6 Things Hiring Managers Never Want to See on a Resume

6 Things Hiring Managers Never Want to landsee on a Resume6 Things Hiring Managers Never Want to See on a ResumeAs a leading provider of professional career services and one founded by recruiters, ResumeSpice has a unique perspective on what hiring managers, human resources, and recruiters professionals do and dont want to see on a candidates resume. In such a competitive job search environment, its important to not have your resume screened out by avoiding unnecessary (yet, unfortunately) common mistakes.Providing MisinformationThere are many reasons why misrepresenting your skills and experience is never okay.Aside from the obvious ethical issue, theres a high-likelihood you will be caught. Not only do recruiters routinely cross-reference a candidates resume with their LinkedIn profile to see if key information matches, but dont underestimate how well-connected recruiters and hiring managers are. Part of a recruiters job is to be well-connected within the job market ecosystem. Ch ances are the recruiter probably knows another talent acquisition specialist or manager from at least one of the companies listed on your resume. A simple verification phone call can uncover costly misinformation. Did you move an end date on one of your jobs to cover up a resume gap? Youre better off explaining that gap in your cover letter than taking the risk that it doesnt pass verification.Even if you do get the job, companies can come back and let someone go for misrepresenting themselves on their resume or other application materials. See high profile cases such asYahoo CEO Scott Thompson Out After Resume ScandalVeritas CFO Quits Amid Resume RoilNotre Dame Coach Resigns After 5 Days and a Few LiesUnfortunately, the list goes onTypos, Grammar, Spelling, and Other Simple ErrorsNothing will ruin your credibility quicker than errors on your resume. Spelling mistakes, grammar errors, even sloppy formatting can remove your resume from consideration. For some positions, recruiters r eceive thousands of resumes. Dont make a simple mistake and give them an excuse to rule yours out and move onto the next candidate.The team at Resume Spice always recommends having a trusted colleague or friend look over your resume before you submit it. Pick 2-3 people who you know have strong grammar skills. It also helps if you read your resume out loud. Your ear will usually pick up on errors that you miss reading silently.Objective StatementGone are the days of resume objectives. Theyre typically generic statements that dont say much about you as a professional or add much value to your candidacy, so why include them? They can actually hurt you in a few waysFirst, recruiters already know why youre submitting a resume theyre assuming you feel youre qualified for the role. And an objective statement is typically about your objective when applying for a job, its all about what you can do for the employer.Second, what if your objective doesnt exactly match what the employer is loo king for? Youve just unnecessarily ruled yourself out. Weve yet to hear about a candidate getting a role because of their objective statement, but weve seen many passed up because of it.Lastly, objectives are usually distribution policyd at the very top of a resume prime real estate Use that space for the meat of your resume, not generic statements.Comical, quirky, or otherwise inappropriate email addressesThis one should go without saying, but unfortunately it cant because we see it so often. If youre on the job hunt, you need a professional email account. This is not the time nor the place to express yourself and to show your personality. aisacm or snyaco are not recommended and can quickly land your resume in the no pile. For your job seeking email address, go with some variation of your first name and last name. Something like tmi will do the job.Too much detail from positions long, long agoRecruiters and hiring managers are fruchtwein interested in what youve done lately i.e. , your last role. After all, its how youve been spending your time most recently and, presumably, your last job or two are most reflective of your current skill set. If youre a more experienced professional (more than 15 years of experience), youll want to weight your resume more heavily to your most recent 1-2 position(s). If the last 10-15 years of experience dont qualify you for the role for which youre applying, its unlikely that a job you had for three years 18 years ago is going to get you the job. Focus on your most recent experience.Unexplained gapsGaps in resumes happen. Whether unanticipated by a layoff or a planned break to travel or move for a spouse, hiring managers understand that most careers are not completely linear and without breaks. However, for gaps longer than a month, hiring managers want to know how youve used your time and how youve remained productive. A good place to address a resume gap is in the cover letter. For gaps longer than six months, it becomes e ven more important to address gaps and we recommend doing so, both in your cover letter and within your resume. If youve been volunteering, taking classes, and/or doing freelance work, use that to fill in the gap. Thats now a job you can put down, with supporting bullets instead of a blank gap without any explanation or context.Resume Spice was built by recruiters and can help you avoid making any of the mistakes above, as well as other common resume, cover letter, LinkedIn profile, and interview preparation mistakes. If youre in need of career help or feedback, contact our team today.

Bioengineering May be Key in Cancer Fight

Bioengineering May be Key in Cancer Fight Bioengineering May be Key in Cancer Fight Bioengineering a Key Weapon Against CancerImmunotherapy, or the harnessing of the human bodys natural immune system in order to fight disease, is not new a new concept.In fact, its roots can be traced back more than a century, to the groundbreaking work of New York City surgeon Dr. William Coley, who first used immune response to treat cancer in the late nineteenth century. Coleys primitive treatments were generally effective, leading to remission in several different types of cancers, but the advent of new surgical techniques and radiation therapy in the early twentieth century left his immune-based treatments behind and immunotherapy fell out of common use.That all changed in the 1970s, when researchers went back to study Coleys original work in an effort to develop new tools in the then-growing fight against cancer. By that time, medical science more fully understood the connection between canceran d the immune system, and was focused on ways to program the body to respond to pathogens or tumors in a certain way, allowing patients to effectively heal themselves.Since then, the field has grown dramatically, with a whole host of new drugs and treatments for cancer and other diseases based on immune system response. Researchers are now even beginning to find ways to selectively engineer immune cells in order to trigger specific responses. To, for instance, target a particular tumor or respond to a certain illness.The fast-growing field of immunoengineering is making that happen.A Cancer-Driven MarketThose investigating the immune systems role in cancer have led to a lot of new ideas, a lot of excitement about new approaches, saysDr. John Wilson, an assistant professor of chemical and biomolecular engineering at Vanderbilt University in Nashville, TN, whose work is focused on developing new immune system-based therapies to reprogram cancer cells to kill themselves. From my perspec tive, I think that the recent excitement in immunoengineering has largely been born out of the excitement of cancer immunotherapy. There have always been people doing drug delivery for vaccinations and infectious diseases, but as its really blown up I think cancer has been, at least in the academic world, a big driver for expanding research in this area.Dr. John Wilson (left) is looking for ways to teach immune systems to fight cancer tumors. Image Vanderbilt UniversityUntil about a decade ago, cancer immunotherapy was totenstill somewhat understudied, even within the broader field of immunology, says Wilson. In recent years, however, the approval of checkpoint blockade therapieswhich block inhibitory checkpoints in the body in order to restore proper immune system function in the fight against cancerand the pharmaceutical segment that has grown up around that technology has brought a renewed focus to the promise and potential of cancer immunology.Research around T cells is a good e xample of this. These cells are the true warriors of the immune system, the cells that go out and actually kill tumor cells, and there are more than 25 million different types of them in the body. But the fact that some people respond better than others to immunotherapy treatments points to the fact that having the right kinds of T cells is critical to successful immune response. With this information, researchers are now learning which T cells perform the best against certain cancers and are developing ways to create or otherwise promote those cells in patients. This type of immunoengineering work is driving further expansion of similar treatments.Its exciting to see more people getting involved in recognizing the power of the immune system, saysWilson. I think most of whats known in immunology came from the infection field how does the immune system respond to infection? But I think that whats accelerated a lot of this is an increasing recognition of its role in lots of different diseases.Wide-ranging ApplicationsCancer is just the beginning, however.The immune system is being leveraged in everything from tissue regeneration to allergy treatment, making use of Big Data, structural analysis and other new computational tools that didnt exist just a few years ago.For instance, Dr. Alice Tomei, an assistant professor in the Department of Biomedical Engineering at the University of Miami, is working on immunotherapy treatments for schriftart I diabetes as head of the Islet Immunoengineering Laboratory at the Diabetes Research Institute.For us, immunoengineering is more like a different way of addressing a problem, she says. For Type I diabetes, its about autoimmunity. How do we manage autoimmunity? How do we address autoimmunity from an engineering point of view? So what I do, I engineer cells with biomaterial.Tomeis work is focused on engineering beta cells, which are found in insulin, and working with stem cell-derived beta cells to control the size and respons es of these cells, impacting the bodys insulin response. This works for Type I diabetes, she explaines, because the disease is largely an autoimmune response that has gotten out of whack, killing off the bodys natural beta cells and forcing the patient to become insulin dependent.So what we are developing are these biomaterials that can actually convert these cells, the ones that kill beta cells, and either delete them or control them, she says. You can do that by combining bio-materials with immunoregulatory factors. This is very common in the field of autoimmune engineering, because certain things that you want to delete in cancer you also want them in autoimmunity.The lesson in all of this work is that the immune system is very, very powerful, saysDr. Brian Baker, chair of the Department of Chemistry and Biochemistry at the University of Notre Dame, and engineering approaches to immunotherapy are changing the game for medical science.In fact, even the basic drugs that are availab le right now, which are mostly non-engineered immunotherapies, are producing incredible patient responses. Imagine what medical science will be able to do with the targeted, better-designed treatments that immunoengineers are working on?Theres a lot to learn,Baker says, but if you look from just whats been going on in the last five years, then you try to take the big lessons from how our immune systems actually work, I think were looking at 25 years from now of cancer primarily being treated by immunotherapy and much more, much greater cure rates than people are comfortable talking about right now.Tim Sprinkle is an independent writer.What we are developing are these biomaterials that can actually convert these cells, the ones that kill beta cells, and either delete them or control them.Dr. Alice Tomei, University of Miami

2018 Internal Audit Compensation Executive Report

2018 Internal Audit Compensation Executive Report2018 Internal Audit Compensation Executive ReportIts an exciting time to work in internal audit. Many companies in North America are looking to their internal audit team to serve as a strategic partner to the business. Thats giving auditors more opportunities to explore new areas and grow professionally. But as demand continues to rise for highly skilled and versatile auditors, many employers are struggling to secure the talent they need to support this critical business function.The shortage of skilled talent available for hire is one factor. In the United States, for example, the unemployment rate for accountants and auditors, including internal auditors, has been trending well below the national unemployment rate, according to recent figures from the Bureau of Labor Statistics (BLS). The BLS also projects that employment of accountants and auditors will grow 10 percent through 2026. Thats faster than the average for all occupations. Another trend creating staffing challenges for internal audit leaders is the need to manage a multigenerational team effectively. Four age demographics are represented in todays workforce - baby boomers and Generations X, Y and Z. Each group has their own approach to work and communication preferences, as well as different expectations about the leadership style of their managers.For these and other reasons, discussed in the 2018 Internal Audit Compensation Executive Report from and The Institute of Internal Auditors Audit Executive Center, recruiting and retaining highly skilled auditors isnt easy for todays businesses. This special report, authored by senior executive director Paul McDonald, explains how businesses can help increase their odds of being seen as an employer of choice for in-demand internal audit professionals. Topics covered includeThe must-have magnets for attracting top talent Candidates for internal audit positions will weigh many factors when considering job op portunities, of course. But you can be sure competitive compensation will be top among them. Find out what other offerings could help tip the scales in your firms favor during the hiring process.Best practices for managing a multigenerational team From hosting team-building events to setting the right example, there are several ways for internal audit leaders to build a cohesive, multigenerational team and connect better with all staff members on a one-to-one basis. Some of these strategies can also raise the profile of the internal audit function in your organization, which can help with internal recruiting efforts.Learn moreDownload your free copy of the 2018 Internal Audit Compensation Executive Report today for more insight on the trends having an impact on internal audit compensation levels, and more details on best practices that can help your business build and maintain a high-performing internal audit function.

How to Write a Telecommuting Proposal

How to Write a Telecommuting ProposalHow to Write a Telecommuting ProposalWant to work from home? You are not alone. According to a 2017 report on the state of telecommuting by FlexJobs and Global Workplace Analytics, nearly 4 million U.S. employees work from home at least for half of a traditional work week. This number has grown exponentiallyin 2005, according to the report, only 1.8 million were clocking hours from their home offices.If telecommuting isnt offered at your company, it doest mean you shouldnt propose it, but you will need to work to present a compelling case for it. Perhaps one the most important things to show your boss in a telecommuting proposal is that youve done your homework. A well-researched proposal will not only express the points needed to convince your supervisor, but it is also demonstrates your ability to work independently and create a quality product.Dont just jump in and start writing, first read How to Turn Your Current Job into a Telecommuting JobB enefits of Telecommuting to Employers Elements of a Telecommuting Proposal You may want to introduce the proposal with a brief cover letter, particularly if this will be distributed among several people. our proposal itself should be modeled on a geschftlicher umgang proposal, such as one you might prepare for a client whom you hope to convince to do business with you. Introduction A brief intro tells what you want and why it is good for the company. If you are proposing a trial or part-time telecommuting arrangement, state that up front as well. Keep it short because you will have time later to expand on your points. Background Toward the beginning of the proposal, youll want to briefly state any favorable background information. This might include personal information, such as your qualifications, positive performance reviews, years on the job, etc., or information regarding the companys existing telecommuting or flexible work policies. Save longer explanations of why telecomm uting would be beneficial for later, though. How Telecommuting Would Work This where you get into the nuts and bolts of how this arrangement would work. This will likely be an information-dense segment of the proposal so you may want to divide it up with bullet points or section headings to make it easier on your reader(s). Job Tasks What are you jobs daily, weekly and monthly tasks, and how can each of them be done from home? If you are proposing part-time telecommuting, specify which tasks will be done at home and which in the office.Hours Definitely if you will work different hours than you did in the office, youll want to touch on this subject. But even if you wont, its still a good idea to state your anticipated hours. This can be a safeguard against the expectation that you will work any and all hours. Technology What technology will be needed for this arrangement to work? If you already use a laptop at work, state that. If you plan to use your home computer, tell what soft ware/modifications will be needed for this. Are you able to log into your companys network from home now? If so, say that if not, outline what will need to be done to make that option available.Cost/Logistics If new technology is needed, who will pay for it? What will not cost anything? There are many free services useful that are useful to telecommuters positiv there may be services that your company already pays for (e.g. SharePoint) that you would utilize. Where will you work if you do come in the office? At home, explain where you will work. If you have a dedicated space for you home office, be sure to mention that. Communication Outline a plan for communications. In addition to stating how routine communications with coworkers, clients and your supervisor will be conducted (phone, email, teleconferencing, etc.), this might include proposing a regular phone meeting with your boss or the use of teleconferencing services for meetings. Youll also want to state any events that wou ld require face-to-face communications.Accountability Propose a plan for a review of the situation. For instance, choose a time period- e.g., 90 days, six months- after which the arrangement will be assessed by you and your boss.Its important, whether you put this in your proposal or discuss it later, that expectations of what success looks like are laid out in advance. Benefits to the Company Begin with benefits that are specific to your situation. How can telecommuting help you do your job better? And while it is definitely worthwhile to mention how working from home will improve your personal life, dont lead with that and frame it in terms of how it will help you do your job better. Potential Problems and Solutions This is information you only want to put in the proposal, if there is a really obvious vermgen problem. Only then is better to address it in the proposal, and you must have a workable solution to it. However, while you are writing your proposal, you may want to jot down a list of potential problems and their solutions, so that when you speak about telecommuting with your boss you are ready to address these issues. Childcare If you have young children at home, you may want to state your plan for child care, assuming your plan is to have a different child care provider than yourself. And that really should be your plan no employer wants to pay you to do two things at once. However, this might be an issue to address in person rather than in your formal proposal. Next Steps Giving your supervisor a clear option for a next step can help prevent your proposal from being lost in limbo, but it has to be an option. Dont demand a meeting or a hearing on this. Suggest a time frame for an in-person, in-depth discussion on the matter. Summary/Thank You Keep any summary brief, but its always nice to say thank you. In Short Not all companies (or jobs) will be compatible with telecommuting, but it never hurts to ask.

How to Find Technical Skills in Resume for Freshers

How to Find Technical Skills in Resume for Freshers There is an extensive array of distinct kinds of technical skills. By way of example, knowledge of foreign languages is a great skill that may be convenient in various professional contexts. Each has great examples so that you can write the ideal bullet points. Make certain you have a minumum of one example for a time you demonstrated every one of the top five skills listed here. The Key to Successful Technical Skills in Resume for Freshers 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. Your work may take you across a variety of industries. If you think skills are necessary in the job which youre applying for, make certain to include them to your resume. For more specific technical jobs based on a specific skill, it is significantly simpler to demonstrate. It is crucial to know just which skills the employer is searching for so you know what things to concentrate on when tailoring your resume. If youre able to do that, an employer will surely notice. The employer will know your degree of work if you are supposed to be given the job. The following advice will give you a hand in your preparation. Utilize Short resume objectives in cv if youre fresher. Look out for keywords to spell out your core qualifications, key professional and individual skills. Things You Should Know About Technical Skills in Resume for Freshers If your work necessitates analysis, there are particular small business analysis technical skills you will want to showcase. You have to have hands-on understanding about latest technologies and the way they may be used for upgrading the machinery in a particular workplace. Depending on the industry youre in, you might need to possess technical skills that range from project management and data technology to data analysis and management. It is p ossible to add additional technical skills that might or might not be regarding the job to reveal the number of work you may provide. Furthermore, you can find out more about engineering careers on Monster. You have the proper tech abilities. Finding a job for the very first time is tough. Technical skills are either something youve got or you dont, but theyre always something which it is possible to learn. Technical job skills play an essential function in getting hired. Job Specific Skills There are lots of skills which are job dependent. How to Get Started with Technical Skills in Resume for Freshers? Key skills are work-related skills that you will need to do a job. Hard skills are a part of the skill set that is necessary for work. You may possess many distinct abilities, therefore it can at times be hard to understand which ones to include in your resume. Plus, it is going to help you show off your very best PC skills easily Perhaps your skill set is entirely diffe rent. Assess how good youre at every one of your abilities and talents. You need to understand how to include technical skills on your resume if youd like to make the most of your odds of getting hired. Try to remember, the majority of the distinctive skills that you place on your resume needs to be job-related skills taken from the work description and your best transferable skills. If you put in an advertising position, your job will involve a whole lot more than finding new enterprise. You will be back on the job hunt quickly in the event that you take a job which you dont really want. No matter where you include your skills section on your resume, you can be certain that the hiring manager is likely to find it and definitely likely to ask about doing it. Its also necessary to go past the job posting. Finding Technical Skills in Resume for Freshers on the Web Hiring managers typically only devote a brief period of time glancing over each resume, which means you need to make certain all the pertinent information is crystal clear and simple to read. The tischordnung of your skills section is also a rather important matter to take into account. It provides a window into how much capability you can bring to the company. Proceed to the employers website, to see whether their listing gives you additional information that may not have made it a work board or a referral from a friend.

How Meetups Turbocharge Your Recruitment Strategy - Spark Hire

How Meetups Turbocharge Your Recruitment Strategy - Spark HireIf youre suddenly finding it harder to attract top talent, its probably not due to a lack of effort on your parte. As sectors in the A.I., biopharma, and computer engineering fields expand faster than ever before, and recruiting specialists with the skills and experience required to fill leadership positions is increasingly difficult. Its unlikely that a respected senior data scientist is waiting around to be discovered specialists like these have abundant opportunities and are, essentially, spoiled for choice when it comes to job openings. Rather than reaching out into the ether and hoping they respond, consider organizing a meetup that could attract these much sought-after professionals.Meetups are sometimes confused with networking events or career fairs. These events also potentially yield some good candidates, but they arent the same as meetups. A meetup is a more intimate, industry-relevant gathering featuring some kind of lecture or presentation to spark conversations. The goal is to open up a dialogue about a topic, and to get people to share ideas. For example, a pharmaceutical company could host a meetup that features a talk by a prominent research scientist who has developed a new category of drug. Guests can include the companys employees, recent university graduates, and anyone in the biopharma community that would be interested in the discussion and learning more about the company.If the featured topic or presenter at a meetup is currently trending, and the event is well-marketed, theres a good chance that potential candidates will show up. To take your recruiting to the next level, check out these reasons why meetups are most effectiveAn in-person first impression is often better than a CVIts not hard to see why getting to know someone at a meetup gives you a much better idea of who a candidate is compared to skimming over their CV. While its sometimes easier to narrow down a group of candidates by the experience and education outlined in their CVs, gut instinct and chemistry go a long way.Candidates who show up at your event are already interestedTaking the time to dress appropriately and traveling to an event shows considerably more dedication to getting acquainted with a company compared to answering an email. If you meet a potential candidate at your meetup, you can bet that their interest level in your company is quite high making it easier to explore a possible job fit.Informal exchanges in an event setting are more relaxed than bewerbungsgesprchsCandidates tend to get nervous in interviews settings, and are therefore not as likely to clearly express themselves. During meetups, theres less pressure to perform in front of an executive or hiring manager sitting behind a desk, letting candidates feel more at ease to be themselves.Meetups offer candidates a better sense of a companys cultureIf you host a meetup at your companys head office and invite employee s, candidates will immediately get a feel of what your company is all about. Everything from the office decor, to the event program, and the catering gives candidates a better sense of life at the company compared to a phone call or email exchange.Collecting data has never been easierMeetups are a great way to generate interest in your recruitment strategy. If you request that guests RSVP for your meetup, you automatically obtain names and emails, as well as other information such as phone numbers and the companies invitees work for (if you request it in the sign-up form). With the right follow up email campaign, you just might win over the right candidate.Employees and candidates have a chance to chatUnlike in an interview setting, meetups give candidates the chance to meet the people that work for the company. Conversely, multiple people from the company including hiring managers, executives, and other key players can get to know the candidate. Its an opportunity for candidates t o engage in more realistic conversations with employees compared to more formal scenarios, and a great chance for several people to get a good read of the next potential recruit.A successful meetup gets your name out thereHosting meetups is not only a way to meet potential employees face-to-face, but it also helps to position your brand as an active member in your industrys community. Call it part of your PR strategy, but keep in mind that a great public brand image can ignite more a lot more interest among possible candidates.Before organizing a meetup, its important to put yourself in your target audiences shoes and ask yourself if the event theme is interesting enough for someone to take the time out of their busy schedule. Fail to host a speaker with media clout, or a presentation about a hot new trend, and you might not attract the kind of talent youre seeking. Keep in mind that a meetup is an opportunity to make a solid first impression, and position your brand as a thought-le ader and community player.A few ways to ensure it goes well is to plan well in advance, have a marketing strategy, offer wi-fi during the event, and enlist the help of a caterer you wont win people over with cold, bland pizza. Above all else, sparking conversations among guests should be the main focus, so encourage your employees to proactively approach guests, and make sure that everyone has enough business cardsAttracting top talent requires a multi-faceted approach. From your digital strategy to maintaining relationships with your network, its important to be open to various approaches to recruiting candidates. Meetups do require an investment of time, money, and resources, however the return on investment can be seriously attractive if you do find the right candidates. Even if your first meetup doesnt result in finding your ideal person, the event will surely establish your company as an active member of your community certainly a good thingAbout the AuthorMiriam Groom is VP of Sales and Marketing at Groom and Associates, a recruitment agency specialized in IT recruitment.

s new survey says if youre hiring new grads, you need to offer more than perks

s new survey says if youre hiring new grads, you need to offer more than perkss new survey says if youre hiring new grads, you need to offer more than perksMonsters new survey says if youre hiring new grads, you need to offer more than perks Papandrea, contributorIn New Grad Survey, we polled new college grads to get a sense of their job search priorities, how they search for jobs and how theyre feeling about their prospects.If youre a hiring manager or HR professional planning to tap into the young millennial (aka Gen Z) talent pool, their responses provide some valuable insights.Heres the highlight reelWhen looking for a job, new grads are most likely to look at specific companies of interest (47%), followed by leveraging word of mouth channels (43%), and job boards (35%). And 3 in 10 said they plan to tap into Instagram.When asked about the most important factors during the job search process, candidates prioritize drehort (32%) and starting salary (32%). Lower on their list of pr iorities were company perks (14%), company mission/values (11%) and size of company (9%).Respondents overall are optimistic about finding their next full-time job, with more than half (59%) expecting it to take less than 1-2 months- and more than a quarter (28%) expecting it to take less than one month.Despite optimism from this group to find a full-time job, nearly two-thirds of respondents (65%) currently have a side gig, and 30% said they plan to keep it even after accepting something more permanent.You may bedrngnisice a couple of themes that stand out from the above results.First, candidates are fully aware that they are graduating into a strong economy, and therefore they expect to find an opportunity fairly quickly.Graduates job search game plan includes researching companies theyre interested in, asking around for referrals, job boards, and even Instagram. And finally, graduates care a lot about job location and salary. (Perhaps those pending student loan payments have somet hing to do with that?)That said, heres a closer look at some of the top survey takeaways, and the impact they might have on your hiring plans.Grads use a variety of job search tacticsWhen you consider that the most popular method of job search by new grads is to go straight to company websites, its more important than ever to make sure that job opportunities are consistent and on-brand.In addition, company profile pageson sites like Monster.com, social media ads, and your own career site should be designed and optimized to appeal to young talent.Also, dont forget to think about using social media to reach younger candidates, especially Instagram.These young candidates are optimisticRespondents overall felt confident that they could find a job in a month or two, and thats likely true in the current job climate.Its a good market to be graduating into, says Andrea J. Koncz, research managerat the National Association of Colleges and Employers (NACE).According to NACE research, employer s plan to hire 10.7% more Class of 2019 graduates than they did from the Class of 2018. And that hiring increase is expected in 12 of the 13 major industries analyzed for the study.For employers, that means you should expect some competition, and youll have to act quickly in order to entice grads who might be shopping around for the best offer.What matters most to new gradsIf youre among those companies aiming to ramp up your new grad hiring, its good to know what this years candidates care most about.With location andstarting salary topping the respondents list of most important job factors, you might want to emphasize why your companys location is a great place to put down some roots, as well as provide applicants with a competitive salary offer to help cover the cost of living and those looming student loans.Many also expect to keep a side gig going to help cover their expenses, so keep that in mind when discussing other aspects of the job like flextime.And what (surprisingly) do esnt matter to most of themAs for what young hires dont care as much about? Ping pong tables, espresso bars, and other cool perks that would seemingly be up their alley those were actually much lower on the list of priorities, according to the survey.Another thing that went against conventional wisdom was that younger workers didnt seem to put much weight on company values and mission (with only 11% listing it as a top factor for job consideration).Perhaps its because new grads are mostly focused on getting their feet wet in that first job and earning some income, and aligning values might become more important down the road?Or maybe its because 4 in 10 respondents said they only planned to stay at their first job out of school for 1-2 years anyway.That means its on employers to not only attract grads to their open roles, but provide a clear career path that will keep them engaged so they stay on for a longer term.One thing that could help is putting together a creative benefits pa ckage that appeals to new grads.It should start with the basics Health insurance is king, according to a survey by the American Institute of CPAs, followed by paid time off. But third in that survey was student loan forgiveness, indicating that debt is a huge consideration for many grads, with retirement planning a less pressing concern.Getting your new grad hireIf you are able to get graduates to apply for your open positions, thats a great start but making them feel comfortable might be needed to seal the deal.One way to do that is to give them the opportunity to meet with peers, which 45% of respondents said was the most helpful way to figure out if a company was the right fit for them, followed by meeting the manager (42%). In other words, take the time to introduce them around to the younger members of your staff and maybe let them shadow.Of course, dont forget that graduates expect to get started working ASAP, so do your best to keep the hiring process moving along otherwise , you could lose them to a more nimble competitor.All in all, graduates are eager and optimistic, and employers are hiring. Based on the direction of the stock market and the overall economy and how healthy it is, its a good time to graduate and look for a job, says Koncz. On the employer side, its up to you to stand out.

Expert says even your standing desk cant save you from dying, but this might

Expert says even your standing desk cant save you from dying, but this mightExpert says even your standing desk cant save you from dying, but this mightDeception, thy name is standing desk.For years, workers have been told that if we just raise our desks for 30 minutes after lunch, we will live forever (or something like that). Entire offices have been remodeled based on this concept. For a while, people dutifully stood, adjusting their laptop screens for point of view.But the same man who sold us on standing - James Levine from Mayo Clinic, who in 2011 told The New York Times Magazine that excessive sitting is a lethal activity - has now decided were doing it all wrong.When Christopher Keyes, editor of Outside magazine, calledup Levine, the doctor had some dismal news.Its not the furniture that makes the difference, its the behavior, he told Keyes. The desk without the behavior doesnt help you.Oh, standing desk - how thou hath betrayed us. Apparently, hours casually leaning on a stool to reach our elevated desk arent what we need, either, and cool office installations wont save us. Were doomed.Wait, no, sorry. Thats not actually what Keyes said. In fact, there are plenty of ways for us to model the behavior Levine is referencing. Theyre just a little more tedious.The stillnessis whats killing us, Keyes writes. We should be pacing the hallways and climbing stairs and squatting and lunging and stretching.In fact, we should be spending two to four hours on our feet during work time - and in case those numbers dont compute, thats a lot of hours. We need to be doing pushups and wall sits, climbing stairs and going for strolls around the office. The question is, how?Keyes has gotten stealthy about all of it. Using an app called Move, he gets notifications every 45 minutes that he has to complete a random exercise. And he follows orders, but inconspicuously.I do push-ups with an ear cocked toward the door, listening for approaching footsteps, Keyes writes. I do w all sits in a corner that no one can see from the hallway. While Im on the phone, I pace as if Im carefully deliberating vital magazine business.For those who are interested in not dying, Keyes has come up with a basic schedule to show what three hours of daily movements would entail. Heres what he suggests7 a.m.Morning run(45 minutes)830 a.m.Walk to coffee shop(10 minutes)915 a.m.25 push-ups (1 minute)10 a.m.Wall sit (2 minutes)Walk around the building plus three flights of stairs (5 minutes)1045 a.m.20 body-weight squats (2 minutes)Trip to far water fountain (3 minutes)1130 a.m.Pick up papers at printer plus two flights of stairs (4 minutes)1215 p.m.25 push-ups (1 minute)15 side lunges, each leg (2 minutes)Plank pose (2 minutes)Pacing during phone call (10 minutes)1 p.m.Walk around buildingfor quick meetings(10 minutes)Desk yoga hip openers, seated eagles, spinal rotations, shoulder stretches (5 minutes)2 p.m.25 push-ups (1 minute)230 p.m.Walking meeting(45 minutes)330 p.m.15 Hind u push-ups(1 minute)20 side leg raises(1 minute)415 p.m.Chair pose (1 minute)20 body-weight squats (2 minutes)Walk around the building (5 minutes)5 p.m.Plank pose (2 minutes)20 burpees (2 minutes)545 p.m.Walk around building plus four flights of stairs (5 minutes)Not trackedWalking to and fromthe car, roaming thegrocery store, playing with my kids, etc.Are you game?

Time Management and the Job Search When Unemployed

Time Management and the Job Search When UnemployedTime Management and the Job Search When UnemployedAdding structure to your job search can be a key component to helping you succeed.When youre unemployed, it can be hard to stay motivated to do productive things. Most of your day should be taken up by your job search - the seemingly endless, often unfulfilling, job search.Experts say that when youre unemployed, looking for work is a full-time job in itself. The upside to being out of work is that you have plenty of time to conduct a proper job search, said Tammy Gooler Loeb, a career and executive coach in the Boston area. The downside is that you have too much time.To fill that time, Loeb suggests a job search schedule that resembles a regular 9-5, Monday-Friday work routine. For example wake up at 7 a.m., make coffee, shower, get dressed and hit the job boards right away. Then spend the whole morning researching companies online, e-mailing and calling people in your network. For lu nch, youre entitled to a quick break but make it shorter than a regular lunch break because as an unemployed worker, you no longer have that luxury. The rest of the day be should spent following up on applications youve sent out in the previous week, and crafting an effective communication strategy for the next round of possible job opportunities.It takes a lot of self-discipline to do this because youre basically doing it on your own, without the help of an employer to hold you accountable. And though the routine has the structure of a full-time job, its not something that counts toward your work history. That, Loeb says, can be a problem. Its important to - whenever possible - have something on your resume thats current, she said. Employers dont want to see that youre doing nothing.In bestellung to make sure the top of your resume isnt a position you held up until 2010, Loeb said recommends that unemployed job seekers take on new responsibilities such as volunteer work for chari ty, consulting for a few small clients in your field or serving on a board of directors. Its always a good idea to show that youre involved with something, Loeb said.The challenge then becomes making time for this new non-paying job, but with the ultimate objective being jump-starting your career, itll be worth it to go that extra mile. Plus, these new non-jobs could be great opportunities to make business connections that could help you get a real one - maybe even open the door to an opportunity that you wouldnt have found in a traditional job search routine.