How to Get Your Boss to Support Your Ideas

How to Get Your Boss to Support Your IdeasHow to Get Your Boss to Support Your IdeasMost managers are always looking for good ideas. They also often have experience, know mora, and are in a good fleck to evaluate the merits of an idea. When they reject your idea, chances are, your idea may bedrngnis have been as good as you thought, or maybe you didnt do a good job pitching it. Another reality is that most ideas are never implemented. Lets compare it to baseball With a 300 average (three ideas implemented out of 10), youre an all-star. But if you never even step up to the plate, or take a swing, your batting average will always be zero. So start by having a realistic expectation of what success is when it comes to innovation. What can you do to ensure your ideas are heard? Managers are as different as people are different, so theres no one way that will work for all. Knowing your managers style will help, so you can adapt your approach. For example, usinga social styles model, a Driv er will want you to get to the point and present the facts. With an Amiable, youll have a better chance if youve built a good relationship first. Analytics need to see the data, while Expressives can be swayed with pizazz.For most managers, consider the following tips. Develop an Inspiring Vision of Your Idea Describe it in a way that brings out your enthusiasm, your passion, and commitment. Most people have a hard time not listening to someone thats genuinely fired up about something. And if youre not excited about it, how can you expect someone else to be interested? Do Your Homework Take the time to think it over, list the pros and cons, and come up with a plan. Check to see if its been thought out or tried before, and find out what the results were. In other words, dont waste your managers time thinking out loud- do your thinking on your own time, then present a well-developed idea. Test Your Idea Test your ideawith a few trusted co-workers. See if it makes sense to them, ask them to be critical, and provide feedback. Listen, check for their understanding to see how well youre explaining it. While you shouldnt let resistance squash your enthusiasm, be prepared to accept that if five people tell you its ugly, it just might be ugly. Benefits Here are some ideas are more likely to get your managers attention A way toreduce expensesA way to increase revenueA way to get more done with fewer people (improve efficiency)A solution to a problem your manager has been trying to solveAn idea that will help your department achieve one or more of its goalsAn idea that will help one of your co-workers be more successful (rarely do we come up with these kinds of ideas, that is, being an advocate for your peers, and not just yourself or your manager) Avoid These Kinds of Ideas Here are a few ideas that are more likely to lose your managers interest in the first three minutes Something obviously self-promoting, or blatant empire-buildingA way to make you r job easier, but at other peoples expenseSomething that has a great potential to embarrass your manager (and you)Something thats going to cost a lot of money in a tight economyAn idea built on the assumption that 225Fluff Respond Appropriately When you present your idea, answer your managers questions patiently and with respect. If you dont know the answer, admit it, and commit to getting the answer. Be Flexible If your manager starts making suggestions, then youre there That means he/she is starting to buy in, and taking some shared ownership. Dont be rigid about the details give a little- if anything, just to get buy-in. Who knows, your managers suggestions just might improve your chances for success. Dont Demand Credit Be willing to let goof the notion that the idea is yours. The best ideas are the ones where multiple stakeholders have had a hand in shaping, and youve been able to build a broad base of ownership and support. Insisting that you get credit for your ide a will be seen as immature and selfish. Dont worry enough people will become aware of your involvement, especially if you keep coming up with good ideas. Dont expect your name and picture to be inscribed on the idea. Decide on Who Else Should Be Involved Determine who the stakeholders are, who will be impacted the most, whose support you need, and who else could contribute to refining the idea. Agree on who should talk to whom and by when. If Needed, Follow Up With a More Detailed, Formal Business Case Ideas are a dime a dozen, but the execution is what separates the great from the average. This is not a drop and run. That is, drop your proposal or business case on your managers desk and sit back and wait. Step up and take personal responsibility for making sure the idea gets implemented. Thats a good way to get yourself heard the next time.

Job Interview Question Do You Have Any Questions for Me

Job Interview Question Do You Have Any Questions for MeJob Interview Question Do You Have Any Questions for MePreparing for an interview can be overwhelming. You have to put your hopes and dreams into words, not to mention put together the most professional outfit you own. And then there are the interview questions Where do you see yourself in five years? is a tough one. So is Why did you leave your last job?But when it comes to common interview questions, theres one that everyone is sure to encounter but for which too few prepare. And it holds the secret to finishing your interview on a high note.Do You Have Any Questions for Me? Is the Ultimate Opportunity QuestionSome candidates think theyre doing the interviewer a favor when they say that they dont have questions. After all, isnt asking that question a signal that the interview is over? And might not the interviewer have something more important on the schedule for the next hour?But this is simply not the case. This question does nt signal that the interview is over. This question signals that the interviewer doesnt have any more questions. Its a perfect opportunity to take control of the conversation and show off the analytical insight you can bring to the job.Answer This Question in Three Simple StepsAnswering this question properly requires a two-pronged approach. Youll want to prepare two to three questions in advance of your interview and also stay engaged throughout the interview in order to brainstorm an extra question while paying attention to see if your prepared questions were answered. Your goal is to add no more than 5-10 minutes of talking. More and you might overstep the time budgeted for the interview. Less and you may not appear to be invested in the conversation. Follow these three steps1. Ask one analytical or big picture question.Start your questions by connecting with the interviewers goals. This is where great questions such as How does this role contribute to the success of the company? and What is the single most important priority for this position to achieve in the next six months? come into play.When you ask a big picture question at your interview, be sure to modify it to relate to the specifics of your field. For example, if youre interviewing for a position as a teacher, your big picture question might relate to the schools standardized testing scores. Research the scores before the meeting. If the scores are low, politely ask the interviewing principals opinion on the score and what strategies the school is using to raise them. If the scores are high, ask to what the principal credits the schools ongoing success.2. Make one question personal or intimate.No, were not recommending you ask the interviewer about his most recent date. Appropriate personal or intimate questions can help you establish a common ground for a relationship. Questions such as What makes the best employee on your team right now the best employee? and Which company achievement are you m ost proud of? give your interviewer an opportunity to express a personal opinion or reaction. In turn, this allows you to connect with the team and workplace on a more personal level than the quantities and qualities on your resume.3. Improvise one question based on the interview.Remember when we said that youll need to stay engaged throughout the interview? This is where your attention pays off. Show the interviewer that you can think on your feet by generating at least one question based on a unique topic from the interview.For example, the interviewer may go into more detail about the responsibilities and duties of the position that were not included in the zugnglich job description. Keep an eye out for questions you can ask about how others have performed in this role or what kinds of experiences they hope the newest hire will have had in order to succeed in this new position.Are you ready for your big interview? Remember that the final question is just as important as the first one. Go into it prepared with pre-brainstormed questions and an engaging attitude.Not sure how to answer a few other questions in an interview? Heres how to answer What are your salary requirements? and What is your greatest accomplishment? like a pro.

5 simple reminders for hard times

5 simple reminders for hard times5 simple reminders for hard timesEvery life has chapters. Sometimes our chapters span years. And sometimes it feels like we live an entire year in the passing of a single day.And when the chapter, the day, the year, the timeswhen theyre hard and leave you stressed out of your mind, or emotional as hell, or unsure with how to go forward You know, the really hard days.Well, that can be hard. Not only for those living it, but for those loving those who are in the thick of it.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreTimes are going to be hard. At some point, the good will feel lightyears away and the hard will feel impossibly present. Whatever you do, dont make whats hard any harder than it needs to be. You can do this by allowing, by welcoming the hard.Fighting hard is like fighting a wave. Its going to crash, but how much it hurts depends on where you are when it happens. Heres my own partal reminders for the rough days, which helps the crashing waves crash a little softerIts not happening to youIts happening for you.I didnt say that. Oprah did. And its an important reminder when you feel like everything around you is against you. Like the world is against you. Like this is never going to clear. It is. It will. And while it likely wont make you feel better right now, the person you are becoming will feel better because of those things that happened.Sit in your s**tNo need to go anywhere.Whatever youre feeling. Stay there. Until you have the lesson. Until youre done sitting. Until youre ready. Sitting in it will reveal more than running from it ever could.You are not your feelingsYoure just not. Remember that when the waterfall of shit is falling. You can feel like hell without being hell. But feel free to eat them. Because chocolate, ice cream, and girl scout cookies are so good when youre so struggling.It may not make senseAnd there may be no reason.Because sometimeseverything happens for a reasonisbullshit. And becauseit will all make sense in the endnever comes.Yet other times, it will make sense and there will be a reason. Whatever you do, just trust.Come back to what you do haveGratitude in the darkness might be the brightest light. The only light.Youre a human having a hard time. But youre here. And all that is hard will eventually pass for all that is soft. The softest of which is your love. So come back to that as early and as often as you can when none of these rules do you any good.This article first appeared on MaxieMcCoy.com.

How to Create a Strong Telecommuting Program

How to Create a Strong Telecommuting ProgramHow to Create a Strong Telecommuting ProgramIf your business is still among those wondering if you should allow telecommuting by your workers, you might want to start thinking more about when you will do it. And, more to the point, how soon you can.Telecommuting and other remote work arrangements are already the norm at many leading companies. And as Robert Halfs new report, Jobs and AI Anxiety, explains, we can expect to see the emergence of robust new communication and collaboration technology, including artificial intelligence (AI)-powered tools, making it even easier for employees to work from home - or anywhere - seamlessly and productively.Keep in mind this isnt a trend that will unfold in the far-off future, but over the next five to 10 years, our report suggests. Internet connectivity, mobility and collaborative applications already support remote work quite effectively today. Its becoming increasingly difficult for fruchtwein emp loyers to use the our technology at the office works better argument with would-be telecommuters today - so just imagine the challenge tomorrow.Youll likely find many of your employees, especially those with long commutes, are ready for your business to give the green light to telecommuting. The ability to work from home can have a positive impact on their work-life balance. Also, its a good bet that job candidates will continue asking whether your firm has a telecommuting policy. In a Robert Half survey, more than three-quarters of the workers polled said theyd be more likely to accept a job offer if they could telecommute at least some of the time.So, from both a zurckhalten and recruiting perspective, telecommuting programs make good business sense. Right now, they can provide businesses with a competitive advantage. But tomorrow, as the Jobs and AI Anxiety report suggests, telecommuting programs will likely be a business necessity for many employers.Its important to get your te lecommuting policy right from the start. Doing so requires careful planning and implementation. Consider these six tips for creating effective telecommuting programs1.?Contact your legal expertsBefore you begin offering employees the chance to work from home, make sure your telecommuting program wont become a legal minefield.Legal counsel should review any telecommuting programs to make sure the company stays in compliance with employment laws. Issues to consider include complications with workers compensation matters and state overtime regulations, as well as the matter of individual responsibility for company property used off-site.2.?Invite managers to share their inputWhile general approval of a telecommuting plan for your company must come from business owners or upper management, individual supervisors should be invited to play a role in designing the specifics.Managers know which job functions are most suitable for telecommuting, and therefore, are in the best position to cus tomize the program for their teams. Questions they might consider when evaluating roles include Is this position really suited to independent work? Does the job require a lot of face time that videoconferencing alone cant support effectively? And what impact, if any, would there be on our teamwork, and even our organizational culture, if several employees telecommuted regularly?GET HIRING HELP3.? Choose the right tech toolsAt the heart of successful telecommuting programs - not to mention the growing gig economy - youll find workers using the latest technology tools to their advantage.Slack, Google Hangouts and Skype for Business are some of the platforms that telecommuters can use to keep in touch throughout the day. And file-hosting services like Dropbox, Google Drive or an in-house system can support their collaboration and information sharing in real time.Also, as an employer, try to stay on top of emerging tools and technologies that can help your whole team work better, no m atter where theyre located. As explained in our Jobs and AI Anxiety report, its never a good idea to sit back and wait for change to happen. Managers should be taking steps now to better understand how technology is likely to transform their workplace.So, for example, you may want to closely track the rise of immersive technologies like augmented reality (AR), virtual reality (VR), and mixed reality (MR) in the workplace. Even people who wont depend on them for core job functions will still need to be comfortable using these technologies.4. Keep things cohesiveMake sure to help telecommuters and other remote employees feel like theyre part of the team. Set a policy to bring telecommuting staff into key meetings. Recommend that remote team members come into the office periodically. And make an extra effort to keep telecommuters in the loop on company and department news, especially if they spend a significant amount of time working off-site.Also, bringing your whole staff together at one location on occasion can help to build camaraderie and team spirit. If thats not possible, try scheduling at least one big videoconference on a quarterly basis using a group-friendly platform like Zoom.5.?Dont micromanageManaging telecommuters can be tricky. Telecommuting employees need to feel confident that their manager believes they will work as hard as they would in a regular office, including keeping similar hours and maintaining productivity.If youre unnecessarily checking in several times a day with remote workers just to see how things are going, those employees may feel like you dont trust them.6. Be fair to on-site employeesAnother key to successful telecommuting programs is making sure that those who work on-site are treated equitably. It can feel like a bum deal to be the employee whos left to handle problems that cant be performed remotely by telecommuting coworkers. Remember that its not the job of those who work at the office to cover for those who dont.When it comes to quality and deliverables, there should be no difference between the work an employee produces at your office or while theyre telecommuting. So, tischset equal standards for on-site and off-site professionals in areas such as client service, office hours, and response times for emails and phone calls. You also might want to set core hours when all employees are required to be accessible.A final tip for success Be sure to update your telecommuting policy periodically. Over time, as technology and workplace practices continue to evolve, you may find that additional groups of employees can be offered this work option or that your guidelines need modification. Given the rapid pace of change today, that could happen a lot sooner than you expect - so make sure you, your teams and your business are ready to adapt. Tags

Why Everyone Is Talking About Federal Resume Example

Why Everyone Is Talking About Federal Resume Example Federal Resume Example Secrets If you arent qualified for the position youre applying for, the agency may provide you another job that meets your skill levels. Working for the federal government is a fantastic opportunity. If youre pretty flexible, that is good in addition to some agencies are more difficult to get into (including Department of State, EPA) and you may locate other agencies equally as rewarding. A Federal Worker resume should clearly demonstrate a candidates capacity to work in a particular subject of government. A Startling Fact about Federal Resume Example Uncovered Which format you select will depend, in part, on the sort of work youve performed and whether you will continue in the identical field. The duration of your resume is critical. Thee rejection letter templates could be employed by making minor adjustments or by simply filling the vital fields. The format has to be of a type at which you must e xcel in professionalism. Because every work announcement will require a tailored resume, theres no federal resume writing guide that will supply you with surefire outcomes. For starters, more information is necessary. A lot of the advice around federal resumes focuses on the significance of critical words. When seeking the assistance of a professional its important to find a certified resume writer. The Hidden Treasure of Federal Resume Example When it has to do with working with professionals, the best course of action would be with us. When youre asking for a federal position, you merely wish to emphasize the experience you have thats crucial for that opening. Sure, you would like to highlight your related work experience and wish to be specific about your skills, but you wish to be concise too. Some candidates want to locate a resume template, which is likely to make their life much simpler. What Does Federal Resume Example Mean? Because want to get the job. Resume is needed for the jobs in all fields. There are too many jobs there so that you want to do a superior job filtering to get the jobs you desire. Details of Federal Resume Example An integral take-away is often to get a resume which can be scanned in six seconds because thats how long the typical recruiter spends on a resume. The pricing for federal resume services varies based on numerous important facets. Click the next link for more info about what to put in your federal resume. The brief announcement opening time is a result of the high volume of applications that the human resources specialists might have to read. Employers today often utilize software programs to look for keywords particular to the position. Developing a federal resume can become more difficult if you have several skill sets that you will need to exhibit. Resumes arent translated regarding duties and duties from military terminology into federal job duties. They are written based on the fitness evalu ations. The Characteristics of Federal Resume Example An employer looking for an accountant will be searching for different keywords than an employer looking for a sales representative. Our customers say that hiring CareerProPlus is among the best decisions they ever made Its possible for you to write a thorough work description thats effective in attracting the very best HR specialists whenever you are hiring for the position. Writing a federal resume means following federal resume guidelines to ensure hiring managers are in a position to get the specific details they are seeking with only a quick glance. Federal Resume Example Secrets HR staff and hiring managers frequently have minimum experience in the military and might not be acquainted with common military language. For a bigger corporation, get in contact with the Human Resources department to work out who should locate the letter. Speak to us for a completely free consultation if you wish to know more or if you tru ly feel prepared to start on your high-quality federal job resume. In some instances, the work application procedure will request that you complete an Occupational Questionnaire. There are a few of the various ways to frame a resume. Supplement development of sought after experience by volunteering to create your background more attractive to accelerate the time that it can take to accomplish your targets. So, your resume needs to be somewhat much perfect. Highlight keywords which you can use in a different context to spell out your experience. What is Truly Happening with Federal Resume Example The use of such templates will save yourself a great deal of your time. Writing a resume can be an intimidating task. When applying verbunden working with a resume builder you might need to plainly format your resume. NOW you should forget all you know about other resume format or templates youve ever read about or seen.

What Experts Are Not Saying About Cheap Research Papers for Sale and How It impacts You

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The Importance of Job Descriptions

The Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted punkts that are seen in compensation surveys and other benchmarking tools are called job descriptors. ansicht outline the major responsibilities associated with the position that can be applied universally. unterstellung are therefore sometimes standardized. While they may contain details like exemption position or job drehort, they are elendlage required to be as specific as job descriptions.The philanthropisch resources focusJob descriptions are used for different purposes by the employee and the philanthropisch resources department. A menschenfreundlich resources amtsstube uses job desc riptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating wertzuwachs standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the profil hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its tischordnung in the market, in buchen to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a befhigung employer. At the very least, a new employee should r eceive a copy of the job description within the first week on the job. An employees job description should be reviewed at wertzuwachs review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it totenstill exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in buchen to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualificatio ns, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a mora advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in buchung to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees wertzuwachs management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing beigabe From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a va riety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards) .For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsib ilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exem pt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, b ut this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highli ghted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire woul d be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is eva luated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they f ail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If no t, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are ther efore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the i nterview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different pur poses by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about wha t kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even wh en no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour w eek. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimi nation against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Sh are this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.Fo r employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performanc e review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The jo b title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental devel opment plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, t he employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and inc luding the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a mor e advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask i f the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsi bilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusW hen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally de fensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essenti al if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job Descriptions

How to Find a Telecommute Job

How to Find a Telecommute JobHow to Find a Telecommute JobAt some point in everyones career, the demands of work life and your personal life come crashing together and you need a little work flexibility. Thats where a telecommuting job makes perfect sense. Not only will working remotely give you the opportunity to work for any company in the world, but you can blend the professional and personal parts of your life seamlessly together for the ultimate in work-life balance.But lets say that youve never had a telecommuting job before. Youve only done the 9-5 office thing, and dutifully commuted to and from work. All thats about to change, job seekers.Heres how to find a telecommute jobAssess your situation. Youve made the decision to ditch office life and find flexible work. Before you gear up to go into job searching mode, youll first need to identify what type of flexible work you need. After all, the world of flexible work is not a one-size-fits-all thing, and thats why its important to determine what will work best for you. Do you want a full-time telecommuting job, where you only work from home, or do you want a part-time telecommuting position, where youll go into an office occasionally and work from home the rest of the time? Are you looking to do a compressed workweek, working longer hours in an office Monday-Thursday and having your Fridays off? Or do you want to pick and choose your work projects by being employed as a freelancer? Decide what type of flex fits in with your life, and then you can begin your job search based on that criteria.Decide what you want to do. A new job search is a great opportunity for you to reinvent your career- and yourself. Simply because youve worked in one career field for a while doesnt mean youre relegated to that industry forever. Take advantage of your job search to spread your wings professionally and think about what youd really like to do in this next stage of your career. Maybe youd like to become a teacher, or a pu blic relations professional. Or perhaps you want to take your love of Facebook and Pinterest and work as a media relations manager for a cosmetics company. Challenge yourself to think beyond what youve always done, and pursue something that youve always wanted to do As you go about your job search, you might realize that a career change is in your futureBe strategic in your search.While you might be super excited during the first few weeks of your job search, that excitement will wane if your job search goes on and on and onand you dont have any job interviews (or offers) in sight. One way to speed up your job search is by being strategic. Instead of applying for 100 jobs that youre not really interested in, apply for 15 that you really, truly want. Then customize your resume and cover letter to position yourself as a real candidate for those jobs. And when youre scrolling through job listings, pay close attention to those that offer remote work options. Usually, but not always, if a job listing doesnt mention work flexibility (such as work at home, remote, or virtual), it probably isnt a telecommute job. That way, you can save yourself a lot of time (and heartache) applying for a job and going through rounds of interviews, only to find out at the very end that the job is an in-office position only.Target companies.Lets say you have your heart set on working for a few specific organizations. But after weeks of trolling through job listings, you havent seen any positions pop up for those organizations. That doesnt mean they arent available, though. Theres nothing wrong with reaching out directly to companies youre interested in working for and finding out if they have any telecommuting positions on the horizon. Offer to send your job application in to the hiring manager. You might think its a waste of time, but when a telecommute job does become available, your job application will be at the top of the pile. You can start with database of over 30,000 companies that have offered flexible and telecommuting jobs before.Set yourself up for success.When you worked in an office, you completed much of your workload during the day. So it didnt really matter if you had a home office to complete your work assignments. As a potential remote worker, though, its super important to have a home office set up and ready to go- even before you have a job offer in hand. Why? Well, many job interviews, particularly those for telecommuting work, are done via phone or video conference, such as Skype. Beyond asking questions about the position, a potential employer is also fruchtwein likely checking out your work digs during a job interview. (If youre doing your job interview from your kitchen counter with crying kids in the background and your dog barking, chances are youre not going to get hired.) Having your home office will make you more prepared when you do accept a job offer, instead of scrambling around trying to get it ready at the same time youre start ing your new position.Network.Networking. Either you love it or hate it. Most people fall into the second category, but its still an important part of job searching. If you want to find a telecommute job, youll need to put on your best suit and a smile and do some networking. Attend both local events and online job fairs and webinars. And keep in mind that networking is all about attitude if you go into it thinking that its a waste of time, well, then it will be. But if youre determined to establish at least one solid new contact each time you network, you willRedo your resume (and cover letter).The resume and cover letter of a job seeker looking to find a telecommute job will look different from that of a person searching for a regular office job. If youve had previous remote work experience, you should highlight it in the job experience section. If this is the first time youll be working from home, youll need to go over your previous jobs and showcase any work experiences that you did, even in part, from home. Another area on your resume to shine a spotlight on, particularly if youre lacking telecommuting experience, is the skills section. Soft skills, such as the ability to self-manage, being highly organized, and an excellent communicator, are all qualities that a hiring manager looking to fill a remote position will find highly desirable.Be wary of job scams.Maybe youve held off on finding a telecommuting job because youre afraid of job scams. And rightly so, since its estimated that out of every 100 jobs advertising the ability to work from home, only one is a real work-at-home job. But you shouldnt let scammers scam you out of the right to work remotely. Youll just need to be aware of some things while you job hunt, such as never giving out personal information (such as your bank account info, Social Security number, etc.) and being wary of instant job offers without an interview, instant message job interviews, or those job listings offering lots of mo ney for not a lot of work. Instead, use reputable niche job search boards, such as, and most importantly, listen to your gut. Remember, if its too good to be true, it almost always is.This primer on how to find a telecommute job should help you as you begin your job search. Take the time to make quality choices, from the jobs you apply for, to the networking events you attend, to redesigning your resume and cover letter, to the companies you apply to. Making smart decisions will make your job search faster, and dare we say it, fun, as you find your way to flexible work, freedom, and some serious work-life balanceReaders, what would be your ideal telecommute job? Let us know in the comments

Everything You Need to Know About Writing an Impressive Cover Letter

Everything You Need to Know About Writing an Impressive Cover LetterEverything You Need to Know About Writing an Impressive Cover Letter2Is it really necessary to write a titelblatt letter when you apply for a job? Does anyone really read it anyway? In most cases, the answer to both questions is yes. Writing an impressive cover letter gives you an opportunity to tell prospective employers who you are and why you are the best candidate for the job.Cover letters are documents that you send along with your resume to provide additional information about yourparticular skills and experience and to explain why you are qualified to do the job. A cover letter is like a schlussverkaufpitch. If written well, it will catch the eye of the hiring manager and give you a good shot at being advanced to the next round.Basically, employers want to know you understand their company and why you are a good fit. Writing an impressive cover letter means demonstrating your suitability in a detailed but conc ise way that leaves the employer wanting to know more. To make sure your cover letter is the best it can be- and the process as painless as possible- we have put together some great cover letter writing tipsto get you started.Tips onwriting an impressive cover letterResearchBefore you begin writing your cover letter, thoroughly research what the company does, the key characteristics of the job you are applying for, andthe company culture. Understand the tone of the company. A startup might be very casual and down-to-earth while a Fortune 500 company might be more formal.Cover Letter SalutationKnow who you are talking to.Avoid the generic Dear Sir or Madam or To Whom It May Concern, which looks like you didnt make an effort. Instead, do your research to find the name of the person doing the hiring. Between the companys website, LinkedIn, and Twitter, you should be able to find the name you are looking for.Cover Letter BodyThe body of your cover letter should have abeginning, middle, and final paragraph. These persuasive paragraphs should convince the hiring manager that you are a good fit for the job and should be invited back for an interview.Beginning ParagraphThe first few sentences of a cover letter are the most important. Hiring managers have a lot of coverletters to read, so make sure yours stands out. In the first couple of sentences, give your reader a glimpse into your background and experience. This is also the place to clearly state which fleck you are applying for and give the name of a contact if you have one. It is a good idea to use keywords from the job posting that describe your skills and qualifications.Middle ParagraphsEngage the reader and explainwhat you have to offer. The middle of the cover letter should demonstrate how you added value to your previous company by stating an accomplishment or including a job title if it is similar to the one you are applying for. Express your excitement and passion for your work, the job, and the organizat ion, and talk about how you can contribute to its mission.Make connections between your qualifications and skills and the job you are applying for. Highlight examples of work you have done and results you have achieved. Draw from your resume but dont recite it word for word. Try using shorter paragraphs or bulleted lists to make the information easier to scan and absorb.Final ParagraphThe concluding paragraph should summarize what you would bring to the position and thank the reader for considering you for the job. This is a good time to be assertive and politely request a call or meeting.ClosingOnce you finish your final paragraph, it is important to close your letter with an appropriate amount of respect to the hiring manager. Your closing should match the tone of the rest of your letter and convey appreciationto the reader. Some great options for closing a cover letter include Regards, Best, Best Wishes, My Best, and Respectfully.Many people believe a well-written and strategical ly targeted cover letter is asimportant as a resume for securing an interview. The cover letter allows you to target the employer in a way the resume can not.Although writing an impressive cover letter is not an easy task and requires a lot of understanding, thought, and knowledge, it is well worth the effort when you are invited to the coveted interview.Check out our blog for more cover letter and job search tips

Interview Advice for New College Grads

Interview Advice for New College Grads Interview Advice for New College Grads Look polished and professional during the interview process with these five tips.

Onboarding a Successful Placement for your Staffing Clients

Onboarding a Successful Placement for your Staffing Clients Onboarding a Successful Placement for your Staffing Clients Onboarding a Successful Placement for your Staffing Clients Rossheim Onboarding should be much more than just completing forms and telling the worker how to sign in at the front desk. Thats especially true if youre looking to create a successful placement for your staffing clients. In fact, contingent workers need a similar approach as new employee orientation, including: Training on the often idiosyncratic systems of client companies Familiarity with all resources required to do the job Orientation about the companys culture We spoke with staffing firm executives to learn how they and their clients work to ensure 360-degree preparedness for temporary associates. Everyone wants to see temporary workers get productive ASAP. Its critical for the staffing agency to get client buy-in on effective onboarding. Its in our mutual best interest that candidates become productive more quickly, says Sandy Mazur, a division president at staffing firm Spherion. Delve into the clients orientation process. Client companies have widely varying ideas about what constitutes an effective employee orientation; its the staffing agencys job to establish the minimum requirements. We look at what the client would typically provide for orientation, then maybe make recommendations, says Cassie Viau, marketing manager at staffing firm CoreMedical Group. A couple of ideas for an effective orientation: We sometimes give candidates site tours and both oral and written guidelines on what it takes to be successful, says Mazur. Put the temps role in context for the clients full-time staff. Its important that the client communicates to its internal team why contingent workers are being brought in and exactly what roles they will play. If this doesnt happen, full-time staff may feel confused or even threatened. Were there to be the middleman, says Corey Pinkham, Northeast regionrecruiting director for Randstad Technologies. Invest resources into the temps critical first day on the job. An agency may need to go the extra mile at the start of an assignment. In some cases, one of Randstads staffing professionals will accompany the IT consultant to the client site for day one on the job, which takes the edge off those first meetings, Pinkham says. Then we check in periodically. Temps need as much training as FTEs do. Some clients may naively believe that temps need less preparation for the job than full-time employees do. Agencies need to persuade their clients otherwise. Every job in every company needs some degree of training, says Mazur, and its the agencys job to assess whether that training is being delivered. If software is required for the job, for example, Spherion makes sure theres documented proof that the worker received training, Mazur says. Ensure that the temp has access to all useful client resources. Temp workers cant utilize tools that no one has told them about and yet this is a common shortcoming in onboarding. Staffing firms should work to ensure that their associates are granted access to all client resources that are required to get the job done. We also encourage clients to train contractors as they would full-time employees, says Pinkham. Keep communication lines open. It should go without saying but in the real world, it often doesnt that staffing firms serve no ones interest by leaving newly assigned associates to their own devices. Communication is about making sure the consultant understands the clients true expectations, and thats ultimately up to the client, says Pinkham. Dont forget the little stuff. Temporary workers naturally will have a lot on their minds when they head to a new assignment; the agency and client company should do all it can to reduce distractions to the work at hand.Thisis essentialtemp management. Where do you park? Is it OK to bring in a bag lunch? These are the things that the client can quickly take off the candidates mind, says Mazur. Keep the conversation going. When can a staffing firm safely stopping asking associates how theyre doing? Never. Even when the temporary associate appears to be settled in an assignment, Spherion keeps asking how its going with questions like: Are you doing what you thought you would do? Are there any challenges? Sell clients on the value that only they can add. Many of these practices require client companies to devote resources to each incoming temp. Clients need to be sold on their contributions to the onboarding. Clients are willing to invest the effort once they see they get an ROI for it, says Mazur.

The Number One Thing You Need to Do Before Going on Holiday Vacation

The Number One Thing You Need to Do Before Going on Holiday Vacation The Number One Thing You Need to Do Before Going on Holiday Vacation Most of the world sets goals and makes resolutions around the new year, however, it’s estimated that only 8% of people actually stick to those resolutions . While it’s entirely possible that many people are being unrealistic with their goals, the number one thing you need to do before going on holiday vacation is to write down your achievements this year and goals for the new year. Doing this will set you up to be productive for the new year and enable you to go into the holidays with a clear direction and positive attitude. Reflect on what you’ve accomplished Part of setting realistic goals and priorities is reflecting on what you’ve accomplished and giving yourself credit where it is deserved. Here are some great questions to ask yourself at the end of the year: The answer to each of these questions is something that you accomplished this year. Be proud of that! You may not know these metrics off the top of your head, so go ahead and calculate them. Do some research and figure out your personal statistics. This will help you see where you are in your role and in your career and will give you perspective on how you can grow and improve . Next, define what you want to accomplish and achieve in the new year. Do a self-assessment and figure out your priorities and tasks are, then build from there. This can be short or long term, but the idea is to figure out where you want to be (the end result) and how you will get there. Make an outline or a to-do list so you can clearly see what’s on your plate. Once you have figured out what you need to accomplish and how to prioritize each task , you can actually get started on accomplishing it. You can also use applications like Trello to keep organized and keep others up to date on your progress. Telling others about your goals also helps to keep you accountable! ( In a 2013 research study published in Translational Behavioral Medicine , participants who published their weight loss progress on Twitter lost more weight than those who kept their progress to themselves.) Research suggests that you become 42% more likely to achieve your goals and dreams, simply by writing them down . This is because writing goals and dreams down holds you accountable, and also creates a physical reminder of what you’re working towards. Physically writing your goals down forces both sides of your brain to work together, stimulating a more powerful response and a greater ambition to meet those goals. Writing things down is the simple trick that will help you reach your goals, however it’s important to note that reality comes into place here. If your goal is completely unrealistic in terms of logistics or science, it likely won’t pan out. Set a specific goal that is challenging, but still attainable. Science suggests that using these two factors when goal setting leads to higher performance 90% of the time . For example, it’s unlikely that you will be able to leave your job and start a new job within the next month, however setting a goal of sending in three amazing job applications per week, with the result of leaving your current job and starting a new job within the next six months is very achievable. Remember, the number one thing you need to do before going on holiday vacation is to write down your achievements this year and set goals for the new year. This will help you hold yourself accountable, provide a physical reminder of what you’re working towards, and let you enjoy the holiday season knowing that you’re being proactive in your career.

Should you reveal your embarrassing past at work

Should you reveal your embarrassing past at work Should you reveal your embarrassing past at work What do Bruno Mars, Reese Witherspoon, Justin Bieber, and Martha Stewart have in common? If you guessed that they’re all famous and wealthy celebrities, you’re half right. Aside from earning big bucks in their chosen careers, they’ve all been arrested at one point or another.For celebrities having an arrest (or two) might offer a certain level of street cred or cachet. For the rest of us though, a brush with the law or embarrassing past could pose a serious career threat.So, what should you do if you have a colorful past? Perhaps learning from famous folks with monumental faux pas could help.Own itBack in 2004, Ashlee Simpson-Ross experienced a very public embarrassing moment while performing live on Saturday Night Live. The band started playing her song “Pieces of Me” and Simpson’s vocals began- only she wasn’t singing. Simpson stumbled over her vocals and it was immediately obvious she was lip syncing.Last summer Simpson-Ross told E News: “That was a very long time ago. It’s something that happened to me and things in life happen to you and they make you stronger and they make you a better performer, a better person. I think things like that build your character and your strength and it’s how you handle them.”Fortunately for most of us, professional humiliations don’t happen in quite that public a forum.But if you do screw up and it’s caught on video for perpetuity, you might not have to tell a potential employer about it- they may already know. If that’s the case, learn from Simpson-Ross- admit it, allow the other person to process it, acknowledge it if need be, and move on.Pay attention to the fallout2004 seems to have been a big year for celebrity career disasters. While Janet Jackson and Justin Timberlake were performing at the Super Bowl halftime show, Timberlake pulled at Jackson’s top, exposing parts of the anatomy never previously seen at the Super Bowl. The ensuing scandal became known as Nipplegate and inspired the phra se “wardrobe malfunction.”While no one knows if it was planned or truly accidental, the fallout has been discussed for years. An in-depth analysis in USA Today earlier this year revisited the original players ranging from Jackson’s tailor, her body piercer, an NFL executive and the FCC chairman. It was an interesting breakdown since it highlighted a major fact- sometimes your screw up at work damages more than your own career.While Jackson took the brunt of the fallout, there were many behind the scenes whose careers were impacted.The USA Today article quotes Michael Powell, The FCC Chairman, as saying that he still remembers sitting next to one of his neighbors at a Super Bowl watch party in 2004 during the halftime show. “And I said, ‘Oh, my God. If this really happened, my day is really going to suck tomorrow.” Powell was also quoted as saying “The war was on the minute we walked into the office. People were falling all over themselves to announce their outrage and their discontent.”If you’ve somehow been part of a professional scandal, it’s important to realize that it not only impacts you- but could affect the business, reputation or even careers of those around you. In the case of the Super Bowl debacle, Powell mounted a full investigation before making any decisions or levying for fines. In the cubicle world, it might not be quite that sophisticated.If you’ve been the center of a work scandal or even on its peripheries, it may be in your best interest to speak to your current or potential employer and tell your own side of the story before the rumor mill starts up.Follow up stronglyWhen Fergie was still lead female vocalist of the Black Eyed Peas she had a particularly embarrassing moment on stage in 2005. While singing “Let’s Get it Started” she accidentally lost control of her bladder and it was visible to anyone watching. She later referred to that as “the most unattractive moment of my life.”Two years later Fergie rel eased a song called “Big Girls Don’t Cry” which was probably a nod to her acknowledging her humiliating moment and then moving on.One last thoughtIf you do have an embarrassing past, spend some time thinking about the consequences of revealing the details rather than keeping them to yourself. It might feel awful to tell a hiring manager about the great big blip in your career, but it will probably feel a lot worse to have someone discover it and then share it behind your back.

Questions to Ask If You Are Laid Off or Fired

Questions to Ask If You Are Laid Off or Fired Questions to Ask If You Are Laid Off or Fired When you walk into what you think is a normal meeting with your boss and are surprised with a pink slip, its devastating. Even if you absolutely, positively hated your job, when your boss yanks it out from under your feet, it hurts and you cant think straight. You should, however, ask a series of questions even if you feel your brain cant handle it. You can always call or arrange a later meeting to ask these questions. Your employer will generally provide a stack of paperwork that you can go through on your own, so you may not need to ask some of the questions I recommend. But make sure you know the answers to all of them before you sign anything other than an acknowledgment that you have received information. (If youre an employer, these are the questions you will need to be prepared to answer in an employment termination situation.) Here are questions you need to ask to help you with decision making, planning and to consider your legal options. Questions You Should Ask How much severance will I receive?  Severance isnt required by law  except in certain situations, such as a union contract or when a high percentage of workers are let go without 60 days’ notice (see the WARN Act), but severance is common in layoffs. Make sure you know how much severance is coming your way.  Will I Be Eligible for Unemployment and Severance at the Same Time?  Severance is a company decision and unemployment is a state decision. The company cant deny you unemployment, but they can say “if you are receiving unemployment, we wont give you severance”. Some companies require you to complete your severance payments before applying for unemployment. Their hope is that youll get a job and wont ever need to apply for unemployment. What happens if I get a job internally?  Are you  eligible to apply for internal positions? What happens to your severance payments if you get a job internally? Is there a possibility of repayment if you take an internal position? Ask, If Im offered an internal position do I have to take it?, If I dont take it, can I still receive severance? and What if its for less money or at a lower level?What happens if I get a job externally?  Can I still receive my full severance? Do I need to get a release from the company to take a job elsewhere? Do you still consider me employed while receiving severance? What do you consider my termination date? If Im receiving severance and someone calls to verify employment, is the answer employed or terminated?What happens to bonuses/commissions?  Will I see the annual bonus, even if Ive been terminated? When will you pay out final commissions?  Will you prorate the bonus? How?What happens to my health insurance?  Does it stop immediately? The last day of the month? Is it extended for the period Im receiving severance? Do I  immediately need to apply for COBRA  or independent insurance? Am I eligible for rehire?  Some companies dont allow the rehiring of anyone who was laid off. Others encourage everyone to apply for internal jobs. Some have a six month or one year waiting period between the termination and when you can apply for a new job.What will the company say is the reason for the termination?  Is this a straight layoff or are there performance issues involved that will affect my reference? If a reference checker calls and asked why I left, what will you say?Is my manager allowed to give me a complete reference or is she required to stick to dates of service?  Company policy dictates this, but sometimes its formally written into the documents that the manager can only verify dates and titles. Understand that recruiters can often get managers to break the policy and speak up, but the policy is important. Who else are you letting go?  They probably will not answer this directly, but you should be able to figure it out. If you are 40 years or older, you should receive a list of job titles and ages of the employees in your area and if they are terminated or staying. If its a group termination and you dont receive this, ask for the ADEA  (Age Discrimination in Employment Act)  disclosure.If the termination date isnt today, what happens if I quit before the end date?  Will I still get severance? Do I receive a stay bonus for staying to the final day? Am I responsible for training someone to replace me?  This is often the case in a situation involving outsourcing.  What are the training goals  and what is the timeline? What happens if timelines arent met? Do I still receive my severance/stay bonus on the last day even if the outsourcer isnt ready?What rights am I required to give up in exchange for severance?  This should be in the General Release that youll have to sign to receive money. Read it very carefully. Youre most likely giving up your rights to sue for almost anything, except things that are strictly prohibited by law. That can vary from state to state, so read the document carefully. Can I have my attorney look at this agreement before signing?  If they want you to sign right away, its generally a sign that its a bad deal for you. Any reputable company will not care that youre showing it to an attorney before signing and will, in fact, encourage you to do so. If you have an attorney review your documents, please make sure that the attorney you consult specializes in employment law.If I have a non-compete agreement, does this layoff void that? If I dont have a non-compete, is a non-compete required to receive severance?  How long does the non-compete restrict my employment options? What are the restrictions? Whats the geographic restriction? What happens to tuition reimbursement for courses Im currently enrolled in?  Can I finish the course and have the company pay?  Am I required to pay for current courses? Am I required to repay for courses that Ive completed? Your goal is to avoid any repayment.What happens to any relocation assistance that Ive received?  Most relocation contracts have a one to two-year repayment clause if you leave before the time is up. Make sure your termination documents waive any requirement to repay.Is outplacement help available? What company? What services are provided? Must I use the services immediately, or can I use them later? How long do I have to use the services? Is it only good in this town, or can I move across the country and still use the outsourcing help? Who can I tell about my severance?  My attorney? Financial planner? Spouse? Neighbor? Newspapers? Lots of companies require you to limit who you tell to your attorney, financial advisor, and spouse. You cant even tell your kids the terms of the severance. Find out the terms of the nondisclosure agreement before you speak up. Make sure that you have the answers to all of these questions before signing anything, otherwise, later you may regret your choice.