New Insider Information Videos What Cheryl Snapp Conner Thinks of Hiring and Job Search

New Insider Information Videos What Cheryl Snapp Conner Thinks of Hiring and Job Search Cheryl Snapp Conner was the PR Director at Novell, and then went on to start her own very successful PR firm.  I met her years ago, when I was just starting JibberJobber, and have always admired what she has done in her business, as well as how involved she is in the community. I spent almost 40 minutes with Cheryl talking about her experience building her team, and we talked about entrepreneurship (specifically, the idea of a professional choosing to stop a job search and start their own business, like she did), as well as blogging (as a job seeker), personal branding, and more. This interview is part of the Insider Information videos the second one released (the first was with Ash Buckles). To get access to this, and future insider videos, simply go to the videos page (Tools, JibberJobber Videos) and click on the more link in the yellow box.  This goes to the payment page, where you can get one month access for $9.95, or a monthly subscription, or get 20% off (you pay $99) if you purchase a year of access (If you get it now, the year will expire July 1 of 2018, just because we got more videos to put in nice bonus, huh?). Want 50% off? Upgrade to JibberJobber for a year (which is 50% off of full price) and one year of the Insider Information videos  youll get 50% off of JibberJobber and all of the videos.  One year of JibberJobber and one year of Insider Information videos will save you $120. Any questions? Email me: Jason at JibberJobber.com New Insider Information Videos What Cheryl Snapp Conner Thinks of Hiring and Job Search Cheryl Snapp Conner was the PR Director at Novell, and then went on to start her own very successful PR firm.  I met her years ago, when I was just starting JibberJobber, and have always admired what she has done in her business, as well as how involved she is in the community. I spent almost 40 minutes with Cheryl talking about her experience building her team, and we talked about entrepreneurship (specifically, the idea of a professional choosing to stop a job search and start their own business, like she did), as well as blogging (as a job seeker), personal branding, and more. This interview is part of the Insider Information videos the second one released (the first was with Ash Buckles). To get access to this, and future insider videos, simply go to the videos page (Tools, JibberJobber Videos) and click on the more link in the yellow box.  This goes to the payment page, where you can get one month access for $9.95, or a monthly subscription, or get 20% off (you pay $99) if you purchase a year of access (If you get it now, the year will expire July 1 of 2018, just because we got more videos to put in nice bonus, huh?). Want 50% off? Upgrade to JibberJobber for a year (which is 50% off of full price) and one year of the Insider Information videos  youll get 50% off of JibberJobber and all of the videos.  One year of JibberJobber and one year of Insider Information videos will save you $120. Any questions? Email me: Jason at JibberJobber.com

Consultant Resume Examples

Consultant Resume ExamplesWriting a consulting resume is something very much different from writing a regular job application. The key difference is that this one is for a consultant who is actually looking for work, not merely being interviewed by a potential employer. Consulting resumes are similar to all other job applications in that they need to be brief and to the point. They must not go into great detail about your work history, but should provide a summary of what you have accomplished and the kind of experience that you are looking for.When you write a consulting resume, it is important to avoid sounding too professional. You don't want to sound like a sales letter. Instead, simply use language that would be used by an employer when interviewing new employees. In this case, your objective is to highlight your credentials as a competent business consultant. While your references may have worked for a small firm or a larger firm before, the bottom line is that you want to use language that says that you're looking for an entry-level job, and not a higher position.Before you look at hiring a consulting resume examples, there are a few things that you should look for. One of the first things you should do is determine whether or not the source is reputable. If the material that is being offered to you is simply a resume, then you can be sure that it is less than professional. Professional consultants tend to use templates to make their resumes stand out. However, if the material offered to you is a sample, it is going to be more difficult to determine if it is one that was written by a professional consultant.The second thing that you need to look for is whether or not the example resumes being offered are well written. It is really easy to come up with a few catchy phrases, but the only thing that will really make you stand out from the crowd is the ability to tell a compelling story. You will find that this is one of the most important components of any successful resume. After all, the kind of material that is provided to you is going to be very important in getting you an interview.It is best that you find examples that are professional looking and that provide a number of different ways that you can spell your name. This is not an opportunity to make up some unusual spelling for your name. You need to present yourself as a person who is professional and above all else professional at communicating what you are capable of. Your effort to make yourself appear professional is likely to be noticed.Speaking of communicating, there are a number of other important components that you should pay attention to when looking at consulting resume examples. For instance, the paragraphs are not going to be short. They are going to be full of details about your skills, accomplishments, and other information that will help to show your value. If you don't come across as sincere, it is unlikely that anyone is going to hire you.In addition, you sh ould be careful to know your target market. This is an area where consulting resume examples can vary a lot. Many people choose to submit their resumes in a variety of formats, while others prefer to focus on one particular format. However, you should still make sure that you use a format that is the most appropriate for your field of specialization.No matter what type of consultant you are, it is likely that there are companies in your field that use consulting resume examples as a way to solicit responses. You should be able to gather a number of samples, which will enable you to have a good idea of how a good one looks, without having to spend money on someone to come in and do the work for you.

Why Flexibility is Important to Your Recruitment Strategy

Why Flexibility is Important to Your Recruitment Strategy It is alarming to still hear the challenges that many individuals have once recruited into an organization that describes themselves as providing “flexibility”. In working with professionals of all ages and all organizational levels, it is still evident that many organizations spruik this right during the attraction phase, but once reality hits, clearly do not have an environment that supports flexible work arrangements. Cambridge English Dictionary defines flexible as: “able to change or be changed easily according to a situation” and “able to bend or be bent easily without breaking”. This is exactly what a flexible work arrangement is meant to achieve. When talking with all individuals, including those with and without carer responsibilities, flexible work arrangements are the opportunity to undertake their role in a way that makes them most productive. For some, this may mean sitting in an office from 8:30 am to 5 pm and taking a 1-hour lunch break at 12 pm every day. For others however, flexibility may mean leaving work a couple of hours early to do the school run a few days during the week, working from home on a set day each week, having time to attend the gym at lunchtime, or working a split day where they can respond to emails in the evening to make up time where they may leave work a little earlier. The reality is, flexible work arrangements are just that. They are an opportunity to work outside of a traditional work agreement to work in a style that improves productivity, does not break the work environment and can change according to a situation. Why should a business offer flexible work arrangements? In a nutshell, research clearly demonstrates that by allowing individuals to work in a way that is best suited to their own style makes them better employees. Life is complicated, and it is becoming more and more complicated on a daily basis. Demands and expectations on life, in general, is making the traditional work arrangement not as attractive for many individuals. This is not just because life is getting in the way of work but the world of work itself is changing. Individuals are more aware of the work environment they need to make themselves more productive, and when they are given the opportunity to work in this way, they are more engaged and satisfied in their work environment. How do I establish a flexible work environment that people do not take for granted? Build a culture of trust. Trust is one of the fundamental issues that can impact being able to create a flexible work environment. For many managers, business owners and workers, they still struggle with the concept that an individual can still perform their work tasks when they are out of sight. It is not that we don’t trust our staff to not do their job when they are not physically in the office; it is about knowing that we can trust them to not take advantage of a flexible work environment. To achieve this it is about building a culture of trust, building across all levels within the business an understanding and appreciation that they are accountable for the work that they do and responsible for the delivery of that work. Talking openly about having faith in the commitment of the staff to the business and to their roles and ensuring that they in return commit to the business. Establish measures that can support all team members to understand their responsibilities To support a flexible culture, having clear deliverables that have agreed measures will ensure that team members are aware of their responsibilities, can deliver to these responsibilities and understand how they will be assessed for their performance. Through establishing these in place, regardless of how the individual seeks to work (flexible or otherwise), they are then able to perform their role with confidence and commitment; building their comfort in their roles and comfort with those around them in knowing that they are committed to delivering these tasks and responsibilities. How can I build a collaborative work environment if I run a remote office? Admittedly, there are challenges in building collaboration when individuals are not regularly collaborating. But there are options to achieve this. Set 1 day a week where all team members are present and at this time arrange a team toolbox meeting, a lunch or something where each team member is present. Build in remote catch up meetings with individual teams to review progress and report on any updates. This can be a 10 minute morning review each day if the work environment requires that, or it can be a 10 minutes catch up once a week. Make this meeting quick, to the point and purely a review and progress update meeting where each team member just identifies what their priority is for that day/week. Still celebrate birthdays and special events as a team. If it is someone’s birthday, offer cake in the office and allow those that are not in attendance to dial in with their own piece of cake if possible. If this is not something that occurs in your work culture, at least send a communication out to the team to acknowledge these special events. Schedule in regular planning days that are not only reviewing progress but undertaking a team development activity. This could be something formal such as an MBTI or PRISM training session, or it could be a day where work is covered off and the afternoon is spent on the golf course. Whatever the most suitable for your team, doing this once to twice a year can create a culture of development, learning, and collaboration. The transition to flexible work arrangements continues to be a challenge for the business environment, but are more important when wanting to create a successful and productive business environment. Younger generations are aware of the way they operate best and value the opportunity to be trusted to work in this way. Individuals with carer responsibilities need this to allow them to still succeed in their career whilst meeting their primary priorities. Experienced professionals want to continue to succeed and know their delivery style well enough to appreciate what makes them deliver on results whilst also knowing that they are trusted enough to be able to work in this style. Talking flexibility just to attract talent and then not delivering on this is detrimental to an employer brand. If you are a business that can offer flexibility, build the culture to support this at all organizational levels and promote the success of this. If you are a culture that cannot sustain this, discuss with potential employees why this is not something that is within your business culture. By doing this you will always ensure that you attract the type of individuals suited to your work environment, and in turn, you build a highly engaged, productive and successful business.

How NOT to Ask for a Raise or Promotion

How NOT to Ask for a Raise or Promotion Many of us need to rethink the way we ask for promotions and raises, because when we do ask, often it aint pretty. Just listen to the answers I hear when I ask, Are there differences in the way men and women ask you for raises and promotions? I know youre busy, I know you dont have time Obama adviser Valerie Jarrett has been the boss in a variety of workplaces. When I ask whether she sees a difference in approach between men and women when asking for raises and promotions, she says, Amazingly, men are almost detached from it emotionally. Theyre really comfortable . . . Women are much more timid and appreciative and polite. Men are very matter of fact, businesslike, unemotional. It isnt really personal. Women are emotional? I ask. Emotional in the sense of apologetic . . . I remember one woman in particular who started with, I know youre busy, I know you dont have time . . . Basically saying, Dont give me the raise? She backed into it badly, is the way I would say it. Valerie tells me. Apologetic and tentative are two adjectives I heard over and over. The editor-in-chief of Newsweek and The Daily Beast, Tina Brown says women often start to apologize with their body language before they even open their mouth. Then theyll begin by saying, Well, you know, Ive been here for a while and Ive been thinking a lot about this . . . Men come in and they just say, Hey, Im not doing this anymore unless I get X. And you think, Of course, of course, of course, you know, you must take care of Joe, Fred, whomever. But women dont do that. They just come in and they look sad . . . And we cant do that! I didnt really want to come to you with this I ask Yahoo CEO Carol Bartz, Have you ever had a woman ask for a raise and apologize for imposing? Oh, absolutely, she says. Bartz trots out a few shes heard: I didnt really want to come to you with this, but, gosh, do you think my bonus percentage could be higher? And, Gee could you just think about it? When they say, I dont know if youll consider, right away they are giving you an out. Of course I wouldnt consider, you just told me not to consider . . . when somebody gives you the reason you can say no, it just makes your job easier. And men? Men will say I believe Im undervalued here,' Bartz tells me. And thats always code for Im going someplace where they value me, and its for these reasons.' When men ask for raises theres always some cost, ad exec Donny Deutsch says. Its always because I did this and if I dont get the raise . . . Theres always [an imaginary] gun to the head, some gamesmanship. First of all, women dont ask as much. And when they do ask, its not Give it to me or else.' When you combine my experience with what I heard from the bosses above, I have to say we women stink at this. Just look at our best opening lines: Im sorry. I know youre busy. I dont know if you have the time. I dont know if youll consider . . . I dont know if this is possible . . . I hate to do this. I dont know if theres room for this in the budget. Im sorry if the timing is bad. I think Ive managed to use everyone of those phrases in my attempts to get a raise. Of course, I used an additional strategy, too what More editor Lesley Jane Seymour calls playing the victim card. Seymour says women present their personal challenges, saying things like, Well, I have this situation or I have that burden or My mother is ill and I have to support her or whatever. Women present their cause, and you have to realize its not a managers job to support your causes, whatever they might be . . . The companies cant say, Oh, I feel sorry for you. Related: Show Me the Money! 4 Things to Remember about $$ and Your Job Search. Mika Bzezinski, author of Knowing Your Value: Women, Money, and Getting What Youre Worth, is a co-host of Morning Joe, an MSNBC anchor and author of All Things at Once. She is also co-host of The Joe Scarborough Show on Citadel Media. She is the mother of two daughters, Emilie and Carlie, and has been married for fifteen years to an investigative journalist at ABC. Image: Shutterstock

How to Find the Best Resume Writing Services in Sydney

How to Find the Best Resume Writing Services in SydneySearching for resume writing services is not an easy task. You will have to exert a lot of effort to search for the most appropriate and professional writing service. Since there are several companies, which offer these services, it is quite difficult to find out which one can be the best.Well, finding the best Australian Resume Writing Services in Sydney requires some efforts on your part. In this article, you will come across several factors that you need to keep in mind while searching for the best professional resume writing services. It is quite hard to find the most suitable one for you as each and every resume writer will have different types of resumes and the template used for writing resumes.The first thing that you should keep in mind when searching for resume writing services is to select the best and most reputed company that provides the best services for every type of resume. Though there are many highly skilled and experienced professional resume writers available in the market, but it is your responsibility to go through the credentials of a resume writer before hiring him/her.A good resume will take about two to three days to create if you hire a well-experienced and talented professional writer. A good resume should reflect your interests, qualifications and skills. On the other hand, an average resume has a mistake that can be cost you an interview or job.A good resume reflects your talents and provides a solid impression about your worth and qualifications. Since, the primary objective of every resume writer is to make the resume interesting and professional. If you can provide you with an impressive and relevant resume, you can easily land an interview.But, if you are searching for Australian Resume Writing Services in Sydney, then you will have to spend some time on researching and checking the background of the company that you are planning to hire. Since, in every industry you will h ave to deal with different companies offering their services in different shapes and forms.Since you are looking for the best professional resume writer in Australia, you will have to narrow down your search by looking for experienced and highly qualified writers who can meet your expectations and needs. You will have to perform a bit of a background check to find out the background of a company that you are going to hire.A professional resume writer will help you a lot in landing a good job. You just have to go through the quality service and search for the most appropriate one.

Writing a Persuasive Resume

Writing a Persuasive ResumeWriting a persuasive resume is not as difficult as it seems. In fact, it does not take much effort and is a breeze to do. While the basics are all the same, the details will differ from one person to another.When a person gets a good job and starts making more money than they can spend, it is a very satisfying feeling. This type of happiness can be a motivating factor for most people to keep applying for more jobs. When you are looking for a new job, you can have a bit of an edge if you know what it takes to get hired. Knowing how to write a persuasive resume will help you get in front of someone who has some experience or maybe even an excellent resume.Writing a good resume is an art that is well worth learning. It will not only provide you with insight about what type of work you are looking for, but it will also make you appear more desirable. This is important because in any industry, the things that make a person's resume stand out from others are usua lly the details make the difference. Some people get caught up in the grandiose description of their previous job or they fail to give attention to the details. In fact, this is a common error that can make it hard to write a good resume.The first thing you should do when you start writing a persuasive resume examples is to make sure you focus on what you can change in your job. Start by listing the biggest jobs you would like to have. This can include positions in customer service, clerical, engineering, sales, human resources, and customer support. As you learn about these fields, you will see how specific each can be.Once you have listed the most specific and important details of the job you want, you will then take those details and look at them from the perspective of the applicant. You should take a look at the job as if the applicant was applying for it. You should make sure you have an exact definition of the duties you expect the employee to perform. You should go over the requirements for everything from job security to hours of work per week. Keep in mind that this kind of research will make you a better candidate.Next, you should start to look at the specifics of the specific job description. If you know the job involves interaction with customers, make sure you check out the requirements for customer service. To some applicants, it might seem like the requirements are unnecessary, but in reality, they might be vital to the applicant. Take the time to read every detail and pay attention to the real details about the job. Then, you will get a better understanding of the job and you will feel more confident when applying for it.Writing a persuasive resume examples will help you write a resume that is interesting, fresh, and specific to the job you are applying for. This will help to get you in front of the right people in a shorter amount of time. You will have a much easier time getting an interview once you write the resume correctly.Write persuasi ve resume examples by doing a little research. Look at the types of things to which applicants are being asked to focus. This will help you write a resume that will get you a job that you can be proud of.

Arbejdsgl - The Chief Happiness Officer Blog

Arbejdsgl - The Chief Happiness Officer Blog I got an email from Christian Thompson who wrote: Im a big fan of the site, and have given my principal a copy of the draft of Happy Hour is 9 to 5. He really seems to be liking it and has actually put a sign up outside of his office that says Arbejdsgl?de in big letters, and then he has a tiny paper next to it that has a link to your site. Thanks! Anyhoo, here is a link to a fantastic article on the ROWE system at Best Buy. Its quite detailed and shows the pros of flexibility and the possible difficulties in implementing it. First: Thanks! Its great to see the concept of arbejdsgl?de spreading :o) Second: I agree on the Best Buy point that is a great article and a great system that Best Buy are putting in place. From the article: The endeavor, called ROWE, for results-only work environment, seeks to demolish decades-old business dogma that equates physical presence with productivity. The goal at Best Buy is to judge performance on output instead of hours. Ive always felt that companies that treat their employees like responsible adults, capable of making decisions for themselves are much more likely to make their people happy at work. After all who is in a better position to manage your work conditions than you? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Tis the season - Hallie Crawford

‘Tis the season What do you get your boss this year for the holidays? How do you handle gift giving but also the donations so to speak your office requests for gifts etc, now and throughout the year. Here’s how you can handle what your office asks for during the holiday season, with grace and greater comfort… Thank you to Terry Wynne, one of our associate certified career coaches, for this article! ‘Tis the season for holiday time at the office and the office wants you to contribute more money than ever. For the office party, gifts for the boss, gifts for co-workers,   gift wrap sold by co-workers’ children, the homeless, the needy, the less fortunate,   and the monthly birthday club. You want to be a team player but if you have more bills than you can afford already to pay, what do you do? First of all, decide which requests you think might be “noticeable” or “trackable.” For example, the Human Resource department contacted one young bank officer saying his monthly pledge to their company-wide “combined giving” charity was less than any other officer. Of course, he was humiliated. Hopefully, you won’t be humiliated if you give something, however small, to any “noticeable” or “trackable” requests so you will   be considered a “team player.” For all other requests, ask co-workers the amount they plan to give and to which requests. You’ll probably find you’re not the only one who does not plan to contribute to everything or who needs to make small contributions. Lastly, ask yourself how you can cut back in order to afford the contributions you do need to make. For example, could you bring your lunch to save money from eating out, not buy the new clothes you wanted, or take the bus instead of driving to work? Under the best of circumstances, budgeting can be difficult, but your goal is try to be a team player, be discrete, choose when to say “no” to multiple requests, and if necessary, volunteer your time instead of money. For example, offer to help plan the company office party if you can’t contribute to it. After all, giving of your time counts just as much as money â€" and in some cases, even more so! and  Terry L. Wynne Certified Career Coaches P.S. Be sure to check out our  LinkedIn Consulting Program  where you can  learn how to effectively leverage your LinkedIn account for your job search and ongoing professional development.