John Van Lonkhuyzen has moved three times since 1995 so histhen-fiancée and now wife, Nicola Morris, could move up in her career. The couple now lives in Yarmouth, Maine. PHOTO: YOON S. BYUN FOR THE WALL STREET JOURNAL
John Van Lonkhuyzen has done this three times since 1995—the year after he and Nicola Morris got engaged. As his wife advanced in her career, the veteran lawyer moved to Washington, D.C., Westfield, N.J., and recently, Yarmouth, Maine. Their latest relocation was the first time Ms. Morris’s employer offered to help him job hunt.
More female executives are moving ahead in their careers through geographic moves. And, increasingly, their employers lend a hand so their husbands can find work.
On average, women accounted for a record 23% of moves by North American employers in 2016—up from 17% in 2009, according to surveys of employers by Atlas Van Lines Inc. About 62% of employers provided job-hunting aid for spouses or partners of transferred staffers in 2017, compared with 33% in 2007, Atlas data shows.
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“Companies consider such help a critical aspect of getting more women into leadership,” says Lauren Herring, chief executive of Impact Group, a career and leadership development firm with job-hunting services for relocated spouses and partners.
Ms. Morris left an executive role with Verizon CommunicationsInc. in New Jersey to become a senior vice president of WEX Inc. in South Portland, Maine. While recruiting Ms. Morris, Chief Executive Melissa Smith offered to introduce Mr. Van Lonkhuyzen to law firms near the corporate-payments-services company.
Ms. Smith says she wanted to show she cared about supporting “both partners in their careers when they make a move.”
Mr. Van Lonkhuyzen, a former lawyer for the U.S. Justice Department, didn’t need the proposed introductions. He landed a partnership with Verrill Dana LLP, a Portland law firm, at the same time his wife joined WEX in 2014.
American ExpressCo. has helped mates of relocated staffers look for work since 2012. With women now nearly half of its transferees, many men accompanying them use these career services, says a spokeswoman.
AmEx’s global program, expanded in 2016, now includes career coaches, job leads, résumé writing, office space and advice about negotiating job offers or starting a business. Most participating spouses and domestic partners find positions, the company says.
But international relocation can create challenges for trailing husbands. The most common reason for a rejected foreign assignment is a partner’s unwillingness to move due to his or her career. That is especially true for potential female transferees, concludes a new study by Ernst & Young LLP and NetExpat Inc., a coaching and training firm.
Six years ago, AmEx gave middle manager Corrina Davison a chance to leave her native Australia for a New York executive role. “It was our dream to work overseas,” she remembers.
Her husband, Duncan Davison, an Australian student-teacher supervisor, says he hoped to launch a U.S. version of his Sydney University pilot project that helped elite teen swimmers handle competitive setbacks.
The executive trainer at an acculturation workshop for AmEx accompanying partners introduced Mr. Davison to a possible investor for his athlete project, though Mr. Davison dropped the idea after the United Nations International School hired him to teach physical education part-time. He soon advanced to director of athletics. He says he would move again for his wife’s career because he believes he has become more employable globally.
Other men fear relocating for their wives will disrupt their career trajectories. Consider Joshua Kim, whose wife, Julie, is an oncologist and associate professor at Dartmouth’s medical school in Hanover, N.H.
He faced the difficult decision of quitting a job he loved in 2006—he helped launch and run Quinnipiac University’s online education unit—so she could take the Dartmouth post. He had followed her twice before.
“Why do I have to be a trailing spouse a third time?” he recalls asking his wife.
Dr. Kim consulted for two years before joining Dartmouth’s learning center and becoming head of digital learning initiatives there in 2014. “That kind of patience for a career move is a challenge,” he says. “As a trailing husband, you have to be more creative and inventive.”
Ms. Morris and Mr. Van Lonkhuyzen struggled with the same issue after her Verizon promotion brought them to New Jersey from Washington in 2007. He fruitlessly sought jobs in corporate legal departments and government before getting a temporary Justice Department gig in Newark. Mr. Van Lonkhuyzen obtained a permanent New York DOJ spot in 2009.
That relocation “was hard for us,” Ms. Morris says. But WEX “was a great fit for what I was looking for,” she says, especially since both she and her husband grew up in Maine.
https://www.firstsun.com/wp-content/uploads/2018/03/Spousal-Relocation.jpg8531280First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-10 15:03:062020-09-30 20:48:32Your #Career : To Help #WomenAdvance, Their Trailing Spouses Get #JobHunting Aid…More #Employers Ease #Relocation for #FemaleManagers by Offering to Help in Husbands’ Search for #Work .
So you finally found it–your dream job. There’s just one little problem: The job description rattles off a list of qualifications and experience that you don’t quite have. Talk about discouraging.
But even if you don’t check all the required boxes, you should still apply. Why? According to Jason Patel, founder of Transizion and former career ambassador for George Washington University, you may still catch a recruiter’s eye. For example, “There might be keywords on your resume and cover letter that impress or appeal to the hiring manager,” he says. “The key is to get an interview. If you can get your foot in the door, you’re on the right path.”
Serena Holmes, CEO and hiring manager at Tigris Events, agrees. “We cannot forget the human factor,” she says. “Hiring and interviewing for a position is an extremely emotional job. If you land the interview and connect with the interviewer on an emotional level, they may disregard the fact that you are not 100% qualified for the job they are hiring.”
So how do you get your foot in the door–and what do you do in an interview to prove you are the right guy or gal for the job? Here are five ways to compensate for a lack of experience.
1. CUSTOMIZE YOUR RESUME WITH KEY TERMS
“The worst thing a seemingly underqualified candidate can do is apply with a generic resume,” Patel warns. “If you’re already at a disadvantage, then you shouldn’t dig yourself deeper into the hole.” Instead, study the job listing carefully, focusing on the requirements and qualifications for which the company is looking. “If your experiences match with those terms–look at the action verbs–then put those on your resume,” Patel says. That way, you’ll pass through an initial filter, whether by a machine or a human.
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Sometimes, all it takes to avoid the slush pile is a little name recognition. And one way a hiring manager or recruiter might get to know you and your name is through social media. So, before you apply, “use your social media presence to interact with various aspects of the company,” Holmes recommends. “Plus, comment and share the company’s blog posts and the other components of their social media activity.”
An elevator pitch is a synopsis of your experience that you can rattle off quickly–hence the elevator part–that describes why you’re the perfect person for the job. “Your elevator pitch should consist of what you’ve done, what you’re doing, and where you’re going,” Patel advises. It’s often used in response to “tell me about yourself,” a question that most recruiters and hiring managers will ask in an interview. So, “Prepare a two-minute answer for the [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][inevitable] interview elevator pitch,” says Patel. Having a succinct, thorough answer will impress them.
4. LINK UP
If you can find the hiring manager or the head of the recruiting department, you can “stand out by connecting with them on LinkedIn, liking their content, and creating and sharing your own content,” Holmes says. “This will keep you top of mind and help you catch the recruiter’s eye.” It’s also worth reaching out to current employees of the company to find out what it’s like to work there, and maybe even eventually asking for a referral.
Even if you’re convinced you don’t have the qualifications to snag the job, don’t let a recruiter or hiring manager see your concern, Patel encourages. “Sounding confident is a key to human communication,” he explains. “Many professionals climb the ladder by acting and sounding confident.” But how, as they say, can you fake it until you make it? “Talking points that help you speak in a clear and confident manner will allow you to project charisma and confidence,” Patel points out, “and that is always a good thing.”
This article originally appeared on Glassdoor and is reprinted with permission.
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Motivation isn’t a switch that you can turn on or off. At work you’ve probably found that motivation comes pretty easily when the company is doing well, and your efforts are rewarded. When a company is in trouble, however, it’s not always that easy. You might be expected to take on additional responsibilities and pull extra hours, but without the recognition and compensation that you would have received when the company wasn’t in crisis mode.
Many workers today accept that job security is not as prevalent as it once was. Allison Gabriel Rossetti, an assistant professor of management/organization and psychology at the University of Arizona, says that when it comes to jobs,”There’s definitely been a lot more volatility.” When a company experiences volatility, it can bring a sense of uncertainty among its employees. “We know from a job-stress perspective that ambiguity and stress is going to hinder an employee’s well-being,” Gabriel Rossetti adds.
There are steps you can take to maintain your motivation. With the right attitude, you might just be able to turn the worry into a career-growing opportunity.
When you’re worried about the security of your job, taking on any extra work might be the last thing you want to do. But Gabriel Rossetti says that offering help when you smell trouble in the company is a great way to increase your motivation. She suggests telling your manager that you’re sensing some problematic signals, and that you’d love to help out in any way to move the company forward. By doing this, you’re focusing on solutions rather than ruminating on the problems. And when you feel like you’re making progress, even incrementally, motivation is easy to come by, as Jane Porter wrote in a 2016 Fast Company article.
GET IN TOUCH WITH YOUR INTRINSIC, RATHER THAN EXTRINSIC VALUES
Motivation comes from wanting something. During tough times, it can be difficult to rely on extrinsic motivation like snagging that title change, or a bonus or raise that you might not receive this year. Intrinsic motivation, however, is easier to tap into. When your “why” for your work is more than just your paycheck, you can derive happiness in doing the work itself. In Are You Fully Charged? The 3 Keys To Energizing Your Work and Life, author Tom Rath cited a research that discovered West Point cadets who enrolled due to intrinsic motivation (i.e., desire to serve) were more likely to graduate, become commissioned officers, receive promotions, and stay in the military than those who enrolled to get better jobs and make more money. Gabriel Rossetti suggests asking yourself the following questions: “I entered this job and company for a reason. What were the values I saw here? What are some things I do in this role that reflects those values?”
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FIND AN ACTIVITY OUTSIDE OF WORK THAT GIVES YOU MEANING
If the crisis has forced you to take on activities you care very little about, but life circumstances dictate that you need to stay in your company, find an activity outside of work that can give you intrinsic meaning. This way, you’re not coming to work deprived of that fulfillment and into an environment where everyone is on edge. And as Jared Lindzon previously reported for Fast Company, certain hobbies like improv can even train you to thrive in uncertainty.
FOCUS ON ONE SMALL SUCCESS A DAY
When it seems like a company’s situation presents a barrier to your long-term career, it’s easy to focus on the things that you’re not accomplishing. But chances are, you’re probably still experiencing small successes every day, but you’re not seeing them as a “win” because you’re too focused on the “bigger” task of navigating the company crisis. Completing a project is a win, and so is making that difficult phone call when you really didn’t feel like making it. As Vivian Giang previously reported for Fast Company, “Small wins matter big. It’s that tinge of excitement that helps us move forward during that long, uphill battle. Small wins signal to our brain that progress is happening, and big results are just around the corner.” Now that’s motivation.
https://www.firstsun.com/wp-content/uploads/2016/04/free-woman-thinking.jpg49127360First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-09 16:29:092020-09-30 20:48:33Your #Career : How To Stay #Motivated When Your Company Is Going Through A #Crisis …It can be Hard to Stay Positive when you’re an #Employee in a Struggling Company. However, there are Things you Can Do to Create #Motivation When Things are Difficult at Work.
If you’re already unemployed and looking, anyone you meet will see what they can do for you, but they won’t know why knowing you benefits them. That’s understandable, since at that point your only goal in building a network would be to help yourself.
In reality, it’s best to make networking part of what you do at all times. When you have a job, it’s OK to network with an eye on the next one. In fact, it’s easier to set up your next position when the people you will be connecting with hear about your long-term interest rather than an immediate need.
What Should You Do?
Even if you have a steady, stable job you like, it’s important to have an eye on tomorrow. That does not mean you’re angling to leave, or are even particularly open to a new position — it just means you’re banking relationship capital for a future day.
This could be a somewhat passive activity where you simply make an effort to attend industry events and meet more people. The best bet, however, is to use the fact that you don’t need anything from potential connections to build some new relationships.
One great way to do that is to seek out people at companies where you might want to work or in jobs you may want to hold. Introduce yourself, explain your situation and ask for an informational interview or even to have a cup of coffee.
This tactic also works well if you’re considering a potential geography switch. When planning a visit or vacation to an area you may someday want to live in, make a few appointments with potential employers. Let them know your future plans and any connections you may have to the area (family, property ownership, etc.). That way, if a job comes up, you won’t be treated as an out-of-town applicant.
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Networking can take on a lot of forms. You may consider volunteering or working with industry groups on projects that are outside the realm of normal business. Even something like joining a softball team increases the number of people you know.
It’s also a good idea to raise your profile outside your own company. That could mean speaking at industry events, contributing to trade journals or participating in after-work events.
Keep It Going
The hardest part of networking on a long-term basis is keeping up connections. That person who had coffee with you two years ago probably won’t think of you when a job comes open if that was your only contact.
Keeping in touch has gotten easier in the social media era. Make connections on all the leading platforms as appropriate, and interact with your network. Make a point of having a personal interaction a few times a year — anything from getting together to sending a holiday card.
Put the effort in to keep your connections from going cold. If you do that then your network will be there either when you need a job, and may even surprise you by putting an opportunity on your plate when you did not expect it.
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It’s not that hard to update your resume when you’re applying for the next role up the ladder in your field. You’re an associate operations manager trying to become a senior operations manager? Just show how what you’ve already done qualifies you to do similar things at a higher level.
Things get trickier when you’re trying to change industries. You’ve got to rebrand experiences here as transferable qualifications there. You need to explain why you’re a better hire than the candidate who’s spent their whole career in the field you’re trying to get into. And you’ve got to decide which parts of your experience just aren’t relevant anymore.
Figuring this out is a highly situational challenge–what works for one career changer’s resume might not work for another’s. But Erica Breuer, founder of Cake Resumes, says there are some straightforward dos and don’ts that can point you in the right direction.
DO: INCLUDE GROUP WORK
“I often work with career changers who don’t feel they have the right to include projects on their resume that were a team effort, especially when these projects fell outside of their normal job duties,” Breuer tells Fast Company. But it’s precisely those experiences you’ll want to rely on the most. “Including them, while nodding to the team-based or ‘special projects’ nature of the work is the way to go,” she says. “If it happened, it’s a fact, and it can go on your resume.”
Think of it this way: The tasks that are small, routine, or specialized enough for you to complete on your own may not be that relevant outside your industry. But bigger, collaborative projects tend to involve processes and challenges of a higher order, which draw on skills that just about every employer needs–no matter their field.
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“Many career changers get the advice to tweak job titles on their resume to look like the perfect fit. This almost always backfires,” Breuer explains. “It risks looking dishonest or, worse, the self-assigned titles they create add confusion more than they align them with a new path.”
While you can’t control your past job titles, you can control how you describe what you accomplish while you held them. Breuer’s suggestion? “Add a tagline of sorts to the true job title, one that states experience related to the new career direction, for example; ‘Director of Operations—Global Recruitment & Talent Acquisition.’” This way a hiring manager in the HR field, which you’re trying to get into, can spot right away that your operations role had to do with recruiting and talent.
(SOMETIMES) DO: DITCH STRICT CHRONOLOGY IF YOU NEED TO
For job seekers with a lot of experience, it’s common to truncate anything that came before the past 15–20-year period. But Breuer says this rule doesn’t always suit, especially “when you have an early-career experience that applies to an upcoming career change. Drawing this line is important, but so is sharing the details relevant at this very moment. If you’re not doing that, the resume is pointless,” she points out.
So feel free to shake up the chronological approach if you need to. “There are a number of ways to loop early experiences back into a resume without the kitchen sink-style timeline,” says Breuer. For example, you might try breaking your work history into subcategories like “Technical Experience” and “Managerial Experience.”
DON’T: GO TOO BROAD
A final common mistake Breuer sees pretty often among job seekers hoping to change careers is “expecting their resume to do too many things at once,” she says. “They want to capture their career wins, life story, hobbies, and persona as a whole, when a resume actually functions best when it’s a compelling and conciserecord of your experiences as they pertain to the role at hand.”
When you’re worried about being under-qualified, you might be tempted to overstuff your resume to compensate. Don’t do that. The key is to give recruiters and hiring managers a clear narrative about why you’re the best fit from the role because you’d be coming at it from a nontraditional angle. No, that won’t be the full story of your career, but it will probably be the most effective one for this opportunity.
To take some of the pressure off, Breuer suggests remembering that your resume–while important–is only one piece of the self-portrait you’re presenting to employers. She adds, “It should stack with other branding platforms, such as a personal website, LinkedIn profile, or even a cover letter, in order to tell the whole story of who you are and the value you bring.”
https://www.firstsun.com/wp-content/uploads/2017/05/Change-Direction.jpg450970First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-07 14:32:332020-09-30 20:48:34Your #Career : Changing Careers? Here’s Exactly What To Put On Your #Resume And What to Leave Off…
Clarity powers productivity. And it does so for anyone and everyone. Here are seven of the most important ways:
1. Uncommonly clear goals
A clear destination opens the door to action. Specificity is the key here. When you know exactly what you are trying to achieve, you are able to focus. You don’t have to waste time guessing, fishing for more information, or convincing yourself that you are on the right track. You are also less likely to be distracted by peripheral issues, unimportant details, or totally unrelated diversions. Specificity increases focus and focus generates speed.
Overall productivity depends on the productivity of each individual hour. Hour by hour clarity may save only 5 minutes here and 10 minutes there, but those really add up. However, more often than most people realize or are eager to admit it, a little uncommon clarity saves entire hours.
To achieve ultra-productive clarity, ask yourself constantly what must be different at the end of the hour.
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Even if you have a clear goal, you won’t be very productive if you don’t know how to achieve your goal. If you feel you are faced with an impenetrable jungle, you will not be ultra-productive. However, if you have reliable, repeatable method that you trust to get you good results, you can fly through the work with ease. Tried and true methods power productivity. If you don’t have a clear method as you are about to start a task, stop and establish one. The alternative involves wandering around, in and out, back and forth.
3. Shared process clarity
We’ve already talked about the value of process. Let’s take that a step further. When you and your co-workers have a shared understanding of a process, you will all be much more productive. You can synchronize your efforts and focus all of the brainpower. Synchronized focus and a clear series of steps powers team productivity.
Too bad so much of the workday is spent without this shared process clarity. This is true for pretty much any activity less well defined than your leanest production processes. It is incredibly true for your meetings, email, conversations, planning, problem solving, and decision making – all the activities that you don’t even think need, or even use, processes.
4. Clear, transparent decision-making
We make thousands of decisions a day. And every decision is an opportunity to waste time, stress out, and make a mistake. This is especially true for group decisions, which often go on and on and around and around. If there is one activity where shared process clarity could make an enormous difference in productivity it is decision making.
I have yet to encounter an organization with a shared decision process. And yet without one, groups typically conflate the multiple steps in any decision into one muddled conversation. To make matters worse, they aren’t always even focused on the same decision. When I listen in, I can typically count five distinct decisions under discussion simultaneously even in the most focused, most earnest, smartest group. And when I provide that clarity and enumerate those decisions, suddenly it is obvious what decisions need to be made and in what order. It’s like opening the starting gates for racers. Clarity starts everyone running, and in the same direction.
Clear, effective decision processes increase productivity in another way as well. If you follow a good process, your decisions are more likely to be accepted. Furthermore, even your bad decisions are likely to be defended! Think of all the time currently spent worrying about buy-in, making decisions by consensus, and trying to make people believe they are being heard (a.k.a., manipulating them). You can eliminate all that wasted time with a clear, effective, and transparent decision process (see 7 Rules Naturally Clear Leaders Follow When Making Decisions).
Forbes.com | March 4, 2018 | Ann Latham , CONTRIBUTOR
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When the seasons change from winter to spring, flower bloom and nature is abuzz with new growth. Be inspired by the scenery around you by considering a job change. Switching companies or roles can reinvigorate your career and offer some of the perks you’ve been wanting: unlimited PTO, a matching 401k, ample parental leave, learning and development programs, and commuter assistance.
Dust off your resume and refresh your cover letter. Here are 20 companies hiring like crazy this month.
Advisor Group Where Hiring: Phoenix, AZ: Oakdale, MN; Atlanta, GA; Jersey City, NJ & more. What They Do: “Advisor Group Inc. is one of the nation’s largest networks of independent financial advisors serving over 5,000 advisors and overseeing approximately $180 billion in client assets.” What Employees Say: “The best reason to work for Advisor Group is that there is so much room for growth. The leadership team is awesome. The CEO actually listens to regular employees. The best part is the fact that they actually pay attention to employees who go the extra mile. You are able to be evaluated by your clients and Advisors. Great place to build relationships with some of the best Advisors in the country. The teams are strong and go the extra mile to help each other. The best part is that Teamwork actually makes the Dream Work. I loved working for this company.” —Former Technical Services Processor
Hilton Where Hiring: Santa Barbara, CA; Austin, TX; Portland, OR; Birmingham, AL; Boca Raton, FL; Hawaii; Omaha, NE; Seattle, WA & more. What They Do: “Hilton is a leading global hospitality company, spanning the lodging sector from luxury and full-service hotels and resorts to extended-stay suites and focused-service hotels.” What Employees Say: “I work at the most beautiful resort with amazing views, food and amenities. I pinch myself daily and can’t believe I work here!” —Current Associate Director of Catering
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Aurora Health Care Where Hiring: Oshkosh, WI; Milwaukee, WI; New Berlin, WI; Green Bay, WI & more. What They Do: “Aurora Health Care is an integrated, not-for-profit, and all-for-people health care provider serving communities throughout eastern Wisconsin and northern Illinois.” What Employees Say: “It’s a teaching hospital and they are very good with teaching new employees, interns, volunteers, etc and the workers are very understanding and compassionate people.” —Current Pharmacy Technician
Skullcandy Where Hiring: Park City, UT; London, England; and Salt Lake City, UT What They Do: “If your head craves sweet tunes, Skullcandy has a treat for you. The youth-oriented firm designs and sells edgy, stylish headphones, ear buds, docking station speakers, and other audio goodies, as well as apparel and accessories.” What Employees Say: “Great culture that offers flexibility and interesting work. Good if you are motivated and self directed needing little to no direction.” —Former Employee
National Debt Relief Where Hiring: New York, NY; Los Angeles, CA What They Do: “National Debt Relief was founded on a simple, powerful idea: people should be able to live their lives without the stress and anxiety of overwhelming debt.” What Employees Say: “Been with the company for a couple months now. This was the best training I’ve had starting at new job and preparing myself to be one of the best in the company. Supervisors are very helpful and will provide tips. Great environment. Fun and motivating. Like the different start shifts very helpful traffic wise if you are driving from far.” —Current Debt Specialist
LogMeIn Where Hiring: Boston, MA; London, England; Mountain View, CA; Dublin & more. What They Do: “Simplifying how people interact with each other and the world around them to drive meaningful insight, deeper relationships and better outcomes for all has helped LogMeIn grow to become one of the world’s top 10 SaaS companies.” What Employees Say: “LogMeIn is on an incredible journey. Each quarter the bar is raised and the growth and innovation continues to accelerate. Employees of all levels have plenty of opportunity to grow their skills and career. Bill Wagner is a world class CEO and is focused and fearless.” —Current Sales Manager
RetailMeNot Where Hiring: Austin, TX; Phoenix, AZ & more. What They Do: “RetailMeNot, Inc. is a leading digital savings destination connecting consumers with retailers, restaurants and brands, both online and in-store.” What Employees Say: “I work with smart, nice, collaborative co-workers who are solving interesting problems to grow the company and deliver savings to consumers in new and innovative ways. Some part of my work is fun every day and a large part of that is due to company culture and nature of the business.” —Current Senior Product Marketing Manager
Workday Where Hiring: San Francisco, CA; Salt Lake City, UT; Pleasanton, CA; London, England & more. What They Do: “Workday is a leading provider of enterprise cloud applications for finance and human resources.” What Employees Say: “The company is true to its values, starting with an investment in, and strong commitment to, its people. As an employee, I have always felt very fortunate to work for such a great company, but when the entire management team was pulled into a two day off-site to learn more about how we can do even more to support our employees, I realized just how special this place is. It provides a fast faced environment where hard work and fun go hand in hand.” —Current Employee
Brunswick Where Hiring: Lebanon, MO; Largo, FL; Clarkston, WA; Palm Coast, FL; Chicago, IL; Fort Wayne, IN; Lowell, MI; Vonore, TN & more. What They Do: “The company is a global manufacturer of marine, recreation and fitness products. Its largest business segment, marine engines, comprises outboard, inboard, and sterndrive engines, propellers and control systems.” What Employees Say: “Lots of room for employees with traditional jobs to move up. A great variety of Brunswick companies have a lot of opportunities to grow and make a good living at the same time.” —Former Project Manager
Union Pacific Where Hiring: Rawlins, WY; North Platte, NE; Chicago, IL; Saint Paul, MN; Roseville, CA; Cheyenne, WY; Houston, TX & more. What They Do: “One of America’s most recognized companies, Union Pacific Railroad connects 23 states in the western two-thirds of the country by rail, providing a critical link in the global supply chain.” What Employees Say: “Challenging work, professional growth opportunities, held accountable and rewarded when perform; Very competitive Benefits package.” —Current Employee
Dollar General Where Hiring: Vallejo, CA; Ravenna, OH; Springfield, IL; Monee, IL; Ashland City, TN; Wilmington, DE & more. What They Do: “Dollar General helps shoppers Save time. Save money. Every day!® by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, housewares and seasonal items at everyday low prices in convenient neighborhood locations.” What Employees Say: “Unlimited growth potential on the corporate and retail side. Positive financial growth & rate of expansion. Great mission and vision (“Serving Others”)” —Current Talent Acquisition Representative
Hensel Phelps Where Hiring: Phoenix, AZ; Sacramento, CA; Honolulu, HI; Orlando, FL; El Paso, TX; Fairfax, VA & more. What They Do: “We construct great buildings and our people are our greatest assets; empowered to make decisions and trained to make the right ones.” What Employees Say: “Hensel Phelps is employee owned and puts a lot of time and effort into producing the best employees. Benefits for employees are the best among all GC’s and better than a majority of other companies outside of construction, they set up their employees to be set up for life, even when their careers are over.” —Current Office Engineer
Procore Technologies Where Hiring: Los Angeles, CA; Willmar, MN; Portland, OR; Austin, TX & more. What They Do: “Procore Technologies provides cloud-based construction management software to clients across the globe.” What Employees Say: “Some of the best people I’ve ever worked with. Passionate, Intelligent, Driven, and Humble. The company makes every effort to hire A+ people and then has a high trust of their employees once they get there. Things like unlimited paid time off, amazing benefits, rad work spaces, and kombucha on tap really are a manifestation of the values of the company.” —Current Customer Success Manager
Redfin Where Hiring: San Francisco, CA; Albuquerque, NM; Rockville, MD; Allentown, PA; Salt Lake City, UT; Atlanta, GA & more. What They Do: “Redfin is a next-generation real estate brokerage with the mission to redefine real estate in the customer’s favor through a combination of technology and service.” What Employees Say: “Great balance between a small company and a large company: small enough that things move fast, big enough to have the infrastructure to get your job done.” —Current Employee
Camden Property Trust Where Hiring: Fort Lauderdale, FL; Englewood, CO; Houston, TX; Charlotte, NC; Mission Viejo, CA & more. What They Do: “Camden Property Trust is one of the largest publicly traded multifamily companies in the U.S. Operating as a Real Estate Investment Trust (REIT), we own, develop, acquire, sell and manage apartment communities in 14 major markets with more than 1,700 employees nationwide and headquartered in Houston, Texas.” What Employees Say: “They actually care about you as a person and everyone is incredibly friendly. I was heartbroken to leave the company due to family issues but still the best company I have every worked for.” —Former Employee
Cylance Where Hiring: Irvine, CA; Washington, DC; Austin, TX & more. What They Do: “Cylance is revolutionizing cybersecurity with products and services that proactively prevent, rather than reactively detect execution of advanced persistent threats and malware, enabling a level of security that far exceeds the effectiveness of current industry solutions deployed throughout enterprises, government and institutions worldwide.” What Employees Say: “Cylance made a broken industry relevant again. Cybersecurity and Artificial Intelligence are going to be critically important for the foreseeable future and Cylance combines the best of both.” —Current Employee
Samsung Semiconductor Where Hiring: San Jose, CA; Pasadena, CA; Cedar Rapids, IA; Seattle, WA & more. What They Do: “Samsung Semiconductor, Inc. (SSI) is a wholly-owned U.S. subsidiary of Samsung Electronics Co., Ltd.—the industry’s leader in DRAM, NAND Flash, solid state drives, mobile DRAM and graphics memory.” What Employees Say: “Company is headed in the right direction, great technology, good and dedicated employees. Everyone is committed to winning and making the company successful.” —Current Employee
Treasury Wine Estates Where Hiring: London, England; Oakland, CA; Eastern, KY; Napa, CA; Western, NE & more. What They Do: “With over 14,000 hectares of vineyards, 70 plus wine brands and over 3,400 global employees, Treasury Wine Estates brings together some of the most popular and collected wines from Australia, California, Italy and New Zealand.” What Employees Say: “Treasury Wine Estates is full of passionate, knowledgeable employees who truly enjoy their job. I have had a wonderful time in my employment here finding myself jumping up in the morning to fulfill a career that excites me.” —Current HR Employee
Experian Where Hiring: Schaumburg, IL; San Francisco, CA; Nashville, TN; Austin, TX & more. What They Do: “Experian is the leading global information services company, providing data and analytical tools to our clients around the world.” What Employees Say: “Great place to work in friendly, collaborative environment, as evidenced by long average tenures. Flexible work environment. Strong upper management team. Good benefits including employee stock purchase plans.” —Current Analyst
Bloomberg LP*Hiring Engineers Like Crazy!* Where Hiring: San Francisco, CA; New York, NY; London, England; Princeton, NJ & more. What They Do: “Born in 1981, Bloomberg is the world’s primary distributor of financial data and a top news provider of the 21st century.” What Employees Say: “You’ll succeed at Bloomberg if you work hard, pay attention, have high ethical standards. Editorial is fun as you’re working with some of the best talent around and you get to try new things. The perks and benefits are amazing: not just the famously free food, but the annual summer parties, insurance plans, retirement match, museum memberships.” —Former Employee
https://www.firstsun.com/wp-content/uploads/2014/06/PeopleAwaitingInterview.jpg8001200First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-06 16:37:012020-09-30 20:48:35Your #Career : 20 Companies #Hiring Like Crazy in March 2018 ……Dust off your #Resume and Refresh your #CoverLetter. Here are 20 Companies #Hiring like Crazy this Month.
Let’s be honest–which, we admit, may be slightly ironic for an article about lying–and confess we’ve all been tempted to lie in an interview. But most of us also know telling whoppers will get us nowhere fast, and so we give it to a recruiter straight–for better or worse. Unfortunately for recruiters and hiring managers, however, not all job candidates are so scrupulous.
So how can they spot a liar? And what should they do once they do? Sharlyn Lauby, president of ITM Group Inc. and founder of HR Bartender, has some expert advice for exactly how to navigate this tricky situation.
First, “If a candidate is truly lying, it’s important for the company to realize it prior to the person being hired,” Lauby says. “If the candidate lies about their knowledge, skills, or abilities, they could be placing the company and themselves at real risk.”
To spot a liar in an interview, Lauby suggests paying attention to three key factors:
1. CONSISTENCY
Over the course of the interview process, consider asking the candidate the same question multiple times to see if you get the same answer each time. “For example, ask, ‘Are you able to work nights, weekends, and holidays?’” Lauby says. “If a candidate says ‘Yes!’ during the first interview but hesitates during another one, it’s a red flag that the company should try to get an honest answer.”
2. WATCH OUT FOR TOO-GOOD-TO-BE-TRUE STORIES
You know the saying: If it sounds too good to be true, it probably is. “This isn’t to say that incredible candidates don’t have great stories to tell,” Lauby says. “But if a story sounds too good to be true, a hiring manager can ask some follow-up questions to make sure the candidate can explain the story in detail. For example, if a sales manager exceeded their sales goal by 500%, he should be able to provide specifics. In fact, he should want to.”
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According to Lauby, “Short answers and fidgety body language might be an indicator that a candidate is uncomfortable responding to certain questions, such as, ‘Why did you leave your last employer?’” But that’s not always the case–so be careful when studying a candidate’s body language and tone.
“[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Nervousness] can also be a sign the interviewer isn’t doing a good job of making the candidate feel welcome,” Lauby warns. “Hiring managers need to learn how to make candidates feel at ease, so they are open [and honest] with their responses.”
If you feel you’ve got a liar in your midst–or your office, as the case may be–your first step is to ask clarifying questions and for specifics to see if the candidate is able to back up any inconsistent or wildly positive past experiences, Lauby says. “For the body language situation, offer to give the candidate a tour,” she suggests, “and then resume the interview. See if that helps [the candidate to relax and open up]. Or have the candidate speak with another manager and see if he or she gets the same vibe.”
The important thing to keep in mind, Lauby says, is “the hiring manager [should be] absolutely, positively, totally, completely sure that the candidate was lying” before discounting or dismissing a job candidate. “I understand being suspect about a response,” she says, “which is why hiring managers should ask probing questions to get additional information. And don’t forget that all of these questions need to be legal.”
FastCompany.com | March 5, 2018 | BY JILLIAN KRAMER—GLASSDOOR 2 MINUTE READ
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The most effective teams have regular, intense debates. The ability to disagree without causing offense is a crucial precondition for good communication and problem-solving. Yet whenever we ask the managers we speak with what they’d prefer–a team that’s almost always harmonious or one that has conflicts and arguments–the vast majority vote for the latter.
Not only is harmony overrated, but it undermines innovative thinking, particularly the kind that diverse work cultures are supposed to generate. Rather than encourage your team members to come to agreements quickly, effective managers do the reverse: They help their teams disagree–productively.
GROUND RULES FOR HEALTHY DEBATE
Teammates want the opportunity to challenge each other. As long as discussions are respectful and everyone gets a chance to contribute equally, most people thrive on this kind of debate, finding it not only intellectually stimulating but also helpful for unearthing the best solutions.
What’s more, teams typically feel more bonded and more effective when they have challenging discussions regularly, trading a wide range of ideas and perspectives. That’s even true when those debates get a little heated. After all, this is the whole point of diversity and inclusion–it’s about bringing in people whose points of view differ in order to spark new ideas and ways of looking at things. But facilitating these conversations takes some ground rules, like these:
Treat each other with respect, and challenge the position, not the person.
Listen to one another carefully before responding, and ask for clarification if needed. Gather facts; don’t jump to conclusions.
Come to the debate ready to present facts and data, not suppositions.
Do not compete to “win.” Debates are a chance to find and test the best ideas and to learn, not to score points.
After the team makes a decision collaboratively, everyone needs to respect and support it, even if they have their own reservations.
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Mark Beck is the CEO of JELD-WEN, a global window and door manufacturer with 20,000 employees. He believes it’s leaders’ jobs to step in and protect people when things get heated–which they sometimes still do, even after laying down solid guidelines.
In some cases, Beck says, he might take the side of a person whose view is under assault, even if he personally doesn’t necessarily agree with it. This isn’t gamesmanship, it’s to show that the person is offering up a reasonable way of thinking that should be respected. “The attacker usually steps back a little and softens their tone when a leader does that,” he told us.
And, Beck adds, managers must take the lead in getting everyone to participate by posing the right questions. Here are six great questions we’ve heard effective team leaders like Beck throw out in debates:
That’s a good thought. Could you walk us through the process you went through to reach that conclusion?
What rules should we be breaking here?
What’s our biggest risk in this, and what’s our fallback position?’
What if we did nothing at all–what would happen then?
Are we missing or forgetting anything?
Aside from earning us a profit, how would this decision change lives and make the world a better place?
Beck said that smart questions can encourage active debate when a team has plateaued or is stuck in a safe zone. At times of such inertia, he’ll tell his direct reports, “The only way you can get your topic on the management-team agenda is to frame it out as a question, and collectively we have to come up with an answer.”
CHANGING THE QUESTION
These six questions aren’t the end-all-be-all, though. Sometimes you need to reframe a question you’ve already asked and revisit it from a new angle.
The Best Team Wins: The New Science Of High Performance by Adrian Gostick and Chester Elton
When Beck arrived at JELD-WEN, the company’s focus was on getting ready to issue an initial public offering (IPO). He changed the question to, “How do we get ready to become a Fortune 500 company?” JELD-WEN did wind up issuing a very successful IPO in 2017, “but,” says Beck, “that’s been because we were focused on building a Fortune 500 company,” he said. “If we had just focused on the IPO and seen that as the finish line, I don’t think our story would have resonated with investors in the same way.”
And ironically enough, because his teams stick to respectful ground rules while they disagree, Beck estimates that they’re able to come to a consensus about 99% of the time. “If it’s done right, there’s usually no need for a leader to have to make a decision–it’s become obvious to everyone.”
And from there, Beck says, his job is actually pretty easy: “I might just say, ‘Let me summarize what I think we are all saying’.”
FastCompany.com | March 5, 2018 | BY ADRIAN GOSTICK AND CHESTER ELTON 4 MINUTE READ
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Your perfect job with the perfect company may not be advertised. So, how do you find gigs from within the hidden job market? You ask about them. Here’s how to write a letter of interest that will get you noticed… and maybe even result in a job.
Years ago, before I was the full-blown word monkey that I am today, I relocated to a new city. I’d left a job I loved — doing marketing for a dog grooming school. I knew I wanted to keep working in a field related to both marketing and pets. But I also knew that, in the small city I’d moved to, that was going to be a pretty slim job search net to cast. I’d have to get creative.
I set my sights on a large, upscale pet boarding kennel. I wrote the kennel’s owners a letter of interest, including clips from a portfolio of marketing materials I’d created, and asked them if they needed some help from an experienced pet industry professional to build their brand even further.
Although the kennel didn’t have an opening, or any role related to marketing, they did call me in to chat. Two weeks later, they created a position for me and I was employed doing something I enjoyed in an industry I loved.
Why Write a Letter of Interest?
The letter of interest is a job prospecting tool. Job hunting legend has it that 70 to 80 percent of open positions are never advertised. Although that figure is probably way higher than it should be, the truth is there are potential job opportunities out there that you’re not catching as you look online.
Say you’re intrigued by a young startup and you wish they were hiring for a position that fit your skills. You could haunt the careers page of their website and hope for the best, or you could write a letter of interest to introduce yourself and begin the networking process. Which do you think will yield the best results?
A letter of interest may not get you immediately hired, but it has many advantages. It shows you have both interest and initiative — two things employers are always looking for. It also demonstrates your ability to market yourself through personal branding. In many cases, your letter will be regarded as a formal request to be considered for employment, so it will become part of a human resources file. When a position does open, guess whose letter and resume will be at the top of the pile instead of buried under a mountain of applications?
Your goal is to find out exactly what the company of your dreams looks for in an employee. Then, you’re going to become that person — the mythical Ideal Candidate.
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The first and most important thing to remember about writing a letter of interest is that it’s a business letter — treat it like one. Use the standard business letter format. Be professional.
Here’s a tip: Being professional doesn’t mean being stuffy. It’s always a good idea to try to match the communication style of the company you’re reaching out to. Look at their marketing copy, job postings and website. If their approach to communication is more casual, yours can be, too.
2. Find the right contact.
Even if you have to call the company, get the name (and possibly the email address) of the best person to contact with your inquiry. If you do call or email to ask for a contact name, be direct. Say, “I’m interested in learning more about employment opportunities in your [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][department]. Would you tell me the name of the person responsible for hiring those positions and the best way to contact them?”
3. Research the company.
I scored that marketing job in a long-ago time before the Internet was mainstream. When I wrote my hard copy letter and prepared my clips, I didn’t even know what a letter of interest was. I was operating on instinct. You have the advantage of a ton of information right in your pocket anytime you need it. Let’s use it!
Your goal is to find out exactly what the company of your dreams looks for in an employee. Then, you’re going to become that person — the mythical Ideal Candidate. Check the company’s social media feeds and the careers and culture pages on its website for clues about the type of people they hire. Read job descriptions for their open positions; they’ll give you insight even if the jobs aren’t a fit for your talents.
Learn about their brand style — are they funky and fun or conservative and all business? Mirror that style to show that you’d be a good cultural fit.
Unlike a cover letter, where you’re homing in on skills and traits for a specific position, a letter of interest should demonstrate to the employer that you have a variety of skills that would make you a great fit in lots of different places. Think broadly and you’ll open more doors. What skills would make you an asset to the company?
The key to a successful letter of interest is not in showing off what you can do, but in showing what you could do for the company. Demonstrate excitement, not arrogance.
5. Keep it short, but write it powerfully.
Hiring managers and department heads don’t have a lot of extra time to read your magnum opus on why you’re awesome. The key is to be brief but memorable. Make every word count.
Let’s start with the simple stuff first! (You do know what day it is, right?) You’ll need this only for hard copy letters; in email, the date stamp is fine.
Contact Information
In a hard copy letter, put your contact info here. Include your phone number and email address. In an email, include your contact information after your signature instead.
Here’s a tip: You don’t have to put Phone: and Email: in front of your phone number and email address. That’s just clutter. The hiring manager probably won’t have trouble figuring out what that ten-digit number and the thing with the @ symbol are.
Salutation
Greet the hiring manager or department head by name. And please do your best to find a name. (See Tip #2!) Avoid “To Whom It May Concern.” Nobody ever got truly concerned with, or even interested in, an email that began thus.
Opening Paragraph
Briefly introduce yourself and tell the hiring manager why you’re writing. Share your enthusiasm for the company — why do you want to work there?
Qualifications/Experience Paragraph
Talk about what you bring to the table. Let the hiring manager know why hiring you would add value to her team. Demonstrate the qualities you have that mesh well with the company’s mission and culture. (This is why you did all that research!)
The key to a successful letter of interest is not in showing off what you can do, but in showing what you can do for the company. Think in terms of excitement, not arrogance.
You’re not going to close by saying something like “I hope you’ll keep me in mind if you have an opening in the future,” right?
Never! You’re better than that.
Close by asking for something. Use a call-to-action (CTA) to encourage the hiring manager to connect with you. You might ask for an informational interview — an opportunity for you to sit down with the hiring manager and learn more about the company.
Letter of Interest Example:
Dear Mr./Ms. Last Name:
I’ve been following the Alpha Beta Company’s trajectory since it launched in 2007. When the company reached 10 million active users last month, I thought about how exciting it would be to be part of a team with the potential to grow that number to 20 million and beyond. I’m writing you to express my interest in joining your team and to learn more about upcoming employment opportunities.
I’ve been a user acquisition manager at XYZ, Inc. for five years. At XYZ, I developed the go-to-market strategy for new apps and performed analysis to calculate how our campaigns influenced user engagement. As you may know, XYZ operates in a smaller niche market. Even so, during my time with them, XYZ’s user base grew from just five hundred beta users to over 3 million today. In the ten years since I graduated with a bachelor of science in business and marketing from Great Big University, I’ve managed and launched hundreds of successful marketing campaigns on channels ranging from print media to social media to videos.
I’m excited by the idea of working in a larger market and for a company that is constantly innovating and recognized as an industry leader. I’ve enclosed my resume, which outlines my experience and skills. I’d love to sit down and talk with you about Alpha Beta’s explosive growth and new user acquisition strategy. Would you be open to meeting with me at your convenience?
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