What is positivity what do ya do with it, anyway - When I Grow Up

What is positivity what do ya do with it, anyway - When I Grow Up From Sarah Gardners Flickr stream. You can find her prints to buy here. When i think of the word positivity a bunch of singular words pop into my head. Words like Radiant. Cheerful. Optimistic. Hopeful. Inspired. Encouraging. Light (both literally, like a light bulb, and figuratively, like a state of being). Energized. Enthused. Throughout my adult life, Ive been prepared to wish for the best and expect the worst. Got that big part I wanted? Just so happens it conflicts with my best friends wedding. Didnt get the big part I was up for? Just so happens a huge agent signed the girl that got it. Alanis Morisette would call it ironic, but I would just call it crappy luck. So, when people would ask if I was a glass-half-full or a glass-half-empty girl, Id have to think: I do see the glass as half full, but I also expect that when I go to refill it Ill be out of whatever I was drinking (probably wine) or the water from the tap will be green. What does that make me? An optimistic pessimist? A pessimistic optimist? I realized, though, that when I would describe myself as anything but an optimist to, well, anyone thats known me for more than a few minutes, Id be greeted by a scoff and a chuckle. Why, youre a huge optimist, Michelle! Always so encouraging, and driven, and supportive. Youre always such a positive presence, always laughing and smiling and full of energy. How can you say youre anything but an optimist? Glad you asked. I think part of me wanted to hang on to my sarcastic wit and all those experiences that left me jaded. I wanted to be considered tough and be able to complain at will. But now, at the tender age of 31, I see how not only do those choices not serve me but theyre not me! Not to say Im going to lose my sarcasm, or the tough guy voice I put on that says Im from Strong Island and lived in East Harlem. Dont mess but now I know I do it for comedic effect.   I want to bring sunshine, and optimism, and positivity wherever I go and to whomever I speak to. But not in an annoying way. I know that Tough (Question) Tuesday was yesterday, but Id love for you to share in the Comments section what positivity means to you, and how you give it to yourself or the world. And dont forget to leave a Comment here if youre contributing to Positivity Week so I can link to you!

Writing Numbers on Your Resume - Tips for Writing Numbers on Your Resume

Writing Numbers on Your Resume - Tips for Writing Numbers on Your ResumeWhen you look at resumes, you need to write them out using numbers. Using numbers on your resume is a good practice for the following reasons. It helps to make it clear and easy to read. It will make your resume stand out from others.Numbers on your resume is an excellent way to set it apart from others. This way you can easily write it out when it is not your turn to speak. To help you get started when you are writing your resume, below are some tips for writing numbers on your resume.While numbers are always an effective way to send a message, you can use them in a more persuasive way when you use them in your resume. Write numbers out first. Don't try to put numbers together or mix them up. Stick to the same number when you are writing your resume. Then, place the numbers side by side.When you get to the second page, move on to the first number. You want to write your resume out using numbers, so you can get r id of the confusion in the reader's head. Remember, this is an open book that he or she can read, so it is important to make the resume readable.Remember to keep the numbers written in full capital letters. With a little practice, your resume will look professional people will be able to read it and see that you are someone who is a professional. When you write numbers on your resume, you are being a professional. That makes your resume stand out and get to the top of the pile.It is an easy way to add a bit of flair to your resume. Remember, the person reading your resume has to make an instant decision whether or not you are the best fit for the job. Therefore, if you have a lot of excitement in your resume, it will look great. It will instantly add to your resume's attractiveness and credibility. It will be obvious why you are in demand and how you fit the job opening.Numbers should always be the first thing you are going to write on your resume. It will show your personality and your passion for the job. You will feel more comfortable about talking about the job. That will make the person you are interviewing to really take you seriously and will make the interview more memorable.

Top Choices of Resume Writing Workshop Umass

Top Choices of Resume Writing Workshop Umass UMass alumni also have lifetime access to Handshake, in addition to to a selection of career growth services offered by the Alumni Association. Our students clearly understood the significance of this special recruiting prospect. To begin with, one of several sections that should be altered is the work objective. Utilizing resume maker software is the appropriate choice when looking for work in the industry at the moment. As soon as you see what you could do and decide on what you would like to do, you'll tailor your resume to exactly fit the job that you desire. When you've finished your lists, you'll most likely be surprised by how many job qualifications you've got! Then get prepared to showcase your very best self. Key Pieces of Resume Writing Workshop Umass If you get a high GPA this is a great place to put it also. You get an outstanding value because there are no renewal fees or membership required! When you finish the most in-depth program in the business, so there's no continuing education requirement. Resume Writing Workshop Umass Options As an example, a resume should be only 1 page, and it ought to be laser-printed or typeset by an expert printer, and it ought to be printed on bond paper. ASCII formatting prevents this from occurring. Scannable resumes need specific page designs because computer scanners can't read certain products. This interactive workshop is intended to help participants establish their career direction and provide them skills, wisdom and motivation to realize their career objectives. The letter supplies an opportunity to expound on your resume, permitting you to detail why your distinct abilities and experience make you the very best candidate for the job. Ahead of the workshop, participants will finish a 30 minute on-line career assessment. Before the workshop, each participant will finish a 30 minute on-line career assessment. Content and format requirements may vary between continents and countries, so make sure to look into the particular organization and location to glean what is the ideal approach. From grammar to formatting and strategy, you will learn all you want to stand out as an authority in the area. Start at the very top of the webpage and at the peak of the very first column write a title for the 4-H project or other activity which you feel helped you to create important skills. Using resume maker program program also can guarantee that your resume makes the proper impression.

Is Your Resume Found 4 Resume Search Optimization Tips - Your Career Intel

Is Your Resume Found 4 Resume Search Optimization Tips - Your Career IntelAll large companies, and many small and medium-sized ones, use Applicant Tracking Systems to sort through resumes. These software programs take in the resumes of applicants and make them searchable so that hiring managers can seek out candidates for openings.For you the job seeker it means that in order to get a philanthropisch being to review your resume, you now need to understand how to be found in these electronic systems. Thankfully, its not all that difficult. Hiring managers use a search engine, not unlike Google, to browse the Applicant Tracking System for candidates. Therefore, resume search optimization is based on the same principles as optimizing a web page its all about keywords. Now you just need to pick the right onesAs an executive recruiter, I understand precisely how hiring managers are searching their Applicant Tracking Systems and heres how to pick the right keywordsDont Try to Be a Jack-of -all-TradesSome candidates try to cast a wide net by making their resume general, stuffing them with generic keywords like leadership and management. The rationale is that these vague terms will make the resume come up in a wide variety of searches and be seen more often. The reality is that the opposite occurs and the resume becomes more or less invisible to the Applicant Tracking System.Specificity is the key to an SEO resume, which makes absolute sense if you justThink Like a Hiring ManagerWhen a company is searching the Applicant Tracking System for candidates, the hiring manager has a very specific idea of what experience the ideal applicant has. Most people wont do a search for leadership. They will do a search for specific skill such as social media marketing.Lets take a test case. If you wanted someone to fill a senior software development position, what would you search for? Probably terms like senior and VP. Definitely software development. And then fruchtwein likely the v arious programming languages you need the candidate to be proficient in. Go for these specific terms.To get into the groove of thinking like a hiring managerStudy the Job Description (And Others Like It)The easiest way to start selecting keywords is to print out the job description and underline specific terms that you think the hiring manager might use to select resumes. These should be your primary keywords. But all effective keywords may not be in the job description. Look up job descriptions for similar roles and repeat the exercise for strong, specific keywords and phrases. Finally, weave these keywords into your resume.Keep in mind that this isnt a one-time exercise. For every job you apply forCustomize Your ResumeThe old wisdom was to have a single resume and tailor it to the position with the titel letter. But Applicant Tracking Systems have changed all that. Dont be afraid to have multiple versions of your resume that you use when applying to different positions. If you are applying for a job at a public relations agency, you should not be using the same resume you use to apply to an in-hour public relations role.FinallyThe number one rule is to always stay truthful when pursuing resume optimization. If you dont have a skill, dont try to deceive the system into thinking you have it. SEO resumes are simply about conveying the experience you have in a way that makes your easy to find.What other techniques have you used to SEO your resume? Share your tips with us below.

An Open Letter To The Women Who Wont Take Credit For Their Work

An Open Letter To The Women Who Wont Take Credit For Their Work The impostor syndrome, or the concept that an individual usually a woman internalizes their accomplishments due to the fear or being exposed as a fraud, is immensely damaging to workplace gender equality. Nonetheless, the feeling of unworthiness plagues working women, and feeling this way actually manifests self-fulfilling prophecies and perpetuates the false notion that women are indeed inherently lesssuccessfulthan men.In short, when a woman fails to take credit for her own work, she fails working women everywhere because far fewer females are thus recognized as successful and we need female role models. The thing is thatwomen are successful, and its about timethey take credit for it.But touting your own efforts is not easy, and studies show that women do so far less than men for a gamut of reasons, particularly when they work in groups.In astudy publishedin thePersonality and Social Psychology Bulletin, researchers Michelle C. Haynes and Madeline E. Heilman found that women are unlikely to take credit for their role in group work in mixed-gender settings, unless their roles are explicitly clear to outsiders. When women worked only among other women, however, they didnt have any difficulty taking credit.Women gave more credit to their male teammates and took less credit themselves unless their role in bringing about the wertmiger zuwachs outcome was irrefutably clear or they were given explicit information about their likely task competence, the study reports. However, women did not credit themselves less when their teammate was female.Perhaps this phenomenon occurs in mixed-gender groups because women dont think they deserve as much credit as men, merely because were conditioned to think this way.Heather Sarsons, a Ph.D. candidate at Harvard,explored this in another studyin 2015 in which she looked at CVs from economists who went up for tenure between 1975 and 2014 in one of the top 30 PhD-gr anting universities in the United States. She found a bias toward men in instances where men and women co-authored research papers, and found that co-authoring with men was actually a disability for women in their work. She called it a co-author penalty, because, while women who solo-author everything have roughly the same chance of receiving tenure as a man, women who coauthor most of their work have a significantly lower probability of receiving tenure.When Sarsons assessed all possible explanations, she found that the penalty wasnt determined by the credentials or skill of the co-author, but, rather, it was the result of our unconscious bias for male economists.Many occupations require group work, Sarsons writes. The tech industry, for example, prides itself on collaboration. In such male-dominated fields, however, group work in which a single output is produced could sustain the leaky pipeline if employers rely on stereotypes to attribute credit.Yes, women are typically natural sharers and group participants, socially conditioned tomaintain the we over the I mentality and its humbling. But there are ways women can take credit for their work without coming off like theyre boasting or calling attention to themselvesdespite the fact that their male counterparts do it all the time.While it might seem obvious to encourage women to work individually, as opposed to on teams, research shows that women can also be penalized for failing to collaborate.In her dissertation research, Dr. Julie Chen, a former psychology NYU doctoral student of Heilman, who conducted the first aforementioned study, demonstrated that, when women did not involve others in decision-making about the use of organizational resources, they were assigned lower performance ratings than men. Evaluators also recommended that those women receive lower salary increases, fewer promotions and more limited opportunities for participation on high-profile projects.So what can women do to take credit for their work among mixed-gender groups?1. Share female colleagues successes.First, its important to notenzeichen that women themselves are part of the problem, Heilman wrote in an article on Quartz. In study after study, we have found that female as well as male evaluators attribute less credit to women than men for teamwork. Women, along with men, devalue the contributions of other women.When women speak up for one another, we lift each other up. If more women bragged for each other, we wouldnt have to do it for ourselves even though wealways should to some capacity.2. Take ownership of parts of the project that have objective performance indicators. Its easier to point out your contributions to a project if they are discrete and irrefutable,Heilman added.So, if possible, try to take ownership of parts of the project that are contained and have objective performance indicators. For example, in a group presentation, you divide up the tasks and take full responsibility for putting tog ether a two-minute video. This will make it harder, if not impossible, for your colleagues to dismiss your contributions. You may also want to try choosing work for which you are uniquely qualified compared to other members of the group. If youre the only partie who speaks fluent Spanish or has business contacts in Hong Kong, it will be a lot harder for others (or for you) to fail to acknowledge your hard work.Likewise, its easier to take credit for successes that are data-driven. If no one can refute the facts, you wont have to worry about feeling like a fraud. The proof is in the data, and that does most of the talking for you.3. Clarify your role.Most people are unaware of the gender biases that lead them to undervalue womens contributions, so if a boss or another colleague seems to be giving you short shrift, assume that theres no bad intent, but do find a private moment to give them more information about your role in the project, Heilamn wrote.And if you can clarify your role ahead of time, and delineate your responsibilities in the project verbally or, preferably, in a way thats recorded, then you can make note of the fact that you have checked those boxesupon completion.4. Volunteer to be the spokesperson.Anecdotally, it seems that the person who presents a project to a group tends to get credit automatically,Heilman said. So women may want to counter our cultural tendency to underestimate their contributions by asking if they can be the ones to do the talking.Women can then speak of their own achievements while thanking their team for the support and collective effort.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a keen cultural curiosity and an affinity for solo travel. Shes an editor by day and a travel blogger at HerReport.org by night.

Not Getting Enough Employee Referrals Time to Think Outside the Box

Not Getting Enough Employee Referrals Time to Think Outside the Box According to LinkedIns 2016 Global Recruiting Trends report, employee referral programs are a top priority for many organizations. This is because employers realize that structured and well-executed referral programs attract more qualified candidates, reduce turnover rates, improve employee morale, and lower both cost-to-hire and time-to-hire rates. These benefits ultimately impact the companys bottom line through increased productivity and improved customer service.Experts suggest that if you are elend making at least 50 percent of your hires through referrals, it is time to step up your game. The problem is that many companies still rely on decade-old practices to promote their referral programs. Because of these outdated, ineffective tactics, employee referrals account for less than 25 percentof total hires in most organizations. However, companies with successful referral programs make up to 60 percent of their hires through referrals.If your company is having trouble generating the level of employee referrals it need, it is time to put the old recruiting strategies aside and think outside the box.Three Reasons Why Employee Referral Programs Dont Scale 1. Employees Are Not Aware of Job OpeningsMany employees are not even aware of all the current job opportunities available at their organization. At best, a typical employee only knows about openings in their own department. If employees dont know about jobs available across the organization, it is impossible for a referral program to work on a large scale. 2. The Referral Process Is TediousAnother obstacle that prevents employees from referring quality candidates is that many companies create long and tedious referral process?es. In order to make a referral, do your employees need to log into an employee portal, search for the job, find the job ID number, contact the friend they wish to refer, get their frien ds resume, and then upload that resume?Employees may be willing to do this for a family member or close friend, but they probably arent going to go through all this trouble for every qualified candidate they know. 3. Large Social NetworksCan you name every one of your Facebook friends off the top of your head? How about all your LinkedIn connections? Email contacts?The truth is that most people cant even recall all their internetfhiges mobiltelefon contacts without scrolling through them and neither can your employees.The average part may have hundreds of contacts in their personal and professional networks, but they can only recall a small fraction when asked. This doesnt mean they couldnt determine whether the members of their networks would be good job candidates just that the majority of their connections are not in their inner circles and, therefore, not top of mind at all times.About60 percent of employees have referred a friend, colleague, or family member for a job before. This suggests that your employeeswant to make referrals. The real question is, Will your employees search through their connections on multiple networks just to make a referral? Probably not. As a result, your employee referral program is limited to just your employees inner circles. Your company is losing out on hundreds maybe even thousands of prospective referrals because your employees cant connect their wider networks to your jobs.The Google Experiment Google tried many techniques to boost its referral program. The company tried to incentivize referrals by doubling the bonus employees received, but it wasnt enough. So Google tried something different aided recall.In his book, Googles former head of hiring Laszlo Bock writes that employees responded better and made more referrals when Google broke big questions down into smaller, more manageable ones. Instead of asking employees to provide general referrals (Do you know anyone we should hire?), Google made more specific reque sts e.g., Who is the best finance person you ever worked with? This use of aided recall helped to increase employee referrals at Google by 30 percent.Help Your Employees ReferIf you want to increase the number of referrals your employees make, you need to think outside the box like Google did. Since your employees are unlikely to recall every one of their social and professional network connections when new jobs open, you need to jog their memories.The good news is that making this connection for your employees is now easier than ever. Todays best employee referral technologies can instantly scan your employees networks and look for certain skills, education, and experience that your company requires for a specific position. Once a match is found, your employees are notified of the connection and given the opportunity to make a referral if theyd like to.Make the Process Super EasyYour employees want to help you make better hires, but they are busy. They dont have time to go through a complicated referral process. It is crucial that you make it as easy as possible for all employees, at all levels, to refer qualified candidates. In addition, you need to maintain transparency throughout the process.If you arent getting enough employee referrals?, stop using standard recruiting tactics. Change the way the process works by investing in top-tier employee referral software. An effective and efficient employee referral technology should help your employees identify top talent within their own personal and professional networks. It should also streamline the entire referral process.Armed with the right tech, your company should see a significant increase in the number of qualified referrals it receives.A version of this article originally appeared on Medium.Rachna Singh, is the founder ofHachi, a data-driven, one-click referral hiring solution.

Boxwood Technology Launches Virtual Career Fair Solution

Boxwood Technology Launches Virtual Career ritterlich Solution Boxwood Technology Launches Virtual Career Fair Solution With our Virtual Career Fair product, job seekers are able to explore employers, view and apply for positions even chat with recruiters in one convenient location, Christine Smith, President, Boxwood Technology, said. This nicely complements our current Career Fair solution that helps associations better manage their onsite career fairs. Boxwood is now a one-stop shop for all of an associations onsite and online career fair needs.The Boxwood Virtual Career Fair solution includes all of the marketing and sales to employers and job-seekers, billing and collections for the job postings, and registration fee management for the employers to attend the event.Boxwood helps the association every step of the way. And, the Virtual Career Fair comes integrated with our Career Center product enabling associations to cross-promote each service increasing site traffic and re venue opportunities at the same time. Lastly, Virtual Career Fairs can be a great complement to existing onsite career fairs in addition to being valuable standalone events for associations, too, continued Smith.