Statistics-Driven Sales Resume Validates Salary

Statistics-Driven Sales Resume Validates SalaryStatistics-Driven Sales Resume Validates SalaryAce ausverkaufman Noble lives by the numbers but they were hard to find in his resume until Tina Harlan helped him tally up his value.In ausverkauf, its all about the numbers.Heres an example of what sales accomplishments should look like on a resumeA pharmaceutical company has 1,500-plus employees and annual revenues of $415 million. Noble, a 35-year-old sales professional, managed to increase the companys overall market share by more than 5 percent as he boosted his national sales ranking by 23 points in less than nine months.Those sorts of statistics were hard to find in his resume before he brought it to Tina Harlan, a professional resume writer who works with Ladders.(On Nobles first resume), you really had to work to see what he had done, Harlan said. In place of such specifics as company size and exactly how much Noble improved sales, he often used vague, ambiguous language to descri be his accomplishments, she said.For example, in the first draft of the document, Noble wrote that he maintained exceptionally high market share within a territory for all three products while working as a professional sales representative at a pharmaceutical firm and that he received the marks of Exceeds Expectations on three annual performance reviews.There were a number of things (like that) that were so ambiguous, Harlan said. He maintained exceedingly high market share within his territory. Without knowing what (the size of that territory is) and how (much he improved market share), what is exceedingly high? Selling a hefty salaryProviding specifics is important regardless at any stage of a career, but its essential for a sales professional whos used to making a substantial salary after 12 years in the field.According to Noble, a sales professional at his level should be making around $75,000 to $80,000 annual base pay with the opportunity to make another $25,000 to $40,000 in commissions. In contrast, an entry-level sales position starts at about half that, at $40,000 to $50,000 annually, with commissions of around $15,000.Since being laid off in January, Noble hasnt been looking for a starting position, but such entry-level jobs seemed to be the only ones open, he said.My salary is a little bit, or much, higher than much of the people in pharmaceutical sales who are just starting out, he said. But because of the state of the job market, he went from looking for a midlevel position to looking at entry-level positions. When he looked at the huge cut in pay hed be facing for such entry-level jobs, he figured it would be worth it to stay in the pharmaceutical industry where he had so much experience.The problem with this approach is that employers tend to shy away from hiring seasoned professionals even if they agree to start at the entry level, Noble pointed out. Even if you say Ill take a pay cut, they say, Youll be looking for another position later on. I find myself in limbo, he said.When rehauling his resume, Harlan first teased out the specifics - the cold, hard numbers that flesh out the story of what a sales professional has accomplished. Also, where the original document took up valuable space by spelling out companies full addresses - details that employers or hiring managers dont read - Harlan instead opted for a brief description of each company that included company size in terms of employees and annual budget, as well as the nature of its business and what specifically it sold.She then listed his accomplishments in bulleted lists that really stand out for someone scanning his resume, she said.The difference between the before and after resumes is night and day, Noble said. Mine was almost cold, he said. If you printed both out, one looks like its an Edgar Allen Poe novel. The redone resume is written by someone much more positive. Like Dickens.His new resume spells out the specifics, fleshing them out to fill two pag es where before he thought his experience was only worth one. The result He now has the confidence to go after positions that reflect his true value.Its leise early, Noble said. We just finished the resume other day. But I still feel much more confident in pursuits going forward because when you look at yourself on paper, if you dont have all the right things there, you dont have the same confidence level.When you see it spelled out, you say Hey, Ive been pretty good Ive done well over the past eight to 12 years, and youre positioned so other folks can see that.

What to Do on Your Last Day at Work

What to Do on Your Last Day at WorkWhat to Do on Your Last Day at WorkIts your last day on the job- just one final 8-hour stint, and then youre off to start your fab new position, go back to grad school, or venture into a gig of your own.So how should you spend this glorious day? Moonwalking down the hallways? Telling everyone whos ever pissed you off what you really think? Sipping Baileys in your coffee cup and muttering suckers anytime your cube-mates walk by?Tempting- but no. While counting down those final hours might seem tortuous, theres actually a lot you need to accomplish to make a graceful exit before you leave your cubicle for good. Check out our hour-by-hour guide to your last day in the office.8 AMWrap Up Your WorkIdeally, youll wrap up all of your actual work to-dos before your final day, but you mucksmuschenstill should plan to spend a couple of hours in the morning tying up any loose ends (and there will be loose ends). Most importantly, if youre transitioning project s or duties to your other team members, check in with each of them, make sure theyre completely up to speed on their assignments, and answer any final questions they have.This will not only help your department to continue running smoothly in your absence, it will prevent people from calling you in a panic next week (yes, it happens).10 AMCollect Your ContactsYour co-workers, clients, vendors, anyone youve done business with- theyre all part of your professional network, and people youll likely want to stay in touch with in the future. So, if you arent already connected outside of work, spend time going through your contacts and reaching out to them on LinkedIn. You can alsoexport your Outlook contacts to Excelso youll have them saved for the future.11 AMWipe Your ComputerOnce youve transitioned your projects, its time to clean house on your computer. First, put all of your work documents that would be useful to your team on a shared drive, and let your co-workers know where to find them. Then, make sure you save to a USB drive or email yourself any files that could be even remotely useful for your future- either to help you do your next job, or as work samples. (I know you dont want to think about that 90-page annual report ever again, but trust me- when youre interviewing again, you will.) Also save any important emails- like great feedback from your boss or colleagues- that you may want to reference again in the future.Once you have what you need, do a clean sweep of everything else. Trash your personal documents (and then empty the Trash), clear your browsing history, and otherwise make sure your digital slate is wiped clean.1 PMLunchAfter a long morning, go to lunch with your office mates. Hey, youre probably not going to see these guys for a while2 PMDo an Exit InterviewExit interviews are par for the course at many companies, but if you dont get one, ask for it. This is usually the time that HR will give you any final paperwork, share information on con tinued health insurance, and solicit your feedback on what it welches like to work for the organization.The key here is to be honest, but also to be as positive as possible. If the place resembledOffice Space, no, you dont have to pretend it was all rainbows and butterflies, but do position anything you say as constructive feedback that you wouldnt mind getting back to your boss. (Because it probably will.)3 PMPrepare for TakeoffIf you want to keep your professional reputation in tact, youll want to make sure that none of your co-workers or clients are ever left hanging. So, change your voice mail to let any callers know that youre no longer with the company, and who to contact in your absence. Also set up an auto-response on your email that does the same.Then, send your good-bye emails. If you havent already, send a mass email to everyone you work (BCC, of course) announcing your departure and letting them know the best point of contact moving forward. Follow that up with more pers onal emails to your immediate team, to your work friends, and to each of your supervisors or subordinates, thanking them for the opportunity and letting them know that you enjoyed working with them.4 PMPack Your BagsIts best to wait to start packing your literal bags until the end of the day (unless you have a large office full of belongings). Grab your work samples, picture frames, and personal belongings, and get them ready to go. Then return your keys, ID card, computer, and any other company-provided items you still have to your boss. (I know giving back your brand new BlackBerry is painful. Do it anyway.)5 PMCelebrateYes, you should stay until closing time (they are paying you for a full day, after all). But once youve wrapped everything up, said your good-byes, and finalized your transition, youre done If youre leaving a job or co-workers you love, this can definitely be an emotional time, but your last day is also cause for celebration- its the beginning of your next step. Co ngrats

10 Things a Manager Should Never Delegate

10 Things a Manager Should Never Delegate10 Things a Manager Should Never DelegatePublished on 10/25/2014 No, this isnt an article about how important it is for a manager to delegate or how to delegate. Honestly, thats what I started writing, and then got bored with it. I mean, most managersknowthey should delegate, and doing it isnt exactly rocket science. So why dont they? The reasons most managers dont delegate are complex, often wrapped up in values, identify, trust, power, control, and fear. So well save that article for another day that is, something onwhymanagers dont delegate. This article examines the other extreme end of the delegation continuum the handful of things a manager shouldneverdelegate. Everything else is fair game. 1. Vision.Vision is the essence of leadership, so if a manager attempts to hand off the creation of a vison to someone else (a consultant, a kollektiv, a team member), they may as well be delegating away their leadership. Sure, its often a good idea to get others involved in the creation of a vision for more on that, seeHow to Align Your Team Around a Shared Vision. This is one area where the manager is going to set the stage, beveryinvolved, and ultimately, have final approval. 2. Hiring decisions.Ive also seen managers be overly dependent on search consultants, agencies, search committees, and HR for finding talent and making hiring decisions. I may be an outlier when it comes to this, but I believe hiring talent is one of the most important things a manager can do in order to be successful. Why would you delegate such an important process? I even go as far as to insist on doing my own phone screens and background checks. I want to talk to former bosses myself, in order to verify things the candidate told me, or to gain valuable information that will help me be a better manager for the candidate if hired. 3.Onboarding a new employee.I dont care what the level, from senior executive to entry level employee, the manager needs to take a hands-on role in helping a new employee feel welcomed. They should take an active role in the onboarding and training plan, and clear their schedules as much as possible in order to make time for the new employee. A best case example the sales manager that personally greets each new employee at the door when they arrive. The worst example the sales manager on a business trip for two weeks and never even sees the new employee. 4. Discipline.I once worked for a manager that delegated firing his administrative assistant to me. Seriously. Other managers will pass off discipline to their HR manager. Thats just wrong, and completely disrespectful to the employee. Managers need to step up and handle their own dirty work when it comes toprogressive discipline. 5. Praise and recognition.Managers that are, just no good at this recognition and praise stuff, will come up with all kinds of creative ways to avoid this important leadership responsibility. They have people ghost write re cognition letters and speeches, create peer recognition programs (as a substitute, not as a complement), and have their administrative assistants buy gifts for their employees. In order for recognition to be effective, it needs to be sincere and personal, and delegating it to someone else sort of defeats the purpose. 6. Motivation.Its up to the leader to create a motivating environment. For more on this, seeTen Ways to Motivate Your Employees.And sorry, creating a motivating environment doesnt includecreating a fun committee. 7. Leading transformational change.A leader needs to be directly involved no, not just involved, butleadingthe effort when it comes to large-scale, transformational changes. Its the leaders role to establish the vision for the change (see number one), and there are just too many things that can go wrong to leave transformational changes in the hands of committees or consultants. SeeTen Models for Leading Change. 8. Reorganizations. SeeGuidelines for Reorganizi ng Your Department or Company. Again, as with many other of the responsibilities on this list, getting others involved is a good thing. Ive never seen a management team be able to objectively reorganize themselves the leader needs to make the tough calls that no one else wants to make. 9. Development. A leaders development cant be delegated to HR, an executive coach, or the training department. Yes, those are all supporting resources, but the leader needs to own their own development, as well asthe development of their direct reports. 10. Performance appraisals. One of my favorite management pet peeves having employees write their own self-assessments and then the manager signs off on it as the final appraisal. SeeThe Top Ten Performance Appraisal Blunders a Manager Can Makefor this blunder and others.

Does the Senior Executive Service (SES) need to be changed

Does the Senior Executive Service (SES) need to be changedDoes the Senior Executive Service (SES) need to be changedDoes the Senior Executive Service (SES) need to be changed?Does the Senior Executive Service (SES) need to be changed?by Susan CustardA recent article in the Washington deutsche post ag highlighted the need for reform of the Federal governments Senior Executive Service. The article summarized the findings of a report developed jointly by the Partnership for Public Service, and the consulting firm, Booz Allen Hamilton, supports plans being developed by the Office of Personnel Management (OPM) to overhaul the entire SES program, from selection to development to retirement. The report indicates that the SES, with an outstanding program concept for government executive leadership, has not reached its potential for a variety of reasons, including stagnation, lack of applicants and simply not enough attention to development and retention of exceptional leaders.The report, a nd OPMs proposal both recommend significant changes to the SES program, including rotational assignments, and a streamlined selection process. Additionally, the report advocates for development of an elite corps of managers that regularly move across agencies. Other recommendations call for OPM to recognize qualified executives for temporary or permanent assignments, especially to address natural disasters, emergencies, administration changes or other policy or technology changes already in place. OPM will begin to review and propose solutions to these issues through the development of an SES office that will serve as a clearinghouse for all senior executive issues within the government.About the ECQs The report describes the ECQs as essays where applicants write how they have demonstrated their competencies through work experience or training and development. Often times these essays run 10 pages or more. OPM has responded by developing 2 alternatives. One being the accomplishm ent record, the other being a strict resume-based application method.As OPM begins to review and potentially change elements of the SES program, The Resume Place is your expert to assist you in developing a competitive application package. ur SES experts are tracking the OPM changes, and are providing feedback to OPM on recommended changes. We will be happy to work with you on changes to your materials if the selection process changes. If you are considering applying for SES positions dont wait for these changes there are great opportunities out there today call us for a consult or log on to http//localhost/services/services-menu/ses/ to learn more.Important SES WebsitesSES Salariesopm.gov/ses/performance/salary.aspCareer SES Pay for Performance Awards Chartsopm.gov/ses/facts_and_figures/SES_AnnualReport_FY2007.pdfOPMs Main Senior Executive Services pageswww.opm.gov/SESExecutive Core Qualification Descriptionsopm.gov/ses/recruitment/ecq.aspSES Job Vacanciesopm.gov/ses/recruit ment/vacancies.aspPerformance and Salariesopm.gov/ses/performance/index.aspPartnership for Public ServiceRead a pdf file of Reimagining the Senior Executive Service hereourpublicservice.org/OPS/publications/viewcontentdetails.php?id=136Susan Custard brings a unique perspective to her coaching more than 30 years of experience working across HR functions. With this experience, Susan applies her in-depth knowledge of various government occupations and positions to develop and execute an effective career management strategy. Susan also brings outstanding interview training to clients with expertise in behavioral interview training. Susan has coached and worked with clients in career transition at all levels from entry-level to the C-suite.Susan specializes in offering customized services to clients that can include consulting, coaching, resume development, and interview preparation. Susans consulting services include comprehensive employment application development, content strategies , content analysis, discussion and brainstorming on leadership examples, competency analysis and decision-making, writing and focusing strategies. Other clients can benefit from Susans approach to career coaching, which includes strategic career planning and counseling, focused on a particular area or level. Susan excels in developing effective partnerships to coach clients in creating a personalized career management strategy that will leverage opportunities and experience to an effective and satisfying placement.

20 Super Models Reveal Their Beauty Secrets

20 Super Models Reveal Their Beauty Secrets20 Super Models Reveal Their Beauty SecretsWhen it comes to beauty, no one knows more than the models that sell it themselves. After all, beauty is their business These lucky ladies have access to the worlds top makeup artists and hairstylists and know just what it takes to look gorgeous from head to toe. You may not be able to get a distributionspolitik in one of their stylists chairs, so heres a roundup of the best beauty tips and tricks from the worlds top models, past and present. 01Coco Rocha- Lets Her Face BreathAntoine Vincens De Tapol / Getty ImagesMy grandmother always told me to rinse my hair with chamomile. Its a natural lightener for blonds.

The Unexplained Mystery Into Resume Assistant Word

The Unexplained Mystery Into Resume Assistant Word Employers dont wish to waste time reading plenty of meaningless babble. In truth, its the job of a cover letter to find an employer interested enough in you as a candidate to take some time to take a look at yur resume. Many employers cross-reference your resume to your on-line presence. Work experience is critical on an Office Assistants resume, as her or his degree of experience may find out how much responsibility he or shes offered. For more ideas about how to strengthen your program, take a look at our education and teaching resumes. Notice how the example resumes are extremely specific when it has to do with technical skills. Following that, it has to impress the hiring manager with information which is relevant to them. Writing a resume for employment in the art industry can be difficult. By comparing different resumes from other Professional Resume Writers, youll be in better position to generate a determination that is right for you and your job search. You list your latest position first. Employing a Virtual Assistant is your fruchtwein recent trend within the company. Volunteer experience is also a fine add-on to healthcare resumes since it shows the hiring manager you have compassion off the work also. Browse opportunities Once a complete profile was created, Resume Assistant will then display potential job opportunities that the applicant might be interested in. As soon as you spot a job which you like, go straight to the work opening on LinkedIn to find out more regarding the chance and apply. Youre searching for a new job, but you want a lot more than just work. Transportation jobs involve a lot of responsibility and your resume will want to reflect you can deal with that. The most suitable job for you is closer than you might imagine. The Key to Successful Resume Assistant Word Resume Assistant employs the huge amount of information from LinkedIn so as to analyse and provide suggestions for improvements in your resume. If youre an Office 365 subscriber, ensure youve got the most recent version of Office. Resume Assistant is readily available for Office 365 subscribers on Windows and is intended to make developing a CV simpler and simpler. What follows is a wide selection of professional resume samples for jobs in several industries. The vital elements of a resume. If you write in various fields, think about dividing your portfolio into sections. The subject of information technology grows more important each and every day. For example, if youve got an important employment gap since your final position, you can want to use a functional resume rather than a chronological one. Administration occupations like administrative office assistants and secretaries are critical to the business world. Many candidates become confused with organizing, structuring, and other elements of the resume-writing procedure. Have a look at our information technology resume samples for some tips about how to present yourself as the ideal candidate. Incorporating the right information is crucial to obtain the upper kralle over your competition. Actually, employers are in a position to swiftly spot resume templates and will in the majority of cases throw them out. Be certain to include quantifiable information to truly drive home how valuable you can be to a prospective employer.

PwCs Work Life Balance

PwCs Work Life Balance Juggling work and life can be messy. And chaotic. And thats what makes it both fulfilling and fun. In PwCs Pursuit of Happiness podcast, their goal is to demystify the idea that theres one magic recipe to make it work because we all have different priorities and family responsibilities which continue to change over time.Join podcast host, and PwCs Diversity Strategy Leader, Jennifer Allyn, for 10 enlightening episodes ranging from dealing with parental guilt, to family planning. You can subscribe to the podcast here. PwC cares about your work-life balance, and is looking for people like you to complete their team. Click here to see all available opportunities with Pwc, and dont forget to press Follow One of the biggest challenges in alfruchtwein all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gen der diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent geschftliches miteinander strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive vorkaufsrecht for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given th e current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

How to Respond to a Request for a Reference Check

How to Respond to a Request for a Reference CheckHow to Respond to a Request for a Reference CheckResponding to a reference check request is a tricky business. Fear of reprisal and lawsuits keep many employers from responding at all. These recommendations will help you respond reasonably to reference checking requests while protecting the legitimate interests of yur company and your current employees. Follow Your Companys Established Reference Check Policy First, many companies request that managers send written reference requests to Human Resources. If the managers reference is positive, however, you can agree to have the manager provide a verbal reference directly to an employer. Anything that is sent in a written format should come from Human Resources, or HR staff should review the response for consistency and protecting the best interests of the company. A common reference checking format asks you to provide this information about the former employee. Job title, and occasion ally, job responsibilities,Final salary,Dates of employment,Provides a checklist that asks the former employer to rank such characteristics as teamwork and dependability, andAsks whether the former employee is eligible for rehire by your organization. This paperwork is best left to Human Resources- at least, ask the HR staff to review any written response you may be thinking of sending. Do not answer questions that ask you to numerically rate a former employee in any aspect of their work or work characteristics. Numeric ratings are not comparable based on any shared meaning of the definition of the term, nor is the meaning of the numbers on a numeric scale defined on these forms. Therefore, at best, it is flawed communication. At worst, it may hurt the job prospects of your former employee. Ensure the Employee Has a Signed Authorization on File Secondly, check to ensure that the former employees signature, authorizing the reference check is on the paperwork sent by the requestin g company. Without the former employees signature granting permission, you should not provide any information about the employee. Occasionally, an exiting employee will leave a signed reference check permission form in their employment file. This will only occur if the employee has not found a new job- unusual for most employees who leave their current employment. Respond to a Reference Check Request With a Positive Reference If the manager can, with few reservations, recommend the former employee, in consultation with the HR staff, the manager may return the call to the inquiring employer. When responding to a phone call, the manager should make certain that the employees signature authorizing the reference check is on file with Human Resources before returning the phone call. When a former employee was a good employee and left your company on good terms (perhaps a spouse relocated and the distance was not commutable), you want to give the former employee assistance to find a n ew ort. Or, perhaps you have been used as a reference by an employee who reported to you at one time, although not most recently. If you have positive comments to make about the employee, you may respond to the potential employer with the positive comments you can contribute. Reference Check Questions You Dont Want to Touch Answer only the questions that you are comfortable answering if you receive a reference request phone call or document. A manager should only speak to the areas of the employees skills and experience about which he has direct knowledge. There are several questions a manager should not answer Example Question Predict whether your former employee will be successful in the position for which they are being considered. (Got a crystal ball, anyone?) You cant possibly answer this question. Even if the position sounds similar, you cant predict the coworkers, the employers culture, their relationship with customers or the myriad of factors that help an employee succe ed- or not. ExpandGood Answer When the employee worked for me, in her position with my company, she was a strong contributor whose work was appreciated. Example Question What were the employees weaknesses? ExpandGood Answer She had no weaknesses worth mentioning that affected her ability to perform her job capablywhen she worked for me. Example Question Why did the employee leave the position in which she reported to you? ExpandGood Answers She sought increased responsibility and to round out her knowledge of our company and products, orShe left our organization because of personal reasons that were important to her. These are the kinds of reference check questions a potential employer will ask if you return a reference checking phone call. Respond to a Reference Check Request Not Positive If the employee left your company under a cloud, whether the employee was a bad fit for their job, a non-contributing employee for other reasons, or unmanageable, refer the call or the form to Human Resources staff for a standard response. Sometimes there are unusual circumstances surrounding an employees leaving your company. Perhaps an employee was watching pornography on his computer- yes, he asked his HR Director to serve as one of his references. Another former employee may have threatened violence or committed a violent act while employed by your firm. While these former employees will rarely list your company as a reference, be prepared. These calls should be sent to HR staff for the standard response. There is a caveat here, however. Talk with your attorney before responding to any reference check about a potentially violent employee. If you fail to reveal violent behavior to a potential employer, and the former employee commits a violent act while in the employ of the new employer, your company can be liable for not revealing this information. So, check with your attorney under any unusual circumstances in which you parted ways with an employee. When a Former Employee Asks for a Generic Reference Letter Giving former employees a generic reference letteris not recommended. Once a document exists, it lives forever. Prospective employees have provided HR offices copies of letters that were 10 and 20 years out of date, sometimes barely legible from multiple photocopy sessions. After a certain period of time passes- you have no idea what kind of employee your former employee has become- unless he or she is the rare exception who stays in touch with you. And, you never know how the employee will use your letter or how your words will be interpreted by prospective employers. Adopt a policy that states that managers are never to give written, generic reference letters. Inform the former employee that your company will be happy to provide employment confirmation from Human Resources to specific employers who inquire directly. Final Thoughts on Responding to a Reference Check Request Few employees set a goal of failing at work. Yet, employee s do fail and companies and employees do part ways. Keep in mind when you are asked for a reference that every former employee deserves the opportunity to start over- no matter the terms on which they parted from your organization. Perhaps the former employee was ill-suited to the position he held at your company. Your company culture may have been a complete mismatch with the employees needs. The employee may have had a different vision for the requirements of his job from that of his boss. Maybe his personal life and marriage ?were unraveling during his tenure with your firm. You never know all of the details and reasons about why an employee fails or moves on. Its easy with the high performing employee that you regret losing to a better job, a family move, or a dream opportunity. Its harder with the marginal performer. Be honest or provide minimum information. Dont do crystal ball predictions of success nor provide numerical ratings and rankings for undefined terms. If necessary, provide the minimal information that describes the former employees performance. Whenever possible, give the employee a break and talk with the prospective employer. The Bottom Line Recent figures relating to reference checking indicated that employers are taking reference checking very seriously. As referenced on the Society for Human Resources Management (SHRM) website, accessed 6-26-19, In a 2018 HR.com report sponsored by the National Association of Background Screeners (NABS), 95% of surveyed employers indicated that they use one or more types of employment background screening.Whenever possible, give your former employees a break- when you can do so in good conscience.

How Company Pride Can Make Your Team Happier at Work

How Company Pride Can Make Yur Team Happier at WorkHow Company Pride Can Make Your Team Happier at WorkIf youre a manager, you know only too well that some employees see work as a necessary evil. It pays the bills. And even if they dont hate work per se, given their druthers, theyd much rather stay at home than head to the office.It doesnt have to be that way.In fact, you can play a key role in helping your team feel a lot better about coming to work every day.Why should you care? If team members are completing their projects, what does it matter if theyre counting the hours until quitting time? It matters because theres strong evidencethat employees who are happy with their company and their work make the best employees.What makes employees happyThere are a lot of factors that make employees happy at workThe ability to make decisions on their ownThe opportunity to do creative workA good balance between work and the other aspects of their livesFeeling appreciated for the work they do Having a job that relates to their skills and preferencesAll of these elements are important. But the most critical element of all may be how your employees feel about the company itself. Are they proud of the company? Do they know what principles it stands for? Do they brag to their friends and family about the work the company does?Why pride mattersAccording to recent research by my company, Robert Half, pride in ones organization is the strongest driver of happiness for workers in both the United States and Canada. Pride topped the list for men, women and workers 35 and up. Overall, workers who feel proud of their organizations are three times more likely to be happy at work compared to those who dont.GET OUR WORKPLACE HAPPINESS REPORTHow to build employee prideYou can start instilling pride by reminding workers of why your particular geschftsleben is a great place to work. What do you stand for?Every company is a bit different. Does yours have a commitment to helping solve a par ticular problem or issue? To environmental stewardship? To giving back to the community? Does your firm help improve the lives of your customers in a significant way?Sometimes a company telegraphs its values and priorities through a mission statement thats shared with the public and employees. Nikes mission is to bring inspiration and innovation to every athlete in the world. (And just so theres no misunderstanding, Nike adds, If you have a body, you are an athlete.) Coke seeks torefresh the world in mind, body and spirit. And Googles is no less than to organize the worlds information and make it universally accessible and useful.These feelings and ideals are what you want to instill in your team. And when communicating them, make it personal. Explain to employees that their individual contributions are what sustain and reinforce the companys values.What makes me proud of my companyPerhaps the easiest way to envision what Im talking about it to offer a personal example. I have great pride in my company, Robert Half, and Ill tell you why.As a staffing firm, we assist people in a key area of their lives finding employment. This gives them not only a source of financial security but also dignity. At the same time, we help businesses grow by providing them with the skilled people they need to succeed. Unquestionably, we enjoy thefinancial rewards of our hard work. But no price tag can be attached to the satisfaction we get from knowing our company helps people and organizations in these fundamental ways.We also have a set of LEAD Principles at Robert HalfLeadership by exampleEthics firstAn openness to new ideasDedication to excellenceThey are the values that define our company, and they are integrated into key programs and communication efforts. New employees hear about them from Day One forward. The LEAD Principles are even inscribed on the walls of our corporate headquartersKnowing that my work helps makes a difference in peoples lives and that my company has a set of values each employee adheres to is very gratifying.Robert Half also constantly reminds employees that we work for the best. My company is first in our industry on Fortune magazines list of Most Admired Companies. Weve appeared on the list each year since 1998. Forbes magazine named Robert Half No. 1 on its list of Americas Best Professional Recruiting Firms. We frequently appear on Best Place to Work lists. And each time the company receives one of these honors, its celebrated, and employees are told how they helped Robert Half attain these distinctions.Some say pride drives happiness. To me, its aformof happiness in and of itself.Give your team members every opportunity you can to take pride in the organization where they work. Help them become a proud family.Get more tips on how to build employee pride and increase your teams morale by subscribing to the Robert Half blog now

The Resourceful Job Hunt

The Resourceful Job Hunt The Resourceful Job Hunt The Resourceful Job HuntBy Carol MilanoTodd Spurgeon was showing interested parents and prospective students Virginia Techs Invents program, designed for engineering students. The mechanical and aerospace engineering major mentioned his self-made, hand-built open source design of a three-dimensional printer as the campus tour group passed it. I had modified the design to have more capabilities than the original with some improved components. One parent, a naval researcher who had previously taken additive manufacturing courses at Virginia Tech, recognized that I had been pretty quick to pick up the skills, Todd recalled.The parent knew of a Penn State prof landseeking summer interns and offered to recommend Todd. I sent some You Tube videos of what I had built and links to my current project, Todd recounted, They hired me, via e-mailHis job consisted of a paid 10-week 2013 summer internship in Penn States prestigious Applied Research Engineering Lab, I had a blast I got to do research and designs to keep the U.S. a world leader in manufacturing, Todd said.Todd was lucky, but he had also been planning carefully. Half my reason for building that printer, he confided, was to get more experience in this field. I want to use and apply knowledge, rather than just get a degree for the sake of getting a job. I have learned that people like it when students take a class, then apply it to what they can do, which makes it a very rewarding learning experience. Just one year after my first exposure to additive manufacturing, I was involved with it at Penn State, who is a leader in this area.As Todd realized early on sending resumes, answering job postings, and attending career fairs are basic job-hunting steps. Finding ways to stand out by making your skills and ideas noticeable is a better strategy.Todds colleague, Greg Jannaman (BS, 2009) did just that. In his fourth year at Virginia Tech, Greg joined the Blind Driver Chal lenge, to develop a miniature car that sightless teenagers could drive. He became team leader of the successful undertaking, but never expected it to lead to a job. National Instruments (NI) provided all the projects hardware and software. When two NI senior engineers visited, they were impressed enough with the nine mechanical engineering students work to provide additional equipment and technical assistance. The added support helped Greg appreciate NIs goal of assisting not only academic pursuits, but also finding projects involving innovative technology that could help improve everyday life. At Virginia Techs 2009 career fair, with hundreds of exhibitors, Greg targeted NI. Throughout the bewerberinterview process, he highlighted his Blind Car Challenge experience, particularly his leadership and teamwork, and demonstrated understanding of real-world engineering challenges. My big advantage was a passion for NIs mission and vision, plus familiarity with their products. I communica ted that I was not just passionate about the Blind Car Challenge, I wanted to bring this kind of project to other people, through other similar things we could do. He was hired.Resourceful Job-Hunt StrategiesResearch three to five companies exhibiting at an upcoming Career Fair. Practice describing skills and experiences that match each companys specific interests.Take on projects that highlight your enthusiasms and strongest assets. Let people know about them.Utilize your colleges resources, including mentor programs and alumni associations.Join local and national associations, including online groups, such as LinkedIn. Participate Share information about interesting articles or programs so people learn who you are and what is significant to you.Seek activities where youll meet people from different backgrounds, such as community service groups or campus programs. Remember, broadening your network broadens your opportunitiesNow a regional services and support manager for NI, based in Austin, Greg Jannaman is one of their Virginia Tech recruiters.What does he look for? When I see a student with a passion, doing everything they can to pursue it that puts them way up on the charts.