Dont Do This With Your Resume or Cover Letter

Dont Do This With Your Resume or Cover LetterDont Do This With Your Resume or Cover LetterThere are many ways to address a prospective employer. Whats up? probably isnt the best option. Hey and Yo arent any better, but some job seekers continue to take an overly casual approach.Writing in a relaxed tone is an easy trap to fall into considering todays texting culture. But your resume and cover letter must convey your professionalism and an understanding of proper business etiquette, so avoid using abbreviations, slang and colloquialisms. behauptung job candidates were far too informalCOVER LETTER My workplace is a firm where u answer phone calls and help customers with questions.We question why u would abbreviate a three-letter word.EXPERIENCE I had to perform job duties that were assigned. -(Turn that frown upside down.JOB HISTORY I work for a clothing store. I havent caught anyone stealin yet, but Im hopin that day will come.Are you considerin a career in law enforcement? COVER LETT ER If you wanna see a resume or something, please dont hesitate to contact me.Well take the resume, but skip the something.RESUME More stuff below.An applicant who knows her stuff.COVER LETTER Gimme a shout.But we use our indoor voices during working hours. Have you seen any good resume or cover letter goofs? Send examples to emailprotected.RELATED POSTResumania Employers Want Clear Content, Not Big Words

Tips on When You Can Get Rid of Employees Without a PIP

Tips on When You Can Get Rid of Employees Without a PIPTips on When You Can Get Rid of Employees Without a PIPPerformance improvement plans (PIPs)are the gold standard of employee discipline. When you have a serious problem, you dont just fire the employee, you make a formal plan for his improvement, meet with the employee often, and hope to see improvement. If you dont see any improvement, then you fire the employee. It isnt required by law. In all states but Montana, employment is at-will. That means that you can fire an employee for any reason (as long as that reason isnt prohibited by law, like because of race, pregnancy, or disability) and that an employee can quit without warning for any reason. You can often do things that will encourage a two-week or mora bedrngnisice periodfrom an employee, but it isnt required by law. Unless your employees are under a contract of some sort (like a union situation), youdont have to do any sort of progressive discipline. But, most companies d ont skip discipline. They do employee improvement plans. They do a series of warning letters and notices. Employees expect it. The courts prefer to see it. And since turnover is expensive and maintaining goodwill among your other employees is important, it makes a lot of financial sense to try to fix problems rather than fire them. But are there any situations where you should just fire an employee without a long warning period? Yes. Absolutely. Here are a few of them. Getting Rid of Employees for Misconduct If you walk in on John and Jane behaving in an inappropriate way behind the file boxes, tell them to put their clothes back on and collect the rest of their rolleal items from their desks as today is their last day. You saw it yourself, no investigation is needed, and the behavior is severe enough that there is no need to hem and haw over it. If, instead, you catch John walking out to his car with a printer or Jane has a package of unpurchased cigarettes in her purse it is a lso time to fire the employee. Theft isnt something to ignore or allow - not even a little bit. You dont want an environment in which employees feel like they can steal from the company without consequences. Businesses lose millions of dollars per year to employee theft, and you dont want your business losses to add to those numbers. But what about a fight? This situation is more difficult to sort out. If Jane walks up and punches John in the face without provocation, its easy to say that Jane is fired. But when its less clear who started the fight, youll want to take the time to sort out the details rather than just firing both employees. Jane may have punched John in the face, but welches that because it was the 33rd time hed made a lewd comment to her? If both are fighting, is one acting in self-defense? Make sure you know the story before you fire anyone. And, gather statements from any witnesses if other employees saw the altercation. Suspension Without the Need for a PIP In several of the cases above, you might want to wait before firing the employee - suspend the employee while you investigate the circumstances. No, fighting is notsomething for which youd generally need to write a PIP, but you will want both people out of the workplace while you sort out who was responsible and determine a reasonable solution to the issue. While Jane shouldnt punch anyone, if John was making lewd comments to her, you dont want to fire Jane if shed reported the sexual harassment and the company hadnt put a stop to it. A court could well see this firing as retaliation. Suspensions are useful tools when determining fault in an issue. Often, you dont see the employee stealing - someone else does. You may get a customer complaint that an employee was unspeakably rude or that she violated HIPAA requirements and shared a patients diagnosis with a friend. You dont want to take these reports at face value. Customers are not always right (and frequently are wrong). A fello w employee may believe that something is the case, and she may be mistaken. Or, the reporting employee could just be a horrible vindictive person. You need to find out before you take action. Removing the accused employee from the workplace while you investigate, can help lower the arbeitszimmer tension while you work things out. And, if it turns out that John was stealing, you dont want him around anymore anyway. If you do your investigation and determine the employee was guilty of the wrongdoing, then you fire the employee. If you determine that the employee is innocent, then reinstate and pay the person for the suspension time. Its the right and fair thing to do. Be Cautious With Fast Firing Your Employees Even seemingly black and white cases often require a bit of caution. Why? Because you want to be fair across the board.You fire John for stealing a printer. That makes sense, right? But when you find out that four other employees have taken expensive equipment and other man agers were aware and nothing was done, youve just treated John unfairly. Sure, no one should steal a printer, but many businesses allow employees to use company equipment at home, or they turn a blind eye to a little bit of theft. (Who doesnt have at least of a couple of workplace pens end up in their home?) You want to make sure that the company policy is applied to everyone - entry level or executive. If you want more flexibility with executives, then make that the official policy Employees who are Grade 15 or higher can take company equipment home, with the understanding that they will return it when they leave the company. The key here is consistency and staying within policy guidelines. All managers need to handle matters with the same guidelines. An easy way to ensure this is to require HR approval on all terminations. With this requirement, a central group can say, No, you cant fire that employee because we have allowed this behavior in the past. Firing for Insubordinatio n Without Using a PIP When you have an employee who refuses to do what youve asked, you should fire that person on the spot. Right? Wrong? How about probably wrong? Why is the employee refusing? Is your request reasonable? Is the employee properly trained? Will this put their hours into overtime, which youve repeatedly told them not to work? Does the employee not understand the scope of his job? Should you provide the employee with more background information? You need to consider all of these issues before you fire an employee. A one-time case of insubordination is an excellent time to put an employee on a performance improvement planso that the employee understands that he needs to do as the boss directs. You might be surprised how many people dont understand quite how the working world works. Remember, just because you can fire someone without going through a lengthy performance improvement plan process doesnt mean you should. PIPs are still the gold standard for employee discip line. You need to use them whenever possible in order to help an employee improve behavior and performance. Firing is the last resort, not a first option. - Suzanne Lucas is a freelance writer who spent 10 years in corporate human resources, where she hired, fired, managed the numbers, and double-checked with the lawyers.

Savings Deposit Program for Military in Combat Zones

Savings Deposit Program for Military in Combat ZonesSavings Deposit Program for Military in Combat ZonesThe Department of Defense Savings Deposit Program is available to those serving in designated combat zones. Military members deployed in combat zones, qualified hazardous duty areas, or certain contingency operations may deposit all or part of their unallotted pay into a Department of Defense savings account up to $10,000 during a single deployment and earn a 10 percent interest rate. The savings program was first used during the Vietnam conflict, reopened forDesert Stormtroops in1991,and extended to troops in Bosnia in 1996. Ever since it has provided a way for active duty personnel to save money.Dont confuse this with theThrift Savings Plan(TSP), which is available to everyone in federal service and is not based on military deployments. Savings Deposit Program Interest Interest accrues on the account at an annual rate of 10 percent, per Executive Order 11298. You get this rat e while you are in the combat zone and for up to 90 days after leaving the combat zone. The interest compounds quarterly (based on the calendar year). The interest rate is far more generous than interest in traditional savings accounts and outperforms many different forms of investments. The nitty-gritty is that you begin to earn interest on money deposited on or before the tenth of the month. If you make a deposit after the tenth of the month, it doesnt start accruing interest until the next month. When you make a withdrawal after deployment, the interest stops on the date of the request. If that date isnt the last day of a month, the interest is only accrued through the last day of the preceding month. The accrued interest on the Savings Deposit Program is taxable, although your federal income earned while you are in a hazardous duty zone is tax-free. Eligibility for the Savings Deposit Program To enroll, you must be receivingHostile Fire/Imminent Danger Pay(HFP/IDP) and servi ng in a designated combat zone or in direct support of a combat zone for more than 30 consecutive days or for at least one day for each of three consecutive months.Eligibility for SDP stops on the day of departure from the combat zone, and no further deposits can be made, but interest continues to accrue for the next 90 days.? Making a Deposit to the Savings Deposit Program Service members use the program by making deposits by contacting any military finance office in theater. You can begin making deposits after 30 consecutive days in the designated area. You cannot longer make deposits after your day of departure from the theater. You can make deposits by cash, personal check, travelers check, money order or allotment if you are active duty, but if you are a reservist you cant deposit via allotment or travelers check. You can make deposits in five-dollar increments. The amount you deposit is limited to your net monthly pay. This can include special pays and bonuses. You can mak e more than one deposit per month so long as you dont exceed your net monthly pay. You can only deposit a total of $10,000 per deployment. You can discontinue making deposits at any time. Making Withdrawals You will automatically receive transfer of all of the funds via direct deposit 120 days after leaving the combat zone as the account will be closed. It is typical to wait for this transfer, but early withdrawals are possible if you meet certain guidelines and requirements. After return from deployment but before the end of the 120-day period, you can submit an automated request through your myPay account. Once you have deposited $10,000, you may withdraw the funds over $10,000 quarterly (normally, this would be just the interest on the account). Your commanding officer can approve emergency withdrawals for the health and welfare of your family.

Manufacturing Job Titles and Descriptions

Manufacturing Job Titles and DescriptionsManufacturing Job Titles and DescriptionsBecause manufacturing is such a broad field, there are many manufacturing job titles which encompass a variety of job descriptions. Manufacturing involves creating new products, either from raw materials or from pre-made components. Typical jobs might involve working on the mechanical, physical, or chemical transformation of materials to create these new products. Manufacturing plants and factories need more than just people who work on a production line an efficient operation requires employees in numerous roles, including management and quality assurance. Technology Could Replace Some Workers Due to technological advances reducing the need for workers, this is one of the sectors where the Bureau of Labor Statistics expects employment to decline slightly. The median annual wage for production occupations welches $33,990 in May 2017, which was lower than the median annual wage for all occupations $3 7,690. Some positions are higher paying union jobs usually skilled positions while other unskilled positions typically pay lower wages. Educational requirements vary significantly based on the job. Some positions may provide on-the-job training, while others may require a college degree. Although technology may contribute to the decline in some positions, education or certification in a technical area improves your chances of job security. Since the industry is evolving, its important to keep your technical skills current. Workers who keep manufacturing trends in mind while orchestrating their career path will have a more successful experience in this field. Common Manufacturing Job Titles Read below for a list of some of the most common manufacturing job titles. Use this list of job titles when searching for a job in manufacturing. You might also use this list to encourage your employer to change the title of your position to fit your responsibilities. For more information ab out each job title, check out the Bureau of Labor Statistics Occupational Outlook Handbook. AssemblyAssemblers and fabricators put together pieces of products and also assemble finished products. They use their hands, as well as tools and machines. Most assemblers and fabricators work in manufacturing plants. Most of these positions require a high school diploma, but many employees also get on-the-job training. AssemblerBoiler OperatorBoilermakerBookbinders and bindery workersElectronic AssemblerExpediterFabricatorFiberglass Laminator/FabricatorFloor AssemblerGeneral LaborerMaterial HandlerPackaging EngineerPainting and Coating WorkerPhotographic ProcessorPrecision AssemblerProcessing WorkerProduction PainterProduction WorkerSemiconductor ProcessorTool and Die MakerTool Crib AttendantTool, Die, and Gauge MakerWarehouse AssociateWarehouse WorkerWoodworker Brazer/WelderWelders, solderers, cutters, and brazers use equipment to cut and/or join metal parts. Most of these positions requir e some technical education, through high school courses, vocational schools, community colleges, or similar programs. They also receive on-the-job training. These positions require an eye for detail, the ability to operate equipment, and the ability to read blueprints and diagrams. BrazerCutterMetal WorkersSoldererStructural Metal fabricatorWelder Machinist/OperatorMachinists and tool and die makers set up, maintain, and operate computer and mechanically-operated machines that are used to create parts for the manufacturing process. These positions require training, either in apprenticeship programs, vocational schools, or community or technical colleges. These employees also receive lots of on-the-job training. Aircraft MechanicChemical Plant OperatorCNC MachinistCNC OperatorCoating, Painting, and Spraying Machine OperatorComputer Control Programmer/OperatorConfiguration AnalystControllerDairy Processing Equipment OperatorDesign EngineerDesignerElectricianElectromechanical Technicia nElectronic TechnicianEquipment TechnicianField Service TechnicianFood TechnologistIndustrial Engineering TechnicianMachine OperatorMachine Tool Cutting Operator/TenderMachinistsManufacturing TechnicianMechanical TechnicianMillwright OperatorPlant OperatorPlastic Machine WorkerPower Plant OperatorPrinting Machine OperatorsProcess OperatorProduction TechnicianSafety TechnicianSilicon Wafer Fabrication OperatorSurface Mount Technology Machine OperatorWafer Processing TechnicianWaste Treatment Plant Operator Production ManagerProduction managers oversee the day-to-day operations at manufacturing plants. They ensure that production stays on schedule, they hire and manage workers, and they fix any production problems. Many production managers will have a bachelors degree, typically in geschftliches miteinander or industrial engineering. Assembly SupervisorAssistant Plant ManagerChief Manufacturing ExecutiveChief Quality Control ExecutiveCivil Engineering SupervisorControls EngineerDirect or of Quality ManagementDistribution ManagerDivision ManagerEngineerEstimating ManagerFacilities ManagerFloor Assembly SupervisorGeneral ManagerIndustrial EngineerMachine Shop Maintenance SupervisorMachine Shop Production SupervisorManager or SupervisorManufacturing EngineerManufacturing Process EngineerManufacturing Production ManagerMaster Scheduler Materials Management SupervisorMaterials ManagerMaterials PlannerMechanical DesignerMechanical EngineerOperations ClerkOperations ManagerPlant AccountantPlant Human Resources ManagerPlant ManagerPower Plant DispatcherPower Plant DistributorPowerhouse SupervisorProcess/Product Design EngineerProcess EngineerProcessing Equipment Operations SupervisorProduct Development Engineering ManagerProduct ManagerProduct Marketing AnalystProduction Control ClerkProduction Control ManagerProduction Engineering Manager Production ForemanProduction ManagerProduction Planner/SchedulerProduction SupervisorProject ManagerPurchasing Agent/BuyerSafety Mana gerSafety Manager/CoordinatorStationary EngineerSupplier Quality EngineerTest EngineerTool Room SupervisorWarehouse Manager Quality Control InspectorQuality control inspectors examine materials and products for any hazards, defects, or deviations. They generally work in manufacturing plants, inspecting products. Most quality control inspectors require a high school degree and receive on-the-job training. If they are required to use technical equipment and computer programs to inspect products, they might need a higher degree, such as an associates degree in quality control management. Customer Service RepresentativeInspectorQuality Assurance EngineerQuality Assurance ManagerQuality Control AnalystQuality Control InspectorQuality EngineerQuality InspectorQuality ManagerReliability EngineerSenior BuyerShift SupervisorShipping and Receiving Manager

How to stay productive during a blizzard

How to stay productive during a blizzardHow to stay productive during a blizzardChances are, if youre in the Northeast, you already know that a huge snowstorm is shutting everything down. Winter storm Stella, as its known, is sweeping through the region with up to 18 inches of snowand New York State, at least, is under a state of emergency.So if youre working from home - preferably in your pajamas- during the storm, you might just be tempted to settle in, make some tea, and log off your email while conveniently forgetting to answer messages.Heres some advice dont.Even if your kids bound into the room during your video conference call, or they want you to join them outside to build a snowman, it is possible to cross a lot off your work to-do list when youre snowed in during the work week. Heres how.Productivity increases in bad weatherIf you think all youll want to do is go outside instead of working during a blizzard, dont fret scientific evidence suggests that may elend be the cas e.A 2014 study published in the Journal of Applied Psychology found that bad weather makes us more focused the positive effects of bad weather on worker productivity stem from the likelihood that people may be cognitively distracted by the attractive outdoor options available to them on good weather days. Consequently, workers will be less distracted and more focused on bad weather days, when such outdoor options do not exist, and therefore will perform their tasks more effectively.The study was about sunny and rainy days - but even if you love the snow more than a sunny day, you might not be as distractedby the falling flakes as you think.How your employer chooses to handle time off in the snow is up to them, but there is dialogue surrounding whats allowed, according to U.S. News and World Report. You can make a case to stay home if its too dangerous to commute.Stay in hourly communicationThis is basic but its surprising how often it breaks down Make sure youre able to contact you r work team if necessary, with strong wi-fi and working phone lines.Check in with your boss and coworkers more often than you would in the office to make sure you have a clear, defined sense of whats due. When you cant landsee your colleagues, you may miss a lot of the usual handoffs.Even better, set up a video conference call for a quick check-in early so that the day doesnt derail. You dont need fancy video-conferencing software on your laptop at home Skype or Google Hangouts get everyone on the same page.Set ground rules against distractionsWorking from home during a snow day is just as fraught with potential time-wasters as being in the office colleagues may not interrupt you, but you have the internet, the kitchen and unfettered access to Netflix.The key setting boundaries on what is work time and what is break time or leisure time.One remote business owner told The Guardian how she set up her day it may work for you even if you work for someone else.In the beginning I had to b e really blunt and say This is my working day. Im happy to chat with you after six, but between nine and six Im at work, Karen said.Work in the right spaceAt home, our work space is often not as defined as it is in the office. Friends of ours have used kitchen counters, dining tables, couches and even have worked from bed.Define a space that means only work when you see it. It can be small, but it should have all the tools you need and it should be clear and free of books, toys, stray video-game controllers and other random distractions.You have to have an organized space in your home so that you can work in that space with limited distractions, Paul McDonald, senior executive director of Robert Half Internationaltold Glassdoor.You may be inspired by some aspects of what scientific research suggests would be the ideal office rounded furniture and lots of plants.You can also peruse Pinterest for home-office ideas - but beware, it can be addictive, and downright dangerous if it inspi res you to do some online furniture shopping.Make time to playThe great part about working from home no commute, which gives you more time.Use that time to make sure you take breaks, just as you should at the office.Breaks are the scientifically-backed way to work better they make you more focused, more creative, and even improve your brains ability to retain information.So take a breather every hour. And once youve taken care of all your work responsibilities,shut off your work laptop and get back to what you actually want to be doing.Snow days can be opportunities for creating at home what the Danish call hygge cozy. If anyone has experience with snow days, its the Danes.Danes created hygge because they were trying to survive boredom, cold, dark and sameness and the undefinable feeling of hygge was a way for them to find moments to celebrate or acknowledge and to break up the day, months or years, Hygge House blogger alexanderplatz Beauchamp writes.What that means for you make tim e for cozy and fun activities. Bake those cookies, watch those movies and finally head outside. You might still be able to build that snowman, and show up to work refreshed the next day.

The Pain of Paralegal Resume Examples

The Pain of Paralegal Resume Examples The New Angle On Paralegal Resume Examples Just Released Theres no need to bring an image of you in the resume. You dont need to make the error of leaving any important information out. 1 thing a lot of people dont understand about writing resumes is you have to be certain it has each of the pertinent info that will help you get hired. Use the search box to find just what you want to find. The Fundamentals of Paralegal Resume Examples Revealed There are lots of examples of resumes, but you need to remain certain to create your resume and cover letter with your very own personal touch. To actually create the paralegal resume template conventional, youll need to use common format for business letter. ur writing services are simple to use and access, and thus do not be hesitant to get in touch with us. Be certain to tailor your resume summary to the particular job listing. The Nuiances of Paralegal Resume Examples The career objective s houldnt run multiple or two sentences. You should make sure your resume summary statement concisely demonstrates why youre a best candidate for the particular job and business. In the third bullet time, you should supply any skills you know are desired by your targeted law firm. Although all resumes do not demand an objective statement, but you will need to write one if youre an entry level candidate with no experience in hand or you intend to switch your career. Employers will focus their attention on the individuals professional qualifications and after that have a chance to review their work history and any educational achievements they might list, or any training they have received over recent years. Paralegals typically have lots of assignments that need their attention simultaneously and many clients who want a course plotted for their demands. They complete a variety of tasks in order to assist lawyers in their activity. Theres no need to adhere to the traditional res ume format, and youre totally free to be creative and show off your skills in your way. A couple of lines are sufficient. On the flip side, if youve got a fairly linear or straightforward career path, the space is probably better used for extra bullet points in every single job. Be sure to create the layout simple to read regardless of what style you pick. Dont hold back or be shy in regards to letting employers know what you could do. If a candidate would like to grab the best services among all, it is wise to elect for premium online services. Drafting a Legal resume needs lots of attention. Nobody will employ a legal assistant free of experience. Some of the most crucial information that you put on your resume is your work experience, therefore it is crucial to express it in a sense that will stand out to hiring managers. Proven academic and expert achiever who possesses unique computer skills necessary to help the executives and organization to attain its mission. You will receive more interviews if you produce a master list of skills. The Ultimate Paralegal Resume Examples Trick Hiring paralegals are an affordable way for law firms and legal departments to acquire valuable assistance. Most importantly, the most essential characteristic of a perfect paralegal is professionalism. There are a number of ways to compose a paralegal resume objective statement. Several factors will impact the work outlook for litigation paralegals. Youre going to see the ideal paralegal resume. A podiatrist wouldnt know the very best treatment for someone with heart difficulties. Paralegal Resume Examples Ideas Paralegal Resumes are essentially the resumes of assistants that are appointed under legal folks who handle legal matters for assorted entities. Again without attempting to sound overly repetitive, you need to get certified as a Paralegal. A Paralegal ought to be highly organized and ready to work with firm deadlines. She acts as a liaison between de partments. Youre able to receive a paralegal certification in no more than 14 weeks. Some will look for certification as an adjunct to a current degree. You can take an Associate Degree or have a collection of courses for certification. A college degree isnt needed to develop into a Paralegal. No matter your motivation, there are lots of job openings obtainable for paralegals. Employers want to realize that you work nicely with others, since thats a huge portion of your job for a paralegal. Recruitment agencies maintain a database of job seekers and scan through it to look for the perfect candidate whenever there is a vacancy. Lawyers need to be able to keep high professionalism in their resumes which will be apparent to the prospective employers within only a couple of seconds of looking at it.

A Night of Cocktails and Conversation with NYCs Fastest

A Night of Cocktails and Conversation with NYCs FastestPowerToFly is kicking off this holiday season with a free evening of cocktails and conversation featuring women leaders from some of New Yorks fastest-growing startups. The night will include product demos, a panel discussion, an audience QA, and of course plenty of time to network with your peers over drinks and light food. The event will take place on Monday December 17th from 6pm to 8pm at Rise New York, located at 43 W. 23rd Street, New York, NY 10010.Featured startups includeBetter Mortgage, a direct lender dedicated to providing a fast, transparent, and online mortgage experience backed by superior customer support. From their offices in New York City, theyre using technology to change the way people finance their homes, for the better. Since their founding, Better Mortgage has funded $1.8 billion of loans Blockstack, a new netz for decentralized apps that you access through the Blockstack Browser. With Blockstack, there is a new world of apps that let you own your data and maintain your privacy, security and freedom. Blockstack is a rapidly growing open source community with over 15,584 developers globally. It was co-founded by Ryan Shea and Muneeb Ali in 2013 at Princeton and the core team is distributed across the United States and globally.Chainalysis, builds trust in blockchains between people, businesses and governments. Their Blockchain Intelligence Platform powers compliance and investigation software for the worlds top institutions. Their cryptocurrency investigation software helps law enforcement and financial institutions identify and stop bad actors who are using cryptocurrencies for illicit activity such as fraud, extortion, and money laundering. With an intuitive graphical interface, Chainalysis Reactor enables users to easily conduct in-depth investigations into the source and provenance of cryptocurrency transactions.RapidSOS, a multi-million dollar technology company developing transf ormative technology that saves lives. Their emergency technology platform links life-saving data from connected devices to 9-1-1 and first responders. RapidSOS technology helps predict emergencies before they occur while also providing accurate locations and data to first responders.Agenda (Subject to Change)600pm - Check-In Networking over Cocktails Light Food630pm - Event Kickoff with Rise New York (The NYC chapter of a global network that brings together the best and brightest startups and experts to create the future of financial services)635pm - Introductory Remarks by PowerToFly640pm - Product Demos, a Panel Discussion and an Audience QA featuring women tech leaders from Better Mortgage, Blockstack, Chainalysis, and RapidSOS720pm - Networking over Cocktails Light FoodAbout our Events All attendees who RSVP are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require accommodation to full y participate in this event, please email hipowertofly.com, and we will contact you to discuss your specific needs.Unfortunately, PowerToFly and its Partners cannot admit outside recruiters to this particular event. Please email hipowertofly.com if you have any questions about this policy.

New Feature Company Reviews by Employees - FlexJobs

New Feature Company Reviews by Employees - FlexJobsNew Feature Company Reviews by Employees Weve added a handy widget to ur company profile pages that gives you, the job seeker, an insiders view into a company, including reviews by current and former employees, average salaries for typical job titles, and tips on the companys interview process from people who have gone through it before.This Glassdoor Widget comes to us from Glassdoor.com, a website dedicated to giving job seekers, an inside look at jobs and companies. We love this feature because it helps job seekers make better informed decisions about which jobs theyre applying to and which companies theyd like to work for.Company Reviews by Employees If you go to any company listed in our Guide to the Best Companies for Flexible Jobs, like csar Permanentefor example, after our unique description of the company, youll see the Glassdoorwidget. It has three tabs one for salaries, one for overall reviews, and one for interview quest ions and answers. In fact, it looks just like thisThe widget is available for any company within our Guide which is also in Glassdoor.coms database. Because Glassdoor.coms database is so extensive, most large and many smaller companies should have a widget on their page.In addition to being available for companies in our Guide to the Best Companies for Flexible Jobs, youll find this handy widget on our job listings. When youre viewing a specific job, you can click the + sign to expand the Employer Info section and thats where youll find the widget. It looks like thisWe hope this widget gives you lots of helpful information as you continue your search for a flexible job. And if youd like to review your current or former employer, definitely check out Glassdoor.com to let others know about your experience.

3 Keys to Worry-Free ERP

3 Keys to Worry-Free ERP3 Keys to Worry-Free ERPThis post is originally from The Protiviti View.Protiviti, a subsidiary of Robert Half, is a global consulting firm that helps companies solve problems in finance, technology, operations, governance, risk and internal audit. The Protiviti View, the companys blog, features commentary, insights and points of view on key challenges and risks facing companies today.Search Enterprise Resource Planning (ERP) on Google, and youll find tales of epic failure outnumber success stories seven to one. If I had a $100 bill for every CFO I have heard complain about his or her frustration with an ERP platform, Id have a serious bankroll on my hands. Today I thought Id even the score a little by offering my two cents (since I dont have that bankroll, unfortunately) much of this courtesy of Protivitis own ERP leaders and experts on how to make your ERP selection succeed.The keys, youll see, are to address critical areas before selecting and designing y our ERP system.Key 1 Manage ChangeI could spend days debating the fine points of SAP versus Oracle and Microsoft. But frankly, thats their job. Success or failure, more often, depends not on functionality, but on managements ability to get employees, suppliers and buyers aligned behind the implementation effort.Like diet and exercise, ERP implementations typically fail for lack of commitment and/or motivation. What looks like progress from the boardroom or C-suite streamlined processes, increased accountability and enhanced analytics may spark fear in the rank and file, as well as resentment from suppliers, who have their own billing systems (for better or worse) and may need to be shown exactly how your organizations desire for process improvement also benefits them.This Whats in it for me? factor cannot be overestimated. ERP solution providers know this only too well, and have developed implementation strategies to deal with it with varying degrees of success. Therefore, identif y companies that have successfully navigated these waters, ask your prospective ERP solution providers about their implementation strategies and adapt proven best practices to your needs.Tone at the top is critical when you are implementing a change of this magnitude. Make sure your operational managers are informed and well represented on the ERP project gruppe, and make it clear that this project is important to you. Surveys by both PayStream Advisors and the Institute of Financial Operations cite lack of executive leadership/commitment as one of the primary hurdles for data automation initiatives.Key 2 Optimize Your ProcessesYou wouldnt plant a garden without weeding it. The saatkorn principle holds true in ERP solution design. Bad processes, even automated ones, merely get you to bad results faster. (Garbage in, garbage out.)To get better results, you need to start with a clear picture of what success looks like to you and your board, and reverse-engineer your way to the ERP fea tures and solutions that will deliver results to your satisfaction.Given a focused picture of what you want to accomplish, make sure you empower your line managers to take a close look at current processes. The goal here is to simplify, focus and automate the work and eliminate the workarounds. Encourage them to poke into the dark corners and examine the hand-offs in the white space between processes, and make it clear that there will be no sacred cow legacy systems. Everything you exclude will live on as an extra step and an obstruction to one-touch processing. Empowering line managers to define business requirements provides them a much-needed stake in the outcome of the implementation process.Be sure that your teams process mapping accurately reflects the complexity of all critical data streams, especially consolidation of data from multiple legal entities, revenue recognition, pricing, contracts, taxes, and data from geographically dispersed regional and satellite offices. Compl iance and mobile applications are emerging concerns, as well, that should be addressed.Only after your team has a clear understanding of the project scope and the critical integrations required should you authorize them to begin designing the ERP solution, which is, in its simplest form, a fastidious mechanical clerk that takes in data and processes exactly as instructed, and answers questions and grants access according to established business rules and chain of command.Key 3 Use Business Requirements to Focus the Selection ProcessBy defining the requirements upfront, your team can enter the ERP vendor bid process well informed, and less likely to purchase unnecessary modules.Demonstration scenarios based on your teams solution design help vendors tailor their presentations, and will give your team a better sense of how each system will perform specific tasks, under the specific conditions and complexities prevailing at your company.Finally, depending on your organizations specific needs, encourage your team to explore the viability of cloud-based ERP solutions. behauptung subscription-based services have evolved to offer high-quality service with built-in maintenance and real-time system upgrades, at a fraction of the cost of maintaining your own system in-house. All major ERP solution providers now offer such solutions, typically known as Cloud Stacks incorporating infrastructure, platform and software in a tiered structure for optimized data retrieval.The above keys will enhance your organizations chances for success.Have you recently implemented or upgraded your ERP system? How did it go? Please share your strategies for a successful implementation. I also have listed below a couple of Protiviti white papers (links included) that may interest youERP Implementation Risk Identifying, Monitoring and Remediating Issues Throughout the Project to Ensure SuccessJim

How hitting rock bottom can be the best thing for your career

How hitting jupe bottom can be the best thing for your careerHow hitting rock bottom can be the best thing for your careerWhen we lose a job we loved, the loss can make us feel like weve hit rock bottom. We look up from the hole we find ourselves in, thinking that well never be able to bounce back from the job loss. But a new study published in the Academy of Management Review found that feeling like you have hit rock bottom can be the hard reset button your career needs.Losing your job can be liberatingWhen youve lost a highly valued job, you lose your old work identity, but you also can lose the dead weight of coworkers in-fighting and company bureaucracy. In this way, the studyslead author Dean Shepherd found that people who reach rock bottom have a liberating opportunity because they are now free from the delusions holding them back from changingIt is a mindset that tells us that the old identity is no longer available and not salvageable. This can be liberating. It liberates us from the constraints that we have faced in the path to try and hold on to the past, he told Ladders. Having cut the ties to the past and thus expectations for oneself for the future, an employee can take this opportunity to play with different potential opportunities.For his study, Shepherd developeda rock bottom model that showed how newly liberated employees can use their canning to form new work identity.When youve lost a job, you can either react negatively and become prevention focused or react positively and become promotion focused, the study outlines. When you are prevention focused, you develop a strong need for security and are more likely to engage in the cognitive deconstruction of drugs and alcohol as a dysfunctional path.The study uses the cautionary tale of a prevention focused injured military veteran who avoids trying new roles due to the perceived risk that a new role might result in failure. But if you are promotion focused, you have a need to grow and develop to find your ideal self. Youre willing to play with your identity and take risks.For example, an injured military veteran who is promotion focused might recognize the value of exploring new options despite his lost career, considering play an outlet to see what is out there and to identify what might be, the study states.How to play with identityWhen you hit rock bottom, it may feel like you have nothing to lose. Embrace that sense of possibility to take risks with your next career move.Understandably though, we are psychologically vulnerable after losing a valued job. To safely play with risky new work identities in this emotional state, Shepherd suggests,creating a few simple rules that define the action and the situation as play - no evaluation, no judgment, the more extreme the better.Feel free to get a little out there with your career experiments. Maybe embrace the play element by dressing up in the role or acting it out. Seems a little strange but with little to lose, it is on e of our few alternatives and it can be productive, Shepherd said.So when you feel like youre at the bottom of your career, see it as an opportunity to grow quickly in a new direction. It can be a schadstoff people in comfortable jobs are unwilling to take.Avoiding hitting rock bottom may result in people persisting in a job that does not feel like a good fit with who they see themselves as, Shepherd said. Hitting rock bottom provides the opportunity to change ones life such that looking back, these individuals are likely to have grown more than those who never hit rock bottom.