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The Best Time to Ace Work-Life Balance? On Vacation

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The Best Time to Ace Work-Life Balance? On Vacation</h1>
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Tips for having the best, most restful vacation possible.</h2>
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Think twice about packing your laptop for your vacation. Staying plugged in all the time has its drawbacks to both family fun and work productivity.</div>
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<span style="font-size: 14px; line-height: 1.5;">When it comes to</span><span style="font-size: 14px; line-height: 1.5;"> </span><a class="" href="http://money.usnews.com/money/careers/slideshows/20-work-life-balance-hacks" style="color: #005ea6; font-size: 14px; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/slideshows/20-work-life-balance-hacks">work-life balance</a><span style="font-size: 14px; line-height: 1.5;">, blend is the new trend – even when taking days off during summer months.</span></div>
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While you may wish things were different, the fact is that heightened job expectations have forced many vacationers to find ways to integrate the office into their downtime. In 2013, the American Psychological Association reported that close to half of American workers check work messages at least once a day while on vacation, when they are supposedly off the grid.</div>
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Staying plugged in all the time certainly has its drawbacks when it comes to focusing on family and fun, and can also lead to <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/05/07/why-you-should-unplug" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/05/07/why-you-should-unplug">ineffective performance at work</a>. Yet the APA research found that 56 percent of those studied felt that staying tethered during extended breaks from the office actually allows for greater productivity, while 53 percent feel it improves flexibility.</div>
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Whether you’re among those who value the increased ability to stay connected or wish you could ditch your smartphone for a few days (or weeks), there are always ways to improve your work-life blending skills. Here are some strategies to make the blend better for you, your family and your colleagues while you’re on vacation:</div>
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<b>Give yourself a cushion.</b> Most people only consider the actual days they’re vacationing as the days they’re off-duty. But if you build in some breathing room to <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2012/07/12/10-reasons-why-you-shouldnt-work-on-vacation" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2012/07/12/10-reasons-why-you-shouldnt-work-on-vacation">transition into and out of vacation time</a>, you can avoid unnecessary stress.</div>
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Maura Thomas, author of "Personal Productivity Secrets," suggests changing your voice mail and email out-of-office messages to say that you’ll be gone one day before you actually leave on vacation – and that you’ll return one day after you actually return. “Everyone is always rushing around, trying to complete a million things before they are going to be out of the office, so this will give you a little ‘cushion,’ perhaps a few extra undisturbed hours on the day before you leave, to tie up loose ends,” she says, adding that your re-entry to work will be less chaotic if you know you have a day upon your return to get back to zero before people expect to hear from you.</div>
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<b>Pre-delegate top priorities and share schedules.</b> You’re on vacation, and the dreaded call comes: an urgent work issue needs your attention while you’re away. If you decide to answer the call, Patti Johnson, CEO of the change and organizational development consulting firm PeopleResults, recommends asking yourself upfront if you're the only one who can help or make the decision. You should make sure the answer is yes before you jump in – otherwise, pre-delegate by asking a colleague to serve as the first reviewer or input provider, so that the project progresses without you. “Once they think it looks good, only then they can send it to you for a final look,” she says. “This helps minimize the time you have to spend on it. And return the favor when they are out.”</div>
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Johnson also advises being very specific on when you’ll be available if you have to be. “<a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/03/27/planning-the-perfect-working-vacation" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2014/03/27/planning-the-perfect-working-vacation">Define your availability in advance</a> so that you aren’t on call throughout the vacation,” she says. “Or, set aside a few hours early one morning before everyone is awake to respond to a few key emails, but limit it and share your plan with others in advance.”</div>
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<b>Just go on vacation.</b> Viewed another way, the APA stats cited above also mean that half of employees <i>don’t</i> check their work email from their Hawaiian cruise or while climbing Mount Everest. Plenty of executives agree that to get the full value of a vacation, employees should completely disconnect from all work-related pings.</div>
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David Morken, co-founder and CEO of the communication technology company Bandwidth, says he has selfish reasons for wanting his teams to really go on vacation. “We want the best out of our people when they’re on the job,” he says. “Taking the time and having the discipline – and it can take a lot of discipline – to <a class="" href="http://money.usnews.com/money/careers/articles/2014/02/21/the-9-top-jobs-for-work-life-balance" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/articles/2014/02/21/the-9-top-jobs-for-work-life-balance">completely disconnect</a> can mean the difference between someone coming back from vacation and announcing their resignation, and someone coming back from vacation and wowing us all with the next big idea.”</div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/07/22/the-best-time-to-ace-work-life-balance-on-vacation" rel="nofollow" target="_blank">View the original article here</a></div>

The Best Time to Ace Work-Life Balance? On Vacation

The Best Time to Ace Work-Life Balance? On Vacation Tips for having the best, most restful vacation possible. Think twice about packin...

Corporate Team-Building Activities: The Good, the Bad and the Really Ugly

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Corporate Team-Building Activities: The Good, the Bad and the Really Ugly</h1>
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Best practices so your office's team-building activity goes off without a hitch ... and a lawsuit.</h2>
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Effective team-building exercises should lead to new team skills and a sense of unity – not a trip to the emergency room.</div>
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<span style="font-size: 14px; line-height: 1.5;">There are no i’s in team. There shouldn’t be broken bones, either.</span></div>
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But a company’s attempt to increase staff camaraderie by placing employees in out-of-the ordinary circumstances – blanketed under the pretense of team building – could do more team breaking. NPR’s "Morning Edition" recently reported on a Washington, D.C.-area company’s ill-begotten trip to a paintball range for a so-called team-building exercise – where the staff’s emotion and poor judgment took over. Many supervisors returned home having been pummeled with pellets and covered in welts.</div>
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If you’ve been charged with facilitating a team-building exercise for your department or company, you’ve got a tall task. These events now have a soiled reputation for being either too boring to make an impact or too extreme to come away unscathed, and managers with good intentions struggle to make the activity positive and meaningful. Lest your efforts become one more trust-fall-gone-wrong video on YouTube, take these tips to heart.</div>
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<b>[See: </b><a href="http://money.usnews.com/money/careers/slideshows/the-best-team-building-exercises" style="color: #005ea6; text-decoration: none;" title="Link: http://http://money.usnews.com/money/careers/slideshows/the-best-team-building-exercises"><b>The Best Team-Building Activities</b></a><b>.]</b></div>
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First, you need a solid definition of what qualifies as team building. Shawn Dunning, director of the corporate team-building firm <a class="" href="http://www.adventureassoc.com/" style="color: #005ea6; text-decoration: none;" title="Link: http://www.adventureassoc.com/">Adventure Associates Inc.,</a> in El Cerrito, California, says the term is extremely subjective. Still, there are core tenets: “A team-building activity is any positive, shared experience that reinforces positive, team skills,” says David Jacobson, founder of the New York City-based corporate entertainment and team-building company TrivWorks. “It has to have some form of structure and someone who has put it together with clearly defined goals.”</div>
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Are you hoping to improve employee relations, or do you want to help your staff develop a new skill? Decide your purpose and goals, and let them dictate the type of team building to try, Jacobson says. And while on the subject of type – unless your purpose is to endanger your colleagues, some activities are non grata.</div>
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For example, "there’s something called zorbing,” says Anne Thornley-Brown, founder and president of the Toronto-based management consulting firm <a class="" href="http://www.executiveoasis.com/" style="color: #005ea6; text-decoration: none;" title="Link: http://www.executiveoasis.com/">Executive Oasis International</a>. “It’s this large clear ball that you can put one or two people inside and then push them down a hill. But there have been [recreational] instances where the ball has veered off course, and people have been killed.” Zorbing is a worst-case example, but generally team-building shouldn’t simulate violence, cause harm or humiliate participants.</div>
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<b>[Read: </b><a href="http://money.usnews.com/money/blogs/outside-voices-careers/2012/01/17/how-to-spot-bad-company-culture-" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2012/01/17/how-to-spot-bad-company-culture-"><b>How to Spot Bad Company Culture</b></a><b>.]</b></div>
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All physical activities aren’t off limits, though. Adventure Associates Inc. facilitates nationwide team-building activities, some of which get the blood pumping, like indoor rock climbing, geocaching and scavenger hunts. “We’re not doing picnic Olympics,” Dunning explains. “There isn’t a single activity in our repertoire that automatically leads to the most physically fit doing better than others.”</div>
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What’s important is that employees recognize the parallel between the activity and the workplace and that they’re appropriately challenged. “Every one of our programs includes a discussion with participants about their appropriate level of challenge,” Dunning says. “And challenge is important. Learning happens when you’re outside of your comfort zone.”</div>
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Jacobson’s company, <a class="" href="http://www.trivworks.com/" style="color: #005ea6; text-decoration: none;" title="Link: http://www.trivworks.com/">TrivWorks</a>, facilitates live trivia events for team building. This format fosters good-natured competition, a crucial component of effective team-building, according to Jacobson. His company’s events are also inclusive, even for employees who don't enjoy physical activity. “We offer live customized trivia for your group, your team goals and anyone can participate and engage,” he says.</div>
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Fun isn’t a dirty word, but remember team building isn’t strictly social. In other words, impromptu happy hours or the annual holiday party aren’t applicable. “Those are just nice add-ons,” Thornley-Brown explains. “It would be as if I invited you to dinner and served an appetizer or a dessert, but no actual meal.”</div>
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Corporate Team-Building Activities: The Good, the Bad and the Really Ugly

Corporate Team-Building Activities: The Good, the Bad and the Really Ugly Best practices so your office's team-building activity goe...

Should Assessment Tests Determine Your Next Career Move?

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Should Assessment Tests Determine Your Next Career Move?</h1>
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Tests like the Myers-Briggs Type Indicator may provide career guidance – to an extent.</h2>
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Personality, natural abilities and preferences will determine how successful you'll be in a given job.</div>
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<span style="font-size: 14px; line-height: 1.5;">Are you wondering what career you should go for? Are you looking to make a</span><span style="font-size: 14px; line-height: 1.5;"> </span><a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/02/13/6-tips-for-making-a-successful-career-change" style="color: #005ea6; font-size: 14px; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/02/13/6-tips-for-making-a-successful-career-change">mid-life change </a><span style="font-size: 14px; line-height: 1.5;">but still feeling like you don’t yet know what you want to do when you grow up?</span></div>
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Whether you are at the early stage of your professional life or have decades of experience, a fruitful first step to figuring out your professional development may be to find a career counselor who is skilled in personality and skills assessment testing.</div>
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Perhaps you are not sure of the value of the Myers-Briggs Type Indicator and other assessment tools, such as the DiSC Profile and the Strong Interest Inventory. Amy Connelly is a career coach with a private practice in Indiana, and she also serves as a trainer and resource development resource for REA – Partners in Transition. She offers this very short exercise to get a perspective:</div>
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Take a piece of paper and a pen, and write your signature as you normally do. Pause, and ask yourself: “How did that feel?” Typically, people will answer: "fine," "normal" or "so what?"</div>
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"Now,” she continues, "Take the pen in your nondominant hand, and write your signature below the first one.” Pause again. She says: “You were able to do it, but how did it come out, and how did you feel when you were writing?” Typical answers: "It looks lousy," "It doesn’t feel natural" and "It was more of a chore and required more concentration."</div>
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<a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/07/30/how-your-personality-could-help-you-find-a-job-or-keep-you-unemployed" style="color: #005ea6; text-decoration: none;">Matching your personality</a>, preferences and natural abilities to the kinds of requirements of work, pressures and environments of a given career can be one among many predictors of your ease of achieving success. When you work at a job that aligns well with your personality, it will likely feel as natural as your customary way of writing your signature.</div>
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Connelly says assessment tools like Myers-Briggs can enable you to understand your preferred way of getting energy, perceiving information, making judgments and organizing your life. This tool assesses people in terms of their inherent tendency toward being Extravert or Introvert (E or I), Sensate or I(N)tuitive (S or N), Thinking or Feeling (T or F) and Judging or Perceiving (J or P). Your overall personality is the combination of one of these choices in each of the four category sets.</div>
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There are many ways that various tests dissect human personality and behavior and correlate them to types of jobs that fit well. For example, individuals oriented toward working with things and ideas might fit well as scientists, forensic types or in other problem-solving fields. Alternatively, someone orientated toward working with ideas and people might do well as writers, artists or other <a class="" href="http://money.usnews.com/careers/best-jobs/rankings/best-creative-jobs" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/careers/best-jobs/rankings/best-creative-jobs">creative types</a>. </div>
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Of course, it might be that you have a particular interest in a field that isn’t generally associated with your personality type. You may be able to handle it, but it will feel less natural and take much more energy to get it done the right way – like writing with your nondominant hand. It isn’t that you can’t or shouldn’t do the job. Testing is one of many considerations that should go into deciding on one’s career direction.</div>
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Syndee Feuer, president and founder of the Florida-based Career Tactics and team leader at REA, says various personal assessment tests have value insofar as they can help an individual in the process of <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/05/06/find-your-career-fast-a-quick-and-not-dirty-approach" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/05/06/find-your-career-fast-a-quick-and-not-dirty-approach">self-discovery</a>. While she is well experienced with the Myers-Briggs Type Indicator and other assessment tools, she is partial to the 360Reach survey.</div>
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With this tool, a person surveys friends, colleagues, relatives or others. The results can provide valuable feedback about how you are seen and help you determine what differentiates you from everyone else in the marketplace. The 360Reach survey is different than the 360 reviews that take place within companies, because those are limited to people with whom you work.</div>
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On the flip side, many employers require job candidates to undergo the MBTI. The test may have some benefit to employers as part of an overall candidate assessment, but career counselors often warn against using any one result as a litmus test for a particular job.</div>
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When it comes to hiring, Feuer says that it really comes down to “three Cs.” First is Competency. An employer needs to know: Can you do the job? The second is Compensation. “Can I pay you what you want and <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/05/16/whats-your-job-offer-really-worth" style="color: #005ea6; text-decoration: none;" title="Link: null">what you are worth</a>?” And last is Chemistry. Feuer says: “I think that this last C, Chemistry, plays into the hiring decision, truthfully, as much as anything else. Is there a chemistry with the hiring manager, the team and the culture?”</div>
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When used appropriately by both employers and job seekers, Feuer concludes: “Testing can be a useful element of the Chemistry part of the equation.” But then she hastens to point out: “It isn’t the final decision point.”</div>
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Happy hunting!</div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/09/16/should-assessment-tests-determine-your-next-career-move" rel="nofollow" target="_blank">View the original article here</a></div>

Should Assessment Tests Determine Your Next Career Move?

Should Assessment Tests Determine Your Next Career Move? Tests like the Myers-Briggs Type Indicator may provide career guidance – to an ...

Ask These Questions And Know It All To Land The Job

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<a href="http://www.interviewbest.com/?p=5224" style="color: rgb(51, 51, 51) !important; line-height: 50px !important; margin: 0px; padding: 0px; text-decoration: none;">Job Interview Strategy From An Expert – Ask These Questions And Know It All To Land The Job</a></h2>
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There are three domains of knowledge:</div>
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<li style="margin: 0px; padding: 0px;">1. What you know</li>
<li style="margin: 0px; padding: 0px;">2. What you know you don’t know</li>
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The first two domains are easily handled. In terms of a job, there are things you know about the job. There are things you know you don’t know such as exact responsibilities, compensation, who you will report to etc etc. To learn this information you know what questions to ask. The third domain is the tricky one. How do you find out information you don’t even know exists, where do you begin?</div>
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It is what you don’t know you don’t know that typically causes you the greatest difficulty; “If I knew that before I took the job…….” To uncover this domain of knowledge, ask questions that do not bias or lead the interviewer. Here are some examples:</div>
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You want to find out how many hours people work on the job. Many applicants will ask “How many hours do people typically work”. The interviewer replies,”Typically 35 to 40 hours per week”. Sounds OK, then comes holiday time and you are putting in 50 to 60 hours and are overworked and miserable. An open question would have been more revealing, for example “Tell me about work hours on the job”. This question opens the opportunity for the interviewer to say “We typically work 35 to 40 hours per week except for holiday time when we work 50 to 60 hours and everyone feels overworked.”</div>
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Another example- You want to find out what it is like to work at the company. You can ask the question, “What do you like and dislike about working here” The answer will be focused on the interviewer’s predominant likes and dislikes. A better question is “So, tell me about working here”. This question opens up the possibility of hearing about challenges, relationships, concerns, excitement, etc, etc. You may very well hear about something you would not have thought to ask about.</div>
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The more exact and detailed your question the less likely you are to hear what you don’t know you don’t know. With open, non-leading, and non-biasing questions, the interviewer has the opening to respond from their own perspective. Once you hear their answer there may be a whole area of information you want to learn more about, and now you know to ask.</div>
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<a href="http://www.interviewbest.com/?p=5224" rel="nofollow" target="_blank">View the original article here</a></div>

Ask These Questions And Know It All To Land The Job

Job Interview Strategy From An Expert – Ask These Questions And Know It All To Land The Job There are three domains of knowledge: ...

Trends in Diversity Recruiting: U.S. Employers Weigh In

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Trends in Diversity Recruiting: U.S. Employers Weigh In</h1>
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How do AT&T, Bank of America and other companies establish diverse talent pools?</h2>
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Many employers recruit student candidates at campus events.</div>
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<span style="color: #222222; line-height: 1.5;">Upon reaching out to several companies for this post about campus recruiting, it’s clear the nation’s top companies are seeking diverse talent pools. Technically, we’re all diverse. Is anyone completely defined by a box? Executives' approach to recruiting and ramping up their numbers – whether it’s women in</span><a class="" href="http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs" style="color: #005ea6; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/careers/best-jobs/rankings/best-technology-jobs">tech roles</a><span style="color: #222222; line-height: 1.5;">, veterans, disabled or multiracial employees and more – isn't much different than recruiting as a whole: Hire the most qualified candidate. Diversity recruiting strategies, in turn, boil down to finding the best, most qualified candidates.</span></div>
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<b>Companies weigh in on diversity:</b></div>
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The goal of AT&T is to “have the best talent at the table from every background,” says Rick Gomez, executive director of Global AT&T College Recruiting. Developing programs and strategies to attract minority candidates on campus is extremely important, because they heavily weigh the value of diverse teams. For instance, Gomez mentions that the company's strategy involves partnering with student organizations, such as Student Veterans of America and the Society of Hispanic Professional Engineers to<i> “</i>fill the needs of the organization, and at the same time, build our brand and recruit top campus talent – creating a win for the organization and a win for AT&T.”</div>
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As such, AT&T's strategy centers around partnering with schools that have healthy populations of diverse students, including many historically black colleges and universities. The company also sponsors and attends national and local events with organizations such as Career Opportunities for Students with Disabilities, Student Veterans of America, Grace Hopper Celebration for Women in Computing, Society of Women Engineers, National Society of Black Engineers, Society of Hispanic Professional Engineers, Great Minds in STEM and many more.</div>
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As AT&T's recruiters attend events on campus, conduct interviews and go to <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/10/03/how-to-make-the-most-of-a-job-fair" style="color: #005ea6; text-decoration: none;">career fairs</a>, they also hold specific events. For instance, Women in Tech hackathons are geared toward college students on tech tracks. Gomez explains: “The events are unique in that they are focused on creating an inclusive environment for female technologists and include complimentary coding camp and hackathon 101 prior to the event.” Campus recruiters and hiring managers scout top talent at these hackathons.</div>
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Similar to AT&T, Chubb Insurance takes a targeted approach that involves high touch, word of mouth and marketing. The company taps into campus organizations, such as the Association of Latino Professionals in Finance and National African American Insurance Association.</div>
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Meghan A. Henson, executive vice president and chief human resources officer at Chubb Insurance, explains: “Chubb will continue to grow existing partnerships with INROADS and the Jackie Robinson Foundation. Intern programs such as these provide meaningful experiences, including business-focused project work, exposure to senior leaders and opportunities for personal development.”</div>
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Chubb reinforces its diversity recruiting goals through its strong partnership with Howard University, which resulted in several direct hires. Henson adds: “This partnership focuses on exposing diverse students to our industry by inviting them to spend a day in one of our 50 branch offices across the country. Through this experience, as well as interactions with Chubb leaders, students develop an awareness of how they can build a lifelong career at Chubb.”</div>
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Companies like Accenture focus on forging strong partnerships as well. Every campus recruiting team has a designated inclusion and diversity lead for <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/04/02/starting-your-first-entry-level-job-here-are-10-things-you-need-to-know" style="color: #005ea6; text-decoration: none;">entry-level</a> and MBA-recruiting. They host an annual event for women undergraduates via the Women’s Networking Forum and work with organizations such as the National Society of Black Engineers, Society of Hispanic Professional Engineers, Reaching Out MBA and Management Leadership for Tomorrow.</div>
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Accenture connects with students at regional and national conferences to serve as touch points for students they’ve already met on campus. The firm actively engages with students at diversity events and conferences with organization such as the National Society of Black Engineers, Society of Hispanic Professional Engineers, Reaching Out MBA, Management Leadership for Tomorrow and many more. In partnership with these groups, Accenture shares information about its consulting career opportunities and coordinates interview preparation sessions and other workshops and events.</div>
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Like the other companies mentioned, Bank of America partners with 12 diverse colleges and universities, including historically black colleges and universities, Hispanic-serving institutions and women’s colleges. The company actively recruits at 200 schools globally with targeted diversity efforts, along with exposure through diversity group partners like The Consortium, Emerging Leaders, JumpStart Undergraduate Diversity Forum, MBA JumpStart Diversity Forum, Posse Foundation, Sponsors for Educational Opportunity and Toigo Foundation.</div>
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It’s no different for Aon Corporation. Nichole Barnes Marshall, global head of diversity and inclusion at Aon, says the company built a comprehensive inclusion strategy moving beyond “just diversity numbers” to focus on building an internal diversity-focused culture.</div>
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She says: “Our focused strategy is around building <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/04/30/7-key-elements-of-a-great-personal-branding-statement" style="color: #005ea6; text-decoration: none;" title="Link: null">brand awareness</a> and marketing roles to diverse communicates through the Monster Diversity Platform and Wounded Warrior partnerships.” Aon has also built professional partnerships with organizations and educational institutions such as Out & Equal Workplace Advocates, The National Society of Hispanic MBAs and the American Corporate Partners for Veterans, to name a few.</div>
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<b>How job seekers can shine:</b></div>
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Executives like Gomez emphasize candidates’ abilities to showcase their experience, whether they're a diversity candidate or not. They should highlight leadership skills and experience on their résumés and LinkedIn profiles and during interviews.</div>
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Students should also consider their personal brands and audit their social media profiles to ensure that their public online presence is a reflection of their professional persona. They should also view their<a class="" href="http://money.usnews.com/money/careers/slideshows/16-things-youre-doing-all-wrong-on-linkedin" style="color: #005ea6; text-decoration: none;">LinkedIn profiles</a>, Twitter streams and user groups as living, breathing résumés.</div>
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He explains: “Recruiting diverse talent is not just a goal but rather a key business imperative as we source for strong talent. Considerations from which schools we recruit from to the type of degrees we look for and even messaging we use all play a part in our strategy to recruit diverse individuals.”</div>
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Demonstrating a passion always helps, too. Barnes Marshall explains that Aon’s looking for strong, qualified candidates who demonstrate a passion for the company and industry. “Students can continue to stand out by participating in industry-specific conferences, training events or internships,” she says.</div>
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Barnes Marshall also emphasizes the importance of active social media usage: “Aon encourages students to stay engaged and use social media vehicles as a way to stay abreast of career opportunities available, apply to relevant positions with their credentials and network/connect with key HR resources to make inquiries and introductions.” </div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/10/08/trends-in-diversity-recruiting-us-employers-weigh-in" rel="nofollow" target="_blank">View the original article here</a></div>

Trends in Diversity Recruiting: U.S. Employers Weigh In

Trends in Diversity Recruiting: U.S. Employers Weigh In How do AT&T, Bank of America and other companies establish diverse talent po...

Job Interview Tips From The Expert – Think About What Managers Like

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<a href="http://www.interviewbest.com/?p=5179" style="color: rgb(51, 51, 51) !important; line-height: 50px !important; margin: 0px; padding: 0px; text-decoration: none;">Job Interview Tips From The Expert – Think About What Managers Like</a></h2>
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An interview is selling your services to the hiring manager (decision maker). You may be interviewed by numerous people and each will have input (no manager wants to take full responsibility for a bad hire) however, it is the hiring manager who has the final say.</div>
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Since you are selling your services to your potential boss it makes sense to focus on what would really please the boss. Here are some things that make bosses happy:</div>
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<strong style="margin: 0px; padding: 0px;">Communication:</strong><br style="margin: 0px; padding: 0px;" />Particularly at the beginning of a new job communication is the key to establishing a productive relationship. It is equally important to know how the boss likes to receive communication. Does she want the details, the highlights, the problem and the solution, communications via email or in-person meetings?</div>
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In the interview talk about how you communicate and the importance of being in communication with the person to whom you report.</div>
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<strong style="margin: 0px; padding: 0px;">Listening to the boss</strong>:<br style="margin: 0px; padding: 0px;" />Bosses really like to be heard. In order for them to feel heard, it helps for them to hear from you what you learned from what they said. Responsive listening where you summarize what you heard is very effective. For example, “What I heard you say is you want this report to include all client sales figures and you would like it by close of business Thursday is that correct?”</div>
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You can display responsive listening in the interview. Example, “What I understand from what you said is you are looking for the person in this position to manage all perishable inventory for the three East Coast locations, is that correct?”</div>
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<strong style="margin: 0px; padding: 0px;">Collaboration:</strong>Bosses are looking for someone to support and cooperate with them to bring their ideas (good or not) to fruition. They are not looking for naysayers and doubters. It is important to give the idea a try and not to throw up roadblocks.</div>
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In the interview, if possible acknowledge the hiring manager’s ideas. Being genuine, say “interesting idea” or “good thought” or “I like that approach.” If you cannot genuinely say one of these phrases, consider if the job is for you.</div>
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<strong style="margin: 0px; padding: 0px;">Understand how you fit the bosses style:</strong></div>
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Good bosses are not looking for a Minnie-Me. They want someone to compliment their style and add additional skill dimensions. Understand what your boss is strong at, what he is weak at, and try to fill the gaps.</div>
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Listen during the interview and discern what the hiring manager is good at, what they like, and don’t like to do. Position yourself as filling the gaps; if you really can and if you want to.</div>
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<strong style="margin: 0px; padding: 0px;">Engagement:</strong><br style="margin: 0px; padding: 0px;" />Bosses like committed engaged workers that are motivated and energetic. They like a person who is thinking about the job, going above and beyond, and is offering suggestions and solutions.</div>
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Be proactive in the interview. The best way to do this is to prepare an <a href="http://www.interviewbest.com/" style="color: rgb(51, 51, 51) !important; margin: 0px; padding: 0px; text-decoration: none;" target="_self" title="InterviewBest">interview presentation</a> including strategic action plan for your first 30 and 60 days on the job. An interview presentation communicates interest, motivation, and engagement.</div>
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In your interview, you can talk about or exhibit many of the qualities the hiring manager is looking for. Once they experience your attitude and style, they will feel more secure to make you the candidate of choice.</div>
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<a href="http://www.interviewbest.com/?p=5179" rel="nofollow" target="_blank">View the original article here</a></div>

Job Interview Tips From The Expert – Think About What Managers Like

Job Interview Tips From The Expert – Think About What Managers Like An interview is selling your services to the hiring manager (deci...

What's the Best Résumé Format for You?

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What's the Best Résumé Format for You?</h1>
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Rethink your résumé. Here are four layouts and who should use them.</h2>
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The best résumé format for you depends on your work history and career goals.</div>
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<span style="color: #222222; line-height: 1.5;">Not all résumés are created equal – and they shouldn’t be. There are different formats out there that are accepted by recruiters. Consider your professional history carefully before deciding which one to use. Use the guide below to decide if you are using the right</span><span style="color: #222222; line-height: 1.5;"> </span><a class="" href="http://money.usnews.com/money/careers/articles/2013/11/25/try-these-resume-formats-when-job-searching" style="color: #005ea6; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/articles/2013/11/25/try-these-resume-formats-when-job-searching">type of résumé</a><span style="color: #222222; line-height: 1.5;"> </span><span style="color: #222222; line-height: 1.5;">for your background and career goals.</span></div>
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<b>Chronological Format. </b>The traditional chronological résumé presents employment history from the perspective of time. This is the format to use if you have a consistent employment history without gaps, and you are trying to land a job similar to the one you have now. You can’t go wrong with a chronological résumé, since it’s the most common and widely accepted.</div>
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If you have a short period when you were a stay-at-home parent or went to graduate school, you should include that in the résumé rather than leaving a gap. Holes mean questions, and if the questions aren’t answered on the paper, it’s unlikely the recruiter will take the time to call you for an interview to find out why you weren’t working during a certain period. If you held many jobs for a short period and are worried about perceptions, you might consider including a brief and diplomatic explanation for why you left each company.</div>
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<b>Functional Format. </b>If you have a minimal work history, <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2012/05/17/how-to-handle-an-employment-gap" style="color: #005ea6; text-decoration: none;" title="Link: null">gaps in employment</a> or have frequently jumped around to different jobs types, this might be the right layout for you. It also works well for career changers. The functional format is set up to demonstrate your skills through your accomplishments. For example, if you’ve employed customer service skills at several jobs, you can use this as one of your skill headlines. Below the headline, include bullets that point to your key achievements related to that skill. It’s important to not use cliche phrases in your bullets, because your intention should be to <i>show</i> how you’ve exhibited the skill rather than tell.</div>
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You should also include a professional or work experience section, in which you list your place of employment, job title, location and dates. However, bullets with your achievements will fall under each skill headline at the top rather than below each job.</div>
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<b>Combined Format. </b>The combined format can be useful for those who are switching careers, especially those in more senior positions or with longer <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/09/18/5-red-flags-in-your-job-history--and-how-to-combat-them" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/09/18/5-red-flags-in-your-job-history--and-how-to-combat-them">career histories</a>. As the name suggests, it is a blend of the functional and chronological résumé. This format allows you to translate your skills to the language of the new job or career field. You want to focus the recruiter’s attention on your skills relevant to the job at hand.</div>
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Below the skills and accomplishments, as with the functional résumé, you should include a professional experience portion where you list basic information for current and prior jobs. With this format, you can also include bullets below each position that reflect achievements that didn’t fit in to a specific skill category above. Even if you are a senior executive, you should still avoid including every single piece of information. Only use the most pertinent facts to keep it concise and readable.</div>
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<b>Visual Résumés.</b> <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/08/20/how-to-use-visual-marketing-techniques-in-your-job-search" style="color: #005ea6; text-decoration: none;" title="Link: null">Nontraditional résumés</a> have become popular recently. These types of résumés use graphics and other media to present information about the job applicant. While this is a way to stand out from the candidate crowd, many companies still want to see a traditional résumé. A story résumé might make sense for a person in a creative field, such as advertising, social media or communications – but probably not for an attorney. It’s worth researching a company’s culture before you send your résumé,  and it’s always a good idea to include a traditional version.</div>
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No matter which format you choose, make sure you include your name and how to get in contact with you. Education is another must. Other information, such as professional affiliations, volunteer work, languages and technical skills should be included if they are appropriate for the job you’re applying to. That information can also be helpful if you need to fill out your résumé more, like if you are an entry-level candidate.</div>
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In all cases, you should think about including a brief career summary at the top. This should be restricted to a few lines that tell the recruiter you fulfill the required (and possibly preferred) qualifications. The way to do this is to write how you meet the most essential credentials, which are usually listed first in a <a class="" href="http://money.usnews.com/careers/best-jobs/rankings/the-100-best-jobs" style="color: #005ea6; text-decoration: none;">job description</a>.</div>
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Choosing the right format is important, because your résumé is your chance to get your foot in the door. The traditional format might be hurting rather than helping you. If the person reading it cannot understand why you are applying to a job in the retail industry after spending 10 years in accounting, she is not going to take the time to reach out to you to find out why. Make sure it’s clear in your résumé why you are a good fit, which may require highlighting your skills up front instead of burying accomplishments under each job. </div>
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<b>Marcelle Yeager</b> is the president of <a class="" href="http://www.careervalet.com/" style="color: #005ea6; text-decoration: none;" title="Link: http://www.careervalet.com/">Career Valet</a>, which delivers personalized career navigation services. Her goal is to enable people to recognize skills and job possibilities they didn’t know they had to make a career change or progress in their current career. She worked for more than 10 years as a strategic communications consultant, including four years overseas. Marcelle holds an MBA from the University of Maryland.</div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/09/04/whats-the-best-resume-format-for-you" rel="nofollow" target="_blank">View the original article here</a></div>

What's the Best Résumé Format for You?

What's the Best Résumé Format for You? Rethink your résumé. Here are four layouts and who should use them. The best résumé format ...

Whitney Port on the Realities of Building Your Professional Brand

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Whitney Port on the Realities of Building Your Professional Brand</h1>
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The former reality TV star discusses her transition to fashion entrepreneur.</h2>
<img alt="NEW YORK, NY - SEPTEMBER 09: TV personality Whitney Port attends the Jenny Packham fashion show during Mercedes-Benz Fashion Week Spring 2015 on September 9, 2014 in New York City. " class="img-responsive block-generous" data-size="rectangle652" height="435" src="http://www.usnews.com/dims4/USNEWS/4a110bf/2147483647/resize/652x%3E/quality/85/?url=%2Fcmsmedia%2F02%2F92%2F62d5550042be9da8dce764a2f59f%2F140925-whitneyport-editorial.jpg" style="border: 0px; display: block; height: auto; margin-bottom: 25px; width: 652px;" title="(Vivien Killilea/Getty Images)" width="652" /><div class="t t-dim" style="color: #666666; line-height: 1.5; margin-bottom: 25px; margin-top: -20px; padding: 0px;">
Whitney Port attends Mercedes-Benz Fashion Week in New York City.</div>
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<span style="font-size: 14px; line-height: 1.5;">In today’s fast-paced consumer culture, we are surrounded by brands trying to get our attention. Most of us are able to weed out the clutter and focus on the few we feel are worth it. Like it or not, you too are a brand. But do you ever stop to think about how</span><span style="font-size: 14px; line-height: 1.5;"> </span><a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/04/30/7-key-elements-of-a-great-personal-branding-statement" style="color: #005ea6; font-size: 14px; line-height: 1.5; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2013/04/30/7-key-elements-of-a-great-personal-branding-statement">your professional brand</a><span style="font-size: 14px; line-height: 1.5;"> </span><span style="font-size: 14px; line-height: 1.5;">is being examined and therefore the impact it can make on your career?</span></div>
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Whitney Port, former reality TV star whose current titles include CEO, entrepreneur and fashion designer, was recently honored at the LinkedIn Discussion Series in New York City. She shared a variety of powerful tips for creating, growing and maintaining your professional brand.</div>
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Port transitioned from a fan favorite on MTV’s reality series “The Hills” to her own show, “The City,” where she learned from industry icons like Diane von Furstenberg. Now CEO and designer of her eponymous fashion line, Port is a master professional brand builder. Using her own experiences in defying misconceptions, overcoming <a class="" href="http://money.usnews.com/money/careers/articles/2014/08/27/4-mistakes-of-career-experts-and-what-you-can-learn-from-them" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/careers/articles/2014/08/27/4-mistakes-of-career-experts-and-what-you-can-learn-from-them">unforeseen challenges</a> and being unwilling to accept “no,” Port offered an inspiring view into the strategies we can all use to create our professional brand:</div>
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<b>Be real:</b> You may be surprised to learn that when Port signed on to intern at Teen Vogue, she didn’t know or expect she’d be staring on MTV’s hit reality TV show “The Hills.” What you saw then is who Port is now. While there is definitely some strategy involved in establishing your professional brand, and certainly the goal is to bring the best of you forward, the critical part of the equation is in fact<i> you</i>. If your brand is based upon someone you aren’t, it’s simply too exhausting to maintain. The facade is going to break down in the face of obstacles.<i></i></div>
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Port parlayed her relatable characteristics that viewers saw on TV – being a good friend, deeply committed to family and a fearless fashion risk taker – into the launch of her clothing line Whitney Eve, which debuted in 2008. With the goal of establishing credibility among fashion industry insiders and consumers alike, Port understands the importance of keeping her brand consistent online. When asked how she leverages her online presence to build her brand, she offers the key to authentic brand-building: “I try to reveal as much as possible on a daily basis to give an inside and honest look on what is going on with my brand.”</div>
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Port hits on another reason why it’s critical to be authentic when establishing a professional brand identity: It has to hold up across multiple platforms. The biggest mistake we can make is to be one brand in-person and another online. In today’s economy, the first place potential customers, clients and hiring mangers look for more information about you is online. And the only thing worse than giving an inconsistent message about who you are is giving no message at all.</div>
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Port’s presence on LinkedIn is a great example of how to leverage your LinkedIn profile to reflect your professional brand and identity. But you don’t need to have a history in Hollywood to do this. Like Port,<a href="http://blog.linkedin.com/2014/07/01/creating-a-killer-linkedin-profile-tips-from-link-humans/" style="color: #005ea6; text-decoration: none;" target="_blank" title="Link: http://blog.linkedin.com/2014/07/01/creating-a-killer-linkedin-profile-tips-from-link-humans/">show off</a> examples of your work, share your industry-leading opinions and build a network of professional peers and fans. By maximizing the opportunities to illustrate your professional brand on your LinkedIn profile, you increase the chances of getting noticed by potential clients, colleagues and employers.</div>
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<b>Prepare to pivot: </b>You’d think with the cache of being a TV personality, it would have been easy for Port to transition into the world of fashion, but that wasn’t the case. “It was definitely a difficult transition becoming a full-time designer and having everyone take me seriously,” she says. Port’s experience is not unlike what the rest of us are likely to experience in the case of a career pivot. It can be difficult for people, colleagues, industry peers and even family to see us in a new light. Expect some pushback. This is where a solid professional brand is essential in terms of standing your ground and outlasting the protest.</div>
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Port puts it this way: “Do not take 'no' for an answer. You will be faced with a million noes when starting out, but it’s important to stay focused on your goal and not let those noes deter you. It is then the sweet smell of success after those noes that makes it all worthwhile. I get a series of noes and yeses every day of my life. It is an inevitable part of life. Don't come into this [or any] industry thinking you will be an overnight success. There is just too much competition.”</div>
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<b>Decide on your “why”:</b> Getting past the naysayers wasn’t the hardest thing Port had to contend with in her career, and in all likelihood it won’t be yours, either. More often than not, it’s the personal stuff that becomes our <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2011/06/21/7-ways-to-motivate-yourself" style="color: #005ea6; text-decoration: none;" title="Link: http://money.usnews.com/money/blogs/outside-voices-careers/2011/06/21/7-ways-to-motivate-yourself">professional motivation</a>.</div>
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It’s sometimes called the "fetal" or "black hole," but whatever word you use, it’s a point at which you don’t know if you're able to go on. It requires, as Port explains it, the decision to show up. When asked about her proudest professional accomplishment, she shared: “Honestly, this is hard, but it’s the decision I’ve made to still show up.”</div>
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Port’s father passed away in March of  2013, a few years after helping her launch Whitney Eve. “He was my business partner, my fearless leader and the man I turned to for every question I had. I am proud of myself for simply showing up after his passing. Every day I walk into my office and feel his energy there. Sometimes it’s so physically and emotionally handicapping that I don't know if I can continue doing it. But we [she and her siblings] did it, and we have shown up.”</div>
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Port has leveraged her personal loss and grief into motivation to succeed not just for herself, but for her family. The vast majority of successful people have something more than the mortgage, a pair of Jimmy Choo shoes or their personal ego at the core of their drive to achieve. Whatever your “why” is, the more powerfully you understand, define, <a class="" href="http://money.usnews.com/money/blogs/outside-voices-careers/2012/11/07/what-is-personal-branding-anyway" style="color: #005ea6; text-decoration: none;">build a brand</a> around and harness it, the more likely you are to live out your dreams.</div>
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What are your experiences in building your professional brand? To learn more about Port’s career insights and professional lessons learned, search for her on LinkedIn and and on follow her.</div>
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<a href="http://money.usnews.com/money/blogs/outside-voices-careers/2014/09/25/whitney-port-on-the-realities-of-building-your-professional-brand" rel="nofollow" target="_blank">View the original article here</a></div>

Whitney Port on the Realities of Building Your Professional Brand

Whitney Port on the Realities of Building Your Professional Brand The former reality TV star discusses her transition to fashion entrepr...