Jobs, careers and callings - the surprising truth about happiness and motivation at work - The Chief Happiness Officer Blog

Jobs, careers and callings - the surprising truth about happiness and motivation at work - The Chief Happiness Officer Blog Amy Wrzesniewski is a professor of organizational behavior at Yale School of Management. Her main interest is how people find meaning at work which is a fascinating topic and her work has been a huge inspiration to our work here at Woohoo inc. We recently had a chance to talk to her about it and heres the transcript that reveals some real surprises about what makes us happy and motivated at work. Read the interview below and learn: Why people who find meaning in their work are happier at work and in life Why monetary rewards can make us less effective at work How external motivators like raises and bonuses kill our internal motivation over time How to help employees find meaning at work One of the main distinctions that youve found in your work is, that there are three ways people find meaning in their work. They can see it as a ?job?, as a ?career? or a ?calling?. Thats a brilliant concept. Could you please explain each of those. Sure. This is together with many collaborators and co-authors of mine. We?ve for a long time been interested in understanding the nature of the relationship between people and the work they do, with the idea that it isnt necessarily a property of the job itself, how people think about or connect with their work. So weve developed a measure and have studied people in lots of different kinds of occupations and have found that people, regardless of occupation, can see the work that they do as a ?job? where the focus is primarily financial, where you get a paycheck out and the work is primarily about the economic exchange with the organization more than about the work itself. Or people can see the work that they do more as a ?career? where the focus is on advancement within that occupation or within that field, within the same organization or across different organizations over time. For people who have a stronger career orientation, their focus is on advancement and moving forward, with the accompanying increases in prestige and power and so on that come with that. The last orientation we study is the ?calling? orientation, where people are working not for career advancement or for financial gain, but instead for the fulfilment or the meaning that the work itself brings to the individual. People who see their work more as a calling see the work as an end in itself that is deeply fulfilling and regardless of the kind of work theyre doing, they tend to see the work as having a societal benefit. That is absolutely fascinating. How common is each of these orientations. How many people fall into each of these three buckets? We looked across wide swaths of different occupations and what we find is about a third, a third, and a third of people, one of these is strongest for them. Interestingly, if someone strongly identifies with one, they won?t strongly endorse the others. We know this both from a sort of vignette kind of paragraph measure that we use but also lots of single item measures that we use to study this. If you look in, say, caring professions where you would imagine that there are more people who see the work as a calling, you do find that. The propensity to have a calling is stronger there, but interestingly, it isnt necessarily universal. People who are engaging very much in work that we might idealize in our culture to be callings, may very well see that work as just a job or as a way to advance to become, say, head of the department or something like this. Is there a difference between low wage and high wage jobs or low education/high education? There might be a perception that you might find more people with a calling orientation among doctors or engineers and maybe less so among fast food employees serving burgers. Its a great question. What we find generally is that people who have stronger calling orientation tend to have higher incomes and tend to be more educated. However, if you think about the kind of work that people go into, if you are coming from a level of income or a level of the education and educational opportunities that would allow you to pursue something that you find to be more meaningful, you would expect generally that people in that group would be more likely to have found something that they feel is a calling. Whats interesting to me, very interesting in my opinion, is that even when you look at jobs that are at the lower end of the educational, income or status hierarchy, you also find people who see their work as a calling, just as you find people at the top of the education and income hierarchy who see their work as just a job. And they look more similar to each other on the basis of their approach to the work they do, because that predicts how happy they are in their work, how satisfied they are with their work, and how satisfied they are with their lives. So even across the income and education spectrum, identification with these orientations and the pattern of relationships between the orientation and peoples well-being is the same regardless. So you dont need a university degree or a CEO title to find this calling orientation. No. In fact, people weve studied who are doing groundskeeping work, laborers, people doing janitorial work -? again work that in society we tend to view as being perhaps not necessarily as meaningful can be experienced in incredibly meaningful ways and seen as a calling by people who are doing that work. Just as you also see people who do that work who see it as just a job or who see it as a career where they want to move up and say manage people who do this kind of work. Its not the province of the work itself it really is a function of the relationship between the person and the work that theyre doing. Interesting. That means that it is accessible to most people. Do you have any great examples? Have you met any people in, which on the face of it are low status jobs, but who had this calling orientation? Yes. You know, people who work as trash collectors, who collect the garbage in the town in which they work, who experience their work as being critically important to society, who feel that every day they are beautifying the world by removing the things that we dont need and taking them away and who feel that this again this work is something that the entire region couldn?t function without it, which is true. And its work that gets them outside, theyre in touch with people who live in the town, theyre in touch with nature, and see the work in very positive terms. And certainly much more positive terms than people who study work from the perspective of the design of the job would have expected. Same thing in a study that I did with colleagues of mine, looking at people who clean hospital rooms for their job. That involves a lot of dealing with cleaning products and seeing pain and suffering since youre in a medical environment. Again, there were people who saw the work very much as a job. Its a way to get benefits, make a paycheck, and so on. But there were also people who saw that work as a way to fulfil a calling, where they could play a role in the lives of the people who were in the hospital. Theyre doing the same kinds of duties, they have the same kinds of job descriptions, but they redefine it in terms of how they think about what the work is, why it is there, and what it is theyre doing, in very different ways, that again is reflected in a much deeper enjoyment of the work and sense of importance of the work to other people. Is it fair to say that people with the calling orientation generally are happier in their jobs? Yes. People who have a calling orientation, regardless of the kind of work theyre doing, have a significantly higher job satisfaction and also significantly higher life satisfaction. Its not, again, a province of what the work is or what the job is, its how the person is relating to that work, how they think about what it is theyre doing there. And what about the other two groups? Who is the least happy? You know its an interesting question. When we had originally begun to study this question, we had thought that the job orientation would perhaps be the least happy, because theres less of their identity invested in the work, because its simply more of a financial exchange than anything else.What we find, to my surprise, is that people who see the work as a job or a career are equally less satisfied with the work and are equally less satisfied with their lives. In the research I have done, one of the things that I wonder about is, in the job orientation, theres a focus on the instrumental; its a means to an instrumental end. In a career orientation, there?s also an instrumental end. Its just what that end is, its different. Its about advancing, its about increasing your status and so on. My sense is that they?re more similar than we might think. When its focused on instrumental ends, or things that are about the self, it seems to carry less meaning for people. Theres a more recent paper done by Jochen Menges and his colleagues, Grant and others are on this paper as well, that look at people who see the work more as a job, but theyre engaging in this job as a way to give income or pay to their family members. This makes the work much more meaningful to them, again because its not so much about the self. Thats been the surprise of this, that job and career are more similar than we might think. Thats absolutely fascinating. So what are some ways to cultivate his calling orientation? What are some things I can do for myself as an employee somewhere to achieve it? And what can the organization or the manager do for the employees to have that calling to feel that sense of meaning and calling orientation? Its a great question and I think its a complicated question. This may be somewhat of a surprising thing for me to say, but there are many people for whom work is not a domain where they are seeking this kind of experience. They have put a lot of their identity, of where they see themselves fulfilling their purpose, outside of the domain of work. So the place to start off with, is to understand, is the employee seeking this kind of meaning in their work? Many of them are, and are not finding it. I think for them, the best thing for these employees, would be to think about how they might act upon the design of their jobs. In other work Ive done with with Jane Dutton and Justin Berg and other colleagues, weve looked at the practice of ?job crafting.? How is it that people in the job theyre in, change elements of the tasks or of the relationships or interactions in a way that brings more of the kinds of things that they find to be useful, that they care about, passions that they feel into the work. I think this can transform the meaning of the work. And its very agentic, its done by the employee. That?s probably the best path for this within the job you have if its not possible to, say, move into a job that feels more like a calling. For managers, this is somewhat tricky. Job crafting is a bottom-up activity, its an employee based activity. So rather than, say, advising managers of organizations to try to design jobs so that theyll feel like callings, I think the best thing that they can do is create environments where people feel empowered to make changes to the kinds of work theyre doing, while obviously fulfilling their responsibilities to the organization right? You have to keep doing what it is that the organization has hired you to do. But can you approach that in a different way? Can you spend some more time in particular aspects of the tasks that are engaging to you? Can you build relationships in directions that, again, sort of will infuse the work with more meaning? I think giving people permission to do this, and encouraging them to do this while fulfilling their duties to the organization, can be a very powerful and supportive move that managers and organizations can make. This reminds me of the huge trend right now in self-managed organizations where you give employees more freedom. In a lot of these organizations, youre not hired to do a job, youre hired because youre a great person with great skills, and then you have to create your own job. That would basically open the door for more of what youre describing. Yes, absolutely. I think even in organizations that weve studied, where people have a lot of latitude over how it is theyre spending their time and energy, whats interesting is that over time even when youve defined it yourself, as time passes you move into this sort of more crystallized definition of the job. So even though its a job design you created, people can end up treating that job design as very static where its a set of things they must do and so on. So even for people who have had the opportunity to design it themselves, we would encourage them to revisit this and think about ?okay well how and where could you revisit this, to make it a more optimal way of expressing what it is you care most about, what it is that you find most meaningful, in a way that brings a lot of value to you in terms of the meaning that youre finding in the work but also a lot of value to the organization. And make it an ongoing process not just a one-off design. Fascinating. The reality is that even if we do see our work as a calling, we still do it for the money, okay? Unless youre born to filthy rich parents, you have to work and youre dependent on the paycheck. So these motivations, to some degree, have to coexist for most of us. You did a study recently on how they affect each other. Could you talk a little about the West Point study? Yes, absolutely. So together with a number of colleagues, Barry Schwartz, Tom Colditz and others who supported this study, we studied about 10,000 West Point cadets. We followed them for a period of up to 14 years and the first thing we were interested in studying at West Point was what was the nature of their motivation for attending. Its a huge undertaking to make this commitment. Youre in a very intensive and rigorous academic environment and also military environment for four years, and following that time you are a commissioned officer for five years. So its a nine year commitment that people who are 18 or 19 years old are making. You might imagine that all of them go because they want to serve their country and its about more internal motives about service and so on. But theres a lot of variance as to why people are there. Some of them are there because its a free education that pays a small stipend. Some of them are there because they know that after theyre nine years of service they can leave and they will be likely to be employed and very attractive to organizations where they could have a rewarding career. If you think about it, people whove gone through West Point and have become officers and so on really truly know how to lead. Theyve got a great education. So some of the people who go are there primarily because they know there will be a big career payoff later. So that particular motive we characterize as more of an instrumental motive. We studied them upon their arrival to West Point. They rated all of these different reasons for why it was they undertook this course of action and we were interested in studying the question of whether one motivations was fine but maybe having two or three different motivations could be even better because then you have more legs to your stool. There are more reasons, perhaps, propping you up for why it is youre there. But what we found is something that has gotten also support in economics and psychology. Some people are motivated by internal reasons, things that are more akin to a calling. Im doing this because its an end in itself, in this case, Im here because I want to be an army officer, so that the aim of the institution and all of these activities is my aim. Im not doing it for some other outcome that will follow from this ? like being hired by fortune 500 companies or making more money later. So we looked at that internal motive and we also look at this instrumental motive of going to West Point because you hoped to be in a more high-powered career later on. And we found that in every case the stronger the internal motivation of the cadet, the more likely they were to have positive outcomes over time. Those positive outcomes were: Make it through West Point. Theres a fair amount of attrition, its a very difficult institution. That they would be flagged for early promotion because they were an excellent officer in those first five years of service after they had graduated. And also that they would stay on and remain in the military after their required service as military officers. And whats interesting is multiple motives. For those cadets who who held these internal motives but where that instrumental motive was also apparent, the stronger the instrumental motive was, the poorer the outcomes were for each of these different categories. And so it undermined in essence the positive effect of the internal motivation on whether they made it through West Point, how well they did as army officers, and then how long they stuck it out in the military. We feel this is really important because what it means is in anything we do, whether its being a student, whether its our jobs you know anything we do, we may have internal reasons for doing it, but if you do well in it, you will get instrumental rewards. Youll get pay raises, youll get accolades, you?ll get these other kinds of things. The distinction that we would make is between being pleased that youre getting these things, versus being motivated by them, so they become the reason why youre there. Like you said, most of us need to work unless we?re independently wealthy. It?s a given that we must work and we do need to pay attention to salary or the wage rate or whatever it might be. But make sure it doesn?t become your reason for being there. Keep it this secondary thing that you must sort of attend to, but its not a motive We feel the power of internal motivation or the power of a calling orientation can really carry people to a different level of job satisfaction. In the case of West Point it drives performance and excellence as well. I think theres a hugely important lesson there for companies, because they constantly try to tie performance to rewards. What your what your study underlines, is that whenever you do that, the instrumental goal will crowd out the internal goal over time and make you focus more on the external motivator the reward than on the internal motivation, the calling, on the purpose of what theyre doing, right? Yes. I think the best advice I could give to organizations would be to pay employees as well as you can. Then move the emphasis from that. The more that organizations narrate for people that the reason theyre there is to be making money, and what they want when things go well is more money, and that it all comes down to, you know, that theyre working there because they have these instrumental goals, the harder it is for someone to sustain in the face of that the feeling why it is theyre there, that has to do with the ethos of doing the work itself or the work as a focus of you know striving for excellence or wanting to accomplish the things that happen naturally as a result of the work, whether thats teaching students or cleaning a street or cleaning a patients room. If you are removing the focus from that and constantly reminding people that theyre really there because theyre getting money, I think both organizations but also individuals suffer. Related posts Why motivation by pizza doesnt work How goals and KPIs demotivate the best employees Why every workplace needs a culture of positive feedback Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Freakin (Great Links) Friday Installment 9 - When I Grow Up

Freakin (Great Links) Friday Installment 9 - When I Grow Up Happy 2009! Hope you all had a great New Years Eve an easy breezy New Years Day (I, for one, did not get out of my pjs, which means I had a great daty)! As suspected, the blogs were nice and slow this week (just like me!). But what I didnt suspect is that a lot of the blogs had Best of 2008 lists, so I got some stuff to share. Here ya go: What Jobseekers Can Learn From A Panhandler was an amazing story on Keppie Careers blog. Ive rode the subway for 12 years and have never seen anything like it, but I can believe it. I read The Year of Saying Yes! on the same day as another post just like it (the release of The Yes Man caused a slew of them) and thought it was an interesting idea. But as someone who says Yes too often Id have to be much pickier than the author! Lateral Action is back again with another great post about organization for creatives, with 10 Creative Lessons from Bowie in Berlin. #5 is my current fave but I have a feeling it would change depending on my mood. Zen Habits is one of the blogs that posted their favorite/most popular posts of the year. As Im currently in de-clutter/simplifying mode (call it New Years-itis), my faves are The Minimalists Guide to Fighting ( Beating) Clutter Entropy, The Ultimate Guide to Motivation How to Achieve Any Goal, The Four Laws of Simplicity How to Apply Them to Life, Living Simply: The Ultimate Guide to Conquering Your Clutter,  and 21 Easy Hacks to Simplify Your Life (although I dont see myself just eating 7 foods or wearing  only a few  colors). I dont think Im the only one in 2009 whose resolution includes Launching My Dream Career, so Im hoping that this post from The Simple Dollar will help others as well as myself! I love how Gretchen from The Happiness Project lives by her 12 Commandments. Take Gretchens advice on how to write your own commandments live by your values every day. I have a feeling this will be a future blog post, as the more I read Gretchens tips the more my own brain starts a-buzzing. Im going to take a blogging break this weekend but will be back on Monday. Have a great start to 2009! You can read all installments of Freakin (Great Links) Friday here.

Resume Writing For 60-Year-Olds

Resume Writing For 60-Year-OldsResume writing for 60-year-olds can be a tedious task to do. However, the fact that you are looking for a job is going to create a desire to work harder to reach that goal. In order to achieve your dream of having a job, you need to prepare yourself and use resume writing for 60-year-olds to reach your goals.Resume writing for 60-year-olds requires the reader to make certain that the resume reads like a piece of writing. In addition, you need to include the skill level that you possess. Most resumes used in this stage are using a basic format. However, you can work with this format if you want to.Most resumes use a skill level to indicate if you have a job waiting for you or not. For example, if you are looking for a job as a medical assistant, you need to indicate the level of skill that you have with your resume.You must also determine the years of employment for each section of the resume. Resumes for older adults use several sections to provide info rmation on the employer, education, personal experience, and references. This makes it very important that you know what you are looking for when looking at the resume.The audience is very important when writing a resume. Most resumes consist of one page. If you are working with an audience of teenagers, make sure that your resume includes a resume for these younger people.Skills are also important. Skills can include anything from computer use to medical knowledge. The skills that you include will reflect what type of job you are looking for. You can include language skills, work history, and educational background to help you find the job you want.Skills should also be relevant to the job that you are applying for. An example of a resume that focuses on the skills that you want to see include: automotive, communication, general, human resource, hospital, marketing, and administration. By adding the skills you want, you are providing a resume that tells the employer what skills you are looking for and where you excel in the field.

Buying The Balance Top Resume Writing Tips

Buying The Balance Top Resume Writing Tips Share your focus of direction, respectfully call out a few instances of succeeding, then invite them to find out more by taking a look at your resume. The info on your resume is a significant component in landing you your dream job, and that's why you should find out the best ideas for writing a great resume. There are plenty of websites with tips around the internet, but most bring just a few them. Among the best resume tips. What Does the Balance Top Resume Writing Tips Mean? The advice and tricks are merely some age-old philosophies. An amazing accounting assistant also requires a significant quantity of soft skills. For experienced accounting professionals, it's advised to think about a list of critical skills. Also, it is going to reveal that you've got the technical skills necessary for account administration. Ok, I Think I Understand The Balance Top Resume Writing Tips, Now Tell Me About the Balance Top Resume Writing Tips ! Obviously, the period of your resume isn't only dictated by industry. There are plenty of unique approaches to organize the info on your resume, but the very good old reverse chronological (where your latest experience is listed first) is still your best choice. There's an abundance ofdifferent forms of resumes and it can be hard to pick. What to Expect From the Balance Top Resume Writing Tips? Work experience also needs to be in reverse chronological order. The job, the market, and the institution proved not the proper fit for me. Education is just a tiny portion of the work. The 30-Second Trick for the Balance Top Resume Writing Tips Language skills are sometimes a terrific selling point on your resume. Writing an entry-level resume is a task that everybody should understand how to address. Resume writing isn't as simple as it sounds. Besides your LinkedIn account, the perfect resume should incorporate any links that are related to your work, like a personal site, p ortfolio, or blog. If your work involves social media, you can incorporate the links to other social networking accounts including Twitter, Instagram, and so on. The peak of your executive resume's very first page is deemed prime real estate. You may supplement what's on the webpage with links to your work but you need to motivate the hiring manager to take the excess step required. You should make it exquisitely clear in the summary that you have what is needed to find the business done. Perhaps you have to locate another job. Furthermore, your summer job can likewise be added and become a bonus that leads you to the chance to acquire the work together with participate in the global exchange programs. If you are searching for a job as an account executive, your resume must demonstrate you have the wisdom and experience essential to advise clients and manage finances.

Checklist to evaluate Trustworthy Executive Resume Writers

Checklist to evaluate Trustworthy Executive Resume WritersHave you been conducting a job search and written a new resume but having little luckand are you starting to ask yourself Is a resume writing tafelgeschirr worth it, do I want to spend the money? Or, maybe youre just beginning a job search and youre not even sure where to start with revamping your current resumeand wondering the saatkorn thing about paying for a professionally written resume. Heres what I can tell you When you find the right executive resume writer, with the right experience, and the right skill set for your resume needs, then a professionally written resume is definitely worth it.Perhaps youve already started researching professional executive resume writers and resume writing services, and are getting frustrated amid the thousands of results out there on the internet while youre trying to decipher which professional resume writer is the best fit for your needs or the one you can trust to do a great job. Or, are you concerned about being taken advantage of or not receiving the best quality career documents? When youre searching for an executive resume writing service on the internet, and sending your money to someone, it makes sense youd be concerned about that. There are scams out there. But, there are also plenty of incredibly talented and experienced writers who can create a great resume that can help you on your way to achieving your career goals. I hear from concerned job seekers every day who are trying to wade through the thousands of online writing services and determine the best fit for them. Thats why I created this 10-point checklist to evaluate executive resume writers and determine credibility, trustworthiness, and the best fit for you. If youre applying for executive positions and searching for a resume writer, these are the ten factors I recommend you should take into consideration1) The writer herself, or the professional resume writing service she works for, has been in geschftlicher umgang for at least a few years. Be wary of resume mills that pop up overnight. The longer the resume writer has been in business, the mora likely they are one of the more reliable professional resume services. More than five years in business is a good predictor of reliability. This is only one measure of trustworthiness, though, so I dont advise using it as your sole means of evaluating professional writers or resume writing companies, but keep it in mind as you consider other factors.2) The writer, or the professional resume writing service they work for, has been recognized in respected publications, or honored with industry awards. Forbes, Fortune, Time, MSN, and US News World Report are among the places you can look to see if professional resume writers have been published or called upon to give an interview and offer expert advice.3) They have a LinkedIn pageeither for the company or the individual writer, but preferably bothand that page includes positive rev iews from former clients. Use LinkedIn to find out who is behind an executive resume service. Check out the company and the writers pages for recommendations and other information that demonstrates their professional experience and accomplishments. 4) They have positive reviews on online platforms other than LinkedIn. Google the executive resume service or the writer and search for online reviews. Look also for information on the person who is giving the review. Reliable review sites usually come from recruiters and career industry professionals. 5) Their website includes client testimonials with a photo and full name. ansicht are the most credible. Anyone can put a fake testimonial on their website, but if the testimony includes a headshot or a full name, you can be confident its legitimate.6) They are a certified professional resume writer or employ certified resume writers. These four resume writing organizations review, evaluate, and test resume writers before issuing a certific ation The Resume Writing Academy, Career Directors International, National Resume Writers Association, and Professional Association of Resume Writers. Look for the following certifications ACRW, MRW, CARW, CERW, NCRW, CPRW. Also, check for Better Business Bureau membership and look for the seal on the services website. If the resume writing service has a low rating with the BBB, its a sure sign to stay away. 7) They have a good process for resume writingbeginning with the fact that the executive resume writer you work with takes the time to get to know you. Do you want to fill out a worksheet or career history questionnaire and receive a resume created from a templateor would you prefer a custom-created executive resume based on your personal branding, job search strategy, unique work history, achievements, and career goals? As you consider whether the process of the resume writing service is a good fit for you, also consider how they communicate. Do you prefer to work via e-mail qu estionnaires, or by telephone consultation and have someone else gather all the information and do all the writing? Decide how you want to be involved in the resume writing process and your comfort level relying on the wisdom and experience of your resume writer.8) The executive resume writing services websites you look at, or a writers website have free resume samples available for review, or they offer to make a sample resume or two available for you to look over. Not everyone shares the same idea of a great resume writer. The best way you can ensure that your idea of a great resume matches the resume writers idea of a great resume is to review executive resume samples from them. Are you impressed with their executive resume samples? If so, thats a great indication youll be happy with the resume they write for you. if their resume samples are outdated, boring, or poorly written, then it wouldnt be wise to invest in working with that writer. Look for someone whose executive resume writing work matches your expectations. Theres no such thing as a perfect resume, but there are effective resumes and there are bad resumes. Make sure you get a resume writer that you can work well with to get a good executive resume that works for your needs.9) They are thought leaders in the resume writing and career industry. Check out their blog, online publications, articles on LinkedIn and other social media, and media features. Outstanding professional resume writers who are credible and trustworthy will be industry thought leaders. Theyll publish content that helps others on their own blog or LinkedIn profile, and they will be expert sources for top media publications. 10) Their pricing matches the quality of their executive resume writing work. The rates an executive resume writer charges will be an indication of the level of time and energy invested by them, as well as of their years of experience and expertise in the field of professional resume writing. Do you want a $99 document with a 24-hour turnaround that uses a resume template and is written from content you provided in a questionnairethat potentially hundreds of other job seekers are using toowith no writer contract? Or do you want a handcrafted, well-written executive resume with personal branding that helps you stand out to prospective employers during the hiring process? Youll find prices for executive level resumes ranging from $100 to $2,000. The old adage that you get what you pay for is usually right. A guarantee is also an indication youre working with a reliable resume writertheyre not afraid to stand behind their work.If this infographic was helpful to you, it will be to your network too. Please share it. For more job search and career advice, as well as hundreds of resume writing tips to help you get the attention of potential employers and recruiters, visit the Great Resumes Fast blog. I enjoy networking, so please feel free to send me an invitation to connect on LinkedIn.Need su pport for your job search? You can find out more about the Great Resumes Fast professional resume writing service and the talented team of professional resume writers that make up our resume service at https//www.greatresumesfast.com/about.htm. Are you tired of your resume being rejected by applicant tracking systems? I know how frustrating it is to submit your resume and receive no response. I hate seeing qualified people never break through the screening process. It shouldnt be that way. Thats why I created this guide and I encourage you to download the FREE PDF so you can start seeing better resume response rates

White Male CEO Uses Privilege To Make The Workplace More Inclusive

White Male CEO Uses Privilege To Make The Workplace More Inclusive Ive got every privilege you can imagine, Brian OKelley, CEO and Co-Founder of AppNexus, told a crowd of (mostly) women at the AppNexus Womens Leadership Forum on Thursday (Nov. 9) in Manhattan. I went to Princeton and Im tall. Thats, like, a 99% chance of success, he joked. On a mora serious elende, he added, I welches raised by an amazing mother and then waved to his mom, who was sitting in the audience.OKelley and the rest of the featured speakers among them Reshma Saujani, Founder and CEO of Girls Who Code, and Alicia Glen, NYCs Deputy Mayor for Housing and Economic Development had gathered to speak to attendees about the key issues facing working women.OKelley recalled a conversation hed had that helped shape the way he thinks about diversity. He was speaking with a woman who was in the first Girls Who Code class in 2012 and now works at Tumblr. I asked her why diversity and inclusion matters, OKelley said. She said, Brian, it doesnt really matter how great the fringe benefits are. If its not diverse and if its not inclusive of women, then Im not going to take a job at that company. I need to see women being nurtured or Im not going to work there.Her words moved OKelley, who said he realized that diversity is not only the right thing to do but its a business imperative. To me, inclusion is a necessity, he said, adding that while we talk a lot about diversity which is something we can count and more easily measure the hard part has been inclusion. Its a great competitive advantage if we can recruit women and nurture the careers of women.OKelley emphasized that men have a responsibility to proactively support diversity and inclusion initiatives. I have to acknowledge that theres so much privilege built in to being me that I have to do everything possible to help others get the privileges I have.Wade Davis a feminist, former NFL player, inclusion consultant, public speaker and writer, who also spoke on Thursday agreed that engaging men is a crucial step in reaching gender equality. Men have to give up the idea that Im a good guy. What are they actually doing to change the culture? Men have to understand that the corporate world was set up by men, for men. We have to educate ourselves about what your womens lives in the corporate world are actually like. Im complicit if Im not doing the work to make your lives better, he said.Wade DavisLike most who attended Thursdays conference, Nithya Das, Chief Legal and People Officer of AppNexus, believes tech companies have a lot more work to do in becoming more supportive and inclusive of women. And while umgebung goals is an important first step, bringing those goals to fruition is easier said than done. It requires intentionality, she said. It requires courage. You have to hire more women, sponsored more women. And not just women, mind you but other represented groups as well.Das acknowledged that while it may be easy to a nnounce a commitment, following through is certainly hard work and its expensive. Still, she said, at AppNexus, the leadership team has focused on the fact that the onus is on us to show women what they can be in order to join our company so that we can actually attract them. We have to change behaviors. We have to demand inclusive leadership.She told the crowd that a woman recently asked her for advice because she was having trouble convincing her CEO that diversity should be a priority. Das advised the woman to make a business case and advocate for herself. Later, Das thought to herself, I gave her terrible advice. I should have told her to walk away. Dont compromise yourself. Thats the way to change mindsets.

A Startling Fact about College Resume Template Uncovered

A Startling Fact about College Resume vorlage Uncovered Therefore, a functional resume format is a favorite among college students and fresh graduates keen to go into the corporate world for the very first moment. A thorough education section is the meat of a university student resume, so be sure you dont brush over it. If you are searching for College Resume Template Word youve come to the correct spot. If you wish to find out more about writing resumes that get interviews, go to a site such as Top Career Resumes where you will discover many articles and suggestions. There are variety of examples and unique kinds of Free Resume Templates which can be found which may be downloaded free. You may also download completely free vorlages from our Resume Library to get going on your best resume. Lets walk through three distinct resumes for different sorts of post-college jobs. You may wish to make your resume relevant to every job. You may also list summer jobs. parte time jobs may also be included. College Resume Template - Overview Put the Education section of your resume at the very top of your resume so that its the very first thing the employer sees. Contact Information The very first section of your resume should incorporate information on the way the employer can contact you. Below youll find the list of alternatives for independent reading which were included in the Summer Assignment sheet. Your resume will be broken into sections. Our substantial range of downloadable resume templates is totally free for all to use and a good resource to kick off the writing process. Youve got a selection of numerous high school resume templates to select from. There are a lot of kinds of resume templates readily available online and you are able to pick the one which is suitable for your need. Want to Know More About College Resume Template? A college admission application letter is utilized by means of a student whod love to submit an application for an academic slot for a certain course provided by means of a school. If possible, have someone from your campus career office, or maybe an alumnus in the area that you want to know more about, have a look at your resume to make sure you have included as much pertinent information as possible. Youre going to observe the ideal college application resume on Earth. A normal college application doesnt always offer a student room to highlight all her or his accomplishments and experience. New Step by Step Roadmap for College Resume Template By doing this youll instantly obtain the template and automatically develop into a Chapter 12 member Think of what youre going to be putting on your resume, and select your template accordingly. A template is merely for structure and fashion. For instance, if a resume template doesnt include a list of skills, but you would like to include one, you need to do so.