Navy Gunners Mate Career

Navy Gunners Mate CareerNavy Gunners Mate CareerWhile other, more ground combat-oriented service branches have armorers repairing their rifles, pistols, and machine guns, the Navy (with its gigantic guns and torpedoes) likes to hide a lot more work behind the deceptively simple name Gunners Mate. Although GMs are expected to teach and repair small arms weaponry (pistols, rifles, and the like) theyre also responsible for the big guns aboard ship, including guided missile launch systems. As if thats elend a broad enough stroke, the Navy decided in 2007 to eliminate another job class, the Torpedomans Mate, and give all of those responsibilities to the GM rating as well. Duties and Responsibilities So, lets get this straight. Heres a sample of the various kinds of weapons systems a gunners mate has to understand, use, and repair, as quoted from the Navy Personnel Command website Small ArmsNight vision equipmentLarge caliber gunsMissile systemsExplosivesSprinkler systems (Say what?) W ell, thats not much, is it? Lest you think this is just a rear-lines repair shop type of job, keep in mind that the Navy Credentialing Opportunities On Line (COOL) rating information card tells us that GMs serve on combat surface craft aviation activities and in weapons installations, ordnance depots or other shore stations in the United States or overseas, and further, that GMs duties can be both mental and physical and take place in indoor or outdoor situations, clean or dirty work, deck or shop, and any kind of climate or temperature. In other words, all the technical know-how makes this job plenty nerdy, while the nature of the work keeps these mentally sharp sailors sufficiently immersed in the grime and grit to remind them theyre alive. Military Requirements US citizens who graduated (or will graduate) high school begin exploring careers as gunners mates by taking the Armed Services Vocational Aptitude Battery (ASVAB) to see if they can score 204 or higher through a combin ation of scores in arithmetic reasoning, mathematics knowledge, electronics information, and general science. Before shipping off to boot camp, would-be sailors must also pass a physical indicating normal color vision (sorry, there are a lot of wires involved) and hearing (I assume theyd like you to abflug off with the best shot possible at leaving the Navy with your hearing intact after working near things that can go boom.) Background checks must also prove each sailor trustworthy enough to receive a secret security clearance. Education Technical (A) school for gunners mates conveniently takes place right nearby boot camp aboard Naval Station Great Lakes, Illinois. According to the Navy COOL rating information card, GM school itself is just shy of seven months long (27 weeks.) Combined with basic training, new sailors entering the rating can expect to be in training for the better part of a year before hitting the fleet for duty. A school has a lot of ground to cover. GMs are responsible for a wide variety of weapons, from the simple hand-held gas-powered weapons most soldiers, sailors, and Marines are familiar with to the frighteningly complex technological powerhouses that make it possible for Sean Connery to order a torpedo launch from the Red October. (How one makes a Russian sub commander speak English with a Scottish brogue is, sadly, not covered in the course materials.) Though group lecture is involved, it seems in todays Navy theres also a premium placed on self-paced (computer software) instruction, though thats probably a good thing if youre learning electrical fundamentals, including . . . electron theory, magnetism, AC and DC theory, and circuitry (American Council on Education Military Guide). Take this basic foundation in electronics troubleshooting and heap specific topics like repair of small arms, hydraulics, and torpedo launch systems on top, and youve got a gunners mate. Simple, right? The college-minded, by the way, may later convin ce schools to give equivalent credit for topics such as hydraulics, pneumatics, industrial safety, and electronics theory, according to the American Council on Education. Certifications Navy COOLdoesnt list the names of any certifications for GMs that sound particularly exciting or directly related to weapons handling. However, those certificate programs that are available through Navy and GI Bill funding may be more valuable in that they seem to generalize gunners technical skills better for civilian consumption Homeland SecurityCertified Manager of Quality/Organizational ExcellenceCertified Quality TechnicianCertified Safety ProfessionalQuality Inspector Through the United Services Military Apprenticeship Program (USMAP) sailors may also qualify for civilian certification as a journeyman apprentice in fields like electronics mechanic, electronics tester, ordnance artificer, or armory technician.

Learn How to Retain Your Top Performing Employees

Learn How to Retain Your Top Performing EmployeesLearn How to Retain Your Top Performing EmployeesThe cost of turnover is often way underestimated. The obvious costs are hiring and training, but there is also lost opportunity, morale, reputation, customer relationships, and other intangibles that are harder to measure. SeeThe High Cost of High Employee Turnoverfor details. The cost of turnover is even higher when you lose a great employee, one of those A-player superstars.Astudy published backin 2012 in Personal Psychology showed that the top five percent of the workforce produce 26 percent of an organizations total output. You cannot afford to lose great employees. Here are ten things that a smart manager can do to minimize the chances of losing their best employees for the wrong reasons. Recognize That Retention Starts With the Hiring Process Hiring great employees isnt just about finding employees with the right set of skills and experiences. Its important to find out what mot ivates the employee, what they find satisfying and dissatisfying in a job, what their short and long-range career goals are, the schriftart of boss they like to work with, and the type of culture that motivates them. You have to go beyond the resume and LinkedIn profile and dig deep withphone screensand in-depth behavioral interviewing. Build a Winning Business or Team Thats your number one priority as a leader. No one likes playing on a losing team or going down with a sinking ship. Bad employees will stay and suffer, great employees will leave if they believe their talents and efforts are being squandered. If youre faced with this kind of turnaround challenge, dont let your HR manager talk you into doing an employee satisfaction survey. Invite them to step up and help you strengthen the business thats the most important thing you can do to satisfy your employees. Provide a Great Onboarding Experience Everyone remembers their first few weeks on the job bad or good.This on boarding periodsets the tone and lays the foundation for retention. Make sure your new employees get the training, coaching, and support they need to be successful. At all costs, avoid tossing your new hires into their work and abandoning them to sink or swim on their own. Provide Competitive Salaries and Benefits Use salaries and benefits as a baseline, and build meaningful benefits on top of them. While a managers hands may be tied when it comes to how much money they can pay, schedule flexibility and work environment can often help fill the gap. Empower and Trust Your Employees Give your superstar employees the opportunity to use their unique strengths every day. Many of the best ideas float up to the top from down below- if that is allowed and encouraged. If it isnt, employees may get bored or upset, and they wont be doing what they do best. Learn aboutwhat motivates great employeesandhow not to kill your best employees. Provide Career Development Opportunities Have regular career discussions with employees. Make certain to ask about their long-range goals and help them identify assignments and opportunities that move them along the path toward those goals. Supporting someones development efforts is a great way to show respect for them and earn their trust and support. Build a Relationship With Every Employee Get to know each of your employees. Pay attention and learn about their personal lives, their interests, values, hopes, fears, and wishes. Show them that you care and that youre looking out for their best interests and want them to be successful. Recognize Great Results In plus-rechnen to leveraging formal recognition opportunities in your firm, look forcreative,informal ways toacknowledge how much employees contributions mean to you and to the business. Top employees will often say in exit interviews they never really felt appreciated. Praise is cheap, use it lavishly. Deal With Under-Performers Good employees dont like workin g with laggards. Additionally, if your top-performers suspect a double-standard for accountability and performance, they may resent you.Train, coach, or counsel poor performers out of the job. Respect Individuality Great managers tailor their approaches to dealing with their employees. They develop an understanding of how much support, encouragement or just face-time they require and they deliver accordingly.Recognize the needs of individuals, and adapt assignments, perks, and recognition accordingly. The Bottom-Line Eventually, every manager must say goodbye to a top performer. When that happens, offer your thanks and encouragement and your best wishes. And keep the door open for their return. In the meantime, work unceasingly to create a great working environment where top performers are encouraged and supported for their best work. Updated by Art Petty

Every question youve ever had about a life coach, answered

Every question youve ever had about a life coach, answeredEvery question youve ever had about a life coach, answeredDo you know what a life coach is? The profession has many misconceptions in popular culture, but Ladders answered all your questions here.What is a life coach?A life coach is a professional who helps one achieve their personal and professional goals. Through different techniques and conversations, coaches help clients define their goals and reach their full potential, whatever that may mean for an individual.Coaching is like a personal trainer, said Annie Lin, founder of New York Life Coaching. A personal trainer trains your physical muscles and a life coach trains your mental, emotional and spiritual muscles.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreA coach is someone who helps people discover and take the actions they havent been able to in the past, according to Lily Sand ers, a life coach and author.I specialize in helping people of any age learn how to navigate through their current life situation without losing their true self, Sanders said.What does a life coach do?Life coaches use different techniques to help clients self reflect, realize their goals and reach their full potential. While there are some life coaches that focus on specific areas of your life, like professional growth or relationships, other coaches focus on general development.Lins coaching philosophy is to focus on your mental, physical, emotional and spiritual level. By focusing on behauptung separate entities, a life coach is able to identify your weaknesses, aspirations and roadblocks.What kind of techniques do life coaches use?Lin compares her techniques as a coach to a carpenter with a toolbox full of instruments. Each life coach utilizes different tools, but there are common practices, such as breathwork and meditation, that are used widely across the industry.Additionally, Lin stresses thought-inquiry, a practice in which she will ask thought provoking questions that help people analyze their behavior.Lin also uses more established approaches, such as Neuro-linguistic programming (NLP) and the Emotional Freedom Technique (EFT). NLP is a communication and personal development technique that relies on the principle that each person has the resources they need to make positive changes to their life. EFT is a form of accupressure that uses pressure from fingertips instead of needles to awaken energy points on the body.After learning about a client through a questionnaire, Sanders uses various techniques including daily affirmations that feed the soul.Affirmationsare positive statements that, when practiced daily, are said to help overcome self-sabotaging thoughts and aid in making changes to ones life.The 12 affirmations, which Sanders selected and organized into an e-book, help clients learn how to connect the heart, mind and intuition.Should you see a life coach a psychologist?While both life coaches and psychologists can be considered therapists, psychotherapists are required to earn a degree in psychology and a obtain a license to see patients. Life coaches, who are bedrngnis trained to diagnose or treat mental illnesses, are focused on helping clients understand themselves so that they can advance to the next level of success.Your true potential is way above your ceiling nowsome people stand at the stairs but dont know how to get there, Lin said. Sometimes they dont even know how to look up.Life coaches, Lin explains, can not only help you look up, but also find your way past the ceiling.Who should consider getting a life coach?Anyone looking to advance in their career or personal life could consider seeing a life coach. According to Lin, many of her clients have already went through psychotherapy, worked through past traumas and are looking for help to get to the next step in their life.Many people turn toward family and frie nds to talk through life situations, but in reality people close to you have their own motives when offering advice.A life coach acts as a neutral party whose only goal is to help you progress.How much does it cost to hire a life coach?Pricing varies per life coach, both in cost and in format. While Sanders prices per one-hour session, Lin offers a three month package in which she meets with clients every other week for a 75-minute session. Lin also offers group coaching as a more affordable option.How do you become a life coach?While life coaches come from varied backgrounds (for example, Lin has a Master of Business Administration degree) each goes through training to become a coach.Coaches can become certified as a general life coach through programs approved by the International Coach Federation. After receiving a general coach certification, coaches can then receive training in additional focus areas, such as relationships or careers.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from nestkken Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Management Strategy to Help Employees Implement Change

Management Strategy to Help Employees Implement ChangeManagement Strategy to Help Employees Implement ChangeYouve finally made it to the Implementation Stage of making and managing change within your organization. Yes, you get to take action during this stage. You can if you follow these recommendations and accomplish first, thefour initial stages that build employee commitment to change. The 5th Stage of Managing Change Implementation In this stage, the change is managed and moves forward. Your overall goal at this implementation stage is to maintain your constancy of purpose. You will want to check to make sure that the changes are having the desired effects. You will need toredesign your organizational systems to support the changes. You will also need to provide recognition and rewards (positive consequences) to people who exhibit the changed behaviors you were hoping to see. What to Watch Out for During the Implementation Stage During the Implementation Stage, your organ ization will experience the greatest disequilibrium. Change inevitably disrupts existing structures that allocate power, status, and control. The changes you make will also notlage go exactly as planned. Change usually takes much longer than organizations anticipate. New people and new technology can take up to 18 months to work effectively in your organization. Smaller changes that disrupt employee habits can take a shorter amount of time but they can initiate stress and concerns among employees. You need to address the stress and concerns if you expect your change implementation to ever work. What to Do Change agents, senior managers, and managers must prepare employees for systems that will not immediately produce the desired results. During this stage, change leaders must ensure that the following activities are completed. You will want to provide additional training as needed Specific technical training that was not anticipated earlierContinuation of human relations skills for all that include conflict resolution, communication, listening and more.Training in problem identification and problem resolutionManagement training in leadership and in technology implementation, if necessary, and in other areas associated with the innovation and changes that you have introduced.Problem-solving groups and teams are created to address any issues you are experiencing in the implementation. Schedule total staff reviews of the changes and team progression periodically.Help all staff members to enroll in and own the changes via involving them, encouraging their participation in planning, and making personal commitments to the contribution that you need from them to make the new systems succeed. Leaders Ensure the Implementation Plan Is Moving Forward During the Implementation Stage, when managing change, the organization must use problem-solving techniques to determine whether the change is having the desired effects. The leaders of the change effort must take t he following steps to assure that the changes are successful. Measure the Results From the Changes Design a system to measure the effects of the change or the improvement on your work systems, people interaction, customer interaction, and any component of your organization that is involved or affected. An example ishow has the change affected communication between your departments. How much extra work are the employees investing in the new work systems that were caused by the changes? You will also want to measure the success of the change overall. You will want to demonstrate that the change is producing the results for which it was intended. Or, if the changes are not, youll want to make course corrections along the way. Ensure that the changes are actually solving the problems that they were designed to address. Your efforts expended in measuring the effects of the changes will help you with this initiative. Address Remaining Problems Quickly Address any remaining sources of cont inuing resistance and conflict. This is many times the employees who have not been involved in the implementation of the changes up to this point. Ensure that any problems that are caused by the implementation and transition are addressed as quickly as possible. They wont solve themselves and, if left unresolved, they will fester just under the surface. Festering problems rear their ugly heads at the most inconvenient times and undermine the success of your changes. Communicate and Provide Feedback So Employees Know What Is Happening Provide feedback to all members of your organization on the progress that is happening and the current status of the change efforts. You need to wisely practice this old adage Tell them what you are going to tell them, tell them, then, tell them what you just told them. You do this to ensure that your employees are clear about the progress of the change implementation. In turn, this ensures their support of the efforts. Respond rapidly to any problems t hat are identified when you share feedback about the progress of the change. Your employees are in the best position to identify the problems and pain points that may undermine the success of your implementation of the changes. Fine Tune Your Measurements Complete and fine tune the changes and the systems that you are using for measuring the effects of the change in your organization and on your employees. If you expect the implementation of the changes to last, to earn employee support, and to truly affect improvement in your organization, you must demonstarte that the changes were, indeed, necessary and wise. The Bottom Line If you incorporate these measures when you are in the Implementation Stage of your change efforts, you will increase the probability that you will effectively apply the changes within your organization. It doesnt get any better than that. Missing any of these success factors undermines your chances for a positive outcome. Remember another old adage as you move through this stage of implementation with your employees. Benjamin Franklin said, Tell me and I forget. Teach me and I remember. Involve me and I learn. See the six stages involved in change management.

What Does Should I Include References on Resume Mean?

What Does Should I Include References on Resume Mean? Your references could make or break your odds of landing work, so be certain you decide on the best people to talk for your benefit. For each new job opportunity, you should confirm your list of references is the correct fit. If you select the chronological layout, youre create a different entry for every one of your previous positions, beginning with the most recent. Keep in contact with your job references. The Argument About Should I Include References on Resume These references are listed on another, clean bit of paper and ought to include things like people aside from family members that could vouch for you on a skilled or private level. Your resume should consist of references, photos and extra details about you for the best outcomes. More than 20 examples will explain to you how to compose your CV. Provide another sheet listing reference contact info. What You Can Do About Should I Include References on Resume Starting in the Next 7 Minutes Another myth thats out there is that you need to always limit your resume to a single page. This brief article will likely be your reference when you are confused to select the appropriate Resume and Covering Letter in your work. Finally at the conclusion of the resume you wish to include references. Theres zero reason why you need to ever include references on a resume. Then, in the event the hiring manager asks for references, youll have your reference page prepared to provide. Be certain to let your employer know you have references available upon request. When you must provide references to a prospective employer, the ideal way to do it is to create a reference page you may share with them. Be consistent with your formatting and make certain to include the exact same information for each reference (for instance, dont incorporate a street address for a number of references, but not for others). Your one page may be used a lot more effective ly. The sample reference page provided here can readily be adapted to fulfill your wants. Youll also discover a sample reference list. Below youll discover a sample reference list. Should I Include References on Resume at a Glance Tell them which youll be in touch with them in a week in case you dont hear back. If you want to relocate for work, you most likely already know its ideal to leave your present address off your resume. The ideal time to get started is now. The student involves an expert email address. Should I Include References on Resume Options Naturally, the resume objective needs to be the job you would like to take. References form a critical portion of your job application. If youre able to, select references that are ready to talk specifically about your qualifications for the job for which youre applying. The Chronicles of Should I Include References on Resume With your function in sales, everything comes down to your effect on the main point. A re sume objective is the initial thing an organization looks at to define airline abilities and personality. No matter your degree of job knowledge, your resume structure is critical to making your application stick out. Please go though some of the writes that weve done to find the quality you will get. You want recent references from those who may not only vouch for your character but the caliber of work which you do. When you would like to compose a health resumeto advertise yourself for any type of medicaljob or position, it can help to learn about some of. You want recent references from folks who may not only vouch for your character, but the caliber of work which you do. Additionally, your work history has to stick out in a way that job interviewers are likely to have a liking to. The 30-Second Trick for Should I Include References on Resume The personal is essential as it provides the assistant the essential info writing contacting you. By listing a few pursuits or volu nteer organizations with which youre involved outside of work, you can demonstrate not only that youre an interesting and well-rounded individual, but in plus-rechnen that youre ready to juggle a wide-range of activities in your everyday life, even outside the workplace. You need to begin with the main thing and thats the contact information for yourself. At this phase in your career, including this type of info on your resume can genuinely permit you to receive ahead of different candidates. Describe how your prior job experiences, skills, and abilities will permit you to fulfill the businesss needs. Since you might not have plenty of experience, its important to include information thats related to your intended job like coursework, projects, extracurricular activities, or volunteer work. Find out how to put the most suitable work skills can your resume and begin getting callbacks. Based on the position, computer skills might be an important requirement. What the In-Crowd Wont Tell You About Should I Include References on Resume Present yourself properly and youll get a better chance at getting that job. If you are in need of a quick kick-start on developing a template first, have a look at a resume builder before choosing a professional. The qualifications section should choose the kind of a quick airline list. Your resume level your very first introduction entry a possible employer.

Purchasing Naviance Resume

Purchasing Naviance Resume When you locate a career of interest, decide on the choice to Add to your List. Below are a few of the counselors favourite capabilities. Explore Careers-This feature consists of detailed info and videos on several occupations. My Journal As you investigate colleges and begin to develop your college list, this is a great place to chronicle your ideas and questions. Please be aware there are lots of aspects which can impact admissions decisions and the outcomes of this search do NOT guarantee in any way whether youll be accepted at a specific college. Explain which printing method is most appropriate for printing your design. Keep in mind, your creativity is going to be tested during the interview and once you become hired, leid on paper. Regardless of the fact there are countless fantastic college resume examples to be found online, writing your own resume is not quite as easy as you believe. From that point, students may assess their probability of gaining admission to a one particular college. They may also link directly to the college database to find colleges that offer an educational path to each career. They are able to access a comprehensive database with current information on hundreds of careers and colleges. They may click on sign up next to the college name to receive an email that reminds them of the upcoming visit. You need to allow them to know youve added an extra school and desire a letter. Naviance is an all-inclusive site that can be utilized to earn college and career plans. You may also link straight to the college or universitys website for extra info. Be very mindful of deadlines. Your answers can be updated overtime so that you always have the option to return and make adjustments. The site directs individual students through the full college planning, application and decision procedure. It is an all-inclusive website which it is possible to utilize to aid in making decisions about colleges, sc holarships and careers. For additional information, please contact your sons or daughters counselor.

Certified Nursing Assistant Resume - Is it a Scam?

Certified Nursing Assistant Resume - Is it a Scam? What you need to prove to them is that youve got experience with several types of equipment, software, and EHRs. Show how you have developed a specific skill on the job. There is a good deal of information which should be included on your resume. You will have to have some simple info and a couple dates. Topics might also have communication abilities and patients rights. You might also be interested in a health assistant career path in Maryland. The Basic Facts of Certified Nursing Assistant Resume You may also take a look at job openings posted on the web. Even though the demand for CNAs is growing, you need to get a competitive advantage, particularly for the best jobs. Its also advisable to do just a little research on the employer and the work role so you can tailor your resume before sending it off. To summarize, youll need to emphasize your resume writing skills in order to submit an application for your very first CNA job. The function of your resume is to prove to the prospective employer which you are suitably qualified for the job and that they ought to offer you an interview. Read the work description again to make certain you use the employers key words. When you advertise a CNA job, you need to focus on the kind of employee your organization requirements. Type of Resume The exact first step to think about before building a resume is to select the kind of the resume. Certified Nursing Assistant Resume for Dummies Before you start the job of constructing your CNA resume objective, attempt to restrict your specific skill collection. You want to employ qualified applicants and you wish to do it fast. Let applicants learn more about the certified nursing assistant duties theyll be expected to handle and the qualities and qualifications youre searching for in your next hire. Bear in mind job duties might vary slightly based on the place you work. Being the salesperson which you are, youre talented in regards to tailoring your pitch for a possible buyer. When you make an application for work in person, you could be requested to complete a paper application. For this reason, you should have a strong resume to secure an interview and after that go ahead to find the job before other applicants. The Debate Over Certified Nursing Assistant Resume A nursing assistant performs many primary duties related to patient care. Becoming a certified nursing assistant is an important responsibility. Your certified nursing assistant resume have to be exceptional to acquire interviews. It is very important to learn what exactly is necessary to be a certified nursing assistant from the state board of nursing in that certain state. Your prospective employer automatically knows that youll be kind and compassionate simply because youre a nurse. If youre looking forward to being a certified nursing assistant, here are a number of the essential skills that you have to possess. Your resume should discuss the way the practical wisdom and hands-on training you received allow you to supply excellent patient care. This nurse seeking fill in some specific conditions. Keep in mind that a resume is the ideal opportunity to showcase everything you can do. Dont forget that your resume is the very first step to a possible job so its critical in order for it to be perfect in every manner. Some work an assortment of shifts throughout the class of the week while some have a set schedule and earn a yearly salary. You need to make certain your resume stands out from the remainder of the pack, as tales of hundreds of individuals applying for the identical job prove to be increasingly more common.

The Ultimate Job Interview Checklist

The Ultimate Job Interview ChecklistThe Ultimate Job Interview ChecklistYoull never be unprepared for an interview with this complete checklist.If youve been reading my articles on Ladders Career Chronicles, you know that I like to break down the job-search process into three phases Prep, search and close. When you think about it, the interview process also has three important stages. How you prepare and what you do afterwards is just as important as what happens when youre sitting in the interview room pitching your skills.Below Ive created a comprehensive checklist to walk you through the interview process so youre ready to impress a prospective employer and land the job.Research the company.Employers want to know you took the initiative to learn more about their organization. With the prevalence of social media and mobile technology, theres no excuse for entering an interview unprepared.Visit the prospective employers website and social media accounts and search for them on Yahoo Finance to get a better sense of what the company is all about. Run a Google News search on the company and its competitors to catch up on the latest news.If you havent already, subscribe to some email newsletters and other online publications that focus on your target industry. Unkoranvers where to find unterstellung publications? Run a good ol Google search such as RV industry publications to start.The goal is to get a better understanding of the companys industry and business, their competition, where they stand in the marketplace, and their financial stability so youre better prepared to field and ask relevant questions during the interview.Investigate the company culture.In recruiting, we often talk about the 80/20 rule If youre brought in for a face-to-face interview, approximately 20 percent of the time will be spent verifying you have the necessary skill set. The remaining 80 percent will be spent determining if youll fit in with the team. You can have the best qualificati ons, but if your personality and work style dont mesh with the existing team, it wont work out.Take another look at the companys social media presence particularly if they have accounts set up for recruiting purposes to get a better sense of the companys personality. For additional insights, visit Glassdoor and The Muse s company sections and talk to anyone in your network who currently works or previously worked for the organization. Click on the following link to learn more about investigating company culture.Identify the market tarif.Its nearly impossible to get past the first phone screen, let alone a face-to-face interview, without being asked for your salary requirements. Thats why its important to research the going rate for a position before you set foot in the interview room. Check out Ladders Scout feature and their Job Market Guides, Salary.com and PayScale todiscover the going rate for your targeted job. When using any of these tools, take the location, industry, and c ompany size into account. Not aya how to handle this topic during an interview? Check out this article on how to respond to the question, What are your salary requirements? Review the role.Reread the job description and take a closer look at the core requirements for the position. If youre working with an agency recruiter, ask this person what qualifications are most important to the hiring manager when it comes to filling this role. What about your experience, background, skill set or previous accomplishments are most attractive? This will help you develop your talking points for the interview.Practice your responses.Think about the interview questions you feel least comfortable answering, such as Whats youre greatest weakness? and Tell me about yourself. Create and then practice delivering succinct stories that answer these questions, while demonstrating how you possess the right skill sets and background for the role. I recommend using the STAR method. Need more help? Click on the following link to learn the right way to answer these difficult and essential job interview questions.Prepare questions.When you dont have anything to ask your interviewers, it sends the signal youre not really interested in the role. Dont make this mistake. Prepare at least five questions you can ask every interviewer with whom you meet. Looking for more interview help? Click on the following link to read Ladders Founder Marc Cenedellas list of top interview questions.Select your interview outfit.When was the last time you tried on your interview outfit ? Do yourself a favor and try on the entire ensemble a few days before the interview to make sure everything fits you properly, is clean, pressed and ready to go. Do you need to tighten a loose button or shine your dress shoes? Take care of these little details ahead of time so you can focus on other more important things the day of the interview.Remember, when it comes to interview attire, theres no one size fits all. Cons ider the company culture and other factors when choosing an outfit for your interview. Need some visual aids? Check out these great articles by The Daily Muse on interview wardrobe options for men and women.Pack your bag.Bring at least two hard copies of your resume, a copy of the job description, a list of three references and their preferred contact information (remember, this does not belong on your resume), a list of questions to ask the interviewer, and a pen and notepad for taking notes. If youre in a creative field, bring your portfolio to showcase your course of work. Last but not least, bring your A game. Confidence, a positive attitude, and a genuine interest in the role and the company will set you exotisch from the competition. When you and another candidate have comparable skill sets, the only thing that will set you apart is your passion.Plan your commute.The last thing you want to do is show up late to your interview. Talk about sending the wrong message Avoid this mi stake by doing a dry run of your commute. Travel to the office location at the same time of day your interview is scheduled so you are familiar with the route and can properly budget your travel time. If this isnt an option, pull out your smart device and use apps like Google Maps or HopStop to estimate how long it will take you to get to the interview. Unsure when to arrive for your interview? Check out Business Insiders article on the perfect time to show up for an interview.Take notes.Make sure to collect business cards or write down the proper spelling of the interviewers names and email addresses during the interview process so you can follow up in a timely manner. Take notes during each conversation so you can personalize each message by focusing on the most significant points raised during each interview. Dont be afraid to jot down little details you learned about the interviewer, such as a shared passion or an upcoming trip you can use this information in your follow-up to demonstrate your attention to detail and make your message more memorable.Follow up.Differentiate yourself from other candidates by sending a thoughtful thank-you note to each interviewer within 24 hours of the interview. Use this communication as a tool to address any objections expressed by interviewers and demonstrate your qualifications for the job. Click on the following link to view some of my favorite tips for creating the perfect thank-you message.

Recruiting, Hiring, Managing Millennials

Recruiting, Hiring, Managing MillennialsRecruiting, Hiring, Managing MillennialsEven as members of Generation Y and Generation Z become commonplace in the workplace, these employees continue to perplex managers. Despite your best efforts to be successful at finding, hiring and managing millennials, many of these professionals may already be laying the groundwork for their next career move.Businesses of all sizes have difficulty recruiting and retaining skilled talent, regardless of demographic group. This has been an ongoing theme in the eight annual surveys of financial leaders conducted by Robert Half and the Financial Executives Research Foundation (FERF).How are other companies dealing with recruiting, zurckhalten and compensation challenges? Download the Benchmarking report to find out.When it comes to millennials, the challenge may be even greater because they arent taking a one-size-fits-all career path to become tomorrows leaders. Financial leaders often see this generation a s being job hoppers who have too little drive for working long hours and too much reliance on technology.But how about looking at the glass as half full? Arent strong big data skills, appreciation of work-life balance and trying different jobs to broaden ones skill set all good things?Clearly, millennials - those born roughly between 1980 and 2000 - are unique from their predecessors in many ways, and they may require a modified management strategy as a result. Follow our six suggestions to improve upon your plans for finding, keeping and managing millennials.1. Learn what makes them tickAs a group, millennials have been widely studied. They are highly educated with a diverse range of talents, and they tend to gravitate to jobs that align with their personal beliefs.While there are always exceptions to generalizations about any group, here are some conventional observationsTheyve been affected by the Great Recession and its aftermath, along with the explosive growth of student deb t.They tend to change jobs more than older generations, perhaps because theyre settling down and starting families later.Theyre part of the first generation in history to be immersed in technology throughout their lives.They stand out with their problem-solving skills, curiosity, confidence and interest in personal and professional growth. 2. Offer a variety of challenging assignmentsThis generation derives a sense of purpose and satisfaction from new experiences, which give them opportunities to apply their skills in different ways and make them more well-rounded employees. Vary the projects they work on, as well as the teams they work with, so theyre constantly learning new techniques and methods.Make good use of their energy and enthusiasm from day one by offering interesting and high-pro file projects that match their abilities and leverage their strengths. Encourage fresh thinking by letting them bring new ideas to the table and helping them to feel valued by management. Find opportunities for them to collaborate on assignments with more experienced staff members, which will build camaraderie with the different generations in your accounting and finance department.3. Provide regular feedbackMillennials are accustomed to, and appreciate, steady feedback and guidance from authority figures, says Syed Hussain, vice president of Robert Half Finance Accounting. Make sure they know theyre on the right track, he adds, or offer course corrections by giving them the feedback they thrive on, via email, informal chats and even weekly recap meetings.A Generation Z survey shows these employees often prefer face-to-face interaction with their managers. Thats why you should provide frequent performance appraisals, encouragement and career counseling. You should take a sincere in terest in your workers job satisfaction and career growth, and maintain an open-door policy with them.Once you understand the professional goals of your millennial employees, you can reward their good work in meaningful ways. With millennials, that may include an increase in salary or benefits, scheduling flexibility, training opportunities, choices of location, enhanced work space and travel opportunities.Read about Employee Retention 4 Ways to Keep Top Talent Happy and Loyal.4. Offer professional development, trainingMillennials rank opportunities for professional growth and job title higher than Generation X or baby boomer employees, says Hussain. To improve your recruiting and retention while reducing millennial turnover rates, provide opportunities to obtain professional certifications. Engage them in conversation about their desired career paths, and discuss their level of satisfaction with their work at your organization.Robert Half research shows businesses are offering prof essional development resources to help their millennial workers prepare for leadership positions. CFOs said their organizations fruchtwein often provide onsite training (60 percent), opportunities to attend conferences, seminars and webinars (57 percent), and mentoring programs (55 percent).This generation places a lot of value on skill development. If millennials feel they arent receiving adequate opportunities to maximize their skills or acquire new ones, it can drive them to job hop. By offering regular training and professional development opportunities, you will inspire your employees to learn, help them grow professionally and establish roots in your organization.Put all the pieces together with The People Puzzle Building and Retaining a Talented Accounting and Finance Team. 5. Check i n regularlyYou should touch base often with staff members. Many of the professionals in these generations want to work for managers who take a sincere interest in their job satisfaction and career growth, and who maintain an open-door policy.Of course, despite your best efforts, you may not be able to retain some of your Gen Y and Gen Z team members as long as youd like. When millennial workers do move on, invite them to an exit interview. Ask them what they enjoyed most about working for your organization, and even more important, what they didnt like. Their insights can help your firm become more effective at recruiting and retaining talent, in general.6. Offer flexibility when managing millennialsMillennials value work-life balance. You may need to rethink the employee benefits youre offering when formulating your recruiting and retention plans. In addition to competitive salaries, consider perks such as telecommuting, flexible hours, comp time and more vacation days.In spite of the air of mystery surrounding this generation, millennials can be catalysts for change. They seek out roles in which they can develop professionally, and they are technologically astute. Once you know what makes them tick and the work scenarios in which they flourish, youll have an easier time recruiting them, managing them and retaining them.Then, as baby boomers retire, and millennial employees take on a growing number of leadership roles in the workplace, youll be glad you worked to develop this next generation of managers.Editors notenzeichen This post was first published in 2015 and was updated recently with current information.