Can A Great LinkedIn Recommendation Get You the Job -

Can A Great LinkedIn Recommendation Get You the Job -Todays job market is so highly competitive, you have to get creative and think outside the job-search box to be noticed. Employers dont want to waste time interviewing candidates only to find out that their references are less than stellar. In most cases, the HR rep or recruiter will Google youor at the very least look you up on LinkedIn prior to calling you for an interview. So now is the time to make sure your online presence (and your LinkedIn profile and other social media endorsements and recommendations are up to par).You have a perfect opportunity to market yourself through your references. Use it. Heres how to get it right.Go the Extra MileDont just provide a name and contact information. Ask your references to provide a bit morea short description of something you did for them that made a real difference. Did you work day and night to snag a major client? Did your great idea save the company hundreds of thousands of dollar s? Ask for a brief quote you can use to showcase your achievement. Include that quote on your resume, cover letter, reference sheet or request they provide it in a recommendation on your LinkedIn profile.Use Your Social Media PresenceHow many people are on facebook inc? Ive lost track of the most recent numbers but at last count over a billion. Not to mention the networking power of being a part of LinkedIn. Leverage the credibility that LinkedIn offers by requesting recommendations from the right people. (See note at end of article on who to request recommendations from).Regardless of whether you invite your potential new employer to visit your Facebook page or LinkedIn profile, you can bet that they will. So if theres anything that you dont want them to see, do a bit of housecleaning. If you love to cut loose on the weekends and post updates about it on Facebook, best to remove those ahem disreputable photos.The idea here is that youre cleaning up your digital dirt while adding recommendations to your LinkedIn profile and offering a potential employer another perspective on your professional career historyhopefully a positive oneShow That Youre a Well-Rounded PersonYou dont want to look like youre all about work. I know, youre looking for a jobwhat else is there? Most employers want people who are creative, versatile, and multifacetedso dont be afraid to provide a non-work reference. (Albeit in moderation. All your references cant be non-work references). This also doesnt mean that you ask a buddy to say I go fishing with Bob all the timelove the guy What you want to stress are outside interests that show you are accomplished in other areas. Perhaps you helped with a fundraiser for a sick child, or maybe you volunteer at the community center to teach art classes. These are the things you want to highlight, so get someone to provide a testimonial. Include that on your resume, cover letter, or LinkedIn profile. Make sure that you also add the cause to your V olunteer and Causes section on your LinkedIn profile.Following these tips will help you to create a reference sheet and a great bank of recommendations on LinkedIn that will increase your value in the eyes of the employer and perhaps even help you land the job.One more thought about your online reputation and the impact it has on your job search Positive words are incredibly powerful motivators. I cannot tell you the number of clients who call me every week and state that they saw my positive reviews on the Internet. Peoples opinions of you and your work matter significantly to those trying to make a decision about your candidacy. Make it hard for them to say no by accumulating positive quotes, feedback, testimonials, endorsements, references, and recommendations about the incredible quality and value you offer as an employee.If youd like more information on requesting recommendations check out this article on Careerealism about the 5 People You Should Ask for LinkedIn Recommendatio ns.Id love to hear about how a great recommendation or reference helped you land the job. Send me an invite on LinkedIn or comment below to share.

The One Thing to Do for How to Put Blog Writing on Resume

The One Thing to Do for How to Put Blog Writing on Resume The info in your resume should paint an image of the sort of employee you are and show employers what youre capable of accomplishing. There are a lot of standard kinds of resumes used to make an application for job openings. A great editing job will take a small longerand some particular tactics intended to catch resume errors. Every job and description should stick to the exact same format. What you exclude is at least as critical as what you include. Otherwise, your resume may get set aside straight away. For proven ideas on how to compose the ideal writer resume, keep reading If you are not certain how to do it, it may be a very good idea to check at an artist bio example for inspiration. You feel as though your blog is good, but not amazing. The ideal method is to take time to compose your resume. You are working to communicate to somebody else, so think about what they need to see. You should get clear on the kind of job, the industries you wish to work in, the degree of job you wish to go after, style of company culture, other factors which you might value. Learn about the three kinds of skills it is possible to highlight and the way you are able to incorporate them into your resume. Great writing skills are always valued so that your language has to be on point. Where to Find How to Put Blog Writing on Resume Your job (while youre attempting to find a job) is to make koranvers that you fit what theyre searching for. If you own a lot of it and its related to the job, place it in a unique section called research. Each time you submit an application for a new job, check your resume to make sure that it is not only targeted, but in addition current. Whether you are searching for your very first job or attempting to earn a career change, the method starts with your resume.

How to Connect with Talent Across Borders [Whitepaper] - Spark Hire

How to Connect with Talent Across Borders Whitepaper - Spark HireSometimes sourcing candidates outside of your region is beneficial for the success of your company. But how can recruiting and hiring professionals stay on budget while also maintaining a positive employment brand when sourcing across borders?Travel costs may not be an option for many organizations, so things like video interviewing solutions, social media, and mobile careers pages are among a few things discussed in this whitepaper that can help companies connect with talent more efficiently. Spark Hire has come out with the whitepaper titled Connecting with Talent Across Borders explaining how to connect with non-local, top-notch talent, simply and affordably.In this whitepaper, you will learn how to utilize video interviewing software, how to get social with candidates, the importance of mobilizing your efforts, and how to add value to those long-distance candidates who arent available to come to the office for an in -person interview.If youre a talent acquisition expert, download this incredibly valuable whitepaper, Connecting with Talent Across Borders, to enhance the way you connect with the top-notch candidates your organization needs

The 7 best podcasts of 2019

The 7 best podcasts of 2019The 7 best podcasts of 2019According toNielson, there exist today more than 700,000 podcasts available to downloada number which itself is up from the meager 525,000 podcastsApple reported to be available last year. Thats an absolutelyoverwhelmingamount of podcastable content. There simply isnt enough time for one to sift through it all. As a result, most of us tune into the same popular behemoths week-over-week. And, in consequence, we miss out on podcasts that could prove life-changing.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThats why theMinutes staffput ur heads together and compiled this short list of our favorite podcasts to share with readers. Perhaps youll find something you missed out on heretofore.So, without further adieu, here are the best podcasts of 2019Hidden Brainby NPRIf youve ever wondered how your brain responds to ads, what robots mean for y our future sex life, or why you prefer one food over another, listen to Hidden Brain. It is a wild, informative ride of science and storytelling. It intricately and interestingly combines areas of neurology, biology, anthropology, economics, and psychology to show listeners how world-renowned research connects to everyday life. And the host, social scientist Shankar Vedantum, has a knack for sharing scientific facts and stories in a way that makes you see the world- and yourself- differently. I recommend starting with one of my favorite episodes,Creative Differences The Benefits Of Reaching Out To Others Unlike Ourselves. Katrina KirschTo Live and Die in LAby Neil StrausIm not typically a True Crime fan. I find the genre sort of predictable. But this podcast, created byRolling Stonewriter Neil Straus, of whom Im a big fan, bucks conventions in a number of ways. First, Straus tells the story of Adea Shabani, who disappeared from her Hollywood apartment just days before her 26th birth day, in real-time. He was in fact an integral component of the investigationand he brings listeners into the world of crime, deception, and private investigation as he himself is experiencing and participating it. This in and of itself would make for a captivating listen, but the incredible true story of what happened to Shabani is riddled with twists and turns. Ultimately, it plays out like a well-plotted novel. At once a showcase from a creator at the top of his game, as well as a fascinating depiction of a true story, theres a reason this podcast isso popular. I cant recommend it enough.Dan MooreCreative Confidenceby IDEO UFor us creatives, confidence is key. The work of writers, marketers, designers, architects, and artists alike requires not only know-how but also a certain level of inspiration and the right mental framework. This podcast explores the unique challenges faced by creative professionals, offers actionable advice to help you do your best creative work, and features interviews with a diverse array of high-profile creatives, from New York Times bestselling authors to CEOs and CIOs (chief innovation officers). In short, its awesome. Dan AlmasiRISEby Rachel HollisBestselling author Rachel Hollis has had a huge impact on my life. And her podcast, Rise, is bold and informative. In it, Hollis operates like a fitness coach who pushes you to take huge personal leaps and go after your goals. She provides tools and advice you can actually use. She has incredible guests, as well, who share their own inspiring storiesfrom Joe Biden to Brendon Burchard. If youre someone who needs encouragement to not give up on yourself, your career, or your goals, then this is the podcast for you. Rachel isnt your cheerleadershe tells you straight to your face that you need to suck it up, get over it, and go after what you want And personally, I love that. Most people do. Ashley PerkinsBitch Sesh A Real Housewives Breakdown by Ear WolfI stumbled upon this podcast a few ye ars ago, after dissolving my relationship with cable. With so much going on in the world, I appreciate the break from reality that Bitch Sesh provides. Sick of hearing about apocalyptic politics? Throw on Bitch Sesh Hosts Casey Wilson and Danielle Schneider are seriously hilarious. Thanks to them, I know what is happening on Bravo without having to bum someones cable account to watch. They have awesome guests, of course, but the podcast is itself inherently amazing. If you want to laugh uncontrollably about Bravo reality stars, or people in general, do yourself a favor and check this one out. Latoya FladgerDissectby Cole CuchnaFor music aficionados, there might not be a more engaging podcast available today than Dissect. Each season is like a college course dedicated to, well, dissecting a popular piece of music. The first season unpacked Kendrick LamarsTo Pimp a Butterfly. Season two was dedicated to Kanye WestsDark Beautiful Twisted Fantasy, and seasons three and four took a deep dive into Frank Oceans and Lauren Hills discographies, respectively. Upon the conclusion of each season, youll walk away with a deeper and richer understanding of just how genius these bodies of work are, how layered their themes and plots, and how generally impressive the artists who made them prove to be. Each episode is a forensic and smart piece of contemplative audio which fascinates, entertains, and educates at the same time. Dan MooreNew Mindset, Who Disby Case KennyCase Kennys bi-weekly podcast shares short-but-real and relatable life advice. The iTunes reviews say it all I feel like Case is the homie that you can go to just get some real advice. Listening to this podcast makes me feel less alone in the world. He embodies exactly what he preaches and does it in a way that doesnt come across as arrogant or entitled. A must listen for entrepreneurs or people looking for a fresh outlook on life.I dig the podcast because its real, raw, but also inspirational. Case is the guy I w ant talking sense into me. Dan MooreThis article first appeared on Minutes.

Guidelines for Working Minors

Guidelines for Working MinorsGuidelines for Working MinorsHow young is too young for a part-time job? What hours are minors allowed to work? A lot depends on the teenager in question, their parents feelings about teenagers having jobs, and school and after-school commitments. However, even the most responsible teenager, with willing parents and enough free time to devote to a part-time job, will run up against one limitation to their employment TheFair Labor Standards Act (FLSA). This law regulates the days, hours, and times that 14, 15, 16, and 17-year old employees can work. AgesTeens Are Legally Allowed to Work The FLSA places restrictions on employment for minor workers (workers under age 18), depending on their age, the time of year, the day of the week, and mora. The FLSA sets the tiefpunkt working age at 14 for non-agricultural jobs. Workers from ages 14 to 18 cannot work in occupations that aredeemed hazardousby the Secretary of Labor. These include mining, excavation, ma nufacturing explosives, and using some power-driven equipment. Minorsoccasionally can work at work sites in hazardous industries, but only in limited tasks that have been declared safe. State labor laws often differ from federal laws. When they do, the law that is more protective of the minor applies. For example, if your state says workers under age 18 cannot work in any hazardous industries(even if the task has been declared safe), then this is the rule you must follow. Check your states labor laws for more information. Hours Teens Are Legally Allowed to Work There are also employment restrictions that refer only to minors of particular ages. Under Age 14Childrenunder age 14 cannot work any non-agricultural jobs unless employed by their parents in a non-hazardous industry. Ages 14-15Children ages 14-15 can only work hours when they are not in school. There are also rules about how many hours they can work each day. They can work up to 3 hours per day on a school day, and 18 ho urs total during a school week. They can work up to 8 hours on a non-school day, and40 hours total during a non-school week. One exception to this is that they can work extra hours if they are working for a state-sponsored career exploration program or work-study program through the Department of Labor. Finally, there are limits on the specific hours of the day they can work. Generally, they can only work from 7 a.m. to 7 p.m. However, from June 1 throughLabor Day, they can work between 7 a.m. and 9 p.m. Ages 16-17There is no limit on the hours that someone age 16 or 17 can work. However, if you are under 18, you cannot work in a job that the Labor Department considers hazardous, as mentioned above. Age 18 and overThere are no limits on the hours you can work if you are 18 or older. Exceptions toRestrictions Generally speaking, age-based work restrictions dont apply to minor workers who are employed by their parents or guardians. The exception to the exception? Those hazardous i ndustrieslisted above. Employees under the age of 18 cannot work in mining or manufacturing, for example, even if they would be employed by their family. Teen Wages Generally, teenagers who work should be paid at least thefederal minimum wageof $7.25. Workers under the age of 20 can be paid a youth minimum wage (or statutory minimum wage) of $4.25 for the first 90 consecutive calendar days this youth minimum applies to every job the teen holds, not just their first job. If a worker under the age of 20 changes jobs, their new employer may pay them the lower rate for the first 90 days of their new job. Many states and some cities have set minimum wages higher than the federally mandated minimum, but these dont necessarily apply to younger workers. Recently, a few states have proposed minimum wage exceptions for teenagers, partly in response to these minimum wage increases. I dont think voters approved an increase thinking in terms of a first job for high school students, Nebraska state Sen. Laura Ebke toldThe International Business Times. It really refers more to the working poor, people who cant make ends meet. Whether you agree or disagree, its in your best interests to familiarize yourself with both state and federal laws applying to young workers in your area before applying for a job or allowing your teenager to do so. In most cases, employers will have to abide by both state and federal law.

Don#8217;t Build Your Future on For-Profit College Degrees

Don8217t Build Your Future on For-Profit College Degrees Don8217t Build Your Future on For-Profit College Degrees Thats the finding of a working paper from the National Center for Analysis of Longitudinal Data in Education Research. (Fortunately its blessed with the acronym CALDER.) The center, a compendium of universities, tracks student learning on an annual basis.The researchers from the University of Missouri and RAND sent almost 9,000 fictitious resumes of young job applicants who recently completed their schooling to online job postings in six occupational categories and tracked employer callback rates. They found no evidence that employers prefer applicants with resumes listing a for-profit college relative to those whose resumes list either a community college or no college at all.As the Wall Street Journal reports, That may be unwelcome news for operators of for-profit colleges, which generally charge higher tuition than similar programs at community colleges do. For-profi t schools are already under scrutiny, given their dramatic enrollment growth over the past decade, and the high debt loads their graduates carry.The report targets resumes that list for-profit and public-community-colleges because, based on CALDERs research, for-profit colleges award a sizable share roughly one third of sub-baccalaureate certificates and degrees in the United States.Bluntly, the report states, Our experiment does notlage reveal any evidence to suggest that resumes listing for-profit colleges are more likely to garner interest from employers relative to resumes that list public community. It adds, In fact, while not statistically significant, our point estimates indicate that applicants who attend for-profit colleges receive less interest from employers than do applicants who attend public community colleges.This finding holds when we pool across educational attainment levels as well as when we allow the for-profit effect to vary by attainment level. We also find l ittle evidence of a benefit to listing a for-profit college relative to no college at all our point estimates for this comparison are close to zero and inconsistent in sign. The estimated effects of listing a public community college relative to no college are also statistically insignificant.This about sums up what a for-profit degree means to your career advancement the research indicates that the labor market payoff to attending a for-profit college may be limited, especially in comparison to the much-cheaper community college alternative.The Wall Street Journal article observes, The authors do note a caveat to their study They only tracked employers initial responses to applications, and differences that would only come out in, say, late-round interviews were not accounted for here. However, they say, other researchhas found limited labor-market benefits from for-profit college education.Another caveat worth noting is the types of jobs applied for as part of the research. The a uthors note, One practical issue was that job advertisements were more abundant in some fields than others. Openings for which our applicants were reasonably qualified were more common in administrative assisting, customer service, medical billing/office and sales. The number of suitable advertisements in information technology and medical assisting was lower.That latter point demonstrates a potential argument against for-profit colleges as well. They may be training students for positions not abundant enough to justify a higher cost of education. That fact is compelling federal regulators to explore the issue of post-graduation employment vs. loans secured for payment. The lucrative source of income (guaranteed student loans) could dry up for the for-profit colleges if it is determined an insufficient number of students are finding work in the field they paid high prices to study.

How Payroll Managers Increase Motivation in the Workplace

How Payroll Managers Increase Motivation in the WorkplaceHow Payroll Managers Increase Motivation in the WorkplacePayroll doesnt really have a quiet season. It just has different levels of busy. Some periods are certainly more hectic than others, and year end - with closing running up against holiday scheduling - is certainly one of those times that can have a detrimental effect on motivation in the workplace.As a payroll manager, you can make your teams job easier - as well as your own - by checking in regularly to ask about their workload and any problems or frustrations they may be encountering. Stressed workers are more likely to make mistakes - and incur costly penalties - than ones who are happy with their job. No, you cant remove every stress factor, but here are six ways you can help increase their motivation in the workplace.1. Recognize hard workIf your payroll staff has been putting in extra hours to get through a busy period, they deserve some recognition. The gestu re can be simple, like calling out a workers exemplary behavior in an all-team email, or buying bagels or doughnuts for everyone. For people who have gone above and beyond, such as coming in on a weekend to complete data migration or wrap up financial reporting, thank them with a gift card or an extra vacation day.Robert Halfs report on workplace happiness shows one of the key drivers of job satisfaction for finance and accounting professionals is feeling appreciated for the work they do. To help workers stay motivated, be aya to make your efforts are specific, timely and sincere.MORE ABOUT WORKING HAPPY2. Customize your feedbackYour employees are individuals who want to know how theyre doing and where they can improve. But you need to fine-tune the amount of feedback you give them Too little, and some might feel neglected. Too much, and others will feel smothered. Many Generation Z employees, for example, expect consistent and frequent comments from their boss. On the other hand, y our boomer payroll workers may see regular feedback as meddling micromanaging. Work with each person to find that just-right level of boss-to-employee communication.3. Engage in training and developmentProfessional development and training are essential for broadening your workers skills base. Whats more, when you invest in them, they return that investment with greater loyalty and engagement. Training often gets pushed to the back burner when things become manic, but dont let busyness get in the way. Besides, who doesnt welcome a little break from their daily tasks?A common form of professional development is the brown bag lunch session, where attendees bring their own food and management supplies the guest speaker. For an extra treat, order mafiatorte or box lunches for the whole gang. When theres more time, plan for job rotation or job shadowing to promote a transfer of skills between team members. Payroll conferences are a great way for your staff to learn from industry leaders and their peers from around the country. 4. Present staff with interesting projectsDo you know how to motivate people who are frequently engaged in repetitive work? One way is with cool projects that stretch their talents and shake up the routine. For example, ask the group to list some payroll pain points, and then brainstorm solutions together. These could include reducing the error rate, moving toward paperless onboarding and improving payroll-related communication with company employees. By working on creative solutions together, you build a tighter team and empower staff to take ownership of their work.5. Give the gift of timeDuring the busy season, you expect a certain amount of flexibility and extra time from your staff. During quieter periods, show that youre equally flexible by allowing extra perks, such as flexible scheduling and additional work-from-home days. This is especially useful during the holidays, when employees are trying to balance their workload with the need to run errands and visit family. Being treated with fairness is another key driver of workplace happiness, and respecting your teams work-life balance can really help boost staff engagement.6. Bring in extra helpEven the best payroll employees can mentally check out when theyre stressed and tired. This is especially true around the holidays, when so many other responsibilities compete for their attention. As you anticipate the departments long to-do list for year-end closing and tax-related paperwork, make sure youre adequately staffed. If not, work with a staffing agency that specializes in accounting professionals to access temporary payroll specialists. You can boost staff motivation by making sure your full-time employees arent overworked and can enjoy the season.Employee engagement isnt just some touchy-feely concept that you can leave or take. Helping your team stay motivated has net benefits all around Its good for staff, good for management and, ultimately, good for the bott om line.