Fidelity CEO Abby Johnson Shares The Best Professional Motto Ever

Fidelity CEO Abby Johnson Shares The Best Professional Motto EverFidelity CEO Abby Johnson Shares The Best Professional Motto Ever Fidelity is laser-focused on innovation - And CEO Abby Johnson knows that attracting people to bring their diverse skills, experience, and perspectives to work in a culture that welcomes them for who they are is how Fidelity succeeds.Johnson takes that responsibility seriously as evidenced by the swift actions she took when claims of employee misconduct surfaced last Fall. Johnson brought in experts on culture, moved her bro to sit among the portfolio teams and sent a video message to the entire firm reinforcing the companys zero-tolerance policy on harassment.Her response is reflective of her personal motto Always challenge the status quo and embrace change as an opportunity for improvement.Glassdoor caught up with Johnson to talk about what she looks for in job applicants, her best career advice and how she takes calculated risks as a leader.Glassdoor In addition to watching out over your 40,000+ employees, how important is it to you to support women in the workplace? Does Fidelity have any programs in place to help women thrive in the workplace?Abby Johnson At Fidelity, we believe that diversity is a geschftliches miteinander imperative. A company that has associates with diverse backgrounds, and experiences is in the best position to thrive.Supporting our employees in a way that allows individuals to bring their whole selves to work each and every day is one of the most important things we can do. This includes supporting women in the workplace. Fidelity established its Womens Leadership Group (WLG) Employee Resource Group years ago. The WLGs mission is to help women and Fidelity thrive. The groups goals are to provide development opportunities to members with a focus on developing the whole you - professional, personal and financial.Women are a critical part of the future of financial services. We want mor a women to consider our industry, and Fidelity, for their careers and we are committed to providing benefits and programs to enhance our culture that will help us to develop and retain our women leaders.Examples of unterstellung benefits and programs include generous paid parental leave (16 weeks 6 weeks spousal), paid leave to care for a loved one (4 weeks), student loan repayment program and flexible work options, and backup daycare. In addition, our RESUME return-to-work internship offers an opportunity for people to accelerate their career path despite time away from the workforce. Fidelity is one of the only companies offering a program that offers this kind of path with a specific focus on licensing in the financial advisor space.Glassdoor Switching gears a bit, Fidelity is one of the most broadly diversified financial services firms in the industry. Given your insight into the economy and the labor market, what are some of the trends you are seeing as it pertains to the futur e of work? What are you telling your direct reports and teams to keep an eye out for?Abby Johnson We are seeing two big trends the speed of changing demographics and the speed of innovation. By 2044, there will be no ethnic majority in the U.S. and, women are surpassing their counterparts in levels of education and workforce participation. In addition, innovation is happening at a rapid pace and companies need to be constantly incubating new ideas. I want Fidelity to tap into the power of our differences by looking for associates with diverse backgrounds and experiences and ensuring that our culture welcomes them and creates an environment where everyone thrives.Glassdoor What advice do you have for your employees to navigate this new world as they think about their careers and professional development? Abby Johnson My biggest advice to friends and colleagues is to always have that hunger and intellectual curiosity to grow and learn - both personally and professionally. At Fideli ty, we encourage our associates to explore, discover, create and experience different areas of the company. With 10 regional offices, more than 190 financial planning offices and opportunities that span the globe, individuals have the freedom to map their own career route and follow their passions. I also encourage individuals to not think of a career as a succession of job titles. Instead, look at your path as a stream of experiences. Whether its learning new skills and becoming more agile in how you work, or getting involved in the communities where you work and live - and always bring your whole self to work. Bringing more vitality in all areas of your life can also benefit your career.Glassdoor As you think about the future of work, what do you look for in candidates who are applying to Fidelity? Specifically, what interview questions do you ask those who you personally interview? Abby Johnson As a customer-obsessed company, our workforce needs to be a reflection of the divers e background and desires of those who choose us as their financial services provider. We need to serve our customers what they want in the way they want it - and that means having a deep curiosity and a digital mindset. I often say that we have to have a 24/7 mentality because thats what our customers expect in todays digital world. This is not just a problem to be solved by our 12,000 technologists that keep our platforms up and running, but by all of Fidelitys associates - because all of our associates are also customers.When I interview candidates, I want to hear how they can tap into the power of their own differences to generate ideas for our customers, as well as how they support and encourage their colleagues to develop. Thats one of our leadership principles empowering and coaching others to their full potential. Im always interested in hearing personal stories and ideas about how leaders can inspire the next generation of leaders in our company.Glassdoor Now for a few fun ones - share three fun facts about yourself.Glassdoor Whats been your most rewarding moment as CEO? Your most challenging?Abby Johnson My biggest challenge has been to push Fidelity to increase our pace of innovation and to not be afraid to make the occasional mistake. Since our founding more than 70 years ago, we have always been a leader in the use of technology and in offering new products and services. But being a customer-obsessed company, we are very focused on delivering a great customer experience. And this means that we can sometimes be cautious in introducing new things. To be successful in a rapidly evolving world, we need to take smart risks and value pace over perfection another one of Fidelity leadership principles. The risk of competitive disruption in financial services has never been higher than it is today. I would rather disrupt ourselves than let us become complacent and get surprised by new ideas and innovations from a competitor.Glassdoor Whats your personal motto? What words do you live by?Abby Johnson Always challenge the status quo and embrace change as an opportunity for improvement.1. U.S. Census Bureau The Census Bureau predicts shifts in the U.S. over the coming years, with a more diverse - and older - population, 20152. 143 women100 men, women are earning graduate degrees at a faster rate women represent 57percent of workforce McKinsey & Company, Why Diversity Matters , January 2015

A New Type of Engineer is Emerging Meet the Digital Engineer

A New Type of Engineer is Emerging Meet the Digital Engineer A New Type of Engineer is Emerging Meet the Digital Engineer A New Type of Engineer is Emerging Meet the Digital Engineerby John Varrasi, ASME Public InformationChallenged to deal with the unprecedented rate of change brought by the increasingly digitized and data-driven economy, companies of all stripes are recruiting mechanical engineers with aptitude and specialized skills in computer programming, computer coding, and artificial intelligence.According to educators, MEs in high demand today will be required to function comfortably in the virtual world and be able to design products and systems from real-time ruf-based representations. Now more than ever, mechanical engineers will need to mediate through a computer, said Eliot Winer, prof and associate director of the Virtual Reality Center at Iowa State University.Big DataOne factor driving this paradigm shift in the mechanical engineering profession stems from corpora te interests to meet customer expectations in the emerging digital age. According to a recent report by Accenture, 25 percent of the worlds economy will be digital by 2020. In the midst of this digital revolution, customers will have greater access to product information that will enable them to interact with businesses through a wide range of data channels. To succeed, companies will be required to develop highly automated and highly intelligent machines and processes that can harvest data and use it to create business solutions, improve products, and enhance customer interaction. And they will need professionals skilled in parsing all this data into actionable plans.Another factor playing a role in the new engineering model relates to technological complexity and the proliferation of sensors, artificial intelligence, and sophisticated electro-mechanical systems in products. Driverless cars and interconnected household appliances already are at the threshold, and the not-too-distan t future might bring such disruptive technologies as nano-robots that recognize and treat cancer. Companies on the leading edge of these new technologies will seek mechanical engineers to write algorithms, develop autonomous learning systems and predictive models, and design intelligent controls.Any industry that deals with large amounts of data processing, statistics, analysis, and computer programming would welcome digital mechanical engineers, said Tahira Reid, an assistant professor of mechanical engineering at Purdue University. behauptung engineers use data to develop interactive user interfaces, specialty graphics software, and visualization tools.To train this new breed of mechanical engineer, Purdue has developed a curriculum that includes courses and laboratories in linear circuit analysis, automatic control systems, and signal processing, while recently expanding its offerings into the areas of perception-based engineering and digitally enabled materials prototyping . Oth er universities are filling academic posts with professors and researchers with expertise in artificial intelligence, autonomous systems, and data-driven shape design.Michigan Technological University in Houghton, Mich., has completely revised its mechanical engineering curriculum, incorporating a simulation focus into the design/build methodology and adding courses in controls, sensors, and systems thinking. The digital engineer is now expected to carry out simulations in the virtual environment first, before proceeding to the design, build, and test stages, said William W. Predebon, professor and J.S. Endowed Department Chair in the Department of Mechanical Engineering and Engineering Mechanics at Michigan Technological. In industry, this approach results in reduced product development cycles.New Skill SetsIn addition to achieving a high comfort level with simulation and virtual design, many mechanical engineers today are embracing the latest visualization and graphics tools that enable real-time image processing, mapping, and 3D modeling. Others are immersing themselves into the domain of computer science, developing aptitudes in digital metrics, computer programming, and, in some instances, coding.Many companies today are seeking engineers with a blend of computer programming and traditional computer-aided design skills, said Winer of Iowa State.These companies populate many industries, from aviation and automotive to retailing and food service. Currently, digital disruptors like Google and Microsoft are taking the lead, but traditional companies seeking innovation and a competitive edge are making strides. Auto companies already are building new digital models supporting the connected car, while longer-term RD programs will be focused on in-vehicle networks and boosting computer power for control systems. GE Aviation, Samsung, and Boeing are among other players in the digital economy. To be more relevant to these companies, many mechanical engineering stu dents are rethinking career preparation. Some ME students are pursuing a dual major in computer science and mechanical engineering. Others are learning information technology on their own.Many MEs with extensive knowledge in programming and other aspects of computer science are self-taught, noted Tahira Reid of Purdue. Some enroll in corporate internships, in which in-depth training and advanced skills not available in the university schauplatz may be acquired. One student of mine told me that he learned quite a bit by attending hackathons.According to Reid, the interdisciplinary nature of mechanical engineering today will require some level of knowledge and comfort in information technology. Oftentimes we find digital MEs embracing a number of disciplines outside of mechanical engineering, collaborating not only with electrical and other types of engineers but professionals from the social sciences and psychology as well, said Reid. With the burgeoning digital economy, the career l andscape in mechanical engineering is evolving.

Learn About Householding Accounts in Finance

Learn About Householding Accounts in FinanceLearn About Householding Accounts in FinanceIn census data, a household typically consists of individuals with a shared residence. In financial services, households are groups of related accounts, which may or may not have the same mailing address. They may be a mix of individual accounts (or retail client accounts), geschftsleben accounts, and accounts for entities such as trusts or estates. The Rationale for Householding Accounts Banks, securities brokerage, and asset management firms often give clients discounted fees, enhanced money fund rates and/ or based on the size of the total household relationship. Thus, developing and maintaining logic for grouping accounts into client households is an important activity. Financial services companies, especially banks and securities brokerages, are hampered in market research and customer analysis by databases that are organized by account, not by client or client household. In dealing with high net worth clients, methodologies that can identify their related accounts automatically, prior to confirmation by the clients themselves, often is a means to impress such people with the sophistication of the firm, and thus facilitate further asset gatheringfrom them. By contrast, asking such people to perform such identification is often feared as an admission of ignorance on the part of the firm. Householding Methodology The precise definition of a household varies by firm. Developing the logic for grouping accounts into households is a joint effort between marketing andinformation technology. The accounts belonging to a household each may have a different tax identification number (or TIN). A persons TIN is a Social Security number (or SSN), and thus each person in a household (e.g., husband, wife and children) will have a unique TIN. If a household member owns a business or is the beneficiary of a trust or estate, each of those will have a unique TIN. The process of ass ociating multiple accounts with an individual or a household is complicated by several factors. For example, householdmembers may use different surnames. Business, trust and estate accounts will have different names also. A household may use several addresses, such as for a permanent home, a vacation home, a business address or a post office box. Variations in spelling (such as the use of initials or abbreviations) across accounts also can complicate systemic grouping of accounts into a household. Manual Intervention Is Needed to Group Accounts Into Households Manual intervention by financial advisors and bank branch managers often is needed to group accounts into households. However, the process can be complicated if a household has accounts at multiple branches or offices, served by multiple financial advisors or bank managers who are not aware of the clients dispersal of accounts. Intelligence provided through contact management systemsalso can be extremely useful in linking related accounts together. Ultimately, however, the best source of information necessary for the complete and accurate householding of accounts comes from the clients themselves. After all, they are the beneficiaries of price breaks and service enhancements that come with higher tiers offinancial assetsor revenues generated, and thus they have clear financial incentives to make sure that all their accounts are included for these purposes. The Rules for Household Accounts Can Vary Greatly How stringent or liberal the rules for householding accounts are can vary greatly by the firm. While combining the accounts of a married couple tends to be typical, some firms will add in only the accounts of minor children, while others will allow those of adult children to be added. Or, perhaps, the inclusion of multiple generations of lineal descendants will depend on one generations having introduced the others to the firm. For example, an adult child may have brought his or her parents into the firm, resulting in all of them being household for pricing, service, and analytic purposes. Indeed, given the likelihood that children will inherit all or most of their parents assets, householding their accounts together while they are all still living has a certain logic to it. This is true not only for analytic purposes but also as a mechanism to encourage the retention of inherited assets in the same firm.

Former Navy SEALs on the mistake too many leaders make

Former Navy SEALs on the mistake too many leaders makeFormer Navy SEALs on the mistake too many leaders makeAfter their first book, 2015s Extreme Ownership, became a New York Times bestseller, Navy SEAL commanders Jocko Willink and Leif Babin soon found themselves with a global fan base.As time passed, and they had more interactions with devoted readers through their leadership consulting firm, Echelon Front, their Muster live events, and social media, they would sometimes run into a problem they also faced as SEALs People who looked up to them tended to solely focus on the aggressive side of their lessons, resulting in a total misunderstanding of some of their ideals.Babin told Business Insider We see leaders doing that, where they say, Im going to hold the line. Leif said, its not what you preach. Its what you tolerate, so Im going to crack the whip on my team, and were going to hold people accountable. That doesnt work.Follow Ladders on FlipboardFollow Ladders magazines on Flipboa rd covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIts why they wrote a new book, The Dichotomy of Leadership, thats scheduled to be released on September 25.It explores in-depth the 12-point list of leadership principles, each with qualifications that may initially seem conflicting, they used when they served during the Iraq War. These include, A leader must lead but also be ready to follow, and A leader must be confident but never cocky.The upcoming book stands on its own but is also a sequel to Extreme Ownership, and follows its same format of a lesson followed by a combat example and then a business example.Willink welches the commander of US Navy SEAL Team Three Task Unit Bruiser, a highly decorated special-operations unit that fought in the 2006 Battle of Ramadi. Babin welches one of his two platoon leaders.We spoke with Willink and Babin about what to expect from their upcoming book.The following transcript has been edited for length and clarity.Rich ard Feloni Whats behind the title, and why did you start working on it?Jocko Willink The new book is called The Dichotomy of Leadership, which is also the title of the last chapter in Extreme Ownership. As we continued to go out and work with various companies and teams and organizations around the world, we found that one of the areas that people needed help with the most was the area of trying to balance that dichotomy. And the more we worked with people, the more we realized we needed to explore more cases and explain in more detail how people can go too far in one direction as a leader. The title of the book Extreme Ownership - obviously its got the word extreme in there - yet as a leader, oftentimes being extreme is not good. What you have to do is be balanced.Leif Babin Were talking to people like the folks at Muster, who have read the first book. Some of them have read it a dozen times. And yet theyre still struggling to try to implement these lessons. And as we say, theyre simple, not easy. But the most difficult part of it is trying to find that balance between things like extreme ownership, where you own everything in your world, and decentralized command, where you actually have to empower others and allow them to step up and lead.Where youve got to be a leader and take charge and not wait for others to solve problems, but also be a follower and go with others plans and execute as if its your own.Feloni Can you give an example of a lesson from the new book?Willink One of the things that we talk about in Extreme Ownership is being default aggressive. Thats a posture, an attitude, where youre going to attack problems, and youre going to get them solved. But at the same time, there can be times where you can become too aggressive. In the SEAL teams, when we were training, wed say to someone who was being overly aggressive that youre running to your death. Youre running toward the problem without thinking.Youve got to balance that aggressiveness with also being cautious and making sure youre assessing the situation.Feloni Could you share an anecdote from the book that illustrates that concept?Babin The combat example we talk about there is that we did a lot of things that were very risky, that people thought, frankly, were crazy, or that we took too much risk. We certainly tried to mitigate all the risk that we could control, but we understood the value of those combat operations in Ramadi and what we were doing out there with our Iraqi soldiers and our sniper overwatch missions, and how they supported that campaign.What we dont really talk about is the ops that we turned down. We turned down a number of operations that we felt were too risky. And I talk about one of those in the book.Willink One of the business examples that I use in the book is a young CEO who was looking to expand her company, and she saw a lot of growth on the horizon, and so she went and hired a lot of people. She brought these people on board because she e xpected this big growth to come. There was just a very long turn time on collecting the money from products sold, and it didnt catch up in time. And so next thing you know, she was losing money. She had a default aggressive mindset, which was great, and at the time when I was working with her, I was excited to see that she was being aggressive. But when I actually started looking at the numbers, I realized hey, shes being overly aggressive, and shes brought too many people onboard, and now shes upside down and she needs to get rid of some of these people now or else its going to be too late.Feloni What do you want readers to take away from it?Babin The biggest thing that we want people to understand in this concept of balance. Oftentimes people think they are doing what we would be doing in a situation, and its actually the opposite. We saw that in the SEAL teams, where guys in Task Unit Bruiser attached to us at the end of our deployment and saw a little bit of our operations, and when they went back, they tried to do some things the way they thought Jocko would do them, or I would do them - and they actually werent the way we were doing them. Because we really had to find that balance.We see leaders doing that, where they say, Im going to hold the line. Leif said, Its not what you preach. Its what you tolerate, so Im going to crack the whip on my team and were going to hold people accountable. And that doesnt work. If youre berating people, if youre an overbearing leader thats constantly in peoples face or raising your voice and losing your temper with people, it doesnt work. Its not effective. So thats really what were trying to get across here with The Dichotomy of Leadership, are the realities of finding that balance of what is most effective, what works.This article originally appeared on Business Insider.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, stud y 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

Tips for Writing a Resume

Tips for Writing a ResumeTips for Writing a ResumeWriting a resume for a creative role? Heres what you need to know.Attention creative professionals The standard resume is alive and well. While some job seekers are getting creative and exploring infographic and video resumes, be aware that most employers still expect to receive a traditional resume too.Here are eight tips for writing a resume thats clear, concise and compellingCreate customized contentSome applicants view job hunting strictly as a numbers game. They blast the same cookie-cutter resume and cover letter to every employer with an open creative position. Bad move. Targeting yur pitch to individual employers is a much better strategy. Thoroughly research the company or agency online, follow them on social media and tap members of your network for additional insights. Once you have a sense of the role and organization, play up your professional skills, experience and achievements most relevant to that particular opportunit y. While you dont need to start from scratch every time, a little resume tailoring can make a big impact.Keep it simple when writing a resumeSteer clear of convoluted jargon, flowery prose and distracting graphics, fonts or colors that can make your resume difficult to read. Instead, let your portfolio showcase your creativity. When crafting your resume, use clear section headings and bullet points for easy navigation. In addition, dont muddle your message by cluttering your resume with extraneous personal information that has no connection to your career. Its great that you love mountain biking and home renovation shows, but referencing those interests wont likely help you secure a job interview.Whats the best resume font? Check out these resume font recommendations.Key in on keywordsWholl review your resume first? The hiring manager? Someone in human resources? Well, it might elend even be a human. Employers often use software to scan resumes for keywords. How can you boost your o dds of making the initial cut? Use the job ad as your guide, weaving in keywords wherever possible (as long as the terms accurately describe your abilities, of course).Sum it upConsider leading with a professional summary rather than an objective statement. Employers often skip over the objective statement because theyve read so many that are generic or self-focused. A carefully crafted summary highlighting your most impressive and pertinent qualifications at the top of the page can quickly convey why you warrant further consideration. Its also a good place to incorporate keywords.Find out how to refresh your resume in 30 minutes or less.Show, dont tellHard numbers- not hollow self-praise- will help you stand out and prove your worth. Employers seek candidates who emphasize results - not just responsibilities. While some candidates brag about how successful, hard working and efficient they are in their roles, these claims only pack a punch when theyre backed up with specifics. Whet her youre a designer or copywriter, quantify your contributions to the bottom line. Thinking in terms of metrics spotlights your value and results-oriented outlook.Never fudge factsThe practice of resume padding isnt new, but it remains a really horrible idea. Most companies conduct reference or background checks, and just one white lie can cause employers to question your integrity. Stretching dates of employment or inflating a former job title isnt worth the risk. The creative and marketing world is surprisingly small protect your reputation by keeping it real.Make no mention of moneyNever include your salary requirements unless an employer specifically requests that information in the job ad. (This rarely happens.) Referencing money in your resume can come across as presumptuous. Wait until youve landed an interview and the employer has expressed interest in making a job offer before you consider broaching the sensitive subject of salary.Learn what you can earn. Check out our Sal ary Guide.Proofread, proofread, proofreadA designer buddy of mine once asked me to proofread his resume. When he saw I flagged a few typos, he laughed and said, See, Im not a word person. OK, dude, but your job does require attention to detail, right? Time-strapped hiring managers are far less likely to interview careless candidates. Guard against goofs by running spell-check, but also slowly proofread your resume both on screen and on paper. Asking a friend for editing assistance (and then being open to the feedback) wont hurt either.Upload your resume and search our open creative jobs now

The Pitfall of Ma Resume Templates

The Pitfall of Ma Resume Templates Vital Pieces of Ma Resume Templates The work market is getting more competitive in just about any area. Knowing the fundamental steps of writing a good resume does leid indicate you have to write alone. Resume writing may be an intimidating executing for anybody. Writing resumes might have been taught to us in school, but things learned from the book might not always be the very same in the actual world. The Fight Against Ma Resume Templates Show your prospective employer why you find it possible to execute the work far better than others no matter how much experience youve got. Since medical assisting is such a skill-oriented profession, you have to make certain that your resume highlights your abilities and the way they will turn you into a valuable employee. Not only is it more descriptive for your possible employer, but additionally, it provides you an opportunity to advertise yourself a small bit more. Never forget that a prospective employer isnt reading your resume to find out what you could do, but instead to find out what you could dofor them. If you are now considering requesting work in the medical business, then you want to put your very best foot forward by submitting a stellar and well-structured resume. Just take a look at the 8 job skills you need to have web page to locate a few of the things which employers are commonly looking for. You should organize your application to aid agencies evaluate your encounter. There are a fantastic number of basic types of resumes accustomed to earn application for job openings. Employers like to recognize that youre continually producing and trying to reinforce the skills. Before you write your stellar resume that will certainly land you a job in the health care business, you want to assess yourself whether you belong in the medical market. Correctly written resumes will fetch them of the appropriate jobs. Additional your letter for resume must have prof essional look and it ought to be informative. Nothing will produce a reader glaze over faster than reading the exact same lines repeatedly. Resume covers words are really critical as they permit you to interact with the prospective firm. The form of resume that combines the initial two forms of resumes and is made up of two pages. Youre looking for excellent resume schablones. Start by picking out the security or indication template that youll need. The template are available in PSD format. You might even need to analyze the Housekeeping task explanation and ideal task certification sections so that youll find a clearer idea on the way to make your resume stand out more. Although resume objectives are getting more obsolete in favor of career summaries, in some specific conditions, it is reasonable incorporate an objective. While you should illuminate your abilities and abilities, you also have to employ an easy-to-read format and fashion. If youre probably to have more tr ansferrable skills than you believe. Hearsay, Deception and Ma Resume Templates If youre looking to hire a health assistant then a medical assistant job description can assist you in putting out an advert. Along with administrative duties, a Medical Assistant might be asked to do clerical and clinical work also. While writing he resume, you need to keep in mind many things like the following Depending on the job, the medical assistants are either administrative or clinical but they all have one thing in common they keep a medical practice humming. The very first senior medical assistant resume sample indicates the ideal skills. For more guidance, hints, and ideas study the health assistant resume example. It is essential that you comprehend the importance of office assistant objectives for resumes. There are a number of different kinds of healthcare assistants. A health assistant resume for externship is comparable to the usual resume, except emphasis is set on the related co ursework or skills one acquired during the class of the medical assistant training regime. You will be able to either share data files and folders or you can also bring about a reproduction of the whole device. Relevant Information Youre absolutely free to bring an extra section at the kusine of your resume so that you can list other relevant info. Make certain you proof read before making the last copy. In the event the prior templates dont satisfy your requirements then complexity is probably the proper selection. Fortunately, there are lots of excellent samples and resources available to assist you craft the great professional resume. Thus, give all the required info in bulleted points so the recruiters may locate your qualities super fast. If you believe that this kind of bit of information concerning the medical assistant resume examples ought to be shard then be our guest and share it on various social networking channels. There are a number of ways to format a resume.

Why Use A Recruiting Service - Spark Hire

Why Use A Recruiting Service - Spark HireThere is a new opening on your team and what is the first thing you do? You immediately deutsche post dhl an advertisement for the position, resulting in about 100 applications flooding your inbox.A day or two goes by, with your inbox receiving another 50 or so applicants which you have yet to review due to your already busy schedule.Glancing at your phone messages, you pause and take notice of another message from that recruiter who has been leaving you messages for the past several months to discuss your hiring needs.Picking up the phone, you dial the number and begin your partnership with the recruiter, learning of the benefits that a recruiting service can provide to you.Time SaverIts no secret that hiring a new person takes a lot of time. However, you can quickly eliminate some of the taxing parts of the process by partnering with a recruiter. By using a recruiting service, you no longer need to post and advertise the position yourself, r esulting in a cleaner inbox and more time to do your actual job. The recruiter will advertise the position and will weed through all of those applications, selecting only the fruchtwein qualified to speak with and send forward for your review.ResourcesA recruiter will have additional resources to find candidates rather than just a post and pray method. Most recruiting services have subscriptions to a variety of job boards or social media sites such as LinkedIn, as well as access to their own database of quality candidates. This provides you access to candidates who may not have seen the job advertisement online, or who may not be actively searching for a position.ExpertiseMost recruiters have the expertise needed to be able to quickly identify red flags and sincere candidate interest in the initial stages of the interview process. They will know the right questions to ask and what types of responses to listen for from candidates. This is something that comes with established and dev eloped recruiting skills.InsightAfter selecting the most qualified candidates, a good recruiter will also be able to share with you information related to the current situation, desires and expectations of each candidate presented. While the recruiting service is working for you, the recruiter also has developed a relationship with each candidate presented in order to ensure the right fit for both you and the candidate. A recruiter will be able to provide valuable feedback from the candidates prospective throughout the interview process and when the time comes to make an offer, the recruiter will have insight regarding the candidates needs and what it will take to receive an acceptance from the candidate.Utilizing a recruiting service can save you time, provide you access to candidates who may not have applied to your job advertisement, and provide you with the expertise and insight needed in order to make the best hire.What are benefits you have experienced from utilizing recruitin g services in the past? I look forward to reading your experiences in the comments below

Why Students Should Consider Doing At Least One Internship

Why Students Should Consider Doing At Least One InternshipWhy Students Should Consider Doing At Least One InternshipInternships provide a link between academic learning and professional employment. Because many employers require new hires to have completed at least one internship, many applicants will find theirresumes stuck at the bottom of the pile if they havent completed at least one internship during their four years of college. Some college students even go the extra distance and do an internship abroad, an undertaking that substantially boosts their credentials. It is recommended that students try several different internships in order to get a good sense of what its like to workin the particular field theyre interested in. This experience allows students to see what its like to actually workin the office and see first-hand what the industry is like. They also get a chance to evaluate the different types of jobs in their chosen profession that best match their skills and perso nality. Acquiring Knowledge and DevelopingSkills Gets You Hired Internships afford you the opportunity to meet people already working in the field, gain valuable references, and get exposure to the working environment. Theseare just three good reasonswhy students should consider doing one or more internships during their college years. Because many employers use their internship programs to train young people and then select new hires from the internship pool, its crucial that interns do their best to prove to the employer that they have what it takes to be successful in the job. Internships are a way for students to build their knowledge base and increase their skill set while increasing their chances of getting hired for a full-time positionin the future. Internships Increase Your Likelihood of Staying With the Company Not only are employers looking for individuals with relevant experience in the field, they are also looking for people who have had exposure to the field ( and the company) and who understand what its like handling the nitty-gritty of a particular job. Even some of the biggest names in the business hire from within. Union Square Cafe, in New York City, is a top-rated Zagat restaurant known for hiring marketing interns. And, according to the National Organization of Colleges and Employers, 90 percent of returning interns (those who came back for a second internship) were offered full-time employment. Doing an Unpaid Internships Versus Getting a Paid Job Students are often faced with the dilemma of deciding whether its better to do an unpaid internship or find a job that allows them to make some money. There is no easy answer to this because this is a highly personal situation. If you are able to do an unpaid internship without any undue hardship, the experience will provide valuable work experience and may lead to a full-time job with that company, or, at the very least, will help you get a similar job with a synergistic company. St udents who cannot afford to do an unpaid internship might try combining the internship with a part-time job to sustain themselves over the course of the internship. Especially in todays remote-driven world, many internships allow students to work remotely part of the time, and to complete tasks during off-hours like evenings and weekends. Even though an internship is unpaid, the right one will provide valuable experience that paves the way to a future employment. However, many of the large global companies offerpaid internships and you may be able to have the best of both worlds.

6 Leadership Skills You Never Knew You Needed

6 Leadership Skills You Never Knew You Needed6 Leadership Skills You Never Knew You Needed Youre not the big boss. Youre not even middle management. So developing some serious leadership skills isnt exactly on todays to-do list - but thats a big mistake. We can all be leaders, no matter what our official title is, says executive coach Karen Elizaga , author of Find Your Sweet Spot . Groups, irrespective of level within a company, need people to move projects along, take ownership and solve schwierigkeits. And importantly, from a career trajectory standpoint, when you exhibit leadership skills, you become a prime candidate to actually be that leader. You show people that youre ready and willing to move up to the front of the line.If youve changed your mind and youre ready to lead the work troops by example, heres how, according to our career experts. As career coach Hallie Crawford points out, a successful leader- or employee- has to trust other people to get their part of the job done. Thats because, in part, doing everything yourself doesnt promote creativity and doesnt empower others to learn new things- and it actually increases stress, she says. Who knew? So, let coworkers do their thing, Crawford suggests, and only check in on a task when absolutely necessary or before passing it along to a client to ensure its correct. Dont hover. 2. Clearly and concisely express yourself. Just because youre not in a workplace leadership role doesnt mean you should sit silently through meetings. Some think that its enough to produce an excellent work product, says Elizaga. But its not. The ability to advocate your position or opinion puts you in the spotlight, she says. Thats because expressing yourself to your peers and employer illustrates your ability to process challenges, problem solve, and create meaningful resolutions to move forward. If you keep these thoughts to yourself, no one will ever know. And you may just miss out on a chance to mo ve up. You probably have a mentor . (If not, get one- now) But even if youre still learning, you can be an asset to others in your field. In any position, be available to help your fellow coworkers by providing feedback, says Crawford. How? Heres an easy way Ask yourself if theres something you excel at. If so, dont keep the knowledge to yourself, Crawford says. Be willing to share what you know with your coworkers. Your team- and very likely, your boss- will appreciate your communal know-how. Calmly listening to what youve done wrong or how you can improve probably may make you feel like more of a misfit than a leader. But learning to take constructive criticism well is actually a crucial leadership skill every employee should master, Elizaga says. No one is perfect, and we can all benefit from someones perspective on our performance so that we can continue to strive for excellence, she says. And making a tangible change after receiving- sometimes tough - feedback shows your bo ss and colleagues that you can listen, your ego is not too big to take into account other opinions, and you can bend and flow for the benefit of the organization.It may be perfectly acceptable to show up to your office in jeans. (Many an industry is going the uber-casual these days.) But even if you can get away with wearing a T-shirt and shorts to work, resist the urge to be comfortable and instead, dress like a boss, says Crawford. It may be a good way to get yourself noticed by the higher-ups, but this is also a move you should make for yourself. Dressing your best- someone who cares about the image they project- will not only help you feel more confident but also will help you build your brand as a professional, Crawford says. Lets be honest It can be tough to keep our cool at work. Sometimes emotions flare, conversations get heated- and as a result, productivity falls off a cliff, says Elizaga. But, if you can keep calm and carry on with work, rather than give in to an outburst , your ability to stay rational and reasonable even in the face of others emotional issues will show others that you can consistently remain cool-headed and forward-focused, she says. Moreover, when you can remain calm and encourage others to do the same, you lead the way to continued productivity. And then everyone wins.

Corporate Employee Benefits Communications Plan

Corposatz Employee Benefits Communications PlanCorporate Employee Benefits Communications PlanAccording to studies by ADP, a leading provider of human resources management and payroll services, 80 percent of human resource decision makersthinkits important for employees to understand their full benefit options. Unfortunately, they estimate that only around 60 percent of their employees do so. This indicates a breakdown between the expectations of HR leaders and the reality that many employees dont understand the value of their employer-sponsored benefits. Do your employees know what benefits your company provides? Do you communicate this to existing employees or is it something they only see during recruitment and onboarding? Do you have a benefits communication plan to keep them updated so they arent lured away by competitors? Changing a Variety of Employee Benefits Employers spend a great deal of time and money making koranvers that their employees have the very best possible b enefits. Its all a part of making sure employees are happy and healthy in order to be productive at work. Based on the most recent research, organizations in the USA spend around $0.43 for every dollar of payroll just for employee benefits, including health, dental, vision, and prescription insurance, life insurance, retirement funds, stock options, paid time off, and employee assistance programs. These figures do not even take into consideration the many other perks and benefits that companies invest in to make the workplace better, like flexible scheduling, corporate discount programs, and casual work attire. And the benefits just keep on increasing. In a special 20-year edition of its annual Employee Benefits research report, released in 2016, the Society for Human Resources Management released its 2016 Employee Benefits researchreport, noted that, as compared to the 1990s, employers are providing a much richer benefits package to employees than ever before- as a result of trying to increase retention rates and improve recruitment efforts in a competitive market. Communicating Employee Benefits The problem is, companies are not doing enough to communicate the value of their programs so that employees are aware of them, or understand their options. Too many firms often limit their communication efforts to specific times, like during recruitment, onboarding, or open enrollment periods. The good news is that in todays technology-driven world, there are multiple ways to communicate employee benefits with your workforce. It is important to note that each employer will want to evaluate how employees prefer to be informed and then develop plans to tap into these resources when creating communications. Read on to learn some of the different ways that employers share benefit-plan information with employees. Printed Materials From single printed pages to full-scale marketing campaigns, many companies turn to written and printed documentation to share employee group benefits information. This can be very effective because information can quickly be disseminated to all employees at any time of the year. Marketing communications can also be beefed-up during peak times, such as open enrollment and employee onboarding processing. Additionally, written and printed documentation of benefits information can be edited as benefit plans change. It is important to note that all written documentation should include access to a detailed explanation of benefits as supplied by plan administrators. Create a set of printed benefits documents for employees that include rate schedules and coverage amounts, and a separate set of documents that are designed to provide basic benefit information to candidates before they are recruited for employment. If your workplace is multi-cultural, you may also want to create a set of documents that are translated into other languages for ease in communicating benefits to all employees. Information Meetings Whether ha ndled informally or via formal sessions facilitated by your benefit plan administrators, benefit meetings can be an effective way of getting plan information and questions answered quickly. Make it a policy that all new hires get a chance to talk with a benefit plan administrator before selecting any benefits for the coming year. Your on-site benefit administrator can also be available to schedule meetings with employees if they have specific questions about how to use their benefits. This can be especially important if there are claims issues. During open enrollment, make sure that your plan administrative team is also available to conduct talks to highlight important updates to the benefit plan and encourage more employees to participate in the group offerings. Digital Communication Methods We now live in a world where digital communication has become the norm. Digital communication includes emails, text messaging, instant messaging, mobile apps, and more. Consider how you can get benefit information out to your employees on a regular basis to remind them of all the perks that they have available to them. For example, during the first part of the year, many of your employees will be thinking about getting fit, losing weight, or developing other healthier habits. Use this time as an opportunity to share information about the company wohlbefinden program or how the company is committed to helping employees stop smoking. During the summer months, when outdoor activities increase and kids are out of school, you may want to feature information about staying safe in the sun and familial benefits. A good rule of thumb when using digital communication is to keep messaging brief and to the point. Corporate Benefits Portals and Websites ADPs surveys indicate that nine out of 10 large companies, and seven out of 10 mid-size companies, have a web-based benefit portal for hosting employee benefits information and resources. This is a secure way for employers to s hare important benefits information and instructions for enrolling in benefit plans. Benefit websites must be encrypted to the highest level possible and designed with a single-sign-on process to protect personal health information and other data, locked behind user credentials. Making the most of a website portal for benefits communication can include Setting up a simple system for accessing the portal online and through mobile devicesAdding valuable content that relates to the benefits and wellness goals of employeesProviding a central contact number where employees can get live helpSharing updates and plan documents that can be downloaded on demandLinking the benefits website to the company intranetEnsuring the website is 508 compliant so that all employees have accessInclude content that is easy to translate into other languagesAdding a glossary of basic benefit terminology and a library of benefit topics Social Network Communications Social networking can also be a very ef fective way of communicating employee benefits. Many employees find this to be a friendly way of dealing with HR. Each company should have access to their own business page or at least create one for the purposes of communicating important updates including information about benefit plans. Select from one of the major social media networks such as Facebook or Twitter to allow for the greatest amount of sharing and content choices. Assign a benefits administrator and a member of the marketing team to work together to create benefits messages that encourage participation in the group plans. Share health and wellness tips, financial responsibility tips, and updates to enrollment periods. Include success stories and pictures of employees meeting their wellness goals. Total Compensation Statements In order to make a bigger impact when communicating benefits, it is advised that your company sends out at least an annual statement of total compensation to all employees. This is a docume nt that is organized by salary, benefits, and other perks that the company offers to employees. It is a written document that shows in black and white how much the company is investing in every employee. As evidenced by research, many employees dont realize how much the workplace benefits them so that a total compensation statement can create a meaningful dialogue between you and employees. If you are not sure how to create a total rewards or compensation statement, work with a third-party provider to organize all of your data into one central document. Provide a snail mail copy of the total compensation statement as well as a digital copy that you can email to employees. Additional Best Practices When preparing materials, avoid jargon. In fact, dont assume employees understand even basic benefits terminology. When communicating with your employees, keep things simple and in terms that they can understand. If there are complex concepts that need further explanation, use your web portal to create a glossary of terminology that they can review when needed. It is important to plan as early as possible before peak periods of enrollment in order to increase the chances that employees will comprehend their benefits. Use a variety of mediums because every generation and culture absorbinformation differently. Seek support from your benefit plan administrator when gathering additional materials, including marketing materials and plan summary documents. Be creative and keep employee benefits friendly. You will be more successful in transferring the value of benefits to your employees so they will take advantage of these perks of employment.