitment and ongoing development of a oben liegend workforce. The Human Resources Manager is responsible for the development of processes and metrics that support the achievement of the organizations business goals. The Hu man Resources Manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff reports to the CEO and assists and advises company managers about Human Resources issues. Primary Objectives of the Human Resources Manager Health and safety of the workforce.Development of a superior workforce.Development of the Human Resources department.Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.Personal ongoing development. Responsibilities of the Human Resources Manager Depending on the organization, the Human Resources Manager may or may bedrngnis have responsibility for community relations, philanthropic giving, company community sports team and event sponsoring, space planning, benefits review, and administration. Depending on the needs of the organization, such responsibilities may be carried out by the finance depart ment, facilities department, marketing, and public relations, and/or administration. No matter which department bears the leadership responsibility for the function, the Human Resources manager is closely involved in decisions, implementation, and review. Thus, responsibilities of the Human Resources manager may include the following. Development of the Human Resources Department Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems.Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration.Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insuranc e brokers, insurance carriers, pension administrators, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.Establishes HR departmental measurements that support the accomplishment of the companys strategic goals.Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.Participates in executive, management, and company staff meetings and attends other meetings and seminars.With the CEO, CFO, and community relations group, plan the companys philanthropic and charitable giving. Human Resources Information Systems (HRIS) Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information and the employee Intranet, wikis, newsletters, and so forth.Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization. Training and Development Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.Establishes an in-house employee training system that addresses company training needs including training needs assessme nt, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers. Assists managers with the selection and contracting of external training programs and consultants.Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records. Employment Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.Interviews management and executive position candidates serves as part of the interview team for position finalists.Chairs any employee selection committees or meetings. Employee Relations Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.Partners with management to communicate Human Resources policies, procedures, programs, and laws.Determines and recommends e mployee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.Conducts investigations when employee complaints or concerns are brought forth.Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. Reviews, guides, and approves management recommendations for employment terminations.Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.Reviews employee appeals thr ough the company complaint procedure. Compensation Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.Monitors all pay practices and systems for effectiveness and cost containment.Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products. Benefits With the assistance of the CFO, obtains cost-effective, employee-serving benefits monitors national benefits environment for options and cost savings.Leads the development of benefit orientations and other benefits training for employees and their families.Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Law Leads company complian ce with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. Organization Development Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superio r workforce development, key employee retention, organization design, and change management.Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. Identifies and monitors the organizations culture so that it supports the attainment of the companys goals and promotes employee satisfaction.Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. The Human Resources Manager assumes other responsibilities as assigned by the CEO. This job description has been designed to indicate the general nature and level of work performed by jobholders within this role of Human Resources Manager. It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to the job. To perform the Human Resources Manager job successfully, an employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to lead in the role of the company Human Resources Manager. Reasonable accommodations may be made to enable individuals with disabilities to perform these essen tial functions. Human Resources Manager Job Requirements Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.Better than average written and spoken communication skills.Outstanding interpersonal relationship building and employee coaching skills.Demonstrated ability to lead and develop HR department staff members.Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction. Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality. Excellent organizational management skills. Education and Experience Required for the Human Resources Manager Job Minimum of a Bachelors degree or equivalent in Human Resources, Business, or Organization Development.A minimum of seven years of progressive leadership experience in Human Resources positions.Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred. Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management. Physical Demands of the Human Resources Manager Job These physical demands are repr esentative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Managers job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Managers job. While performing the responsibilities of the Human Resources Managers job, the employee is required to talk and hear. The employee is often required to sit and use his or her hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required for this job include close vision. Work Environment for the Human Resource Manager While performing the responsibilities of the Human Resources Managers job, these work environment characteristics are representative of the environment the Human Resources Manager will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Managers job. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate. Conclusion This job description is intended to convey information essential to understanding the scope of the Human Resources Managers position and it is not intended to be an exhaustive list of experience, skills, efforts, duties, responsibilities or working conditions associated with the position. DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretati on and decisions are correct for your location. This information is for guidance, ideas, and assistance. Want More Information About Job Descriptions? Human Resources Assistant Job DescriptionHuman Resources Generalist Job DescriptionHuman Resources Director Job DescriptionHuman Resources Recruiter Job Description

Why do abusive bosses act nice after being mean

Why do abusive bosses act nice after being meanWhy do abusive bosses act nice after being meanOne day your boss is berating you in public, and the next day they are buttering you up. What gives? Their mercurial personality changes now have a name moral cleansing, a theory that Michigan State University researchers named for why jerk bosses change their tune after being abusive.In their study published in The Journal of Applied Psychology, the researchers found that some abusive bosses recognize their immoral bad behavior and use moral cleansing as a way to make up for it.Moral cleansing spurs guilty bad bosses to change for betterSome terrible bosses are always going to be oblivious to their bad habits. But some can be guilted into becoming better humans. The researchers documented the latter case by collecting evaluations from abusive bosses and their employees who bore the brunt of it.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity , Job Satisfaction, Neuroscience, and morePerpetrating abusive supervisor behavior lumineszenzdiode to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive leadership behavior, the study states.Turns out, when you know youre acting badly, your soulmusik may squirm, and youll be inspired to do good deeds to make up for it.People often act as though they have a moral ledger or bank account, such that doing good deeds adds credit whereas bad deeds withdraw credit. When there is a shortfall of credits, they are motivated to engage in good deeds to restore a balance, Russell Johnson, lead author of the study, said ina statement. Abusive behavior weakens leaders moral credit. To try to compensate for their wrongdoings, they show behavior to make reparations and amends toward abused staff.For employees suffering under domineering managers, this study gives hope that your jerk boss can change. Bosses who engage in moral cleansing are eager to make amends by showing thoughtful consideration to employees and going the extra mile of giving fair feedback and support to them. For some employees, this may not be enough to make up for the hurt.Studies have found that incivility can irreparably break employee-manager relationships. Jerk bosses abflug losing the trust, support, and productivity of employees once they cross the line, and start acting out.This article was first published on June 7, 2018.Why do abusive bosses act nice after being meanOne day your boss is berating you in public, and the next day they are buttering you up. What gives? Their mercurial personality changes now have a name moral cleansing, a theory that Michigan State University researchers named for why jerk bosses change their tune after being abusive.In their study published in The Journal of Applied Psychology, the researchers found that some abusive bosses recognize their immoral bad behavior and use moral cleansing as a way to make up for it.Moral cleansing spurs guilty bad bosses to change for betterSome terrible bosses are always going to be oblivious to their bad habits. But some can be guilted into becoming better humans. The researchers documented the latter case by collecting evaluations from abusive bosses and their employees who bore the brunt of it.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and morePerpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive leadership behavior, the study states.Turns out, when you know youre acting badly, your soul may squirm, and youll be inspired to do good deeds to make up for it.People often act as though they have a moral ledger or bank account, such that doing good deeds adds credit whereas bad deeds withdraw credit. When there is a shortf all of credits, they are motivated to engage in good deeds to restore a balance, Russell Johnson, lead author of the study, said ina statement. Abusive behavior weakens leaders moral credit. To try to compensate for their wrongdoings, they show behavior to make reparations and amends toward abused staff.For employees suffering under domineering managers, this study gives hope that your jerk boss can change. Bosses who engage in moral cleansing are eager to make amends by showing thoughtful consideration to employees and going the extra mile of giving fair feedback and support to them. For some employees, this may not be enough to make up for the hurt.Studies have found that incivility can irreparably break employee-manager relationships. Jerk bosses start losing the trust, support, and productivity of employees once they cross the line, and start acting out.