How Johnson Kee Bought a Job

How Johnson Kee Bought a JobCan you imagine buying a job? Moreover, can you imagine buying a $47,500 job for a little under $11.00? Johnson Kee did it.Johnson welches a call center workerand not overly happy about it. He was a writer, not a phone jockey. Hed been looking online, trying to find something that would be more suitable for his skill set, and having no luck. Finally, he started scouting around his university network, and found a job in his sector. But he knew that he was going to have to make himself stand out from all the other applicants.Johnson employed direct absatzwirtschaft strategies along with a dose of common sense. He knew he had to get his application in quickly, he had to stand out, and he had to make himself unforgettable.He compiled a portfolio of just about everything hed ever writtenblog posts, web content, press releases, etc., and printed them off. Then he wrote a press release specifically for the company he was targeting. He had it professionally bound, called the company to introduce himself and let them know what theyd be receiving, and mailed off the bound copy.In this instance, Johnson bypassed technology his potential employer was inundated with e-mails, so Johnson went low-tech and got noticed. When you get a big, bulky envelope in the mail, youre going to open it just out of curiosity and when the potential babo opened the envelope, there was Johnsons face on the front of the bound document.No one else took the same approach. And therefore, Johnson stood out. His bound application was physically in the bosss office, always visible. Every time he looked at it, he was reminded of Johnson. How could he not call? The sheer size of the document indicated that Johnson was serious about landing this job.So, what have we learned from this? Do something that will make you stand out from every Tom, Dick, and Harriet whos applying for the job you desperately want. You dont have to take Johnsons approach be creative, and put your own p ersonal stamp on your job application. Make it impossible for them to ignore you. If nothing else, you might get a call just because your potential boss is bored and wants to meet the person who thought outside the box.Johnson Kee is now working as a copywriter and marketing strategist in Melbourne, Australia.Lets network Connect with me on LinkedIn here.

How to Build a Womens ERG at Your Company

How to Build a Womens ERG at Your Company The World Economic Forum estimates that it will take 217 years to close the workdistribution policy gender gap. At Fairygodboss, were making it our mission to shorten that timeline. Thats why we convene an annual summit, GALVANIZE, thats designed to equip geschftlicher umgang leaders with actionable strategies that will make their womens networks more powerful.Held Oct. 15-16 in New York City, GALVANIZE 18 convened more than 200 executives and leaders of Employee Resource Groups (ERGs). Among the speakers was Valerie Kay, Chief Capital Officer of LendingClub, who shared the insight shes gained while leading her womens network, LCWIN Womens Internal Network. She spoke about seven key practices that have helped her develop and increase the efficacy of her own ERG1. Make the group structured.When Kay joined LC WIN in in 2016, there was no one leading the group it was run by a committee. There were strong, talented women on the steering committee , but after about six months, I said I would like to try to run the group because I felt like it needed more structure, she said. Kay suggests running an ERG like youd run a business, with formal leadership roles in place. She added that LCWIN is in the process of rewriting its business plan with intentionality as she and her colleagues approach their strategy, they ask themselves, How do we take what we have and help advance women at LC and be very prescriptive about it?2. Think about your clients just like you would when running a business.When launching a womens ERG, Kay says that the first question you should ask is, who is my client? Hint your client is women at your company Ask yourself what they need and what they want. We send out surveys and we send out questionnaires to find out what they need and what they want just like running any business, Kay explained.3. Find an executive sponsor......and do your research before approaching them. If you have this idea and you want to launch something, do your research. Dont go in cold, Kay said. Go to the CEO or executive sponsor, show them the data, and say, We need this. Do I have your sponsorship? Will you be supportive?The executive sponsor should be someone who helps you with budgeting and influencing, and someone who galvanizes support and resources for you. If Im asking for more money, if I can tie it to a business need, it always makes it easier for an executive to say yes, Kay added.4. Think about both short- and long-term goals before you launch the group.Be thoughtful about what short-term goals you need to set in order to set yourself up for long-term success. Kay suggests recruiting a steering committee and co-chairs so you can launch the group with an effective infrastructure. LCWIN, she shared, has decided to focus on four particular areas professional development, networking, mentorship, and trying to give back to the business. Within each of these areas, LCWIN has different people in charge w ho set specific goals.5. Collaborate with other like-minded groups and initiatives at your company.No employee resource group exists in a vacuum, and oftentimes, there are other internal networks with similar missions that can amplify each others efforts. At LendingClub, for example, LCWIN has partnered with the companys Diversity and Inclusion initiative, sharing best practices and making both groups agendas even stronger.Because LCWIN has been a particularly effective ERG, its become a model for all of LendingClubs ERGs. We coordinate calendars, we cohost, we cosponsor, we do events together and I think that is very helpful, Kay said. We also have a playbook, we have a business plan, and we share how we came up with the business plan and how we were able to recruit executives.6. Plan for the future generation of female leaders.Make sure your ERG works with executive leaders on succession planning. At LendingClub, for instance, theres a program in place to elevate women into leade rship roles. Weve handpicked about 30 women who we think are the next people to be promoted to senior director or VP this is our next generation of future leaders, Kay said. Were investing time and money in them to help them figure out how to go up the ladder and elevate themselves.The company also hosts a lunch and learn series twice a month where senior women talk about who they are and how they got to where they are now.7. Engage men.Though womens networks are implemented to help elevate women, engaging is critical to these groups success. We try to involve men as much as possible because its an opportunity to educate and implement, Kay said. As men are so often sitting at the top of businesses with much of the decision-making power, involving them is critical. Thats why LendingClub has recently launched an allyship program through which they approach male leaders and ask them to take specific actions in order to serve as allies.

An Honest View of Writing Tips on Creating a Resume

An Honest View of Writing Tips on Creating a Resume The Fundamentals of Writing Tips on Creating a Resume Revealed If you really feel like the hiring manager is hoping to convince you that the provider is the best then watch out, it might be that they have a terrible reputation or other disturbing issues about the company theyre attempting to hide. Drawing up a resume is step one, so attempt to look for a little bit of advice on creating one that is going to catch an employers eye. If you are extremely much confident, it is a fantastic concept to an outsiders help. The best method to get hired is to get a resume that stands out. The Basic Facts of Writing Tips on Creating a Resume After writing every detail on paper, you can plektrum the most relevant one in your resume. There are 3 major resume formats utilized for writing the resumes. If you would begin writing the resume directly, you might miss out any vital details that could force you to stick out from the crowd of a pplicants. When youre writing the resume, its important to present the details in an attractive method. Perhaps theres no possibility of promotion, or you are just bored. Again, whether you include an objective on day one of your resume is dependent on a few factors. As a consequence, a resume is likely to need to get written up listing every achievement gained, every skill learned and containing a few references. A plethora of relevant interests also demonstrate how active and dynamic youre. Your own personal life can be impacted severely as you might not have enough time to keep your social contacts beyond the cabin life. Look Beyond Your Professional Life Its crucial not to forget that youve got a life beyond your career. The Hidden Truth About Writing Tips on Creating a Resume Thus, you must design a separate resume based on the profile of the company for each application. Based on the region of law for which youre submitting a resume-and if you have sufficient year s of experience-you might want to include things like a transaction sheet as a portion of your resume. Things You Should Know About Writing Tips on Creating a Resume Its better to think of whatever youve completed that has required responsibility to demonstrate how great an intern youre likely to be. Clearly, ditching unhealthy foods and visiting the gym dont stand an opportunity. 1 thing to consider about resumes, nevertheless, is they must not be overly long. The Chronicles of Writing Tips on Creating a Resume If youre asking for a creative lokalitt youre able to use something more colorful. A resume is more than merely a bit of paper, and as a work seeker its your obligation to allow it to be simple for the reader to conclude that youre the ideal candidate for an interview. Ensure every detail is somehow pertinent to the job that you desire. Most Noticeable Writing Tips on Creating a Resume No employer spends over 30 seconds to take a look at the CV, which means that yo ur CV must show qualities and skills an employer is searching for in cabin crew being recruited. Your CV ought to be balanced. CV Writing Services UK have seen a big increase in demand over the past couple of years. Focusing on true CV optimisation your private consultant will allow you to focus your CV writing to a particular business or role. Writing and including a reference sheet with your resume is one method to demonstrate which you are fully prepared and prepared to join the work force. For instance, you should not fill the very first page only with skills leaving behind no room for different subheadings on the very first page. Complete with a complete spelling, punctuation and grammar check a lot of the effort will be on creating the proper tone for your CV considering all the required industry particular caveats. If you state on your resume that youre fluent in a foreign language, then you have to be sure that youre fluent in that special language.

6 Things to Never Say to a Recruiter

6 Things to Never Say to a Recruiter6 Things to Never Say to a Recruiter How many times have you heard that popular refrain? Too many to count. However, when it comes to the job search process, many job binnenseekers think that this advice only applies during the scheduled phone calls, interviews and interactions with the hiring manager and your potential team. After all, isnt the recruiter just the go-between, the person who arranges interviews and leases between candidate and anfhrer? Wrong. The recruiter is a stakeholder and is an integral part of the hiring process. To overlook or underestimate his or her influence is a big mistake.Every interaction with a potential employer should not only be professional but it should dictate that you are purposeful and thoughtful about everything you say. Whether its just a quick text through segeltuchschuh or a phone call to discuss salary expectation, choose your words wisely to ensure your own success.Here are six phrases to never say to a recruiter if you want a competitive job offer.Much like dating, the smell of desperation in the job search can be palpable. Whether the bills are piling up, your current gig is an absolute dead end, or whether this is your dream company, avoid telling a recruiter that youll take anything for a few key reasonsNever settle for the opening salary offer. Never. A salary negotiation is a collaboration, and a key ingredient of a successful collaboration is good communication, says Josh Doody, author of Fearless Salary Negotiation . Youll often get a job offer that seems really appealing, and it might be far more than you expected. Your instinct in that case might be to just accept the offer because its so good.However, you should be prepared to negotiate your salary and know how much you could earn given your skills, education and location by using Glassdoors Know Your Worth personal salary calculator.Instead of blindly accepting their offer, do your research. Then, D oody says, formulate a counter offer to see how much you can improve it. The negotiation should end with the company saying Yes to you. Once they say Yes to you, or you run out of things to ask for, then you are finished negotiating.Complaining about your last company is a big no-no. Barring some really unique circumstance, griping about your former boss, colleagues or work environment can be detrimental to your interview process as well as your professional reputation.Instead of making such a blunt statement, critically evaluate how you have navigated challenges on the job. Share with the recruiter how you have coped and actually thrived in spite of less than ideal circumstances. Just remember, trash talking is a no no.While there may be truth to this statement, save it for your friends over drinks. Do not share this with a recruiter. When asked for a list of recommendations, rarely will a recruiter counter your list with a comment like, Why didnt you include your last boss? Refere nces and recommendations should come from people who can speak to your accomplishments, successes and positive work experiences. Glowing recommendations are a big part of putting your best foot forward.However, recruiters arent likely to care about the less than savory relationship you had with your former boss. Nix the gossip. Offer up the best recommendations you can and if you are questioned about the absence of your most recent boss in that bunch, simply reply, The group of people I provided are best suited to speak to my accomplishments, work ethic and abilities. I think theyll provide you with a 360-degree view of why Id be an excellent fit for this role.Unless there has been a death in the family or a critical emergency, canceling an interview on the day of is tantamount to saying I dont really want this job and I dont respect you or your time.If you need to adjust the time or youre running late, be transparent. Being late to an interview with no explanation or without emaili ng or calling ahead to say they are running late. This one will knock out 99% of interviewees, says Jamie Hichens. Senior Manager of Talent Acquisition at Glassdoor. At the very least, if youre running late, call and offer an ETA, an explanation, or an offer to reschedule. And remember to apologize for the inconvenience.Depending on the size of the company, job applications can receive hundreds or thousands of resumes per position. And while recruiters try to respond to everyone, sometimes its harder than jobseekers may think. Thats no reason to be curt with a recruiter or make a passive aggressive comment like this. Use your time with a recruiter wisely by focusing on the role, the company and your unique fit for both. Dont waste time or diminish your chances of a positive interview experience by making snarky comments.There are a few ways you can avoid the black hole. With the increased use of online applicant tracking systems even among smaller companies, it means the recruiter o r hiring manager may not see your resume unless you use just the right keywords, says Mikaela Kiner, Founder/CEO of UniquelyHR. Referrals also increase the likelihood that a recruiter will see your resume. If you dont have a personal connection, use social media to find out who does. Dont be embarrassed to ask someone to make an introduction on your behalf, people do this all the time. If youre uncomfortable asking for favors include an easy way for them to say no, like If youre not comfortable connecting me, I completely understand.

Customize this ICU Nurse Resume

Customize this ICU Nurse ResumeCustomize this ICU Nurse ResumeCreate this Resume Sheila Herrera3947 Raver Croft DriveChattanooga, TN 37403(777)-963-5363s.herrerasmail.comObjectiveTo obtain a position as ICU Nurse in an acclaimed hospital to provide quality patient care and medical service to its clientsSummary of QualificationsLicense/ Certification Registered Professional Manager for Medical ICU and Progressive CareStrong clinical knowledge, financial skills and managerial skillsProficient in using MS Office Suites and PC applicationsExperience in Critical Care, BLS and ACLSKnowledgeable and compliant to HIPAAPractices non-disclosure of patient files and conditionsProfessional ExperienceManager Nurse- ICU, January 2007- PresentScott White, Temple, TX ResponsibilitiesVisited and attended 25% of patients daily with focus on patient satisfaction.Assisted and helped with successful patient complaint resolution with immediate service recovery initiates with successful resolution.Invest igated and looked into patient complaints with prompt follow-up. Conducted surveys and interviews to get publics appraisal of existing offered services.Took note of suggestions and recommendations from patients and reported feasible ideas, for consideration by management.Conducted and led 2 post-discharge calls/contacts to patients/family daily with provision of follow-up to Nurse Director.Staff Nurse- ICU, May 2004- December 2006Liberty Hospital, Liberty, MO ResponsibilitiesAssisted patients and rendered services to ensure that they are in their best condition.Checked and monitored patients progress by the hour, especially those who are admitted with alerted conditions.Sustained patients with the proper diet and medication, as required by the medical doctors.Executed and performed patient documentation, direct patient care/ assessment and medication administration. Participated and took part in the quality improvement process.Initiated and maintained positive relationships with pat ients/customers.Supported the hospital in their venture towards providing proper, advanced and affordable healthcare.EducationMasters Degree in Nursing, 2004Yale UniversityBachelors Degree in Nursing, 2002Yale University Customize ResumeMore Sample ResumesHockey Coach Resume Hydrogeologist Resume Hydrologist Resume ICU Nurse Resume ICU RN Resume Imagery Analyst Resume Immigration Paralegal Resume

7 ways managers motivate and demotivate employees

7 ways managers motivate and demotivate employees7 ways managers motivate and demotivate employeesFew things are as costly and disruptive as managers who kill morale. Demotivated employees underperform and then walk out the door at the first opportunity.The scariest thing is how prevalent this lack of motivation is. Gallup research shows that 70% of employees consider themselves to be disengaged at work.Organizations know how important it is to have motivated, engaged employees, but most fail to hold managers accountable for making it happen.When they dont, the bottom line suffers.Research from the University of California found that motivated employees were 31% more productive, had 37% higher sales, and were three times more creative than demotivated employees. They were also 87% less likely to quit, according to a Corporate Leadership Council study on over 50,000 people.Gallup research shows that a mind-boggling 70% of an employees motivation is influenced by his or her manager. It s no wonder employees dont leave jobs they leave managers.Making things worseBefore managers can start creating motivated, engaged employees, there are some critical things that they need to stop doing. What follows are some of the worst behaviors that managers need to eradicate from the workplace.Making a lot of stupid rules.Companies need to have rules- thats a given- but they dont have to be short sighted and lazy attempts at creating order. Whether its an overzealous attendance policy or taking employees frequent flier miles, even a couple of unnecessary rules can drive people crazy. When good employees feel like big brother is watching, theyll find someplace else to work.Letting accomplishments go unrecognized.Its easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Rewarding individual accomplishments shows that youre paying attention . Managers need to communicate with their people to find out what makes them feel good (for some, its a raise for others, its public recognition) and then to reward them for a job well done. With top performers, this will happen often if youre doing it right.Hiring and promoting the wrong people.Good, hard-working employees want to work with like-minded professionals. When managers dont do the hard work of hiring good people, its a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion thats given to someone who glad-handed their way to the top, its a massive insult. No wonder it makes good people leave.Treating everyone equally.While this tactic works with school children, the workplace ought to function differently. Treating everyone equally shows your top performers that no matter how high they perform (and, typically, top performers are work horses), they will be trea ted the same as the bozo who does nothing more than punch the clock.Tolerating poor performance.Its said that in jazz bands, the band is only as good as the worst player no matter how great some members may be, everyone hears the worst player. The same goes for a company. When you permit weak links to exist without consequence, they drag everyone else down, especially your top performers.Going back on their commitments.Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesnt honor his or her commitments, why should everyone else?Being apathetic.More than half of people who leave their jobs do so because of their relatio nship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employees success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. Its impossible to work for someone eight-plus hours a day when they arent personally involved and dont care about anything other than your productivity.Making things betterOnce managers have eradicated the seven negative behaviors that demotivate their best people, its time to replace them with the following seven behaviors that make people love their jobs.Follow the platinum rule.The Golden Rule (treat others as you want to be treated) has a fatal flaw it assumes that all people want to be treated the same way. It ignores the fact that people are motivated by vastly different things. One person loves public recognition, while another loathes being t he center of attention. The Platinum Rule (treat others as they want to be treated) corrects that flaw. Good managers are great at reading other people, and they adjust their behavior and style accordingly.Be strong without being harsh.Strength is an important quality in a leader. People will wait to binnensee if a leader is strong before they decide to follow his or her lead or not. People need courage in their leaders. They need someone who can make difficult decisions and watch over the good of the group. They need a leader who will stay the course when things get tough. People are far more likely to show strength themselves when their leader does the same. A lot of leaders mistake domineering, controlling, and otherwise harsh behavior for strength. They think that taking control and pushing people around will somehow inspire a loyal following. Strength isnt something you can force on people its something you earn by demonstrating it time and again in the face of adversity. Only then will people trust that they should follow you.Remember that communication is a two-way street.Many managers think that theyre great communicators, not realizing that theyre only communicating in one direction. Some pride themselves on being approachable and easily accessible, yet they dont reallyhearthe ideas that people share with them. Some managers dont set goals or provide context for the things they ask people to do, and others never offer feedback, leaving people wondering if theyre more likely to get promoted or fired.Be a role model, not a preacher.Great leaders inspire trust and admiration through theiractions,not just their words. Many leaderssaythat integrity is important to them, but great leaders walk their talk by demonstrating integrity every day. Harping on people all day long about the behavior you want to see has a tiny fraction of the impact you achieve by demonstrating that behavior yourself.Be transparent.Good managers are transparent and forthcoming about company goals, expectations, and plans. When managers try to sugarcoat, mask, or euphemize in order to make things seem better than they are, employees see right through it.Be humble.Few things kill motivation as quickly as a bosss arrogance. Great bosses dont act as though theyre better than you, because they dontthinkthat theyre better than you. Rather than being a source of prestige, they see their leadership position as bringing them additional accountability for serving those who follow them.Take a genuine interest in employees work-life balance.Nothing burns good employees out quite like overworking them. Its so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing to them it makes them feel as if theyre being punished for their great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you dont get anything out of the extra work.Bringing it all togetherIf you cultivate the characteristics above and avoid the demotivators, youll become the kind of boss that people remember for the rest of their careers.Travis Bradberry is the co-author ofEmotional Intelligence 2.0and the co-founder ofTalentSmart.Thiscolumnfirst appeared onLinkedIn.

3 Bad Ways Youre Comparing Yourself to Others -The Muse

3 Bad Ways Youre Comparing Yourself to Others -The Muse3 Bad Ways Youre Comparing Yourself to OthersYoure surrounded by the competition.You may be working like a machine to build your career, but in this competitive world, theres a grinding of metal on metal- a tension that makes you compare yourself to others. Colleagues with higher salaries. Peers with faster career advancement. Friends with better titles and greater freedom.Its everywhere. And its inevitable. However, those comparisons always take away from your sense of self and never actually get you ahead, so its vital that you learn how to stop comparing your professional path to others. To help you do that, here are three common beliefs that people often impose on themselves- and how you can turn your mindset around.Belief 1 Other People Have All the LuckPart of me wants to be Benedict Cumberbatch.Hes smart and funny and looks pretty good in a suit. Hes insanely talented and could fill 221b Baker Street to the roof with all h is cash. Hes engaged to someone gorgeous, and hes been cast as Dr. Strange in the Marvel cinematic universe (trust this geek- thats huge). Lucky son of a gun.Why do I have to struggle in a small town in Kent, when I could be on the red carpet with Hollywood throwing money at me? The injustice of it all.The notion that others have all the luck, while you get none of the breaks, is nasty. More than a simple demonstration of envy, its envy without recognition of your own capability. Its envy without effort, with a sprinkling of ignorance.Luck isnt a passive experience where the world simply gives you something on a silver platter it requires you to make effort and notice an opportunity to make something happen. If I choose not to recognize Mr. Cumberbatchs talent, his years of craft, or his love for what he does, then Im really missing the point.Instead of looking at the guy who just landed the promotion or the girl who just scored some major praise and chalking it up to blind luck, lo ok for opportunities for how you can do great work, too. Belief 2 Other People Have Something I DontOther people are younger than me. Many are mora talented. Some are better looking. A handful are funnier.But even though I know that, I sometimes catch myself thinking, Why are they so much better than me?I know youve had similar thoughts. You look at that guy in your department and wonder how everything comes so easily to him. You watch a woman lead a meeting or a workshop and convince yourself that you couldnt do it as well as she did. You see the new employee and wonder if you were ever that talented and passionate.Everyone makes these comparisons, because we all fear that were not good enough. We all fear that well be called out for our shortcomings. We all fear that well screw up. But these arent healthy comparisons. Its one thing to compare avocados for ripeness or bed linens for luxuriousness, but comparing your insides with someone elses outsides is BS.Comparing your worst tho ughts about yourself with the best possible perception of other people is crazy- like having a dream that youre in a board meeting without your clothes on, and then getting a full-body tattoo of a business suit just in case it actually happens.So stop it.Face it Some people are more talented than you, and some less so. Some have more experience, and some less so. Some have whiter shirts, and some less so.Those facts only detract from your capability if you think they do.Belief 3 Other People Are More SuccessfulSuccess is a bizarre concept. It suggests that if you work and work and work, theres a tipping point where things suddenly move from being unsuccessful to successful. It suggests that other people easily achieve this thing called success, while you have to work harder to attain it. And perhaps worst of all, it suggests that success is some kind of endgame, a place where you can sit back, stop trying so hard, and enjoy the good life.But the truth is, success is too often just a mirage a constantly moving target that never really existed in the first place.To truly achieve success, you first have to unpack what it really means to you. For example, maybe you value being your own boss, creating something that matters, being part of something bigger than yourself, surrounding yourself with talented people, or any one of a million other things. Until you define your version of success, it will forever remain a comparative concept where others are always more successful than you.All of this leads us to one important question What would it take for you to let go of the urge to compare yourself to others?