Tips for Asking Friends and Family for Job Search Help

Tips for Asking Friends and Family for Job Search HelpTips for Asking Friends and Family for Job Search HelpAsking family and friends for job search help is a great way to hear about job opportunities. Your friends and family care about you, and most of them will gladly help you in any way they can. However, there are ways to reach out to friends and family that are mora helpful than others. Read below for tips on how to network with family and friends, as well as examples of letters requesting job search help. Tips for Asking Friends and Family for Job Search Help The best way to reach out to family and friends is through an email or letter. Read below for advice on how to write the most effective letter. Be specific. Your friends and family will be able to help you better if you tell them what you are looking for. Are you hoping for job leads? Informational interviews? New contacts? Let them know what you want so that they can help you.Keep it short. Your letter should not be t oo long your friends and family are busy and will be more likely to read a shorter letter or email. You might even use bullet points or a list to make it easier to read.Attach your resume. You might attach a resume to your letter or email to provide more information to your friends and family. This will also allow you to keep your letter shorter. Send some personalized letters. If you have particular friends or family who you would like to ask a specific favor perhaps they work at a company you want to work for, or they have a contact you would like to meet send them individualized letters. This will increase your chances that those people will respond to you.Be patient. Its hard to be patient when youre job searching, but its important. Wait a couple of weeks or even a month before sending one short follow-up email. In this email, say you are still job searching, and would still appreciate the assistance. Avoid sounding frustrated or upset. Be thankful. Individually thank every p erson who offers you help with your job search. Even if their advice was not particularly helpful, you would want to express your gratitude. Who knows when you will need their job advice again? It is important to remain kind and considerate. Also, remember to offer your help when someone you know needs a new job. What to Include in Your Letter or Email You will want to include a brief, friendly introduction to your family and friends. After your introduction, explain that you are looking for a new job. Provide a very brief explanation of your background (a description of your belastung 1 3 jobs), your ideal job, and a list of 3 5 companies you would love to work for. You can include this information in paragraph form or in a list. After this, explain what specifically you are looking for from your family and friends, whether it is alerts on job openings, informational interviews, or something else. Conclude with a thank you to express your gratitude. In your signature, include contact information even if they are friend and family who know your contact information, it is still useful to include this. Sample Letter Asking Friends and Family for Job Search Help Dear friends and family,I hope all is well As many of you know, I have been working as a marketing assistant at XYZ Company in New York for the past four years.I am currently looking to relocate to Washington, D.C., and am searching for a new mid-level marketing job in the city.If you hear of any open positions in marketing (particularly within the nonprofit sector) or can think of any contacts you might be able to put me in touch with, Id greatly appreciate hearing from you.Ive attached my resume Id appreciate any help you can offer.Thank you all so much I look forward to catching up with each of you soon.Best,Firstname LastnameEmailPhone ExpandSample Follow-up Letter Asking Friends and Family for Job Search Help Dear friends and family,I hope all is well Thank you so much for all the leads and adv ice you have sent me so far as I look for a new marketing job in Washington, D.C. (specifically within the non-profit sector).I just wanted to let you all know I am still looking for a job opportunity, so if you hear of any open positions, or can think of any contacts you might be able to put me in touch with, Id greatly appreciate hearing about them.Ive attached my resume once more Id appreciate it if you could show it to any contacts you have in the industry.Thank you againBest,Firstname LastnameEmailPhone ExpandSample Personalized Letter Asking for Job Search Help Dear Aunt Elizabeth,I hope you are doing well It was so nice to see you and Uncle Jim at the Christmas party last month.As I believe my mom told you, after three years working for XYZ Marketing Company in New York, I am moving to Washington, D.C. I am currently looking for a mid-level job in marketing, specifically within the non-profit sector.I remember you telling me that you are former colleagues of James McMartin of ABC Advertising Agency. Do you think you would be able to put us in touch? I would love to ask him for an informational interview. He is so experienced, and Id love to hear his advice about the marketing industry in D.C.Thank you so much in advance. Talk to you soonLove,First nameEmailPhone Expand

GoDaddy Promoted 30% More Women This Year ( Theyre Hiring)

GoDaddy Promoted 30% More Women This Year ( Theyre Hiring)GoDaddy Promoted 30% More Women This Year ( Theyre Hiring) How To Handle Grief In The Office Today, internet company GoDaddy released its annual diversity report which revealed that the promotions of women jumped 30% since 2016. Like many tech companies, GoDaddy has publicly prioritized diversity and inclusion in recruiting and retention. And their work has paid off.Thanks, in parte, to work with the Clayman Institute for Gender Research in overhauling culture and enabling managers to consider all employees as potential candidates for promotion regardless of hand raising, GoDaddy has made significant headway in promotions especially in the ranks of female engineers.In September, Glassdoor spoke with Katee Van corno, GoDaddys Vice President of Global Engagement & Inclusion about the companys 180-degree turnaround. Once known for its bro cult ure and scantily-clad models in ads, Van Horn says a change was made when current CEO Blake Irving took the helm five years ago.I joke with people that Im never, ever going to get away from those commercials, ever, admitted Van Horn. Five years ago we made a change, our new CEO said were done with those commercials and it has been a great way to share that the internal culture that we have had for years is reflected in our external marketing. Instead of talking about ads, were talking about our products were talking about amazing work.Van Horn revealed that instead of simply recruiting more women and underrepresented minorities to improve their diversity numbers, the company pivoted internally.We said were notlage going to recruit a bunch of diverse employees until we have the right culture in place. We didnt want to hire a cohort of people, then have them come in and say This is not the place for me this is not the culture that I was sold by the recruiter. So we wanted to make sure it was definitely a place that they would feel included, they would feel like they could do the best work of their lives.Irving told Fortune Magazine , the 2017 diversity report doesnt tell the whole story. I think progress isnt just measured in numbers, the real jump is in womens promotion trajectory, he explains.Van Horn agrees. Its about the culture, the work, and are people able to show up as themselves at work, she told Glassdoor. And thats really what we have built that Im really proud of and excited to be a part of.GoDaddys 2017 diversity report also revealed that the number of women at the company increased by two percentage points since last year, from 24% to 26%. Meanwhile, 31% of senior leadership teams now consists of women, up from 26% in 2016.In spite of the progress, GoDaddy shows no signs of slowing down or backing off its commitment to inclusion. The Arizona-based company is using its best product to recruit and retain top talent of all backgrounds. We ask our emp loyees to share their stories, says Van Horn.We also have a great Medium series that is called GoDaddy Brave . It features different stories from folks that have gone through a journey, whether thats gender transition, working in a job they didnt love and then coming to GoDaddy and finding their place. Whatever it might be, whatever their story is, they get to share those and then we share them broadly and ask people to go to share on social media because telling the stories - like those one-on-one conversations with someone at a recruiting event- is great. Thats a huge win for everybody.Watch Katee Van Horn discuss GoDaddys approach to diversity in recruiting at Glassdoor RECRUIT

Fired for a SoliloquyThe Case of Office Hamlets

Fired for a SoliloquyThe Case of Office Hamlets Fired for a Soliloquy- The Case of Office Hamlets Should the boss or manager do anything with that information?On-Stage Muttering before an Unseen AudienceThe hypothetical situation described is somewhat like that described by NG (abbreviated here to prevent compounding his professional misery by identifying him by his real-name-handle) in a forum at City-Data.com, a huge Illinois-based social networking and information site for U.S. cities, with lots of employment-related postings (total postings more than 11,000,000)Well, I worked at a call center for ATT (Sales and Services). On the 11th of this month I was dealing with an irate customer. After the customer hung up, I said (expletive deleted) you Earlier today, my supervisor called me in for a meeting. She told me that corporate had heard my call. Apparently they can still hear after the call has ended and heard my remark.I had really great sales, always followed my call flow, my t alk time always met goal, and my QA scores were always passing. My supervisor told me she tried to talk to corporate to save me but they didnt budge and told her to terminate me.That kind of schraubenmutter bleed can clearly get an employee into trouble and maybe, as in this case, booted out the door. I said somewhat like above, because the call center werber was on the job at the time of the incident, rather than in some remote free-time location.But what about cases in which being overheard is neither expected, nor in the workplace itself (e.g., in abedrngnisher amtsstube-buildings elevator or the mens room on aelendher floor), nor a risk inherent in the companys monitoring policies or technology (e.g., calls that continue to be recorded for quality assurance even after the phone portion of the call ends)?Terminated NG (which is not short for No Good) made the fatal slip of staging a crude soliloquy while at work, without realizing that even if all the worlds a stage is not true, the office is certainly one- and like most stages, one with an audience, perceived or not.Say Something, See Something (Happen)OK, so he got caught. Should his ears-like-a-dog supervisor treat it as water under the bridge, or as fire that will burn NGs bridges behind, under and ahead of him?Setting aside the legal issue of whether an employee could conceivably be fired for muttering something (besides threats) no one but the person responsible for firing him hears, there remain two other issues important enough in their own right to warrant exploring them the strategic and moral questions associated with firing a venting office-soliloquizing Hamletoverheard while at the workplace.overheard while elsewhere (on rough analogy with being caught red-handed on off-site (red)Facebook)But before exploring the rights and wrongs of such Hamlet firings, it is wise to be aware of the smarts A smart call center agent will realize that for as long as 10 or 15 seconds after the customer has hung u p, the recording software and call configuration, e.g., ring and tone VOIP, can continue recording.This was confirmed by the agent in a call to my bank and is otherwise a common occurrence. So, employee beware (Employer- enjoy the surveillance bonus)Likewise, a client or customer response after an agent disconnect could possibly be recorded for a few seconds, thereby providing information about whether or why the agent call disconnect was one-sided. Forgivable Water- or Fatal Fire- under the Bridge? So, how should the boss or HR manager respond, if at all? For a moment, consider the possibilities from the strategic and moral point of view (rather than from the legal standpoint). The possible strategic and moral responses as alternatives to firing includeDont react No harm done, you say, because the customer had already disconnected, literally, if not emotionally. Besides, although the question as to what the law in fact allows is set aside for the moment, to the extent that the law may be vague, flexible, variable (e.g., depending on the region) with unforeseen consequences for the company, that uncertainty can give enough pause to justify not reacting.Against this mellow non-response and despite whatever legal fuzziness there may be in firing the agent, it can be argued that the potential for disaster on this and future occasions was and is unacceptably huge. Suppose the customer had merely dropped the phone and then picked it up to resume listening, creating the false impression of a call disconnect. If that didnt happen during the recent call, the harm done is that a potentially disastrous habit would be reinforced by a supervisory or monitors non-reaction.Check the employees file for any mention of Tourettes syndrome This may sound like a joke, but the point is that it may be worthwhile to search for extenuating circumstances, such as acute stress- especially if the employee in question is otherwise a valuable company asset. This makes sense from the finan cial strategic perspective, for obvious reasons, such as cost-saving staff retention and avoidance of possible law suits (even if frivolous).Whats more, if private mutterings are going to be sufficient for the firing of that employee, a precedent will have been established for firing, instead of rehabilitating, reprimanding or otherwise retaining the next out-of-line office Hamlet- which can lead to (more) cases of If it aint broke, dont torch it.Another posting on the city-data site claimed that a boss who fired a customer service rep for cursing under his breath in the presence of a customer also bragged about what a great employee the rep was before that incident.However, the cost-benefit picture here differs from that of the possibly corrigible office Hamlet who does no immediate harm, since there was a probably adversely affected third party, the customer, present at the time of this separate multi-person incident.Schedule sensitivity training for staff To maximize the likeliho od that the offending Hamlet would get the rehabilitative message without having to be singled out (which can have damaging consequences of its own), arrange a sensitivity training session, or, more simply, just have a short meeting about the issue, to nip it in the (already partially blossomed) bud. The point can be hammered home by making it clear that the meeting was called because of such an incident and that the culprit has been identified (without revealing who it is- which will, in any case, be unnecessary, since the gossip mill will shortly fill in that blank).Notify the union, if there is one At the risk of finding yourself embroiled in a debate or law suit about employee free-speech rights, you could raise the issue with the employee union rep, if there is one. That just might have some effect.Review the tape to assess and improve agent-customer procedures and relations Sitting down with Hamlet and reviewing the interaction with the customer could prove invaluable in sever al ways1. It restores a collaborative tone to the working relationship, as an offset to whatever sense of alienation that may have been a factor in his outburst.2. It offers a valuable data-mining opportunity for the purpose of analyzing and improving the formats, protocols, procedures, etc., of agent-customer (scripted) interactions.3. It allows the agent to salvage his self-esteem and add positives to the negative experience.4. It is likely to engender gratitude in the agent that can translate into better performance.5. If proposed in a non-threatening, conceivably even light-touch way, it could make the agent comfortable with using the tape as a group lesson- this, however, being the least likely outcome.Focus on the employees intentions, not on the consequences of his behavior In ethics, a big fuss is made about the distinction between the moral (de)merits of intentions vs. the moral (de)merits of consequences of ones actions. Since we are certainly more directly responsible fo r our intentions than for the consequences of our actions, it seems reasonable to argue that the office Hamlet should be morally judged by what he intended than by the unintended consequence(s).Equally importantly, if, on the other hand, it is insisted that consequences count more than intentions, the office Hamlet should still not be fired, because there were no dire consequences, save for the above-mentioned risk of reinforcing his monologue habits by failing to react in any way whatsoever- which, as shown above, is only one of the many available strategic and moral management responses.From this moral perspective, there is only one proper response to an office Hamlet who has done no harm and who, in a thought-to-be solitary moment, mutters x*%x or asks, To be, or not to be?Let him be.But make him learn.

4 Lessons You Learn From the Job You Hate - The Muse

4 Lessons You Learn From the Job You Hate - The Muse4 Lessons You Learn From the Job You HateOnce upon a time, I worked at a company that made me absolutely miserable. I cried every Sunday evening, because the dread of Monday approaching was almost too much to bear. I needed to set my alarm clock across my bedroom to make sure that I could actually drag myself out of bed. I spent my days feeling deflated and disheartened.notlage exactly the fairytale-style opening you were hoping for, right?But- lets face it- when you hate your job, life is far from a fairytale. In fact, it can be downright dismal. Believe me, Ive been there.However, while that misery-inducing gig might be terrible, its far from pointless. There are quite a few valuable things you can learn from toughing it out in a punkt that makes you cringe, sigh, and cry.Not convinced? Here are four lessons you can take away from working in a position you absolutely hate.1. Always Look on the Bright SideSpoiler alert Life isnt al l sunshine, rainbows, unicorns, and puppies. Even when you manage to escape that hated position, youre still going to have to deal with circumstances and scenarios that are less than ideal- often on a frequent basis, unfortunately. Thats just life.Luckily, youll become pretty well practiced in the art of looking on the bright side. After all, what could be a greater test of your positivity than sticking it out in a job you loathe? Whether its the delicious and free catered lunches or that project that actually seems tolerable, youre learning how to tune out the cons and place more emphasis on the pros. Trust me- that ability to avoid letting negativity consume you in favor of making the most of the cards youre dealt is a skill that will benefit you through the rest of your career.2. Commitment Is KeyBig changes dont happen overnight- this much you know. And, having to head into the office day in and day out when youre desperately eager for something better requires a hefty dose of p atience and commitment. Yes, you very well might be working on getting yourself a job that youll actually enjoy. But, the world doesnt work on your timeline, and youll likely need to sit tight and hold steadfast until a greater opportunity lands in your lap. Patience is a virtue, after all. So, the fact that you can manage to show up and crank out quality work- even though you feel like youd quite literally rather do anything else? Well, thats a great lesson in commitment and dedication- two qualities that virtually any employer will admire and applaud. 3. Dont Sweat the Small StuffYou know how when youre already in a bad mood, even the smallest, most minuscule things manage to wiggle their way under your skin and drive you positively crazy? Those little things that youd normally let just slide off your back end up pushing you to the absolute brink.Theres no doubt that this same philosophy applies when you hate your job. That co-worker who wont stop smacking her gum or your companys ancient software- theyre all just one more reason you should hate this terrible employer and position of yours. But, by now you know better than to lose your cool over those minor annoyances- it only serves to make you look bad. So, as nutty as it might make you, remember that this dreadful experience is teaching you a valuable lesson in taking a deep breath and letting things go. Hey, a little more oil in your feathers is never a bad thing. 4. Theres Value in Every ExperienceThere are likely a lot of things youre not getting out of that loathsome job. Maybe thats fair pay, a supportive team, or useful and transferable skills. But, you can bet that theres at least one key thing that dreaded position is giving you The knowledge of what you absolutely dont want in your next gig. I know, that information likely isnt as enjoyable as a hefty paycheck or amazing co-workers. But, dont sell it short Sometimes identifying what you dont want can be even more valuable and helpful than determi ning what you do want.So, use that knowledge to make choices as you move forward in your career. At least you know one thing Itll help you avoid winding up in that same situation again. Unfortunately, most of us have had to cope with those terrible jobs that truly put us to the test. And, while putting up with a gig you hate isnt fun, that doesnt mean it isnt valuable.In fact, there are several important lessons you can learn from your sigh-worthy position. So, take note, put them to good use, and youre sure to live (or, rather, work) happily ever after. There- now thats a fairytale ending you can live with. Photo of unhappy worker courtesy of Jose Luis Pelaez Inc/Getty Images.

The Characteristics of Resumejobs

The Characteristics of Resumejobs If you enjoy operating heavy duty machinery and take pleasure in outdoor job, employed as a forklift operator is a great option. If you dont supply the info necessary for the hiring agency to find out your qualifications, you may not be considered for the job. Even in the event that you would settle for nearly every job, you should be specific once you write your objective. If youre attempting to acquire work in accounting or finance you require averystrong resume. You do not need to incorporate every responsibility you ever had. Sales is much like customer service as salespeople can be effective in a variety of industries. The health care industry can be quite competitive. Unique kinds of work in the food service industry require resumes with lots of the exact skills. In the majority of instances, a common hiring manager is faced with numerous stacks of applications, and he or she has only a little quantity of time to acquire through them. At the close of the day, job seekers want to use their resume to extend the very best presentation possible. Dont forget that recruiters may see the name of the file that you send them and also try to remember they get a lot of resumes every single day. Federal jobs often need you to have experience in a particular kind of work for some period of time. Lets look at a favorite work-from-home job advertisement from U-Haul. Include your extracurricular activities like clubs and sports youve been part of. In the instance of being fired, you dont have to compose the word fired. To learn more on what it requires to be a Merchandiser, take a look at our complete Merchandiser Job Description. Resumes give potential employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. They are the primary tool that people use for their job search. In terms of prior jobs, most job seekers wish to return as far as possible sinc e they wish to impress hiring managers. To begin with, it is going to help you figure out if youre missing any vital skills that recruiters are seeking. Hiring agencies will try to find particular terms in your resume to make certain that you have the experience theyre seeking. Resumes could be organized in various ways. All About Resumejobs Be certain to highlight people skills and that you understand how to close a deal. You are able to display your work history, but in addition fill in more space by talking about your abilities and other knowledge youve got. Perhaps your skill set is entirely different. Technical skills are either something youve got or you dont, but theyre always something which youre able to learn. If you are fired from work, your very first feeling is most likely one of panic. Simply take some time to think about all the wonderful things that you can do. Technically, theres no correct or wrong method to list your experiences. Just dont forget, just l ike the remainder of the resume, make certain youre consistent. To assist you in getting started, have a look at the sample job descriptions below. With some crucial info in the ideal order, everyone can create one. You must keep your resume short and sweet, but still consist of enough excellent information to generate an impression. Have a peek at these examples to choose which format is most appropriate for you. Building a resume can be a difficult task especially if youve got no prior work experience. A fundamental job resume is great for candidates that are fresh out of college and are probably searching for an expert start. Consequently, the resume will keep evolving at each step in anybodys career. While all resumes should offer information on your work and education experience, in addition to your abilities and accomplishments, there are various ways to present this info.

Spark a Conversation Lying Candidates in Video Interview - Spark Hire

Spark a Conversation Lying Candidates in Video Interview - Spark HireHere at Spark Hire, we want to help companies utilize the power of online video to find the best candidates. We get a lot of questions from readers about best practices for using online video in the hiring process. These posts will address those questions about how to find your next superstar employee.Question How can I tell if a candidate is lying in the video interview? -William from Itasca Thank you for your question, William. It is so important to hire people who are honest about their background, their qualifications and skills. With the job market still not where we want it to be yet, there are tons of job seekers out there that would do anything to get the job they need. That includes exaggerating, and even lying, on their resume and in the job interview. As the employer or hiring manager, it is your job to do whatever you can to ensure that your candidates are feeding you the truth because even high profile job candidates may be fibbing.Remember back in May of last year when then-Yahoo CEO Scott Thompson was fired for lying on his resume? Thompson lied on his resume and said he had a degree in computer science when, really, that degree was non-existent for him. So even those that seem as though they are telling you the truth may be lying. This means you need to be on your guard and take special notice of your candidates in the video interview.QuestionsOne of the things you can do to ensure your candidates tell you the truth is to watch how they answer your questions on their background and past experience. Do they seem uncomfortable talking about their past work, or do they take too long to answer your questions? It may be because they are searching for an adequate answer since they dont have an honest one. Are they trying to spin their background and having trouble pinpointing specifics? If so, watch out because they may be lying to you.Body LanguageAs hiring manager you should be pay ing attention to a candidates body language already, but especially if you feel a candidate is lying to you. Watch for behavioral clues for the body language of a liar. Are they constantly touching their nose or nonchalantly covering their mouth with their hands? This is a sign that whoever is speaking to you is lying about what they are saying, and they are subconsciously trying to cover it up. Are they fidgety and uncomfortable when you try to discuss their past experience? They may just be a nervous candidate, but if they are particularly fidgety when discussing a certain topic, look out.ReferencesOf course, the best way to check out your candidates validity is to check out their references. Are they who they say they are? No matter what you should be checking the references of your top candidates. You cant afford to hire someone that is willing to lie about their skills and past work experience. Contact references and make sure everything checks out.It may not always be easy to tell when a candidate is lying to you, but keep behauptung few tips in the back of your mind and take care to notice body language. The way someone moves and the eye contact they give you can say much more to you than what is coming out of their mouth.Do you have a question you need answered? Spark a conversation with the Spark Hire team by submitting your question to blog(at)sparkhire.com or in the comments below.