Best Motivational Quotes When You Feel Like Giving Up - The Muse

Best Motivational Quotes When You Feel Like Giving Up - The MuseBest Motivational Quotes When You Feel Like Giving UpIts not always easy to keep going. Whether youre entering the fifth month of a seemingly endless job search, stuck in a role that no longer excites you, or just having an abnormally slow Monday morning, were sure youve had that moment when you lean back in your chair and think, I cant do this anymore.But you can And the following 15 quotes are here to prove it. Next time youre tempted to give up, pull up ansicht quotes to remind yourself to persist. Better yet, set one of these photos as your desktop wallpaper to motivate yourself every day. Photos courtesy of Unsplash.

Release or Waiver Agreement FAQ - Australia

Release or Waiver Agreement FAQ - AustraliaRelease or Waiver Agreement FAQ - AustraliaDefinitionsWhat is a release agreement?A release agreement is an enforceable promise notlage to proceed with a legal claim in exchange for money or other compensation. Essentially, a fete (the releasee) gives money or other consideration to a second anlass (the releasor). In exchange, the releasor agrees not to sue, press charges, or otherwise take legal action against the releasee. Who is the releasor?The releasor is the party who is releasing a possible claim in exchange for something of value.Who is the releasee?The releasee is the party who is being released from a claim or possible claim.What is consideration?Consideration is the compensation that the Releasor receives in exchange for releasing the claim.What can be offered as consideration?Commonly, money is offered as consideration. However, other goods and services can be offered as consideration as well. For example, festivitt A could agree to release a claim against Party B in exchange for company stock, a triebwerk vehicle, or even a used lawnmower. Usually, as long as both parties agree to the consideration and the consideration is something of value, the consideration will be acceptable. However, if the consideration is later found to be less than expected, defective or damaged, or performance was made improperly (e.g. where consideration is a service), courts may find there to be failure of consideration and the contract may be held unenforceable.Who is the activity provider?The activity provider is the person or organization that will be providing the participant with access to the activity in question. The activity provider can be an individual or an organization. For example, if Bob Smith was a tour guide who represented himself and provided mountain tours, the activity provider would be Bob Smith. However, if Bob Smith was an employee of and was representing the Nature Walk Touring Company, the activity prov ider would be Nature Walk Touring Company.Activity Waiver and ReleaseWhat is an activity waiver and release?The activity waiver and release is an agreement between two parties that releases the party providing an activity from liability claims from the individual wishing to participate in the activity. The participant is required to give up all future claims against the other party, so care should be taken to ensure that the participant is fully aware of his or her rights.Who can use the activity waiver and release?The activity waiver and release can be used by any business or individual that allows others to participate in activities that are potentially dangerous. For example, an amusement park might require visitors to sign an activity waiver and release before boarding a ride, or a paintball course might require customers to sign a waiver before competing in any paintball activities.Of course, these are just a few examples. The activity waiver and release can be used as all of t he following and moreA biking waiverA boating, rafting, or kayaking waiverA bungee jump waiverA camping waiverA hiking waiverA hunting waiverA snowmobile, quad or dirt bike waiverA sports waiverA swimming waiver or swimming pool waiverA trampoline waiverA zoo waiver or petting zoo waiverWill courts always enforce an activity waiver and release?Generally courts will respect the waiver agreement reached between the parties however in some circumstances a court may be unwilling to enforce a waiver agreement. This is especially the case in situations where they find the agreement conflicts with public policy (i.e. parties performing essential services to the public are expected to fulfill their obligations to the public and cannot waive liability by using a release) the releasees conduct amounts to gross negligence (i.e. the releasee cannot waive liability for conduct that rises to the level of gross negligence) the release contains ambiguous language (i.e. the document does not clearly and explicitly communicate the behuf of terminating the releasees liability) the releasor is not aware of the release and cannot reasonably be expected to be aware of it (i.e. the waiver clause in the document appears in such a way that it is unlikely to be read by the releasor) the releasor lacks the capacity to contract away his or heror another persons-claims (i.e. if the releasor is a minor or the releasor is lacking the mental capacity needed to sign the document) In such circumstances, courts may interpret activity waiver and release agreements strictly against the party that benefits from the release. Accordingly, it is essential that the releasing party is fully aware of the rights being waived.Damage to Personal Property ReleaseWhat is a damage to personal property release?The damage to personal property release is a general release tailored for the possible civil claims following damage to the releasing partys property. The releasing party is required to give up all kno wn and unknown claims against the other party, so care should be taken to ensure that the releasing party is fully aware of his, her, or its rights.What is personal property?For the purposes of this release agreement, personal property refers to anything that you own. Shoes, jewelry, vehicles, televisions, and houses are all examples of personal property.When would I use a damage to personal property release?A damage to personal property release is used after damage has occurred to someones personal property. The person who caused the damage (the releasee) agrees to compensate the person whose property was damaged (the releasor), and the two parties sign the damage to personal property release when they reach an agreement.Does the compensation offered have to match the value of the damaged property?No, the compensation offered in a damage to personal property release does not have to match the value of the damaged property. For example, if your friend accidentally broke your televis ion, you might choose to give your friend a break and accept monetary compensation that is less than the cost of the television. At the same time, your friend might feel terrible about breaking your television and offer you more money than the TV is worth as a way of apologizing. Usually, the compensation can be worth any amount, so long as both parties agree to it.Can I use a damage to personal property release for damage that occurred to my vehicle, or should I use a motor vehicle accident release?If damage has occurred to the vehicle as a result of a collision with another vehicle, you should use the motor vehicle accident release. This is the case even if you werent in your vehicle at the time of the collision. For example, if your vehicle is parked on the street in front of your house and somebody collides with it, you would use a motor vehicle accident release.However, if the damage to the vehicle is not caused by another vehicle, you should use a damage to personal property r elease. For example, if your neighbor chopped down a tree and it fell on your vehicle, you should use the damage to personal property release, as the damage was not caused by a motor vehicle accident.Debt-Accord and Satisfaction ReleaseWhat is a debt-accord and satisfaction release?A debt-accord and satisfaction release is an agreement to accept less than is legally due in order to reach a settlement. The releasing party agrees to release any claims they have to the debt in exchange for agreed upon compensation. Please note that this document should only be used when there is a genuine dispute over the actual amount of the debt, such as disputes over the value of services provided.When should you use a debt-accord and satisfaction release?A debt-accord and satisfaction release can be used in any number of situations where there is a dispute over the amount of money owed. For example, lets say that the ABCD Lawn Company did some landscaping work for Bob Smith. The ABDC Lawn Company g ives an initial estimate of $500. However, the final bill comes to $1,000 and Bob Smith is not impressed with the work of the ABCD Lawn Company. He refuses to pay $1,000. In order to settle the debt, the ABCD Lawn Company creates a debt-accord and satisfaction release where the parties agree that Bob Smith will pay the ABCD Lawn Company $500.Debt-Partial Repayment ReleaseWhat is a debt-partial repayment release?A debt-partial repayment release is a general release tailored for use as a debt settlement between two parties. The releasing party agrees to accept less than they are legally due as a trade-off for reaching a final settlement. Please note that this document would normally be used for disputes resulting from the sale of a good.General Release of ClaimsWhat is a general release of claims?A general release is a broad release from all possible civil claims resulting from a dispute. Since the releasing party is giving up all known and unknown claims against the other party, care should be taken to ensure that the releasing party is fully aware of his, her, or its rights. The general release can be tailored for many different situations.Motor Vehicle Accident ReleaseWhat is a motor vehicle accident release?A motor vehicle accident release is a general release tailored for the possible civil claims resulting from a motor vehicle accident. The releasing party is required to give up all known and unknown claims against the other party so care should be taken to ensure that the releasing party is fully aware of his, her, or its rights.Mutual ReleaseWhat is a mutual release?A mutual release is a general release tailored for use when each party claims that the other party is to blame for the injuries or damages that they have suffered. Since each party is giving up all known and unknown claims against the other party, care should be taken to ensure that the parties are fully aware of their rights. Normally, each party simply releases the other party from future l iability. However, if one party is more at fault, that party can be asked to give extra consideration (compensation).Can one of the parties receive compensation with a mutual release?Yes. One of the parties can receive compensation with a mutual release. If you wish for one of the parties to receive compensation through the mutual release, that party should be listed as the First Releasor.For example, if Susan and Peter are backing out of parking stalls at the same time and collide with each other, they are both at fault and they may want to sign a Mutual Release. If Peters vehicle sustained no damage and Susans vehicle sustained $100 worth of damage, the parties might agree to split the cost of Susans repairs. In that case, the parties would sign a Mutual Release Agreement stating that Peter will offer $50 in compensation to Susan.Can both of the parties receive compensation with the mutual release?No. LawDepots automated mutual release only allows for one of the parties to receive compensation.Personal Injury ReleaseWhat is a personal injury release?A personal injury release is a general release tailored for the possible civil claims resulting from an incident causing an injury to the releasing party. The releasing party is required to give up all known and unknown claims against the other party, so care should be taken to ensure that the releasing party is fully aware of his or her rights.What is a personal injury?A personal injury is an injury caused to ones body, mind or emotions as the result of an accident. The injury can be physical or psychological.

How to Balance Work During the Holidays - The Muse

How to Balance Work During the Holidays - The MuseHow to Balance Work During the HolidaysIts that time of year again. The end is within reach, and no one can believe where this year went. I mean, really- how many times have you said that since Halloween? No matter what you celebrate this time of year, the race to the holidays is in full swing. Through Thanksgiving, Black Friday, and Cyber Monday, and on to shopping, baking, cooking, and wrapping, there seems to be no time to take a break. And outside of holiday preparations, workplace stress loves to hang around during the holidays- it doesnt take any time off. During the holidays, over 56% of people surveyed reported that work is their primary driver of stress. Thats because we worry that work will infringe on our ability to enjoy the holidays with friends and family, and we stress about whether or not well be able to take time off from work to relax a bit. But thats a challenge even if we get the time off Only 41% of men and 27% of women strongly agree they can relax during the holidays. So, knowing all that, its pretty easy to let your job completely ruin your holidays. Here are three ways we seriously sabotage ourselves this time of year (and what to do instead).1. You Dont Plan Any Time Off in DecemberYes, thats right. Just assume that all of your other social activities, family festivities, kids concerts, and neighborhood potlucks will all fit neatly into your already jam-packed schedule. On the other hand, you know what would be better? Assuming you typically work a five-day week and have some vacation time built up, you may be able to take one day a week off each week in December. Maybe its Friday maybe its Tuesday- whatever you (and your boss) can work out.Ive done this, and I welches amazed at the difference it made. Just knowing I had an extra day each week to breathe made the pressure of the season much more bearable- and quite enjoyable. 2. Even When You Take Time Off, You Stay Totally Tuned Into W orkThe holidays are the one time of the year when everyones expectations about response times lower. But instead of taking advantage of that, if you really want to be the martyr and ruin your season at the same time, keep checking that email every chance you get- even on your days off. Research shows that 60% of smartphone-using professionals are accessible for 13.5 hours per day and an additional five hours on the weekend. If you really want your job to ruin your holidays, keep this pace up on your days off- an extra 72 hours of work right smack in the middle of your holiday. A better way? Stepping away from the smartphone will actually help you enjoy your holidays more. When high-end consultants were asked to carve out dedicated times without email, they immediately reported significantly lower stress, more positive feelings about going to work, and a joy jump in their job perception.If they can do it, you can- and should- too. Really, its not as hard as you might think3. You Let Your Stress Flag Flyfruchtwein of us are stressed about work at some level, year-round. But during the holidays, it amps up. Between preparing for holiday celebrations and wrapping up the year, we feel extreme time constraints.And when we feel that extra pressure, we often end up talking about how stressed we are- constantly complaining about it and sharing it with those around us. And not in a good way. When you do that, you create even more stress for yourself. As the adage says, What you focus on grows. It goes like this Youre winded from running from one event to another, not having a minute to yourself, and then having to make one more trip to the mall. Oh, and then theres the credit card slips piling up and the report your boss needs by Friday.Guess what? Youre creating your own reality. The more you focus on and talk about your stress, the demands, and your lack of time, the more negative your overall energy becomes. Instead, what if you didnt complain? What if you anticipate d going through each obligation on time and stress-free? What if you saw yourself enjoying the activities and reporting to your co-workers the next day about what a lovely time it was?When youre tempted to go to the dark side, reframe and think about what it is you really want out of the season- then see it happening. Yes, the holidays can be one big bag of stress, theres no doubt about it. If there was ever a time to balance your work and your life more effectively, this is it. So, give it a go and see what happens. And, happy holidays

Americas sweetheart Chrissy Teigen makes tearful confession

Americas sweetheart Chrissy Teigen makes tearful confessionAmericas sweetheart Chrissy Teigen makes tearful confessionModel Chrissy Teigen made a surprising confession Monday as she accepted an honor at Glamour Magazines Women of the Year awards. I never thought Id be the kind of person that would win anything, she said. I was used to seeing John do it, and I was used to being on his arm. As her trophy husband John Legend introduced her, he remembered an evening only a decade before when she had felt she did not belong among such esteemed company. Alongside icons such as Michelle Obama at a Time 100 celebration, Teigen became overwhelmed and sought refuge in a dressing room. When Oprah walked in, she crammed herself behind a door as she continued to sob.With his eyes brimming, Legend told his wife, You are more than worthy of this honor tonight. I am amazed by the woman that youve become, and Im truly glad that the rest of the world has found out about it, too, he said. A tearful Tie gen accepted her award and likenedthe audience she addressed to the people at the Time 100 celebration. I dont think you should ever feel quite comfortable in a room like this, she said. I think its always good to look up to people, and to see the things theyre doing, and to want to be your better self. With more than 20 million followers on Instagram and more than 10 million followers on Twitter, Teigen has built a social media fan base that follows her every move. Over the last few years, she has used her popularity to speak out policies such as family separation. She has also been vocal about her own experiences with postpartum depression, bringing the mental health problem into the mainstream. Im so honored to be able to have this platform to talk to all of you and to be able to share any kind of message, Teigen said, whether its chicken pot pies or getting blocked by Donald. close dialogAdvertisement close dialog/* effects for .bx-campaign-1012255 *//* custom css .bx-cam paign-1012255 */.bx-custom.bx-campaign-1012255.bx-type-agilityzone .bx-close z-index 2-ms-keyframes bx-anim-1012255-spin from -ms-transform rotate(0deg) to -ms-transform rotate(360deg) -moz-keyframes bx-anim-1012255-spin from -moz-transform rotate(0deg) to -moz-transform rotate(360deg) -webkit-keyframes bx-anim-1012255-spin from -webkit-transform rotate(0deg) to -webkit-transform rotate(360deg) keyframes bx-anim-1012255-spin from transform rotate(0deg) to transform rotate(360deg) bx-close-inside-1012255 top 0 right 0 /* KD - Remove padding from video wrapper and set height to 100% */.bx-custom.bx-campaign-1012255 .bx-row-video .bx-video-wrapper padding-top 0important height 100%.bx-custombx-campaign-1012255 bx-creative-1012255 .bx-wrap height auto/* KD - Change pos itioning to static as that was not necesaary and here you can adjust the height of the video element */.bx-custom.bx-campaign-1012255 .bx-row-video .bx-video-wrapper video position static/* rendered styles .bx-campaign-1012255 */.bxc.bx-campaign-1012255.bx-active-step-1 .bx-creative *first-child width 100%.bxc.bx-campaign-1012255.bx-active-step-1 .bx-creative background-color transparentborder-style nonemax-width 900px.bxc.bx-campaign-1012255.bx-active-step-1 .bx-close stroke whitebackground-color blackborder-style solidborder-color whiteborder-width 1px.bxc.bx-campaign-1012255 .bx-group-1012255-AFvXBOB padding 10pxdisplay blockwidth auto.bxc.bx-campaign-1012255 .bx-element-1012255-J0EiS8Y width auto.bxc.bx-campaign-1012255 .bx-element-1012255-J0EiS8Y *first-child padding 2px 4pxfont-size 10pxcolor rgb(255, 255, 255)text-transform uppercasebackground-color rgb(0, 0, 0)background-color rgba(0, 0, 0, 0.34)

FAAs Final Rule for Pilot Duty and Rest Requirements

FAAs Final Rule for Pilot Duty and Rest RequirementsFAAs Final Rule for Pilot Duty and Rest RequirementsIn December 2011, the FAA established a final rule for airline pilot duty and rest requirements in an effort to combat the risks of fatigue in aircrews. This new regulation provides more stringent rest requirements and flight hour restrictions than were previously in place, a move that the FAA hopes will satisfy the public demands for safer flights. The final rule for flightcrewmember duty and rest requirements became effective on January 4, 2014. The Problem of Pilot Fatigue Pilot fatigue has always been an issue in the aviation world, but the topic has rarely been given much attention, probably because it is a difficult schwierigkeit to measure and even more difficult to remedy. Fatigue affects people very differently. One person might tire before another. One pilot may function well on just six hours of sleep, while another requires eight to feel rested. In addition, a pilot s choices and lifestyle are an essential factor in fatigue management. A pilot might be given a 12-hour period of rest, but may only spend five hours of that period actually sleeping. Other lifestyle factors that can affect fatigue include health, diet, and stress levels. Regardless of the variables involved in measuring fatigue, we do know that a lack of sleep causes certain errors. And in a weary economy, operators are trying hard to save as much money as possible. This means airlines are maximizing the work schedules of pilots, asking them to fly as much as humanly (and legally) possible. The NTSB Recommendations The National Transportation Safety Board (NTSB) has been making recommendations to the FAA regarding pilot fatigue since 1972, and the organization continues to find fatigue to be a factor in aircraft accidents. After a couple of significant accidents, like the Colgan Aircrash in 1992 which brought public attention to the fatigue problem, the FAA took action on the r ole of fatigue in commercial aviation operations. Here are some comparisons that highlight the differences between the old and new rules General Rest Requirements Old Rule Different rest requirements based on domestic, international and unscheduled flights.New Rule No difference between types of operations new rules apply to all. Fitness for Duty Old Rule Unclear language regarding fit for duty as reported by pilots.New Rule Pilot must sign a document affirming that he/she is fit for duty and the airline is required to remove the pilot if fatigue is reported. Flight Duty Period Old Rule Flight Duty Period had limits, but did not account for circadian rhythm or number of flight segments.New Rule Flight Duty Period has stricter limits based on the number of flight segments and the start of the duty day. Reserve Pilots Old Rule Reserve pilots must be given at least 24 hours off in a 7-day period.New Rule Reserve pilots must be given a rest period of at least ten hours. Flight Hours Old Rule Flight hours are limited per day and per year.New Rule Flight hours are limited per week, per month and per year. Rest Periods Old Rule Rest period of at least nine hours, which can be reduced to eight hours.New Rule Rest Period of 10 hours, with the opportunity for at least 8 uninterrupted sleep hours. The maximum flight time during the day is now nine hours, and eight hours at night. Flight Duty Period limits under the new rules sortiment from nine to 14 hours, depending on how many segments are flown and the start time of the pilots duty day. Final Ruling for Rest and Duty Limits In the final ruling for pilot rest time and duty limits, the FAA acknowledges that these new rules alone will not solve the fatigue problem. However, a safety system approach in which the operator and pilots both assume responsibility for fatigue management was determined to be the best solution. With this new rule in place, the FAA is now implementing mandatory updates to each airlines Fatigue Risk Management Plan (FRMP). The FAA has also proposed a Fatigue Risk Management System (FRMS) option as a way for operators to meet the regulatory requirement for fatigue management. Ultimately, the pilot is responsible for the safety of the aircraft and needs to be aware of his or her fatigue threshold. All the regulations in the world wont change that, but the new regulations are a welcome change for those pilots whose schedules are maxed out, and who are facing fatigue from being overworked, task-saturated, and possibly burned out. Perhaps theyll be able to get some rest now.

Whispered Resume Correct Spelling Secrets

Whispered Resume Correct Spelling Secrets The Chronicles of Resume Correct Spelling The spelling and grammar check isnt always accurate. High schools are having a tough time in spelling English, especially if its elend their native language. They should know the spelling of words and online checker will help them. Write the resume and get rid of the genuine spelling mistakes. Though this truly is a kind of plagiarism, its by no means the only approach to plagiarize, or even the most frequent. Ally you need to do is to correctly submit your order instructions and produce the payment. In some instances, you may use your American resume with hardly any changes. Writing quality essays is the principal purpose of our services. While searching for a resume writing or editing assistance, pick one thats conversant with your field and ask to see before-and-after samples. Furthermore, weve got experts in virtually all scientific disciplines to be certain your paper is going to be written by real specialist and based upon an exhaustive research. Its an in-depth study of the issue available. Resumes may be used for a number of reasons, but most often theyre utilized to secure new employment. They may be organized in different ways. 1 advantage for employers to internet resumes is the substantial cost saving in contrast to traditional hiring methods. For instance, even in North America, there are particular circumstances where a CV is required. Applicant tracking methods ought to be in a position to scan and read your resume. Demonstrate positive effect. Vital Pieces of Resume Correct Spelling Based on whether it is a spelling or grammatical error, you can select from several alternatives. Because youre already knowledgeable about your resume, its tough to pick up errors. In some instances, errors are skipped that is exactly why its suggested to re-run the corrector again. Click a suggestion to fix the error. Picking the right country is very esse ntial for Australian readers, as theres a frequent misconception that Australian spelling is just like British. With the great majority of individuals using smartphones, tablets or computers that have auto-correct and auto-spell, there are lots who neglect spelling and grammar. Its really critical to be certain you use words correctly, and to not make the exact same mistakes that all these others do. His poor grades are likely to affect the state of his parents affection. Keywords are only one part of customizing your resume to a particular job. The tool automatically check your mistakes which usually means you do not need to wait around for extended hours. It is possible to discover online writing workshops that cover every facet of writing, for each skill level. Youll be surrounded by writing professionals throughout the plan of order placement, and after you opt to purchase essay and select an allocated writer, things are likely to get even more exciting. The folks writ ing your resume dont reside in our Country. If youre struggling with writing essays and wish to increase your skills, taking a course or workshop can be exceedingly helpful. Rumors, Lies and Resume Correct Spelling Or, you might write a resumein order to submit an application for work. This way that you do not risk your money because you can ascertain the price before finalizing your buy. Whether youre looking for your very first job or seeking to earn a career change, the method starts with your resume. The customer will know the purchase price of the order till they place it and allow it to be definite.

Getting Ahead of the Skill Shortage with Video Interviewing

Getting Ahead of the Skill Shortage with Video InterviewingIs your company looking to jump the skills gap? Most employers recognize that it is becoming harder to find candidates with the right credentials for the job. Despite the 8 percent unemployment, many recruiters and hiring managers are having a hard time filling their open positions with talented hires. Its hard to imagine, but just because there are more candidates looking for jobs doesnt mean those job seekers have the skills you need in your company.In fact, a recent survey showed over 70 percent of employers are having a tough time hiring critical skill employees. This means just because your inbox is flooded with applicants doesnt mean any of them will be the superstar you need to hire. To make things more stressful, getting stuckverzierung with a bad hire can set you back thousands of dollars and untold productivity hours.Video interviewing can help employers build a bridge over this dangerous skills gap. Heres how to us e video interviewing to gauge whether your top talent is the skilled employee you need or a dud you should avoidFocus on CredentialsHeres an easy way to check for a skills mismatch check your candidates credentials. Whether in their traditional resume or their video resume, you should have a list of just what your candidate can do. Dont just review this list as 100 percent fact, and dont forget its probably not all-inclusive. The resume, whether its a video resume or on paper, isnt the sum total of your candidates credentials.This is why its still importantto get your candidate to tell you about their skills and qualifications while video interviewing. Here candidates can explain what theyve listed on their resume and expand upon their knowledge base. Perhaps they left off a program they know or a class they took. Conversely, if you ask in-depth questions about the credentials listed, and their answers seem vague, this could be a bad sign. Maybe theyre dodging the question because t hey dont have as much experience as they would like you to believe.Get Very SpecificThe best way to find out what candidates really know is to ask them to get very specific. While video interviewing top talent, ask about specific skills you need for the position. For example, if youre trying to fill a position where a large part of the day is spent working in Excel, you need a candidate who can work magic in the program. If you ask for a candidates comfort level with Excel, you might just get a vague answer about knowing the program well. But just how well exactly?Make aya to ask them specific questions about the knowledge you need your new hire to possess. If they can answer with confidence, they know what theyre talking about. If they ramble, divert attention, or just appear blank then they dont have the skills you need.Ask for ExamplesObviously skills are very important for hiring a great employee. But experience is also essential as well. In the video interview, employers should make sure to ask for concrete examples of times employees have brought value to their former workplaces.In a video interview, ask job seekers for a time they went over and above on the job. Ask for their proudest work achievement and listen carefully to their response. If you arent overly impressed by their dedication or proudest moment, its likely you wont be overly impressed by their job performance.Look for Candidates Ready to GrowEmployers should obviously be looking for specific skill sets when hiring for an important position. Just as important, however, is a candidate ready and willing to grow. Employees who are willing to learn and step outside their comfort zones are the kind of employees who will grow with your company, not leave it behind. In the video interview, ask these candidates how they would like to better themselves and look for job seekers who have specific goals in mind.When hiring, remember its important to mind the skills gap. Employers who look for candidate s in the video interview with specific credentials, great experience, and growth potential wont have to worry about the skill shortage.What are some ways you can bridge the skill shortage in the video interview? Share in the comments

Creating a Summer Job Resume

Creating a Summer Job Resume Creating a Summer Job Resume

Top 5 HR Processes Ripe for the Social Enterprise

Top 5 HR Processes Ripe for the Social EnterpriseTop 5 HR Processes Ripe for the Social EnterpriseTop 5 HR Processes Ripe for the Social EnterpriseTop 5 HR Processes PDFNote Youll need Adobe Reader to view the PDF file above. Download Adobe Reader.Wednesday, November 6, 2013Its pretty clear by now that the way people work is changing with the rise of the social enterprise. Forrester predicts organizations will spend in excess of $5B on social tools by 2016 and HR is eager to tap into this workplace transformation by focusing on areas most conducive to social interactions.In this session, Todd Horton will highlight the top 5 HR processes well suited for a social enterprise. Based on recent research and a study of what has worked (and what hasnt) for early adopters, Todd will share how companies are making employee centered tasks mora timely, data rich, and effective.The session will begin with a framework HR can use when thinking of implementing social technology and include a discuss ion around1. Converting traditional HR processes from infrequent tasks to on-going conversations.2. Capturing and reporting on timely data to create a smarter workforce3. Tapping into a spirit of getting things done with simple tools.The session will offer examples of how HR leaders have implemented programs to capture the benefits of unterstellung new breed of tools. Areas covered will include recruiting, employee feedback, performance reviews, on-boarding, and knowledge management.The session will close with metrics and model dashboards organizations are using to measure the impact of a social HR strategy.Participants will leave with a better understanding of what it means to embrace social HR for their organizations.Presented byTodd HortonFounder/CEO of KangoGiftTodd Horton is the Founder/CEO of KangoGift, which Entrepreneur Magazine called a Brilliant Idea for making employee recognition instant and effective. Todd is a big believer in the power of celebrating great work in a ti mely way and regularly speaks on workplace trends including the rise of the social enterprise and on auf der ganzen welt HR recognition practices. KangoGifts approach of making it easy to say thanks at work has led to partnerships with IBM and major corporations use KangoGift to foster an engaged workplace. KangoGift has won or been a finalist for many awards including Mass TLCs Best Mobile Innovation, MITXs Start-up of the Year, and welches a YEi French Laureate. Todd has a B.A. degree from Boston College an MBA from Yale. His full bio is at www.linkedin.com/in/toddhortonWebinar Transcript Top 5 HR Processes Right for the Social Enterprise (06 Nov 13)Good afternoon. Im Gene Thompson, senior writer with Monster. I would like to thank you for joining us today for this exclusive webinar hosted by Intelligence. Todays webinar is entitled Top Five HR Processes Right for the Social Enterprise. Todd Horton will be presenting this afternoon. In this webinar, Todd will highlight the top HR processes that allow employees to work socially. Intelligence helps HR professionals improve worker performance, retain top talent, and enhance recruiting strategies. We analyze and collect data from over fur million unique job searches performed on each day. We invite you to visit hiring.monster.com and read ur in-depth reports and analyses. For our latest materials, click on the center Resources reiter when you visit the website.I would like to provide some background on our speaker. Todd is the founder and CEO of KangoGift, a Massachusetts-based organization that Entrepreneur Magazine called a brilliant idea for making employee recognition instant and effective. Todd is an advocate for the power of celebrating great work in a timely fashion. He regularly speaks on workplace trends, such as the rise of the social enterprise, as well as global HR recognition practices. KangoGifts approach to making it easy to say thanks at work has led to partnerships with various Fortune 500 compa nies. Organizations such as IBM use KangoGift to foster and engage in the workplace. KangoGift has been nominated for many awards, including Mac, TLCs, Best Mobile Innovation, MITXs Start-up of the Year, and YEI French Innovation Laureate. Todd has a BA degree from Boston College and an MBA from Yale University. Todd, Ill now turn the webinar over to you.Great. Thank you, Jim. Thank you, Monster, and thank you everybody for joining today to talk about the top five HR processes right for the social enterprise. This is a topic that is near and dear to my heart. It is something that I think we, as HR professionals, can really start to think about as we figure out what is the best way to make our organizations mora social and to make HR a bit better and friendlier for all of our employees. ur agenda today is pretty straightforward in that I want to cover a few areas. The first thing that I would like to do is come up with a framework for what does it really mean to be a social enterpris e.The word social is often overused, if you ask me, and I want to make sure that we have a common understanding of what it means to be a social enterprise. Then I will take about five to 10 minutes to share some of the most current research around employee sentiment. Ill share research on what employees are most looking for in their jobs, because I think whats most interesting is that what employees want and desire out of their work is changing rapidly. Social can provide a huge opportunity to optimize that for the work force. Then well spend the bulk of our time digging into the top five processes most right for a social enterprise. Im going to cover a few key areas, but Im going to spend particular attention on areas around performance management, employee feedback and coaching, training, and also knowledge management in the workforce.Then we will schliff by looking at some case studies and some common metrics for success in organizations. With that said, and with my background wo rking with organizations for a long time to make HR mora timely and social, Im pretty excited to start us off. To kick everything off, I do want to start at the highest level and discuss something that I refer to as the instant work place. This is where employees expect that immediate access to ideas, people, and resources. Most of us would leid disagree with the concept that the way we work is changing. The way we operate in the workplace is becoming not only more instant, but also there is a sense such that employees expect things to happen now. I believe the instant workplace provides nice opportunities for us to think about social.Now one of the big opportunities around social is that the way employees treat their rolleal lives and the way employees use social media on their own time is starting to seep into the workplace. Common themes for my discussion today are going to be around how do we simplify our processes to make them more timely, and how do we konzept behauptung HR pr ocess to be well suited for the way people work today. I want to highlight that these changes are happening, and organizations are starting to think about ways to make social a bit more consistent with the ways employees operate outside of the workplace. Now, to come up with a working idea of what it means to be a social enterprise, I will look at it this way.To me, a social enterprise is one where employees have all of the resources necessary to collaborate and advance the mission of their organization. To me, what that means is our discussion today is not going to focus on technology and tools. Those are really just one important aspect of the equation. Today were really focusing on the organizational mindset that we as HR leaders want to foster in our corporate cultures to enable employees to work socially. A lot of what were going to be covering within the next 40 minutes or so is talking about this concept of the instant workplace and how we foster that mindset.Now, if an organ ization is social, it clearly impacts all aspects of HR. Here I just want to highlight early on in our discussion that social really affects everything from the ways in which we attract top talents to the ways in which we represent our corporate brand as an employer of choice to the opportunities some employees have to be a voice of the organization and communicate externally through blogs or other resources to the ways in which employees are on-boarded into organizations.Long gone are the days when our juniorchef accountants, on their first day, received a folder from HR which then says, Your manager will be by to take you out for lunch soon. The most innovative and progressive social organizations help employees get on-boarded really quickly through unique things such as video welcome messages from executives, introductions to their coworkers and team members, and being able to complete all of the standard HR processes that are essential when somebody is new to an organization. So cial is also really impacting the way in which employees are engaging with their roles and also the ways the L and D, or Learning and Development, organizations are tapping into the wisdom of the workforce to train and develop future leaders.Now, since we have a common understanding and an agreement for all of us that the workplace is getting more instant and people expect things to happen now, Id like to start off with a fun little cartoon that says, We do all of those whole tricks electronically now. For all of us on the line today, as HR people, were not necessarily reinventing HR processes. Were just invited to think about how can we do this a bit smarter, do it in a bit more of a structured way, and do it in a more timely way. I introduce it that way because what the workplace values and what the workplace embraces is starting to change. There are four broad areas of the workplace where the workplace places high values, and Im going to focus just on two of them here.The first i s this concept of a cultural IQ. When asked, employees really looked to understand the needs and the desires of the people around them, and HR is starting to take a leadership role in helping employees really understand not just the cultural IQ of the workplace environment, but also what it means to work at that organization. The reason is, a lot of employees these days are transitioning from a period in which they want a job that offers nice pay and stability to one that provides them the personal and social impact that helps employees advance their career in the way that they want. Now, if we understand what the people in the workplace value and place importance on, for us as HR practitioners, there are a few big trends we can touch on. The first is how we can convert traditional HR processes from infrequent tasks to ongoing conversations. A recurring theme in todays talk is really about how do we take these point in time hypotheses and adapt them so that they are well-suited for the way people work today, becoming more normal, bite-sized conversations among coworkers.The undercurrent for all this talk around becoming a social enterprise, no matter if youre using social tools for learning and development, for recruitment, or for performance management and recognition, is that these tools provide a common way for HR to develop a smarter workforce. A lot of the data and insight thats generated from enabling employees to use common tools really helps executives and HR understand what is the pulp of our workforce.I think the last big trend here is the spirit of getting things done. If everybody is in a hurry these days, and everybody wants things to completed instantly, it really is on HR practitioners to make sure our employees can get things done with simple tools. One of the things that I want to be mindful of, thinking about the future and thinking about how we can create a more social workforce, is just to highlight that in just a few years almost half of t he US workforce is going to be the Millennial generation.Now, our conversation today is not specific to generational differences or anything like that, but I do think it is important to understand that Millennials will make up a large percentage of our workforce in the future. Now building on the generational shift, we do know that when most employees say theyre not fully engaged in their work, the causes are largely rooted in the fact that employees dont necessarily feel like theyre receiving the development and communication from their managers and from leadership to help them excel in their roles.A lot of the opportunities around social tools help employees really understand us and address the root cause of employee disengagement. The other big trend that were noticing is the way in which we motivate our employees is evolving from a classic financial-based reward system to one where HR is challenged with creating jobs and career paths for our internal employees that really unders tand their motivations and desires. This new motivation can be challenging to carry out, but organizations that really understand an employees wants and desires tend to outperform their peers.Now, going back to this idea of using social to help address the root cause of employee disengagement, we can also refer back to some of the research that Mackenzie has been doing for a long time, highlighting how employees place a lot of value on the non-financial aspects of their career. This is related to timely recognition from an immediate manager, feedback to cultivate and develop their career, and also providing employees with opportunities to lead. unterstellung tend to have a bigger impact on the employees engagement and commitment to the organization than some of the financial based awards.Now, some of the interesting research thats coming out of groups like IBM and Connexa really focuses on helping organizations take the time to understand what employees want. Now to us as an HR audi ence, this is tricky to do, and Im not saying its easy. If we as HR professionals are able to understand what our employees want and value, as IBM demonstrated, organizations that do this successfully tend to outperform their peers in key areas such as customer satisfaction, competitiveness, and overall performance. I would think this notion of how we can make HR more timely, relevant to our employees, and tailored to the way they work today can increase engagement and then help them generate a bigger impact for the organization.We all know as HR folks that many employees tend to leave because of a direct manager or the perceived challenges of working with a direct manager. IBM and Connexa have demonstrated that organizations that are able to foster a collaborative spirit between manager and subordinates tend to do well and increase the satisfaction of employee recognition. This is also correlated to the outcomes around the business and how the business operates.This research covers a wide set of data points, but I think its important for us to look at it as we start our conversation around the top processes most right for social enterprise, because social can help us address each of these areas. I think these are all areas that are really fascinating. The other last thing around some of the research is, as everything is changing and everybody is communicating in real time, theres a sense that employees just want truthful, honest dialogues. They are no longer looking for the corporate stake, and theyre looking to kind of break through the clutter. I think this concept of giving employees what they want to communicate and do their job better and more efficiently really resonates with a lot of workers.Before we turn our attention to the top five processes most right for social enterprise, I just want to remind you of some of the themes that have emerged so far. One is this concept of instant workplace, about which I think theres little dispute. There is also thi s trend toward cultivating and fostering jobs and career paths for employees that make them feel fulfilled. How do we as employers create environments that really help our employees understand what our organizational goals and values are? How can we align our workforce to those values?I start off with by saying that I believe the first big opportunity, or HR process most right for social enterprise, is the annual performance review. I believe the opportunity lies in how can we as HR professionals transition performance reviews from a point in time activity to an ongoing conversation. The reason is, when ask, most employees will report back and say, I do appreciate having that official annual record of my performance from my manager. Frankly speaking, though, it just doesnt always feel relevant. One year is almost too long in this age of an instant workplace, where employees are looking for more timely and impactful feedback about what theyre doing. I think a good example here is wit h an IT company.This IT company has 5,000 employees, and employees said very loudly in their annual employee engagement survey that the performance reviews were just not cutting it. So what this organization chose to do was to have an annual performance review, but to transition it. Once a week, they chose to motivate and reward managers to use a common platform to give targeted performance feedback about how people on their teams are doing. What that translates to is a resource where on a weekly basis managers can go in, capture the contributions of employees on their teams, and be able to provide targeted opportunities for development and goal tracking. At the same time, basically in real time, they can help employees understand how theyre doing and where they fare in relation to their goals, helping them feel more connected.Because they are using a common HR platform, they are able to get more line of sight and real time visibility into what the managers are communicating to the employees. For this IT organization, the biggest benefit that they saw was how they were able to train and develop their managers. For many of the junior managers, having a performance review process once a year meant a lot of training to help bring these managers up to speed. By having a system that was more timely and offered an ongoing conversation, HR was able to step in and coach managers to be better managers. This organization really enjoyed it, and the employees appreciate it, making the performance review more of an ongoing conversation.The second big trend that I see when going out and talking to organizations about finding areas of opportunity around social HR is related to employees feedback. Now, the way I think about it, employee feedback is a subset of the annual performance review. Many organizations and employees are asking for more timely coaching and feedback not just from their managers, but also from peers in their cross-functional groups. With organizations and HR, what we are starting to think about is how we can embrace and foster a culture where employees are more willing and able to give timely kind of quick-hit, bite-sized employee feedback. A good example here is a very natural progression of the way Ive seen this type of program involved in the organization.Were friendly with an insurance company that was looking to transition their annual 360-degree feedback survey from an annual process to one that is an ongoing conversation. What they wanted to do was specifically encourage cross-functional feedback from team members. Too many times, they had a situation where a younger absatzwirtschaft analyst was working on a big report, and then needed help from somebody in finance. When finance provided that help, the marketing person was able to do his or her job better and smarter, while looking great. There wasnt a formal opportunity to capture the values that financial analyst contributed to the marketing person, though. The insurance co mpany was able to take the 360-degree feedback process and break it open in a good way. They provided incentives for employees at all levels of the organization to go in, give feedback on a regular basis, and then receive the proper coaching from their managers.The reason is by having ongoing feedback from peers and cross-functional members, managers were able to have real time dashboards to track the type of feedback that their employees were receiving. Now, I will say that this concept of capturing more timely feedback does work well for large organizations with workforces placed in many offices. Even for smaller organizations, though, revisiting and thinking about how they can make employee feedback more of a natural process and designing for the way people work tends to be really impactful.The third area thats most right for social enterprise is clearly near and dear to my heart. On a personal level, my mission is just to make it easy to say thank you at work. I believe fundamen tally that we dont say thank you and celebrate the smaller successes enough in the workplace. This is something that Ive started to hear from organizations that I go out and talk to, with special focus on employee recognition. There are two things I think we all understand in our guts. Recognition is most impactful when its done in a timely way. If I stay late and come in on the weekend to schliff a big project, I appreciate it more when my manager thanks me on Monday, rather than waiting for an annual performance review to thank me for that contribution.More importantly from an HR perspective, if we can capture timely recognition and do it in a way that is standardized, then we can take all of that data and do a lot of great things. When thinking about making employee recognition more timely and impactful, organizations can look at ways in which they can take their workforce and make tools available to every employee at every level. All employees should be able to go to the colleag ues that they want to recognize, reinforce their best work with a tangible reward, and then add a data point to that employees recognition statement. This is very similar to the employees feedback statement that I was talking about a few moments ago.Now as an example, theres an IT company that we work with that was looking to optimize their recognition budget. The way they used their recognition budget was more of an offline game, like traditional pizza parties and events to foster the workplace culture. The employees reported, though, that they didnt feel like they had enough visibility of ongoing successes of their team members. This company was able to take their recognition from an ad hoc offline activity, and instead optimize their budget and put the money toward rewards that resonated with employees. More importantly, though, they were able to broadcast and amplify these employee successes, because one of the benefits of social is, increasing the visibility of all the contribu tions in the workforce.The fourth opportunity for us as HR people to think about comes from opportunities in training and developing our workforce. I think about training in a few ways. I look at it as how we as HR professionals can make skills assessment and skill and resource planning more effective. Also, how can we tap into the wisdom of our workforce to make training more meaningful and effective for the workforce? As an example, some of the more progressive organizations and learning and development teams are really embracing video within the enterprise. A learning and development team may be limited on resources for creating content that then gets pushed out to the workforce.When you do it in a social way, what youre able to do is put the content out there, let your employees go through it, digest it, process it, but then also allow them to add their own commentary and feedback to it. The nice thing about that is you allow your subject matter experts within your organization to be able to contribute and share their insights and their wisdom and help employees get trained more effectively in whatever area youre looking to focus on. I have a good case study that well talk about in a few moments around healthcare organizations that are doing this to help train healthcare workers.The last area thats most ripe for social enterprise is something that I refer to as knowledge management. I would say if theres one area of todays talk that youre going to listen to, then pay attention to this. I invite you to pay attention for the next two minutes. The only reason is, this is an area where organizations and HR leaders tend to receive near immediate responses when they think about embracing social for this area. What do I mean when I talk about knowledge management? It is a new one, so bear with me. Fundamentally, as HR leaders, we are charged with fostering cultural collaboration and idea sharing, so employees can work more productively. In many organizations, lar ge and small, though, information is still relegated to specific silos or even people that have been at the organization for a long time. Some progressive organizations are starting to take this institutional knowledge and trying to get it out there in the open, so that employees can accept it.An example here includes companies that allow employees to maintain a presence on their internal network where they can share projects and files that are most commonly requested. An example here is a finance person who is bombarded on a weekly basis with emails from different people requesting certain files, best practices, or advice on the way to do something. Rather than have this finance person email all of these people every week, here he or she has a resource for posting this information. It really just helps make the workforce a bit more efficient and optimized in a good way. I think the French organization Athos is really taking the leadership position here, in that they are looking to ban, or outlaw if you will, emails in just few years. By encouraging employees to collaborate in new ways, theyre really trying to reduce the friction and get people talking rather than emailing.If those are the five areas that I believe are most ripe for a social HR opportunity, the theme that I want to touch on and make sure is clear for today, is that many of these tasks are being done from common tools and common platforms. These days, as HR people, were unable to force our workforce to go into all of these different tools. Any time youve streamlined and designed tools for the way people work today, youll often see the most success and benefit. Before we get into a few case studies and some of the metrics for success, I just want to make sure that everyone is clear that when we think about which area in your organization is best suited to social HR practice, there are some common concerns and some common opportunities that we all think about. Issues that I tend to hear are, Well , we dont want to lose control. How do we really measure a social program?Frankly speaking, I dont know where to start, and so social does. It starts from a sometimes very ambiguous place, but once you get down to what areas are most right for your organization, you start to see benefits around timeliness, data insight into the workforce, visibility for top management, and really developing managers to be more effective. Now, lets take a few moments and dig into a few case studies of organizations that do this really well.For this conversation, Im actually going to start from the bottom up, because the learning and development example is really exciting. For some organizations, you may want to kind of experiment with on your own, going back to the question of how we can train our workers to be more effective in their roles. What this organization set out to do is essentially create an internal YouTube where the learning and development team can produce bite-sized video content modul es that employees can go watch and then be tested on after theyve completed a video series. At the same time, subject matter experts within the organization were able to contribute their own content and ideas to help make the training materials more rich. Im being a little vague about what company it is, but I will say it is in the healthcare industry. What they were able to do was help train very specialized job roles to be better. If theres a new idea or a new procedure in the marketplace, they were able to leverage video internally as a way to make the skill-building process much more effective.Another example is something that we havent talked about yet, but it is related to employees tafelgeschirr awards. Frankly speaking, the service awards arent necessarily something that gets me really excited. They tend to be something companies have in place, and they become something that organizations do. There is one financial company that Ive heard of that is doing something pretty cre ative and innovative with their service awards. Their business aufgabe was that the service awards tended to be more of an enforced necessity, and employees didnt really feel like the service awards were meaningful to them. Also, the service awards based on tenure were not delivered in a timely way.If my employee anniversary was on the first of this month, I may not receive a service award for two or three months later. What theyre doing now, in a very social way, is implementing a system that generates an index of who is eligible for a service award on the first of each month. They let those employees know that they are eligible and will be receiving their service awards. What their system also does is alert members of that persons team that, for instance, Bob is up for a five year service award. Those employees are invited to contribute some content and some feedback that helps celebrate Bobs five-year achievement. The benefit is that HR then gets more content and understanding of Bobs contributions over the last five years, Bob has a much more social and enjoyable experience around celebrating his five years in the office, and they do it in a way thats very visible to all other workers.Everybody in the organization can see who is eligible for the service aware and hear what other people have said. Theyve transitioned the service award process from more of a mundane required process to one that is pretty lively and engaging. Looking at recognition, I think the opportunity that we saw with the global automotive company was finding ways to transition recognition from more of an offline behavior that wasnt driving the outcomes that they wanted to one that was inclusive of everybody in the workforce. When we talk about a social workforce, the benefit is you can typically make these processes available to employees at all levels of the organization. What they were able to do was quantitatively measure the impact of employee engagement and retention by creating a culture where employees were able to celebrate ongoing, everyday successes, increasing the visibility of those successes to everybody in the workforce.They were able to do so in a way by optimizing their budget, and without disrupting the way in which employees work today. Recognition can provide a lot of benefits around employee engagement and retention. The last example focuses on knowledge management. Here we have an example, a case study with a global manufacturing company that was looking to reduce the time it takes to bring products to market. They wanted to do it in a very collaborative way. For them, the business goals were measured on wanting to reduce the time it takes to bring new products to market and wanting to increase employee productivity. By shifting to a more social way of collaborating, employees felt more informed about where they stood in the project. They were able to share project milestones in a more timely way. They were also able to bring new products to m arket more efficiently and outperform their peers. Those are just a few examples of some companies that have embraced social in a very effective way.Im happy to dig in more deeply in the QA. As an HR leader in your organization, weve covered a lot of ground today around social and some of the opportunities for social. Now we want to start to drill down to what can you do and what are some of the immediate next steps you can take. The first set of common questions you want to ask your organization is how you can create an environment that engages employees and enables them to advance their goals and the mission of the organization. Lastly, how can you measure the performance of these programs? With that, once you have your frontal in place and you understand what behaviors and outcomes you want to drive, you can then look at some of the metrics most suitable to your goals. I will admit it can be challenging at times to measure a social HR programs. Some organizations come from a plac e of thinking that since our competitors do it, so do we. Obviously thats not the way to approach the social enterprise.The metrics I have here look at how you can potentially drive retention, satisfaction, engagement, and operational gains. These areas are really the ones that we all try to achieve, and you just want to make sure, when youre going through your benchmarking process, which ones you want to drive, because it will be a market basket. You cant do all of them. Some of the more progressive organizations are actually able to map their social business outcomes to profit employees, with time and cost savings, budget optimization, and really aligning the compensation to the individual employee.I would just like to add, when thinking about the metrics for success, its really important to focus on the aspect or the specific area of HR that youre looking to optimize. I do believe that when thinking about social HR, it is nice to start in a small, very targeted way. By doing so, you can then have a very targeted outcomes for your organization.Another key aspect of transitioning and becoming a social enterprise is the opportunity to have dashboards. The dashboard as a concept is not new, and I would never suggest that it is. For our conversation today, what dashboards are able to do is really bring together all of these different data sources. For our conversation today, lets say youve optimized your performance, where you process your employee feedback, your recognition, and your service award into one system. You can then percolate up to the top real time dashboard around what employees are actually working on. How do the goals align with the programs that we have? Transition your dashboard program from showing transactions of what just happened to really providing your real business insight into whats going on. Again, in the QA, I am happy to talk more about the use of dashboard.As we schliff off todays conversation, I want to bring it back to whats reall y important here. For us, as HR leaders, I do believe we are trying to drive employee satisfaction, because if we have a satisfied and engaged workforce, those workers tend to offer us the discretionary effort thats required to differentiate our organization from our peers. Its been well documented that companies designed to be great places to work tend to outperform their peers. While it may be difficult to think about where to start with some of the things that Im introducing today, when done right, they really show a dramatic improvement in your organization. When implementing various HR programs, one of the biggest points of failure Ive seen comes when you dont necessarily have that full executive support. If there was one thing to listen to today, it was thinking about centralizing your institutional knowledge.If there was one insight about implementation, you definitely need your executives on board, and then you need to articulate to the workforce why youre transitioning to a new process like this. The nice thing is that if you can get the executives aligned, you might be pleasantly surprised with the rate of adoption of social tools in your enterprise. What this tells me is that theres pent up demand from employees to do some of these more traditional HR processes in a more social, interactive way. I think when successfully implemented, it provides a really nice opportunity to show your leadership and your teams how you are able to take a process and make it more informative and more actionable, as well as to help create a better corporate culture.As we part ways and transition to the QA, I just want to leave everybody with a very simple framework to invite you to think about what your social HR road map is. I would invite you to think that you may have a lot of these resources within your organization already, so taking that first step may not be as challenging as it may seem. I would first make sure you understand what your employee wants. If you rec all, at the top of todays presentation, I talked about how you as an HR leader can really understand your employees motivations and what they value the most. If you can understand that, you can understand what behaviors you want to derive from your workforce.I then believe if you really assess what your cultural IQ is, you can understand what assets are already within your organization. Then you can undertake a specific process thats right for innovation and be able to open it up. As you do that and then benchmark your practices with other organizations, it starts to become clear which areas of HR you want to use to differentiate your organization and stand apart from your peers. Its only then that you start to think about the tools and resources necessary to make it happen. Sometimes its a big process, and for many others its not as hard as one would think. Then its clearly launching and learning. While some of this is new for us and some of it is untested, I would say that social tools and a social enterprise have been around long enough now that were starting to realize social is something that we want to do.We dont just want to provide tools, though. We want to make sure these tools are designed to capture the right data and insights in an HR approved way. I think this is our opportunity as HR leaders to step in and say, We want to go social, but we want to do it in a way that has an HR structure stamp of approval so that all of our managers feel engaged. That is my introduction to what I think are the top five processes most right for social enterprise. I look forward to the QA and also encourage anybody and everybody to reach out anytime with questions or comments. will make the presentation available as well. Thank you, everybody, and take care.Id like to thank Todd for sharing his insight and knowledge with us today, and I will start with the questions on our side, Todd. This is from Jacqueline. Do you have any specific recommendations regarding tools or software programs to initiate the things you spoke about today?Sure. Potentially this may be a question that may be best answered kind of in a follow-up with an email. Are we looking for tools for benchmarking the organization or actually implementing some of these programs?I didnt get any specifics on that. If you are going to be follow up with some written information, I think if you could touch on both of those that would be fantastic.Yeah, so if its okay, Jacqueline, what Id like to do is follow up and share some resources that could potentially help with the benchmarking process, understanding these employees wants and desires, and then go ahead and actually share some of the tools that may tackle somebodys specific HR tasks that we covered today.That sounds superb. All right, Im going to jump in and just ask one more from our side. If you would, Todd, could you revisit any issues or dangers around using social media this way and are there common ways to avoid any troubles o r any pitfalls before you get started?Sure. As I mentioned, there generally is a bit of hesitation to make some of these social tools open and available to the workplace. For our conversation today, we are referring to internal social media tools. Were not necessarily allowing employees to share information externally. So as I was finishing up, I think its very important for HR to really have a seat at the table, and not let IT drive some of these decisions. I say that because some of the fears are around loss of control, or that we dont know what employees will say. If HR has a stake, ultimately some of the tools and technology you use can have the business roles in place to provide any necessary filtering, auditing, or any review. Youll have the ability to review content before it may get posted or shared in an open forum. I will say though that there is always hesitation and fear of losing control. What will employees actually say and do? I would say that fear tends not to be rea lized. Ones employees understand that these tools are broadcast to every other employee in the organization. That creates a natural disincentive to do anything the awry or go outside of the protocol, because it will be publicized. Employees do tend to behave well in this system.Excellent. Thanks very much for that. Could you give us another example, Todd, of an organization that had quite of bit of success with the processes youve described today? Its always good put face or the name if you will.Sure. I think few organizations are doing this really well and organizations we dont work with that are just publicly out there as leaders in their industry. I think Cummins has done a great job using internal social tools to bring together their global workforce, specifically around collaboration and information sharing. Given their industry and geographic footprint, once they were able to take that institutional knowledge and open it up to all these employees, regardless of location, they were then able to understand what employees were working on and really increase visibility of the status of current projects and increase the engagement among employees.Other organizations stateside that tend to do social very well? A common example is Zappos, which is held in high regard, along with Google for some of their internal social HR programs. They have programs in place that allow, not just the ability to reward good behavior in an ongoing way, but Google has also done a great job internally fostering that performance review culture and employee feedback culture. They do it in ways so that the Googlers, if thats what they are called, really understand where they share their roles and really understand, from their managers, how they are doing compared to their goal.A lot of the challenge with some of these social tools is that one needs to keep them very simple, because people dont necessarily have the patience and energy to go in and create a ton of benchmarks that employ ees will be measured against. What they want to do is do it in ways that are well suited to the way they work. If it means natural language processing to just enter a quick hit message that they could share with a coworker, then some of these tools can help mine that data and really understand what employees are working on.Great. Thanks very much. Youve covered a lot of tactics here today, Todd. Is there any differentiation between the tactic youd use when in a small company versus a larger organization or enterprise shop? You can comment on that.Its a good question. Ive seen this happen in organizations of all sizes. The first thing that I would always suggest is to make sure you narrow down which is the specific area of HR that you think is really short, something that a little bit more social would help. I would never advocate for a small organization to say Were going to go social and do everything at once. To answer your question directly, I think big and small companies simply need to understand what their employees want. What is the HR process that employees most want kind of optimize and change? Then they should just start in it small, targeted way. The only difference tends to be in how employers actually implement these types of programs. A smaller organization that may want to optimize talent attraction or their employer brand may choose a tool that only focuses on that. Large organizations, however, may choose tools that have a lot of these processes baked in, but they only implement one at a time and they see how they go. That would be the real differentiator, if you will, of how large and small businesses go about implementing these things.Excellent. Thanks very much. Okay, well, weve got time for another question here on our end. This will be the last one for you Todd. For folks who are very interested in starting the ball rolling at their organizations, could you just recap? What would be the first steps to kind of pitch this again to senior le aders in their organizations? What are the anfangsbuchstabe steps to take to get this rolling?I think the initial pitch to top management and executives is really looking at the metrics that you want to drive. If theyre rooted in the qualitative ones around employee engagement and satisfaction, or more rooted in those financial measures around increasing productivity gains, profit per employee, and budget optimization. Once you understand what your employees place their most value on and you understand which HR process you want to go tackle, I think the conversation with the executives tends to be more successful when you can demonstrate the ROI around these are the metrics that we are going to be able to drive. Thats where the executive support tends to come in.Then also frankly speaking, there is just the sense of we need to be thinking about this because it is happening. The way the tools that employees use to get their jobs done are changing, and if we as an organization dont pr ovide those tools to the employees, they are going to choose what they want to use. Use things like employee feedback, celebrate great work, or give a quick hit performance appraisal. Its really incumbent on HR to take the lead and provide these structural tools to executives. I will say most executives understand that.They understand that as long as the program is being rolled out to measure and quantify a specific aspect, if its profit per employee or engagement score, that tends to really win them over. Of the organizations that Ive seen implement the most successful social HR programs, theyve seen gains in a variety of areas, not just in the corporate culture and feeling like theyre providing innovative and thought leadership tools to their workforces. Also youre just really celebrating that were an employer of choice because we think about work in a new way, and thats what employees value the most.Excellent. Thanks again. We are running out of time, so Id like at this point to thank Todd again for sharing his expertise today. This concludes our webinar. Recording of this event as well as presentation materials will be available shortly on our hiring website. Thats hiring.monster.com. Visit the Resource Center tab for this information, and thanks again for joining us. Please join us again soon for more in-depth webinars, and have a great day.

Strange love For those that hate Valentines Day

Strange love For those that hate Valentines DayStrange love For those that hate Valentines DayDear H. G., he welches a devil, he ruined my life. , he was an unexhaustible surce of love and friendship to me for thirty five years, we should never have met -Rebecca WestValentines Day is objectively the worst holiday behind Arbor Day. Dedicating a holiday to the person youre currently dating, is like giving your migraine a birthday. If you disagree now, check back in about six months.Even if youre one of the misguidedly hopeful, youre likely exhausted by all the musings on roses and listicles of naughty places to stash sweethearts so Ive compiled a list of the historical figures that boasted a more accurate portrayal of love and all of its sordid potential.Vincent and SienThe only thing that comes close to resembling romance in the relentlessly miserable life of the post impressionist painter Vincent Van Gogh, is bookended by poverty and illness.Short on cash and desperate to work, Van G ogh decided to employ the talents of a homeless seamstress named Clasina Hoornik (Sien) as a model for some of his portraits and sketches. He even named one of his famous masterpieces after her, its calledSorrow, (isnt that just the cutest thing?)When Vincents family learned of Siens extracurricular activities, they effectively cut him off. Vincent doubled down on his commitment to Sien and her young daughter for two whole years. The troubled genius eventually left Sien at the behest of his dearest brother Theo, but he would always hold on to the memento she gave to him.Lord Byron and Caroline LambMAD, BAD AND DANGEROUS TO KNOW Caroline LambIn 1812, Lord Byron, the most influential poet of the romantic movement entered a highly publicized affair with a one Caroline Lamband it was disastrous.The aftermath saw them hurl a series of diss-poems at each other over the course of several decades with the occasional interruption of lude pranks, suicide attempts and substance abuse.Caroline at some point unlawfully obtained a portrait of Byron from his publisher. She promised to return it to him in exchange for a locket of his hair. He sent her a strand of his new girlfriends instead.Rebecca West And H.G WellsThe eventful love affair between these two literature titans is detailed thoroughly in J.R. Hammonds biographical epic, simply titled H.G Wells and Rebecca West. The stalwart author of Black Lamb And Grey Falcon, was only 19 when she met Wells, (46 and already as famous as a writer could be). He fathered her illegitimate son and authored the mercurial waves of passion that defined their fraught romance.Their son, the talented, Anthony West, published a fictionalized biography of the entanglement that birthed him, resulting in a rift between him and his mother that would never be mended.Britney Spears and Kevin FederlineI just thought it would be too much if we had done it when we were supposed to. It became this huge thing and I was like, What are we waiting for? We know this is the real thing, why not just do it now? Thats why I wanted to sneak and do it our little way. Millionaire Pop Star, Britney Spears talking about the guy that penned PopoZao.For an in-depth chronicle of the whirlwind romance, please refer to UPNs Britney And Kevin Chaotic Britney I want somebody who will take care of me and that sounds stupid. Is that stupid?Kevin Its the furthest thing from stupid. Its probably the smartest thing Ive heard you say since Ive been out here.Please watch this show. It rules.

Your paycheck may not matter to a date, but your debt does

Your paycheck may not matter to a date, but your debt does Your paycheck may not matter to a date, but your debt does When you first start dating someone, you’re evaluating them for compatibility with your values, searching for clues for where their interests meet yours. Two new surveys have found that how much our dates earn is not a concern, but whether or not they are in debt definitely does.Surveys: Paychecks are ‘irrelevant,’ but amount of debt is notA survey conducted by job review site Fairygodboss.com found that a date is not likely to walk away if your salary is in the low digits. Both men and women in the survey answered that they would seek a long-term relationship with someone even if they made significantly less money than them.In fact, one in three men and one in four women said that the thought of their partner’s salary did not even cross their mind, saying that their salary was “irrelevant.”But a separate survey indicates that when it comes to what their partner may owe, that number was, in fact, a relationship-ending concern.The price of love is $30,000 apparentlyTrue lo ve can conquer all - until debt gets in the way.  A survey from finance site Credible found that debt was a relationship dealbreaker across age demographics. Out of the 1,000 U.S. adults ages 25 to 44 who were asked about student loan debt in dating, 61% of respondents answered that they would be somewhat, or very, concerned about dating someone who owed $30,000.To put that number in perspective, the average student who graduated in 2016 has $37,173 in student loan debt. In other words, as a young millennial out on the dating market, you are very likely to date someone who has numbers in the red. The finding suggests that many of us are worried that our partners’ financial burdens could one day become our own.  One in five respondents said they have decided not to date someone in the past because that person had debt.In fact, the respondents said that someone’s fiscal responsibility could be a bigger aphrodisiac than someone’s education.  More than half (54%) of those surveye d said being debt free can make a potential partner more attractive than them having a college degree.Money still endures as a great taboo in society. Two in three participants surveyed said they would not tell a potential romantic partner about their debt until the relationship was getting serious, while one in 10 said they would not even bring up the topic until they got engaged.When we are deciding our suitors’ romantic suitability, we are not just measuring our love and desire for them, we are also counting how much their financial baggage could hold us back. These surveys show us that romantic courtship is full of complicated contradictions - we may say that money does not matter, even when it clearly does.

Free Executive Chief Executive Officer Resume Template

Free Executive Chief Executive Officer Resume Template Free Executive Chief Executive Officer Resume Template If you are applying for an executive position, you will need to craft a strong executive style resume if you want to get hired. These resumes are for individuals who have obtained high-level positions within a company and possess at least two decades of experience. This styles professional language and emphasis on experience means that it may not be the best choice for entry-level workers and individuals working in the creative fields. The executive chief executive officer resume template and the tips listed below can provide you with some direction the next time you are writing your own resume.Create ResumeCustomize ResumeWhat to Include in an Executive Chief Executive Officer ResumeAn executive resume, as the name implies, is the best type of resume for executives and other established corporate leaders. Unlike the other resume types, which can be utilized by the majority of workers, executive resumes should only be used by individuals with at least 20 years of work experience. Whe n writing an executive resume, individuals should be sure to use professional language and formatting. Despite the fact that most executives possess over two decades of work experience, you should only provide details about the last 10 to 15 years of your career.Common Resume Fails: Mistakes to AvoidIncluding Irrelevant Information: When writing an executive resume, you should only include information about your career over the last one and a half decades. Do not provide information about older jobs or jobs that do not relate to your executive management background.Lying and Embellishing: Looking for a job can be difficult, and at times, you may be tempted to bend the truth. This is a bad idea and one of the quickest ways to ensure that you dont get the job. Be honest and open about your work history.Too Little Information: When writing an executive resume, you will need to extensively discuss your skills, qualifications, and professional background. If your resume lacks information that the reader deems necessary, he or she will not be able to fully evaluate your potential.No Results: As an executive, you should emphasize your ability to set goals and generate positive, tangible results. Companies only want executives that are capable of being proactive and achieving corporate goals.Resume Content Charles Martin 10362 Wakefield Avenue, Scarsdale, NY 11111 555.790.1420 cmartin@mail.com Summary Experienced and multitalented operating executive seeking challenging and dynamic leadership role in the pharmaceutical industry. Results-oriented and capable of increasing revenue and implementing growth policies. Vast knowledge in marketing, finance, management, and operations, with a strong desire to positively represent the company brand. Successful 23-year history of directing others and exceeding company expectations. Highlights Leadership skillsStrategic planningOrganizational restructuringContract and deal negotiationPartnership developmentStrong communicationFi nancial analysis and reportingCapital raisingRevenue growth and management Experience Chief Executive Officer H K Pharmaceutical Solutions New York, NY 7/1/2003 Present Oversee team of 60+ pharmacists, accountants, chemists, and other professionals. Communicate long-term growth goals to team, department president, and CEO. Compile financial reports and statements for corporate headquarters. Assist other executives with the development and implementation of marketing campaigns. Foster close relationships with external clients and research firms. Travel to corporate branches in London, San Francisco, and Amsterdam to ensure adherence to company policies. Secured equity funding worth $8 million from various private banks, an increase of 27% over last quarter. Implemented marketing campaign that increased sales by 17% and revenue by 32% in five years. Facilitated $27 million acquisition of state-funded medical research facility. Personally secured 12 accounts with private, academic, and government health organizations worth $24.9 million. Education Master of Business Administration (MBA) – Columbia UniversityMaster of Science in Chemistry – Johns Hopkins University

Best Ways You Can Show a Strong Work Ethic

Best Ways You Can Show a Strong Work Ethic Best Ways You Can Show a Strong Work Ethic While some people just appear born with a strong work ethic, most people have to work to gain that focus. Some people who are extremely hard workers don’t achieve a positive work ethic naturally. They find it difficult to focus and work, but they do it anyway. What Does a Strong Work Ethic Look Like? An employee’s work ethic is judged based on his output. A person who displays a strong work ethic takes these actions: Shows up on time, every day. This doesn’t necessarily mean that you need to work a 9:00 to 5:00 job. But when youre supposed to be at work, youre at work.Does what needs to be done. A person with a strong work ethic will tackle the less pleasant tasks as well as the interesting ones. It may not be “your” job, but if it needs to get done, you will make sure it gets done. And no whining!Works through bad situations. A person with a strong work ethic doesn’t call in sick because of a mild cold or bad weather. However, if an employee is really sick or theres a whiteout blizzard, he shouldnt share his germs in the workplace or drive under unsafe conditions. Its not fair to his coworkers or himself. Gets the job done. A good work ethic means you deliver the expected finished product at the end. What Does a Manager See When an Employee Has a Strong Work Ethic? Most managers prize employees with a strong work ethic. They reward them properly with raises, praise, and promotions. They give hard-working employees the best projects because they’ve earned them. However, bad managers sometimes see people with a good work ethic as a resource they can exploit. If you give the task to Heidi, she’ll whine and do a lousy job, but if you give the same task to Jane, she’ll work extra long hours and knock it out of the park. This can result in overburdening Jane and praising Heidi for simply successfully completing a standard task. Managers need to managing their strong-work-ethic people carefully so they don’t overburden them. Eventually, every employee burns out, and the last thing you want to do is cause your best worker to quit because she can’t get a break. Managers should reward their hard workers with promotions, praise, and raises- not more grunt work that no one else wants. Managers should use their hard workers as examples for their other employees. This doesn’t mean a constant comparison, as that will breed resentment, but as a standard for what they should expect from others. If Jane can come to work every day, on time, and Heidi doesn’t have any extenuating circumstances that make on-time work impossible, the manager needs to hold Heidi to that standard. How Do You Gain a Strong Work Ethic If It Doesn’t Come Naturally to You? If the siren song of your iPhone is too much for you to handle, and you find yourself checking messages rather than working, you may think you’re a hopeless case, but you’re not. You just need to plan how to accomplish tasks. Here are five suggestions: Turn your phone off and store it in your desk drawer.Make a list of tasks you need to do and stick to them- dont do anything else until youve completed the list. Place this list where youll see it.Ask your coworkers to say something if you’re off task. You dont need to ask them to  say something like get back to work. You can use a simple code word: Task, Heidi.When you finish your tasks and don’t know what to do next, ask your boss or a coworker how you can help.Install a time tracker on your computer that will shut you out of your time-wasting websites after a pre-programmed amount of time. For instance, if you waste time on Facebook, you can set a 20-minute limit for the day, and when the time is up, it’s up. All of these actions are easy by themselves, but they can feel difficult to do as a group. Pick one and start with it, and when you’ve mastered it, add the next. You’ll gradually build a strong work ethic.

Child Care Reference Letter and Email Examples

Child Care Reference Letter and Email Examples Child Care Reference Letter and Email Examples If youve been asked to write a reference letter for someone applying for a childcare position, include specific examples of the applicants interactions with children. You can highlight  skills and qualifications  that make them a strong candidate, such as multi-tasking, communication, and any related coursework or certifications. You’ll be providing an endorsement of the persons ability to do the job and your confidence in them. Since their honesty and integrity will be so crucial to their success in child care, make sure that you are completely comfortable giving the person a glowing recommendation, based on personal and professional experiences with them. Below are sample reference letters for a child care position. Remember to include specifics and use these examples as a guide to help you get started. Reference Letter for Child Care Example Mrs. Donna SelleAddressCity State, Zip CodeDateMs. Jeanette LarossaAddressCityState, Zip CodeDear Ms. Larossa,I am writing to you in reference to Bonnie Green. Ms. Green has been in my employ as a Babysitter and Mothers helper for the past four years.During that time, I have had the pleasure of seeing her grow from a high school student into a mature young woman graduating with her Associates Degree in Child Care. I believe that she is well qualified and experienced to accept the challenge of being a full-time nanny.When Ms. Green first came to my employ, she primarily watched my son, age one, while I worked from my home office. As he grew older  and was joined by a brother, Ms. Greens responsibilities increased to watching the two children alone, making meals for them, and taking them on short outings to the park, the swimming pool, the mall, etc.I have the utmost confidence in her judgment and maturity and have always felt comfortable leaving my children in her care.If you have any questions, please feel free to contact me at 555-111-1234 or donnasellegmail.com.Sincerely,Donna Selle Expand Sending an Email Reference Letter When youre  sending the reference via email,  the content will be the same, but your format will vary slightly. Your contact information will follow your signature, and you can omit the contact information of the person doing the hiring. You’ll need to be specific in your subject line, including “reference” or “referral” and the person’s first and last names. This will make it clear at a glance who the reference is about. Email Reference Example Subject:  Reference - Priscilla PringleDear Mr. Smith,I have known Priscilla Pringle for many years, and I am happy to be writing a reference for her for the position in your Afterschool Program. Priscilla was a student of mine at Anystate College during her Child Care studies. I was her faculty advisor  and had the opportunity to oversee her classroom studies as well as the time that she spent with children during her student teaching assignment.Priscilla consistently showed enthusiasm, attention to detail, and compassion in everything she did. Certified in First Aid and Child and Baby CPR, she is vigilant in maintaining a safe and clean environment for her charges.She was engaged in the classroom, always going the extra distance to make sure her work was of the highest quality. Not only was her own academic work excellent, but she also tutored her peers who were struggling with some of the material. She was able to put her studies to practical use with the children when she had the opportunity to student teach at our afterschool program here on campus.Since her graduation, I have followed Priscilla’s career in childcare, and I believe her to be a very capable young woman. She has worked with children of different ages, abilities, and learning styles, and has brought her vast patience and empathy, as well as her communication and organizational skills, to a variety of child care settings. I believe her experience will make her an ideal candidate for your position.If I can answer any further questions, please don’t hesitate to contact me.Sincerely,Elizabeth Strongestrong123email.com(555) 123-4567 Expand

The State of Your Resume

The State of Your Resume The State of Your Resume Most people wait until they’re looking for a job to brush off their resume. Instead, start thinking of your resume as a living document, kind of like the U.S. Constitution, that should be regularly reviewed and revised. While the basic information will stay the same- where you went to college, for example- the overall focus may shift as your career unfolds. After each new project, update your resume while details are fresh in your mind, and its easy to explain what you accomplished or learned, says Lisa Dickter, associate director for Career Consultants Carnegie Mellons Career and Professional Development Center. Whenever you have something to add, do it as soon as possible. The point of a resume is citing your accomplishments and giving the specifics: what you did, and how you did it. Dickter’s advice reflects a growing trend in resumes to “show, not tell.” A few years ago, it was more common for a resume to begin with an objective (e.g., I’m a detailed-oriented, driven professional looking for my next challenge) and then list position titles and their associated job duties. Now, hiring managers are more interested in seeing a summary of skills at the top of the page and then an overview of your accomplishments and results for each place you worked. If you’ve waited until you need a new resume, many of these specifics may have slipped your mind. Make a habit of updating the document every time you hit a major milestone on the job; that way you’ll always be prepared with an up-to-date resume that reflects your best work. You might also want to periodically check on resume writing trends to see if yours has become the equivalent of shoulder pads and mile-wide ties. Using keywords, for example, has become increasingly important in the age of recruitment software, and you need to have a basic understanding of how to include them in your resume if you want to get hired. We live in a connected society where we expect to access information in real-time from a variety of devices. Unfortunately, that means your carefully laid out Microsoft Word document is already a relic of the past. If you haven’t already created a web-ready version of your resume, it’s time to do so. Hyperlinking to your portfolio or website has become common. Some people even include infographics and embedded video files in their digital resume. It’s up to you to decide how many digital bells and whistles are appropriate for you, but at the very least you should start sending out your resume as a PDF, which can be ready on many different platforms, instead of a Word document. LinkedIn, of course, is the most popular platform for digitally hosted career information, and it’s a good idea to update the content there often- even if you’re happy with your current position. It’s a great place to network, raise your industry profile, and, yes, get recruited. However, be leery of slinging your personal information all over the Web. According to headhunting firm Robert Half, “While technology enables a far wider distribution of your resume than was possible before, you dont want to invite excessive spam or other unwanted email by posting your resume too freely. Instead, focus on making sure your materials are posted where your target audience is most likely to see them.” Finally, it’s a good idea to review your resume for typos and other writing errors. Even when reviewed by multiple eagle-eyed editors and proofreaders, bestselling novels still end up with embarrassing mistakes because the human mind is very, very good at mentally correcting them and then moving on. Careful re-reading often reveals mistakes that have been overlooked many times before, so always proofread the whole document, not just the part you changed, whenever you update your resume.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. We're SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.