HPs Business Blog 7 Deadly Sins of Job Searching (and getting back on track)

HPs Business Blog 7 Deadly Sins of Job Searching (and getting back on track) I didnt know HP had a business blog, but I found out about it last week.  Don Goodman, a resume writer based out of  North Carolina (he has clients around the world), was interviewed by them about the job search.  The post is titled: 7 Deadly Sins of Job Searching: Why You Still Dont Have a Job, and How to Get Back on Track I would write about the points, but the article is pretty long, so I invite you to go check it out.  And thanks to Don for mentioning my LinkedIn for Job Seekers DVD HPs Business Blog 7 Deadly Sins of Job Searching (and getting back on track) I didnt know HP had a business blog, but I found out about it last week.  Don Goodman, a resume writer based out of  North Carolina (he has clients around the world), was interviewed by them about the job search.  The post is titled: 7 Deadly Sins of Job Searching: Why You Still Dont Have a Job, and How to Get Back on Track I would write about the points, but the article is pretty long, so I invite you to go check it out.  And thanks to Don for mentioning my LinkedIn for Job Seekers DVD

The Evolution of Work Organizational Structure and a Culture of Creativity Marla Gottschalk

The Evolution of Work Organizational Structure and a Culture of Creativity Marla Gottschalk Please note: I am re-sharing this 2011 post with updated links. What are your thoughts? Please weigh in. There has always been pressure in workplaces to perform. However, the quality and measure of that pressure has evolved significantly. With greater emphasis on ideas and innovation, organizations find themselves wondering: How can we stay on the cutting edge? How can contributors apply their unique strengths to help organizations do so? While many organizations have explored strategies to facilitate cultural changes that enhance creativity â€" in practice, they vary considerably in their ability to do so. Many organizations have the potential to increase creativity (mindset and motivation). But, this often requires an accompanying adjustment or redefinition of organizational structure. Where creativity and innovation are concerned, an organizations form may need to adjust to follow this desired function. Without needed revisions in structure and supporting processes, positive changes are difficult to realize. Work swarming and structure. Organizations are beginning to make the connection between structure, creativity and innovation. One example, is uniquely represented in Valve’s Employee Handbook. Valve â€" a game developer located in upstate Washington, works with a flat organizational chart that allows talent to flow freely toward the work. One   basic tenet, is the belief that ideas have tremendous value â€" and deserve to be explored by those who have interest in their development. As such, employees are not completely limited by reporting structure and are free to gravitate toward the projects where they can make the greatest contribution. Projects are rarely assigned, as employees determine how they dedicate their time based upon skills and interest. Work swarming, a process quite similar to talent utilization at Valve, is not unlike the spontaneous mechanisms borrowed from nature. Discussed previously by Gartner, swarming emphasizes an organic flow of energy toward specific, needed tasks. You’ll find examples of work swarming operating in other workplace cultures â€" for example, in hospital emergency rooms. Ultimately, elements of swarming allow resources to focus upon a task of real importance or potential value. A dynamic often not realized in traditional, mature organizations. Work swarming has the potential to encourage both creativity and innovation. However, there is often a general hesitancy to move away from the prescribed roles within traditional hierarchies. As such, contributors remain in their designated lines of work. Common sense does tell us that Valve’s method won’t work perfectly for all organizations. However, we could adapt processes so it might be utilized. Unlock the mindset Within traditional organizations, job descriptions and reporting relationships prescribe specific activities and relationships. But to encourage creativity and innovation, it would be advantageous for employees to have the opportunity to function outside the realm of their “day-to-day” routine â€" a hybrid solution. Not unlike the 70-20-10 concept pioneered at Google, employees would feel free to explore new projects, ideas and trends. Employees could be allowed to “unhitch” from the organizational hierarchy and work flexibly for a percentage of their time. In this way, employees could contribute to worthy projects in which they have interest; new ideas are explored and employee engagement can be enhanced. Talent would flow toward projects which have the potential to support, or possibly transform an organization. The implementation of swarming components would require a clearinghouse of information concerning trending ideas, initiatives and team opportunities â€" possibly through an internal crowd sourcing platform â€" and the available talent. In this way employees can make decisions concerning where to spend their time and team leaders could identify contributors who have both the interest and skill set to join. There are certainly logistics that would need to be addressed to modify an organizational form or structure, in this manner. However, in the case of creativity and innovation â€" changes to enhance these processes may prove a worthy endeavor. Moreover, contributors could find the challenge and learning experiences they require to stay happy and engaged. Note:   A form of this post has been previously published at Talent Zoo Dr. Marla Gottschalk is a Workplace Psychologist. Connect with her on Twitter and Linkedin.

Reema Khan of S.H.A.P.E.S Brow Bar Inspires Women into Beauty

Reema Khan of S.H.A.P.E.S Brow Bar Inspires Women into Beauty Reema Khan is a hardworking and determined woman who has long inspired women into beauty. She managed to turn her business from a small a salon to a big beauty company, and is currently the CEO of S.H.A.P.E.S. Brow Bar. Reema started out her ambition in the beauty industry in India, owning spas and salons. She decided to move to U.S. where she believed she would find greener pastures and better opportunities. It turned out she was right. She opened her first salon in 2003, inspired by the difficulty women experienced driving from the suburbs all the way to North Side of Chicago just to have eyebrows threaded. Today, Reema Khan has a license and is known as one of the best cosmetologists In Chicago and other states. She runs a company, S.H.A.P.E.S Brow Bar, which she first opened at a local mall. The decision of opening her beauty parlor in malls came after Reema consulted her husband, Mohsin, whom together they saw a great opportunity and potential that malls had when it came to increasing their sales. Here they would attend to many customers who frequently came to shop. Since starting their first bar in early 2004, the company has grown, reaching 75 locations all over the U.S. It operates in seven states. Reema is undoubtedly hardworking and determined woman. She has also expanded her business, starting a franchising program that is available in more than 15 locations all across the U.S. Through the program she provides startup support to other positive minded individuals, which includes assistance in choosing a perfect location, systems manual and a confidential location. She also handles branding promotions and marketing support, not to mention offering assistance and guidance in training, staffing and hiring. Reema Khan says that franchisees receive top software applications and computer systems designed to help franchisees of the concept of Shapes.  She further notes that her company is looking to find entrepreneurs who are looking to get a share of the massive $65 billion beauty industry. The potential this industry holds is tremendous, she says. Just about 10% of customers do threading, which means it’s a potential business idea. The number is likely to grow with time, which Reema notes that they have been able to find the best niche concept that offers a great business opportunity. About S.H.A.P.E.S. Brow Bar S.H.A.P.E.S. Brow bar began in 2003, a time when Reema discovered the potential eye brow shaping services had. The clear demand of threading stimulated her to venture into this business, saving time for women who drove for long distances to have their eyebrows shaped. She took her expertise in threading, which she had acquired back in India, to her advantage and started a mission to start educating people about the importance of threading. This was soon going to be the birth of her company. Due to demand, she started the first brow bar in Chicago, before opening other branches across other states. The first brow bar was tremendous success, and Reema and her husband knew that this was only the beginning. Besides years of experience in beauty, Reema also used education background in business, which she also used to take her salon to the next level. Her idea was making the services she offered more accessible, starting at malls. S.H.A.P.E.S. Brow Bar started becoming a household name among women in Chicago, and soon the demand for threading increased thanks to the marketing strategy that was put in place and affordable prices offered. The success continued until today, with the company operating in many states in the US. The growth is not limited though. Reema is a determined entrepreneur and aims at growing her vision to see her business flourish and expand to many other states. While still inspiring women into beauty and growing her business, Reema Khan is also a family woman. She has two sons and loves spending time with them as well as her husband whenever she is free. Better yet, she is continually finding ways to help her fellow local women and female immigrants by empowering them. She gives these women a platform, in which they can utilize and build their self confidence as they earn a living. She wants the women to shine, just like she has through her beauty brand.  Image Source; Image Source; Image Source

Long Distance Job Search

Long Distance Job Search A senior at the University of North Florida writes: “Although UNFs Career Management Center has strong relationship with local employers, due to the tough job market I am less inclined to limit my job search to only Jacksonville. Is there a more efficient way to search for jobs in other cities aside from services like Monster.com?” In this economy, it’s a smart idea to expand your job search to other cities.   Being willing to relocate can give you an edge over jobseekers who are established in one place with children in school, homes they can’t sell, and spouses with their own careers.   You’ll never be less encumbered than you are as a young student, so market your flexibility as an advantage.   Here are some tips to make your search outside the area more strategic. Consider local companies with other locations first.   One of the biggest challenges in a long distance job search is being able to respond to interview requests quickly.   If you’re more than a few hours away, you can’t attend an interview on just one day’s notice, which makes you a less attractive candidate.     If a company has a local office, you can interview here and be considered for opportunities or transfer to another site.   If you are considering other cities as job targets, start with cities that you can drive to within a few hours first.   That way, you can make interviews on relatively short notice, and you can explore the city by car to get to know the terrain and whether you’d like to live there. Get to know the cities you’re targeting â€" create a short list of two or three that you will seriously consider.   It can be tempting to be open to any job, anywhere, in this economy, but there’s more to life than work.   Here are some points to research in the cities you’re considering: Cost of living.   Use the online version of the local newspaper to examine rent and housing prices.   Make sure you understand how far your salary will go in the new market â€" especially if it sounds like much more or much less than you’d earn for the same job in Jacksonville.   Similar Jobs are usually valued the same; it’s the cost of living that determines how they’re priced in the local market.   www.realtor.com offers photos and pricing comparisons on housing for any market, and www.salary.com offers resources to help you compare offers in different regions of the country. Neighborhood locations, commute times and public transportation.     Figure out where the job might be relative to the neighborhoods you’re interested in.   Your commute time and cost will be a huge factor in your quality of life, so it pays to look into this carefully.   Take a look at crime statistics in the place you’re considering for work and residence, too â€" you can usually inquire through the local police force or chamber of commerce by neighborhood. Shopping and recreation.   Make sure that you will be able to create and enjoy the life you want after work.   Use social networking sites to connect with people your age in the city; ask them to give you an honest assessment of the things you care about (like parks, the night scene or other amenities.) Put together a plan for moving to your new city.   You’ll need to have     a timeline â€" how long it will take you to move and find a place to live, and research how expensive it will be.   Don’t count on companies paying your moving expenses, unless you’re in a very hard to fill specialty or negotiate it up front.   Many companies will state whether they will pay for relocation right in the recruiting advertisement.   It’s smart to start saving and planning for the move now.   If you prepare in advance, you can tell the recruiter what your estimated expenses will be and ask if the company will consider covering any part of the cost (including a hotel for the first couple of days.)   Be sure to ask them if you can adjust your start date or take a few hours during your work week to find a place and get moved in.   Position the request as a way for you to start the job ready to focus, and not be distracted by all the things you need to do. Factor their answer into your consideration of the offer.   Even if they won’t help with your expenses, ask if there’s a current employee that might serve as a local mentor for you as you looks for a place to live and get settled. Doing your research in advance can help you compete with local candidates, who may seem more attractive (or at least lower maintenance) than an applicant who will have trouble finding her way to the office for the first week.   Take the relocation concerns off the table as quickly as you can, so the recruiter can focus on your skills and experience.

A Study Into The UKs Graduate Gender Pay Gap - Debut

A Study Into The UK’s Graduate Gender Pay Gap - Debut Unfortunately, despite widespread awareness, change and overall progression towards equal pay for both men and women in the UK, there remains a noticeably large gender pay gap amongst university graduates, with the most recent Government pay data revealing that males earn £1,600 more than women do one year after graduating and that this rises to £3,600 after five years and £8,400 after ten. We wanted to know, however, which institutions and degrees have the largest disparity between graduate earnings for men and women? Which Degree Subjects Have the Largest Smallest Gender Pay Gap? The data we analysed shows that the gender pay gap is the widest for those studying medicine and dentistry, with men earning around £63,300 ten years after graduation, compared to £43,200 for women, a huge difference of £20,400. Other subjects with worryingly high disparity include combined and general studies (a gap of £11,400), veterinary sciences ( £9,400) and business and management ( £9,000). The degree subjects with the largest gender pay gap… SubjectMale Average EarningsFemale Average EarningsDifference Medicine and dentistry £63,600 £43,200 £20,400 Combined and general studies £32,300 £20,900 £11,400 Veterinary sciences £38,900 £29,500 £9,400 Business and management £36,900 £27,900 £9,000 Architecture, building and planning £39,500 £30,700 £8,800 Law £40,00 £31,300 £8,700 Computing £35,700 £27,200 £8,500 Technology £34,100 £25,800 £8,300 Education and teaching £32,800 £24,500 £8,300 Subjects allied to medicine not otherwise specified £34,400 £26,40 £8,000 On the other hand, the subjects with the smallest pay gap after ten years were communications ( £3,300), health and social care ( £4,200), English studies and Philosophy and religious studies (both £4,400), however, all still show a substantial difference in earnings. The degree subjects with the smallest gender pay gap… SubjectMale Average EarningsFemale Average EarningsDifference Communications and media £28,700 £25,400 £3,300 Health and social care £30,300 £26,100 £4,200 English studies £31,100 £26,700 £4,400 Philosophy and religious studies £32,800 £28,40 £4,400 Creative arts and design £26,200 £21,300 £4,900 Nursing £34,800 £29,700 £5,100 Chemistry £36,900 £31,800 £5,100 Politics £36,800 £31,100 £5,700 Economics £51,600 £45,700 £5,900 Physics and astronomy £41,000 £34,900 £6,100 Which Universities Have the Largest Gender Pay Gap? Whilst the official graduate earnings data broken down by university differs slightly to that for degree subjects, in that it showcases the earnings of graduates once they reach 29 years of age, the fact remains that this still shows a worryingly large gender gap at most institutions. Stirling University in Scotland has the largest disparity, with male graduates earning £37,700, compared to £25,200 for females, a difference of £12,500, followed by the Royal Agricultural University ( £11,100 higher for men) and the University of Warwick ( £11,000 higher for men). The universities with the largest gender pay gap… UniversityMale Average EarningsFemale Average EarningsDifference The University of Stirling £37,700 £25,200 £12,500 Royal Agricultural University £40,300 £29,200 £11,100 The University of Warwick £50,400 £39,40 £11,000 The University of St Andrews £45,100 £34,200 £10,900 City, University of London £43,100 £33,400 £9,700 The University of Dundee £40,500 £30,900 £9,600 University of Durham £47,600 £38,400 £9,200 Oxford Brookes University £39,700 £30,700 £9,000 The University of York £43,900 £35,200 £8,700 The University of Cambridge £51,600 £43,00 £8,600 However, there are four universities where female graduates earn more than men (the Royal Veterinary College, University of West London, Royal Central School of Speech and Drama and Ravensbourne University), as well as several others where the gap is only a couple of hundred pounds. The universities where female average earnings are higher… UniversityMale Average EarningsFemale Average EarningsDifference The Royal Veterinary College £31,200 £35,400- £4,200 The University of West London £24,100 £26,100- £2,000 The Royal Central School of Speech and Drama £23,200 £24,900- £1,700 Ravensbourne University London £30,200 £30,800- £600 The universities with the smallest gender pay gap… UniversityMale Average EarningsFemale Average EarningsDifference The Arts University Bournemouth £25,400 £25,000 £400 Norwich University of the Arts £22,200 £21,700 £500 University of the Arts, London £28,500 £27,500 £1,000 London South Bank University £26,200 £25,000 £1,200 Goldsmiths College £29,600 £28,100 £1,500 Newman University £28,200 £26,400 £1,800 How Do Earnings Change Over Time? Lastly, our research reveals that, while the gender pay gap perhaps isn’t quite so large straight after graduation, it certainly widens over time. On average, men earn around £20,900 one year after graduating from university, compared to £19,300 for women, a gap of £1,600. However, this gap increases by 56% three years after graduation, 125% after five years and 425% after ten years. 1 Year After Graduation3 Years After Graduation5 Years After Graduation10 Years After Graduation Male Average Earnings £20,900 £24,900 £28,300 £35,300 Female Average Earnings £19,300 £22,400 £24,700 £26,900 Difference £1,600 £2,500 £3,600 £8,400 Methodology By Degree Sourced from the Government’s ‘Graduate outcomes (LEO): outcomes in 2016 to 2017’ dataset (Table 5). All figures relate to the median earnings of students who graduated in 2005/06 for the 2016/17 tax year. By University Sourced from the Government’s ‘Undergraduate degrees: labour market returns’ dataset (Table 15). All figures relate to median earnings at age 29 for the 2015/16 tax year.

What To Do When Creating Your CV Feels Like A Full Time Job - Margaret Buj - Interview Coach

What To Do When Creating Your CV Feels Like A Full Time Job You have likely heard the phrase: Applying for a new position is like a full-time job, and it can feel especially true when it comes time to create a CV. In fact, it is getting your CV to reflect the right tone, make the right impression, and show you and your abilities at their best can easily end up taking far longer than you want. Happily, there are many tactics you can use to get your CV up to scratch without it feeling like you have taken on a second job. Keep reading to find out what they are.   The proactive approach keeping your CV updated.   Before you can even consider applying for a new position, you must have your CV up to date and looking as impressive as possible. Sadly, this task can take so long and be so tiresome a job that it can put people off applying for roles they are supremely qualified for!   Of course, in a perfect world, we would all keep our CVs updated all of the time, adding new achievements with evidence as soon as they occur. In fact, some folks knock up a quick excel sheet at work to journal these as they happen. Then when it does come time for them to update their   CV, they will have all the information and evidence needed at their fingertips.   However, this may be a slightly more idealised version of CV management. After all, those that have jobs which put many demands on our time may struggle to do this. Luckily, there are other options to consider too.   Understand what a good CV looks like. In fact, if you arent a proactive CV updater all is not lost! This is because you can still significantly reduce the time and effort that it takes you to knock your CV into shape by growing your knowledge of what a good CV looks like.   One way to do this is to research how to write a CV properly, so you know precisely what to put in, leave out, and how to layout your resume. You can even use a CV template to make sure all your formatting is correct. This being something that people can end up using an excessive amount of time getting right.   Get some professional help.   Another option is to use a professional CV writing service, something that you will be able to access online. In fact, at first glance, it sounds as if very little work is involved as it seems as if you just hand off the entire task to someone else.   However, what you must remember here is that you still need to find and provide all the relevant information to go on your CV. Even if you outsource its writing and formatting to someone else.   What this means is that professional CV writing services as better suited to those people that need help with how to phrase and edit the information on their resume, rather than the actual creation of it.

The Difference Between Standard Resume and Other Resume Types

The Difference Between Standard Resume and Other Resume TypesThere are a lot of different resume types that you can choose from when it comes to applying for jobs. If you are an employer, this is something that you should be aware of. However, there are some ways in which you can learn about these resume types so that you can better tailor your resume to them. In this article, I will explain how to do this.The first type of resume is the standard resume. This type of resume is generally composed of three sections. The first section contains the candidate's name, contact information, and education. The second section usually contains a description of the job that the candidate applied for, the objective, and any achievements that the candidate has. Finally, the third section contains the references that the candidate uses to help with his job search.The first and most important part of this type of resume is the name. It should clearly display the name of the person being represented. In addition, it should contain the candidate's full address, social security number, and phone number. One of the things that you can do to make sure that the name is clear is to use two names. One name will be used as the name for the candidate and the other will be used as a nickname that the candidate is going to be known by.The second part of the resume is the contact information. This section typically consists of the candidate's email address and phone number. The purpose of this section is to show that the candidate is interested in talking to someone. Therefore, it is essential that the email address and phone number are easy to read.The objective of the resume is also important to this type of resume. This section consists of a sentence that explains what the candidate hopes to gain from the job. An example of this would be the statement 'I want to be promoted because my boss will notice how much I am willing to work and give me more responsibility.'Finally, the last secti on of the resume should consist of the employment history. It is a good idea to include as much information about the applicant as possible. However, you should not list every detail that the employer could possibly need. In fact, some employers actually prefer to get a short description of the candidate's employment history in their initial resume.Because these resume types are just a sample, they do not include all of the information. However, if you are not sure about something that you did not include, you should not hesitate to contact the employer to ask about it. In fact, a few employers will want to talk to you about the information that you did not include. However, you should not feel pressured to include everything. You can always include things that you did not know about without the employer ever knowing it.In conclusion, this is a simple explanation of the resume types. It is important to understand the difference between these resume types and how they apply to your j ob search. When choosing which resume types to use, be sure to choose one that fits your needs and personality best.