Tattoos Piercings in the Workplace

Tattoos Piercings in the WorkplaceTattoos Piercings in the WorkplaceWill a tattoo or piercing keep you from getting a job?It welchesnt terribly long ago that the perception of the tattooed were that theyre all sailors or bikers. Today, however, that stereotype has fallen and it seems, so has the workplace tattoo taboo.The average age of the workforce in 2008 was 40.7, according to The New Workforce Age and Ethic Changes. This means the majority of new workers being hiredtoday are approximately 26-29 years old. With the skilled labor force declining as baby boomers retire, most employers have learned theyll need to welcome the growing number of tattooed and pierced candidates.Inked individuals represent a significant part of that population. According to a Pew Research Center survey, 36 percent of 18- to 25-year-olds have at least one tattoo. While 40 percent of adults aged 26 to 40 have at least one.What does this mean to you? If youre in the decorated 40 percentile theres a good c hance your next employer has already accepted your body art.A decade ago, showing off tattoos and body piercings would be a surefire way to get your resume placed in the No Way pile. But times have changed. Those making todays hiring decisions are younger and not as adherent to traditional workplace appearance, says John Challenger, CEO of Challenger Gray Christmas.Still there are industries that are just not tolerable of tattoos or piercings. It might be some time before youll see a tattooed banker, lawyer, accountant or clergy member. Creative fields however, are often open to such expression and some even welcome it. Fields like marketing, sales and technology are inclined to be accepting of tattoos, piercings, unnatural hair colors, facial hair and other such alternative markers.Some jobs encourage individuality so much theyve listed with The Modified Mind Employment Line, a website that list companies who welcome the inked, the holed or other such modified potential employees .Others say that no matter how lax weve become there are mucksmuschenstill prejudices people carry with them.While visible tattoos and body piercings have become more acceptable in mainstream society, they can still carry a stigma in the white-collar workplace said Sue Thompson, a workplace consultant and speaker based in Wilmington, Del. When you present yourself in the workplace, you need to recognize that people will naturally make a judgment about how you look. You need to look like you mean business.If youre concerned about how you will be perceived during a job interview because of tattoos or piercings follow a few of these tips to get through the process unscathed.Check out the corporate culture of a job before applying or interviewing. If youre armed with this knowledge you can present yourself in the best light.Target companies that you know hire people like you. Sometimes having a friend or referral within the company can help. If youve come highly recommended HR may be wi lling to overlook tattoos or piercings.Cover it up. Many people feel having a body art is part of who they are but if your field forbids visible tattoos keep it discreet. Without a job wholl pay for your next big piece of art?

Millennials are spending money on whether to have kids or not

Millennials are spending money on whether to have kids or notMillennials are spending money on whether to have kids or notHaving a child is one of the most impactful decisions someone is likely to make in their life. Parenthood has major implications for careers, especially for women, and the financial hurdles are hard to clear for generations with less financial stability than their predecessors. And yet there is still an expectation that people will want to have families and a stigma that affects those who choose not to reproduce. As older millennials waiver on whether to procreate, their biological clocks are ticking out of time. Some of them are feeling pressure to solidify their plans, before their bodies do so for them. Already, a good number of women have decided with their partners that children are not part of their future. Answers to aBustle Trends Group survey show that millennials understand the state of work in the United States and how it disproportionately hurts profes sional women. Some are so disenchanted that theyre hesitant to join that demographic. We arent having children, so I wont have to deal with the issues working parents face about maternity/paternity leave, childcare costs, discrimination against mothers in the workforce, etc., one respondent wrote. As a woman who wants to be a physician but also have a family, I feel that at some point I will have to make a choice, wrote another. For a chunk of potential parents, that choice proves more difficult than for others who are resolute in their decisions. Some millennials feel so much anxiety about parenthood that theyre willing to dish out hundreds of dollars for clarity. Through online group courses and one-day workshops, young adults are flocking to experts who can help them solidify their feelings about parenthood. Some of the factors to consider include whether the person has a support network, is capable of self-care, can show discipline, and sees having children as a pathway to fulfi llment, according to Business Insider.The price of clarity can be steep - a four-month online group course with Ann Davidman, one of the foremost motherhood clarity mentors, runs at $397. But for confused clients, its often worth the price tag. Abigail Donahue told The New York Times in August that she had not been sure if she wanted to get pregnant. In fact, because of parenthoods financial toll, she was leaning against it. But after taking Davidmans course, Donahue changed her mind and is now a mother. When Im feeling especially sleep deprived and overwhelmed, she told The Times, it feels good to remember how deliberately I chose this.

Candidate Selection Tips

Candidate Selection TipsCandidate Selection TipsThe candidate selection process isnt easy - just ask those trying to fill in-demand positions such as data scientist or web developer.Not all tech positions are as challenging to fill, but no matter what job youre hiring for there comes a point in the candidate selection process when you have to make your top choices for an in-person interview.Here are some candidate selection tips to narrow the field down to the top three IT candidates1. Tally up their qualifications. The job description in the employment ad should list all the required and preferred qualifications the applicant should possess use that as a guideline for candidate selection. Make a list of the educational level, years of experience and technical skills needed for the open position. Review the applicants materials alongside your list, and check off all the must-haves and nice-to-haves that each person fulfills. This process will leave you with a clear visual representa tion of the most qualified IT candidates, based on their applications. Take the top 40 or 50 percent of IT candidates from that list.2. Assess their soft skills. Todays IT professionals need more than technical abilities to succeed in their jobs. So, the next step in your candidate selection process should be a preliminary evaluation of the applicants nontechnical abilities. You wont be able to get a full picture of a fhigkeit hires interpersonal skills from words on paper, of course. But one thing you can assess is the all-important written communication skill.Are both the cover letter and resume well organized and easy to read? Are they free of typos and other errors? Poorly written applications show a lack of attention to detail (and could be an indicator of how IT candidates might approach their technical work). Also, did the applicant address the letter to you personally, even though your personenname wasnt on the job posting? This could demonstrate initiative.A cover letters c ontent and overall tone also can shed some insight as to whether a candidate would be a good fit for your corporate culture. Is the letter stiff and formulaic, or is it appropriately respectful and engaging? After reading it, do you have a better picture of the person who might become your employee?3. Examine their work history. Pay close attention to resume red flags, such as how long a candidate has held previous positions. You want employees who are driven to succeed, but a history of job-hopping every six months could be a sign that a candidate is undependable or unable to commit.Also, take note of any extended periods of unemployment, but dont assume the worst. There are many valid personal and professional reasons why a technology candidate has one or more lengthy gaps in their full-time work history. Just consider how uncertain working in tech can be Its possible an IT professional simply had a run of bad luck working for startups that never took off. So, be sure to give othe rwise stellar IT candidates a chance to explain any significant employment gaps.4. Make initial contact. Once youve whittled the list of potential hires to less than 10, reach out to each applicant through a phone screen interview. Schedule these interviews via email to get an idea of their response time as well as another look at their communication style.One hiring trend is to conduct a phone interview without advance notice, but this tactic isnt really fair to IT candidates. You dont want to write off qualified applicants just because you catch them at a bad time and they arent fully prepared to speak with you.During the phone interview, pay attention to how candidates present themselves. Do they seem engaged? Is their tone enthusiastic and friendly? Do you get the sense that they have a personality that would complement your team?Also, be sure to keep the questions consistent across phone interviews so you can easily compare the responses of all the IT candidates youre consideri ng.By following these four steps, you can make the IT candidate selection process easier. Once you narrow down the field of applicants to the top three IT specialists, youll invite them for in-person interviews.Being systematic about the candidate selection process can help avoid a bad hire, and puts you on the path to finding the right team member to help your organization innovate and grow.Hiring? We can helpREQUEST IT PROSThis post has been updated to reflect more current information.

Free Contemporary School Principal Resume Templates

Free Contemporary School Principal Resume TemplatesFree Contemporary School Principal Resume TemplatesThe free contemporary school principal resume templates demonstrate that you care about innovation. In the education industry, this can lend itself to spearheading exciting new programs to help kids. If you feel passionately about that, this might be the resume for you.Create ResumeContemporary School Principal ResumeCustomize ResumeIndustry SnippetsBy peeking at our free contemporary school principal resume templates, you will see what your competitors may include in their resumes. How can you compete against them? Contemporary Resume Pros and ConsThis specific resume design could work well, depending on the needs of the schools you seek in your job search. Consider what you want out and where youre looking. Last but not least, think about the pros and cons.Pros Easy chance to share a part of your personality aPros Comes across as more engagingCons Some of the innovative graphics an d fonts eat up page spaceCons Not all school districts will like this styleResume TextPATRICEWARD123 Street,City, ST, 12345 H (123) 456-7890 C (123) 456-7890 emailisp.comProfessional SummarySchool principal with a passion for academic and student development and history of success in developing effective strategies to overreach curriculum goals. Accomplished in aligning academic and instructional visions, and working in conjunction with professionals, paraprofessionals, and administrative staff to establish and maintain high-reaching standards. Demonstrated leadership skills with the ability to capitalize on emerging instructional technologies to enrich lesson plans and instruction.Skill HighlightsSchool Operations ManagementCurriculum DevelopmentSchool Improvement PlanningAcademic ModelingStrategic PlanningStaff Development and LeadershipProfessional ExperiencePrincipal7/1/2010 CurrentChandler High School Chandler, AZChampion academic quality of school, ensuring students receive exemplary education, while managing day-to-day school operations of 600-person school.Oversee implementation of approved curriculum and provide resources for necessary teacher and staff training and development.Develop and maintain annual school budget, including salaries, supplies, and capital improvement projects to support progressive growth of school.Manage accreditation and maintenance processes, and develop strategic plans to improve academic programs and outcomes.Devise innovative concepts, ideas, and plans to engage parents in education process.Assistant Principal7/1/2005 7/1/2010Chandler High School Chandler, AZSupervised professional, paraprofessional, administrative, and support personnel, and worked with principal to develop, implement, and evaluate programs and operations supporting day-to-day operations.Developed and implemented programs within organizational policies, and reported major activities to administrators through conferences and reports.Assistant Principa l8/1/2000 6/1/2005Rocketship Education San Jose, CACollaborated with principal to spearhead and implement instructional vision, and managed and coached teachers by leading data analysis cycles, observing instruction, providing feedback, and co-planning units of study and lesson plans.Led teachers, tutors, enrichment coordinators, and support staff to collectively deliver gap-closing, personalized instruction to students.Past experience includes Social Studies Teacher (1997 2000)EducationMaster of Science, Educational AdministrationSan Jose State University San Jose, CABachelor of Science, Elementary Education Northern Arizona University Flagstaff, AZ

3 Ways to Get Employees and Clients to Spread the Word About Your Startup

3 Ways to Get Employees and Clients to Spread the Word About Your Startup 3 Ways to Get Employees and Clients to Spread the Word About Your Startup Its easy to besucked in by the allure of cutting-edge online marketing methods, especially given the factthat 59 percent of small businessesget their clients via SEO activityand 33 percent get them through social media.However, whileonline marketing is an important way to market your business, its elendlage the only way. Actually, its not even the best way.In fact, word-of-mouth marketing seems to be the most effective method of marketing for startups, as the same research cited above found that 85 percent of small businesses find new customers through the grapevine, so to speak.If you want to maximize sales, then, youll want to encourage your staff members and customers to spread the word and refer your products and services to their friends and acquaintances.By the same token, if you want to attract the necessary talent to staff your organization, word of mouth can help you there as well. Employee referral programs are a key source of quality hires.On that note, here are a few tips to help you get your employeesand customers to act as ambassadors for your brand1. Build a Workplace That People Love One of the main reasons whystaff members refer their friends to a business is because they like working at the company not because they want to be awarded referral bonuses. So, if you want to encourage your staff to refer new employees to you, concentrate on building a great workplacethey will be keen to sharewith the people they care about.Then, once you have built a working environment that employees are proud of, your next step is to set up a formalemployee referral program. You dont have to reinvent the wheel hereThere are plenty of readily available employee referral applications that you can use to set up an effectiveprogram in no time.2. Make Products and Services That Your Clients Can Be Proud OfLets face it Y our customers are not going to refer their friends to you if you offer asubstandard product or service. Worse still, if your products and services are bad enough to angerpeople, they may spend time actively bad-mouthing your offerings.These days, the overwhelming majority of consumersare heavily influenced by the reviews and opinions of other buyers. So, if you want to encourage customers to market your services, you need to start by building an offering that wows people. Your goal is to move your customers so much that they cant wait to share their positive experiences with other consumers online.Another way to motivate customers to share their experiences is to offer a customer incentive scheme. Consider givingexisting customers bonuses, discounts, or free services in return for their referrals. This wont be enough to getdissatisfied customers to refer, but it shouldencourage happy customers to recommend you over a competitor.Whatever you do, make it ridiculously easy for your cus tomers to refer. The slightest barrier will likely stop what little momentum they have in this department.3. Give Your Staff Some Time to Blog and Post on Social MediaGone are the days when the marketing department owned every step of the marketing process. Heck, chances are that your startup doesnt even have a dedicated marketing department yet.Your employees are experts in their respective fields, so encourage them to blog regularly about your company. Let them publish posts on the company website and encourage them to share company information and updates on their social media profiles.And, of course, if theres a job opportunity open,they might want to market that, too.Using your employeesand customers to market your business is just too good an opportunity to miss. Todays consumers and your kompetenzprofil employees are more trusting of peer-generated reviews and recommendations than of the content produced by marketing departments. Your employees and existing customers, then, have far more influence over potential clients and hires than you may have ever imagined.

Words to Put on Resume Reviews & Tips

Words to Put on Resume Reviews & Tips Ruthless Words to Put on Resume Strategies Exploited Knowing the cell advertising and marketing landscape will cause you to be a hero in the view of employers, so make sure to reveal this off on yur resume. Fortunately for the work seeker, you may use tools to find out which words are optimal foryour resume. You are going to have rough time locating a work description that doesnt include things like communication as an essential skill. For instance, if the employer is searching for somebody who knows how to construct customer databases, then those are the specific same words that you want to use on your resume (assuming you understand how to construct customer databases). If you are now employed, include the name of your present employer (unless youre in a confidential search). Speak to professionals in the area If youre having a hard time determining what skills an employer might want to see, look at contacting a professional already w orking in the business or position very similar to the one that youre applying for. Dont neglect to devote time checking out your possible employers website. Your accounting degree or experience with bookkeeping might be more applicable than you believe. There are only a few jobs which dont involve working with somebody else. Besides job requirements, think about the description of the organization and its culture. To acquire a notion of what things to include, consider the work advertisement and skills and experience required. Since many job seekers may list skills in a different section of their resume, in addition, it is important to weave them into descriptions under every one of your prior positions. Think as a recruiter filling the job that you want next. You just have a limited quantity of real estate on your resume, so each word counts, states OSullivan. In the event you werent passionate about a part of the role, its assumed that you wouldnt be applying for the posi tion. To submit an application for a position for a phlebotomist, you have to have a resume that gives employers an insight on how they wont regret hiring you. Applicants are somewhat more confident to reject work offer instead of a better one. Inexperienced medical applicants might wish to devote an objective next. For applicants who have any degree of experience whatsoever, really specific detail is required here. Only utilize adjectives to describe yourself if youre well prepared to back this up immediately afterwards. Youre able to choose adjectives to suit the area or department you want to enter. The adjectives below will add additional appeal to the resumes employed with these individuals. Ivy League schools, for example, may be utilized to filter applications for high-profile businesses and positions. Another important point to consider is to relate the way your previous experiences would benefit the target company. Again, experience is something which happens to yo unot what you achieve. Take a look at the expert experience section of our how to compose a resume guide, and youre going to be up to speed right away The impression you make it from the second illustration is quite a bit more powerful. This word proves that you made some kind of positive difference at an earlier firm. For instance, if youve got a strong history with word processing and a work description necessitates experience with a particular processor you havent used, you may use your experience to demonstrate the employer that youve got zero issue working with new word processors. Just avoid the most frequent ones whenever possible. During the time youre at it, have a look at their yearly report for more clues. These words are especially beneficial to make your skills section appears to be even more impressive. They are perfect for describing the meticulous and calculating tasks you do on a daily-basis. There are far better words to use Achievements will cause you to stand out. The skill section may be the most important section on your resume if you place it together correctly. Describe your background concerning achievements. Problems ought to be regarded as significant challenges, not quick and easy things that you can do in a couple of minutes. Committed Show that youre devoted to your work, begin to finish. Voluntary work may also be included here.

Hit Snooze Is Napping Good for Company Culture

Hit Snooze Is Napping Good for Company CultureAre your workers lagging and sluggish? This might sound crazy, but encouraging a little napping on the job might be the answer.More companies from Google to online newspaper The Huffington Post are embracing naps as an attractive perk of the company culture. Moreover, these naps are actually helping the companies keep employees productive and working hard.With many employees logging more hours in the office, it should come as no surprise that sweet dreams have taken a hit. Employees working on too little sleep are often less productive than their well-rested counterparts. Its also easier for these sleep-deprived employees to make mistakes.Your company cant afford to be cleaning up the mess of grouchy, tired employees when a little nap might just brighten their attitude and your company culture. So it should come as little surprise more organizations are embracing employee naps.A 2011 study by the Society for Human Resource Management sh owed 6 percent of companies had a dedicated nap room. Meanwhile 34 percent of responders to a National Sleep Foundation survey said their employers allowed them to nap in the office.So should you allow your workers to start napping at work? Here are some reasons why you might want to consider itGood for Company CultureThe reason many companies have allowed their employees to hit the snooze button is because they know giving naps the rubber stamp of approval can really add to the company culture. Creating an attractive company culture is one way companies of all sizes and varieties lure in the top talent they need to keep growing their organization.Allowing naps in the office says the company is laid back and realizes the value of their employees. The company would rather have their employees take a short nap on office time and come back fully charged than sleepwalk through the day like corporate zombies. This establishes a caring company culture, and great candidates want to work fo r equally great companies. Who knew napping could actually be a sound recruitment strategy?Great for ProductivityThe number-one reason to consider letting your workers get in some shut-eye is because it can greatly increase their productivity. A study found pilots who napped for an average of 26 minutes were actually 54 percent more alert and their performance improved by 34 percent. Not bad for a half hour worth of counting sheepWhen workers are so tired they cant keep their eyes open, they cant truly focus on the tasks at hand. You might lose a bit of productivity time as your worker naps or hops into a sleep pod, but what youll gain is increased job performance. Better yet, creativity suffers when workers are under the gun and tired. With a little rest and relaxation, employees can come back to the job with new perspectives and insights to share.But Make Sure You Get the zeiteinteilung RightStill, you dont want workers to nap the day away. This is why its best for napping workers to sleep for an average of 15 to 20 minutes, and not much more. In fact, theres even an ideal time of day to get in these power naps from 1 to 3 p.m. in the afternoon. Any other time of day and your workforce risks messing with their natural sleep cycle.It might seem crazy, and certainly outside-the-box, but allowing your employees to sleep on the job might actually be the best business decision you can make. While theyre counting sheep, youll be counting cash thanks to your workers increased productivity.What do you think? Is napping in the office good for company culture? Share your thoughts in the commentsIMAGE Courtesy of Flickr by Relaxing Music.