Volunteering has its advantages

Chipping in has its points of interest Associations of assorted types are starving for volunteers. Especiallyright now, when their financing is being cut and money related help from membersis down. On the off chance that you are unemployed, chipping in is a brilliant reason to escape the house. I consistently get notification from work searchers how satisfying it is to chip in. The top refered to reasons they go it: It feels great to have somebody need you to accomplish something (acknowledgment) It is a chance to utilize abilities or gifts not being utilized (improvement) The association is appreciative and communicates their much obliged (esteemed) It causes you to understand that your issues arent as large as they appear (point of view) They may very well extend to you an employment opportunity on the off chance that you perform outstandingly (business) It is a chance to meet new individuals (organizing) I know loads of individuals who volunteer their expert abilities. For instance: a visual architect gives site improvement help to an association that is important to her. Take a gander at the master plan of what is critical to you (not really work or vocation, however perhaps). Discover an association that is important to you. This is extremely significant. You need to give your chance to something that you will appreciate. You could chip in through an expert association, your congregation, your town/city, anyplace. They all need you. Be explicit in expressing the time you can give dont over-expand yourself. Tell them how you can help or what you can do.Most associations will happily make an open door for you to help on the off chance that they can. Inquire!

LinkedIns Youthful Expansion

LinkedIns Youthful Expansion LinkedIns Youthful Expansion Do you have a teenager in your family?   Well there is big news in the world of social media: LinkedIn is now available for high school users. Students as young as 14 in the US are welcome on LinkedIn’s social networking site as a result of their newly revised terms of service.   The allowable ages vary depending on citizenship. This expansion represents a major new area of opportunity for LinkedIn. Their fastest growing demographic for LinkedIn is currently college students and new grads. High School students will accelerate this youthful expansion. LinkedIn has introduced enhanced features to attract the younger set. The new University Pages and Alumni Tool gives new insight for high school students considering colleges and career paths.   Ambitious career oriented students will love the ability to study career paths and their connections to alumni using LinkedIn. They can also look at notable alumni for some additional inspiration. The LinkedIn data is different from what they might find at CollegeData, College Board, Naviance or Princeton Review. This information will arm them with very special career insights. Highly motivated students who have an early vision of their future career plans can now leverage the connections and insights from LinkedIn. Students can look to LinkedIn to help them answer these type of questions about their prospective colleges: How many alumni work at Google or Goldman Sachs or GE? How many alumni work in consulting? in Boston? LinkedIn also shows sensitivity to the younger user and their families. Privacy settings are being tightened up. Default settings will mask last names and hometowns of teens. LinkedIn has also added special routing for customer support tickets of members under age 18. Now is the time for parents, and possibly high schools, to guide students on the proper use and etiquette for LinkedIn. Some long term LinkedIn users are aghast at these decisions. A few are blogging about   the “end of LinkedIn” and the concern about the loss of professionalism. Some people are bemoaning the stress added to the young people in our society. I have a different take on this. High school students are digital natives. They should learn that being online means maintaining a professional presence early on.   The generation before them, the Millennials, is still learning this lesson the hard way. Some of them are scrubbing up their online presence as we speak! .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} The advantages to the students far outweigh any drawbacks.   Students will be able to: Get regular news updates from prospective colleges and companies Explore careers and industries of graduates from various institutions. Uncover the career paths from various majors and schools Create a profile including awards, volunteering, skills, activities, jobs and internships, and personalized URL Impress a potential employer or college Start connecting with friends, relatives, neighbors Start asking for recommendations and referrals Network with and learn from alumni Universities and colleges also stand to gain. So far approximately 200 universities are using the University Pages, but thousands more will be added in the coming months and years. This represents an entirely new marketing, branding and engagement opportunity for higher education.   Colleges and universities that are actively engaged on LinkedIn will be able to significantly impact communications with current and future students, parents and alumni. LinkedIns Youthful Expansion Will we start to see colleges really leveraging their networks? What’s your opinion on LinkedIn’s youthful expansion?

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 Before the Civil Rights Act of 1964 was passed a business could dismiss an occupation candidate on account of their race, religion, sex or national root. A business could turn down a representative for an advancement, choose not to give the person in question a specific task or in some other manner oppress that individual since the individual in question was dark or white, Jewish, Muslim or Christian, a man or a lady or Italian, German or Swedish. What's more, it would all be lawful. What is Title VII of the Civil Rights Act of 1964 At the point when Title VII of the Civil Rights Act of 1964 was passed, work segregation based on a people race, religion, sex, national beginning or shading got unlawful. This law secures representatives of an organization just as occupation candidates. All organizations with at least 15 representatives are required to hold fast to the standards set out by Title VII of the Civil Rights Act of 1964. The law additionally settled the Equal Employment Opportunity Commission (EEOC), a bipartisan commission that is comprised of five individuals named by the president. It keeps on upholding Title VII and different laws that ensure us against work separation. How Does Title VII of the Civil Rights Act of 1964 Protect You? Title VII of the Civil Rights Act of 1964 ensures the two workers and occupation candidates. Here are a few manners by which it does that, as per the EEOC: A business cannot settle on employing choices dependent on a candidates shading, race, religion, sex or national starting point. A business cannot segregate dependent on these variables when selecting work competitors, publicizing for an occupation or testing applicants.An boss cannot choose whether or not to advance a specialist or fire one, in view of the representatives shading, race, religion, sex or national birthplace. The person cannot utilize this data when characterizing or allocating workers.An business cannot utilize a representatives race, shading, religion, sex or national birthplace to decide their compensation, incidental advantages, retirement plans or incapacity leave. A business cannot bug you as a result of your race, shading, religion, sex or national root. In 1978, the Pregnancy Discrimination Act corrected Title VII of the Civil Rights Act of 1978 and made it unlawful to victimize pregnant ladies in issues identified with business. Find out about the Pregnancy Discrimination Act. What To Do If Your Boss or Prospective Employer Fails to Abide by Title VII Because a law is set up doesnt mean individuals will tail it. Practically 50 years after Title VII of the Civil Rights Act was passed, in 2013, the EEOC received 93,727 singular grievances. Many asserted numerous kinds of segregation. There were 33,068 objections of race discrimination, 27,687 cases of sex discrimination, 3,721 reports of segregation dependent on religion, 3,146 cases of shading separation and 10,642 reports of national starting point separation (Charge Statistics: FY 1997 through FY 2013. Equivalent Employment Opportunity Commission). In the event that you experience segregation at work or in the recruiting procedure go to the EEOC Web Site and read the principles for documenting a charge of business separation.

How to Capture and Keep Their Attention 5 Ways to Make People Remember Your Job Interview (Part 2) - milewalk

How to Capture and Keep Their Attention 5 Ways to Make People Remember Your Job Interview (Part 2) - milewalk How to Capture and Keep Their Attention: 5 Ways to Make People Remember Your Job Interview (Part 2) Most people don’t realize when they’re job interviewing that the interviewer’s memory has a strong influence in whether the job candidate ultimately gets hired. Why? Because hiring decisions simply don’t happen in real time. Furthermore, in today’s corporate world, interviewers are untrained (it’s not their “day job”), overworked, and distracted, and they’ve most likely interviewed several candidates for the same position. You need to not only set yourself apart, but also make them remember you in a positive light. Say it so they get it. Say it so they remember it. Say it so they want it. That phrase is simple. Remembering those eighteen words, which ought to be easy enough because most of them are the same, at a minimum provides you with a successful formula for the interview. Using the five following principles to execute that formula will make you memorable. Keep It Short and Simple. Superfluous information hinders their ability to remember. Capture and Keep Their Attention. They can’t remember you if they’re not listening. Talk in Their Lingo. Speak in a language they understand. Make Them Believe You. Use details to make yourself believable. Get Them to Care. Highlight the benefit to the individual in addition to the company. This is the second in a five part series that covers each of these principles. If you simply can’t wait for the remaining pieces, you can review the material in much more detail in the Storytelling Chapter of  Interview Intervention: Communication That Gets You Hired. I provide a complimentary eBook to anyone who signs up for the email distribution list on the front page of the  milewalk  website! Capture and Keep Their Attention. This particular quality, in my opinion, confronts one of the greatest hurdles you will likely encounter in any communicationâ€"getting people’s attention. If you think for one second that you have the interviewer’s attention, you are sorely mistaken. Let’s see, she has a meeting immediately following your interview. She is not quite fully prepared for it. She is not sure how she is going to explain to her client that the project is delayed. Her Crackberry keeps ringing. The instant messaging chat keeps beeping. All of this is happening as you are sitting in front her (imagine what she is doing if you’re on a phone interview). You get the picture. There are two main issues here. The first difficult obstacle is that you cannot make her pay attention. You need to attract it. Once you get her attention, you need to keep it. The easiest way to capture someone’s attention is to break a pattern. If an individual is anticipating what you are about to say, she generally tunes out. If, for example, you are a technologist interviewing with another technologist, that person likely has the benefit of similar experience (or perhaps more aptly termed “Curse of Knowledge”). She runs a greater risk of tuning out because she is familiar with what you are saying, likely has experienced it herself, and is hearing what she expects you to say. If you started speaking Swahili in the middle of your response, she would likely immediately notice it. To be effective in grabbing her attention, you need to eliminate the predictable, break her chain of thought, and then fix it for her. That will get her attention. The easiest way to break a person’s pattern and grab her attention is to surprise her or make her think she’s about to be surprised. Either way, she will notice you. Once you have her attention, the easiest way to hold it is to keep her curious. This is often much easier to do than it might sound. Here’s a simple, nonprofessional example related to grabbing attention. The other day, I was at the health club at an extremely early hour. I was in the weight room with two other people, neither of whom I knew by name. I recognized one, as I see him virtually every time I’m there. We nodded to each other and I asked, “How are you doing this morning?” I anticipated him saying, “Good. And you?” or something similar. He replied, “So far, so good.” So simple, but not what I expected. I smiled and replied back, “That’d usually be a great accomplishment for me too, even at six o’clock on a Saturday morning.” I still don’t know his name, but I won’t forget his response, which indicated that he’s probably an interesting guy. You’re probably wondering how to do this during a run-of-the-mill interview, where you’re providing matter-of-fact responses. There are certainly many ways to do this, but I think these three techniques should suffice in most situations: 1) doing it first, 2) doing it wrong, or 3) confirming their guess. (Keep in mind, doing it better, while effective, won’t break their pattern. It might get them to remember you did it well, but for our purposes, we want to make sure she is actually listening to you.) Let’s use the technologist example above to discuss these three techniques. I think these illustrations can be used regardless of the situation. Simply align them for your purposes. When doing it first, you become a pioneer. People love pioneers, because they often have information they are unaware of. She will anticipate something she’s likely to learn. The technologist could sprinkle phrases into the discussion such as, “As I was designing the system, I used a technique that had never been implemented before. I’ll share it with you now to get your thoughts.” This will keep her attention throughout the story, because she will want to know what you thought, what you did, and how it ended. Doing it wrong doesn’t need to create negative connotations. Often, we can use these techniques to highlight how we learned and grew as a result of it. Candidly, mistakes and failures are necessary for your professional and personal evolution. You can use this technique with phrases such as, “I realized as I was designing the solution that I was about to make a grave mistake. At first I was going to … and then I realized … and then discovered the best technique would be to … This taught me so much about these new technologies.” She will be anchored on your discovery, how you cited it, what you learned from it, and how it helped you grow. Sometimes you simply don’t have a change-of-pattern item at your disposal. Your story is generally consistent with what she would anticipate, so you want to tell it as cleanly and quickly as possible. In that case, you can confirm her guess and grab her attention by using phrases that make her think she might be surprised. Toss in a few, “ … so I was designing the solution with the usual hardware and software including … you might be thinking it would yield these results. I did too. But then I checked these other angles to ensure it would work properly. Fortunately, in the end, it did produce the results you and I anticipated.” Keep in mind, you don’t have to knock a person over or play the scary, suspenseful music in the background to grab their attention. A simple nudge now and then will make sure the interviewer is alert.

Why Your CEO Resume Fails to Get Interviews

Why Your CEO Resume Fails to Get Interviews If you are a successful CEO and have recently found yourself in the job market, you may have run into a few surprises. You may be sending your resume out to a small network of contacts, a few recruiters and perhaps applied for a few positions listed on job boards; yet, for all that effort, you may not be landing interviews. There are many reasons that your CEO resume may not be getting you any traction. Here are a few points to consider: Your CEO Resume may be dated. Have you done a quick search for CEO resumes on the internet and clicked on images? Or Googled top executive resume writers and looked at their award-winning executive resume samples? Leadership resumes have changed a lot in the last few years. More attention to visual design, layout, charts and graphs which detail accomplishment metrics and incorporate colors are all techniques that executive resume writers will use to make the professional documents they create stand out. Other executives are investing in hiring professional resume writers to create highly compelling, professional CEO resumes. They understand the value of standing out from the pack and the criticality of presenting themselves in the best light possible, including improving the ease with which their marketing documents can be read. Your CEO Resume may be too long, contain too much information and be too text dense. Written communication has become more distilled and is most easily assimilated in short sound bites. This is where a good design can make a profound difference for you. By creating tables or call out boxes to showcase key leadership strengths, you can highlight things such as years of experience, how much PL you have been responsible for, the size of companies you have expertise with and any special skills, such as reorganization or fast growth environments and advanced degrees. If you feel you are lacking in any of these areas, parsing out a section just to highlight key skills will help to accentuate the core abilities you do bring to the table and minimize any concerns about skills you may lack. If your resume is 3 or 4 or more pages long because after 20+ years you have seen and done everything, then it can be a challenge to create a resume that it more in line with the expected 2-page executive resume which is the most reasonable and easy to read. You might struggle with knowing what to put in and what to leave out of your resume. If you are going after particular CEO roles, listing all of your successes in detail including what you did 15 years ago as a sales manager may leave the impression that you are a little out of touch. Highlighting relevant results, not tasks, is the name of the game with today’s CEO resume. You probably have done some amazing things in your career, but the ones to list in your executive resume are those that align with your goals moving forward. Your resume may not be focused. Again, a generalized overview of what you do is good. But companies, board members and top executives expect that you come to the table with a clear message that communicates your value and especially your branding. I like to think of your branding as the promise of an experience; the experience a company or team will have when they work with you. What are the main things you are known for in your leadership style? What are you doing when you are loving your work? What principals do you stand for no matter what? What special skills are you reputed for? Are these points communicated in your CEO resume? If not â€" they should be. Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Pinterest (Opens in new window)Click to share on Reddit (Opens in new window)