Turns out your insomnia may be linked to genetics

Turns out your insomnia may be linked to geneticsTurns out your insomnia may be linked to geneticsIt is widely understood that the pervasion of insomniain America is due to a good many things from work-related stressto preexisting conditions.However, two new studies published in the journalNature Genetics furtherpostulates that some people are actually genetically predisposed to suffer from the common condition.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreResearch determined to categorically identify a link between genetics and sleep deprivation actually predate the recent reports indexed below. Some studies have isolated the correlative genetic factors that affect stress levels to better understand the heritability of insomnia.Genes are involved with how much sleep you need, and it is estimated that there could be six or more different types of insomnia linked to genes, explains certified s leep Educator Terry Cralle.Recent developments imply a rather substantial leap toward less ambiguous calculations.The heritability of insomniaThe University of Amsterdam helmed the first study published in the journal Nature Genetics,which happened to be the largest genome-wide association study to date. The researchers analyzed the genomes of 1.3 million participants and successfully linked 202 areas of the genome to insomnia.Our findings highlight key brain areas and cell types implicated in insomnia, and provide new treatment targets, claims the study.Hitherto only sevengenes have been successfully linked to insomnia compared to this recent study which implicated 956 genes.The second study, conducted by a team of researchers from Massachusetts General Hospital identified 76 gene regions that correspond to the amount of time we spend sleeping. Their testing discovered that individuals carrying genes containing the largest number of variants that increased sleep duration slept for about 22 minutes longer than participants with lower amounts.A previous studybased on identical twins with insomnia symptoms conducted back in 2015 by Mckenzie J. Lind of the Virginia Institute for Psychiatric and Behavioral Genetics at Virginia Commonwealth University School in Richmond, disclosed the heritability of insomnia to be present in around 59% of women and roughly 38% of men.The amount of interest and research into the genetics of insomnia has definitely increased in recent years. However, twin and family studies examining the heritability of insomnia and related phenotypes have been published since the 1960s, said Lind.It should be noted that a hereditary insomnia disposition doesnt come with a drastic change of treatment methods. The methods studied to accommodate healthy circadian rhythms should be effective irrespective of the particular cause of sleepless nights, albeit to different degrees.Sometimes a simple reconditioning of healthy habits is all you need andsomet imes medication should be considered. In either case,get plenty of exercise, limit your caffeine intake and practice mindfulness to fight any and all threats to a good nights rest.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Job interviews versus first dates

Job bewerberinterviews versus first datesJob interviews versus first datesFirst impressions matter. Make yours impeccable whether dating or job hunting.Have you ever speed dated? Not that you would admit it. Did you notice the similarities to a job interview? There you are, sitting down, sweating in the best clothes you own. Trying to look like a catch. Making wild assumptions based on the silliest facts. Is the interviewer running five minutes behind schedule? She must have loved the previous candidate. Is your date a tat late? He must still have feelings for his ex.The similarities dont stop there. As much as you hate to admit it, you Googled, LinkedIn-ed, and Facebook stalked your date. Maybe you went as far as to look into every person your crush had their arm around in Instagram pictures. As creepy as it sounds, your interviewer has probably done the same extensive background check on your digital footstep. To avoid embarrassing questions regarding your weekly alcohol intake, ke ep your vacation photos to yourself Neither date nor interviewer care to see you drunk, in a bikini and a Mexican hat. Speaking from experience here.Here are six other rules to follow during first interviews/dates. These interview techniques will give you the confidence boost you need to stop your knees shaking.1. There is no such thing as fashionably lateIf you are not Parisian, you are not allowed to use this as an excuse. Showing up on time is a sign of respect. Mutual appreciation is at the core of healthy relationships, both work and personal. If you show up late, you are setting yourself up for disaster from the start.2. Do some power posesSocial psychologist Amy Cuddy claims that power posing standing in a posture of confidence can affect the chemistry in your brain. In human speak, you can trick your mind into feeling confident. Research has shown that standing straight with arms stretched up and legs spread apart increases the levels of testosterone and cortisol in your b rain, leaving you more self-assured than ever. You can do the pose in the restroom before an interview/ first date for a little confidence boost.3. Dont over-shareWeve all had bad breakups and psychopathic previous employers. No need to ramble about them on and on. The first date/interview is not the right time to complain about the past. Try putting a happy face on. For example, if your interviewer asks why you have switched jobs often in the last two years, you can respond along the lines of I wasnt planning on it, but I have gained so much diverse experience, for which I feel very grateful. No one likes bitter. Save the emotional baggage fornever.4. ListenThis should be a no-brainer, yet you may be so focused on presenting yourself in the best light, that you forget to actually listen to your interviewer/date. Dont interrupt them mid-sentence, let them finish without assuming you know what they are getting at. The other party is interested in finding out if you are an attentive l istener. If you set the communications dynamics wrong from the start, you are likely to harm the future relationship. Relax, be engaged, lean forward and nod your head understandingly.Related articlesA recruiter explains how to make your resume stand outFrom Lou Adler to Seth Godin the future of a traditional resumeQuestions to ask your future manager before joining the team5. Be honestNever lie on your resume. Never exaggerate during an interview, just as you shouldnt on a first date. You are looking for a long-term relationship and even little white lies have a way of rearing their ugly heads eventually. First dates/interviews are the time when you make the bed you will lie in. You dont want to set the relationship up for failure from the start. Rather than behave in a way you think the other party will like, be authentic. Emphasize what attracted you to the company/person.6. Send a Thank you noteSending a timely, well-crafted email following a job interview can cement the good im pression you have left. It shows commitment and that you are ready to take an extra step. Thank you notes are also a good way to differentiate yourself from other candidates, who may have forgotten to send one. Its a sign of good taste and politeness, adding bonus points to your overall performance. In the dating context, sending a quick message to thank your love interest for the experience you shared, will be interpreted as a sign of emotional intelligence.Then there is the inevitable question. Will they fall in love with you? Will your date/interviewer call you again? Will there be a second date/interview? What about a long-term relationship/employment contract?Its all in your hands. Go get em, tiger

Where the Jobs Are 2009 - A Review

Where the Jobs Are 2009 - A ReviewWhere the Jobs Are 2009 - A ReviewWhere the Jobs Are 2009 A ReviewWhere the Jobs Are 2009 is an excellent, free online guide that will give you hope and information about realistic position and agency possibilities for your federal job search.The Partnership for Public Service just published their annual free online guide Where the Jobs Are 2009 Mission-Critical Opportunities for America which lists agency-by-agency, the specific number of jobs that will be hired (in each job category) for 2010-2012There is a light at the end of the job search tunnel just in time for 9.7% unemployment in America (and way mora in some cities Yuma, AZ 26%). Thank you, Partnership for Public ServiceABOUT WHERE THE JOBS ARE DOWNLOAD THE SHORT VERSION You can download the beautifully-designed 12-page version of the longer on-line guide, Where the Jobs Are Brochure, an easy-to-read synopsis of the hiring numbers. The guide is designed to help a broad audience of job se ekers, policy makers and agency leaders, identify nearly 273,000 mission-critical employment opportunities that will be available in the federal government from October 1, 2009 through monat des herbstbeginns 30, 2012.LEARN ABOUT HIRING OF ADMINISTRATION AND PROGRAM MANAGEMENT JOBS (0300 SERIES) For instance, the guide features Administration and Program Management Jobs. Here is glimpse of planned hiring for these jobs, including the number of current employees, hires for 2007-2008, and planned hires for 2010-2012.This occupational category includes menschlich resources, equal employment opportunity, management/program analysis, telecommunications and a variety of clerical support activities. The projected hires will be 17,287 for 2009YOU CAN FIND THE REAL, OPEN JOB LISTINGS FOR THESE JOBS AT USAJOBS.GOV. On the BASIC SEARCH PAGE, look for Browse by Occupation. You can see that today there are 1,874 job listings (all over the world) for Management, Administration, Office and Clerica l jobs.LEARN ABOUT THE NUMBER OF NEW EMPLOYEES TO BE HIRED BY OCCUPATION IN EACH AGENCY For instance, the U.S. Department of Agriculture has 2562 total positions now in that job category Management and Administration. They hired 296 people in those positions in 2007-2008. And they will hire 271 in 2010-2012.Department of Homeland Security is going to be hiring 1,850 Program and Management Analysts from 2010-2012. They currently have 8,383 in those positions. In 2007-2008 they hired 276. DHS is hiring more analysts to analyze programs to ensure our nations security.The Department of Health and Human Services will be hiring 992 Health Insurance Administrators. They currently have 2,151. They hired 235 from 2007-2008. HHS is hiring more Health Administrators to administer the needs of healthcare for Americans and health insurance challenges in America.The Department of Housing and Urban Development will be hiring 600 more Clerical Employees. They currently have 813 people in these pos itions. Last year they hired 450. The government is hiring more housing staff to help with the housing problems in America.The Department of Veterans Affairs will be doubling their Human Resources staff. They currently employ 2019 in this career field. They hired 527 in 2007-2008. They will be hiring another 2854 in 2010-2012. WOW. The human resources personnel manage military personnel services, a growing need.PLUS, INTERESTING INFORMATION ABOUT THE TURNOVER OF EMPLOYEES IN THE GOVERNMENT (which could mean jobs for YOU)Click on the button turnover and see how many people will be retiring from government in 2010-2012.Department of Agriculture In 2009, 633 are eligible to retire. In 2012, 1074 are eligible to retire. In 2007-2008, 401 did retire and the average age was 49.IN SUMMARY THIS BOOK IS ALL ABOUT FEDERAL JOB HOPE AND REALISTIC POSSIBILITIES FOR YOU The Where the Jobs Are report is an invaluable FREE Guide for your federal job search for 2009-2010. Review this Guide frequent ly against information on USAJOBS periodically to keep your vision of federal employment clear and hopeful.The how to apply job instructions in the Vacancy Announcements in USAJOBS are complex, but based on this positive report, will be worth your time, determination and persistence. This Guide can help you focus on and consider the agencies that are hiring the most people, the highest turnover projections, and learn about the missions that best match your past experience and interest.I recommend that every federal jobseeker study this Guide and use it as an invaluable resource for learning about federal positions and the future of federal hiring. I recommend that you use this Guide to strategically plot the selection of your federal agency and position search. Kathryn Troutman, President, The Resume Place, Inc. and Author, Federal Resume Guidebook, 4th Ed.++++++++++++ADDITIONAL IMPORTANT FEDERAL JOB ARTICLES FROM WASHINGTONPOST.COM BY STEVE VOGELOfficials Pledge to Fix Federal Hiri ng ProcessIn the meantime? For people who are looking today, they need to be persistent, he said. I would encourage people to stick with it, even though the process is cumbersome.By Steve VogelWashington Post Staff WriterFriday, September 4, 2009++++++++++Federal Government Needs Massive Hiring Binge, Study FindsBy Steve VogelWashington Post Staff WriterThursday, September 3, 2009The federal government needs to hire more than 270,000 workers for mission-critical jobs over the next three years, a surge prompted in part by the large number of baby-boomer federal workers reaching retirement age, according to the results of a government-wide survey being released Thursday. the survey makes clear that the majority of new hires will be needed in five broad fields medical, security, law enforcement, legal and administrative.The survey results are to be posted Thursday at wherethejobsare.org, according to the partnership.++++++++++++The Partnership for Public Service and its founders, Sam uel J. Heyman and Ronnie Heyman, are profiled in the premier philanthropy publication The Chronicle of Philanthropy.

Why Career Freak Outs Are Actually Good for You - The Muse

Why Career Freak Outs Are Actually Good for You - The MuseWhy Career Freak Outs Are Actually Good for You Strange as it may seem, sometimes the best job transitions start with a good solid freak out. You know the kind panicked breathing, crazy hair, fetal positions, and awkward conversations with yourself. We often categorize these moments as bad- but when it comes to moving your career forward, they can be very, very good. As a veteran of freak outs ranging from Should I take this promotion? to Should I leave this job? to Is it time to start my own company? What the hell am I doing? Ive learned that the best decisions Ive made have happened as a direct result of them. Let me explain.First, Freaking Out Shakes You UpOften its not until we freak out about something that we truly recognize its value to our careers. For example, there welches a long time when I was working as a consultant (wearing a suit every day) that I knew I wanted to start my own company. Despite knowing this, I c ould not seem to make myself leave. And then my company started lay-offs. For a while I was on the team deciding who was getting pink-slipped, but it quickly became clear that if we continued the way we were going, one day my job would be gone as well. So, I decided to panic. But I didnt just panic, I full on lost it. I went through all the stages of grief, denial and worry about paying rent (coupled with a ton of time in the fetal position), and then I realized this might just be the shake up that I needed. For a long time, Id wished for a sign that would give me the courage to leave, but the safety of my job was holding me back from seeing the signs I so desperately waited for. But with that safety net of regular paycheck potentially gone in the very near future, I realized that I had nothing to lose, so I might as well leave on my own terms. This was my sign. Freaking out forced me to face my fears about leaving, confront what was really behind them, and realize that quitting my consulting career was what I had wanted all along. Yes, it was scary, but I learned that it wasnt so much the salary I was scared to lose, but the security of staying on the beaten path. And by acknowledging that, I could get past the idea of taking a short-term pay cut to go after my dream and instead focus on the fact that I could create a totally new path for myself. One that actually made me happy.SCARED, BUT READY TO MAKE A MOVE?Dont worry, we know a lot of awesome companies hiring right now. Check Em Out And Then it Moves You ForwardFor a long time in my consulting work, I felt half-asleep because the work no longer really interested me. I was going through my daily routine without paying much attention to anything, and I started to get worried that Id wake up 10 years down the road doing the same thing, wondering what had happened to my life. Of course, all of that changed when I seriously started to think about starting a business on my own and became paralyzed with fear. I was terrified, lonely, worried, and yet weirdly, I have never felt so alive. I realized then that I had a choice I could sleepwalk through my life and take no risks, or I could push myself and take a leap of faith. I decided I wanted the unknown, because the known was no longer working for me. Of course, wanting mora forced me to address the question Im freaking out about really doing this- what do I do? and actually build a plan around it.When was the last time you proactively created a concrete plan for your career? Most people have a vague sense of what could be next, but they dont give themselves the time to really think about how theyll get there- especially if its not just a step up on the ladder at their current company. For me, my panic helped me build an exit strategy that gave me a little bit of breathing room and a financial cushion for my new business. I needed both my initial freak out about getting laid off, and the subsequent one about starting my own business to get me to where I am now. And where I am now is where Id dreamed of being- I run a successful coaching business. The moral of this story is that next time you freak out about your career, I want you to pat yourself on the back, because you are one step closer to that next great thing and that is pretty amazing. So, take a deep breath (literally- Harvard research proves this can only help you) and rather than allowing yourself to stay in fetal position forever, ask yourself Why am I stressing out? And how can I use this feeling to power me forward? While it may be tempting to give into the panic, its important to first ground yourself- thats where breathing techniques comes in- and then figure out what your next (exciting) step will be. You got this. Want more help with finding out whats next for you? Heres a free fancy-pants workbook on the 6 Simple Steps to Finding Work You Love. Photo of person crying courtesy of SIphotography/Getty Images.

How to Deal With a Fake Co-worker at the Office - The Muse

How to Deal With a Fake Co-worker at the Office - The MuseHow to Deal With a Fake Co-worker at the Office When it comes to your colleagues, you know that- while there are plenty of great ones youll encounter throughout your working life- there are also plenty of annoying ones who will serve to make your time in the amtsstube that much tougher.One of the worst (aside from the person whose lunch diet seems to consist of only tuna fish and hardboiled eggs)? The fake co-worker.You know the type, right? He says one thing to your face, and then something totally different behind your back.Its frustrating- theres no denying that. And, even further, it will often leave you wondering exactly how to deal. Should you paste on a smile, pretend nothing is happening, and be just as phony as him? Should you confront him head on? Should you go to your boss?Well, as always, a lot can depend on your individual situation. But, regardless of your specific circumstances, these five tips should help to gu ide you in the right direction.1. Confirm Your SuspicionsBefore you run off the rails and confront that person with smoke coming out of your ears, its important to check your sources first.Do you know for a fact that your co-worker is being malicious and two-faced- meaning that you witnessed it yourself? Or, is this something you heard through the grapevine?You already know that office gossip can spiral out of control in a hurry. So, rather than acting on assumptions and jumping to conclusions, make sure that you have your facts straight. That simple act alone will save you a lot of headaches and plenty of unnecessary drama. 2. Get Some SpaceAlright, so you know for certain that this colleague of yours is fake. Despite her smile and friendly demeanor, shell throw you under the bus the second you turn around. What now?Its important to create a little bit of distance between the two of you. Since youve confirmed that this person is indeed insincere, engaging in office chatter by the v ending machines wont do you any favors.Instead, make your best effort to have some space. You dont need to be blatantly rude or cold. But, avoiding being totally buddy-buddy and limiting face-time will ultimately give her less ammunition to use against you. 3. Keep RecordsThe last thing you want to do when youre dealing with a fake co-worker is find yourself smack dab in the middle of an awful game of he said, she said.So- call it paranoid- but its important for you to keep accurate records of anything negative, misleading, or mean-spirited that occurs. Whether you end up approaching the person directly or having a discussion with your superior, that supporting documentation will come in handy when you need to add more legitimacy to your complaints.Try to correspond with that colleague using email as much as possible- thats a surefire way to confirm that you have important things in writing. If something happens during a spoken conversation? Jot down the date, time, and a descriptio n of what occurred.Yes, I know it can seem like a bit of overkill. But, when you feel like youre dealing with someone whos out to make your life that much harder, you really cant be too careful. 4. Have the Tough ConversationYou could likely deal with the occasional backhanded comment. But, if your issue with this employee seems to be ongoing, its time to have an honest conversation.Your best bet is to start directly with the person whos causing the problem. Request to schedule a sit-down with him or her where you both can have some private and quiet space to talk- you dont need this to turn into a recess-fist-fight scenario. Instead, just bring up the behavior thats been bothering you.Perhaps shell be so taken aback by your direct confrontation that shell apologize immediately and you both can move on from there. More likely than that, though? Shell deny it profusely. Thats frustrating, but you can take comfort in the fact that youve made your point and proved that you wont just ro ll over and be treated poorly.What if things dont improve after your frank discussion? Then it might be time to bring your concerns and documentation to a superior. Nobody wants to be a tattle-tale, but you also dont deserve to have to keep tip-toeing around this person. 5. Avoid the Revenge TrapWhether things improve or not, it can be more than tempting to want to get your revenge. Its only fair that he gets a taste of his own medicine, right?Wrong. As alluring as that siren popsong of sweet retaliation can be, its important that you always put your best foot forward in the office- rather than taking the knife out of your own back only to use it on someone else. Your co-workers might not always be moral and ethical, but you dont need to subscribe to that same philosophy. Needing to cope with a fake co-worker is never fun. But, unfortunately, its likely one of those things youre going to need to do every now and then. As long as youre able to keep your distance, cover your own bases , have an honest conversation, and- of course- rise above, youll be much more likely to handle that sticky situation with professionalism and politeness.

A Fair Perspective on Resume Examples College Student

A Fair Perspective on Resume Examples College Student Using Resume Examples College Student If you own a career goal or study interest that you are able to pursue beyond the classroom, take advantage. The range of skills that could be helpful for a teacher is vast. A comprehensive education section is the meat of a university student resume, so be certain you dont brush over it. The important thing is understanding how to clearly show your education on a resume. Note your GPA at every institution youve attended, including your present GPA in case you have bedrngnis yet graduated. A normal college application doesnt always offer a student room to highlight all their accomplishments and experience. Its the fastest way to tell college admissions officers all they will need to understand about someone, according to Acceptedtocollege.com. Admissions officers want to create a class consisting of students with diverse interests and backgrounds. The 30-Second Trick for Resume Exa mples College Student In just two or three minutes, our resume builder will guarantee that youve got a well-written, attractive resume prepared to go. You have to offer relevant, concise details. Its not quite as difficult as you may think. Unfortunately, youre not alone. The Battle Over Resume Examples College Student and How to Win It Each word on your resume can be a trigger for a question via an interviewer, and youll often be requested to provide examples of the skills which you have referenced. Hopefully, youre already beginning to observe how your resume could take shape. Your resume will be broken up into sections. Mention your photoshop abilities. The Dos and Donts of Resume Examples College Student Even hobbies may have a place in your resume, if theyre associated with the job which you want. It should concentrate on just what your abilities and experience are and how they are going to benefit the business. You dont have to have work experience to get skills. The manner in which you include your experience for a teaching job must be tailored. Ensure your objective targets the job and the organization you wish to work for. Possessing a comprehension of the expert world and possessing Qualities of an actual professional is simply 1 among the fundamental necessities from the present world. A resume is a highly effective tool which could make or break your job prospects, only in case you realize its potential in assisting you to make an impression, and know ways to get the resume basic s right for the ideal impression. Its exceedingly crucial that you highlight your very own unique skills in a career objective. If you understand what the requirements are for the job which you want to know more about and you meet them, then it is possible to boost your resumes capacity to have the recruiters attention by highlighting one or two, or some of them and how theyll assist you to perform better on the job in your objective statement. There are a lot of resume strategies to master which will help you land the job that you desire. As youre considering your resume objective, consider the abilities and essentials of the particular job. Even though most of resumes should offer advice on your work and education experience, as well as your abilities and achievements, there are numerous methods to deliver this info. Resume examples and templates are incredibly helpful, especially when youre writing one of your initial resumes. It is possible to also landsee resume template thats also known. Consider what you are going to be putting on your resume, and select your template accordingly. The template is given with a well-crafted format and a number of the most important content details that may help someone carve out a resume for themselves easily and in very little moment.Most resume format word file available for free download so make certain not to waste cash with the notion of getting a better choice. The online is similar to a sizable carnival. Our massive range of downloadable resume templates is totally free for all to use and a terrific resource to kick off the writing process. There are several resume writing guidebooks offered on the market that may help you.

5 Traits To Look for When Hiring Customer Service Employees - Spark Hire

5 Traits To Look for When Hiring Customer Service Employees - Spark HireYur customer tafelgeschirr employees are your front line. They must help, inspire, connect, and act as a reflection of your company values. But you can only provide top notch customer tafelgeschirr with the right individuals in place.Excellent customer service starts with outstanding hires. Making good customer service hires isnt just about attracting qualified, competent applicants it also means establishing a hiring process to assess the necessary traits for customer service success. We asked experts in various industries to share their customer service hiring knowledge with us. Heres what to look for when hiring a first-time customer service employee and how to identify those traits during the hiring processPatient personalities always prevailTraits that I look for are patience, communication skills, high emotional intelligence, jovial personality, and creative problem-solving. In our business, customer servi ce is not just about providing solutions to a customers problem. The main part of the job involves dealing with our customers emotions, making sure their problem is fixed and they are well taken care of. We want to instill excellence when it comes to customer happiness. In terms of the hiring process, in the first stage, we usually conduct a QA to better gauge their personality because a likable and patient personality plays a huge role when it comes to customer service. We provide mock customer service tests from our existing sample of customer interactions to evoke problem-solving scenarios to gauge their problem-solving skills under pressure, as well. Jeremy Ong, founder of HUSTLRBeing likable and patient plays a huge role in customerservice. Mock customer service tests can reveal these traits.Click To TweetSelf-awareness equates to coachabilityThe most essential trait of a great customer service employee is self-awareness, not empathy. With evident self-awareness, an employee i s more coachable. They are not going to get it right all the time. However, if they can listen to feedback, evaluate themselves in hindsight, and separate themselves from their performance in one customer interaction or another, theres opportunity for growth into excellent customer service delivery. Ask applicants to describe situations specifically in his or her past. Invite the telling of stories and notice where they place themselves in that story. Are they the hero? The victim? What do they emphasize as the lesson? Self awareness should manifest in their capacity to see their own role, their own contribution in all its good and bad parts. Do they recognize something in which they could improve, or is it a story of injustice or survival? We pair this with a personality test, preferring those inspired by Jung. Then we invite the applicant to comment on what the personality test reveals, how much of it surprises them or seems off. When combined with stories from the past, this yiel ds a fruitful interview, whether in video interview or in-person interview format so the facial expressions are clear. Patrick Pittman, president of elektronische geschftsabwicklung Coach, Inc.Self-awareness is a more important trait than empathy in customerservice roles because it reveals coachability.Click To TweetCreativity is essential for problem-solvingCustomer service is our strongest suit. Its what keeps our customers coming back for more. And thats because we hire exactly the right people for the job. One Christmas season, we had just over one thousand applications to be a seasonal customer service representative. We hired 11 of them, not based on their experience, but based on their personality each one was amazing. We look for two things. First, we look for people who truly love people. Second, we look for creative problem-solvers. In the application process, we ask questions for creative problem solving such as what they would do with a pencil. If they say they can writ e with it or its good for holding paper down on a desk thats a no-go. If they say you can use a pencil to poke an attacker in the eye, stir coffee, kill bugs, clean out cracks in a bench, spread peanut butter, play pencil wars, start a fire, spear a fish or use as an axle for a toy car, then we know we have our person.Dave Munson, founder and CEO of Saddleback Leather Co.Look for people who truly love people and who are creative problem-solvers.Click To TweetPassion for the product is essentialWe found great success with our first customer service hires who are passionate about our space (blockchain/cryptocurrencies). They are people who really try to understand the space and thus have a deeper understanding about the industry.To assess their passions, ask candidates about their interests or what they do in their free time. Our greatest customer service hires encompass some elements of the different verticals that our company is in. If they read a lot of related articles in the fre e time, it shows that they genuinely care about the space.The best approach weve found for hiring is to reach out to the users in our platform. We have a weekly email digest that we send, and we include a small section on the bottom when we are hiring for a role. The best candidates that weve seen have come from our users. So leverage your existing customer base for customer service rolesTommy Chan, co-founder of AltCoin FantasyThe best customer service hires are passionate about the space.Click To TweetA can-do attitude is keyFirst-time customer service employees should possess a can-do attitude and have a positive, enthusiastic disposition. Many customer service roles require interacting with customers, whether its over the phone or in person, and a good attitude is a must. Customer service employees must be willing to listen, understand, and see situations from the customers perspective. Whenever a customer is upset, its easy for them to get emotional and its important that reps stay patient with them. For example, a candidate who formerly worked at a cafe might describe an instance where a customer arrived for a pick-up order that is still not ready. The customer might have been upset during this time, and the candidate may have simply apologized for the error and offered them a complimentary drink or dessert eintrag while they waited. This seemingly simple solution gives us greater insight into how these applicants approach and handle difficult situations with grace. Deborah Sweeney, CEO of MyCorporation.comCustomer service hires should always have a can-do attitude.Click To Tweet

When the Perfect Candidate Turns Out To Be an Imperfect Fit

When the Perfect Candidate Turns Out To Be an Imperfect FitWhen the Perfect Candidate Turns Out To Be an Imperfect FitSelection Decisions are often about as accurate as a coin flip Inc.comWhat if we told you that one of the most important business processes and procedures for success also has a 50% failure rate. No, were not talking about the stock market or buying real estate think mora human capital.Recruitment is the single greatest risk point for any major corporation. Especially in todays modern hiring culture, employers are finding that the modern pool of candidates requires more than a steady paycheck and guarantee of benefits to ensure success. A poor hiring choice can be costly and time-consuming and is often cited as one of the largest concerns for companies big and small. The failure of keeping good hires, however, isnt solely on the individual or company at hand. Each player has a solid role in the success of each other. The employer has to set clear goals and expectatio ns and ask key questions during the hiring process to ensure the candidate is a good fit. Employees must do the same, by setting both short and long term expectations that allow them to achieve maximum longevity and success.It is important not just for companies to keep and maintain strong hires for their immediate growth but also for their long term future growth. Given the current climate of social media, one false move and yur company may be blasted all across Twitter. If you think making a bad hiring decision impacts your bottom line, wait until your reputation is in shatters when that same employee sends out a mass email that ends up circulated across social media platforms. All is not gloom and doom, however, as there are many steps companies can take during the hiring process to help improve both their decision making and overall retention rate. Here we delve into what it takes to make great initial decisions when it comes to recruitment and what employers can do when the per fect candidate turns out to be an imperfect fit.Lets Talk PrauffhrungionThe best way to head off trouble from the outset is to take preventative measures. In short, dont let failed hires contribute to negative perceptions of your company. Utilize a few simple steps to help eliminate risk and save yourself hassle in the long run. Interview ProcessAll hiring decisions begin in the interview room. Employers should ensure they are asking the right questions for the individual role at hand. Are you focusing solely on a candidates resume and experience while ignoring their character and its fhigkeit flaws? Ask educated and insightful questions that help you fully understand your potential new hire before they are in the door and dont be afraid to conduct more than one interview to flush out potential red flags. Integrating New HiresFor years the typical onboarding model has focused on the 30-60-90 day model of candidate integration. After the initial probation period, new employees will o ften only have contact with their managers or supervisors when an issue arises or during their annual review process. To ensure successful integration, be sure to be a company culture where supervisors abfertigung often to help gauge the status of new employees. A weekly, bi-weekly, or even monthly regular check up will not only help your new hires onboarding, but it also is critical for ensuring all levels of the management chain understand the full scope of daily business activities and short and long term goals. Be ProactiveAnother easy to prevent but frequently occurring problem is the failure to troubleshoot issues in a candidates performance. If problems are appearing in the department or delays or other complaints are rolling in its best to delve right in and address before things get out of hand. Often times new employees can have learning curves or may be used to their prior companys method of doing business. Addressing any issues in a proactive manner can not only avoid di sruptions but it can also allow you to retain otherwise quality candidates who may need minor guidance. Job DissatisfactionNow that weve dolled out our ounce of prevention, its time to talk about one of the most common reasons great candidates turn out to be not so great employees once theyre in the door. Job dissatisfactionranks near the top of new and long term employees top reasons for exiting a role. Want to avoid your company being added to the statistic? Here are a few common causes and tips for prevention.Being Underpaid Money may not be everything but being fairly compensated for your work certainly helps keep you happy in the 9-5 daily grind. Employers should perform regular market checks to ensure your rate of pay is in line with industry trends and reward those employees who go above and beyond with corresponding pay bumps.Lack of Management Another common area of strife is a feeling of lack of guidance with your supervisory staff. Have a recent hire that doesnt seem to be getting much done? Investigate whether they are receiving enough education and direction as to their role and the expectations of daily assignments.Aptitude Every job typically has a minimum set of requirements needed to perform up to standards. While initial interview screenings should plek up on many of these skills and abilities, some time nuances may slip through the cracks. Start by ensuring your interview process is best designed to help identify those with the resources needed to perform the job. Once that is nailed down, dont be afraid to supply special one on one training or continuing education to those employees who otherwise should be excelling.Attitude In the insightful Leadership IQ study, coachability and motivation were among the most frequently cited reasons for failure among otherwise solid new hires. Positive attitudes also had a high rate of correlation when it came high-performers. Add these results up and you have a strong connection between attitude and a candidates propensity to fail or succeed once theyre in the door.If you find a new employee whos attitude and motivation are lacking its best to address potential causes of the problem. In those regular check-ins that we mentioned earlier, ask your hire how they are adjusting to the new role and if there are any changes that may make them more fulfilled in their daily duties. A word of warning if you suspect an employee may be having personal or home life issues, approach the topic cautiously and with a hefty dose of consultation from your HR department.Team Dynamics From time to time, you may run across an otherwise great employee that just doesnt work well with existing team members. It may be personality clashes, or perhaps one person is well qualified but not a great people person.As always, avoiding the situation at the outset is ideal. Be sure to invite multiple levels of current employees into the interview process to help identify and head off potential mismatches. For exist ing teams, focus on creating a positive environment and encourage team building both in and out of the office. This multi-prong approach will help set your new hire up for success and can grow and maintain positive working and professional relationships.Time to Cut Ties?Despite your best efforts, there may come a time when that fantastic new hire might not be the goldilocks fits you envisioned. In the case of that unfortunate scenario, one of the most important steps you can take to minimizing damage and protecting company culture and brand is a successful and graceful offboarding. When all else fails, there are numerous steps employers can take to help make the transition a smooth and painless process for all involved. Timing and Access Absent a major event that makes firing an immediate need, try to time notice to your employee in a thoughtful manner. Avoid letting someone go at 4pm on a Friday afternoon which can give the impression youve sapped as much work out as possible. Earl ier in the week and day will give the ex-candidate time to adjust to their new unemployed status and also allows you to communicate the change to remaining employees rather than giving them the weekend to stew about what the firing means for their own long term job prospects. Severance Package If the breakup between employee and employer will be happening on amicable terms, consider offering a severance package to help ease the burden from the sudden loss of a job. Allowing benefits to continue for several weeks or until the end of the month is also not only a thoughtful gesture but may be required by law in certain cities or states. Whatever the terms, be clear in your communication to the employee when letting them off the hook to avoid any surprises and avoid burning bridges or sullying your employer reputation. Notice to Remaining Team Members Its not only the fired employee who is impacted by the decision to offboard. Existing team members will also have a sense of confusion an d perhaps even question their personal job stability in the event of an unexpected departure.Managers should get ahead of any potential problems by sitting the team down and discussing the firing in frank and professional terms. While some information may not be able to be shared due to HR concerns, communicating that their previous co-worker wasnt the right fit or that the remaining employers can rest assured they wont be next will come over much better than discovering an empty desk without any explanation. Respect the Employee and Process While its never exactly fun for anyone involved in the firing process, in reservierung to protect your company brand and reputation, (and, lets face it, to just be a good person) you should remember to remain respectful of the departing talent. Avoid burning bridges or degrading your former employee by spreading confidential information about the reasons behind the offboarding. Share the minimum detail needed to assuage remaining employee fears and do what you can to remain on good terms with everyone involved in the process. Acknowledge Contribution Sure, this employment opportunity may not have worked out, but that doesnt mean the entire relationship was a bad apple. News alert employees are human too. The perfect candidate may turn out to be an imperfect fit, but that doesnt mean they didnt contribute while they were with your company. Offer a thank you and do what you can to soften the blow. Not only will your reputation as a manager and broader corporate brand benefit, youll also help make someone elses day just a tad bit less horrible.Last WordsWhether its an employment or personal relationship, no one starts out thinking that everything will head south. Careful screening of candidates and a successful onboarding and training program can help up your percentage of success for retaining new hires. In the unfortunate event that things dont quite work out, quick and thoughtful action is best to help mitigate the negativ e outcomes on all parties involved. Last but not least, if youre on the exiting end of a bad employment relationship, remember that one companys imperfect fit may be the best thing to ever happen to another. Your just right match is out there

10 Companies Making the World a Better Place

10 Companies Making the World a Better Place10 Companies Making the World a Better Place If one of your New Years resolutions involves giving back or contributing to positive change, one of the ways you can achieve that is to work for a company with an inspiring mission. Whether a non-profit or a large company dedicated to social impact, there are plenty of organizations with open roles that will allow youto volunteer, give back or contribute to driving positive social change.No need to sacrifice a top salary in order to invest in your local, national or global community. Here are 10 organizations currently hiring and will make you feel good at the end of the workday.KIND Snacks How They Give Back We believe in inspiring and celebrating kindness. By improving the way we live, eat and relate to one another, we hope to foster communities that are healthier, more empathetic and embrace our shared humanity. Open Roles Brand Ambassador, Trade Production Assistant, Sr. Analyst RGM Pricing, Senior Manager Strategic Sourcing, University Ambassador, Director of Logistics, Process EngineerAccounts Payable Associate & more. What Employees Say KIND provides everyone with opportunities to make an impact, and it is extremely gratifying to work for a company which not only creates the highest quality products, but that also has an incredible social mission. Team members have opportunities to actively untersttzung the KIND foundation, which includes participating in days of service where the entire company volunteers in our local communities. KIND is working every day to create initiatives that drive positive social change, including KIND people, KIND causes, Empatico (to name a few), and I appreciate that team members are always updated on the impact these causes have. - Current EmployeeSalesforce How They Give Back Salesforce.org puts the worlds best technology in the hands of nonprofits and educational institutions, so they connect their organizatio ns and accelerate their impact. As a social enterprise, the more missions our technology untersttzungs, the more we can invest back into the community, creating an endless circle of good. Open Roles Finance Manager, Senior UX Product Designer, kapitnspatent Counsel, Digital Strategy Manager, Associate Customer Success Manager, EVP CSG, Data Science Lead & more. What Employees Say In addition, the culture of the company is great. Not only are you encouraged to support your colleagues but youre also encouraged to help the community. Volunteering is a big part of the company and trust and customer success are one of out most important values. Were not just saying it. Were actually practicing it too. - Current EmployeePhoenix Childrens Hospital How They Give Back Phoenix Childrens provides world-class inpatient, outpatient, trauma, emergency and urgent care to children and families in Arizona and throughout the Southwest. As one of the largest childrens hospitals in the country, w e provide care across more than 75 pediatric specialties. Every day our clinical, professional and support staff work collaboratively to deliver on our mission to provide hope, healing and the best health care for children and their families. Open Roles Mental Health Therapist, Clinical Doc Improv Educator, Pre-Access Specialist, Pediatric Nurse Practitioner, Clinical Supervisor, Physical Therapist, Clinical Nurse, Genetic Counselor & more. What Employees Say The whole hospital works as a team to provide outstanding quality care for the patients while also helping staff grow and develop in a healthy, positive environment. Its a phenomenal place to learn and help children heal. - Current NurseAmerican Red Cross How They Give Back The American Red Cross prevents and alleviates human suffering in the face of emergencies by mobilizing the power of volunteers and the generosity of donors. Open Roles Disaster Services Coordinator, Regional Account Manager, Development Operations S pecialist, Corporate Regional Philanthropy Officer, Manufacturing Instructor, Youth Services Coordinator, Regional Preparedness Coordinator & more. What Employees Say The mission and values of the Red Cross are outstanding, and knowing Im a part of an organization that helps save lives and make a difference in communities across the nation. - Current EmployeeBill & Melinda Gates Foundation How They Give Back Guided by the belief that every life has equal value, the Bill & Melinda Gates Foundation works to help all people lead healthy, productive lives. In developing countries, it focuses on improving peoples health and giving them the chance to lift themselves out of hunger and extreme poverty. Open Roles Enterprise Architect, Program Officer, Senior Program Office of Neglected Tropical Disease, Senior Salesforce Administrator, Deputy Director of Strategy & more. What Employees Say Im constantly inspired by the work supported by BMGF, which impacts some of the biggest probl ems in global health. As a private foundation, they can take controversial stances and innovate in ways you often dont see elsewhere in development. I feel lucky to contribute. - Current EmployeeThe Nature Conservancy How They Give Back The Nature Conservancy is the leading conservation organization working around the world to protect ecologically important lands and waters for nature and people. Open Roles Applied Consideration Science GLOBE Intern, Executive Assistant, Events Manager, Director of Conservation Programs, Global Water Strategy Associate, External Affairs Advisor, Sustainability Fellow, Finance Manager, Philanthropy Writer, Development Program Director & more. What Employees Say Great conservation staff, very dedicated and smart. Ability to work with colleagues in other chapters and units across US and abroad. Nonpartisan approach, this nonprofit excels in bringing many viewpoints to bear on conservation problems. - Former EmployeeWounded Warrior Project How They Give Back Every warrior has a next mission. We know that the transition to civilian life is a journey. And for every warrior, family member, and caregiver, that journey looks different. We are here for their first step, and each step that follows. Because we believe that every warrior should have a positive future to look forward to. Theres always another goal to achieve, another mission to discover. We are their partner in that mission. Open Roles Outreach Specialist, Website Administrator, Sponsorship Specialist, Training Specialist, Systems Analyst, Government Affairs Director, IT Security Engineer, Physical Health & Wellness Specialist, Travel Specialist & more. What Employees Say Huge impact on the lives of warriors and their family members. Teammates are friendly and passionate about the mission. - Current EmployeeYear Up How They Give Back Year Up is an award-winning national 501(c)3 organization striving to close the Opportunity Divide by providing young adults ages 18-24 with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education. Through a one-year intensive program, Year Up utilizes a high support, high expectations model that combines hands-on technical and professional skills, educational stipends, college-level coursework, and corporate internships at more than 250 top companies. Open Roles Program Manager, Director of Development, Admissions and College Enrollment Manager, Internship Services Specialist, Project Management Instructor, Operations Specialist, Development Data System Specialist, Recruitment Manager, Director of Corporate Engagement & more. What Employees Say Staff is mission orientated and well motivated. Everyone works long hours to accomplish the mission. - Former EmployeeChildrens Defense Fund How They Give Back The Childrens Defense Fund champions policies and programs to improve the odds for Americas children. We focus our advoca cy on the whole child because we believe children dont come in pieces. We seek to end child poverty, give every child a healthy start, a quality early childhood experience, a level education playing field, and safe families and communities free from violence- with special attention to children involved in the child welfare and juvenile justice systems. Open Roles Director of Legislative Advocacy, Development Marketing Director, Youth Program Associate, Special Assistant Policy Department, Director of Research, Business Affinity Program Manager & more. What Employees Say No better way to showcase your passion for Children and ensure they are able to thrive on the health and education front. If you are an advocate that is willing to work on improving a childs successful passage to adulthood then this organization is for you - Current EmployeeRobin Hood Foundation How They Give Back Over its 25 year history, Robin Hood has distributed more than $1.25 billion to hundreds of New Y ork City-based soup kitchens, homeless shelters, schools, job training programs and other vital services that give New Yorks neediest citizens the tools they need to build better lives for themselves and their families. Open Roles Managing Director of Education, Senior Program Office, Program Associate of Mobility Team, Visual Designer, Software Security Engineer, iOS Engineer, Product Designer, Content Strategist, Corporate Accountant & more. What Employees Say Amazing people, incredible mission. Everyone who works there is so motivated and helpful. - Former Employee

How Two Breweries Grow Company Culture

How Two Breweries Grow Company CultureHow Two Breweries Grow Company CultureHow Two Breweries Grow Company CultureMarch 21, 2012 MatusonThe beer industry, long known for being recession-proof, has been one of the few bright spots in the current economy.Business is flowing steadily, particularly in the craft brewing segment of this industry. Many of ansicht companies are startups and small businesses, where the owners are the brand.In addition to being head strategist and marketer, these business owners find themselves in the roles of chief bottle washer and forklift driver.As the business launches, the need for workforce planningas well as a thriving organizational culture becomes more evident.Fermenting a Healthy Company CultureIts often a challenge to do workforce planning when so many variables are unknown.For example, will you be able to penetrate markets that have been owned by the big boys of the industry? And if you do, will production be able to keep up with demand?In situati ons like these, its a good idea to create several workforce plans. You can call one Plan A and the other, Plan A+, in case business goes better than expected.Bill Butcher, founder of Alexandria, VA-based Port City Brewing is a guy who believes in thoughtful workforce planning.I spent three years putting this project together, says Butcher about starting up his brewing company. Butcher knew he needed to hire a top brewer to make his plan a reality.Being a new company, he didnt have anyone in the talent pipeline that he could hire for this critical position.He posted his job opening and took his time sorting through 150 resumes, conducting interviewswith over 20 candidates.I dont rush into personnel decisions because people are so important. I dont take the decision to hire lightly. I do take my time in hiring people.Butcher wanted to make aya his new hires had a good fit personality wise for his company culture, and that I have found the very best skills and talent I can find.Brewing the Talent PipelineBill Graham, co-owner and co-founder of Ska Brewing Company in Durango, Colorado has been around for a lifetime in craft brewery terms. He and his co-founders have been brewing beer since 1996, long before craft brewers were cool.Grahams approach to workforce planning used the tried and true aspects of recruitment that all businesses use competitive salary, a retirement package and health insurance.When pressed further about his secret ingredient to a successful company culture, Graham revealed that it was beer.What makes beer unique, is that it is fun. Our product makes people happy, and therefore we feel that should translate to our people here at the brewery as well.Ska Brewing Company also takes advantage of its location in creating a great place to work.We are in the mountains of sunny Colorado. So that means our top managers are given ski passes and we have a lottery for a few other passes for the rest of the staff.Throw in an employee wohlbefinden program that includes health insurance, a corporate sports club membership, Monday Employee Yoga (one hour of instructed Yoga at the Brewery for $5.00) and a Wednesday evening Durango Wheel Club road bike ride.Workers also have access to an Employee Tap at the Company Tasting Room, where they can charge a few pints to their tab. Port City Brewing also includes beer on the list of employee benefits.Butcher is also working with his team to give back to the community.He explains Last week, we launched Project Shamrock. Our team came together and designed a float for the local St. Patricks Day parade. The human six pack. A big five-foot tall, wooden six-pack rolled down the streets of Alexandria, with six of our employees in tow.In this industry, its all about the beer and community. 2012 menschenfreundlich Resource Solutions. All rights reserved.Author BioRoberta Chinsky Matuson is the President of Human Resource Solutions and author of the highly acclaimed book Suddenly in Charge Managing Up, Managing Down, Succeeding All Around, a Washington Post Top-5 Leadership pick. Sign up to receive a complimentary subscription to Robertas monthly newsletter, HR Matters. Register today for Robertas free Profitability Accelerator Teleconference Series.