#42DaysOfJobSearch and #100DaysOfCode

#42DaysOfJobSearch and #100DaysOfCode On Twitter Ive been seeing the hashtag for #100DaysOfCode from people who are spending 100 days to learn how to program. Its inspiring, and fun to watch their progress. Its really cool to read when someone posts about a new contract, or turning in a project to a customer. Heres an example: Its #day100 its been so productive! Ive agreed on a price web design for my first freelance client ive written an article summarising my thoughts upon completion of this challenge. https://t.co/ZTpG7V8gTN Thank you for all the support! #100DaysOfCode #WomenWhoCode â€" Jasmine (@CodesJamber) November 25, 2019 The stories that accompany this hashtag are all about empowerment through education and creating financial security by creating personal value. This speaks to my heart! For weeks Ive been thinking about introducing something similar. It will be much, much smaller but still, Im introducing #42DaysOfJobSearch. I want people in job search to be inspired, to be intentional, to make progress, to share progress, and to have hope. I want them to shoot for something, and make progress every single day. Who is #42DaysOfJobSearch for? Clearly it is for the job seeker. The person who feels alone, feels dejected, and needs a job (and hope). It is also for people who are preparing for a job search Exhibit A: Whether you are part of the 19% of BMO staff who are getting let go, or the thousands of WeWork staff out on the street, or you came from a tiny company (like I did) that doesnt do outplacement #42DaysOfJobSearch is for anyone who wants to better their career. Even if you have a job right now, but feel underemployed or unsatisfied. Why 42 Days? Simple: because seven times six is 42! And because 42 is the Answer to the Ultimate Question of Life, the Universe, and Everything. Actually, because the Job Search Program is a six week program that you do seven days a week. During the 42 day journey you should be making as much progress, and have as much excitement and hope, as the people who are doing #100DaysOfCode. Also, because 42 days seems like enough. Its better than the one+ year job searches that I hear about. I want people to be intentional, directed, and purposeful, and make an impact on their future and income RIGHT NOW. I dont want you to wait for months. I want you to have success NOW. I want to know how your #42DaysOfJobSearch is going! I want to hear your progress, your stories, your tiny wins, your big wins I want you to share and inspire others. Whether you share it on Facebook or Twitter or LinkedIn or just send me an email, I want to hear and share this journey with you. Learn more about the 42 day Job Search Program here. And send me updates on how you are doing. #42DaysOfJobSearch and #100DaysOfCode On Twitter Ive been seeing the hashtag for #100DaysOfCode from people who are spending 100 days to learn how to program. Its inspiring, and fun to watch their progress. Its really cool to read when someone posts about a new contract, or turning in a project to a customer. Heres an example: Its #day100 its been so productive! Ive agreed on a price web design for my first freelance client ive written an article summarising my thoughts upon completion of this challenge. https://t.co/ZTpG7V8gTN Thank you for all the support! #100DaysOfCode #WomenWhoCode â€" Jasmine (@CodesJamber) November 25, 2019 The stories that accompany this hashtag are all about empowerment through education and creating financial security by creating personal value. This speaks to my heart! For weeks Ive been thinking about introducing something similar. It will be much, much smaller but still, Im introducing #42DaysOfJobSearch. I want people in job search to be inspired, to be intentional, to make progress, to share progress, and to have hope. I want them to shoot for something, and make progress every single day. Who is #42DaysOfJobSearch for? Clearly it is for the job seeker. The person who feels alone, feels dejected, and needs a job (and hope). It is also for people who are preparing for a job search Exhibit A: Whether you are part of the 19% of BMO staff who are getting let go, or the thousands of WeWork staff out on the street, or you came from a tiny company (like I did) that doesnt do outplacement #42DaysOfJobSearch is for anyone who wants to better their career. Even if you have a job right now, but feel underemployed or unsatisfied. Why 42 Days? Simple: because seven times six is 42! And because 42 is the Answer to the Ultimate Question of Life, the Universe, and Everything. Actually, because the Job Search Program is a six week program that you do seven days a week. During the 42 day journey you should be making as much progress, and have as much excitement and hope, as the people who are doing #100DaysOfCode. Also, because 42 days seems like enough. Its better than the one+ year job searches that I hear about. I want people to be intentional, directed, and purposeful, and make an impact on their future and income RIGHT NOW. I dont want you to wait for months. I want you to have success NOW. I want to know how your #42DaysOfJobSearch is going! I want to hear your progress, your stories, your tiny wins, your big wins I want you to share and inspire others. Whether you share it on Facebook or Twitter or LinkedIn or just send me an email, I want to hear and share this journey with you. Learn more about the 42 day Job Search Program here. And send me updates on how you are doing.

Creative Resume Writing Services

Creative Resume Writing ServicesThere are plenty of talented people who are using the services of creative resume writing services in New York City. However, it is up to you to decide which of these top-rated services can give you the results that you want.The best creative resume writing services in New York City are focused on finding ways to earn your business. They are just like your salespeople except they also know the tricks to get you hired. To find them, you have to do some homework and determine what the requirements for creative resume writing services are so that you can be sure you will be getting what you need.The first thing that you must find out when you are trying to figure out the requirements for creative resume writing services is that they must have a solid experience of creating resumes. If they do not have experience and have not been in this field long enough to know what their clients really need, then they could potentially do the same thing that your compe tition is doing so that they make more money.You should also take the time to look at the kind of creative resume that each creative resume writing service is going to create for you. This is going to help you determine if what you are paying for is actually a result of experience or if you are paying for someone else's work.Another thing that you need to know is that you should not pay just to get creative resume help because the very idea of the creative resume is to get creative resume help. If you have to pay to get a creative resume then you are only going to end up wasting your money and time trying to do something that you do not have to do.Another thing that you need to know is that you should never pay just to get a creative resume help. You should have a written plan for how you will handle the credit and background information and also you should have a written plan about what skills you want to be included in your resume.Another thing that you need to know is that if you are writing your own resume and are still using a template, then you should expect to end up with a lot of wasted time. You should know that you do not want to spend too much time on creating your own resume unless you are a native English speaker and do not mind spending the extra time on creating your own resume.It should also be noted that if you want to get the best creative resume writing services in New York City, then you should look for one that can provide templates and marketing materials that can help you sell yourself. You want to make sure that your resume will speak for you and tell the potential employer what you are all about.

Is Recruitment Stuck with Old-School Thinking

Is Recruitment Stuck with Old-School Thinking This blog has been inspired by two sources that I’ve encountered in the last two weeks The first is that I’ve recently seen a few online discussions and blogs questioning the need for commission structures in recruitment and the impact they may have on encouraging consultants to focus more on achieving a profitable “sale” and less on accomplishing a successful “hire” for a client. Quite a few commentators suggested the problem wasn’t the commission per se but the application of the KPIs and targets by the line managers; being driven to focus on high call levels, targeting how many CVs have been sent out that week, measurement of numbers of interviews achieved and other such indicators causes recruiters to ditch ideas of quality or customer service and play a numbers game that can let down candidates and clients and thus creates a poor perception of the industry. My second source of inspiration for this blog was a discussion with Andy Headworth of Sirona Consulting. Andy consults on the use of social media in the recruitment industry and advises how it can be a great source for finding candidates, building reputation and brand, interacting with clients and numerous other positive outcomes. He was bemoaning the fact that he was still encountering recruitment companies who failed to see even the basic benefits of social media (i.e. that it was in essence a large and navigable candidate database) let alone using it to engage and communicate with a wider audience. Instead they were more inclined to stick with a more “traditional” method of business development and candidate sourcing which emphasised squeezing the company database, rinsing the job boards of CVs and “banging” the phones. Both of these discussions seemed to imply, in my mind, that the agency recruitment sector continues to suffer from a dominance of old-school thinking in how they manage and motivate their staff and how they deliver their services. Now of course, naturally I understand that not all recruiters are going to be alike. I’m sure there are quite a few that are innovative in their methodologies and sophisticated in their performance and I hope in response to this post there will be some who jump into the comments section and show me this is the case. However, I do genuinely feel that the largest share of the industry continues to adopt a “we’ve-always-done-it-this-way” attitude towards how they run their desks and how they manage their businesses. Is the problem the natural life cycle of a recruitment leader? You start as a trainee, get some success, become a manager because you’re a good biller, train more staff in your own image as it worked for you and then eventually become a director of the company or break off and start your own. Typically it’s the consultants who bill the most who become the leaders regardless of whether they have the aptitude to manage or the creativity to innovate within their industry. If a brand new trainee consultant joined you tomorrow and you sat them down to show them how to do their job and how their success will be measured would your speech be any different to what you would have delivered five, ten, fifteen or even twenty years ago? Can an industry that fails to innovate really stay relevant to its market? I guess many recruiters will answer this post with a perfectly valid response that they are continuing to handle assignments for clients, they are still filling jobs and still making good fees â€" so why change how we deliver those services or how we manage our staff? The proverb goes that “Necessity is the Mother of Invention”. Until recruiters start to see an impact on their bottom line and it becomes a necessity to change they won’t. But I would say that the impact is coming (it might already have hit you) whether you like it or not. The rise of social media channels, the continuing development of technology, the growth and maturation of the internal recruitment partner model, the change in employment patterns such as portfolio careers and freelancing are just some of the challenges facing the “traditional” third-party agency market and they’re not going to go away. The question is: Can recruitment leaders respond and innovate in how they lead their staff and how they deliver to clients? RELATED: Are You an Old School or New Skool Recruiter?

5 Alternatives to Hello Everyone in an Email - Algrim.co

5 Alternatives to “Hello Everyone” in an Email - Algrim.co Addressing a group in an email can be challenging. Is it okay to say ‘Hello everyone’ or ‘Hello everybody’ as the greeting you use to start your professional email? Should it be everybody or everyone? If I’m addressing a group which is the right phrase to use? Let’s break down exactly why using this phrase isn’t recommending and how you can address the team you’re speaking to more professionally. Ready? Let’s jump in. Table of Contents Using “Hello Everyone” or “Hello Everybody” Why Your Email Greeting Is Important 5 Best Alternatives to Use Instead of “Hello Everyone” But Is It “Hello Everybody” or “Hello Everyone” Using “Hello Everyone” or “Hello Everybody” While it may sound like a great phrase to use to address a group email thread, it can lack personality and enthusiasm. And while both sayings, especially everyone vs. everybody, are technically correct. It is advised that you pick another greeting to use for starting our email thread. Why Your Email Greeting Is Important Your email greeting is important because it sets the tone for the entire body of the email. Essentially, your message. If you want the recipients to read your email, you should be sure that you start the email on a positive note. Or if the email isn’t positive, you may want to start the email on a more formal note. This will simply set the tone of voice for the email message. Tone of voice is important in emails because it can indicate how and when the recipient should respond. An informal email, with a single question, for example, could be responded to quite quickly. While a more formal email, potentially containing a legal letter, might be responded to much slower due to its formality. 5 Best Alternatives to Use Instead of “Hello Everyone” When addressing a group by email, you can’t indicate or address each professional's name individually. It will take too long and the email will look sloppy (or unprofessional). Here are five better alternatives to use when “reply all” is your only option. Hi team Regarding [business topic/business matter] Good morning Good afternoon Good evening These may seem quite obvious, but are better to use than “Hello everyone” or “Hello everybody”. The first option is your most informal. This may be when you’re addressing your internal team (versus an external team) and you want to quickly skip to the meat of the message. The other options are better to use when you’re addressing a group that you don’t have a close business relationship with. But Is It “Hello Everybody” or “Hello Everyone” Again, both of these sayings are for when you’re addressing a group of people. According to Webster’s Dictionary, they are both correct. But you most likely will be using this in a formal business setting. And it is not advised that you do so. Instead, pick from the options and examples listed above. More Alternatives to Common Phrases Sincerely Hello Everyone Thank You For Your Consideration Thank You For Your Time Best Regards Warm Regards I Hope This Email Finds You Well

Where to Include Professional Writing on a Resume

Where to Include Professional Writing on a ResumeFinding the right place to include professional writing on a resume is something that many people need to consider before they start their job search. Why? Well, because many employers are looking for experience in all sorts of industries - including the ones you're considering applying for. So, how do you write professional resumes when you have no experience in these fields?One way to include professional writing on a resume is to find some 'no strings attached' samples that are both informative and easy to read. Sometimes, you can find these samples on the Internet and they might be for free. But, if you're looking for something that's more professional, then you might want to go the other route and pay for them.If you're looking for something easy to read but still professional and informative, then your best option is to find a sample professional resume that has professional writing on it. Then, simply scan through the sample and use this to help you develop your own. For example, if the resume is written by a professional writer, then you know that it will give you a good idea of what to expect when you start to apply for jobs.You might be asking yourself where to find samples of this sort of writing. Well, the best place to look is in the newspaper. Newspapers are a great place to find things like this and you can always find them with a quick search on the Internet.The reason that newspapers are so useful is that they allow you to read the content in its entirety, which is not possible with a resume written by a personal experience. So, try to find a newspaper that you read regularly, and pick up an article on the type of work you would like to do.You might even be interested in looking at something like a 'sample resume' that has professional writing on it. But, this will probably not be so useful. The reason for this is that they have little to no information about the positions that you're applying fo r.Instead, you should try searching for 'sample resumes' that contain professional writing on them. These will give you an idea of what a resume looks like, so that you can write yours more professionally.So, where to include professional writing on a resume depends on a few different factors. Obviously, the type of employment you're looking for and the job you're applying for are two things that you should consider. Then, the location where you live is also important, because it will impact what writing you'll put on your resume.

How a Proficiency in Analytics Could Skyrocket Your Career

How a Proficiency in Analytics Could Skyrocket Your Career Analytics is the ability to collect, interpret, communicate and use the patterns that appear in data to make informed fact-based decisions.The science depends on the concurrent utilization of operations research, statistics, and computer programming in order to measure the execution in business and improve performance.evalDue to the increased use of technology in business as well as the sheer volume of data collected, collated and stored in businesses throughout the world on a daily basis, knowing how to use it to your advantage in your career could put you ahead of the competition when it comes to moving up the ladder.The Positive Future of AnalyticsevalThe need for analytic professionals and Big Data management has been on the rise for the past several years. The Future of Big Data Analytics-Global Market and Technologies Forecast 2015-2020 reported that the job outlook in the field is expected to continue at a 14.4% job growth through the year 2020.Those in the field can anticipat e a median annual salary of $81,330. Experts predict that in the not too distant future, about 1/3 of the global IT market will be focused on the analytics market.Analytic Experts are Needed NowThe lack of employees with master’s degrees in business analytics is a major challenge throughout the world.In fact, in the US alone by 2018 managers and analysts will fall 1.5 million employees short of what’s needed in the job market and the problem is only expected to grow bigger by the day.It is anticipated that in the years to come, organizations employing individuals with fully developed analytic skills that can be applied to human capital and not just other elements of the business world will become the top performers.Additionally, the greatest needs will be in the analytics of customer data, risk management, the competitive business environment and the complexity of the business environment.Let Your Style Stand OutevalThe market success of companies is driven by statistics, analyt ics, data and probability that is designed to define and solve problems.As a result, strong analytical acumen and the collaboration of senior leaders is required in order to build an organization’s ability to use data effectively. By putting your business analytics master’s degree to work, you could help a company close the data skills shortage they face.A recent survey was conducted by the American Management Association and i4cp. It was found that due to the lack of graduates in the field, 47% of the companies questioned anticipated they would be forced to conduct in-house training in order to fill the gap. Trainers will need to be experts in the field.Focus on Organizational NeedsThe top analytical skills needed today and in the future involve interpreting and using data.evalProblem-solving, critical and analytic thinking, drawing conclusions, presenting and communicating findings and decision making are the top needs. To a lesser degree are skills related to data prep, conte xtual thinking, visual analytics, and visualization.Big Data is seen by the majority of companies as a way of improving strategic workforce planning, creating more efficient and targeted marketing and increasing productivity, customer satisfaction, and sales. Not only that, but it can also be used to tackle theft issues and act as part of a company’s crime prevention strategy.For those with expertise in the field of analytics, the future looks extremely bright. Entry pay is one of the highest in the business industry and there are continuous opportunities for promotion once with a company.Whether your focus is Predictive Analytics, Prescriptive Analytics or Descriptive Analytics you have selected a career path that can only lead to a prosperous future.

3 Powers To Help You Influence People

3 Powers To Help You Influence People This is a quick “in the moment” interview with Leadership Academy speaker, Anne Miller, about influencing people and outcomes. May:Hi, it’s May Busch here, and I’m here with Anne Miller, a good friend of mine. We just got out of this training that Anne did for us for this Leadership Academy that we’re running in Arizona. Anne, you just did this fabulous session about leading through influence and persuasion; you know those times when you can’t just order people around, like most of life, right? Anne:Right. Yes, okay. Well, thank you very much. One of the things I think we talked about that seemed to really hit the group well was that influence is a function of power. It’s not power over people, but rather it’s three areas of power.   One is what you might call ‘positional’, if you have authority in your job, but it’s also authority in position in a lot of different areas, which include being an expert, for example, in a particular area, or being legitimised by (expertise) May:So you’ve got expert power. Anne:Expert power, or your position. May:Position power, yes. Anne:Then you’ve got what’s called relational power, which is really about your network and who you know. So many of us forget that building a network when we’re trying to influence is so important, and often it can be a strategy for getting to those people who are very difficult, through people that they know, that we know. May:So we’re talking about really difficult people, and if you’ve got a relationship with somebody else that they’ve got a relationship with, you can do this “connection doctor” kind of effect? Anne:Right, exactly. May:Okay. What’s the third one? What’s a third power? Anne:The third one is personal power. All of this I actually think you could wrap up into personal power, but personal power is your ability to structure your world so that you have the capability and the capacity to deliver on what you’re asking for. And a lot of it comes with your ability to mobilise others, to get other people to actually come with you and follow you. May:How do you do that? Anne:Well, a lot of it, there is research that’s been done that says, “Is it better to be loved or feared?” And a lot about May:What’s the answer? Anne:Well, the answer is to be loved first, and then you can be feared. To be loved first is the warmth and the empathy that you would show others, how well you actually can connect with them, that your intentions are things that are actually going to be important for them, and that you can actually then execute on those intentions. May:You know, I find that really interesting because a lot of people â€" I don’t know if you’re like this â€" but feel like personal power is about this, you know, showing up as the über power and a driver. What they’re saying is it’s the fear piece, trying to instil fear, but you’re actually saying the opposite. Anne:Right. It’s something that comes actually from within, this is the kind of power that comes from within. Again, it’s not power over people, it really comes with building your world so that you have the capacity and capability to deliver on what you are offering the world, and that’s a different thing. May:So, to summarise then, influencing is about power, and there’s three kinds. Anne:Yes, it’s a function of power, and there are three kinds; there is the personal power, the relational power and the positional power. And by the way, all of those are inside a context of institutional power or social power that legitimises the use of any of them. May:So, get out there and influence through your power: positional power, relational power and your personal power, and wrap all those up (in a coherent way), and go out and be successful and happy today.

What job seekers can learn from Anne Hathaway and Jennifer Lawrence -

What job seekers can learn from Anne Hathaway and Jennifer Lawrence - I hate to miss an opportunity to share a career lesson related to pop culture. Did you watch the Oscars? Did you, like many, wonder how in the world anyone had let Anne Hathaway out of the house in a dress that made it look like she was having a MAJOR wardrobe malfunction? Youd think that if shed looked in the mirror, she might have noticed, but the dress was hardly flattering for the best actress in a supporting role. What a shame that everyone seems to be focused on the dress error instead of her big win. (If you missed it, you can view some photos here.) Then, Jennifer Lawrence fell UP the steps on her way to picking up her best actress award. (Take a look at the video.) Luckily, she did not seem hurt, and made a joke of it on the podium, but if you take a look at the dress she wore, its not surprising that she fell. What career lesson can we learn here? The Business Insider link about Anne Hathaway says she decided to change her dress choice three hours before the show. Apparently, she switched to the Prada dress instead of the Valentino after Valentino had already announced she would be wearing their gown. Seems a faux pas, but more importantly the lesson here is do not make last-minute choices when it comes to your job hunt. That means you should set out your interview attire (and try it on) way in advance of even having an interview scheduled. While your wardrobe malfunction probably wont cause the buzz that Ms. Hathaways did, you never want people talking about what you wore when they should be remembering you for your ravishing skills. As far as the lesson from Ms. Lawrence think about everything in practical terms. Im not sure how she ever planned to get up the stairs in that huge dress. You dont want to (literally OR figuratively) fall on your face when it comes to your job hunt, so think about the different eventualities; what will you be asked to do? What questions might you need to prepare to answer? Dont stumble through your job hunt, because you probably wont be forgiven as quickly as an Academy Award winner!