Should I start a business or should I work for a company

Should I start a business or should I work for a companyShould I start a business or should I work for a companyThere are tremendous benefits to becoming an entrepreneur. But it isnt for everyone. To decide whether to launch your own business, you need to take a good hard look not just at the industry you want to conquer, but also at your own skills and psychological makeup.Its a process I went through. Working in a fiercely competitive field (skin care and beauty products), I knew I could work for one of the huge corporations thatcontrolthe vast majority of the industry or strike out on my own. I chose to start my own business.It was absolutely the right call, and Ive never looked back. Through more than three decades, Ive had the gelegenheit to call my own shots. Ive seen what it takes to last and succeed. Ive also seen fellow entrepreneurs come and go, succeed and fail. Here are some of the most important factors to consider in making your decision.Passion for learningTo succeed o n your own, you have to constantly build and update a reservoir of knowledge. You need to know all the latest developments, technologies, and trends that affect your category and your market. You also need to learn what it takes to run a business, from finances to growth strategies to hiring the best employees or contractors. This process never ends, because new ways of doing business keep emerging.So being an entrepreneur means signing up for a professional life filled with learning, every day. Thats why you need a genuine passion for it. If you view learning new information and skills as drudgery, then entrepreneurship isnt for you.I love it. I get excited about attending classes and events despite the time commitment. And my willingness to keep getting educated helps keep clients coming back to me. They trust that Ill find an answer to help them.Motivation beyond moneyIt takes a great deal of time and energy, and even greater risks, to build a company. The idea of one day running an empire or selling your startup for a huge sum of money generally wont be enough to sustain you through all that work. You need a much deeper sense of purpose.If you have this, it will serve as crucial fuel. Im profit-minded enough to make sure my company is financially healthy, but driven more by love for the work itself. Its what gets me going each day.No matter what field youre considering, whether it be to help businesses (B2B) or consumers (B2C), its only worth starting your own business if your love for it is genuine.Confidence in building relationshipsPart of the irony of going off on your own is that, in many ways, it can require you to be even better at building relationships.To find the best people to work with in every aspect of your business, from suppliers to expert advisers, youll have to be confident and comfortable reaching out. I love doing this. Developing real connections with individuals is also a cornerstone in building trust and respect with customers.The in dependence of controlling your own professional destiny is a great potential result of starting a business. But it takes a village to get you there.Fortitude to handle stressI had a stressful childhood. At a very young age, I had to navigate serious challenges due to my family situation. As a result, I became hyper vigilant. The way cats cansee in dim light, I learned to see pathways in situations that may feel dark.I came out of this experience able to handle stress. I dont cave under it I look for ways to get where I need to go. The toughness and resilience that I built up early on have benefited me as an entrepreneur.Ask yourself how good you are at handling stress. Try to think through stressful situations that may arise and how you would react. Speak with business owners about their most stressful times. Make sure you have the courage and fortitude to plow through similar challenges.AdaptabilitySucceeding at your own business will require you to remain steadfast and true to you r principles and goals. But there are some ways in which youll have to bend.As your category and market evolve, youll need to tweak your offerings. As new competitors come along, or existing competitors take surprising turns, youll need to pivot. Even when you have your first successful product or service, youll need to work on improving it and building your next one. No industry succeeds by staying the same anymore. So make sure you have the humility and persistence to always challenge yourself to do better.I wouldnt trade this career for any other. The rewards, in business and life, are tremendous. If you think you have these strengths, then go for it. You just may surprise yourself and find that youre even stronger - and more ready for entrepreneurship - than you realized.Joanne Gogue is a Master Esthetician and Advanced Skin Care Educator. For more than 30 years, she has run a successful skin care businesses. She is passionate about skin care for people of all ages (including girlsandboys), as well as the beauty industry, entrepreneurship, business and helping people live their best lives.As creator ofJoannes Skin Care,she works directly with clients and customizes a treatment to each persons goals and lifestyle. She also does waxing, brow artistry, airbrush tanning and more.Thiscolumnfirst appeared atQuora.

Ready for the New Tax Law

Ready for the New Tax LawReady for the New Tax LawREADY FOR THE NEW TAX LAW?CFOs were asked, How prepared is your company to handle tax accounting reform changes?32% Very prepared56% Somewhat prepared9% Not very prepared3% Not at all preparedCFOs were also asked, How is your company preparing to meet the demands of the new tax accounting reform changes?*42%Conducting training34%Upgrading financial systems33%Bringing in subject matter experts21%Hiring full-time staff

Olympic gold medalist Chloe Kim shows us why enjoying the moment can make you more successful

Olympic gold medalist Chloe Kim shows us why enjoying the moment can make you more successfulOlympic gold medalist Chloe Kim shows us why enjoying the moment can make you more successfulOlympic athletes spend years of practice preparing for their one big moment. Under this pressure, you may think that the best way forward is to be serious to stay focused. Studies have shown otherwise, and for Chloe Kim, the 17-year-old snowboarder from California who tweets while she competes, broadcasting her food cravings to 189,000 followers helps ease her nerves.On Monday, before her final run in the finals of the womens snowboarding halfpipe at the 2018 Winter Olympics, Kim let her fans know that she welches hungry for a breakfast sandwich.When asked why she was tweeting during competitions, the teen answered, Like, what else are you supposed to do? This is not the first time Kim has gone to social media during pressure-filled competitions as a respite. In between qualifying runs at the Olympics , she tweeted about her love of churros and her hankering for ice cream.These small breaks appear to have helped. Kim, the overwhelming favorite to win the halfpipe competition, rose to the occasion in the finals and scored 93.75 on her first run, a dominating score no other competitor came close to beating.Even after she had clinched the gold medal, she chose to compete with herself on her third run. After being told that her grandmother, who had never seen her compete was in attendance, Kim dedicated her final run to her, aiming for a perfect run. This ones for Grams, Kim said. The run was not perfect but it came close. Kim executed her signature back-to-back 1080s (three difficult in-air rotations) to earn a score of 98.25.Study backs up why having fun before a big competition helpsKims fun snack-filled approach to competitions is backed by science to help us stay stress-free. One study proves that our working lives are more successful when we balance work with play. The experime nt in Psychological Science found that participants who were allowed to have a spa day before a big exam worried about their looming test less.When we let ourselves have an enjoyable task before a hard one, it can boost our productivity. Positive emotions at the outset make some work tasks easier to endure. Indeed, breaks and recovery from work benefit workers in many ways, from increasing job satisfaction to increasing productivity, the researchers concluded. Case in point Chloe Kim.Kims win shows us that you can stay present and enjoy the pleasures of thinking about snacks, and still earn a gold medal.

Customize this Bakery Assistant Resume

Customize this Bakery Assistant ResumeCustomize this Bakery Assistant ResumeCreate this Resume Ralph Turner1757 Passaic StreetWashington, DC 20005(111)-814-4661r.turnertmail.comObjectiveSeeking a position as Bakery Assistant in a reputable company where I can provide excellent service in improving customer satisfaction.Summary of QualificationsTechnical skills in all areas of preparation and handling of Bakery productsAbility to reach, bend, stop and lift up to 25 lbsAbility to break down and reassemble equipment as needed for sanitation purposesAbility to use production guides, ovens, proof boxes, bakery scale/ printer, and hot casesExperienced in salesProfessional ExperienceBakery Assistant, January 2007 PresentSpecialtys, Seattle, WA ResponsibilitiesAssisted and helped in the preparation and production of products to company specified guidelines and time frames.Filled and maintained the presentation of stock. Ensured customers are served in a friendly and efficient manner.Receiv ed deliveries, checked paper work correspond with goods and logged onto forms. Assisted and helped in the performance of inventory-taking. Bakery Assistant, May 2004- December 2006Whole Foods Market, Newton, MA ResponsibilitiesProvided service to meet high levels customer satisfaction.Responsible for maintaining the standard of the store in regards with sales and quality.Managed spoilage, turnovers and inventory of goods and merchandise inside the store.Processed invoices and credits.Planned promotions and new strategies to generate higher sales. EducationMasters Degree in Hotel and Restaurant Management, 2004Yale UniversityBachelors Degree in Hotel and Restaurant Management, 2002Yale UniversityCustomize ResumeMore Sample ResumesBakery Assistant Resume Bank Teller Resume Basketball Coach Resume Beautician Resume Beauty Advisor Resume

How to position yourself for the next step in your career

How to position yourself for the next step in your careerHow to position yourself for the next step in your careerWhat does it take to break through to a higher level of leadership, to move from being an individual contributor to a team leader, or to advance from being a manager who takes direction to a leader that devises the right direction to go? Its the fundamental career question for aspiring leaders or mid-level managers who want to grow their responsibility and take on the bigger challenges of real leadership.Answering that question will typically raise others for you. Does success simply require being in the right place at the right time and knowing the right people- a matter of luck or circumstance? Is it a matter of natural talent, available only to some gifted few? Or are there steps that anyone can take to strengthen leadership skills, and actively create your own transition to the bigger challenges and responsibilities you want to have?Over the past two years, as parte o f our research for developing the Harvard Business Review Leaders Handbook, we talked with over 40 senior leaders about these questions, combed through dozens of HBR articles about career success, and reflected on our own decades of experience in helping leaders advance.Based on what we learned, were convinced that any successful manager, with the right ambition and commitment to self-improvement, can step up to greater leadership. Yes, luck and talent will always play some role, but if youre willing to face the challenges, accept and learn from inevitable failures, and keep practicing to get better, more leadership will almost certainly be in your future.Becoming a leader however is leid a sudden transformation, but rather a life-long and ongoing project. That said, our research and experience suggest that growing your leadership will always benefit from four specific and practical steps. Pursue them intentionally and you will surely accelerate the trajectory.1. Be clear about what it means to be a leaderBegin by understanding what leadership means. Leader has come to mean too many things- perhaps someone who simply has a C-suite title or a higher paygrade maybe one of your unconventional colleagues who makes a point of boasting about out-of-the-box approaches the person who gives the best presentation or speech in front of the boss or your eager-beaver colleagues who are always raising their hands for an extra assignment. Yes, perhaps, maybe - but cut to the coreThe real definition of a leader is someone who creates asignificant impact by building an organization of people working together towards a big common goal. As management guru Peter printer wrote many years ago, Effective leadership is not about making speeches or being liked. Leadership is defined by results, not attributes. Leadership doesnt happen however only in traditional corporate hierarchical structures but wherever there is a shared human endeavor that brings people together.Leaders are nee ded in teams (consider any good one youve been part of), networks, movements (think Martin Luther King or Mahatma Gandhi), religious and social service agencies, political entities, or alliances such as what Amazon or Walmart have created with their thousands of retail and supplier partners. What matters is how leaders bring together talent, foster inspiration, and facilitate coordination so they and their followers achieve major goals together.2. Identify the core practices that you need to masterYou might have to get good at a lot of things to be a successful leader - but theres real value to prioritizing your development around six absolutely fundamental practices. In the HBR Leaders Handbook, we detail these six fundamental practices that are always part of creating impact through collective effort. We call them practices because you build the critical knowledge and skills of these by hands-on experience, learning and improving over time and then reflecting about how to get bet ter. behauptung practices includeBuilding a unifying vorstellung setting out broad goals and an inspiring picture of future success to provide a sense of purpose, motivation, and ownership for the people of the organization (or network, association, team, etc.)Translating that vision into strategy working through choices about where and how to move the organization towards shared goals, what to do and not do, how to deploy resources, and how to create distinctive value and then planning and coordinating action to make that happenGetting great people on board to execute the strategy recruiting, engaging and developing the best possible talent through a social contract that promises growth, reward, and relationships in exchange for peoples work and achievementAchieving results in the context of the strategy establishing and following disciplines and accountabilities to ensure continual high performance by all members of the organization, leading to tangible progress towards the goalsI nnovating for the future maintaining a dual focus on present performance and future trends and opportunities, to keep the organization adapting to change and ahead of competitors and Leading yourself developing self-understanding, ongoing renewal, and self- preservation in order to keep improving as a leader.To reach the next level of leadership in your own career, take stock of your own capability in each of these areas. Then construct your own personal development agenda. Where have you had some experience and success with these, either on your own or as part of working with others? Where do you need considerably more practice and opportunity in order to hone your skills and increase your confidence? Which leadership practices come naturally, and which will require conscious effort or external coaching?3. Take the initiative and find your own opportunities to practice leadership practicesOnce youre clear about your leadership learning priorities, look for situations where youll be able to get real experience and learn by doing, reflecting, possibly failing, and trying again. But dont wait for these opportunities to be handed to you go out and find them. You might begin by helping your boss or another more accomplished leader in doing some of the practices, for example by supporting some aspects of strategic planning or recruiting or market innovation. As you get more confident, you might volunteer for a project that gives you an opportunity to take on one or more of the practices on your own.At the same time, take a hard look at your current responsibilities and think about whether you can exert more leadership there. Can you create a unifying, inspiring vision for what your unit or team will try to accomplish in the next two years that supports the broader vision of your department or division or company?What steps can you take to strengthen your current team to upgrade talent, raise the bar on performance, or increase teamwork? Remember that leadership e merges out of good management, so you need to demonstrate that you can get results as a manager first before jumping to broader leadership.Finally, if you dont see opportunities within your own organization, consider volunteering in a local non-profit, a religious organization, an election campaign, a professional association, or even a neighbor association or club you belong to.All organizations are hungry for leaders and can provide potentially significant (and often lower-risk) opportunities to hone your skills and build experience. And the more you practice, no matter where, the more youll learn, grow, and build the kind of confidence that employers look for in leaders.4. Pay attention to the needs of others so that they will follow youFinally, remember that leadership is ultimately not about you its about bringing people together to achieve common goals. To do that, people have to trust that you are not in it only for yourself and for your own advancement, but that you also wi ll help them to be successful, both professionally and personally.So, while it may seem counter-intuitive, one of the best ways of building your own leadership trajectory is to help your colleagues, teammates, and other co-workers to advance in their careers. You can do this by collaborating on joint projects, sharing credit for accomplishments, giving them assistance on their assignments, and helping them think through their own aspirations and plans.In essence, remember that leadership is not a zero-sum game of winners and losers. The real leaders are those who make everyone around them successful as well.

Receptionist Resume Sample at a Glance

Receptionist Resume Sample at a Glance The Advantages of Receptionist Resume Sample A work application must tell your report in a manner that lets the reader so you can imagine an individual doing the job of their organizationaccording to your very own value-added contributions. In the modern social media world you would assume that applying for a work on the internet is the very best approach to acquire an interview. Particularly if its linked to the work division you may be making use of for. Although looking for a job on the internet is the simplest and fastest way to find something suitable, your career is significantly mora important than simply clicking buttons and heres why. The Number One Question You Must Ask for Receptionist Resume Sample If you are not certain of the particular duties to be carried out in the role youre applying for, then dont hesitate to get in touch with the employer and discover out. If you dont state your own job experience in the resume clearl y, your application may not be entertained and it would be impossible that you find the work then. The important thing here is to appeal to what the employer is searching for in an employee. In any objective statement, you always have to deal with the prospective employer. Make sure you have memorized the vital facets of your present job. Distinct responsibilities, different abilities, different expectationsno two admin jobs are the exact same. Excellent communication skills is also needed as you should speak with various people with distinct agendas on the reason why they are in the facility of the business you are working for. Overall job opportunities should be helpful, particularly in the healthcare industries. You may draft an effective resume using the above mentioned template. You might also landsee Resume Examples. If you also ought to go persuasive speech on the reason you should vote for me over the fundamentals of cover letter. For your ease, you may use the foll owing resume sample to compose your own. Just 2-3 sentences will be OK. To assist you master writing compelling objectives for your resumes whenever you want to make one, weve got tons of resume objective examples in addition to resume samples that it is possible to apply. Definitions of Receptionist Resume Sample The part of a receptionist is quite vital in any organization, and is frequently regarded as an entry level job that may change to a lot of administrative tasks as time progresses. Receptionists typically desire a high school diploma and excellent communication abilities. If you wish to find the job, you should put some thought in what youre likely to set in your Medical Receptionist skills list. Every job asks a set of soft abilities, and receptionists are the same. Your cover letter will be able to help you demonstrate to the employer that youve got the skills essential for the job. A diploma from high school and specific certificates will let you find work, sinc e there are lots of applicants all of the moment. The skills section should supply an overview. In addition, there are certification programs which will help you prove your competence for a Receptionist, in addition to highlighting your self-motivation. Characteristics of Receptionist Resume Sample The receptionist resume is the principal supply of information for your employer. You are able to find one particular receptionist resume sample below for you to create the resume all on your own. You are able to read the receptionist resume sample if youd like to understand how to compose the resume. With interpersonal abilities, the receptionist is in a position to relate with clients effortlessly. Theres no particular guide available that may explain to you how you should craft your receptionist resume. Additional dental resumes can be found in our. You are going to need a good resume, and our receptionist resume examples are an excellent place to start. How to Get Started w ith Receptionist Resume Sample? Therefore, you must demonstrate that youre responsible and meticulous in your work. You may be surprised at how much indirect experience you already have working for you, even when you havent yet gotten a break in your selected field. Interpersonal skills Having the capability to interact with people on a one on one basis will help in getting the work done. The receptionist must therefore be someone with the capacity to work under pressure to find the work done. What Is So Fascinating About Receptionist Resume Sample? Frequently, the receptionist is the surface of the business and the only person a customer might arrive in touch with, whether in individual or on the telephone. Make sure that you get the info youre looking for. You have to offer relevant, concise details. Just make certain that the degree information is very clear and uncluttered.

Hiring like a Super Bowl Winning Team In The Video Interview

Hiring like a Super Bowl Winning Team In The Video InterviewAre you ready for some football? Last weekend was Super Bowl XLVII, which pitted brother against brother and Baltimore Ravens fans against the fans of the San Francisco 49ers.You dont get into the Super Bowl unless you recruit the best players for your team. Like hiring for your company, recruiting a great football team takes time, effort and smarts.After all, the Ravens couldnt have clinched the win at Super Bowl XLVII without a talented team of players and coaches leading the way. Getting the big W on game day comes down to recruiting the right talent and trusting them to deliver. Similarly, when hiring for your company its important to find the best talent quickly and help them transfasson into the key players your company will need to compete in your industry.The video interview can be a great tool for finding your MVP players faster and cheaper than ever before. Just how do you connect with great candidates in the video interview, though and how do you know which job seekers have the potential to become your star players? Here are some video interview tips from Super Bowl XLVIILook for passionate job seekers in the video interviewIf you want to hire like a Super Bowl winning football team, passion is the name of the game. Football players are passionate about their sport and willing to take on injuries and fight an uphill battle just to make it into the NFL.For instance, in Super Bowl XLVII Baltimore Ravens linebacker Ray Lewis wasnt afraid to let his emotions show. With retirement right around the corner, Lewis realized this year would be his last Super Bowl as an active football player. This led to an outpouring of emotion, most often in the form of crying. Lewis might have been the butt of some jokes, most notably on Saturday Night Live, but his emotional outpouring came from a genuine love and passion for the game.You might not be impressed with someone who cries in the video interview, but y ou should be hiring job seekers with passion for the position or industry. Ask job seekers in the interview why they want the job, what they like best and least about the industry, and how the position will help them achieve their career aspirations. Look for job seekers with plenty of passion and energy in order to hire a Super Bowl-worthy player for your organization.Use video technology to appraise past performancePast performance is important, which is why players are scooped up from one football team to the next. When it comes to trading players, past performance on the job makes all the difference. When recruiting players for the Ravens, its a aya bet coaches and managers looked at past performance before extending an offer.Similarly, you should use the video interview as a place to find out about the candidates past job performance. Ask how theyve brought value to former organizations and look for candidates who have concrete examples of successes. When hiring superstar emplo yees for your organization, you want those with a proven track record of success. Job seekers who are willing to get specific about their accomplishments (and have references to back up these claims) are likely to become your organizations future star player.Focus on hiring team playersWithout teamwork, no NFL team would ever get into the Super Bowl. Those who made it to Super Bowl XLVII were the teams that realized the importance of collaboration.Using video technology, figure out which of your smart candidates will also be good at collaborating with others. Teamwork is just as important to your company culture as it is to forming a great NFL team. Use the video interview as a place to ask about the candidates previous experience in a team environment. Look for those who own their successes without trying to downplay the role others might have had in bringing a project to completion.When hiring top talent for your company, take a few pointers from NFLs best teams in order to stay c ompetitive in your industry. You might not be winning a Super Bowl, but you can certainly win the war for talentWhat lessons can you learn from Super Bowl winning teams? Share in the commentsIMAGE Courtesy of Flickr Photo by Pat.

Perfecting Your Resume Header so You Get Noticed

Perfecting Your Resume Header so You Get NoticedPerfecting Your Resume Header so You Get NoticedIt turns out, a simple mistake can get your resume tossed within second. A recent study found more than 80% of recruiters search for an applicants name as the first item when reviewing their resume. It further found that if your name (along with other items such as your education) is bedrngnis easily found, recruiters are more likely to discard your resume. While recruiters will generally take the time to read your resume themselves, many organisations also rely on automated tracking systems (ATS) which use your resume header to figure out the structure of the resume youre using.The takeaway your resume header needs to be optimized for both the human recruiter and ATS systems. If your resume doesnt work for either, its unlikely to get you an interview. How do you do this? See below. What do you need in a resume header?The key to creating an impactful header is starting with the right minds et. Think about what the header is hoping to achieve providing a name, giving your contact details, linking to some valuable resources, and setting the tone of your resume. Keeping these criteria in mind, crafting your resume header is easier than you think.anthroponymThis one is pretty self-explanatory, but youd be amazed how often a simple mix-up here can really hurt a resumes chances. Without attaching your name to your resume, the recruiter has no link between what is presented in front of them and who you are as a potential employee. Remember to include the name as is linked with your professional history and records. For example, if you have just recently gotten married and taken a second name, you may consider using your maiden name as this is the name that has been published and so on.The name on your resume should also be searchable meaning, the recruiter should be able to use the name provided on your resume to find work published online, your Linkedin profile, and more. This is not the time for aliases, any difference in your name can confuse ATS systems. If youre concerned about what recruiters may find when searching your name, see if you can pass our recruiter search quiz. Key to formatting your resume header, youll get an advantage from making your name the largest piece of text on your resume. After all, youve got six short seconds to make sure the recruiter can find it. Job Title Something many applicants forget when creating their resume is to include their job title. This doesnt mean attaching the title of your current position, (in fact, this is a mistake you should avoid) it means describing your line of work. Its best to match the job title to the position youre applying to.Case Study Erics Name Job Title When creating his marketing resume, Eric ensured to make his name the centerpiece. The bold font with clear margins against a white background catches your attention instantly. His job title of violinist turned marketer, still a great performer gives insight into his career trajectory and pulls you in with some intrigue.Phone number The recruiter needs a way of getting in contact with you. They need to do this for many reasons, some of these include Setting up an in-person interview Asking for references Conducting an over-the-phone interview Make sure to include a mobile number that you will be able to answer at fruchtwein times. Do not include a work number under any circumstances. You may also want to consider putting in your country code at the beginning of your number if applying for jobs outside of where you live. This will save the recruiter time.When doing this, consider updating your voicemail for those times when you cant answer your phone. Clearly state your name and avoid joking in your voicemail the recruiter doesnt care about inside jokes you have with your college buddies. EmailAs odd as it might sound, your email address can make an important impression. Ensure to include an email that is suitab le for the hiring process (leave your fanaccount1293hotmail.co.uk at home) and never use a current work email. For recent graduates, consider leaving your university email off of your resume if youre no longer a student. LocationWith recruiters moving towards contacting applicants electronically, theres less of a need to include your full address in your resume header. Merely noting your general location (e.g., London, England) should be sufficient information for the recruiter for initial screenings. Noting your location becomes most important when applying to international positions. With companies moving towards remote-working, including that you live in a different country isnt the automatic no it used to be.Springboard links Often overlooked by applicants when filling out their resume header, Springboard links are hyperlinks to further resources on your previous experience, work history, approach-to-work, and personality. Theyre used to propel the recruiter in another direction to learn more about you. These are useful if you have developed a personal website or have an online portfolio. If youre in a creative field in particular, springboard links are essential for your resume header. When including your LinkedIn profile link, make sure to personalise the URL. Check that everything youre linking to is related to your career / culture fit too. Case Study Springboard Links Gal had over a decade of experience in business development when drafting his resume. He wanted to make sure all of that came across but favored a one-page resume. To compromise, he included his personal website in her resume header where the recruiter could learn more about him.PhotoThe debate on including a photo on your resume is ongoing. In general, its best practice to check company and government policy (its illegal in some countries) to see if photos are welcome on your resume. You can always ask the HR or hiring department for guidance. Including a photo in your header can add a face (and personality) to the content alongside it. Sam included a personal photo in her header when applying for her job at Spotify.Formatting your resume headerBesides ensuring your name is the largest piece of text on your resume, there is little to be concerned about when it comes to your resume header format. Make sure every part (as discussed above) is clearly laid out and defined. At , we believe in fluidity in design and for that reason have designed numerous resume templates with unique header designs. These have been used by professionals in the tech industry all the way to research opportunities. Marcellus Journey to Verizon Digital Media ServicesWhen crafting his network engineer resume for Verizon DMS, Marcellus utilised s double-column resume template which carefully positioned his name on top of his resume along with key points to describe his location, email, phone number, and useful links.Using s builder, you can easily edit the look of your resume header in a way y ou know will catch the recruiters attention.Mistakes to avoid in your resume header The single-most important rule to follow when creating your resume format is to never put resume on the top of your header. The recruiter knows what youre resume is, you dont need to remind them. Apart from that, all other general rules to resume writing apply to your resume header. This includes avoiding common typographical errors, conducting a resume review, choosing an appropriate resume length, and more. What if I have a two-page resume?You may be wondering, what should my resume header look like when I have two pages? The answer is easy. When writing a two-page resume where you have concerns the pages may be separated, simply repeat the same header on the top of both pages. In most cases, one resume header placed at the top of the first page should suffice. Daniel used one header for his two-page resume when developing his customer support resume that got him hired at Intercom.Perfecting your r esume header Recruiters look to your resume header in their initial screening. Ensuring this greets them with the most impact will be influential in getting you an interview for your dream job. The content expected in your header can vary in aesthetic, presentation, and format, but there are some tricks to the trade youll benefit from knowing. If theres nothing else youve taken from this post, remember, dont label your resume with the word resume. Dean OReilly Psychology student with keen interest in academic research. Currently exploring the world of marketing distribution and content creation with to help people get closer to the job of their dreams. Read more about my journey to on htte nicht viel gefehlt Company or Gay Times.Leave a Reply Cancel replyYour email address will not be published. Required fields are marked *CommentName * Email * Website Subscribe now for moreSee more great content and inspiring examples of resumes done right each month. Subscribe Youre subs cribed Latest posts See all posts by Eric D. Halsey The Resumes of Chernobyl by Eric D. 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How to Make a Recruit Quit

How to Make a Recruit Quit How to Make a Recruit Quit Age wrinkles the body. Quitting wrinkles the soul.- General Douglas MacArthurTHE QUITTING CATASTROPHEAlfruchtwein everybody thinks about quittingat least once during a lifetime of employment. I dont know everybody, but I would bet on it. Its an even safer bet that the fruchtwein likely reasons are the most obvious low pay, poor advancement prospects, unreasonable unpaid overtime, unacceptable work environment, personality clashes, bad hours, a better job, health, family obligations or family way, or utterly tyrannical boss- things like that.Boredom as Catalyst, Not Cause of QuittingA riskier bet is that employees quit from sheer boredom. In my experience, boredom is a catalyst for finding anotherbeibei reason to quit, e.g., a better job offer. In and of itself, boredom seems to be insufficient to make most employees walk- perhaps because boredom is widely seen to be like a layered laminierung on work, much like Teflon on a fryin g pan It ultimately prevents sticking to the job, even though, because or while it allows the employee to fume, burn, burn up and burn out.If boredom were sufficient to directly and immediately trigger boredom, most factories, fast food restaurant kitchens, data entry jobs, toll booths and much of the rest of the economys postings would be impossible to fill or to fill for very long.Once the reasons become mora psychologically complex than, for example, 1-dimensional economic or ergonomic factors (such as computer eye strain), their dynamics become more subtle, more oblique- case in point being how boredom functions more as a catalyst than as a cause.1-Factor vs. 2-Factor QuittingThe subtlety can informally be measured by how long it takes the quitting employee to explain the departure and for it to be comprehended Low pay takes one second eye strain- one second permanent maternity leave- one second overworked- one second heart attack- one second.However, compare some of the more co mplex psychological reasons, which take much more time. In doing so, you may discover some very important mistakes to avoid and useful questions and areas to explore with candidates in order to determine vulnerabilities to unterstellung kinds of job-jeopardizing stressors.Most importantly, you will come to understand a simple 2-factor model that describes how to set a candidate up for job failure, in the form of provoked quitting. That model is called catastrophe theory1. A really bad mix of low decision latitude and high demand load Quitting is more likely if an employee has a high demand load- intuitively, simply too much to do, too much pressure to do it, too little time in which to do it, etc., and also has low decision latitude- not much discretion, autonomy, freedom to do the job as he or she fits, using whatever tools seem appropriate, little control over the performance and execution of tasks, and the like.In addition to quitting being more likely, so is cardiovascular disea se, according to the 1970s pioneering research of Dr. Robert Karasek and of the follow-up studies and models of those who have refined, reviewed, and extended his findings. Karasek and those who have modified his views generally believe that a 2-factor model does a pretty good job of predicting who will and wont be at risk of cardiovascular events such as heart attacks. The initial model was framed in terms of this latitude-load duality. Refinements and rival focus on variations such as control or, more specifically, inner locus of control.If you are a corporate recruiter, you should vet the job to be sure that the load and latitude are well balanced, before placing the candidate. On the other hand, if you are an agency recruiter, you might find yourself having to fill that position again and sooner than you would have expected.2. Toxic mix of responsibility without authority Holding an employee responsible for results while denying the same employee the authority to get the job don e is one of the fastest ways to lose that worker. Notice how this phenomenon, like the latitude-load problem, is controlled and created by exactly two variables, neither one of which alone would be sufficient to push the employee over the catastrophic edge and out the door.A boss tells an employee to get something very important printed by 5 pm. The employee rushes to the printing department to get the job done, but is told he needs a requisition form stamped by the boss- who has, in the meantime, left and gone fishing for one week. This scenario is episodic or acute- a perhaps isolated instance, probably insufficient to get someone to quit (if he didnt get fired first), although it could, if the consequences for the employee were dire or exasperating enough.mora serious is the chronic case in which the job is structured in such a way that the employee has this bind on an ongoing basis, without respite. An example would be the placement of a candidate as a project manager who requir es the cooperation of a second team over which he has no authority, when the second team is in a turf war with him or is simply underperforming in ways over which he has no control- control being a variant of authority and latitude.If you are a recruiter who is conscientious or has a conscience, never place a candidate in that kind of position- in both senses of position, unless you want to set her or him up for failure.3. Disrespect requiring wasted time/energy A job situation featuring this one is like a cased of holding a grenade in one hand and the pin in the other- guaranteed to make an employee explode, with indignation, resentment and at least borderline rage.Ive seen it and inadvertently triggered it. Heres how it works- rather, doesnt work A supervisor tells or otherwise indirectly suggests to a staff member that because she failed to do something satisfactorily, she has to do it all over again.Example I was lecturing at a university and needed a document from another depar tment- a letter to be sent overseas. One of that departments secretaries was given the text, typed it up and handed it to me. I looked over this very important letter and gently pointed out that the letter was fine, except that the text wasnt justified- wasnt square on both sides. Oopswithout realizing it, I had just pulled the pin and held on to the grenade. What I did was to take the two deadly steps of this process First, I seemed to imply she was not a good typist second, the first step entailed her doing the job over and printing the letter out again.From an objective point of view, the time involved was a matter of several minutes and the energy negligible. But from her point of view, it was enough of a waste of her time to make my other transgression, viz., criticizing her, weigh heavily enough on her mind for her to give me a jolting, over-the-line, over-the-top, utterly out-of-place rebuke bordering on a rant.Given the politics of university administrations, she crossed the line in rudely and disproportionately assailing a faculty member she had just met. A definite no-no, yet clearly one she felt compelled to commit. Thats how inflammatory disrespect + wasted time/energy can be, as combustible as oxygen and hydrogen, lit by an unwary, unaware match like myself or some unwitting boss. Imagine what can happen when the job re-do takes days or weeks, instead of two minutes, such as a tossed business plan.Once again, the model is a 2-factor model, exactly like the first two in my list. One reason for this pattern is mathematically abstract To trigger an unexpected catastrophic reponse, three variables are the minimum required- two as the triggers, the third as the response.This is the kind of thinking that underlies a recondite branch of mathematics called catastrophe theory, which, in its simplest rendering, elementary catastrophe theory, models sudden catastrophic change as caused by some critical combination of two triggers. A field developed in the 19 60s and thereafter by the mathematicians Rene Thom and Christopher Zeeman, elementary catastrophe theory has also been used to model and explain prison riots, bulimia and stock market fluctuations,The most easily understood example is that of a cornered wild animal, say, a feisty animal like a badger. Up to a point, the badgerish animal may retreat. But once the cornering threat crosses a certain critical but unpredictable point in approaching it, the animal will suddenly reverse its course and attack. The two controlling variables are the animals fear and rage, themselves modified by the distance between the badger-beast and the threat. The response variable is the continuum from flight to fight calibrated in degrees of aggressive engagement- flight being zero, fight-to-the-death being the maximum.4. Blocking Freeze and Flight In engaging the university secretary, I was oblivious to my crossing her line as I increasingly made her feel badgered. The two controlling variables in her case were the perceived degree of disrespect and the perceived waste of her time and energy- ultimately involving my wasting my breath.In the catastrophe cusp modeling of this situation and all of the above, both variables have to reach critical levels before the catastrophic response occurs. Had I merely been unintentionally disrespectful and said that I would re-do the letter, there would have been no agitated response from her- likewise, if I the file had been accidentally deleted by her.A more general variant of this office scenario is the blocked freeze and fight script. Threatened animals normally attempt one of three things fight, flight or freeze- the latter like a vigilant motionless rabbit waiting for the hunting fox to leave.Given that quitting corresponds to flight, the controlling variables become the degree of fight and the degree of freeze that can be employed to overcome the threat or the stressor. If one of them approaches zero, e.g., fighting back and confronting t he boss, is not possible, then perhaps the other, simply freezing, like a deer-in-the-headlights deer, until the crisis has past may work.But, if freezing and fighting are not viable options, e.g., the boss continues to oppress or frustrate the employee, the 2-factor catastrophe cusp model (shown above) predicts the employee will quit. In this instance, imagine that as the critical combination of inability to fight and inability to flee increase, the employee is driven over the edge, crashes onto the quitting zone and quits, perhaps to repeat the uphill cycle at the next job.This is a simplification to the extent that the employee may find alternative coping strategies, such as reframing- seeing the boss, the job or herself in a different, more comfortable light. Nonetheless, it remains true that, with this kind of catastrophe dynamic, it takes two to detonate as well as to tango- two variables, plus the response, not just two people.AdviceIn recruitment, such 2-factor catastrophesc ould take the form of a career recruiters helpfully advising a candidate to re-do his resume and then somehow never hearing from the candidate again. In this case, mine and most others, intent matters so much less than the respondents perception. The implied criticism is the pin, the re-do, the grenade.In all of the foregoing instances, quitting (or severe health-endangering stress) is precipitated by two controlling variable reaching critical threshold levels, thereby triggering the quitting response. You would be well advised to reflect on any placed recruit who has quit, to try to identify what those variables may have been, given the likelihood that the catastrophe theory model applies. Similarly, if an job applicant suddenly disappears, consider the possibility that you did two things and to a degree that, in combination, were enough to make her give up on you.One final application Having made this article long and deep enough- length and depth being the two controlling factors , I predict that you will now quit reading.

How to know when you need a mental health day

How to know when you need a mental health dayHow to know when you need a mental health dayNo matter how much you love your job, going to work day after day can be taxing. Just as you would take a sick day to get over a nasty cold, taking the occasional mental health daycan help you recover from stress, anxiety, or depression. The most important step is to recognize the signs that you need a mental health day and to give yourself permission to take the day off.How to know you need a mental health dayApproximately1 in 5 American adults experiences mental illness in any given year, with millions more reaching subclinical levels of stress, anxiety, and sadness that do not warrant a formal diagnosis. That means that nearly all of us will need a mental health day at some point (or, likely, many points) in our working lives. Following are some common indicators that you need a mental health day You dread going to work.More than 28% of people say that work is a significant source of stress a nd anxiety. While we all experience periodic stressors at work, it is important to occasionally check in with yourself about how your job affects you. If you find yourself dreading going to work every day, its time to take some time to recharge. You cannot shut your mind off when you get home. Whenever possible, it is good to leave work at work, allowing you to fully enjoy your home life. When workplace stressors take over your mental life, you need a break. You feel irritable and on the verge of snapping. Being snippy with your coworkers, spouse, kids, or other people in your life are sure signs of burnout. Losing your temper at work may have drastic consequences, so be proactive about taking time off when you notice yourself becoming very irritable. You have difficulty sleeping. Chronically high levels of stress hormones can seriously mess with your sleep. Difficulty falling asleep or staying asleep are signs that you need a mental health day. You just dont care anymore. Feeling a loss of interest in things you used to enjoy may be a sign of depression. If you find yourself mentally checking out of meetings and doing the bare minimum to get by, its time for a mental health day. After all,severity of depression is associated with a significant loss of work productivity, even for individuals with minor depression symptoms.How to ask for a mental health dayGive Yourself PermissionPerhaps the biggest hurdle to taking a mental health day is giving yourself permission to do it. Workers sometimes say that they feel guilty or lazy when taking a day off if they are not really sick. However, mental health is just as important as physical health Taking a mental health daynow can prevent moreserious problems later.Know Your Office CultureYour approach to asking for a mental health day will depend on your workplace culture. In some offices, saying Im feelingburntout and need to take a sick day to tend to my mental health is perfectly acceptable. In others, that statement would lead to raised eyebrows. It is usually safe to take a middle ground approach Im not feeling my best. I need to take a day off to ensure I can remain efficient and productive when I return.Plan In AdvanceIf you feel burnout on the horizon, planning a mental health day in advance is a great way to be courteous to the rest of your team. Schedule your mental health day for a time when you dont have important meetings or deadlines so you dont leave your colleagues in the lurch.Change Your Workplace Culture Surrounding Mental HealthNearly70% of professionals do not feel that their employers do enough to prevent burnout. Being transparent about mental health challenges, particularly if you are in a supervisory role, mayreduce stigmaandempower other employees to discuss their own need for mental health days.The bottom line is, if you need a mental health day, ask for one Your supervisors response gives you a clue to the larger workplace culture and can help you make decisions about y our longevity with the organization.Thisdeutsche post agwas originally published onKununu.com.