How to Prepare for a Remote Job Interview

How to Prepare for a Remote Job InterviewHow to Prepare for a Remote Job Interview4During the search for a remote job, you may have forgotten about the interview that is sure to come. One common misconception about remote job interviews is that it will be conducted at the employers site, or at the very least over a video call. However, the most common type of remote job interview is done through a simple telephone-based phone call.There are quite a few barriers that are created when participating in a remote job interview. For phone interviews, these barriers are created due to a lack of visual communication cues such as facial ausprgung and body language. As for video interviews, it is always important to consider potential distractions and technology complications.Despite the complications that can arise during a remote job interview, there are a few tricks to create a more successful interaction. Check out the tips below to help you prepare for your next remote job interviewHere a re some tips to prepare for a remote job interview.Hold yourself accountable to perform professionally just as you would for an in-person interview.Speak clearly and do so with energy. Your voice is of greater importance during a telephone interview.Interview in a quiet space with all equipment and supplies, such as a pen and paper.Dress professionally, even if they cant landsee you. Its amazing what it can do for your confidence.Remove distractions that may cause you- or those interviewing you- to lose focus.Be ready to share stories of how you have successfully worked from home.Have a list of questions about the companys remote work policy ready, such as Why does the company support remote work?Make sure your home office meets the minimum office requirements outlined in the application process. They may want to see it.Brush up on your communication and tech skills prior to the interview to make sure you make a good impression and can address any issues quickly.Conducting a remote job interview is very similar to an in-person interview, it just takes a little more attention to details that you wouldnt normally have to focus on. Keep notes in front of you to help remind yourself through the process, and do a practice run before the actual interview. This can not only boost your confidence, but will help you address any technical issues you have yet to discover.Readers, have you ever been part of a remote job interview? What do you do to prepare yourself and your surroundings? Share with us below in the comment boxphotocredit istockphoto.com

How to Get Yourself Fired By and On the Internet

How to Get Yourself Fired By and On the Internet How to Get Yourself Fired By and On the Internet If you havent already heard the shocking, sad tale of Taylor Chapman, who recently accomplished this, here it is (minus its coarser details). Chapman, a 27-year-old Dunkin Donuts regular customer, and, ironically, a commercial-video spokesperson, unwisely posted, on facebook inc, her profanity-laced, racist-fueled and ultimately self-destructive 8-minute video that got her fired by her South Florida boss, online, in a retaliatory video, after a torrent of online and voice mail condemnations. (Warning the company video is also profanity-laced.)The lurid details and condemnations are everywhere on the Net. The fire(her)storm her video and behavior triggered has even spread to The Daily Show, where she was mercilessly roasted, in an equally vivid, livid skit. Overnight, she became the fruchtwein hated person on the Internet and poster child for self-sabotaging employees, as a direct resul t of the venomous, seething, self-indulgent and utterly miscalculated tirade sparked by her outrage. Outrage over what?1. Not having gotten a receipt with her late-night Dunkin Donuts purchase2. Having been told to wait until the next day to collect on the Dunkin Donuts guarantee of a free meal as compensation for an unissued receipt3. Alleged attitude from the counter server handling her purchase.At this point, further condemnation of her behavior and video is neither necessary nor constructive. Having allegedly gone into hiding and having erased as much of her trail on social media as possible, Chapman has, without a doubt, gotten the amply-made online-community, media and employers message.What is much mora useful is to identify, in a general way and as a cautionary tale, the kinds of background factors, motivations, thinking and risks associated with such an egregiously failed cost-benefit calculation that can cost not only ones current job, but also future career opportunities. A Guide to Getting Fired zugnglichAs a warning and an analysis, here is my how to get yourself fired by and on the Internet guide1. Claim rights, deny obligations This blunder is responsible for much of the incivility, narcissism, selfishness, self-entitlement and maybe even much of the violence of modern life (e.g., manifested in the exercise of someones self-perceived right to have your Nikes or iPhone- not just like yours, actually yours, with no offsetting obligation). Instead of seeing rights as but one side of a fair coin, balanced by corresponding equally important obligations on the flip side, anyone growing up now or in the past twenty years has been bombarded with the culturally approved message that a fair shake and fair toss require a one-sided coin stamped my rights. As ones inflated sense of entitlement expands without apparent limit, patience, gratitude and empathy tend to disappear into some black hole of and in the soul.Thats what appears to have made Chapmans rant so natural, so right- a matter of natural rights, e.g., for a replacement meal on demand, pure and uncontaminated by any notion or awareness of corresponding equally natural obligations, e.g., to be at least civil, maybe even understanding. Ask yourself this When, if ever, was the last time you heard or read a mention of the natural obligations of man in any discussion, e.g., of Thomas Paine, John Locke, the French or American revolutions, the Bill of Rights and, most importantly, of the natural rights of man?Google it (in quotation marks)- youll find at least 798,000 results for the natural rights of man. The natural obligations of man? Only 175.The natural duties of man?Nine.2. Confuse notoriety with fame, celebrity and community If you want to get fired and maybe sued or even jailed, ignore the difference between being famous, celebrated and being notorious. To increase those odds, also confuse these with community. Thats a lesson now incarcerated, heavily-fined and sued Vancouv er hockey rioters are learning after videos of them committing assaults, robberies, firebomb vandalism, etc., in 2011 were used to finger and arrest them. Because few of us still live in villages or even small towns, whatever sense of community and community acceptance and validation that may have once existed for us is sorely, if even only unconsciously, missed, leaving a void poorly filled by celebrity.Fundamentally, celebrity is the state of being familiar to and shown respect by a large percentage of the population offered unstinting hospitality by many of them being a target of envy, gossip and sought favors and feeling that we matter to others, including those who barely know us. Reread this list. Think, village. Now think, Brad Pitt.Hence the pervasive, sometimes deadly insistence on respect from strangers on city streets, far from any village, among whom are those ready to shoot us for dissin them. Insecure with whatever validation their failing community can offer, they wil l demand or extort it- or exact revenge if they and you fail. Completing this perversion and extension of community, celebrity itself has been broadened to include notoriety- fame for doing something awful. Hence, there is blanketing obliviousness to how utterly different community and notoriety are, among those who expect community in-group support for doing something rotten.Looking for fame, celebrity, justice and a sense of community through notoriety may, through a horrible irony and to your dismay, thrust you into an online community much larger, much mora aware and much less forgiving of you than any village- and force you to look for another job.3. Ignore the difference between quantity and quality (of YouTube views, Facebook likes, tweets, etc.) Chapman gleefully warned the Dunkin Donuts staff that her surveillance video would be going viral, unmindful of the full and natural implication of the term exponential and potentially deadly growth. That blissfully nave personal eq uation of boundless growth with bounty is a reflection of the deeply entrenched bigger is better, gigantomania, growth-is-good, GNP growth fixation of modern economies, societies and cultures. Somehow, we have come to believe that quantity is good, no matter what its quality or amount, even when it should be abundantly clear it is not. I cant wait to post this on Facebook, Chapman exclaims in the video. This kind of thinking (to the extent that any occurs), fixating on anticipated quantity, recklessly and delusionally equates it with quality. If you want to get yourself fired, get fired up about racking up a huge Facebook or YouTube pinball score, without questioning the wisdom of the game or what the score really means. Cant wait? If only she had.4. Mistake your Facebook page for the observable universe Social media are supposed to be media, conduits and bridges of communication, not self-contained, self-absorbed 2-dimensional social universes that obscure or replace the rest of t he world and the people in it. When that is not understood, it becomes easy to imagine that not only is the world flat (as a screen)- as ancient erroneously mariners thought, but also that it is populated only by friends- people (who) like us- on our Facebook page.Thats a very dubious and dangerous assumption- not to mention sloppy statistical analysis, given the non-random, selectively screened sample of heavily biased and filtered Facebook friends on which its likely to be based. 5. Watch and mimic too many Jerry Springer re-runs and other reality showsMaybe we should blame CNN and other news networks for incessantly asking, How do you feel? rather than, What do you think? Nah. Blame Jerry Springer and his live family feuds and brawls for elevating heat so far above light that an argument has come to mean only one thing, not two- war. Now, letting the world know how we feel seems to be widely regarded as so much more important than either thinking more about what we feel or whethe r we should be feeling it in the first place. It certainly has become more important than thinking about or of the feelings of others- unless making them feel pain is what were thinking about. The upshot is that honesty has been reduced to or at least glorified as the emotional bullet to the heart, at the expense of the more thoughtful light shone on the mind.So, if you have some unfulfilled kamikaze need to vent rather than think, negotiate or empathize, go the Springer route- and, if you cant do it on TV, do it on your own show, on YouTube or Facebook. 6. Fail to grasp the difference between the privileged perspective of a video and an imagined perspective privilege of the video maker iPhones and other recording devices are easily misunderstood. The misunderstanding at issue here is to think that because they offer a privileged perspective (that of whoever is doing the filming), they also confer a perspective privilege, namely, to lay indisputable claim to absolute truth and self -righteousness. Its as though filming is self-validating- in two senses The video is seen as validating its own content and therefore also as validating the video maker. To believe that is to imagine that the uniqueness of the video proves its truth and to confuse the privileged unique perspective with some presumed privileged knowledge.That is tantamount to forgetting a genuine truth Just because its all in your camera doesnt mean that what it means isnt also all or mostly in your head (case).Forget that, and you will be one step closer to stepping onto a global stage and falling off a career cliff.

The Comma and Your Career

The Comma and Your Career The Comma and Your Career Written communication is one of the most important ways that job seekers can remain competitive. A resume without typos can mean the difference between getting an interview or not. Although this may seem obvious to many job seekers, Grammarly recently found that the average candidate makes up to six spelling, punctuation, and grammar mistakes in his or her resume. With that many errors in a document meant to showcase ones talents, imagine how many mistakes might end up in an email or report on the job Fortunately, there are ways to ensure that your writing will not scare off potential employers or existing colleagues. A good place to start is triple-checking your use of common punctuation, like commas.In light of the recent Thanksgiving holiday, the Grammarly gruppe polled more than 1,700 Facebook fans including job seekers and professionals on what punctuation they are most thankful for in their writing. The semi-colon (13 perc ent), em-dash (10 percent), and period (8 percent) were top contenders yet, overwhelmingly we learned that English writers are most thankful for the comma (45 percent).Although writers enjoy the comma, many do not know how to use it to their disadvantage in the job search and on the job. According to a recent review of English writers conducted by the Grammarly, comma misuse is a prevalent error. Moreover, there are many ways to misuse a commaNot including a comma before a coordinating conjunction (43 percent of all comma mistakes among Grammarly users)Comma misuse in an introductory phrase (8 percent of comma mistakes)Comma misuse inside a compound subject (7 percent of comma mistakes)Comma misuse around interrupters (6 percent of comma mistakes)There are around 28 different types of mistakes that English writers make related to the comma alone. However, not including a comma before a coordinating conjunction and, but, for, nor, or, so, yet is six times more common than any othe r. If you are among the writers who misuse the comma or make any number of common grammar, spelling, or punctuation mistakes on a regular basis, there are steps that you can take to improve.Read your writing aloud.A great way to find mistakes in your cover letter or other professional communication is to read the text aloud. Hearing the words you have written will help to highlight any mistakes that you may be skipping over during a silent reading. It will also provide you with a good representation of how the text sounds to others.Use an automated proofreader to check your text.Automated proofreaders are powerful tools that enable professionals and job seekers to check their own work and learn from mistakes, anytime and anywhere. behauptung tools concentrate on the grammar, spelling, and punctuation of your text so that you can work more diligently on the content and style.Ask a colleague to edit your work.Maybe you have checked and double-checked that pesky email for your boss and , maybe it is free of grammar mistakes. However, does it make sense contextually and stylistically? Asking a colleague to review it over before pressing send is a great way to get feedback on both what you are saying and how you are saying it.High quality on-the-job, written communication provides credibility and opportunities. Strong writing skills are a foundational element of professional success, and the steps that you take to improve your writing today will benefit your career for years to come.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career. Like this article? We also offer tons of free eBooks on career and rec ruiting topics - check out Get a Better Job the Right Way and Why It Matters Who Does Your Recruiting. document.write(Read more ) in Resume Format

The Divide Between Ordinary and Extraordinary

The Divide Between Ordinary and ExtraordinaryThe Divide Between Ordinary and ExtraordinaryHow do you think beyond the paycheck when youre on the job hunt?The objective of a successful job search is not to get a job. The objective is to fulfill your purpose.Im 47 now and 25 years into my career. Ive had the opportunity to watch many people start their careers and talk with many others who have ended their careers. Through this informal research it has become clear to me that there are two distinctly different sets of career DNA in operation.A Tale of Two CareersThe first font of career search is based on the question Where can I make money quickly? The guidance Get a good job, one that pays well and has a bright future to it. Go to a distributions-mix where you can stay for a long time, get good benefits and a solid salary. Dont rock the boat too much, keep the boss happy, and you will gain the admiration of many people. You will have the precious commodity known as security.In the cl assic tale of the tortoise and the hare, this first type of employee is the hare. He sprints out ahead of everyone else. This person isnt particularly thrilled with the work but relishes the fact that he has secured a great job. The money is better than what his peers are making, and the future seems bright.Then something odd happens. The person finds that not being fulfilled with any sense of purpose at work really is a heavy price to pay. The money no longer seems to be as great as it once did. However, the person rationalizes that its too late to go after something that would really excite him and decides to stay with the job. The person has built up an enjoyable lifestyle and certainly doesnt want to risk losing it. If not exactly golden handcuffs, the job has at least become silver strings that keep him tied down from ever going after what he really wants to do.The second type of career search is based on a simple question What do I want to do and why do I want to do it? That c an be a difficult question because the answer may not fit with any job openings available at the moment. As a result, this person struggles at the beginning of the race. She may take a job just to get some food on the table but knows that there is no real future in that job. Peers laugh at this unfortunate soulmusik because she seems to have no direction. The clock is ticking, and she isnt making any real progress toward financial or title success.This person is the tortoise. People may write her off as not being a real player in the job market. They assume she will move along very slowly and never really stand out as anything special.Then suddenly, a door opens An opportunity to fulfill her purpose is standing right there, and the person jumps at this chance. Unexpectedly, the person who had been written off long ago emerges as a star employee. People cant believe what is happening. This is very hard for them to accept. The tortoise has somehow managed to create a far more meaningf ul and successful career than they have.How to find your purposeThe idea of purpose has been in the air a great deal lately. From Rick Warrens massive best-selling book, The Purpose-Driven Life, to Dan Pinks bestseller, Drive The Surprising Truth About What Motivates Us, the idea of having a clearly defined purpose has been the subject of many, many books in this century.However, my favorite prozentanteil on having a purpose at work dates back to 1943 in a book by Ayn Rand called The Fountainhead. Howard Roark, a young architect who is just starting his career, is in a conversation with the famous architect Henry Cameron, who is just about to end his career. Roark has worked for Cameron for three years.Cameron says to Roark, Well, have I taught you anything? Ill tell you Ive taught you a great deal and nothing. No one can teach you anything, not at the core, at the source of it. What youre doing its yours, not mine. I can only teach you to do it better. I can give you the means, bu t the aim the aims your own.Whats your purpose?You can learn technical skills, and you can gain a lofty title, and you can get a big paycheck. Other people can give you those things. However, no one can instill a sense of purpose within you. Only you can figure that out. A clear sense of a compelling purpose is what separates an ordinary career from an extraordinary one. What is your aim? What is the purpose of your career?Before you search for your next job, I suggest you take out a sheet of paper and start to answer these questionsBesides receiving a paycheck, why do I want to work?What difference do I want to make with my career?What am I particularly good at doing and how can I use those skills to fulfill my purpose for working?What am I particularly passionate about doing and how can I use this passion to fulfill my purpose at work?If youve been out of school for any length of time, you might feel these are silly questions to ask. You might think, Dan, wouldnt it be better to find out what the companys retirement plan looks like or how soon Ill be promoted or what personality type my potential new boss has? I dont think so. If you dont start with a sense of purpose, you will quickly find yourself in a daily activity devoid of personal meaning. At best, this turns into a gift of beautiful wrapping paper around an empty box. At worst, it turns into just an empty box.Almost exactly 20 years ago, I took a job purely for the money I was told would be there. Somehow I convinced myself that it would be worth it to have a lot of money. Every day, I got dressed up, hopped on the train and went to work. I was excited about buying a certain home and a certain car. I was the first one in and the last one out. Then one day something totally unexpected happened. I closed my office door and broke down crying. It took me three months to realize it, but I was doing something that had zero sense of purpose to me. I left.These are very tough economic times. Well-paying job s are very hard to come by. The temptation to take a job that you have no passion for and that does not fit with your purpose is very strong. If you have to put food on the table, take it. But be very careful. Remember that a great job can lead to an ordinary career or worse.Every day, stay on the alert to find an opportunity to fulfill your purpose. When you find it, you are on your way to a successful job search.

The Characteristics of Resume Examples High School

The Characteristics of Resume Examples High School If youve got additional work experience that is related to the position, provide a good deal of details (such as salary info and who to contact to find out more about your work experience). When looking for a home based opportunity consider what you wish to perform, what you are ready to provide to a potential employer, and just what youd love to have in return. When youre offered with a work offer, though you may have a negotiation procedure make positive that you ask time in bestellung to provide your official reaction. Even when youre extremely enthusiastic concerning the work offer and understand you would love to take it, you ought not accept immediately. Now you have the school hiring managers attention that you do not wish to lose it. Yes, take a while to permit the school understand you read the requirements as well as the way that they are matched up with by you. Your conclusion of work is also quite crucial. The v ery last thing you wish to do is apply for work in education with a subpar resume. You may be thinking about why academic recommendation letters are essential. Your academic CV is a crucial portion of your job search and might be the difference between finding your fantasy job and continuing on the hunt. The correspondence is able to help you prove that youre worthy to receive a location in graduate school or in the organization. On the flip side, perhaps you have little in the method of paid job experience but lots of volunteer work on your CV. Its recommended to reveal your gratitude whether you finally decide to select the work offer. By obtaining a superb comprehension of what you will be doing everyday on the job that you may know exactlywhat the ideal pre-interview project ought to be to demonstrate that youd be the fit. Be clear about just what job youre hunting for. Switching formats in only a letter can let you be regarded as somebody who doesnt understand essentials of communicating. To begin with, templates have to be comprehensive. No matter your degree of work experience, your resume format is essential to making your application stick out. Regardless of your level of job practical experience, it is critical to making your application stand out. Never forget that a resume is your very own personal tool that enables you to promote your abilities and experiences to possible employers. If you would like to turn into a high school principal, you can begin acquiring the qualification and skills you need now to produce the leap when youre ready. Other critical skills incorporate the capacity to organize, arrange and organize multiple app growth tasks. It is essential that you indicate your abilities and achievements in your resume. Whatever the reason for your writing, the letter has to be formal and professional. It has to be addressed to the appropriate manager or agent. The letter you write can make an immense difference in somebod y elses life so be certain of whatever you prefer to create in the letter and make aya you utilize the perfect format. Writing a letter of Congratulations can be challenging, since its challenging to comprehend how effusive you want to be. Consistently compose a line saying that it must be ignored if the essential activity is shot at the finish of the letter. Just because its called an academic reference letter doesnt mean its very likely to just utilize it for academic purposes. In addition, the academic reference letter may also be used for whenever youre requesting work. A CV generally comprises all the important information of someones academic and expert life together with the personal facts and contact details. An academic CV isnt a resume. Your academic CV isnt a resume youd utilize to submit an application for employment outside academia. You require the excellent academic CV. Choosing Resume Examples High School Is Simple A CV has come to be the most vital part an y human being wants in case of joining work. No matter your degree of work practical understanding, your resume structure is crucial to making your application stick out. Regardless of your level of job knowledge, it is vital to making your program stand out. You will discover certain characteristics and traits you have to possess obviously. An overall case in point is supplied under. In order to produce all these factors simplified to be understood precisely, its critical to list handy methods for preparation.

3 Talent Acquisition Lessons from Americas Fastest Growing Companies

3 Talent Acquisition Lessons from Americas Fastest Growing CompaniesEach year, Inc. releases its list of the 5000 fastest growing companies in America. And each year, those companies prove theyre capable of some amazing things. The top 10 companies showed growth percentages between 13,927 and 50,059 percent in the last year.While they represent a wide variety of industries and locations, there are similarities in how they are approaching talent acquisition. When your company is facing rapid growth, its important to get things right. Its your chance to find as many rock stars as possible and keep you upwards trajectory.In order to give you a better idea of what it takes to succeed in growth recruiting, we took a look at what platzset some of these companies apart. Heres what three of Inc. 5000 companies are doing to excel at talent acquisition1. Rethink the rules2017s fastest growing company was Skillz. The San Francisco-based software company brought in $54 million in revenue, meanin g that it grew by over 50,000 percent. The company is a gaming platform where players can play for free or pay to enter a game with a prize pool.But whats interesting in Skillzs growth is how its managed to succeed while maintaining a desirable workplace. The company encourages employees to play video games on their phone at least 35 times a week. People actually receive incentives if they play more than 50 times a week.While many employers might think this leads to lower employee productivity, Skillz has proven the opposite is true. The company decided to challenge preconceived notions about the work environment and as a result, theyve created a place that is succeeding and making talent acquisition easier.Follow in those footsteps. Think about what youre offering your customers. How can employees benefit from those offerings in a more interactive way? For example, if your company offers curated online education material, encourage employees to take time out of the workday to learn . This perk will help you attract talent who are interested in a core company value, giving you better fitting candidates.2. Focus on true believersComing in fifth place on the 2017 Inc. list is Halo Top Creamery. The company grew by 20,944 percent last year. Since the beginning of 2018, its sales have surpassed those of established ice cream companies like Ben Jerrys.What has set Halo Top apart is its unconventional take on a beloved frozen dessert. By using natural sugar alternatives, Halo Top has developed low sugar, high protein ice cream that averages around 240 caloriesfor the entire pint.In order to successfully disrupt an industry that has been around for ages, Halo Top needed employees who truly believe in the companys mission. The same is true for all companies experiencing rapid growth. You need to look for people who are dedicated to the change the company is creating. This will help you identify employees who will be loyal and push the company forward.But how do you do this? Start by looking at your customer base. If a person is willing to pay for your product or services, then you know they believe in what youre doing. Include job openings with your customer emails. This will help you tap into great talent that wants to help you succeed.Want to hire people who will help your company grow? Hire true believers. companycultureClick To Tweet3. Showcase the teamThe ninth most rapidly growing company was the Los Angeles-based, Greenspire. The startup helps to make homes more energy efficient and environmentally friendly. It also receives almost 85,000 job applications a year from qualified talent.One of the ways Greenspire has achieved this is by building a loyal and happy team. The company goes out of its way to recognize employees performances with attractive prizes. They also go on company dinners to build team camaraderie.The company is a place employees are proud to tell others about. As a result, roger about the organization spread, and job seek ers are eager to be considered when a position does open up. You can achieve similar results by focusing on the employee experiencein your talent acquisition process. Ask your team about what they love about the company. Build on those foundations so employees will see that their happiness is important to you. Then encourage them to share their opinions online. This will help the company appear more attractive to talent.Have jobseekers flocking to your company by creating a strong, collaborative workplace.Click To TweetWant to learn more about hiring for rapid growth? Watch our webinar

Looking for a Job on the Job

Looking for a Job on the JobLooking for a Job on the JobJob seekers must use discretion when seeking new employment while holding a full-time job.Of all the obstacles jobseekers could be dealing with, having to look for work while keeping busy with a full-time job is one of the better problems to have. Being gainfully employed automatically takes a lot of the pressure off and frees you from the desperation that makes many unemployed people take jobs they dont want.But there is still a unique set of problems that comes with searching while employed. Its challenging to look for a job when youre working full time, said Tammy Gooler Loeb, a career and executive coach in the Boston area. People who are working full-time have to come up with a really clear plan and understand that it might take them longer because they already have a full-time job.For one, theres much less free time. Since your job search should be its own full-time job, there simply dont seem to be enough hours in the day to search all the job boards and hit the networking circuits. Many times, people with full-time jobs will use their work hours to research other companies and make connections that have nothing to do with that responsibility. Some will even use their employers equipment and resources to assist then and even go on formal interviews while on the clock.These practices go too far and can be borderline criminal, Loeb said. Its not really OK to use work time for your job search, she said. If youre getting paid to be there, you have an obligation to do what youre paid for. The consequences of using your employers time to try to leave your present job can range from getting fired to being brought up on fraud charges. At the very least, Loeb said, itll make things awkward for you at work - especially if youre caught pitching a competitor.If your employer even has an inkling that youre looking for other work, that could have repercussions in the workplace, she said. Your employer could feel youre less loyal they could marginalize you. People are funny about those kinds of comings and goings.But that doesnt mean you have to put your job search entirely on hold. As an engaged member of the workforce, youre likely to have access to lot more information in your field that could benefit you than if you were unemployed. Keep your eyes and ears open for things and make mental notes, Loeb said. You may have the opportunity to get more information about whats going on that may feed your job search. She added that the heavy lifting can be done on your time off - either after work hours, on weekends or during personal and vacation days if need be.Loeb said working jobseekers can also utilize their lunch breaks as a free period to network or make follow up calls on resumes. There are a lot of creative ways to access people in your network possibly grab a drink or cup of coffee after work, she said. The trick, she said, is not to cross that line where youre betraying your employ er.

Army Enlisted Rank Promotion System Breakdown

Army Enlisted Rank Promotion System BreakdownArmy Enlisted Rank Promotion System BreakdownEach year, when Congress passes the Defense Authorization Act, the Army receives instructions on how many people can be on active duty during the year. Under separate legislation, Congress also limits what percentage of the total active duty force can serve in each commissioned officer rank, in each warrant officer rank, and in each enlisted rank above the grade of E-4. There are no statutory limits for E-4 and below. The E stands for enlisted and in the Army an E-4 is the rank of corporal. This is the basis of the Army enlisted aufsteigen system. The Army takes the number of slots it has for each enlisted rank, above the rank of corporal, and allocates them to the different military occupational specialties (MOS), or enlisted jobs. Army Promotions and Vacancies To promote someone in the U.S. Army, there must be a vacancy. For example, if an E-9 (sergeant major) retires in a certain MOS, suc h as MOS that means that one E-8 can be promoted to E-9, and that opens an E-8 slot, so one E-7 can be promoted to E-8, and so forth. If 200 E-5s get out of the Army in a particular MOS, then 200 E-4s can be promoted to E-5. So, how does the Army decide which enlisted members are going to get promoted? They do this using three systems Decentralized promotions for promotion to the grades of E-2 through E-4, Semi centralized promotions for promotion to the grades of E-5 and E-6, and centralized mothermainboards for promotions to E-7, E-8, and E-9. Decentralized Promotions in the Army In the Army, the unit, or company, is the promotion authority. In theory, the commander decides who gets promoted and who doesnt. However in practice, because there are no quotas for promotion for E-2s through E-4s, commanders pretty much promote anyone who meets the promotion criteria platzset by the Army to ensure that the promotion flow remains stable. Everyone (regardless of MOS) can expect to be promoted in the same approximate time frame. There are some exceptions to the rules. First, in the Army, its possible to join an advanced rank(up to E-4) for certain accomplishments, including college credits, Junior ROTC, or even referring other applicationsfor enlistment, while a member of the Delayed Enlistment Program(DEP). Second, soldiers in Special Forces (18X) can be promoted to E-4 with just 12 months of time in service, and no specific time in grade requirement. Semi-Centralized Promotions in the Army A semi-centralized promotion process means that the unit/company plays a part in the promotion selection process, but its the Army that decides who gets promoted. There are two promotion processes known as primary zone and secondary zone. Most enlisted are promoted in the primary zone. The secondary zone gives an opportunity for commanders to give exceptional performers an early shot at promotion. The process for either zone begins with administrative points. A soldier re ceives promotion points for various accomplishments, such as military decorations (medals), and PFT (Physical Fitness Test) scores. Administrative Points in Army Promotions Administrative points consist of duty wertmiger zuwachs, awards and decorations, military education and civilian education. The unit commander awards duty performance points based on recommendations from the soldiers supervisor. The commander may award up to 30 points in each of the following areas Competence Is the soldier proficient and knowledgeable? Does he/she communicate effectively?Military Bearing Is the soldier a role model, in the areas of appearance and self-confidence?Leadership Does the soldier motivate others, set high standards, show proper concern for the mission?Training Does the soldier share knowledge and experience? Does he/she teach others?Responsibility/accountability Some military awards (medals) are given a specific promotion-point value, as are training courses such as ranger school o r platoon leaders development course. The Army gives promotion points for off-duty education, such as college courses, or business/trade school courses, and for scores on the Army PFT and test scores on the rifle or pistol range. The next part of the process is the Promotion Board. To convene a promotion board, the commander must be in the grade of Lieutenant Colonel (O-5) or above. That means, if the company commander is an O-5, the board can be conducted by the company. However, if the company commander is an O-3, the member will meet the board conducted by the next level of command (such as Battalion) where the commander is at least an O-5. Some E-4s can be promoted to Sergeant (E-5) without a promotion board, under anew Army promotion policy. The promotion board consists of at least three voting members and one nonvoting member (the recorder). The President of the Board is the senior member. If the board consists of all enlisted members (NCOs), then the President of the Board sh ould be (if possible) the Command Sergeant Major. If not possible, then the President can be a Sergeant Major (E-9). All members of the board must be at least one grade senior to those being considered for promotion (For example, for an E-5 promotion board, all of the members must be in the grades of E-6 or above). If available, there must be at least one voting member of the same sex as the soldiers being considered. For example, if a board is considering 50 E-5s for promotion to E-6, and 2 of those being considered are female, the board should have at least one female voting member. Additionally, each board should have at least one voting minority member (African American, Hispanic, Asian, etc.). Soldiers physically appear before the promotion board. Each board members ask a series of questions, and scores the candidate in four separate areas Personal appearanceOral expression and conversation skillsKnowledge of world affairsAwareness of military programsKnowledge of basic soldier ing (Soldiers Manual)Soldiers attitude (includes an assessment of the soldiers and potential for promotion, trends in performance, etc.). Each board member rates each of the above areas as follows Average- 1 to 7 pointsAbove Average- 8 to 13 pointsExcellent- 14 to 19 pointsOutstanding- 20 to 25 points The maximum number of points that can be awardedbyeach board member is 150 points, total. The total points for all the voting board members aretotaled and then divided by the number of board members. It results in an average score by the board. That becomes the soldiers promotion board points (maximum of 150). The board takes one final action- they vote on whether or not they recommend the candidate for promotion. If a majority of the members vote no, then the individual will not be promoted, regardless of how many total administrative and board points they have. The board points are then added to the administrative points. The maximum possible combined administrative points and board pointsis850. To be placed on the promotion recommended list, a soldier eligible for promotion to E-5 must achieve a minimum of 350 combined administrative and board points. A soldier eligible for promotion to E-6 must have at least 450 total promotion points. Soldiers who make it through all of the above are placed on the Recommended List, andthere are only a certain number of vacancies available in each MOS for each enlisted grade. Each month, the Army looks at each MOS and determines how many people within the MOS they need to promote to fill the vacancies (remember, vacancies within each grade are created when someone gets promoted out of that grade, gets out of the Army, or re-trains into a different MOS). Centralized Promotions (E-7, E-8, and E-9) Centralized promotions are conducted Army-wide, at Army Personnel Headquarters. The unit/battalion has nothing (or little) to do with the promotion process. There are no minimum time-in-grade requirements for promotion to E-7, E-8 , or E-9, but soldiers must meet the following minimum time-in-service requirements to be eligible for promotion Sergeant First Class(E-7)- 6 yearsMaster Sergeant/First Sergeant(E-8)- 8 yearsSergeant Major(E-9)- 9 years The Centralized Promotion Board consists of at least five members. The board can (and usually is) divided into separate panels, which, in turn, review/score the promotion records for those being considered in different MOSs. If so, each panel must include at least three voting members. The President of the Board must be a General Officer. Board members are commissioned officers and Senior NCOs. Unlike the promotion boards for E-5s and E-6s, soldiers do not personally meet the Centralized Board. The board makes their decisions based on the contents of the soldiers promotion records. Each year, the Army decides how many soldiers within each MOS it plans to promote to the ranks of E-7, E-8, and E-9. For example, if the Army plans to promote 17 E-7 soldiers in MOS 123 to E-8 within the next year, they basically say to the board, Here are the promotion records of everyone eligible for promotion to E-8 in MOS 123. Please review these records, discuss them, vote, and select 17 of them to be promoted within the next 12 months. Soldiers eligible for consideration may write to the president of the promotion board to provide documents and information drawing attention to any matter concerning themselves that they feel is important to their consideration. Although written communication is authorized, it is only encouraged when there is something that is not provided in the soldiers records that the soldier feels will have an impact on the boards deliberations. The promotion records consist of pretty much everything that isinthe soldiersmilitary records, including decorations (medals), dates of service, dates of assignments, duty positions (past and present), performance reports, educational accomplishments, military training, official photograph, records o f disciplinary action, such asArticle 15, or courts-martial convictions, letters of reprimand, etc. The members of the board discuss and score each record, and then make a determination as to whether or not the individual should be promoted (remember, the board is told in advance exactly how many in each MOS can be promoted that year). The Army then takes all the selectees (without regard to MOS), and assigns them a promotion sequence number, which is assigned according to seniority. For example, if its the E-7 list, the Army will give the lowest sequence number (0001) to the E-7selecteewith the most time-in-grade as an E-6. Each month, for the next 12 months, the Army will then release the sequence numbers of those to be promoted during that month. It ensures a smooth promotion flow for the following 12 months (when the next board will meet and do everything all over again).

Help! I applied everywhere with not 1 call back!

Help I applied everywhere with not 1 call backHelp I applied everywhere with not 1 call backThis ones a real head-scratcher you look online, find jobs that you know good and well you could do with your eyes closed, meet all the stated qualifications, send off your resume electronically, and thenthe silence is deafening.So, why does this happen time and again?I know I know You were told by more than 1 person somewhere along the line that, its just a numbers game. Hmmm, job search is about numbers (just not the ones you were thinking of), but its most definitely not a game. Lets talk about 3 reasons why youre not getting the calls back you think you should.1) You submit your resume for 8 or 10 different job titles because you figure you can adapt to practically anything. What doesnt work in job search is to approach things with a perspective that youre a jack of all trades. The employer is a) not going to spend the time to figure out what to do with you and b) is only hiring someone fo r ONE job.When you spread yourself thin, you make yourself good to exactly no one.Focus. Focus. Focus. It may seem like if you dont apply for opportunities X and Y and Z that youll miss out. You will. But that job was not perfect for you, and you were not perfect for it. The most successful candidates identify what they want, then go for that and ONLY that, until they get it.2) Youre highly motivated, and dedicated, and passionate. Thats nice, but none of those words indicate what you actually DO. The employer is hiring someone to DO something, not BE something. Another way to think of it is the employer is paying you for something, and its not just to be highly motivated.The something you bring to the table needs to be an action, such as providing operational leadership, directing marketing campaigns, or leading ausverkauf teams. Those are your true skills, and more importantly, those are the types of hard-core keywords the employers and recruiters are searching for.3) Youre listin g your history practically back to the days of the Biblical Flood. I just had a conversation with a candidate who was talking about how he had a natural love for technology that started when he was a child. While that may have been true, thats not a story to present on your resume, LinkedIn, or in an interview.Going too far back in time, rather than highlighting the vast experience you bring to the table, actually has the opposite effect because it reminds your audience that you are old which brings with it an entirely different set of issues.If you have a long history, heres what to do detail the most recent 10-20 years, then summarize your early career without presenting the dates. This will go a long way to emphasizing whats most important, while rounding out the foundation of your career.