Jumpstarting an Engineering Career

Jumpstarting an Engineering Career Jumpstarting an Engineering Career Jumpstarting an Engineering CareerFor mechanical engineer Aleef Mahmud, who several years ago demonstrated an adjustable seat he developed for a disableuchtdiode sailor so that he could captain a sailboat in a competition for the first time in 31 years,the festivalhas meant moving ahead much faster in his career than he expected.Kayla Wheeler, who graduated in May with a bachelors degree in biomedical engineering and plans to go to graduate school in business, may as herbei first full-time job head up a company licensing rights for the custom protective padding for helmets she and a team designed and showcased at Imagine RIT this past May.The festival was started eight years ago when university President William W. Destler (who has an engineering background) wanted to start a festival to show the outside world what RIT is all about. In its first year, 2008, Imagine RIT attracted 17,000 visitors and the numbers have climbed every year. Since its start, more than 200,000 have attended the day-long event that celebrates the intersection of technology and creativity. On May 2 of this year, Imagine RIT showcased more than 400 interactive exhibits in the fields of engineering, science, technology, music, and art.Aleef Mahmuds teammate Christopher Sullivan demonstrates an adjustable seat he helped to design. Image A. Sue Weisler / RITMahmuds and Wheelers stories are not uncommon. Mahmud learned of the need for the seat as he was looking for a senior project. He became part of a team of mechanical engineering majors aiming to develop a seat that was lighter and more maneuverable than anything available. The system they came up with consisted of a chair that rolled on a semi-circle track mounted on the deck of the boat and included adjustable handgrips and crank-steering mechanisms.Mahmud said he had no idea how much of a sense of freedom this gave to those who needed it until he saw it in action, and that project has led to other related work since he graduated with B.S. and M.E. degreesin mechanical engineering in 2012.Working as an independent product development engineer, he has been hired as a consultant by other sailing groups that want to build such a device. Last winter I worked with a boating nonprofit for the oldest boating co-op in the U.S., he says. They asked me to build a new iteration of the adaptive system for their community of disabled members.When I exhibited at Imagine RIT, it felt so good to talk about this is what I have been doing, he says.The experience taught him much more about other valuable qualities he would need, too. It helps you learn soft skills, such as presentation, as well as the importance of understanding consumer insights, he adds. You are speaking to spectators, and they are prospective customers.He believes the real world experience from Imagine RIT has given him a head start in the working world. Things are a bit accelerated, he says. My dual degree program was very aggressive, hands-on learning as well as theory. Makes you a workaholic, but Im further along in my career.Wheelers project got its start the summer after her sophomore year when she joined other students in an incubator programaimed atdesigning headgear for athletes to offer better protection against concussions. I have always been interested in entrepreneurship, but I never had an idea that I was passionate about pursuing, Wheeler says. Because my major was biomedical engineering, it was right up my alley.The result of the teams work is a new, custom protective padding for helmets. First, the team developed a method to scan the wearers head with a special machine. Then software was used to map and configure the padding. The final product was created using a basic 3D printer that the team modified to print a foam-like material. From start to finish, the process takes just a few hours, and the padding fits inside off-the-shelf helmets. At the Imagine RI T festival, the team tested the padding with a drop test against other helmets using a test device that they also developed.Wheeler and a colleague, Patrick Streeter, who earned his B.S. in mechanical engineering from RIT in 2013 and M.S. in sports engineering from Sheffield (England) Hallam University in 2014, formed Volatile Padding Technologies to continue the work. He serves as CEO and she as president. For now, that work is part-time (he works in the sports research lab at New Balance, and she plans to continue her education at RIT to earn an MBA). Their hope is that the project will be far enough along by the time she graduates to make it a full-time job. Their immediate goal is to license or sell the rights to their patent-pending technology because of the costs of manufacturing the padding themselves. Were trying to get it going soon, Wheeler says.Nancy S. Giges is an independent writer. For Further DiscussionWhen I exhibited at Imagine RIT, it felt so good to talk about thi s is what I have been doing.Aleef Mahmud, Independent Product Development Engineer

5 Simple Changes to Update Your Resume

5 Simple Changes to Update Your Resume5 Simple Changes to Update Your ResumeSpring is almost here and you still havent updated your resume If youre still contemplating what needs to be changed, here are five simple things that will get your resume ready for your next job search or for that promotionUpdate contact information Did you move recently, change your email address, get a new phone number? This seems like a no-brainer but there are so many job candidates that forget this vital step. They submit an old resume without realizing the contact information in the heading is no longer valid. One simple mistake like this can cause you to lose out on landing a good job.Summary prfungswesen A summary statement at the top of your resume represents who you are, what you do, and what youre seeking. Since our goals and accomplishments change from year to year, a summary you wrote in 2011 doesnt paint an accurate picture of you anymore. Although you can make a few tweaks, sometimes its best to just delete it and start from scratch, especially if your last job search was over three years ago. Youve grown and your resume should reflect this.Change the layout Resumes, just like furniture and fashion change with the times. You need to update your dcor, so to speak, to visually bring your document into the current century. Play around with new fonts (but dont go crazy) and change your headings.Update work history Some revisions on your work history section will be necessary, especially at the top and bottom of your resume. Add recent positions, include relevant accomplishments and any special contributions, add new skills and accomplishments from your current or most recent job and finally, drop any position that you left before 2011. Make sure you shine the spotlight on your current career instead of past accomplishments.Add new skills and remove the old Since your last job search, youve learned new skills. Now its time to make sure potential employers take notice Where to start?First, read over the skills you have listed on your resume.Next, ask yourself if youve used each skill recently. If you cant remember the last time you used it, its probably time to delete it.Go over your list again and think about the job you most want, then delete the skills that wont help you land the position you desire.Now its time to add your most recently acquired skillsRemember, you should always keep your resume tight, clear and in-line with your current goals and plans. If youre evolving, so should your resume For more guidance, explore the tools and tips on our blog and website.

Resumes Win Interviews, but References Win Job Offers

Resumes Win Interviews, but References Win Job Offers Resumes Win Interviews, but References Win Job Offers Resumes Win Interviews, but References Win Job OffersBy Martin Yate, CPC, careercast.comResumes win interviews, so like most people your job search has probably focused on writing your and tweaking your resume and landing job interviews. You probably havent given your references much thought, but in a tough job market references win job offers. You must be certain that your references will seal the deal, not blow it away.A primary reason that one candidate will win a job offer over another is the quality of that candidates references. Human resource professionals say that about half of all checked references fall into the mediocre to poor category. Some of the comments theyve heard when checking references includeCompany policy prohibits us from saying anything. We can only verify dates of employment and title.All I can suggest is that you check his references very carefully.Ar e you certain she gave my name as a reference?We miss him very much. Too bad he was let go.After we settle our lawsuit.Hes still in health care? Well bless his heart.The better the job and the higher the pay, the tougher the competition youll face for that job and the more stringent the screening process. If youre being considered for a responsible professional job, its likely that your references will be checked.Take Control of Your DestinyTalking with potential references long before their services are required gives you the opportunity to screen both the message and the messengers you will use. When you know exactly what former managers and colleagues will say about you, you can use the references you choose with greater confidence, because you have much greater control over who gets to say what about you.Identify Potential Referencesabflug by making a list of your prospective references. Begin with your most recent/relevant job and work backwards from there. Usually references o nly get checked with immediately prior employers, but the more elevated the position the further back your references are likely to be checked. Identify people who have seen you in action, ideally performing well in adverse conditions. This list will includeManagers and supervisorsProject managers for special assignmentsColleaguesSubordinatesSuppliers and clientsCommitteesAfter completing your list of potential references, track them down and talk to them. If a reference is local, a personal meeting over coffee or lunch can be nice touch a phone call is usually sufficient, but an email request is too impersonal.Help Your References Help YouStart the conversation by catching up on each others lives since last you spoke. Be sure to cover what you have been doing professionally, especially any new skills youve developed, the projects youve been engaged with, and how youve added experience and turned old weaknesses into new strengths. Explain that you are in transition and ask if s/he w ould feel comfortable acting as one of your references when the time comes. Share a few details of the job youre targeting. Finish by saying youll be in touch again when an offer is close.When a Specific Offer Is on the HorizonWhen an offer is made and references requested, tell the employer that you will be in touch the next day with names and contact information. Choose the references you will use and reach out to each one again. Share the companys name, the job title, and the responsibilities. Tell each reference that company checkers are likely to ask for a rating of your skills in the following areasTechnicalWritten and oral communicationTime management and organization (multitasking)Short- and long-term planningAnalytical/critical thinking/problem-solvingTeamwork/interpersonal skills and leadershipCreativity in tackling the jobs ongoing challengesPersonal integrity and overall performanceIf the job is in management, a reference may also be asked aboutManagerial and employee-re lations skillsCrisis managementFinancial skillsReferences may also be asked if they would enthusiastically recommend you, what their thoughts are on the circumstances of your gestaffelte anordnung from your previous jobs, and whether they would like to provide any additional comments. If theyre willing to take the time, it can be helpful to review your references response to these topics. When you take the initiative to make this happen, you are arming your reference with all she needs to give you a stellar recommendation. Make it clear that in this security-conscious and harshly competitive world, the quality of your references is critical to winning the job offer. Once you land a new position, be sure to call your references and let them know the details. And dont forget to offer your services if there is anything you can do in returnReprinted with permission from careercast.com, 2016 Adicio, all rights reserved.

Introvert, Extrovert, Ambivert What Each Means for Your Job Search

Introvert, Extrovert, Ambivert What Each Means for Your Job SearchIntrovert, Extrovert, Ambivert What Each Means for Your Job SearchYour personality traits greatly influence the actions you take and decisions you make both personally and professionally. This is why there is rarely a one-size-fits-all solution or approach to every problem, challenge, task, or issue. And, because personality traits and type- including introvert, extrovert, and ambivert- are located on a spectrum, it should come as no surprise that approaching a job search will be different for everyone.Most of us have probably heard the terms introvert and extrovert thrown around, with many people curious about which they identify most closely. While you might have a preference for one or the other, there is a good chance you arent exactly 100 percent introvert or extrovert, but located somewhere in between- an ambivert.Lets take a look at each of these typesIntrovert ansicht individuals are usually classified as reser ved and quiet, often shying away from large crowds and being in the spotlight. Although they likely enjoy spending time with others, it can only happen in moderation as it can quickly deplete their energy levels.Extrovert These individuals are usually classified as being outgoing and enjoying being the center of attention. Since they enjoy mingling and other peoples company, they often prefer to spend time with others rather than alone since that is how they gain their energy.Ambivert Between these two extremes exists another personality trait known as ambivert. These people can identify with each category and exhibit both extrovert and introvert qualities. This personality trait is commonly seen when people enjoy meeting others, but dont like starting conversations. They also enjoy spending time alone, just as they enjoy spending time with others. Its a so-called middle ground.So, how do these personality types affect a job search? Lets examine how these different qualities impact a job search and how to use them to excel.IntrovertSince introverts tend to like to work with people they know and trust, but loath networking events, meeting new people can take a lot of effort and can be quite difficult. With networking being a huge part of job searching, this can negatively impact a job search if not approached from a different angle.For introverts, job search success can come from approaching tasks in a manner where they feel comfortable and confident. Rather than large, in-person networking events, introverts can likely excel in an online environment through social media discussion or by attending a small networking party where they know many of the people in attendance. Most conversations will also likely take distribution policy through email or chat, rather than on the phone or through video. Working from home or remote work opportunities are likely a good fit for these types too, so dont skimp on keyword searches that include those terms.ExtrovertAs social butterflies, these individuals find a great deal of success when working in groups and integrating themselves into energetic situations. This includes networking events, job fairs, and companies looking for people with relationship-building skills.Extroverts likely enjoy and feel successful by attending large networking events where they can interact with people they dont know. In a virtual environment, extroverts excel by creating opportunities for contact, either by phone or through video rather than by utilizing email or discussion forums. Additionally, for extroverts who need to interact with others, focusing on flexible jobs that apply these qualities is important. However, its equally important for extroverts to balance social interactions to not come on too strong.AmbivertWhen it comes to job searching, those with ambivert personality traits can find themselves comfortable in most situations. Although they likely wont start conversations at large networking events, or even re ach out to a recruiter to make contact, they wont turn down the opportunity to learn or potentially gain a new connection.Ambiverts can untersttzung their job search by focusing on their needs at a particular time. When exhibiting traits more like an extrovert, they may jump on the chance to get out and make contact with an employer theyve had their eye on. If theyre feeling more introverted, they may take the time to focus on connecting through social media or searching for jobs online. The important thing for ambiverts to focus on through their job search is not defaulting to one trait or another in a situation where the trait isnt compatible. Being aware of where you are on the introvert-extrovert spectrum can help you to apply appropriate traits at the appropriate time.While there is no magic formula for creating a perfect job search, everybody can create a job search that is perfect for themselves. Job searching, networking, and communicating in a way that you feel comfortable can help to create an atmosphere for job searching where you feel confident in the choices you are making. Rather than trying to fit into a specific mold, take your own success into your hands and make your job search work for you.Readers, are you an introvert, extrovert, or ambivert? Do you harness the qualities of your personality traits to excel in your job search? Share with us below

What Pros Are Not Saying About Professional Experience Resume and What This Means For You

What Pros Are Not Saying About Professional Experience Resume and What This Means For You A really professional resume is one which looks like it was created especially for that hiring manager. With our specialized therapy, you are going to be in a place to tap the complete potential of your professional network and make sure your profile on social networking channels matches the caliber of your resume. Whether you want to make an application for a designers job in a creative agency, or desire to submit an application for a hot job in a top bank, professional resumes are going to have you covered. You are going to learn how to best format your resume and the strategic advice that you want to stand out as a terrific candidate at every stage of your career. Demonstrating you have work experience is vital, even supposing it isnt directly linked to your targets. See, its elend overly hard A group of experts advocating for you Our whole team is focused on your targets, and is de voted to your success International students want to meet up with the expert experience coordinator to finish a waiver. Its possible that forfirst job resumes, its elend essential for the applicant to have a comprehensive cover letter. however, it cannot go amiss when it has to do with applying for work. All you should know to earn a stunning resume job description. Take into consideration the work description as you decide what things to include. The in depth secretary job description can help you. Your bio doesnt need to be super serious, nor does this have to begin with a joke. In fact, theres no correct or wrong method to format a resume. Your picture ought to be updated and clear. The work experience part of your resumethe part in which you describe your previous jobsis the most critical element of your whole job application. Learning how to do a resume when do not have any work experience is a lot easier if its possible to demonstrate some seasonal or short-term w ork experience. Now youre networking and building contacts in the business Since the position is sales focused, adding negotiation and presentation skills are an excellent means to show youve got the capacity to find the best bargain for the corporation. Key Pieces of Professional Experience Resume Our resume builder makes it simple to create a well-written resume in a couple of minutes. Use this format only in case youve had a couple of years professional experience and a good work history. Then it may be time to bring some style to your resume As there are many types its important to think about the alternatives and select the resume structure which best fits your profile. Where to Find Professional Experience Resume The important thing is to emphasize skillsand achievements and supply evidence of your possible value. If youre using bullet points to describe your latest position, you ought to use bullet points to describe each position youve held. No matter which type o f resume format you pick, youre not obligated to incorporate all your work experience if its not directly about the job youre applying for. However much or what kind of work experience youve got, theres a resume format that is likely to make your qualifications shine. Additionally, be sure youre not utilizing an unprofessional schmelzglas address. Each description ought to be presented in a bulleted format. Ask yourself in case the email address youre using sounds professional or not. The following are a few of the dos and donts to think about when writing a resume and additionally the information which should NOT be included on a resume. What Everybody Dislikes About Professional Experience Resume and Why Even when you lettered in three sports, it isnt a very good notion to reference high school experiences. One very significant part the work experience section is finding the ideal way to list your contributions to the corporation. So once you write you will offer a refe rence you seem to not understand the way the game is played. A chronological resume lists your employment history having the most recent position on top.

The Risk of Hiring Uncoachables - Spark Hire

The Risk of Hiring Uncoachables - Spark HireWhether yur office is a field, court, or high-rise building, chemistry is essential to your kollektivs success. Chemistry starts and finishes with the people you hire, and trust to bring your kollektiv to the next level whether that is a championship title, or a new round of funding. All it takes is one uncoachable member of the kollektiv and you can kiss chemistry goodbye. Uncoachables can have tantalizing talent, but hiring them puts the entire fabric of your company at risk.First lets reference some historically uncoachable team members Randy Moss, Barry Bonds and Terrell Owens. Randy Moss infamously proclaimed, I play when I want to play. Translation No one, not even my boss or coach can tell me what to do. Terrell Owens made his arrogance known by celebrating after each catch, and publicly ridiculing his team for not getting him the ball enough. Barry Bonds almost always sat alone in the dug-out, and reportedly introduced himself to th e new teammates by reminding them of the times he hit home runs against them in his past. In each of these moments, the message was clear this wasnt about the good of the team, it was about an attention seeking individual and their own agenda. In team sports (much like a job) as soon as you start working for yourself and no one else, the good of the company comes second.How do you recognize an Uncoachable?In the interview when you ask, whats your biggest failure? (which you ALWAYS should) youll hear crickets. Or something like, I work too hard. Just so you know, thats a lie. If they cannot admit to something from the very beginning and explain how they overcame the situation, odds are they wont be willing to admit to something later either.Back to the athlete analogy when it comes to notoriously difficult and uncoachable players we often hear they keep to themselves in the locker room or are antagonistic/arrogant. Now, their skill may be undeniably phenomenal but a nose in the air, sharpie in my sock, attitude is toxic to a team and not worth it. Barry Bonds may have been an all time home run hitter, but I cannot think of one time watching the SF Giants when I saw him surrounded by his team in the dugout. No support given, no support received.Uncoachables will lash out when you or another employee is trying to help them by correcting a mistake. They perceive help as criticism and a challenge to their skill and ego. This means whatever knowledge they came to your company with, is what theyre leaving with. In the Uncoachables mind, no one has more to offer than they do themselves.This is what you riskAll of these indicators are something you need to be aware of as a hiring manager or team leader in order to maintain the cohesiveness, productivity, and happiness of your team. The office is a learning environment, and should be collaborative. Like a machine, if you remove the nuts and bolts, everything will stop working. A good employer has employees that are moti vated by the companys mission. The glue that holds everyone together, the it-factors that inspire, are internal motivators the companys values aligned with the individuals. At SmartRecruiters, our shared goal is to get people back to work by making hiring easy. An uncoachables goal would rely solely on stock options. An uncoachable will come in and destroy the comradery achieved by the shared values. Because, they dont share these values. Their goal is to get ahead alone.This is what hiring an uncoachable says to your teamTerrell Owens, Barry Bonds, and Randy Moss are all incredibly talented athletes. No one can argue with that. Yet few of their former teammates say, I want to work with him again. When you hire an uncoachable keeping them simply for their skill you tell the rest of the team, You are not as valuable. You tell them that despite their ability to learn, grow, develop, and work with a team youd rather have this guy run 100 yards down the field or hit a grand slam in b etween the all-too-frequent suspensions. Youre telling your team that you reward bad behavior.The risk of hiring an uncoachable is too high. And trust me, the sprints of skill are not worth the damage to your teams morale.About the AuthorLexieForman-Ortiz is the Community Manager at SmartRecruiters.After graduating with a degree in Anthropology Communications from the University of Kansas she decided she never wanted to stop talking to people. She believes in creating great workplaces, developing talent, sharing knowledge and using social media for good. Follow Lexie on Twitter at LexieFO.Image Rawpixel/BigStock.com

9 Meeting Facilitation Skills for Managers to Practice

9 Meeting Facilitation Skills for Managers to Practice9 Meeting Facilitation Skills for Managers to PracticeMeetings can either be opportunities to share ideas, discuss challenges and define action plans, or they can end up as unproductive time wasters. Unfortunately, managers are often the major contributors to meeting process dysfunction. You need skills to run meetings properly. Strengthening Your Meeting Facilitation Skills By definition, facilitating means, To make easier or less difficult help forward.For a manager to facilitate a meeting (instead of running it), they need to be willing to let go of their power and be open to different outcomes and approaches. Where Managers Go Wrong With Meetings Many managers think they know how to run a meeting. They set the agenda, do all of the talking, and make all of the decisions. While this may feel easy and efficient for managers, its often a waste of peoples time, and it doesnt tap into the creative potential of the team. In fact, it has the opposite effect as employees tend to withdraw, deferring to the manager who wants to be in charge. Why Managers Fail to Involve Employees Many reasons exist for why managers dont involve their employees mora in meetings. While the first three items below are behaviors of poor managers, the brde one, facilitation skills, can be learned and strengthened with practiceFear of letting goThe false belief that because they are in charge, they need to provide all of the answersA lack of confidence in the abilities or harte nuss-solving skills of their employeesA lack of meeting facilitation skills These ideas for managers at all levels will strengthen their meeting facilitation skills in support of improving meeting productivity. Skills Managers Need to Facilitate Meetings Proper meeting facilitation involves getting everyone at the meeting involved in identifying and solving problems. Teams will almost always develop better, mora creative solutions than any manager cou ld alone. Teams are also more likely to support the implementation of the solutions they helped create. You can break ansicht meeting facilitation skills down into three different categories Planning a MeetingConducting a MeetingResolving Meeting Problems How to Plan a Meeting Before you begin any meeting you need an agenda. For a collaborative meeting, invite meeting attendees to tell you what problems the team needs to solve or what changes the team needs to pursue. Make sure the topics are ones that allow for group participation. Facilitating a meeting is different than presenting information at a meeting. 1. Enable Group Involvement Make sure you allow ample time for group involvement and that you dont try to solve too many problems in a short time period. However, too much time can also result in an endless cycle of well what about.... Make sure your agenda meets the time allotted for the meeting. Skills needed include these. Group Facilitation SkillsMeeting PlanningProble m SolvingDecision MakingAgenda Development 2. Make Sure You Provide Proper Logistics Choose your meeting location and time carefully. If you try to cram 15 people into a conference room with six chairs, the meeting will be a disaster. When people are uncomfortable, cant see each other, cant hear, or are hungry, meeting results will suffer. Learn how to use logistics as a way to encourage great participation and remove barriers. You need to plan all of this in advance. Sending someone out mid-meeting to order sandwiches makes your meeting less effective. Logistics planning involves these skills. Logistics Planning and ExperienceDecision MakingThoughtful Consideration of the Needs of Others 3. Recording the Meeting Minutes The last critical part of planning a meeting is the meeting minutes. Who will take them? Who will distribute them? If you dont have a designated administrative person, consider doing them yourself or rotate the responsibility among the team members. If Jane did the minutes last week, its Johns turn this week. If youre using a whiteboard or a flip chart to collect ideas, give the person writing enough time to document them correctly. Note-Taking SkillsDocumentation RelevanceUnderstanding Diversity and Inclusion How to Conduct a Meeting With your solid agenda, good location, and appropriate refreshments, you are ready for your meeting. To make your meeting a great working meeting (and not just an information dump), you will need to demonstrate appropriate meeting facilitation skills. To do this, you will want to focus on these three components of meeting facilitation. 1. Ask Questions Great questions stimulate great discussion. The article, 70 Awesome Coaching Questions Using the GROW Model, offers some outstanding discussion prompters. Ask questions to gain additional informationAsk questions to learn about different viewpointsAsk questions to note areas of agreement and disagreementAsk questions to confirm that you are really hearing exact ly what team members are contributingAsk questions to ascertain that you are sharing meaning with team members 2. Demonstrate Active Listening Active listening allows you to really and deeply know that you and the person you are listening to share meaning and have come to a thoughtful understanding of each others positions. When you paraphrase, check for understanding, and ask follow-up questions, it encourages more participation and keeps the discussion flowing. Make head nodding and other appropriate gestures to indicate understandingRepeat what you heard back to the other party so that you know you share meaningAsk questions to clarify anything you are uncertain aboutAsk follow-up questions to further expand your understandingUse words such as ah-ha, yes, I understand, and the like to indicate understanding 3. Lead a Proper Brainstorming Session Most people think they already know how to brainstorm. However, they usually dont. In too many settings, the effectiveness of brainstorm ing is reduced by poor process management, strong social or political pressures and poor facilitation skills. Many people have never truly experienced the power of a well-run brainstorming session. Practice effective facilitation skillsManage the introduction of ideas by participantsMake certain that all participants have an equal opportunity to speakManage competing conversations and people talking over one anotherDevise an effective way to narrow down the brainstormed choices to a manageable numberResolve any conflicts that arise How to Solve Problems in a Meeting The second type of meeting requires different meeting facilitation skills. You wouldnt need to meet if everyone already agreed on the solution. You come together to share information and develop answers and this means youll need to bring people together. Here are the skills youll need. 1. Consensus-Building Skills Consensus does not mean that everybody has to agree with a decision. It means that everyone has had an o pportunity to share their perspectives (potentially by brainstorming) and propose ideas. Following this, the key to consensus is that all team members agree to support the direction even if it was not their original choice. Proper meeting facilitation will guide the group from idea sharing to the development of an effective decision.Reaching consensus takes more time, but will usually gain stronger buy-in from the group at large. However, remember that consensus is not the ultimate goal.An effective decision for the problem at hand is the most important issue. Consensus Decision Making Resource See A Six-Step Consensus Decision Making Framework for more on how to lead a team through a consensus decision-making process. 2. Conflict Resolution Skills Whenever there is a roomful of people involved in solving a problem, conflict is inevitable. In fact, conflict over the task or issue is viewed by team researchers as part of the process for effective decision-making. A manager must learn how to harness the power of conflict in a positive way. Manage the discussion to listen to all viewpointsLead the discussion to identify areas of agreement and disagreementUse facilitation skills to make certain participants feel heard out 3. Non-Verbal Communication Skills While researchers argue over the exact percentages, most would agree that more than 50% of communication is non-verbal. A manager needs to be able to read the groups tone and body language to assess their level of engagement, candor, and commitment.Your understanding of non-verbal communication can help see when there is true agreement versus spoken agreement just to finish the meeting.Be cognizant of body language as a way to experience the total communication voice of an individual or a team. The Bottom Line Time is a precious asset in life and at work. Strive to manage meetings for optimal efficiency and effectiveness. Learning, practicing and applying the nine facilitation skills identified above is a great place to start.

How to Overcome Hiring Challenges

How to Overcome Hiring ChallengesHow to Overcome Hiring ChallengesHiring challenges abound across many industries. There is already significant competition for the most skilled candidates - and with every new job created, that competition only increases. Job candidates today can afford to be very selective, and mora and mora companies are dipping into the talent pool, thinning it with every new position they staff and making it that much more difficult on the next hiring manager.In fact, in a recent Robert Half survey of more than 2,800 senior managers in the U.S., respondents identified generating interest from qualified candidates as the most difficult aspect of the hiring process.Without question, successfully recruiting the right people today can require a huge amount of effort. But employers that take a smart and focused approach to tackling hiring challenges can still meet their staffing needs. The following five strategies can help improve your chances of finding good candida tes in good time1. Offer moreLets be honest Money talks. Salary isnt always the No. 1 factor candidates consider when deciding to take a new job, but its a big one. If you offer compensation thats below current market levels, you simply wont be able to compete for the top talent you need.When our survey asked senior managers to cite the most common reason prospective hires decide not to join their company, 3 in 10 said its because the compensation and benefits are lower than expected. Look to resources like Robert Halfs Salary Guides to ensure youre presenting pay packages that are in line with - or, ideally, above - what others in your market offer for particular positions and skill sets. (Use our Salary Calculator to adjust these salaries for your city.)GET THE SALARY GUIDE2. Add perksThe reality is that many of the best candidates fall into one of two categoriesThey are on the job hunt and weighing multiple employment offers.They already have a job and may not be actively searc hing for a new position.Either way, you have your work cut out for you. You must offer in-demand professionals a better deal than they have at their current employer or can find through a competitors job offer.How can you up the ante? Start by looking to the competition. What are other companies that seem to be snapping up talent offering new hires? Signing bonuses? Innovative employment benefits on par with Silicon Valley startups? A liberal telecommuting policy?Talk to contacts in your network and read the business press to see what you can learn about strategies that are working for others. A recruiting agency can also provide valuable insight because they are in constant communication with job seekers and employers.At the same time, dont hesitate to ask potential hires directly what would convince them to join your company over another. Requesting that top candidates be frank with you about what they truly want gives you concrete information you can use to make the prospect of j oining your firm more appealing.You might even follow up with job seekers who rejected an offer from your firm. What made a competing offer more compelling?When conducting performance evaluations, ask current employees why they choose to stay with your firm. What aspects of working for the company do they enjoy or appreciate most? Their answers can clue you into factors - such as a strong commitment to staff training, a family-like company culture or an emphasis on work-life balance - that you should underscore to candidates throughout the hiring process.3. Move quickly (but not too quickly)Speed is essential if you want to overcome todays hiring challenges. Good candidates simply dont remain available for long. If it takes several weeks to review resumes, coordinate interviews, arrange skills testing and have all necessary parties sign off on a new hire, youll miss out every time.Do what you can to remove obstacles and bottlenecks from the hiring process. For examplePare down the number of people who interview candidates to only those who are absolutely essential. Asking colleagues who will not be working directly with the potential hire to take part only means more schedules to coordinate and more potential delays.Try to schedule interviews back to back so a candidate has to travel to your office just once or twice. You reduce downtime between interviews and make it easier to collect everyones feedback. You also reduce frustration on the part of the candidate, who may need to take time off work or arrange child care during the interview. Consider conducting video interviews if its difficult to arrange in-person meetings.Make sure the compensation package has been approved before you reach the final interview stage so you can extend an offer right away.One word of caution Dont move so quickly that you skip key steps in the hiring process. You still need to do your due diligence before bringing anyone on board. Take time to conduct thorough reference checks and assess whether the candidate is likely to thrive in your organizations workplace culture. Otherwise, you risk making a costly hiring mistake.HIRING? LET US HELP4. Be flexibleHeres an essential truth about the hiring market that surprises many employers Your ideal candidate may not exist. (This might mean some of the hiring challenges you currently face may be of your own creation.)A good analogy is buying a house. Your wish list for a home might include four bedrooms and three baths, a large yard, and a three-car garage. The house should also be in a good school district, close to parks or trails, and within walking distance of shops and restaurants. The reality is that youll likely have to compromise on one or more of these criteria, because no house checks every box on your list - or the few that do are outside your price range.When it comes to adding staff, think about what skills and qualifications are essential to completing the job duties and succeeding in the role. Focus on these when evaluating candidates, and consider anything else - an advanced degree or experience in your industry, for example - a nice-to-have.Also consider bringing in someone with less experience than you seek and training them on the job. It can be quite effective to hire promising entry-level and midlevel professionals, then give them tools and resources to quickly build the necessary skills or knowledge to succeed in the position.5. Have a backup plan to help overcome hiring challengesEven as you take pains to hurdle hiring challenges and bring skilled talent on board quickly, have a plan in place so youre not caught flatfooted if the hiring process drags on.In todays hot market, it sometimes takes weeks or even months to find the right person no matter how persistent and strategic you are. How will you manage workloads and prevent current employees from becoming overloaded during that period? Augmenting your team with temporary or project-based staff, or interim manageme nt consultants for senior-level roles, is one way to stay on top of business demands as you search for the right full-time hire. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the companys operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelors degree in business administration with a concentration in accounting from St. Bonaventure University in New York.

Great Resume Templates The 2019 List of 7 Great Resume Templates

Great Resume schablones The 2019 List of 7 Great Resume vorlagesGreat Resume Templates The 2019 List of 7 Great Resume TemplatesEvery great konzeption begins with an even better storySomeone who puts creativity and spends time is considered dedicated. But choosing the perfect schablone is a stressful job.Building a resume starts with finding the perfect template. Some people prefer a verrotten outlook whereas others like to keep it simple.But it is important to remember that this choice helps hiring managers to weed out candidates easily.A resume template is what helps you stand out from all the other applications. If you beg to differ and are looking for great resume templates, this blog post is for you.Professionals at Hiration have built 20+ customized free resume templates for your profile. Check out our Online Resume Builder here. Build your resume nowIn this blog post we will cover the following topicsProfessional BlackThe Professional Black Template is one of our oldest and mo st trusted templates. It is a premium template on our Resume Builder and youll see whyThe Professional black template is a two column template mostly suited for professionals who want to balance their professional experience with something additional.This resume konzept comprises various shades of gray including black and white to clearly highlight different parts of your resume. Only a single font i.e. Open Sans has been used in the Resume.It is donned with just the right amount of white spaces which makes even content heavy resumes easy to read.Key Featuresclean and compact designonly uses shades of grey and blacktwo column designhighly ATS compliantsingle font usagedashed columnspremium on our Online Resume BuilderSample TemplatesCheck out the following resume template of a Sales Associate. This resume has been made using our Professional Black design.Try this design nowCaliforniaThe California resume template is one of our best sellers in the Modern Resume Templates pack.It ia a two column design that employs a gradient scheme between orange and pink colors to give your resume the modern look it deserves. It also has a provision for adding an image to your resume.You can even change the primary and secondary colors in this design. It has been exclusively designed for todays professionals who work in newer industries.Key Featuresclean and compact designmodern outlooktwo column designimage adding featuregradient scheme between orange and pinkfree of cost on our Online Resume Builderchoose your own color combinationsSample TemplateCheck out the following resume template of an Executive Assistant. This resume has been made using our California design.Try this design nowGradient GreenThis template employs gradient color scheme to help you deliver an outstanding resume. Every recruiter will read your resume if this is in their inbox.The gradient green resume template is one of our** most loved creative resume templates**. It carries a variety of graphical and ot her novel elements to make your resume stand out from competition.It incorporates timelines, icons and colors into behauptung templates to ensure that any recruiter who looks at a resume in one of these templates, is sure to keep reading it.Get ready to receive a lot of interview callsKey Featuresclean and compact designonly uses shades of greentwo column designhighly ATS compliantcontains special modern elementsa novel resume layoutcontains images, colors or graphical elementspremium on our Online Resume BuilderSample TemplateCheck out the following resume template of a Accounting Manager and Controller. This resume has been made using our Gradient Green design.Try this design nowNew YorkThe New York Resume Template is a single column template that makes use of boxes to separate sections. It is the perfect combination of creativity as well as professionalism.This resume template has everything- your image, icons, boxes to separate sections and a highly professional color theme.Try making your resume in this template now It has a very high success rate.Key Featuresclean and compact designonly uses shades of bluehas a lot of white spacessingle column designhighly ATS compliantcontains special modern elementsa unique resume layoutcontains images, colors or graphical elementspremium on our Online Resume BuilderSample TemplateCheck out the following resume template of a Supply Chain Manager. This resume has been made using our New York design.Try this design nowPastel MagicThe resume is designed specially to contain all the detailed summary of an applicants qualification and working experiences. It shows the complete picture about your personality and professional life.This resume template is designed in Illustrator CS6. It contains pastel shades that are pleasing to look at. The vector format allows you to make changes in this resume template according to your personal information and academics.Key Featuresclean and compact designonly uses pastel shadesdouble col umn designcontains special modern elementsa unique resume layoutcontains images and colorsfree to use on Graphic GoogleSample TemplateCheck out the following resume template of a Graphic Designer. This resume has been made using Graphic Googles Pastel Magic design.Try this design nowShady BlueThe resume format is designed to give a sleek and modern look to your professional resume. It is a very unique and clean design that compacts all your important information into a single page of resume.It is a two column design that provides space to include your image too. It contains shades of blue and a designer font to instantly grab the hiring managers eyeKey Featuresclean and compact designonly uses pastel shades of bluedouble column designcontains special modern elementsa unique resume layoutcontains images and colorsfree to use on Behance.netSample TemplateCheck out the following resume template of a UI/UX Designer and Programmer. This resume has been made using Behances Shady Blue desi gn.Try this design nowManhattanThis Manhattan headline resume mimics the layout of a newspaper or magazine piece. It lets the world know that the written product is your most prized passion.It is available in 3 standard color schemes. It uses classic typography to please the senses.This design template is suited for journalists, editors, bloggers, copywriters and writers, marketing, interior decoration, graphic design careers.Key Featuresclean and compact designonly uses light shades of blue and blackdouble column designcontains special modern elementsa unique resume layoutcontains images and colorsfree to use on Loft ResumeSample TemplateCheck out the following resume template of a Photographer. This resume has been made using Loft Resumes Manhattan design.Try this design nowThink of your resume design template as an opportunity to stand out For any doubts or queries, give us a shout out in the comments.