Customize this Outstanding Accounting Audit Manager Resume Template

Customize this Outstanding Accounting Audit Manager Resume TemplateCustomize this Outstanding Accounting Audit Manager Resume TemplateWriting the Audit Manager Resume TemplateAccounting professionals often need a sharp eye for detail if they are going to maintain productivity. An Audit Manager resume template should show off your ability to manage the details and your experience in managing a staff of professionals. You can push your credentials ahead of the other candidates when you show the hiring manager a resume that highlights the skills they require.Resume Template for Audit ManagerCreate Resume Gino SporlinskiProfessional SummaryDetail-oriented Audit Manager with proven data collection and evaluation processes that are customized to each situation. Most effective at evaluating financial controls, developing audit staff members and identifying kompetenzprofil risks in the budgeting process. Respects the role that accurate data plays in the running of any successful corporation .Core QualificationsBusiness Process EvaluationFinancial ReportingBusiness PlanningFinancial AuditingResource Planning AllocationBudget Control AdministrationExperienceAudit Manager, September 2010 May 2015Controls Incorporated New Cityland, CARegularly developed custom business process control audits for executive team.Worked with departmental managers to update milestone schedules.Created budget risk reports that were submitted to management each week.Junior Auditor, March 2003 September 2010Cranston Incorporated New Cityland, CAResponsible for gathering data to fill in business process control reports.Assisted in evaluating departmental budgets and developing solutions for overages.Collaborated with audit manager to develop milestone reports for executive team.Accountant, June 1995 March 2003Greedy Corporation New Cityland, CAAudited the weekly payroll deposits.Assisted in developing material for bank reconciliation meetings.Processed all expense reports.Education1995 Bach elor of Science, AccountingMile Road College New Cityland, CACustomize Resume

How to Write a LinkedIn Summary (About Section) Examples and Tips

How to Write a LinkedIn Summary (About Section) Examples and TipsHow to Write a LinkedIn Summary (About Section) Examples and TipsThe LinkedIn summary or about section is often under-utilized by LinkedIn users. Many leave it completely blank or type in a short tagline better suited for a LinkedIn headline or a resume summary.But whetzu sich youre using LinkedIn to find a job, market your geschftliches miteinander, or build your professional brand, the summary section is important real estate.Whereas the headline allows just 120 characters, there are 2,000 characters available in the LinkedIn profile summary. This about section could give you between 300-350 words to strengthen your profile by adding some personality, optimizing your search terms, telling your career story, and inspiring action from readers.Why a good LinkedIn summary matters for your job searchWriting a great LinkedIn profiletop-to-bottom is the easiest way to set yourself apart from half-a-billion other LinkedInuser s. Even if youre uploaded a great profile photo, customized your headline, and detailed your work and education history, leaving the summary blank is a huge missed opportunity for a number of reasons.The LinkedIn summary is part of your first impressionThe LinkedIn profile summary is one of the first things people see when they visit your profile. Its part of introductory business card at the top of your profile that also includes your name, photo, headline, most recent company, education, and contact information.This information is above the fold on both desktop and mobile, meaning someone doesnt have to scroll down to find it.When most users visit your profile, theyll see the first 300 characters or so of your summary. However, LinkedIn Recruiter shows the entire summary by default.Left LinkedIn view Right LinkedIn Recruiter viewIts your chance to say helloCompared to other social networks, LinkedIn carries a certain expectation of decorum and professionalism. This expectation va ries from industry to industry regardless, the profile summary section is your best opportunity to inject a little personality into your profile. In an age where culture fits or culture adds are top of mind, the LinkedIn summary is where you can really let prospective employers see who you are and what you care about.More than any other LinkedIn profile section, the summary provides an opportunity to address the reader directly and share multiple sides of yourself from professional accomplishments to life motivations.LinkedIn uses your summary for search resultsWhen recruiters search for you on LinkedIn, summary content plays into the results. Your summary is not weighted as heavily as your headline or the job titles and descriptions in your work experience section, however they can still strengthen your searchability and help you rise above similar candidates.Using the LinkedIn summary to include terms that a recruiter might plug into a search bar hard skills, job titles, or indu stry keywords increases your visibility and reveals opportunities.Jobscans LinkedIn Optimization tool analyzes your LinkedIn profile against jobs youre interested in and industry data to show you exactly which keywords youre missing.Optimize Your LinkedIn ProfileHow to write a LinkedIn summary for your job searchAs alluded to above, a few things that should go into your summary include a catchy hook, your personal story, and optimized keywords.Start strongBy default, LinkedIn shows only the first three lines of your profile summary before readers have to click to see more. This works out to around 290-310 characters.If youre a creative writer you might abflug your summary with a catchy hook that invites readers to click See More. Otherwise, top load your LinkedIn summary with the number-one thing you want recruiters or hiring managers to know about you.What sets you apart from everyone else? What combinations of skills help you achieve results? Why do youlove your work? Answering th ese questions can uncover a compelling opening statement.Make your LinkedIn summary keyword richRecruiters search for a combination of job titles, skills, and other keywords to find the right candidates. LinkedIn even shows you some of the search queries used to find your profile. On your profile, check out the dashboard underneath your summary. One of the stats will be search appearances.Click on it to see a report detailing your searches. For example, this week some of my searchers found my profile by using these keyword combinationsIf you dont see any search appearances or relevant search terms on your profile, it means your profile keywords arent optimized for recruiter searches. Review job descriptions that interest you take note of recurring hard skills and keywords. If applicable, add these words to your summary and profile.Jobscans LinkedIn Optimization tool helps automate this process by comparing your profile to three or more relevant job descriptions. It then shows you wh ich keywords youre missing. These keywords are often search terms used by recruiters.LinkedIn Optimization results for my profile. Learn more about the tool here.If youre not much of a writer and you dont need to be for most jobs using your summary to list your most important skills and technologies is a smart alternative to crafting a narrative.Optimize Your LinkedIn ProfileOpen up about your careerYour LinkedIn summary isnt the distributionspolitik for your unabridged biography. However, it is the perfect place to add context to your career trajectory, show off your accomplishments, and dig into what makes you great at your job. This is information that recruiters and prospective employers are interested in knowing.Whats next for you?Leave hints as to why you moved from one company to the next. Recruiters want to know if the position theyre filling makes sense as your next step.I want to see the progression of not only what job title and what company you were working for, but al so a snapshot of the progression of your career, a healthcare recruiter told Jobscan. Im also looking for the logic of why you went from this job to the next job. What caused you to make that transition?Much of this will be detailed in your work experience sections, but you can use your summary to control the narrative. For example, you might use your summary to share your interest in a specific discipline within your field. Or how you motivate and enable your team as you look to move into a management role. Or your desire to work with companies that make an impact on a specific segment of the community. Placing these ideas in your summary will help color your entire career history.What are your greatest accomplishments?Specific accomplishments should be peppered throughout your work experience sections, but the summary is a great place to collect your greatest accomplishments for additional impact.You can also combine and generalize accomplishments in this section in ways you cant in your work experience. For example, if youre a schlussverkauf manager who has worked with three different companies, you can say, Increased regional sales by an average of 72% in my first year at three different companies.Learn more about how to write strong accomplishments39 Accomplishment ExamplesSimple Formula for Identifying Key AchievementsAdditional questions to answer in your LinkedIn summaryThinking about these questions as you craft your LinkedIn profile summary can help show prospective employers what you value, why youre going places in your career, and whether youd be a great fit.What are your goals and ambitions?What are your guiding principles?Why are you passionate about your current job or industry?Were there any specific pieces of wisdom that you took away from past jobs?Is there any unique knowledge youve brought into your industry from other life experiences?Review LinkedIn summary tipsStart strong with a catchy opening statementUse optimized search terms in you r summaryDont be afraid to inject some personalityAdd context to your career storyBrag about your accomplishmentsUtilize as much of the character limit as you canKeep it readable with short paragraphs or bullet pointsDont go overboard with special charactersUse a call to action at the endGet automated tips for your profile with Jobscans LinkedIn Optimization tool.LinkedIn Summary and About Section ExamplesHere are a few examples of strong LinkedIn summaries that use different approaches. Take inspiration from these profiles but DO NOT copy them.Cal, Marketing Communications DirectorContextualizes his experience with a personal anecdote, shows off entrepreneurial spirit, and peppers dollar signs and percentages throughout.Dina, Marketing ExecutiveConfident opening, context into what makes her passionate about her work, keyword dense, and uses every available character. We dont advise using this many special characters, but the content is very strong.Daniel, Customer Experience Speci alistContains personality and a look into his interests, but most importantly demonstrates his process and allows prospective employers to see exactly how he would approach the work.Jessica, Software EngineerNot everyone is a writer and not every job will care if you can craft a narrative in your summary. If youre not sure what else to do, use the summary to clearly lay out your skills, tech proficiencies, and certifications.

Ultrasound Patch Monitors Critical Components

Ultrasound Patch Monitors Critical Components Ultrasound Patch Monitors Critical Components Ultrasound Patch Monitors Critical ComponentsThe twists, curves, and bends of three-dimensional objects make them difficult to inspect. Unfortunately, the flat, rigid ultrasound probes used to find hairline cracks and other problems in engines, turbines, elbows, and knees just cant make effective contact with parts that bend, twist, or angle.For that reason, inspectors have a hard time monitoring these parts for cracks and fissures to correct them before they lead to further, even catastrophic, structural problems down the road. Healthcare providers can also have difficulty finding hairline fractures in bones due to limited ultrasound equipment, says Sheng Xu, a University of California, San Diego nanoengineering professorResearchers at the university, led, in part, by Xu, have developed a flexible, bendable, ultrasound fehlerkorrektur that can make it easier to inspect damage in odd-shaped st ructures. It can be attached to large structures like bridges, engines, and turbines to provide up-to-the-minute information for continuous inspection and monitoring.You cant disassemble a bridge or a ship. You cant take everything fremdartig in the field.Prof. Sheng Xu, University of California, San Diego. The new ultrasound patch can be twisted and turned to fit over curved and uneven surfaces. Image University of California San DiegoSuch a patch is critically needed, says Francesco Lanza di Scalea, a professor of structural engineering at the university, also a leading researcher on the project.Elbows, corners, and other structural details happen to be the most critical areas in terms of failure. They are high stress areas, he says. Its critical we have this capability to monitor and diagnose these noncontinuous surfaces.For You Read the latest about design and manufacturing from ASME.org.To help provide that diagnostic capability, the researchers created a soft, b endable, stretchable, flexible ultrasound patch that can adhere to odd-shaped surfaces in order to send back feedback about what they see inside them, Xu says.Currently, if a smaller assembly, like a car engine, has a crack in a hard-to-reach location, an operator needs to take fremd the entire engine and immerse the parts in water to get a full 3D image, Xu says.Though gel, oil, or water is currently used to seal the gap between a current ultrasound probe and the surface thats being examined, the liquids and gels can create bubbles that can filter out signals the probe is meant to receive. The probes are also impractical for inspecting large or hard-to-access structures like a bridge or a ship.You cant disassemble a bridge or a ship. You cant take everything apart in the field, Xu says. Its critical we have this bandage to make an in-situ diagnosis on something with ridged areas, with cavities and various planes and gaps.Otherwise, you need to send a probe down to these areas and t hat doesnt work well, he adds. This patch will allow us to image the make a nondestructive examination at various kind of places.The researchers ultrasound device is comprised of a thin patch of silicone elastomer patterned with an array of small electronic parts connected to each other by spring-like structures. The electronic parts contain electrodes and piezoelectric transducers that produce ultrasound waves when electricity passes through them. The spring-shaped copper wires that connect the parts can stretch and bend, allowing the patch to conform to nonplanar surfaces without compromising its electronic functions, Xu says.The device can transmit visual and technical information to a distant computer, the same way a medical ultrasound can be visualized on a screen, to find cracks and other structural abnormalities.The patch differs than flexible electronics, which are created by mounting electronic devices on flexible, plastic substrates. While flexible electronics can only be bent, the ultrasound patch can be bent and stretched.Flexible electronics today can measure the health characteristics of the wearer. But those devices can only measure and send information about phenomenon that affects the surface where the electronic is affixed.Our approach allows you to go well below the surface to image defects underneath a nonplanar surface, Xu says. I think opens up an entire direction with ultrasound, where we can now start to look for things well below the surface.The device is still at the proof-of-concept stage. The researchers also need to integrate a power source and data processing functions into the soft probe to enable wireless, real-time imaging.But Hongjie Hu, a materials science and engineering Ph.D. student in Xus lab, feels the researchers ultrasound patch isnt too far from being realized.It would be neat to be able to stick this ultrasound probe onto an engine, airplane wing or different parts of a bridge to continuously monitor for any cracks, Hu says.Jean Thilmany is an independent writer.Read MoreThe Chain GangMRI-Safe Robots Treat EpilepsyTake a Spin and a Splash on the Hydro Bike For Further Discussion

E-mail Etiquette

E-mail EtiquetteE-mail EtiquetteFace time still counts. Though the ease of mail is tempting, be careful not to perform ansicht e-mail etiquette crimes.The inappropriate use of e-mail and texting is widespread and its effects are far-reaching. This ethical issue has the power to threaten the personal and professional development across all ages and industries if left ignored.To be clear, I am a firm believer in technology and the wonderful advances weve made in communication. This is certainly not an attack on progress. Instead, what I find troubling is the degree to which people hide behind electronic communication in an effort toGo about their work lazilyInsulate themselves from the reactions of othersAvoid confrontation (though e-mail usually creates it)You see it at work and you see it on the job search. But it doesnt make it OK.Lazy lettersA common example job hunters can relate to is the disturbing frequency with which companies send e-mail rejections - even after a candidate h as invested several hours (or more) interviewing at the company. When I speak to people in transition, this is one of the complaints I hear most frequently. I dont think companies have any idea what a terrible impression they make on potential employees by taking the easy way out.Whats important to remember for employers and job seekers alike is that not taking the time to courteously address someone can and will ruin your name.Interviewing for potential jobs ? Take time to research how other candidates have been treated. Reach out to contacts in your network who have had run-ins with representatives of that company. Or use Google or Glassdoor to find reviews of recruiting experiences.Unfortunately, job seekers are guilty of this as well.I have heard more than a few stories of job hunters who responded to rejections with scathing e-mails criticizing the process, the company or both. Even if your feelings are justified, your actions are not. You have no way of knowing who will eventu ally see your e-mail and how it might be viewed. There are at least as many interpretations as there are people who will read it. Dont take the chance. If you feel you must respond, take at least 24 hours to cool off before you pick up the phone.Insulating yourself from reactionsA few months ago, I was on a business trip and woke up early to get an update on the financial markets. Shortly after I tuned in, two popular anchors started to discuss a large bank deal that fell through when one bank rescued another and was subsequently outbid by a third. One of the anchors offhandedly asked a rhetorical question like, How would you like to get THAT call in the middle of the night and find out the deal was off? Without missing a beat, the female anchor said, Oh, I wouldnt have called. I would have texted.Absolutely horrifying.What makes it particularly disturbing is the womans complete sincerity - as demonstrated by her automatic response. Sadly, she obviously doesnt see anything inapprop riate or she wouldnt have mentioned it to millions of viewers. This took away from her credibility as a news source.If something like a deal falling through cant be handled in person, for whatever reason, a real-time alternative like telephone or videoconference may be acceptable. But dont send a text, e-mail or voice-mail and pretend you are being honest and responsive. The only acceptable use of an e-mail or text in this scenario would be a message like thisThere have been some unexpected developments we need to talk about at your earliest convenience. This is urgent. Please call.Creating confrontation by trying to avoid itEven in less extreme examples, its amazing how the senders actions - whether they are motivated by laziness, insensitivity or a desire to avoid conflict - only serve to escalate the tension. For example, one of my colleagues, Tamara, recently received an e-mail from a company that frequently sends her on contract consulting assignments that said they would be giving some her work to another freelancer. When she confronted the assignment handler, Barbara, about the disrespectful way in which the situation was handled, Barbara defended her actions saying, Thats just how business is done.That may be how some companies choose to do business, but its notgood business. If people like Barbara continue to do business this way, her behavior will almost certainly haunt her next time she finds herself in transition - if not sooner.Whether you are operating as an individual or as a representative for a company, think - and speak - before you write. Consider how the person on the receiving end of your e-mails and texts may respond in a given situation, because your behavior will ultimately impact your reputation. It probably already has.

3 Effective Self-Promotion Strategies Backed by Science

3 Effective Self-Promotion Strategies Backed by Science 3 Effective Self-Promotion Strategies Backed by Science But then again, no one likes a show-off. Bragging too much can damage your credibility, and we generally dont like people who come across as arrogant and self-absorbed.So what can you do to promote yourself mora effectively? In this post, Cangrade discusses the science behind three strategies that can improve your chances of making a great first impression.1. Its Good to Brag About Yourself (At First) When people portray themselves in a way that seems unrealistically positive, we probably dont believe that theyre actually that great. In general, we dont like people who act like narcissists.But the truth is a bit more complex.Research has actually found that people who act narcissistic and overly positive about themselves tend to make great first impressions. Even seemingly excessive self-promoters tend to come off positively at first. Other people tend to like them and ra te them as very agreeable, competent, and well-adjusted.But the saatkorn things that can make a person seem great at first can also end up making them look like a jerk. The initial positive impressions will turn sour if the same level of self-promotion continues over time and across repeated social interactions.Its good to self-promote at first - just remember to quit while youre ahead.2. Use Source Confusion to Avoid any BacklashWhats the capital of Colorado? You probably remembered that.But do you remember exactly how you learned that in the first place? What year it was? Was there a specific teacher? Did you get it from a book, a handout, or maybe a poster?The point of this example is that there is a distinction between knowing something and knowing the source of the information. We often remember one without necessarily remembering the other. Just think about the difference between a.) saying something positive about yourself and b.) someone else saying something positive about you. The source matters The first is definitely more likely to come across as annoying, impolite, or lacking credibility. The second doesnt really carry any such penalties.How can you use this to your advantage? Recent experiments have demonstrated that people who are distracted in some way - such as divided attention or time pressure - also dont show the negative reactions associated with excessive self-promotions.If the other person is a little distracted, saying nice things about yourself is pretty much the same thing as someone else saying nice things about you Denver.If youre worried about potentially negative repercussions of self-promotion, save it for situations in which people are more likely to confuse who said what.3. Use Your Body Language to Get the Right Social Dynamic There are two really basic ways that people tend to carry themselves. One is a more dominant, open, and expansive posture in which the body takes up a lot of space. The other is a more submissive, clo sed, and restrictive posture in which the body takes up little space.How can you use this to your advantage? People automatically adopt these postures and use them to convey their distinct roles in a social interaction. The interesting thing is that its really awkward when two people are both dominant or submissive. Studies have found thatadopting one posture will probably cause a person youre interacting with to adopt the other. This can put you right into the role of your choosing, whether you want to come across as a good leader or as a good follower.More recent research has shown that your posture can also dictate the content discussed during an interaction. The person in the more dominant role will probably do fruchtwein of the talking and make most of the decisions. Meanwhile, the person in the more submissive role isnt really expected to contribute.If you want to look like a leader and express ideas without being interrupted or questioned, just take up lots of space with your body. (But also keep in mind research shows that people who dont speak up wont try to correct you when youre wrong about something.)

Life After Build Resume Online

Life After Build Resume Online It is possible to take a look at the prices, functionality, and the quantity of templates and features. Your orders will be done exactly as you desire. As soon as youve opened your account and chosen from some design alternatives, you can begin typing. It is also feasible to create multiple resume templates in the event you are a generalist-specialist Pocket Resume an application with assorted controls that make it possible for you to enter information with minimal effort, the tool does a lot of the work for you. The app delivers an intuitive and appealing interface available. Google templates no difficulties. Because of a very clear interface to the creation of CV, you will require a few momemts. The New Fuss About Build Resume Online You are going to receive unique texts, which will be finished in time. Our writers always create unique content thats absolutely free from all grammatical error. Youd need to do the formatting work yourself. You are going to have access to the ideal text editor available. What You Should Do to Find Out About Build Resume Online Before Youre Left Behind The Free Resume Builder helps prepare resumes even when you dont possess the slightest idea on the best way to do so utilizing a seven step procedure. Click the Manage Resumes tab and you ought to observe a button to the bottom of the page which says Upload Resume File. Our zugnglich Resume Builder features can help you create a resume that reflects your best online. They will help you create a resume that reflects your greatest strengths. As an issue of fact, on an average, the majority of the recruiters do notlage search for over 6 seconds at a resume. HR will be quite so impressed with your resume they might even ask how you built it. If youre able to afford five minutes to produce a perffectly tailored CV, than you can trust huge impact that its going to make on employer in regards to reviewing it. Think about your resume f rom the view of HR. Your CV is going to be saved safely on the website and generating it is completely free of charge. If you opt to click the links on our website, we might get compensation. To begin with, once the recruiters go through your resume, they receive a very first impression of your profile. The website will inform you exactly how many views your resume has. The Supreme Strategy for Build Resume Online Make your very first order at this time and find the help you need whenever possible. A complete option for candidates with a great deal of experience who desire to have a really good one-page resume template. To save a whole lot of heartache down the road, make certain that you use our resume builder to create a document that may be easily transferred to different job applications. Our resume builder is the quickest approach to create a resume that can help you get your fantasy job. Understanding Build Resume Online You may even select an available writer to communication panel, which delivers an immediate communication between the author and the customer. Furthermore, you can specify the skills obtained in the plan of work with in depth descriptions of them. If its so, then youll be having some difficult time for a student along with being a writer. You can trust the ideal essay help online. To purchase essay online, you simply will need to fill in the application form and youll get excellent work on the desired topic. The resume is a tool which you are able to use to obtain an interview. Our site is just one of the most appropriate for essay help. Or you can select a pre-written resume from your area. An amateur design is readily spotted and usually, the outcome is cheesy. As a result of several functions, youll have the chance to demonstrate your creativity, in addition to to show that youre the ideal candidacy for the vacancy. Whichever resume format you select, make certain to include examples of accomplishments that bene fited your prior employers. The Hidden Truth About Build Resume Online Its possible to easily depend on us to find essay help as we have a tendency to assist and guide the students with the assistance of our professional experts. ConnectCV is another exact efficient online resume building tool free of charge. When you have gained enough knowledge, you might start building your own. The work search may be a lengthy process just examine the statistics below It is possible to enter your social websites profile address for an extra point of contact. You will soon locate the official data about us. You have to offer relevant, concise details. Even then youre not able to discover the informative and accurate details.

Losing It Office Lessons from Hockey Riots

Losing It Office Lessons from Hockey Riots LIGHTING THE FUSE/Image Michael MoffaPerhaps the lunacy-inducing full hockey-puck moon dangling over the city like a tempting, provocative but out-of-reach piata was to blame for the Vancouver Stanley Cup 2011 riot. Or perhaps it was some rampant, childish belief that a Canucks jersey, like a Harry Potter invisibility cloak, could conceal what the posturing arsonist posers nonetheless wanted to reveal. Fortunately for you, none of those the mayor of Vancouver called hooligans for torching, looting and fighting after the final Bruins-Canucks game will be in your office interviewing for a job anytime soonand leid just because you dont work anywhere near the scene of the crimes or because you Google every applicant. (As for their being a tiny hooligan minority, versicherungsschein who were there told me they believed the willing riot participants and support ers numbered in the thousands.)Its also because you, of course, do leid have to screen people like thatpeople who lose it when they lose itthe latter it referring to the jobs you dangled, the former, to their minds. Its a comforting thought Everyone I deal with is very reasonable, and copes with disappointment and even perceived failure in a mature and professional way.Out of Sight, Out of Their Minds?Really? How would you know? Just because the rejected applicant doesnt return twenty minutes later in a clown suit, armed with an Uzi or a lemon meringue pie doesnt mean that he or she has coped well with the bad news you had to break. He or she may break well after and far from where you break the news and their hearts.After all, the nights mayhem and madness wasnt unleashed until after the wild-eyed perps had left the arena and the sports bars. So, how can you be sure that you havent lit a fuse when you snuff an applicants hopes? Out of your sight doesnt mean not out of their minds.W orrisome SimilaritiesLets see whether a point-by-point comparison of a typical job applicant and a typical hockey rioter offers any reassurances that you are right, that job applicants are too sensible to go nuts. Of course, in the absence of any opportunity for you or me to interview the testoster(mor)onic fools who burned, looted, trashed, stomped and smashed their way through Vancouvers city-center streets, some speculation on their motives and fuses will, at least as a preliminary, be necessary, yet worth it, for the purpose of comparison and insight.First, it should be useful to set up an analogous situation in your office, to get a feel for what it would be like to deal with an applicant who will lose it the way the Lords of the Flies and Fires did after the final Stanley Cup 2011 game. To begin with, and if the analogy is to be as precise as possible, all of the following similarities should be allowed forThe thwarted expectation and rage of the job applicant, like that of th e enraged hockey fans and others, will in fact not reflect any real, tangible, werkstoff or other losses. The loss should be entirely in as well as of their minds. This means that losing the job opportunity will not mean starving kids at home, a mortgage default and loss of a home, or a forfeited chance to have a kidney transplant, for want of the lost incomejust as losing the Stanley Cup means, in terms of real-world consequences, not much more than losing the cup. This is an important point of analogy, for if you are dealing with someone who indeed will suffer the financial constraints and imperatives of the kinds just listed, that rejected applicant will be far more likely to go, and then use something ballistic. What is being explored here is the mind of the less obviously explosive applicantsomeone, who, like a hockey fan, will not suffer some obviously unendurable material or social loss, despite whatever emotional insult and injury may be claimed.Upon losing the career chance you held out, the applicant will, after leaving your office, seek revenge upon the host or sponsor of his or her perceived humiliation, just as the gorillas who smashed corporate, downtown windows avenged their loss upon Vancouver and core corporations of the kind that sponsored the broadcasts, provided the big free (eventually smashed) viewing screens, party venues and promotions, and that hosted the hockey debacleindeed, even upon other Canucks fans, with whom they brawled, as soldiers sometimes do with each other under conditions of extreme combat stress. So, in your case, who is the host?you, or your (client) company? Its a short list.The applicant will feel he or she is somehow a hero, a celebrity, even a martyr, or at least likely to make new friends at Youtube and Facebook (perhaps now, more aptly, Losingfacebook). That is to say, somehow the applicant will not only avenge the loss, but gain incomprehensibly precious peer respect for doing so. At least, that is what the deme anor and circumstances of the hockey-exploiting rioting and looting dunces suggests. Call it the 15 minutes of flame syndrome. To paraphrase the military strategist Carl von Clausewitz, who said that war is the continuation of politics by other means, the vanities of rioting are the continuation of Facebook and Youtube vanities by other means. Another instance in which celebrity and fame-at-any-cost trump community, at the cost of sanity, as though the fact of fame (however fleeting and twisted) always matter more than the reason for it. A similar illogic could manifest itself in the aftermath of an interview gone bad.If the analogy with hockey anger holds, a comparably peeved and motivated rejected, emotionally heavily-invested candidate is likely, as a minimum, to exact revenge through Youtube or Facebook. If this shoe through the window fits, and you have any suspicion that there may be revenge exacted, check these two websites in the days that follow the rejection. You may be ab le to have the trashing blocked on grounds of violation of use.The applicant will retaliate in an imitative waymanifesting some of the behaviors associated with success in the job, much as hockey fans who run amuck imitate the raw violence of the players they idolize, especially when breaking the rules and jaws goes unpunished, as it often does on the ice. In practical terms, revenge might resemble a parody of the practice of the game of business at its best, on analogy with hockey at its best e.g., by very aggressive anti-marketing directed at the perceived victimizer, perhaps in a form as simple as flogging-by-blogging, i.e., trashing your company in an online blog.The applicant may project his perceived loss of worth through humiliation onto an innocent, indeed, absurd and ironic target, much as the humiliated and angry fans project such feelings of worthlessness onto the property they destroy, its guardians or its ownersto the extent that they dont loot and steal it. In the cont ext of your job, this could be as mild as simple verbal trashing of the job, the (client) company or you personally as worthless, or at least useless.The applicant will become angry, rather than helplessly/hopelessly sad or depressed. Inasmuch as sadness and depression are not on-ice manly mid-game options for the kollektiv getting clobbered, they are not options for the hockeyed-up fanatics who so ridiculously identify with them. By a process of identification and elimination, that leaves rage as the macho response of choice. To the extent that the career choice of the frustrated applicant is one that involves staying pumped, e.g., some kinds of very high-pressure sales and a when-the-going-gets-tough-the-tough-get-going, dont get sad, get mad attitude, a response analogous to that of the hyper-aggressive war-painted hockey fanatic would not be entirely surprising.Like the enraged hockey fan, the rejected applicant may have a seething grudge fueled by a bitter sense of the injustic e and unfairness of it all. To cite an extreme example, research reveals that mass murderers almost always believe they have been victims of some horrible injustice that they feel compelled to avenge. Hockey rioters are likely to include those who have a milder form of perceived-injustice fed outrage, which, of course, allows them to rationalize anything they do. If you sense that the decision not to hire may be perceived by the applicant as unjust, you may have to allow for a strong emotional response, even if it is not a lemon meringue pie in the eye.The applicant may be a poor sport, in virtue of believing that it doesnt matter whether you win or lose, just as long as you dont lose. Whenever the extreme binary won or zero mentality prevails, things can get uglyin the office, as well as in the streets.Like the Vancouver university student-slash-looter who said that at least she didnt torch a police car, a ticked-off or thrill-seeking applicant may rationalize extreme behavior by c omparing it with even more extreme actions, e.g., All I did was moon their corporate headquarters on YoutubeReassuring DifferencesSpooky though these analogies may seem, they are worrisome only to the degree that there are not some serious disanalogies. So, what, if any, are there?First, unlike hockey fans, job applicants are unlikely in the extreme to use marijuana or other drugs, or imbibe alcohol just before and certainly not during an interviewunless its for a job in the movie or entertainment industry. Thats important to note, since like the flammable fluids also brought to the scene, these substances served as accelerants in some incidents during the rioting.Second, the applicants you see are far less likely to have such toxic insecurity-related respect issues. Being accomplished both professionally and personally, they are very unlikely to desperately seek, indeed, demand, respect that they have not been able to earn from and in their accustomed and more civil societya far li kelier motive among the perps. However, this possibility cannot be completely disregarded, since several of the now self-confessed rioters and looters were awash in respect in virtue of being, in one instance, a star provincial water-polo champion and a university scholarship designee (an award now likely to be withdrawn, even if criminal charges are not laid).Third, your applicants will, in general, see themselves as having too much to lose by weirding out and breaking windows, jaws and laws. Then again, several of those identified or self-confessed as looters, car burners, etc., had much to lose and lost it, ironically including one environmental conservation major, who, with many others, may some day have to do some awkward explaining of the on-the-scene photos, videos, news reports, if not any eventual criminal charges, in the event she or they are ever invited to job interviews after graduation.Fourth, in your interviewing and screening phases, there are no provocative supernor mal stimulus levels or suspended social norms, e.g., face painting, screaming and other behavioral extremes of the kind encouraged by hockey, but which do not become norms or risk factors in interviews.Fifth, your applicants, unlike hockey rioters, can neither be encouraged by nor hide in a crowd immediately after you break the bad news. Their interviews are one-on-one with you. Primitive tribalism, so important to those with otherwise shaky identities, is unlikely to play a role in your office or later, unless the applicant brings other Bloods or Crips to the interview or afterward.Sixth, an applicant in your office is not likely to psychologically be in tribal mode, and therefore not susceptible to mob psychology. Thats because above all he or she is attempting to win some distinction as a unique stand-alone candidate.Seventh, if an applicant loses a shot at a job, his entire peer group does not collectively suffer as well, since they will not have identified with his winning the way an angry hockey fan and his like-minded friends will.Eighth, it is unlikely in the extreme that an applicant will behave deviantly just for the alleged kinds of kicks and thrills cited as reasons for rioting and looting. Thats because virtually all job applicants are more interested in getting hired than high.Hence, unless an applicant is likely to lose his home and family, appears to be high, seems to have serious respect issues, displays exaggerated behaviors or adornments and/or brings dodgy friends who wait outside, you will probably have little reason to suspect there may be trouble.Chances are that, if you ever unexpectedly have to face a lemon meringue pie, it will end up on your desk, not on you.And then only as a thank-you.

Be the First to Make the Shift

Be the First to Make the ShiftBe the First to Make the ShiftAttracting Top Talent in the Job Seekers MarketOver the last several years of the worst recession in recent history, employees were overwhelmingly hit with job loss and uncertainty in employment, which caused many employees to stay put, even in jobs that left them unsatisfied. As a result, employers were in a punkt to place best practices in talent recruitment on the back burner and offer fewer incentives to attract candidates. It was an employers job market.Today, there is evidence that the economy is improving, and employees are seeing the light at the end of the tunnel of survival-mode employment.How prepared are you to compete for todays top talent? Consider taking a look at some of the latest numbers that suggest employees in almost every industry and nearly every state are finally ready to revive their careers and take a few risks they might have avoided only one year ago. What the Numbers Tell UsThe U.S. Department of Labor found this April that the number of people who voluntarily quit their jobs went up 8 percent this year, and that number is 19 percent higher than two years ago. In a recent study conducted by Simply Hired, the growth rate of job openings in 2013 is between over 4,000 and over 6,000 jobs per month from coast to coast. Moreover, Simply Hired found that there were 6.2 unemployed people per job during the recession, and in June 2013, that number dropped to 3 per job, as evidenced in the chart to the right.Lou Adler(1), a leader in the field of talent recruitment and retention, conducted a survey of over 11,000 people, where 95 percent stated that they would be willing to explore a new job if it appeared better than the one they already have. Employees are ready to move and increasing numbers of opportunities await their enthusiasm.You know that an effective recruitment strategy will help you ensure you score the best fit candidates for your positions. Todays savvy candidates no l onger have the mentality of take what you can get when it comes to jobs. Their new attitude is pursue what you want.What Can You Do To Recruit The Best?So, the question remains, what can you do to attract top talent in an atmosphere of born again career and job changers? Consider the tips below to be a leader in talent recruitment in todays job force.1. Be proactive in your search for the bestYour best fit candidates may not know to look for you, so be proactive about finding the candidates you want for your team.You can do this by visiting the same channels as these candidates. LinkedIn is a professional social media outlet that allows you to easily conduct searches for key words representing your opportunities and contact people who look intriguing.In addition, sponsoring your opportunities on Simply Hired allows you to leverage cutting edge search technology that matches your job descriptions with great efficiency to the specific searches of interested and talented candidates.2. Promote your employee referral programWho knows you better than your own employees?How can you engage your employees in contributing to your recruiting efforts? Make it easy for them You have to advertise your program regularly to your employees and emphasize the reward they receive for a successful referral as well as the ease of participating in the program.In other words, if your employees have to jump through hoops on your intranet, remember program passwords, and create a labor-intensive referral document, they are less likely to engage. Consider creating a special internal emaille address where they can simply attach and send resumes. This is yet another practice that makes your current employees feel trusted, as valuable members of your team, whose input you seek to propel the company forward.3. Focus on company cultureEmployers overestimate how little effort it can take to make an employee feel valued. You can start by holding a meeting or conducting a survey of employee ide as and wishes on the matter. Share the results with everyone, and begin implementing a few of the strategies. Southwest(2) reported a policy they adopted that their employees are truly their first customers. The reputation of this type of employee environment can spread like wild fire to active job seekers. Todays savvy candidates research a companys culture, and it can be a deal breaker if they do not like what they learn. There are mountains of ideas to improve your culture. Just take action.4. In a candidates market, you have to sell yourself tooYour company places a great deal of focus on your external brand. What about your internal brand? Think marketing meets recruiting. When you seek top talent, you are asking people to consider investing their time, talents, and energy in contributions to your company. In this sense, you are marketing a product to the candidates you pursue, and the product is your workplace culture. What message can you send to impressive candidates that re presents your corporate environment and attracts them to your culture? If you can leverage the skills of your marketing team to assist you in creating publicity materials to woo the talent, you will be ahead of the field in your recruiting efforts. Even without the help of the marketing department, you can generate sales materials that advertise your company to prospective talented candidates. Some companies hand out pens and notebooks with their company logo, and others provide materials that might include a letter from the CEO or the human resources team touting the incentives for working at the company. This approach gives you the opportunity to act as a freund to the candidates you deem especially valuable for the company. (This introduces a nice contrast to the rigid reputation many recruiting teams have developed as people who seek to screen candidates out. Who would you rather work for?)Daniel Pinks book Drive makes the point that todays employees, while needing to receive co mpetitive compensation, are mostly drawn to opportunities based on intrinsic motivation. Employers who leverage this desire by promoting a healthy, positive, challenging environment, will have it made in the categories of recruitment and retention.Now, dont put this article aside and dream of the days when you can compete for the best. The time is now. Where will you begin?(1)linkedin.com/today/post/article/20130808054206-15454-hire-economics-the-workforce-is-restless-but-has-nowhere-to-go(2)http//managers.emeraldinsight.com/quality/articles/pdf/southwest.pdfRead more articles in this series Get Strategic How to UseData in RecruitingEvaluating Transferable Skills in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumbersome Hiring ProcessConduct a Self-Audit for a Candidate-Friendly Job Application Process

This is the problem with having super attractive coworkers

This is the problem with having super attractive coworkersThis is the problem with having super attractive coworkersThough every movie, TV show and nightclub line contradicts this, it can be tough out there for attractive people. Ladders recently reported on a study that found that people tend to believe that attractive women are perceived as more dangerous and less trustworthy than less attractive ones and now yur hot coworker may be stressing his or her team out.See super beautiful people tend to make us a little nervous. In an article titled Hot People are Stressful by Amanda Mull for The Atlantic in which she recounts a meeting with an extremely-attractive-to-the-point-of-stress-physician (maybe Greys Anatomy is more relatable than we thought?)Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSuddenly you find yourself not being able to form cohesive sentences and sweating a bit with this rol le suddenly before you. You may even become somewhat irritated that you have to deal with this level of shocking beauty when you are just trying to get through your day.Its hot in hereMull cited the research ofHelen Fisher, a biological anthropologist whostudies attractionat the Kinsey Institute, which focused on theleft ventral tegmental area (the left VTA) which produces pleasurable reactions when we see something aesthetically pleasing.Now it should be noted that the left VTA is very distinct from the right VTA which is what contributes to our having romantic feelings for someone. When the left VTA is activated it doesnt mean that we want to be in a relationship with this attractive person or even want to interact with them, we are just getting very excited while looking at them because dopamine is involved.And unlike maybe seeing a movie star on a screen or looking at a beautiful painting, we get stressed because we worry that this Greek god of a human is looking back at us and judging us too. Plus the stress is not just in our heads because cortisol (AKA the stress hormone) is released when we see an Adonis because our feelings of inadequacy are starting to skyrocket which can lead to irritation and annoyance.Now with an attractive coworker, even one that is a dead ringer for Jon Hamm, you will most likely get used to their appearance as you start to see them most days and as you get to know them you will realize they are humans too with imperfections and idiosyncrasies just like everyone else (hot people theyre just like us) but it could create some stress in the beginning, especially on your first Casual Friday together.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

10 Sizzling Companies Hiring Hundreds Now

10 Sizzling Companies Hiring Hundreds Now10 Sizzling Companies Hiring Hundreds Now Its not only seasonal hiring thats up this time of year. There are plenty of hot companies with amazing job opportunities- hundreds of job opportunities . From retail to renewable energy, HR to PR, theres something here for everyone. Refresh your resume , craft a compelling titelseite letter and start applying today. Your next dream job is a click awayPlayStation Where Hiring San Mateo, CA Bend, OR San Francisco, CA denn man to Angeles, CA & more. What Roles Game tafelgeschirrs Content Manager, Partner Marketing Manager, Associate CRM Manager, Game Test Analyst, Program Manager, Digital Merchandising Specialist, Software Engineer of Social, Senior Business Analyst, Contract Lead Product Designer & more. What Employees Say A great culture and all-around environment. Loved my managers. - Former EmployeeAptiv Where Hiring Troy, MI Kokomo, IN Auburn Hills, MI Agoura Hills, CA & more. What Roles Project Manager, Tooling Engineer ADAS, Electrical Design Engineer, Engineering Group Manager ADAS, Software Engineer Autosar, Software Engineer ADAS, Autonomous Driving Vehicle Test Engineer, Mechanical Engineer of Active Safety, Mechanical Engineer of Advance Safety & more. What Employees Say Tons of opportunities to demonstrate your worth and step up to the plate. Expansion of bigger city (Boston and Pittsburgh) offices will attract much better tech talent. - Former EmployeeAppDynamics Where Hiring San Francisco, CA Las Vegas, NV Phoenix, AZ Cincinnati, OH Pittsburgh, PA Dallas, TX & more. What Roles Sales Engineering, Sales Enablement, ENT Sales Reps, Territory Sales Reps, Senior Sales Compensation Analyst, Service Sales Manager, Channel Sales Enablement Manager, Commercial Sales Recruiter & more. What Employees Say Great encouraging and supportive leadership. Promotional opportunities every quarter. (Career advancements). Family atmosphere, where e veryone has a genuine interest in you as an individual and employee. - Current EmployeeInformatica Where Hiring Redwood City, CA Austin, TX United Kingdom Dublin, Ireland & more. What Roles Director of HR Business Partner, Senior Accountant, Head of Commercial Legal, Senior Product Manager, Customer Success Managers, Senior Accountant, Executive Assistant & more. What Employees Say Work-life balance at its best. Wonderful new challenging work to learn and do. Nice team members, always available. - Current EmployeeNational Renewable Energy Lab Where Hiring Golden, CO What Roles Internship in Automotive Thermal System, Technical Illustrator, Water Power Technology Analyst, Senior HVAC Tech, Research Technician, Stockroom & Procurement Support, Facilities Technician & more. What Employees Say Awesome co-workers, great bosses, beautiful campus. - Former EmployeeEndurance International Group Where Hiring Tempe, AZ New York, NY Fort Collins, CO Burlington, MA Provo, UT & mor e. What Roles Inside Sales Representative, Product Owner, Senior Dev Ops Engineer, Director of Business Intelligence & Data Warehouse, Customer Service Representative, Software Engineer, Small Business Consultant, menschlich Resources Manager & more. What Employees Say Very friendly, supportive, and positive environment. Good pay and room to move up. - Current EmployeeREI Where Hiring Berkeley, CA Bellevue, WA Kalispell, MT Washington, DC Goodyear, AZ Greensboro, NC Austin, TX Rockville, MD & more. What Roles Bike Shop Technical Specialist, Retail Sales Manager, Stocking Specialist, Outdoor School Instructor, Talent Acquisition Coordinator, Senior Project Manager, Color Technician, Department Manager, UX/UI Manager & more. What Employees Say If you work hard and are actually interested in the company and what it stands for, you will go far. They are great about giving you the hours and schedule you want if you work hard and take pride in your work. - Current EmployeeBoston Scientific Where Hiring Menlo Park, CA San Francisco, CA Marlborough, MA Maple Grove, MN Ashburn, VA Idaho Falls, ID Atlanta, GA Amarillo, TX & more. What Roles Global Talent Acquisition Program Manager, Product Analyst, Territory Manager, PI Clinical Specialist, Senior Software Engineer, PI Sales Representative & more. What Employees Say Excellent mission. Thoughtful orientation and onboarding process. Always thinking about improving the quality of life and saving lives of patients. - Current EmployeeCox Media Group Where Hiring Atlanta, GA Orlando, FL Memphis, TN Dayton, OH San Antonio, TX & more. What Roles Part-Time Board Operator, Creative Account Manager, Associate Producer, Sales Research Analyst, Integrated Media Account Executive, News Producer, Reporter, & more. What Employees Say I love the fast pace and every day is different. The work is challenging but you are rewarded generously. The people I work with are truly the best and everyone in the building is fr iendly and helpful. - Current Account ExecutiveNetflix Where Hiring Los Angeles, CA Los Gatos, CA New York, NY & more. What Roles Nerds Systems Engineer, Content Marketing Manager, Studio Operations Accountant, Manager of Written/Editorial Communications, Senior Data Scientist, Post Production Specialist, Associate Producer & more. What Employees Say The Freedom & Responsibility Culture is top. I had never (nor have I since) worked with such amazing colleagues. The amount and quality of work we got done was truly amazing. - Former Senior Manager