Top 3 Reasons They Didnt Call You Back

Top 3 Reasons They Didnt Call You BackTop 3 Reasons They Didnt Call You BackINBOX Jewel, Ive applied to 295 opportunities in the last 3 months, and from that, had about 15 face-to-face interviews. These numbers are frustratingly low, and Im not sure what to do.Lack of response is the 1 complaint I hear from candidates, especially when youre applying for roles that you know perfectly well you can do. Your resume lines up practically perfectly with what the ad is calling for, you customized your cover letter (you did customize your cover letter, right? Ok, yes.), but yet and still, the silence is deafening. Here are the top 3 reasons they didnt call you back, and how to fix them1) Youre applying for entirely too many jobs.The candidate who inbox me bowled me over with the sheer numbers involved. 295 opportunities in 3 months? Translation 90 days? Thats roughly 3 jobs per day, every day. Thats too many bottom line.What those numbers tell me is theres not much in the way of rhyme or rea son to your job search approach. Old-school thinking says job search is a numbers game. But those are the wrong numbers. You cant apply for more, more, and more, and just landsee what happens.I know its counter-intuitive, but apply for fewer roles, and make sure those roles are focused on precisely what it is that you do. Anything beyond the scope of your core competency is a waste of time and thats just what the candidate who inboxed me is doing wasting his and everyone elses time.2) Your resume is substantially different from your LinkedIn profile.Understand this the decision maker who receives your resume will use LinkedIn to look you up before he uses the phone to call you up. And, what he finds on LinkedIn will determine whether he decides to call you.Understand something else you are but 1 human being. You have but 1 story. Your story need not be somehow magically different just because its on LinkedIn. Repetition between the resume and LinkedIn is okay, because when the empl oyer or recruiter is viewing your online profile, shes looking for confirmation of the information shes already received on your resume. Substantial differences just raise questions. And when questions are in the air, theres a much higher likelihood the person will not seek the answers. They will simply seek the next candidate.3) Your resume and LinkedIn say youre consulting.Consulting doing what? If your materials dont answer this question, then that period of time youre calling consulting looks like the period of unemployment that it probably is.Legitimate consulting means you have projects you are doing for clients. Those projects can be free or part-time, but they need to be in existence. If you cant say what your projects are and what types of clients youre serving, then youre not consulting.You can take steps to make sure your resume doesnt just get sucked into the black hole of the Internet. Stop throwing it up against the wall like spaghetti, just to see what sticks. Make su re your resume and LinkedIn are aligned. And delete the fake-ish material such as consulting. We are revealing advanced strategies to get your solid resume in front of employers and recruiters, in ways that will prompt them to actually respond, in our free online presentation, 3 Simple Steps To Cut Your Job Search Time In HALF Make sure to register today.

6 toxic relationships you should avoid like the plague

6 toxic relationships you should avoid like the plague6 toxic relationships you should avoid like the plagueMost everyone has experienced a relationship that turned toxic. If you have, you know theyre a major drain on your energy, productivity, and happiness.In a new study from Georgetown University, 98% of people reported experiencing toxic behavior at work.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe study found that toxic relationships negatively influence employees and their organizations in nine elendable ways80% schwefellost work time worrying about the incidents.78% said that their commitment to the organization declined.66% said that their performance declined.63% lost work time avoiding the offender.47% intentionally decreased the time spent at work.38% intentionally decreased the quality of their work.25% admitted to taking their frustration out on customers.12% said that they left their job because of it.48% intentionally decreased their work effort.While the turnover from toxic relationships is costly, the real cost is the lost productivity and emotional distress experienced by people who are deckenfries in these relationships.We may not be able to control the toxicity of other people, but we can control how we respond to them, and this has the power to alter the course of a relationship. Before a toxic relationship can be neutralized, you must intimately understand whats making it toxic in the first place. Toxic relationships develop when one persons needs are no longer met or someone or something is interfering with the ability to maintain a healthy and productive relationship.Recognizing and understanding toxicity enables you to develop effective strategies to thwart future toxic interactions. What follows are the fruchtwein common fonts of toxic relationships and strategies to help you overcome them.Relationships that are passive aggressiveThis type takes many forms in the workplace, from the manager who gives you the cold shoulder to the colleague who ccs e-mails to your boss. One of the most common forms of passive aggression is a drastic reduction of effort. Passive aggressive types have great difficulty receiving feedback, and this can lead them to leave work early or not to work as hard. Passive aggression is deadly in the workplace, where opinions and feelings need to be placed on the table in order for progress to continue.When you find someone behaving passive aggressively toward you, you need to take it upon yourself to communicate the problem. Passive aggressive types typically act the way they do because theyre trying to avoid the issue at hand. If you cant bring yourself to open up a line of communication, you may find yourself joining in the mind games. Just remember, passive aggressive types tend to be sensitive and to avoid conflict, so when you do bring something up, make sure to do so as constructively and har moniously as possible.Relationships that lack forgiveness and trustIts inevitable that youre going to make mistakes at work. Some people get so fixated on other peoples mistakes that it seems as if they believe they dont make mistakes themselves. Youll find that these people hold grudges, are constantly afraid that other people are going to do them harm, and may even begin nudging you out of important projects. If youre not careful, this can stifle upward career movement by removing important opportunities for growth.The frustrating thing about this type of relationship is that it takes one mistake to lose hundreds of trust points but hundreds of perfect actions to get one trust point back. To win back their trust, its crucial that you pay extra-close attention to detail and that youre not frazzled by the fact that they will constantly be looking for mistakes. You have to use every ounce of patience while you dig yourself out of the subjective hole youre in. Remember, Rome wasnt bui lt in a day.Relationships that are one-sidedRelationships are supposed to be mutually beneficial. They have a natural give and take. In the workplace, this applies to relationships with people who report to you (they should be getting things done for you and you should be teaching them) as well as with people you report to (you should be learning from them, but also contributing). These relationships grow toxic when one person begins to give a disproportionate amount, or one person only wants to take. It could be a manager who has to guide an employee through every excruciating detail, or a colleague who finds herself doing all the work.If possible, the best thing to do with this type is to stop giving. Unfortunately this isnt always possible. When it isnt, you need to have a frank conversation with the other party in order to recalibrate the relationship.Relationships that are idealisticIdealistic relationships are those where we begin to hold people in too high a regard. When you think your colleague walks on water, the relationship becomes toxic because you dont have the boundaries you need in a healthy working relationship. For instance, you might overlook a mistake that needs attention, or do work that violates your moral compass because you assume your colleague is in the right.This loss of boundaries is extremely toxic to you, and you have the power to platzdeckchen the relationship straight. No matter how close you may be with someone, or how great you think her work may be, you need to remain objective. If youre the one people are idealizing, you need to speak up and insist that they treat you the same way they treat everyone else.Relationships that are punitivePunitive relationships are those where one person punishes the other for behavior that doesnt align directly with their expectations. The major issue with punitive types is that their instinct is to punish, without adequate communication, feedback, and understanding. This belittling approach cr eates conflict and bad feelings.To survive a punitive type, you must choose your battles wisely. Your voice wont be heard if you dive right in to every conflict. Theyll just label you as someone who is too sensitive.Relationships built on liesThese types get so caught up in looking good that they lose track of whats fact and whats fiction. Then the lies pile up until theyre the foundation of the relationship. People who wont give you straight answers dont deserve your trust. After all, if theyre willing to lie to you, how can you ever really depend on them?When you remove trust from any relationship, you dont have a relationship at all. Building a relationship on lies is no different than building a house on a pile of sand. The best thing you can do is to count your losses and move on.How to protect yourself from a toxic personToxic people drive you crazy because their behavior is so irrational. Make no mistake about it- their behavior truly goes against reason, so why do you allow yourself to respond to them emotionally and get sucked into the mix?The ability to manage your emotions and remain calm under pressure has a direct link to your performance. TalentSmart has conducted research with more than a 1000000 people, and weve found that 90% of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control. One of their greatest gifts is the ability to identify toxic people and keep them at bay.The more irrational and off-base someone is, the easier it should be for you to remove yourself from their traps. Quit trying to beat them at their own game. Distance yourself from them emotionally, and approach your interactions with them like theyre a science project (or youre their shrink if you prefer that analogy). You dont need to respond to the emotional chaos- only the facts.Maintaining an emotional distance requires awareness. You cant stop someone from pushing your buttons if you dont recognize when its happeni ng. Sometimes youll find yourself in situations where youll need to regroup and choose the best way forward. This is fine, and you shouldnt be afraid to buy yourself some time to do so.Most people feel as though because they work or live with someone, they have no way to control the chaos. This couldnt be further from the truth. Once youve identified a toxic person, youll begin to find their behavior more predictable and easier to understand. This will equip you to think rationally about when and where you have to put up with them and when and where you dont. You can establish boundaries, but youll have to do so consciously and proactively. If you let things happen naturally, youre bound to find yourself constantly embroiled in difficult conversations. If you set boundaries and decide when and where youll engage a difficult person, you can control much of the chaos. The only trick is to stick to your guns and keep boundaries in place when the person tries to cross them, which they w ill.Bringing it all togetherThere are many different types of toxic relationships in the workplace. When you find yourself embroiled in one, its worth the effort to evaluate things carefully and develop a course of action that will save your sanity and better your career.This article first appeared on LinkedIn.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 people6 toxic relationships you should avoid like the plagueMost everyone has experienced a relationship that turned toxic. If you have, you know theyre a major drain on your energy, productivity, and happiness.In a new study from Georgetown University, 98% of people reported experiencing toxic behavior at work. The study found that toxic relat ionships negatively influence employees and their organizations in nine notable ways80% lost work time worrying about the incidents.78% said that their commitment to the organization declined.66% said that their performance declined.63% lost work time avoiding the offender.47% intentionally decreased the time spent at work.38% intentionally decreased the quality of their work.25% admitted to taking their frustration out on customers.12% said that they left their job because of it.48% intentionally decreased their work effort.While the turnover from toxic relationships is costly, the real cost is the lost productivity and emotional distress experienced by people who are stuck in these relationships.We may not be able to control the toxicity of other people, but we can control how we respond to them, and this has the power to alter the course of a relationship. Before a toxic relationship can be neutralized, you must intimately understand whats making it toxic in the first place. Toxi c relationships develop when one persons needs are no longer met or someone or something is interfering with the ability to maintain a healthy and productive relationship.Recognizing and understanding toxicity enables you to develop effective strategies to thwart future toxic interactions. What follows are the most common types of toxic relationships and strategies to help you overcome them.Relationships that are passive aggressiveThis type takes many forms in the workplace, from the manager who gives you the cold shoulder to the colleague who ccs e-mails to your boss. One of the most common forms of passive aggression is a drastic reduction of effort. Passive aggressive types have great difficulty receiving feedback, and this can lead them to leave work early or not to work as hard. Passive aggression is deadly in the workplace, where opinions and feelings need to be placed on the table in order for progress to continue.When you find someone behaving passive aggressively toward you , you need to take it upon yourself to communicate the problem. Passive aggressive types typically act the way they do because theyre trying to avoid the issue at hand. If you cant bring yourself to open up a line of communication, you may find yourself joining in the mind games. Just remember, passive aggressive types tend to be sensitive and to avoid conflict, so when you do bring something up, make sure to do so as constructively and harmoniously as possible.Relationships that lack forgiveness and trustIts inevitable that youre going to make mistakes at work. Some people get so fixated on other peoples mistakes that it seems as if they believe they dont make mistakes themselves. Youll find that these people hold grudges, are constantly afraid that other people are going to do them harm, and may even begin nudging you out of important projects. If youre not careful, this can stifle upward career movement by removing important opportunities for growth.The frustrating thing about th is type of relationship is that it takes one mistake to lose hundreds of trust points but hundreds of perfect actions to get one trust point back. To win back their trust, its crucial that you pay extra-close attention to detail and that youre not frazzled by the fact that they will constantly be looking for mistakes. You have to use every ounce of patience while you dig yourself out of the subjective hole youre in. Remember, Rome wasnt built in a day.Relationships that are one-sidedRelationships are supposed to be mutually beneficial. They have a natural give and take. In the workplace, this applies to relationships with people who report to you (they should be getting things done for you and you should be teaching them) as well as with people you report to (you should be learning from them, but also contributing). These relationships grow toxic when one person begins to give a disproportionate amount, or one person only wants to take. It could be a manager who has to guide an empl oyee through every excruciating detail, or a colleague who finds herself doing all the work.If possible, the best thing to do with this type is to stop giving. Unfortunately this isnt always possible. When it isnt, you need to have a frank conversation with the other party in order to recalibrate the relationship.Relationships that are idealisticIdealistic relationships are those where we begin to hold people in too high a regard. When you think your colleague walks on water, the relationship becomes toxic because you dont have the boundaries you need in a healthy working relationship. For instance, you might overlook a mistake that needs attention, or do work that violates your moral compass because you assume your colleague is in the right.This loss of boundaries is extremely toxic to you, and you have the power to set the relationship straight. No matter how close you may be with someone, or how great you think her work may be, you need to remain objective. If youre the one peopl e are idealizing, you need to speak up and insist that they treat you the same way they treat everyone else.Relationships that are punitivePunitive relationships are those where one person punishes the other for behavior that doesnt align directly with their expectations. The major issue with punitive types is that their instinct is to punish, without adequate communication, feedback, and understanding. This belittling approach creates conflict and bad feelings.To survive a punitive type, you must choose your battles wisely. Your voice wont be heard if you dive right in to every conflict. Theyll just label you as someone who is too sensitive.Relationships built on liesThese types get so caught up in looking good that they lose track of whats fact and whats fiction. Then the lies pile up until theyre the foundation of the relationship. People who wont give you straight answers dont deserve your trust. After all, if theyre willing to lie to you, how can you ever really depend on them? When you remove trust from any relationship, you dont have a relationship at all. Building a relationship on lies is no different than building a house on a pile of sand. The best thing you can do is to count your losses and move on.How to protect yourself from a toxic personToxic people drive you crazy because their behavior is so irrational. Make no mistake about it- their behavior truly goes against reason, so why do you allow yourself to respond to them emotionally and get sucked into the mix?The ability to manage your emotions and remain calm under pressure has a direct link to your performance. TalentSmart has conducted research with more than a million people, and weve found that 90% of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control. One of their greatest gifts is the ability to identify toxic people and keep them at bay.The more irrational and off-base someone is, the easier it should be for you to remove yours elf from their traps. Quit trying to beat them at their own game. Distance yourself from them emotionally, and approach your interactions with them like theyre a science project (or youre their shrink if you prefer that analogy). You dont need to respond to the emotional chaos- only the facts.Maintaining an emotional distance requires awareness. You cant stop someone from pushing your buttons if you dont recognize when its happening. Sometimes youll find yourself in situations where youll need to regroup and choose the best way forward. This is fine, and you shouldnt be afraid to buy yourself some time to do so.Most people feel as though because they work or live with someone, they have no way to control the chaos. This couldnt be further from the truth. Once youve identified a toxic person, youll begin to find their behavior more predictable and easier to understand. This will equip you to think rationally about when and where you have to put up with them and when and where you don t. You can establish boundaries, but youll have to do so consciously and proactively. If you let things happen naturally, youre bound to find yourself constantly embroiled in difficult conversations. If you set boundaries and decide when and where youll engage a difficult person, you can control much of the chaos. The only trick is to stick to your guns and keep boundaries in place when the person tries to cross them, which they will.Bringing it all togetherThere are many different types of toxic relationships in the workplace. When you find yourself embroiled in one, its worth the effort to evaluate things carefully and develop a course of action that will save your sanity and better your career.This article first appeared on LinkedIn.

Profit by Investing in Workers with Disabilities with the Schedule A

Profit by Investing in Workers with Disabilities with the Schedule AProfit by Investing in Workers with Disabilities with the Schedule AProfit by Investing in Workers with Disabilities with the Schedule AOn October 5, Krista Nawrocki and Kathryn Troutman teamed together to present a program to encourage both supervisors to consider and hire more people with disabilities, and for the applicants to write a better federal resume for their Schedule A applications.Krista Nawrocki collects and manages the resumes of Schedule A applicants for this agency in Battle Creek, Michigan and serves as applicant advocate as well as supervisory consultant on hiring through the Schedule A hiring authority. Kristas goal is to match the best qualified candidates with positions that will be a win-win for both the employee and the supervisor.More than 100 supervisors, employees and applicants attended the workshop to learn more about why supervisors should be reviewing the resumes and considering candidat es that are currently sitting in the Disabilities Program Managers folder of Targeted and Non-Targeted Disability candidates. In just the six months, DLA Logistics Information System has hired four targeted employees and one non-targeted employee, with more candidates under consideration following this program.The Presidents Executive buchenThe President has urged all federal agencies to embrace the federal hiring practices in a more user friendly way as the percent of hires and total workforce with disabilities are below 5%. The President has asked all federal agencies to step up to the plate to hiring more qualified individuals with disabilities including the war veterans. Please make this your status quo and your priority to making a difference in your hiring practices.Individuals with disabilities currently represent just over 5 percent of the nearly 2.5 million people in the Federal workforce, and individuals with targeted disabilities (as defined below) currently represent les s than 1 percent of that workforce. As the Nations largest employer, the Federal Government must become a model for the employment of individuals with disabilities. My Administration is committed to increasing the number of individuals with disabilities in the Federal workforce through compliance with Executive Order 13163 and achievement of the goals set forth therein over 5 years, including specific goals for hiring individuals with targeted disabilities. Source whitehouse.gov/the-press-office/executive-order-increasing-federal-employment-individuals-with-disabilities+ Tip for ApplicantsFollow the laws, executive orders, articles having to do with hiring people with disabilities. Stay in tune with the agencies that are hiring and writing about this topic. Pick up the names of Disability Coordinators in various agencies and write to them, sending your Schedule A package.Supervisors have a very unique opportunity to hire high quality individuals who may have a disability.These indi viduals have been screened through their respective Disabilities Coordinator and are well qualified to work. By going through you Disabilities Coordinator, you as a supervisor bedrngnis only have a unique opportunity to hire an individual with a disability with skills, abilities and are qualified but are also very reliable and highly productive citizens.+ Tip for Applicants with Targeted or Non-Targeted DisabilitiesWrite your federal resume toward one or two specific occupational series / positions in government. Research the government job titles and the agencys mission to determine how you could best fit into an agency. Include a cover letter which states what kind of positions you are seeking, and your top 5 skills that you can offer this agency.Your Disabilities Coordinator is your Schedule A Hiring Consultant.Your Disabilities Coordinator will assist you in utilizing the Schedule A process which not only streamlines the hiring process to bring employees on board quickly and fas ter than the competitive process but also give you the opportunity to give back and to give others a chance and a opportunity to be working and pay taxes and not be reliant on public support as you and I are paying for out of our taxes. The more we can get these individuals who want to work and be productive citizens the less taxes we all pay.+ Tip for ApplicantsBe an advocate for yourself and others who are disabled. Share information about what you learn on social networking so that others can be educated about the Schedule A process. You will learn by communicating with your Disabilities Coordinator various lessons, tips and strategies to get your resume in front of supervisors in their agencies.Hire fasterWhen the hiring opportunity comes up in these circumstances that require quick turnaround time to fill your position(s). When you are given an opportunity to hire and at times its in a very short timeframe, your Disability Coordinator is an excellent resource to turn to on a mo nthly basis or as needed basis. Refer to Schedule A as your hiring resource as you dont have to advertise your vacant position through the Schedule A process. By utilizing the Schedule A process, you will cut your hiring timeline process in half especially when u have a direct hiring and a hiring freeze in place.+ Tip for ApplicantsSend the resume and cover letter and Schedule A letter to the Disability Coordinator, but also apply for jobs online through USAJOBS. Just submit the same package applying for positions that are posted. Follow all the directions and apply for Schedule A positions online.Get to know your friendly, hard-working Disability Coordinator.By keeping your communications open on a regular basis (monthly) will also increase your chances of filling your positions not only in a timely manner but also making a difference for others whom will do the same once hired and off the public support roles.+ Tip for ApplicantsGet to know the agencys Disability Coordinator. Send your resume and cover letter and follow up. Ask questions about the types of positions that are available and write your resume to include skills that will help the Disability Coordinator market your specialized experience. Follow-up once every 2 or 3 weeks, to see if there is any interest, or if the Disability Coordinator has had the chance to present your resume to any supervisors.Photograph Krista Nawrocki is the People with Disabilities Program Manager for Defense Logistics Agency Logistics Information System in Battle Creek, Michigan. Kathryn Troutman is the author of Federal Resume Guidebook, 5th Edition which contains a new chapter on applying for federal positions with the Schedule A Hiring Authority.

Professor on why so many incompetent men end up in leadership

Professor on why so many incompetent men end up in leadershipProfessor on why so many incompetent men end up in leadershipYou probably havent had just one incompetent male boss chances are, youve had several. Meanwhile, theres the woman in every department who works hard, keeps her head down, but just cant get a promotion.But instead of over-examining the reasons why women have trouble getting ahead professionally, Tomas Chamorro-Premuzic a hochschulprofessor of business psychology at the University of College London and Columbia University turned the conundrum on its head and looked at why so many average, to downright incompetent, men get promoted into positions of leadership as if its their birthright.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreHis new book is calledWhy Do So Many Incompetent Men Become Leaders? (And How to Fix It). In it, he argues that women at the top tend to outper form men, explains the myth of charisma, and how there should be more professional obstacles for men, bedrngnis fewer.Chamorro-Premuzic spoke with Ladders about some of the books themes.You wrote that the way we binnensee leaders is flawed.We live In an age where leadership is quite complex, abstract, hard for the average employee or voter to judge. We focus on what we can see and what we can see is confidence rather than competence. Charisma rather than humility. And narcissism rather than integrity. In all those three qualities, men over-index compared to women. They are not substantial differences, but they aggregate. On average, we mistake masculine qualities with leadership potential and therefore in effect, men get rewarded for these things that dont really contribute to leadership effectiveness, but they seduce us. They are the traits that seduce people, and thats why men, one of the reasons why men get to the top quicker than women, more often than women.When women anzeigege rt these features, which is less frequently, we actually dont celebrate them as much. We dont like women who display a lot of confidence, who display charisma-like behaviors, and we dont parade them when they are narcissistic.You wrote about the lack of career obstacles for incompetent men. How so?There are other ranges or a series of obstacles that should be in place but are not for men. They have to do with behaviors like taking leistungspunkt for other peoples achievements, blaming others for their own mistakes. When most decision makers are male, it is natural that they will prefer to deal with males and hire males because people hire in their own image. That in itself is a narcissistic tendency.You like those who look like you because its a socially acceptable way of loving yourself. And Im not saying that why there is sexism in society or the glass ceiling dont play a role, it all plays a role, but historically people have not emphasized enough how much these personality cha racteristics influence our choices of leaders without really driving effectiveness.Something related You wrote about the myth of charisma in leaders. Why do we put so much importance on charisma? And why do we link it to what equals leadership?Its because we have an inability to actually detect or judge actual competence well. Charisma is like the power of brands. When you dont know much about a product it could be a handbag, a restaurant, music, a movie you just default on the big brands. Okay, I will trust this because I can see that its a recognizable brand.Charisma is something that we instantly attribute to others. Most of the factors that predict charisma, whether people are seen as charismatic, have nothing to do with leadership potential. They have to do with whether people are attractive, whether they are powerful, whether they display some superficial social skills like making eye contact or using the right kind of body language, so they seem to have a presence.So we def ault on that because its very easy to judge and in a way were lazy but were also aware of the complexities of actually focusing on leadership potential. Today, most people pick a president based on who they would rather have a beer with.The alternative is to actually sit down, do a lot of work, and try to really think about who has the best plan, who can manage others, who is most knowledgeable, what are the policies they propose and all that is very complex and we just want to watch TV and keep up with the Kardashians.You wrote that among leaders, the women generally outperform men. How?The data on this comes from studies that look at how leaders affect their teams and particularly what impact different leaders have on the performance of their teams. The leadership style that helps teams or followers the most is transformational leadership. Its a leadership style that is based not on having power and authoritarian or authoritative command but on establishing a connection with your followers, where they trust you and youre able to persuade them to align their values and attitudes with you. More often than not, this style is displayed by women.Conversely, men tend to display more absentee leadership, which means they basically dont manage. They leave teams without direction, without guidance and they are busy, presumably politicking or managing up rather than down or when they are more hands-on in their leadership style, they are more often autocratic or authoritarian, dictatorial. So several stories have shown that women tend to have teams that are more engaged, so they are more enthusiastic. Morale is higher in teams managed by women and that even by kind of consequential performance indicators like revenues, profits, women tend to surpass men in their performance.Now a lot of the times the counter-argument is like yeah but thats just sampling bias because since its harder for women to become leaders, those that become leaders are better. The standards are hi gher, which is possibly true. For example, even if you look at Fortune 500 companies, on average, women have to be more qualified than men to have the saatkorn position and much more qualified than men to have the same position and get paid as much. But the solution is not to make it easier for women to become leaders and in effect lower our standards when we select women, but it is to apply the same quality control standards and raise our standards and have better criteria when we select men, so that were better able to vet or screen out incompetent male leaders.Do you envision any solutions for leaders both male and female in the future?First of all, I think its important to understand that although gender is correlated with all these things, the issue is really not fundamentally about gender, but its about our inability to select on talent or potential Instead its much easier to select the right people and look for the qualities that make people better leaders. Especially when th ey dont usually make people leaders, that is focus on competence, focus on humility, and focus on integrity and if you do that which by the way, some organizations do it more than others and we can see that they are more successful because they have more meritocratic systems, less toxic political cultures, and higher levels of revenue, net promoters score, profitability, etc.So I think the big challenge is that organizations need to accept that first, they are not as meritocratic as they pretend to be because nepotistic cultures and toxic politics stand in the way of meritocracy and secondly that today you cant play it by ear. You cant just trust your instincts and say okay Im going to interview this person. Oh, great culture fit. I like them. Great. Come in. Then simultaneously youre spending money on conscious bias training. It doesnt make any sense when there are these conscious biases that eclipse and trump data-driven approaches to talent identification.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 ersatzdarsteller your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Top Recruiters on Ladders

Top Recruiters on LaddersTop Recruiters on LaddersEach quarter, ur CEO Alex Douzet publishes our list of the best employers and recruiters in the country. These represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended Ladders family.With great pleasure, acclaim, and gratitude, may I present this selection from our most recent Top Recruitment Professionals in America list, for Summer 2014Top Corporate Recruitment Professionals Scott Davis Talent Acquisition Partner at Weyerhaeuser Company Maintenance Planner Sweet Home, OR Reliability Engineer Lebanon, OR Unit Materials Management Leader Dierks, AR Kristyn StuisoStaffing Consultant at Quest Diagnostics Physician Account Executive Fremont, CA abverkauf Representative ExamOne Birmingham, AL Technical Product Manager Health Wellness Lenexa, KS Heather James Corporate Recruiter at Accruent Account Executive Minneapolis, MN Ac count Executive Denver, CO Software Engineering Manager Austin, TX Julie Beltman HR Partner at Check Point Software Technologies, Inc. lokal ausverkauf Desk Manager San Carlos, CA Commercial Account Manager Denver, CO Sr. Product absatzwirtschaft Manager San Carlos, CA Mohammed Waji Senior Technical Recruiter at CORE Education Technologies Ltd. Business Analyst Jacksonville, FL Business Analyst San Antonio, TX ETL Oracle Database Developer New York, NY Maureen Massetti Sr. Recruiter at Wolters Kluwer Software Engineer Hartford, CT Director of Internal Controls New York, NY Product Manager Marketing New York, NY Pamisetty Rajesh Talent Acquisition Specialist at KMM Technologies SAS Analytical Modeler New Hyde Park, NY SQL Server Developer Charlotte, NC Salesforce Developer Chantilly, VA Christine Foglio Sourcing Strategist at QVC Inc. Director Industrial Engineering West Chester, PA Senior Compensation Analyst West Chester, PA Senior Manage r Product Management West Chester, PA Ria Baker Sales Operations Manager at PGXL Laboratories Regional Account Manager Bridgeport, CT Regional Account Manager Philadelphia, PA Regional Account Manager Providence, RI Lindsay Maanavi Senior Technical Recruiter at Saggezza Business Development Manager User Experience Chicago, IL Business Development Manager User Experience Santa Clara, CA Scrum Master Bolingbrook, IL Bob McIntire Senior Strategic Recruiter at Ricoh Services Executive Sales Manager Fort Lauderdale, FL Services Executive Sales Manager Jacksonville, FL Services Executive Sales Manager Atlanta, GA Elaine Finegan Helene at Classic Westchester Matter Management Analyst White Plains, NY Advertising Operations Specialist White Plains, NY Director of Product Development Stamford, CT Steve Navarro Lead Recruiter at 88, Inc. Marketing Communications and Events Manager San Jose, CA Marketing Automation Administrator San Jose, CA Sr. Operat ions Support Engineer San Jose, CA Dan Krupansky Recruiter at PrimePay Outside Sales Account Executive Cleveland, OH Outside Sales Account Executive Trenton, NJ Outside Sales Account Executive San Ramon, CA Glenn Garrett Sr Technical Recruiter at Griffin Solutions Group LLC Manager of Consolidations Pleasanton, CA Sr. Auditor Pleasanton, CA Plant Electrical Engineer Spring Hill, KS Chelsey Canavan Marketing and Sales Manager at Treeline Inc Inside Sales Representative Boston, MA Software Sales Representative Billerica, MA Senior Sales Executive Reston, VA Debbie Harding Contract Recruiter at Moms Best Friend Senior Care Executive Assistant CMO Addison, TX Human Resources Manager Addison, TX Key Account Director Seattle, WATop Executive Recruiters Jack Trudeau Head of Phaidon Consulting Services USA at Selby Jennings.NET / C Front Office Fixed Income / Derivatives Developer New York, NY Head of North American RFP Team New York, NY Senior Fina ncial Analyst San Antonio, TX Wayne Cozad CEO at Cube Management Director of Regional Sales Buffalo, NY Marketing Manager Whittier, CA Marketing Manager Pasadena, CA Next Step Systems President at Next Step Systems Technical Support Engineer / Server Support Minneapolis, MN Senior Network Engineer Chicago, IL Trade Support Engineer Chicago, IL Anjela Mangrum Owner at Mangrum Career Solutions, LLC Technical Sales Representative Angola, IN Sales Engineer Cloverdale, CA CNC Programmer Plymouth, IN Linda Gaul Operations Manager at Clover Business Solutions Full-Stack Software Engineer Needham, MA Senior Windows Security Analyst New York, NY Enterprise Technology Security Architect New York City, NY David Molnar President at National RegisterUSA National / weltumspannend Accounts Sales Manager IT, Cloud, Telecomm Hickory, NC National / Global Accounts Sales Manager IT, Cloud, Telecomm Edison, NJ National / Global Accounts Sales Manager IT, Cloud , Telecomm Alpharetta, GA Zachary Straub Recruiter at CNI Consulting, Inc. Vice President, Sales Houston, TX Annuity Specialist New York City, NY Relationship Manager Dallas, TX Robert Hawthorne President at Hawthorne Executive Search VP Sales Charlotte, NC VP Sales Dallas, TX VP Sales Atlanta, GA Jonathan Sack Managing Director at Aspire Careers Sr Global Solutions Engineer Team Lead San Francisco, CA Sr Global Solutions Engineer Team Lead San Jose, CA Sr Global Solutions Engineer Team Lead Richmond, CA Ashish Jain Principal at Global Recruiting Partners LLC Process Automation and Control (PAC) Engineer New Orleans, LA Controls Engineer Rodeo Refinery Rodeo, CA Product Development Director Oklahoma City, OKCongratulations to them all For the full list of 200 Corporate Recruitment Professionals and 200 Executive Recruiters, click here.Good luck to you in your search this week

The Chronicles of Resume for Receptionist

The Chronicles of Resume for Receptionist Employing the front desk receptionist resume sample is an excellent first step, but you also will need to be conscious of common mistakes people make so that you may avoid them. Its also beneficial the applicant has worked in various kinds of businesses, which displays her capacity to adjust to new platzsettings and shows she has the capability to tackle a front desk in any sort of business. You might also be expected to manage numerous tasks throughout the workplace. Thus, the receptionist has to be in a position to operate standard computer computer software programs like Microsoft Word, Excel, and Outlook. ur resume builder will provide you with tips and examples about how to compose your resume summary. Your resumes header is a kind of handshake involving you and possible employers. Youre able to draft an effective resume using the above mentioned template. After that, a format is going to be reviewed, including the 3 component s of a superior objective statement. The Demise of Resume for Receptionist Hunting for employment might look like a daunting endeavor, but there are jobs as a receptionist waiting for you whether you know where, and furthermore how to look. Lets assume you wished to employ a receptionist or assistant. A Medical Receptionist resume thats well organized, properly structured and full of relevant information will certainly get the approval of any prospective employer. Respect the receptionist resume examples provided, since they are demonstrated to be effective. Therefore, she must be able to prioritize tasks and get them done based on their level of importance. With interpersonal skills, she is able to relate with clients effortlessly. She resume is the main source of information for your employer. Some men and women utilize receptionist work as a means to make money when pursuing further educational opportunities or other career interests like in the performing arts or as wr iters. Landing a receptionist job in an industry-leading business can go a very long way in accelerating your career towards the aim of a reputable office administrator. Resumes that are written by entry-level folks that are applying for an initial job are definitely the most difficult to write. Because a receptionist is the very first person that folks meet when coming to an organization or company, they need to be people who can help the business build a great relationship between the company and the clients. Make certain you have memorized the vital aspects of your present job. If youre on the lookout for a receptionist you should stick to some contemporary job hunting strategies. If you would like to find the job, you should put some thought in what youre likely to place in your Medical Receptionist skills list. Many jobs have set schedules, but if youre eager to stay past the conclusion of your shift to complete work, you will stick out from other applicants. How to Choo se Resume for Receptionist Every job takes a set of soft abilities, and receptionists are not any different. Highlight Your Special Skills Even in the event the work post doesnt mention any technical abilities, in case you have them go right ahead and place it in your resume. If youve never had any sort of paid employment then include things like unpaid work experience or voluntary experience youve obtained. A receptionist has to have an assortment of helpful skills. The Essentials of Resume for Receptionist That You Will be Able to Benefit From Starting Today Usually, objectives are merely a sentence long and make your work goal effortless to comprehend at a glance. You desire the recruiter to get in contact. A real team player whos devoted to her job. A receptionist is frequently the first small business contact somebody will meet at any organization. The Most Popular Resume for Receptionist In the majority of instances, the work description for the position youre seeki ng will be clear in regards to duties. Your skills are an overview of what you could do for the possible employer if you were offered the work at this time. In addition, there are certification programs which will help you prove your competence for a Receptionist, and highlighting your self-motivation. A Resume associated with the work position of a Receptionist must come with a rather brief summary in the initial portion of the page. Ruthless Resume for Receptionist Strategies Exploited You should want to include key words from within your intended job specifications to assist you in making a huge impression Once youve written your profile and core skills, you have to concentrate on your work experience. The very best approach would be to figure out the essence of the job. Your multitasking skills will be placed to the test if the organization receives high footfalls daily. Fantastic communication skills is also needed as you have to speak with various people with unique a gendas on the reason why they are in the facility of the business you are working for. Resume for Receptionist - the Conspiracy You will need to prove that youre able to grow to be the surface of the provider. On occasion, the job might be stressful as a result of interaction with many distinct people with unique forms of personalities, and being expected to do numerous tasks quickly. Thus when writing down your job skills take some time to strategize and find out the very best approach to organize them in your resume. The receptionist must therefore be someone with the capability to work under pressure to find the task done.

Questions to ask during a job interview

Questions to ask during a job bewerberinterview Questions To Ask During A Job InterviewPosted October 13, 2011, by Josie Chun Youre preparing for an upcoming interview and have been frantically Googling all the possible questions you could be asked. But have you thought about what questions you should be asking the interviewer? Job interviews are a two-way street and in a sense, you are also interviewing your prospective employer to see if they are a company you would want to work for. The goal is to find out not only if youre right for the role, but also if the culture of the organisation and their style of management suit you. The job description and marketing material may convey a certain image, but it is only when you go in for the interview that you will be able to suss out the situation for yourself. Ask about your role, the company and their industry After doing as much research as you can about the company and carefully reading the job description, ask specific questions abou t the organisation and your role there. Whats their imagination for your position? Will it change and evolve over time? What are the companys goals? Asking industry-specific questions is good too, especially if youve read something topical in the news or if recent government legislation has affected the industry. This will show the interviewer that youre keen, have done your homework and are a go-getter. Theyre sure to be impressed. What systems do they have in place? Another question you could ask is about what kind of systems they have in place. If their present systems are inadequate, will it be your job to change or develop them? Its good to show the interviewer that youre proactive and have initiative, but you first have to determine if theyre open to that. If youre someone who likes to implement change, you wouldnt want to work for an organisation that is change-averse and doesnt like to fix things that arent broken. Sample questions to ask at an interview Can you tell me a bi t more about what the role involves? What is your companys organisational structure and management style? How do you measure performance and how often is it reviewed? What would my likely career path through the company be? Do you provide any sort of professional development, training or mentorship? What is your companys market or target demographic? Is that something that you would like to expand? If so, how? What do you see as the future of the organisation? If in doubt practise If you dont feel confident asking questions, make sure you write them down and practise asking them aloud so you can deliver your questions with confidence. What not to ask Dont ask about your salary first up wait for them to bring it up. And when they do, be prepared with our tips on how to negotiate your pay like a pro. And dont ask for the same information that theyve already provided on their website or in the job description, but ask for greater detail and elaboration. Its not all about them Just r emember that as a candidate, you are an equal participant in the interviewing process. Tell them what you have to offer, but also try to elicit more information for your own benefit. The interview is a crucial opportunity for information exchange for both of you. Check out our tips on how to ace your job interview ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searcheswhat to study to get a job perth wahow to get a job in aged care with no experiencebricklayer interview questions and answersenrolled nursing jobselectrician job adverts CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJo sie ChunRelated ArticlesBrowse moreGraduatesPay/SalaryThe grad stats are out - and here are the biggest earnersGraduate Careers Australias annual Australian Graduate Survey results were released last night with good news for student satisfaction, Western Australians and health graduates. Read on for a run down.WOMENWomen in executive positionsThe glass ceiling is mucksmuschenstill present in Australian companies, with a new report showing the number of women in executive positions is in sharp decline.BossLeadership9 Ways To Be a Better BossTaking charge in the workplace may come a little easier for some than others. Whether youre leading a small team of two or 20+ when it is time to step up to the plate its important that youre a boss that people want to work with and do well for.