How to Find a Job Thatll Last for Years

How to Find a Job Thatll Last for YearsHow to Find a Job Thatll Last for Years Turnover causes upheaval for employees and employers alike. Turnover is costly, chaotic and disruptive. So how do you throw down roots and find a job where you can thrive, long term? Approach your job search as you would any other professional endeavor, with meticulous care and preparation. Distinguish yourself as an informed candidate , learning everything you can about any prospective employers youre considering. Its more than just good job search strategy according to Glassdoors Employer Retention Study , employers that hire Glassdoors informed candidates see higher zurckhalten rates. While searching for a job can be a challenge, its also a transitions thats rich with promise maybe this is a pivotal opportunity where you grow into your true professional self and stay happily positioned for the long term. How do you garner that kind of success? Distinguishing yourself as an informed can didate is impressive, and it can lead to greater longevity in the position you secure Glassdoors Employer Retention Study reveals that job candidates who use Glassdoor data to aid their searches have a 30% higher retention rate than their peers. Glassdoor provides a trove of valuable information, including company reviews, that give you an insiders glimpse into the companies youre considering. Its helpful to read what current and past employees write about their experiences. Its also beneficial to learn about the leadership and to see how the CEO ranks. This can aid you as you prepare and as you generate your questions for the interview team. Doing this research demonstrates that youre the kind of interviewee who companies want to meet, not just because it suggests that youre a person who is well-researched and engaged, but it also indicates that, if hired, you are likely to get onboarded faster and exhibit greater productivity. Glassdoors Employer Retention Study confirms that employers can increase retention by hiring Glassdoors informed candidates. Its a win-win for those on both sides of the table.In a Glassdoor study on why employee leave their jobs, compensation is implicated as a significant cause The study found that most job transitions were upward moves, with 63 percent of job moves resulting in the same or higher pay for workers. Another Glassdoor retention report, Why do Workers Quit Factors that Predict Turnover , notes Pay also matters for employee turnover. We find that a 10 percent increase in base pay raises the likelihood by 1.5 percent that the average employee will stay inside the company when moving to their next role.Remember, when youre negotiating salary that bolstering base pay has implications related to your longevity in the position. Use Glassdoor data to conduct your research with this in mind. The first step in salary research is to know what range to target. Its not necessary for this figure to be anchored in what you curr ently earn in fact, in some states its now illegal for employers to ask about your previous salary. Instead, an estimate based on your title, location, experience and current employer is a more representative starting point for salary negotiations. Glassdoors Know your Worth tool will give you a custom estimate of your base pay, using these factors. This way, if you didnt earn a raise in your last job, you were filling a lower-level role or you started your job at a lower salary, you wont carry a discrepancy into your new position. Next, peruse the salaries that are available at the companies youre considering. Examining salary range data can give you a sense of what the pay scale looks like for prospective employers. Preparing to nail your salary negotiation is important. Securing a better starting salary for yourself means that every raise that incrementally bolsters that base pay will be higher. Its another way that informed candidates platzset themselves up for success.Ben efits are a key part of the compensation picture. Remember to examine the benefits summary, and pay attention to the employee comments about benefits. Benefits are a core part of compensation that you can use to leverage your salary negotiations and earn what will secure a lasting fit for you. Glassdoor gives past interviewees a platform to detail their experiences. Review their feedback to learn what types of questions may be posed and what format your meeting might follow. Having a sense of what you can expect can put you at ease and make you feel more prepared and focused. Thats step one in impressing your interview team and finding a job that truly suits you. You have the tools at your disposal to target more than just a next gig. Use Glassdoor to do the research that finding fit demands. After all, youre not aiming to punch a clock, youre targeting the job that fits your life.

Whats the cost of happiness $95K, says this study

Whats the cost of happiness $95K, says this studyWhats the cost of happiness $95K, says this studyWeve all heard the saying money doesnt buy happiness. But researchers know that income is indeed associated with happiness.According to a recent study published in the journal Nature Human Behavior by Perdue University, people generally need about $65,000 to feel happy, but they need closer to $95,000 to feel financially secure. What may be even more interesting? Having more money than that threshold may actually decrease happiness.What do the numbers say?In 2010, a Princeton University study found that people are happiest with an annual income of about $75,000.And this new study seems to confirm this - that people are emotionally at their best and happy on a day-to-day fundament when making between $60,000 and $75,000. However, Perdue researchers found that $95,000 is the ideal income for life satisfaction when taking into account long-term goals and comparisons to others. They dubbed this overall assessment as life evaluation. (The numbers are for individuals, not households.)The amount varies by region and countryResearchers in the study used data from the Gallup World Poll, which surveyed 1.7 million people across the world. Unsurprisingly, the income needed for happiness depends significantly on where an individual lives. Thats likely because cost of living varies widely from country to country and rural versus urban areas.For life evaluation, ideal income ranges from $35,000 in Latin America to $125,000 in Australia and New Zealand.In general, people in Western Europe, North America, Australia, New Zealand, East Asia and the Middle East need higher incomes for both emotional well-being and life evaluation, while those Eastern Europe, Southeast Asia, Latin America and Sub-Saharan Africa need less.Happiness dipped with more moneyOnce individuals met their ideal income threshold, researchers found that having more money actually negatively impacts emotional wel l-being and happiness. Thats likely because after housing, utilities,student loan paymentsand other basic needs are met, people might be more likely to pursue werkstoff possessions and compare themselves to others. Turns out, this makes you less happy.At this point they are asking themselves, Overall, how am I doing? and How do I compare to other people?Andrew T. Jebb, the studys lead author and Perdue psychological sciences doctoral student, said in astatement. The small decline puts ones level of well-being closer to individuals who make slightly lower incomes, perhaps due to the costs that come with the highest incomes.As Jebb notes, this suggests that theres a limit to how happy money can make you and that there are other factors at play.Now that weve looked at how our income correlates with happiness, check outour analysis of how personality can impact how much money you make.This article was originally published on Comet.com.

Financial Analyst - Operations Sample Job Description

Financial Analyst - Operations Sample Job DescriptionFinancial Analyst - Operations Sample Job DescriptionFinancial Analyst Operations Sample Job DescriptionThis financial analyst-operations sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Financial Analyst Operations Job ResponsibilitiesAnalyzes financial status by collecting, monitoring, and studying data recommending actions.Financial Analyst Operations Job DutiesDetermines cost of operations by establishing standard costs collecting operational data.Identifies financial status by comparing and analyzing actual results with plans and forecasts.Guides cost analysis process by establishing and enforcing policies and procedures providing trends and forecasts explaining processes and techniques recommending actions.Improves financial status by analyzing re sults monitoring variances identifying trends recommending actions to management.Reconciles transactions by comparing and correcting data.Maintains database by entering, verifying, and backing up data.Recommends actions by analyzing and interpreting data and making comparative analyses studying proposed changes in methods and materials.Increases productivity by developing automated accounting applications coordinating information requirements.Protects operations by keeping financial information confidential.Maintains technical knowledge by attending educational workshops reviewing publications.Contributes to team effort by accomplishing related results as needed.Financial Analyst Operations Skills and QualificationsCorporate Finance, Developing Standards, Quality Management, Problem Solving, Process Improvement, Cost Accounting, Statistical Analysis, Financial Planning and Strategy, Reporting Research Results, Requirements Analysis, Financial SkillsFind out mora about recruiting tr ends inthefinance industry. Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Financial Analyst Operations Jobs and apply on now. Read more abouthow to hireCreating and Posting a Job in MonsterMaintain a Legal Hiring ProcessYour Hiring Goal Be the Dumbest One in the Room

Terminated from Employment Definition

Terminated from Employment DefinitionTerminated from Employment DefinitionWhat does is mean when someone is terminated from employment or dismissed from their job? Termination is when an employees job ends.There are two types of job terminations. Termination can be a voluntary termination of employment by the employee. Voluntary termination includes resignation or retirement.Employment termination can also be involuntary - when an employee is terminated by the employer. Employees can be terminated for cause. In that case, an employee is fired or dismissed from their job. Employees can also be laid-off when there is no work available for them. Dismissal From Employment Dismissal from employment (also known as being fired or let go) is the termination of employment against the will of the employee. Common Reasons for Dismissal Dismissal can be due to issues with the employees wertmiger zuwachs, but it also may be due to factors outside the employees control, such as downsizing, company restructuring, or the elimination of a position. Some common reasons for dismissal include poor performance or incompetence, attendance problems, and insubordination or other behavioral problems. Misconduct, or termination for cause, is another common reason for a dismissal. This is when employees are let go because of ethical issues, such as lying, falsifying information, stealing, or other major misconduct in the workplace. Warning Letters or Notices Prior to Termination Many employers have established procedures that managers must follow in order to terminate an employee. Typically, supervisors will be asked to document any problems, develop a performance plan to address issues and formally warn employees prior to terminating them. Warnings often follow a continuum of severity beginning with a verbal warning, proceeding to a written warning and eventually a final warning. Warning letters reference specific problem behaviors, attitudes, ethical or legal transgressions and performance issues. Goals for improvement are specified, and time frames for enactment of changes are established. Warning letters detail consequences, including termination, for failure to meet expectations. At-Will Employment and the Legality of Termination Employers are not required to provide a reason for dismissing an employee. This is because of at-will employment, which allows employers the freedom to dismiss employees, and employees to leave companies without providing notice. However, depending on company policy, you may be able to appeal. There are no laws designated for the sole purpose of protecting thewrongfully or unfairly unemployed. However,termination because of discrimination or retaliation is illegal under civil rights law. Some reasons for wrongful termination can include racial or religious discrimination, retaliation or payback, or refusing to commit an illegal act. Illegal Termination From Employment Dismissal from a position is illegal if an empl oyer fires an employee either for discriminatory reasons or in retaliation (for being awhistleblower, for complaining, for refusing to commit an illegal act, etc.). Illegal dismissal happens when an employer fires an employee in a way that breaks their contract or an employment law. A dismissal is also illegal if an employer does not follow the companys own termination procedures. If an employee believes he has been dismissed illegally, he can file a claim and take his case to court.If he wins the case, he may receive monetary compensation for being wrongfully dismissed. In lieu of compensation, another remedy is to reinstate the former employee back into the company. In addition to any compensation won by the employee, the law can also justify charging the employer for punitive damages.In the United States, punishment can vary on account of the countless state and federal laws surrounding this topic. Heres information on wrongful termination from a job, and when you can sue an empl oyer for wrongful termination. Unemployment and Compensation Benefits After Termination Unemployment - Your ability to receive unemployment and other benefits after being dismissed may depend on the reasons provided for your dismissal, as well as your state. Find out more about how to collect unemployment if you are fired.Severance Pay - Some companies may offer severance pay, particularly if the dismissal is due to company-related changes, such as restructuring.Dismissal Compensation - Many companies outline dismissal compensation benefits in their new hire handbook. Some offer weekly compensation for varying weeks with a cap or ceiling on the benefit. Others may offer a lump sum payment. However, there is no obligation for payment until you are covered by a contract or employment agreement that provides for it.

The Debate Over Finance Resume Examples

The Debate Over Finance Resume Examples If you think yur personal information may be used fraudulently, please contact your regional specialists. Students from all around the world prefer the fruchtwein innovative formats for writing resume. Its also valuable to review resume examples so that you can observe how yours compares. For more ideas on the best way to strengthen your program, have a look at our education and teaching resumes. More so, you could also select to turn in an application for a particular finance position by employing a targeted Resume Format. When it has to do with writing a resume, you might be knowledgeable about the resume objective as the preferred section to start with. Writing work application is often an intimidating challenge. If you must also go over the fundamentals of CV writing, be certain to have a look at our handy how to compose a CV guide. For example, your time management abilities or knowledge of particular computer programs would be u seful in most any location. There are a lot of online choices for creating design-worthy resumes. Apparently, it displays pertinent contact info and a summary of your abilities and experience. Together with helping with your layout, resume examples can allow you to see what type of content you should put in your document. Based at work and application type together with your profile and experience, you can choose anyone. If youre a fresher and most likely attempting to discover an entry-level job in a trustworthy organisation then you need to select skills related continue tag lines. Yes, its perfectly fine to create many resumes based on the sort of position you wish to submit an application for. If you need assistance figuring out the best way to do so, take a look at our office worker resume samples and expert writing tips. Finance Resume Examples Ideas The best thing about a finance resume is it opens the doors to quite a few exciting and intriguing career alternatives, and the majority of the career options connected with a finance resume permit you to help people. Your career objective is a chance for you to impress it to the employer immediately they start to read your resume which youre well suited for the finance job and deserve a chance for an bewerberinterview. Include different experiences within the field of finance that are not associated with your preceding work commitments. Identify the requirements of the particular finance job status in the company where youre applying at and incorporate your work ethics and individual characteristics that are aligned with the requirements of the company. Directly targeting the field that you wish to take within the field of finance will be able to help you limit your selection for the work position which you would love to submit an application for. Since detail-oriented and highly-skilled individuals are most inclined to be considered for a work interview within the area of finance, you want to b e certain that your resume can offer info regarding your technical abilities, abilities, and other regions of expertise. The finance business is an incredibly wide field as there are various businesses that need the expert services of finance professionals. In the industry sector, it can signify showing clients whether or not it is a great time to open a worldwide satellite. Eager to produce and maintain complex financial programs, centered on the providers fiscal systems health. The specialized objectives will help to create unique kinds of resumes according to someones need. State the knowledge areas in the finance industry that you know of and youll be able to implement should you get given the opportunity to qualify as an employee. Advised students of their obligation to offer accurate info and any consequences linked to their application and funding procedure.

The best places to work

The best places to work The best places to workPosted October 13, 2011, by Josie Chun Do massages, plush leather couches and chef-prepared meals buy workplace bliss? Gone are the days of the grey, small square office cubicles say hello to the workplace of the 21st century. Often looking strikingly similar to a childs playground, behauptung offices may have a firemans pole instead of stairs, an indoor pool, yoga lessons, and much more Investing money into workplace aesthetics such as floor plans, colour schemes and mood lighting, coupled with more flexible work practices and other benefits, seems to be the new way businesses encourage employees to stay motivated and prosper. And, it seems to be working. According to the 50 Best Places to Work in Australia list, published in June by BRW magazine, its also about culture at the heart of the companies that made the top 50 is trust, respect and camaraderie between management and employees. Its not just big businesses or creative indust ries that are providing this kind of environment. The Top 50 list includes everything from media organisations to law firms, but interestingly, IT and professional services companies make up almost half of Australias 50 best places to work. The shift towards innovative workplaces cuts across all industries and the IT sector is leading the way. Great places to work the survey The 50 Best Places to Work in Australia survey is based on research conducted by The Great Place to Work Institute, an organisation that has been doing studies globally for over 20 years. The survey was done in two parts the first part took into account the overall policies and procedures of the organisation and the second was a trust index completed by employees. The trust index measured companies against five benchmarks credibility, fairness, camaraderie, pride and respect. In the Australian survey for 2010, more than 16,000 employees from 160 companies were surveyed. This year, famously hip workplace Goog le was toppled from the top spot, ousted by data storage company NetApp, which came second last year. Coming in second this year was global alcohol maker Diageo, followed by Melbourne-based tech company OBS, then Google Australia and training organisation Sentis. What innovative or creative workplace practices does your company use or have you heard about? Leave a comment below and let us know. What employees want So what differentiates unterstellung companies and places them at the head of the pack when it comes to being the best? Gimmicky extras in the form of free massages, open-plan offices, modern colourful lounges and Krispy Kreme donuts are bound to take the edge off nine-to-five drudgery. Its all about wooing employees with new technology, fun perks and a modern office space to make them feel loved and secure. Some of the benefits enjoyed by employees of the top 50 companies include Friday massages, rostered days off, early summer finish times, chill-out rooms and in D iageos case, a bar Other prized perks include health-related extras like flu vaccinations and gym memberships. Such practices serve to not only attract and retain employees, but also increase productivity. In order to be creative and innovative, employees need the same kind of environment to flourish. The office is no longer about desks and fluorescent lights its about a comfortable, flexible, happy environment that allows workers to grow and invent. This is reflected in the company Diageo Australia ranked second on the Best Places list whose relaxed, colourful working environment has an open and lively ambience which encourages staff commitment and a strong work ethic (despite the bar). Offering these sorts of benefits and rewards is well worth the cost to employers. You could argue its a bit expensive to offer benefits, but its less expensive than suffering absenteeism and suffering a big turn-over of staff, BRW editor-in-chief Sean Aylmer told The Daily Telegraph. Extras ar e particularly appreciated in the wake of the GFC, and the pay-off is considerable. I think when you come through a really rough patch, if companies have done the right thing by their employees, employees tend to appreciate that more. Coming out the other side they are a bit happier, says Aylmer. The rise of the innovative workplace Its not just the physical advantages that make these companies great places to spend the hours of nine to five they are just the surface of a more deeply rooted philosophy. Key values in the new innovative workplace are trust and flexibility. No matter how much dosh is being doled out, loyalty and commitment are derived from non-financial rewards. Money cant buy you love, and being a great place to work does not mean paying over-the-odd salaries, says Gina McColl from BRW. As long as people are being paid the right amount of money, things such as career opportunities, worklife balance and the extent to which senior leaders provide inspiration and motiva tion make more difference to morale and productivity than a hefty pay packet. According to the survey, flexible working hours as well as health and training opportunities are the company benefits most valued by employees, and are the norm amongst the top 50. More than 70 per cent of companies on the list have flexible start and finish times and allow employees to work from home. Half also offer extra maternity benefits. It seems that increasingly more so this year than last year, people want to have flexible working hours and the ability to work at different places, not at the desk, so if companies can manage that it seems to keep staff happy, says Aylmer. Equally important is establishing a culture of trust, equality and transparency. The number one thing is that the culture of trust is all-important, and that mostly comes through with management being very transparent, impartial and equal in how they include people, stresses Aylmer. The best of the best So what enabled NetApp to wrest the top spot from Google and how could other companies take a page out of its book? The key lies in its perks, flexibility and culture of fun and innovation. The Sydney-based company offers its 149 staff health and life insurance, gym memberships, education benefits, bonuses and flexible work practices. And thats in addition to the Nintendo Wii and Microsoft Xbox game consoles, Friday massages and barista training. Other perks include 80 hours of training per annum and over $5000 for tertiary education, allowing staff an extra five days of paid leave each year for community service, a generous stock option plan and an employee referral program. And in keeping with the culture of equality, the local managing director occupies one of the smallest desks in the open-plan office. Google, too, while no longer ranked number one, has always been at the forefront of workplace innovation and has developed a corporate culture renowned for its fun and rewards. As one Google employ ee puts it, The more you can create an amazing culture for the employees, the better they will perform. One example of the level of freedom, trust and autonomy given to workers at Google comes in the form of what they like to call 20 per cent time. Employees are allowed to propose an idea for a product or service to their manager and, if approved, they can spend 20 per cent of their working time researching and developing it. Quite a simple strategy really, but well worth it for them Google Maps, Google Earth, Google News and Gmail were all created in 20 per cent time. It is examples like these successes such as NetApp and Google that keep the ball moving towards more innovative and flexible workplace practices in all industries. Not only does the top 50 list show job seekers and graduates what is possible in their career search, it also gives other companies an insight into how to increase employee productivity and keep up with their competitors in this shift toward a more fun and flexible working environment. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?menschenwrdig Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesbest jobs for 2020 graduates australiafuture of work the top jobs of 2025best careers for 2020 and beyond10 best jobs for the futurefreelance work from home australia CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJosie ChunRelated ArticlesBrowse moreCAREER INSPIRATIONEntrepreneurshipHow to Become A Professional BloggerIn recent years, social media has been revolutionising the way people find jobs. Social media is now becoming a job in itself, with many people turning their blog or websi te into a viable moneymaker.Where did the Socceroos go to high school? infographicHot off the back of a fearless display in the FIFA World Cup 2014, the Socceroos have shown us all what can be achieved with a little self-belief. Weve taken a look at where the squad learnt their R&Rs, before they were kicking goals on the world stage.EnvironmentalPlanet-saving careersIf youre concerned about the future of the planet and want to do everything you can to make a difference, then an environmental career could be your door to personal fulfilment and a more sustainable future.

Smart Social Media Policy for Healthcare

Smart Social Media Policy for HealthcareSmart Social Media Policy for HealthcareSmart Social Media Policy for HealthcareApril 16, 2012 BoernerIn California, a hospital employee posts a patients chart to Facebook and makes fun of the patient for seeking STD treatment and birth control.In Rhode Island, an ER doctor, distraught over the death of a patient, shares that shes heartbroken, switching the patients gender and how she died to protect her identity.In Wisconsin, an ultrasound tech posts that shes thrilled that one of her patients is having triplets.These stories demonstrate the use of social media in the workplace. And all three are violations of the Health Information Portability and Accountability Act (HIPAA) that could nab their employers up to a $50,000 fine.HIPAA Rules in a Social Media WorldBreaching patient confidentiality is a total no-go, and it has less to do with HIPAA than ur standards, said Will Weider, vice president and CIO of Wisconsin-based Ministry Health Care a nd Affinity Health System. At this point, I dont know that there are many grey areas.Indeed, Twitter, Facebook, Tumblr and other social media platformshave transformed the way hospitals market themselves and how patients find them.But when healthcare workers recklessly tweet, post to Facebook and share patients private health issues verbunden, it not only violates HIPAA, it also hurts the healthcare industrys ability to attract and retain patients.A clearly laid out social media policycan ward against such snafus. Yet only about 20 percent of hospital systems currently have a social media presence, with a larger proportion operating under general social media policies.Weiders policy, which is considered by some to be one of the most forward-thinking in the industry, went online in 2009.What that means, says David Harlow, principal of The Harlow Group, a Boston-based health care law and consulting firm, is that social media-naive healthcare groups may think a simple ban is preferable to having actual social media guidelinesin place.That doesnt work really well because people just use Facebook or Twitter on their smartphones, said Harlow, who blogs at HealthBlawg. They can snap a picture and post something inappropriate maybe even more easily from their phone than they can from a desktop computer.Social media in the workplace requires clear expectations and policies. Heres what every social media policy for healthcare organizations should include.Zero ToleranceEverything from posting a picture of an ER waiting room - where a victim of domestic violence could be sitting - to mentioning anything that identifies a patient, including their condition, prognosis or, as described above, how many kids they are going to have, has the potential to violate HIPAA rules.Its inappropriate to even acknowledge that someone is receiving care here, said Weider. A patients medical experience is their own to share and not something employees should ever disclose, especially on so mething like Twitter.Never AnonymousNext, explain to staff that no matter how well you try to camouflage a patients identity in buchen to share a story online, youre likely to fail.Were literally doubling the amount of data available online every couple of days, said Harlow. Something thats de-identified today will not be de-identified next week. Thats why people who blog about patient stories really need to come up with fictitious patients or composites, rather than basing their posts on actual patient histories.Never PrivateWhats a private network? asked Ed Bennett, a social media expert who also works with the University of Maryland Medical Center and sits on the advisory board for the Mayo Clinic Center for Social Media.What if you only have three Facebook friends in your group? What about 300 or 3,000? At some point, you cross the threshold.Since people can retweet, share and pass along whatever someone writes on a social network, your social media policy must communicate that whatever employees type into a keyboard is public - and, with online caches, permanent.The way we approach it is lovingly, the way you would with a family member, said Weider. When staff tweet about their work, they can assume it is being read by our patients and their fellow employees.Keep It RespectfulPatients should never see staff tweeting or updating their Facebook status. Theres never a time when you want to be looking at Facebook in front of a patient, said Weider. Thats never perceived as a positive thing. But on breaks and away from a patient, its fine.Keep It AliveFinally, its not enough just to have a social media policy, said Harlow. You have to train and periodically remind staff of it.Weiders Affinity Health System did an initial in-service on its policy and addresses social media in the workplace in annual employee refreshers.Harlow suggests revisiting the policy and offering staff refreshers every six months, as well as including your social media policy in employee onboarding sessions.You want the policy to be really alive among the staff, said Harlow.Pay OffOnce you have a social media policy that works to keep patient information secure, you get a surprising result, said Weider.Theres a huge potential benefit for our organization, he said. I wanted to attract tech-savvy employees who know how to leverage this technology. I didnt want a policy that would scare away the workforce I try to attract.Even better, says Weider, is that, People love working here, and they share the things happening at the hospital and clinic on social media.

Despite #MeToo, most women dont see a change in the workplace

Despite MeToo, fruchtwein women dont see a change in the workplaceDespite MeToo, most women dont see a change in the workplaceA disruption rumbled through American popular culture over the last year as the MeToo movement proved how widespread sexual misconduct is in the workplace and beyond. But despite heightened awareness about gender-based abuse and harassment, it seems that little discernible change for women has taken root at arbeitszimmer buildings across the country.Fifty-seven percent of women believe that in 2018 things stayed the same for female professionals in the U.S., according to womens career site Fairygodanfhrer December 2018 report on gender equality at work.That trend aligns with other recent surveys that arrived at similar conclusions by NBC News/Wall Street Journal poll found that in 2018, the same number of women_nearly two-thirds felt their male colleagues did not treat them as equals as when a similar survey was conducted in 1999. And, according to a report b y Pew Research Center, only half of the respondents thought men getting away with sexual harassment and assault in the workplace was a major problem and 20% believed the punktlicht on sexual harassment would actually result in fewer opportunities for working women down the line.If women will lose out on promotions and other opportunities because of a climate that discourages sexual misconduct, that may be because of blowback from men who are afraid of engaging with female colleagues, lest they be perceived as predators. When Fairygodboss surveyed men about MeToos impact on the workplace in April, the results showed that 17% of men were less likely to engage with a woman because of the movement. Similarly, Pew Research Center found that 55% of men felt it was harder for them to engage with women at work because of the new focus on sexual harassment.Fairygodboss co-founder and CEO Georgene Huang told Ladders that men choosing not to be alone with female colleagues to avoid being accus ed of misconduct poses its own legal questions. Its true that sexual harassment is against the law, but so is gender-based discrimination.You cant treat employees differently on the basis of sex, Huang said.Though men refusing to work with women will only contribute to inequalities, already, it seems theres a discrepancy in how both genders treat one another at work. According to Fairygodboss, more women reported being promoted by a female boss than men, while more men reported being promoted by a male boss that women. That tendency becomes a problem when women fill almost half of entry-level positions but only comprise 22% of workers in the C-suite, according to LeanIn.Orgs and McKinsey and Companys 2018 Women in the Workplacereport.Its not good news that our inherent biases are to promote people who are like ourselves, said Huang.There are ways to help women in the workplace - not only to prevent sexual harassment, but also to encourage them to stay in their jobs, Huang said. She called parental leave a no-brainer, but she tried to dispel misconceptions about which incentives women want most. Traditional values often inform our notion that women are most attracted to a job because of flexibility and work-life balance, but Huang indicated womens first priority is compensation.I think our data shows that equal pay is like the top of the list, Huang said. And yes, flexibility at work is really important.Huang expected more women to report change at their workplaces because of all the conversations she had seen about trending topics that represented awareness about sexual misconduct and womens lack of representation. She said she was surprised by how many women believed nothing had shifted since last year.But in her own view, cultural norms are transforming, though the tide is slow. Even the Google walkouts, she said, were a sign of a rising consciousness that did not exist a decade ago.I have to believe that the norms are shifting, Huang said. It may not be so mething thats fair to measure in one year.

The Power of Job Search Prioritization

The Power of Job Search PrioritizationThe Power of Job Search Prioritization1Finding a new job can take a lot of time and effort. How can you maximize whatever time you have available to get everything done? The truth is, you cant. Thats why its so important to be clear about your dream job- so you can maximize on your job search prioritization that will help you leapfrog your competition.Keep reading for five job search prioritization tips to boost productivity and get ahead in your job search1. Focus your search.Dont waste your time applying for jobs that arent likely to provide the salary, benefits, or growth opportunity you want- or that youre leid qualified for. Instead, spend that time on activities that are more likely to pay off, such as reaching out to colleagues in your field or applying for freelance, temporary, or contract positions at companies that can use your skills and expertise.2. Set daily goals.Set three goals every day and prioritize them A, B, and C. Make your g oals SMART (Specific, Measurable, Achievable, Realistic, Timely). For exampleA) Identify five potential employers by 500 p.m.B) Ask two people I know for connections in my desired field or company.C) Read three chapters of a self-help or job search-related book.3. Block out your time.Instead of making a to-do list, group job search activities into categories. Block out time in your schedule to work on one category at a time instead of flitting between tasks. Keep in mind that some activities need to be done during work hours, while others can be done after hours. Categories might includeSearching- Looking for whos hiring by using job seeker websites, classified ads, company websites (for job postings and application procedures), or job placement centers.Writing- Updating your resume, writing a 60-second elevator pitch, emailing friends and colleagues (especially those employed by companies where youd like to work), or sending private messages on facebook inc to ask for help, be it a dvice or connections.Networking- Making connections at live events and on LinkedIn and other social media sites.Following up and following through- Calling or emailing networking contacts or interviewers you havent yet heard back from, as well as following through on your promises to send resumes or other information.Researching- Researching trends in your industry and doing your homework on companies prior to interviews.Honing skills- Perform job search prioritization by attending a local gathering of Toastmasters to improve your public speaking skills or working on a certification.Meetings/Interviews- Got an interview? Schedule another meeting or two while youre out This may also be a good time to run any needed errands.4. Give yourself a break.Work at your job search prioritization with the same energy as you would work at your desired job, but also give yourself regular booster breaks. Plan to work without distraction for 60 to 90 minutes and then take a break. Choose to do some thing less mentally taxing like tidying your office area, checking your social media feeds, or playing your favorite game app. Go for a run. Meet a friend for lunch. Then get back to work. Taking a break will refresh your mind, body, and spirit and youll be more productive as a result.5. Be mindful of your happiness. Arecent groundbreaking study found a strong relationship between well-being and productivity. Participants asked to watch a 10-minute video clip of a stand-up comedian were 10-12 percent more productive than the control group. So go ahead and watch that funny video clip your friend posted on Facebook. Or start a gratitude journal and add one thing for which youre thankful every day. Hopefully, one day soon, youll be able to add, Landed my dream job.Findmore job search tips hereReaders, how have you accomplished job search prioritization? Tell us in the comment section belowDonna Smallin Kuper is a cleaning and productivity expert who writes for Quill.com. She is also th e author of a dozen best-selling books on simplifying life as The One Minute Organizer.