3 Career Lessons from 80s Boy Bands - Work It Daily

3 Career Lessons from 80's Boy Bands - Work It Daily One of this present summer's most blazing show arrangement is by two 80's kid groups. Indeed, The New Kids on the Block (NKTOB) and the Backstreet Boys (BSB) are taking off and selling out spots like Chicago. Presently, on the off chance that these folks can return intensely, at that point so would anyone be able to out there who is feeling like their profession is in the can. Simply follow these three straightforward exercises to get back on top and guarantee your acclaim: Exercise 1: Get over the past and spotlight on your future. You can't return to the wonder days, yet you can make new ones. Perceive the potential you bring to the table current crowds (a.k.a. recruiting supervisors). Obviously you've changed throughout the years â€" that is something worth being thankful for. Concentrate on how you've shown signs of improvement with age. Exercise 2: Know who needs you. Not every person is hurrying to purchase passes to this show â€" and that is alright. These two kid groups realize a specific crowd needs to see them once more. In this way, they've assembled their whole promoting technique around drawing in them. Why attempt to get the substantial metal lovers to focus on your old fashioned pop? Rather, these kid groups took a gander at what their greatest fans needed and stated, We'll convey. The equivalent concerns you. Quit attempting to stand out enough to be noticed. Rather, center around bosses that worth and regard what you offer. The outcome is unquestionably additionally fulfilling and positive. Exercise 3: Update your look. It is extremely unlikely anybody would pay attention to this show arrangement if the young men attempted to wear the outfits they wore, harking back to the 80's. I ensure the move moves won't be the equivalent either (only not as adaptable as they used to be!). While they are keeping the music consistent with what their fans know and love, they understand that piece of demonstrating they have backbone is realizing they have to look extraordinary for their age! Unfortunately, very many occupation searchers stall out voluntarily twist. They stay with proficient clothing that worked for them when their profession was working for them. It's an ideal opportunity to toss out the 10+ year old suit and get some design sense. In the event that vital, work with a beautician to ensure your look says, I'm with it, from head to toe. To summarize it, any profession skip back like this is finished with some legit self-assessment and key arranging. It's not advanced science, it is simply presence of mind. The hardest part isn't letting our consciences disrupt the general flow. However, on the off chance that we can grasp the capability of the rebound, we can relinquish what isn't working and spotlight on what can assist us with pushing ahead. Furthermore, if that doesn't work, basically go tune in to these groups greatest hits: Step by Step, Hangin Tough, and We've Got it Goin' On (the titles alone state everything). Presently, what exercises did I miss? Offer beneath any extra profession takeaways we can gather from these 80's kid groups' enormous rebound.? J.T. O'Donnell is the organizer of CAREEREALISM.com and CEO of CareerHMO.com, an online vocation improvement organization. Have you joined our profession development club?Join Us Today!

The Power of Effective Onboarding to Drive Amazing Employee Retention Rates - Workology

The Power of Effective Onboarding to Drive Amazing Employee Retention Rates - Workology Redefine Onboarding: More Than New Employee Paperwork This post is sponsored by BreatheHR. Employee friendly HR software designed to help tame your business.   For Americans facing the opening strains of the twenty-first century, one thing is clear, we are going through a time of change and volatility. When you look past the obvious rancor of politics and focus in on things that affect everyday people the workplace is just as uncertain in many ways. Recent statistics show that nearly half of all employees are ready to leave their present company, if given a better opportunity by a competitor. That’s why talent retention strategies, such as engaging in a strong initial, and ongoing onboarding process is so important right now. Remember, while fifty percent or more of your talent may be prepared to jump ship, if your competition is looking to poach from your team, they’ll be aiming at the ones you can least afford to lose. What can be done about it? Redefine Onboarding: More Than New Employee Paperwork Defining buzzwords can be tricky. Onboarding is typically taken to mean the process in place to welcome and install new employees into a company. Its more than just orientation and new employee paperwork. It can include training, help with interpersonal networking, checking in at regular intervals to ensure a smooth transition and more. But what about the period beyond the first six months? And even more important, what about ‘internal onboarding’? Only 15% of companies extend any sort of Onboarding program past the first six months The six month point is where most employees make the critical decision to go or stay Only 1 in 50 companies is still thinking about Onboarding past one year, the point at which most employees shift from “on the job training” to “continuing development” Companies that do extend onboarding may be sending some important signals to their talent that they are not getting anywhere else. Onboarding in today’s workplace shouldn’t end when the ‘new’ wears off and an employee settles into their job. Engagement and other retention strategies are ongoing efforts. Companies have to invest in their employees if they want the employee to invest in the company. We need to think about employee onboarding programs both in person and virtual onboarding programs especially if you have remote employees. By providing continued and ongoing support, beyond unlocking the doors and turning on the lights, employers can engage in a meaningful conversation about their talent’s future with the company. They can begin to set expectations for further down the road, but this conversation often gets overlooked in the absence of intentionally extended onboarding, designed to integrate new talent for the long haul. An Employee is Never 100% Fully Onboarded Ever It is often assumed that at some point, HRs job is finished. The employee has been successfully onboarded you might say. They’ve successfully engaged the new hire in company culture, helped them make connections and get the training they need and now they are a full fledged member of the family. Often, issues similar to those experienced by new hires arise for transfers or internal promotions. This is a great opportunity to develop internal onboarding. HR can provide the continued support and encouragement needed to keep your developed talent from leaving, through an intentional process centered around making internal transitions as smooth as possible. Don’t assume that the connections and company culture stay the same from location to location, or even from position to position. Develop ways to ease the transition. By letting employees know you are there to support their growth, you ease anxiety, which can be a cause for heading to ‘greener pastures’ even with employees who are moving up. By maintaining an attitude of readiness to help and making it clear that you don’t expect them to handle every bump on their own, you gain their trust and confidence in the working relationship. Make Onboarding synonymous with employee retention It’s not rocket science, but it does take focused, intentional planning to implement a healthy onboarding program. The bottom line is that Happy and productive employees are more likely to stay, saving you dollars and time to develop new talent. By assuming that change is change, whether it’s their first day, or their twenty-fifth anniversary, and creating programs to help make those adjustments, effective onboarding can be the driving force behind amazing employee retention. *A special thank you to this article’s sponsor, BreatheHR.    FTC Disclosure: I received compensation for mentioning the product listed above as part of one of the services I offer my clients. Regardless, I only recommend products or services I use personally and believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commission  16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

Tips For Finding Your Way to the Top

Tips For Finding Your Way to the TopWhen you're submitting your LinkedIn resume, there are a number of things you can do to ensure that it is easy for the search engines to locate your profile. This information will determine the results that the search engines will display when people search for jobs and job openings within your profession or industry.When you first set up your LinkedIn profile, you will be given the option to 'privacy settings'. Here you can add your email address and password to ensure that only you can see this information. It's important to remember that this is the only place where these personal details will be displayed. Do not use the same email address and password for other sites, as you will lose the link to that email account with all of the information you've previously added.The second thing you can do to make sure that your LinkedIn resume is easy to find is to use the exact keyword that will appear on your job application. Never use any variations of your job application keywords or abbreviations. Those will show up as spam on your resume.Employ keywords that people in your industry you are looking for will help to increase your chances of being contacted for an interview. If you are writing a skill-based resume, then keywords that describe how you are likely to apply the skills you are offering will also help your chances of being noticed.Try to include as much of your previous employer as possible. This will show that you have taken the time to go beyond the basics of your job description. A candidate who has actually used their skills to fulfill a number of responsibilities within their current organization is usually viewed as a more serious candidate.You can also try to include some references that can provide proof of your skills and accomplishments from your current employer. This doesn't necessarily mean you should write anything like 'Courtesy of Former Employer' but it can provide some credibility for your skills and accomplishments. It is recommended that you only provide three references if you are applying for multiple positions.The most important part of your LinkedIn resume is the 'About Me' section. This section should show some examples of your work experiences or any other skills that are relevant to the job you are applying for.Once you've written your LinkedIn resume, you'll want to make sure that you submit it through the search engine. This way, it will look professional and it will get noticed by those who need it.

3 Reasons LinkedIn Is NOT the Only Resource for Job Seekers - CareerEnlightenment.com

Reason 2: The Boring Personality ProblemThe first thing I instruct customers is to have an unmistakably characterized individual brand before composing their online profiles.And while creating a worth articulation, make a point to take yourself from ware and into personality.There is continually going to be somebody more astute, more taught and more qualified than you. Particularly nowadays. (Try not to stress, you are as yet the prettiest/handsomest individual ever.)So the sooner you can remove yourself from basically posting your abilities and into showing your worth, the better.LinkedIn's structure is constraining. Truly, there are presently methods of transferring recordings and slideshows.Xing.com offers clients a lot more application highlights, for example, mind mapping, archive sharing (free), vehicle pooling, Wall Street Journal and that's just the beginning. These consolidate to make considerably more character online then ever before.Reason 3: The Unwritten Rules of Linked InThere are some unwritten standards that make organizing with enormous quantities of individuals difficult.For model, in the event that you choose to add somebody to your system that you've never met, they are totally urged to state, I don't have any acquaintance with you and disregard your solicitation. In the event that this happens too often, you get an amiable wrist slap from LinkedIn.In reaction to this, LinkedIn Open Networking was created.I would urge you to join this gathering and exploit a huge number of individuals ready to acknowledge your solicitations and assist you with getting out there and meet conceivable openings for work.

Security Guard Cover Letter Example

Security Guard Cover Letter Example Security Guard Cover Letter A well written security guard cover letter provides a critical introduction to potential employers. It motivates the reader to take a close look at your resume and to seriously consider your job application. Your cover or application letter should be customized and targeted to each specific security guard job opportunity. Highlight the relevant skills and competencies you bring to the job and convince the employer you are the right security job candidate. SAMPLE SECURITY GUARD COVER LETTER Your Name Your Address Your Contact details (phone and email) Date Mr Jonah Gray Hiring Manager DCA Security 10 South Parkway Long Island, NY 11551 Dear Mr GrayYour recent job posting for a Security Guard immediately caught my interest. I am confident that my 7 years dedicated and dependable experience safeguarding and protecting site assets and personnel will provide the skills and personal qualities you are looking for. I am forwarding my resume for your review and consideration. Some key points that you will find relevant to this job opportunity include: extensive knowledge of public safety, patrolling and monitoring large commercial premises and operating security systemssolid experience in responding quickly and effectively to emergency and crisis situationstrack record of meticulous security reporting and paperworkverifiable record of working 12 hour shifts with energy and commitmentimplementation of improvements to security procedures and processes to improve efficiencyreputation for demonstrating strong problem-solving and decision-making skillsAs a highly observant and hard working security professional, I would welcome the opportunity to meet with you to further discuss how I can benefit your organization. Thank you for your time and consideration. SincerelyJohn Smith Security Guard Duties and Responsibilities This security guard job description will help your with your cover letter and ensure you cover the relevant skills and duties. In-demand Security Guard Skills These are the skills generally looked for by employers and can be highlighted in you security guard cover letter: physical fitness - able to meet the physical requirements of patrolling, responding to emergencies and maintaining energy levels during long shifts attention to detail and vigilance - able to keenly observe and monitor the surroundings to quickly determine if something is wrong. integrity and confidentiality - maintain confidentiality and display trustworthiness and ethical behavior at all times problem-solving - able to identify problems and come up with appropriate solutions decision-making - able to consider appropriate courses of action and make the right decision quickly while under pressure. communication skills - able to handle and resolve conflict, able to interact effectively with the public and able to deliver instructions and directions clearly. dependable and reliable - take personal responsibility for the quality of job performance and complete all required tasks and commitments. stress tolerance - able to deal with high stress situations calmly and effectively. Always include a cover letter to boost your security guard resume. Security Guard Resumes