How to Assess MS Office Skills

How to Assess MS amtsstube SkillsHow to Assess MS bro SkillsDespite attempts by heavyweights Google and Apple to gain market share, the Microsoft Office suite endures as the most widely used set of desktop applications across industries. They are flexible and easy to use, and they have become a mainstay in every office across the nation. Its no surprise MS Office skills are required for every type of administrative position, from executive assistant at a multinational corporation to receptionist at a property management firm.Tools of the Tradegeschftsleben needs vary, but, in general, the MS Office applications required for most administrative jobs - and why - areOutlook Many admin positions involve scheduling appointments, managing calendars, and creating and maintaining contact and mailing lists.Word For many admins, the most frequent task is composing letters, documents, reports and sales material with this word-processing tool.Excel This program is routinely used in admin jobs to create and maintain expense reports as well as to generate graphs in Word documents and PowerPoint presentations.PowerPoint More and more admins are required to use this program to create slideshow presentations for meetings and online absatzwirtschaft content.The level of knowledge needed for each application depends on the job. An admin who will primarily write letters, answer emails and set up meetings doesnt need to be an expert in Excels Pivot tables. On the other hand, someone who will be entering and manipulating numerical data and generating associated reports and graphs should be talented at Excel.Finding an MS WhizAll this means that, when hiring an administrative professional, one of the skills managers must be on the lookout for is MS Office knowledge. But how do you assess a candidates grasp of the suite, especially those programs and applications that are most pertinent to the job? The candidates resume, assessments tests, and the interview are all essential tools i n evaluating a candidates proficiency, but pay attention to the following in particular1. Experience. A candidate who has already performed very similar tasks in another job likely has the skills you need. Ask not only what office applications the candidate used, but also how they were used. warenmuster for examples. Another opportunity to verify the applicants experience level is during the reference stage. As Panicia Stroski, OfficeTeam Division Director in the San Francisco Bay Area, advises, When doing reference checks, ask previous managers what applications the candidate used in previous roles and how they would rate their proficiency level.2. Courses and certifications. Be on the lookout for solid proof of a candidates proficiency. A 101 Excel course at the community college level indicates basic knowledge of the application. A course taught by an e-learning provider that partners directly with Microsoft or one that offers targeted online learning, such as SkillPort, has more credibility. The number of course hours is a good indication of the depth of the course, as is the type of content. Passing the Microsoft Office Specialist (MOS) test is valid proof that the candidate has been trained in the software using scenarios that closely resemble everyday situations. The MOS Championship, for the highest-scoring certified members, is evidence of expert skill level.3. Testing. In-person computerized assessments validate a candidates MS Office capabilities. There are tests for evaluating basic, intermediate and advanced proficiency in Outlook, Word, Excel and PowerPoint, as well as assessments that focus on particular features of a program. Several companies provide standard assessments, but make sure you choose a reputable one to ensure scores are meaningful. Tiffany Arcaris, Branch Manager at OfficeTeam in Salt Lake City, and Amy Keitt, Branch Manager at OfficeTeam in Baltimore, say they have been using Proveit to assess candidates with excellent results.4. Assembling a kollektiv. Recruiters specializing in finding administrative talent have the tools and experience to evaluate a candidates MS Office skills because they are familiar with the various training and assessment platforms. An admin staffing professional is able to interpret test scores and evaluate skill levels easily, says Tiffany Arcaris. They also know which questions to ask and where to look for red flags, making them ideal for conducting a thorough screening process.5. Interviewing. Once a shortlist of candidates has been selected, its time to conduct interviews in house. Be sure to include on the interview team any supervisors the new employee would report to because they would know firsthand the conditions and requirements of the job, and which specific features of each MS Office program the candidate needs to know to perform their daily tasks. Amy Keitt encourages her clients to hold working interviews, giving applicants a project to complete on software they will b e expected to use most often. She points out, Many candidates who may not necessarily articulate themselves as well during a traditional interview do much better when evaluated in action. Hands-on testing reveals not only the extent of a candidates skill level, but also how long it takes to complete a task.The continued relevance of Microsoft Office programs ensure their high demand in the administrative work world. Assessing a candidates skill set is easier than ever with a range of tools at any hiring managers disposal. Looking to hire a great admin right away? We can help you find candidates with the MS Office skills you need.Interview administrative candidates right awayIf youre hiring an administrative professional, we can help make the process easier. You can see profiles of skilled administrative candidates in your area using our online database. Tell us who catches your eye, and we can arrange an interview or placement ASAP.Find administrative assistant candidates in Austin, TexasFind executive assistant candidates in Boise, IdahoFind receptionist candidates in Charlotte, N.C.Find executive administrative assistant candidates in Sacramento-Stockton-Modesto, Calif.Find administrative coordinator candidates in Tucson, Ariz.

Salesman Uses Excel to Get a Job Hundreds Wanted

Salesman Uses Excel to Get a Job Hundreds WantedSalesman Uses Excel to Get a Job Hundreds WantedBryan Stinson used Excel spreadsheets to organize his professional network and had about 100 people helping him look for a job.Bryan Stinsons approach to the job search wont work for everyone. He is methodical. He is patient. He is slow.When he began his most recent job search, he had a job and the resources to take his time. It took him 18 months to find his next position. He likes to say that he doesnt look for a job he looks for a career path.The question I asked myself when weighing the options welches, Will this company provide me with a career path that I want to be on? This job is going to have to get me my next job. He recognizes that his pace wont work for everyone, but some of his tactics can. The methodical approach he took to networking is a lesson in how to marshal your colleagues and friends to help you find the right job. By his own count, Stinson, a technology salesman from Salt Lake City, had about 100 people helping him find a job. Doing it took discipline.Stinson was working as a salesman for a technology company outside Salt Lake City, when the company was acquired in June 2008. His role changed and he was asked to relocate.I asked myself, If I dont see myself in this role long term, why take on a lot of risk, in a new role, with a new manager? It didnt make a lot of sense.Still, acutely aware of the dismal economy, he wasnt ready to leave his job just yet. He spent much of his week making sales trips and softly vorstellungsgesprching, seeing what was out there, polishing my interview skills and testing my resume to see what response I could get. It was just a casual thing, as I tried to figure out what I wanted to do.He spoke to recruiters about potential positions and joined SalesLadder to investigate openings. But because he was working, he didnt feel the need to jump at every job.Part of my approach came from a conversation I had with my broth er, he said. He told me that for every $10,000 you want to earn, you should invest a month in the job you want to find. The right company, the right pay structure - you dont find that overnight. So I wanted to take my time in coming to a decision.100 people looking for a job for meOnce he decided to leave his employer, Stinson used a Microsoft Office Excel spreadsheet to compile a list of everyone he knew.I put everyone on that list - friends from Facebook, LinkedIn contacts, neighbors, business partners I had worked with in the past - and it grew very quickly. When you do that, you think, I dont know that many people, but you surprise yourself how many people you know.Stinson then broke the list down into people to call and people to e-mail, and started contacting people.Once someone knew I was on the market, it was like someone else was working for you, he said. I had 100 people looking for a job for me.One of those people was his former boss. By April, when the company he had been working for was restructured, he was reassigned to a new supervisor, but he remained friends with his previous boss. When he made up his spreadsheet, his former boss was at the top of the list.I reached out to him and we had a general discussion, Stinson said. And about four weeks later he called me and asked if I was still looking, because he knew someone who was looking to hire an account manager.The position, with one of the top five software vendors in the country, was for someone to oversee 10 accounts in the Great Salt Lake Valley of Utah.There were hundreds of people applying for this job, but his recommendation was favored very highly. I was one of three people short-listed for the job, he said.Stinson started his new position in December, and hes happily becoming acquainted with people in Utah, he said.Its ironic, he said, that despite living his entire life in Utah, every job Ive had since graduation has required me to travel to some other location to transact busine ss. I know more people professionally in New York and New Jersey than Utah, he said.I knew I needed to build my professional network in my own backyard.After a long, deliberate search, Stinson said his career path is now clear to him.This is a company that cares about its people and their development. The path to management is clear its available. Its what I was looking for when I started this search.

Create a Work Environment That Encourages Engagement

Create a Work Environment That Encourages EngagementCreate a Work Environment That Encourages EngagementDoes your workplace encourage employee engagement? If not it should. Employee engagement can be a powerful factor in your geschftsleben success. Engaged employees are more productive, customer-focused, and profit-generating and employers are more likely to retain them. Employee engagement is not a Human Resources initiative that managers are reminded to do once a year. Its a key strategic initiative that drives employee performance, accomplishment, and continuous improvement all year long. Just like organizations cant create employee empowerment, employee motivation, or employee satisfaction, engagement is up to the employees who make decisions and choices about how involved they want to be at work. Employees make choices relative to their empowerment, motivation, and satisfaction. These choices are not up to you, the employer. What is the employers responsibility, however, is to c reate a culture and an environment that is conducive to employees making the choices that are good for your geschftsleben. And, engaged employees are good for your business. What Produces an Environment Conducive to Engagement? Consider the following if you need your employees to become more engaged and involved in their work Employee engagement must be a business strategy that focuses on finding engaged employees and then, keeping the employee engaged throughout the whole employment relationship.Employee engagement must focus on business results. Employees are most engaged when they are accountable and can see and measure the outcomes of their performance.Employee engagement occurs when the goals of the business are aligned with the employees goals and how the employee spends his or her time. The glue that holds the strategic objectives of the employee and the business together is frequent, effective communication that reaches and informs the employee at the level and practice of his or her job. Engaged employees have the information that they need to understand exactly and precisely how what they do at work every day affects the companys business goals and priorities. These goals and measurements relate to the Human Resources department, but every department should have a set of metrics.Employee engagement thrives when organizations are committed to management and leadership development in performance development plans that are performance-driven and provide clear succession plans. What Makes Organizations Fail at Employee Engagement? If employee engagement is so crucial to an organizations success, why do organizations pursue it so ineffectively? The answer is that incorporating a business strategy such as employee engagement is hard work- work that many employers dont see as affecting their bottom line immediately. Most organizations implement engagement as a program thats ancillary to the actual business. But, by thinking about employee engagement as a planned business strategy- with expected and measured business results- employee engagement becomes possible. With this in mind, employee engagement as a successful business strategy needs effective managers who are committed to Measuring employee performance and holding employees accountable.Providing the communication necessary to align each employees actions with the organizations overall business goals.Pursuing the employee development required to ensure success.Making a commitment (in time, tools, attention, reinforcement, training, etc.) to keeping employees engaged over the long haul because they fundamentally believe no other strategy will produce as much success- for both the business and the employees. Additional Critical Factors The following factors also influence the willingness of employees to stay engaged and contributing Effective recognition and reward system. Theres valuein a recognition system that lets employees know they are truly worthy. Effective rec ognition always involves verbal or written acknowledgment from the employees manager in addition to any physical reward.Frequent feedback.The downside of the standard employee performance appraisal is that it is a one-time deal. Effective performance feedback takes place every day (minimally, weekly) and there should be interaction with the employees manager. Effective feedback focuses on what the employee is doing well and what needs improvement. It is clear and specific and reinforces the actions that the manager wants to see the employee regularly perform. Shared values and guiding principles.Engaged employees thrive in an environment that reinforces their most deeply held values and beliefs. Employees are most successful in an organization in which their personal values are in sync with the organizations stated values and guiding principles.Demonstrated respect, trust, and emotional intelligence.Employees direct supervisors need to demonstrate that they are personally interested in and care about their employees.Positive relationships with coworkers.Engaged employees need to work, not just with nice people, but with coworkers who are equivalently engaged. Coworkers who demonstrate integrity, teamwork, a passion for quality and serving customers, and are passionate about what they do, make for ideal coworkers who help fosteremployee engagement.

What to Do If Your Job Search Is Making You Depressed

What to Do If Your Job Search Is Making You DepressedWhat to Do If Your Job Search Is Making You DepressedSearching for a job can be challenging and exasperating, but as long as they can see light at the end of the tunnel, many people manage to stay fairly positive about the process.For some job seekers, however, the difficulties of the hunt can push them into depression. Its a mora common problem than you may think, and several factors play into it.A loss of control over ones life can be a primary trigger for depression, especially if a person was in the same job for several years prior to becoming unemployed, according to an article from Workopolis. Other factors that may cause an emotional slide include feelings of uncertainty, shame, or embarrassment, as well as the rejection that comes from failed attempts at landing a new position.Then theres the challenge of making ends meet when youre out of work. Even though a persons employment may have ended, their bills and everyday expen ses arent put on hold, says an article from Career Pivot. Dealing with paying bills, maintaining a roof over ones head, and putting food on the table can be a burden that weighs heavily on an individual during a period of unemployment. If they arent able to manage themselves financially, their feelings of self-worth may be severely diminished, leading to depression and anxiety, among other feelings.Considering all of this, its easy to see why some job hunters end up depressed. If you find yourself in this situation, consider seeking professional help. A few meetings with a counselor could provide valuable insights into your situation and tools to help you through it.In addition to counseling, here are a few other ideas to help you avoid or overcome the depression that may accompany a job search.Talk to people.As their job searches drag on and their feelings of embarrassment grow, some people withdraw from their social networks. However, you need those connections now mora than ever. Make a point of communicating with family members and trusted friends. Let them know how youre feeling. Keeping human contact and real communication in your life can help you find new emotional strength during a difficult time.Establish a new routine.If youre feeling powerless or like you suddenly have no control, getting organized and maintaining a routine might help. Make a daily to-do list related to your job search, outlining tasks the same way you did while you were employed. Keep a journal of your activities. Consider your hunt for employment to be your new job, and approach it with the same energy, using problem-solving skills youve developed at work. By taking control over the search, youll feel more in control of your life.Increase your networking.Unlike your friends and family members, youre probably not going to talk to people at networking events about your feelings of depression. However, just getting out there and talking to other professionals about your skills could provide a boost to your self-esteem and mood. Again, this is a time for more interaction and human contact, not less, so move out of your comfort zone and make those connections.Maintain positivity and balance.This advice comes from a CIO article, which says, Try and stay positive as much as possible and remember to maintain a good balance between work and life, just as you would with any other full-time job. Regular exercise, volunteer work, spending quality time with friends and family in addition to networking and making career connections can help keep your spirits up.Get moving.Dont underestimate the power of exercise. The endorphins released during exercise help to relieve stress and pump up a persons mood, says the Career Pivot article. So, when the feelings of stress or depression start to loom overhead, getting in some physical activity can help nip them from the start.Manage your triggers.You know what kinds of events are likely to lead to a darkening emotional state, so use that knowledge to help stave off depression. For example, maybe youre sent into a tailspin of uncertainty when you dont hear back right away after an interview, says an article from The Muse. The longer you experience the silence, the less motivation you have to continue your search- and you might even self-sabotage by canceling other interviews. If you can identify situations or people that trigger your frustration, you can anticipate your reaction and create emotional buffers to help you cope better. For instance, you could ask your interviewer directly when you can expect to hear back- which can lessen the impact of that trigger.Consider giving yourself a break.If you cant handle the thought of pushing through one more interview or reading yet another rejection email, maybe its time to take a few days off from your job search. Yes, you feel urgency to get a new job, but chances are youll do much better at the next interview if youre in a better mental state. Give yourself per mission to relax for a few days. Consider it a mini-vacation from your new job of job seeking.Take care of yourself and persevere.There really is a light at the end of the tunnel. Give yourself time, be patient, and practice meaningful self-care. Job searching is all about endurance and mental fortitude, says an article from Medium. Brush off the rejections and keep applyingAnd remember, you should always contact a professional counselor for help in dealing with your depression. Your mental health is vital to all parts of your life, and you shouldnt ignore it, even if you are worried about trying to find a job.Need some job search inspiration?BROWSE JOB SEARCH SUCCESS STORIES

Keeping Trade Secrets Safe 8 Tips to Thwart Loose Lips

Keeping Trade Secrets Safe 8 Tips to Thwart Loose Lips Keeping Trade Secrets Safe 8 Tips to Thwart Loose Lips Employee turnover is a fact of life, especially during protracted economic slumps like the current one. Whatever their reason for leaving, departing employees often take valuable experience and company knowledge with them when they go.Its tough enough losing a well-trained engineer, but losing a closely guarded trade secret to the competition can be far worse.Fortunately, you can take some steps to minimize your risk. Below are eight things you should know or steps you can take to help plug intellectual property leaks.1. Know the LawFederal and state laws protect trade secrets, and many states laws conform to the standards of the Uniform Trade Secrets Act. But be sure to learn the laws that apply to your business and your state.The federal government can impose criminal penalties on people who steal trade secrets for economic gain and knowingly harm the original secret owner. Most states allow a company to sue if it believes valuable secrets have been improperly disclosed, and winning parties may obtain significant civil payouts.In addition to federal and state laws, courts may also consider other factors in deciding if a trade secret has been violated, including how well known the information is both within and outside your business, the value of the information, the degree of difficulty to duplicate the secret, and the steps youve taken to safeguard it.2. Classify Your InformationCatalog your trade secrets and sensitive material in a central register or secure computer database. It may also be useful to consider classifying trade secrets based on their value and sensitivity. Specific classificationstop-secret, ultra-strict security, or for internal eyes only make it clear who is and is not allowed access to certain information. At Krispy Kreme, for instance, only key employees may know the ingredients of the doughnut glaze while the ingredients of the doughnuts may be mora commonly known among employees.3. Disclose Less InformationStatistically speaking, the more people who know a trade secret, the more likely it is to be disclosed. Even high-level associates like business managers, senior officers, or board members may not always need to know every piece of intellectual property. Some companies compartmentalize different aspects of the trade secret so that only a few key employees know how all the pieces fit together.4. Get Signed AgreementsIndividual secrecy and non-compete agreements make key employees personally liable for unauthorized disclosures. Requiring such an agreement can remind employees of the continuing need to keep sensitive information secret. But when it comes to enforcement, many judges will weigh a claim against an employees right to earn a living based on industry knowledge and experience. The most effective secrecy agreements take this into account.5. Keep Good HouseCompanies must regularly review their tra de secret portfolio to remove or reclassify outdated items. Keep key employees who signed secrecy agreements up to date on a trade secrets status and any recent legal action taken to protect it. Its a great way reinforce the seriousness of maintaining secrecy.6. Educate Your Employees If employees know the importance of maintaining secret informationand the consequences of leaking ittheyll be more likely to guard your trade secrets. Build a corporate culture of diligence through periodic educational programs on confidentiality.7. Conduct Exit InterviewsUse the exit interview to remind departing employees of their ongoing obligation to keep company secrets. Remind employees of the possible consequences of violating secrecy agreements. Consider asking them to sign a written affirmation of your policies.8. Monitor Your CompetitorsWeb sites, trade shows and white papers are good ways to keep an eye on your competitors activities in a period of high turnover. If a competitor recruits sev eral of your top engineers in a short time frame, you may have cause for alarmespecially if the competitors new products bear more than a coincidental resemblance to your own recent releases.Adapted from Keeping Secrets, by Daniel Staley, Fennemore Craig, P.C., for Mechanical Engineering, August 2010.If employees know the importance of maintaining secret information and the consequences of leaking it theyll be more likely to guard your trade secrets.

Whatever They Told You About Surgical Tech Resume Is Dead Wrong...And Heres Why

Whatever They Told You About Surgical Tech Resume Is Dead Wrong...And Heres Why You need to be able to state your requirements and requests in a way others will understand. Whenever your job duties could consist of holding a strangers organs in place, being intimately acquainted with each and every purpose of the body is a must. Your capacity to comprehend others speech is just as important. Your ability to remain in control and continue being focused is crucial during surgery. ur article is likely to help you produce your own surgical tech resume by providing two downloadable surgical technician resume samples to examine. In case you have any surgical tech resume tips you want to tell us about, dont hesitate to share them down below. Fully being a surgical tech isnt straightforward. Some surgical techs specialize, while some prefer the wide range of working in many places. Surgical Tech Resume No Longer a Mystery Then, the sample gives an overview of the absolute most r elevant responsibilities and obligations performed. Maintains ought to be constantly improved, personalized and edited in order to satisfy the prerequisites of the work hunter. Usage of effectual titles ought to be considered. You may also incorporate the URL of your professional site or a fax number, if youve got them. Nowadays, the range of absolutely free online resume templates is astonishing. You have to offer relevant, concise info. The Little-Known Secrets to Surgical Tech Resume To learn more on what it requires to be a Surgical Technologist, have a look at our complete Surgical Technologist Job Description. Surgical technologists play an important function in the operating room. In preparing operating rooms, surgical technicians ensure that each one of the equipment required for the procedure is suitably disinfected and assembled. Do you understand what to put in your hospital pharmacy technician resume. There are invariably a few things you must know on the be st way to compose a curriculum vitae. Hence, no 2 resumes will probably be the exact same. Examples of good performing resumes are available online. Our practice tests are made to force you to get familiar with the actual test. If You Read Nothing Else Today, Read This Report on Surgical Tech Resume Free resume templates dont need to sacrifice quality. Cna sample resume is among the pictures inside the category of Resume and a lot more images within that category. It resume is one of the design ideas that you can use to reference your Resume. The Hidden Secret of Surgical Tech Resume If youre constructing a resume for the place of a surgical technician, you may require first to pick out power words from the work description. A term design has become the most perfect sort of protection and is an obvious assurance strategy. Grow that article it could assist you to find information people provide. With regard to CNA classes, online services supply you with all the crucial k nowledge that will help you ace the written area of the certification exam, and a number of the far better programs out there even offer students chances to get practical clinical experience although not from home, obviously. Seeking a fresh job may be an intimidating undertaking, but in the event that you take the option to art a resume geared to the specific job, you can procure the medical care information specialist position you want. This choice depends on your field of study, academic and professional abilities and career program. The work market is anticipated to be highly competitive. Use technology that will help you develop a perfect reaction to a work advertisement. What to Expect From Surgical Tech Resume? Know the skills necessary for the work which youre applying. Under your Work Experience heading you have to abflug to your existing position or your most recent job if youre not currently utilized. Occur to be quite very likely to have more transferrable skills than you believe. Making certain it has much to say in regard to qualifications and skills is vital. The OR may be an intense and intimidating atmosphere. Companies like to understand that you are continually growing and working to boost your abilities. Aside from the forementioned details, its important to realise that its good to produce the look and feel of your resume attractive, it shouldnt be overdone in order to defeat its objective. Lots of people make the error of putting all their time and attention toward developing a perfect resume. The very first thing you ought to do is to place work experience in the center section of your resume. A whole lot of folks get anxious at the idea of writing a letter for resume. Type of Surgical Tech Resume The employers ought to be in a position to easily get in quntchen with you. Certification can enable a surgical technologist in locating the ideal position. Concerning qualifications, getting the correct education and certifica tions ought to be in your Surgical Tech skills list. Bear in mind that while enrolling in Certified Nursing Assistant classes on the internet can go a ways toward your CNA license, some sections of your training has to be carried out in person. If youre applying to various businesses, you have to make sure your resume objective is tailored to each position separately. Sample Cover letter for Surgical Tech It is critical to understand the significance of cover letter for Surgical Tech as a way to stand yourself different from several other candidates. Candidate displays his relevant certification at the start of the resume. When in doubt, return to our Surgical Tech resume sample to be certain.

Career Fairs Aren#8217;t Just for Kids

Career Fairs Aren8217t Just for Kids Yesterday, I found myself saying something I often say this time of year One of my all-time favorite things is to go to a job fairThe response I received to this was not unexpected. The job seeker I was talking to hadnt even thought of attending a job fair since college. They seem so juvenile on some level, dont they?Go Big The Benefits of Large Job FairsI will admit tiny job fairs arent always everything theyre cracked up to be. Ive been to fairs with 10 or fewer employers who have tiny booths and very few actual jobs. ansicht events add little value to your life and could eat up an otherwise perfectly good afternoon.But a good job far can be worth its weight in gold. On more than one occasion, Ive successfully landed a job as a result of attending one of unterstellung events.Large fairs can have as many as 300 or more employer booths. Often, the companies represented are the ones youve been dreaming of, such as F acebook, Google, and FedEx. Each employer has a booth thats manned by someone from the companys recruiting team. Theyre there to answer questions, collect resumes, and in some cases, conduct interviews.You heard me right The recruiters often conduct first-round interviews at large career fairs. Can you imagine how much time you could save in your job searchif you could simply walk from recruiter to recruiter in person?Where to Find Job Fairs Near YouFinding the right fair can take time, but it is worth the effort. Start by looking on local chamber of commerce websites and the websites of young professional groups. They often help career fairs get the word out.Then, check out the websites of various national organizations, such as the National Society of Hispanic MBAs, the Society of Women Engineers, or Net Impact. These groups have huge annual conferences. As part of these conferences, they typically host large career fairs. The organizations will often sell career fair-only passes for $100 or less much cheaper than the full conference price.If youre not sure which organizations to look up, try checking out your local convention centers website. You can usually find a calendar of eventsthat will contain a listing of all upcoming fairs and conventions.Keep in mind that the same recruiters attend many different job fairs all year. The particular fair you attend is not as important as the specific employersyou meet.Attending the FairOnce youve found the fair you want to target, prepare four things your outfit, your resume, your business cards, and your elevator pitch. Study the job fair map provided and decide which employer booths you want to stop by. Look up those companies online to see which open positions they are currently promoting.On the day of the event, arrive early. Prepare to stay all day. Feel confident when talking to recruiters about your job search, and dont be afraid to ask for their business cards. After the fair, follow up through schmelzglas and LinkedIn.With a little work, youll find job fairs can beinvaluable no matter how old you are.A version of this article originally appeared on The Memphis Daily News.

How to Find Flexible and Remote Research Jobs

How to Find Flexible and Remote Research Jobs How to Find Flexible and Remote Research Jobs 1Neither of those images is necessarily inaccurate, but the reality is that research jobs today are not only in a lab or a library. In fact, many remote and flexible work opportunities are available to research-minded people.Options for Flexible and Remote Research JobsIf youre in the market for such a research job, consider first the various options you can explore. Luckily, research jobs are available in many different fields, from history, archaeology, and medicine to business, marketing, and computer science. And if there is a subject area that needs researchers, chances are that at least some of the available positions offer flexible hours or remote work options.For example, many academic research positions are ideal for university students who are looking to earn a little extra money while also learning mora about their majors.But even if youre not a student, you can still find flexible and remote work in various research disciplines. If youre constantly asking questions and trying to figure out how things work, one of these positions may be the perfect fit for you.Finding Flexible and Remote Research JobsTo determine whether the research job youd like to pursue has remote or flexible positions available, take a look online. If you already know the type of research in which youd like to focus, then turn your attention to the types of companies that offer research jobs and learn about their areas of emphasis. Be sure to read through their profiles and form a list of targets based on their alignment to your interests and career aspirations.Research comprises three types of activities that include basic research and data gathering, applied research, which bridges the scientific and business gap, and development of new products and services based on findings and results. Many, but not all, of the research jobs available today include an emphasis in scientific, financia l, community, and commercial applications.Some of these positions require extensive education and experience, while others ask only that you have a high school diploma.Preparing for a Research JobOnce youve found something that interests you, make sure you read up on tips for successfully working remotely or in a flexible position if this style of work is new to you. Start by asking yourself a few questions. If its a part-time job, will it give you the hours and pay you need to meet your goals? If its a remote job, will it be the right fit for your lifestyle? Do you have the necessary self-motivation to excel in such a job? And do you have the right tools to do the work?Especially when it comes to remote work, you have much to consider. Youll need top-notch written and verbal communication skills in order to succeed, as well as a good grasp of all kinds of communication technology. You should have a dedicated area in which to do your work, and it should be a spot that is relatively free from distractions.If this is all familiar to you, and especially if you have experience working remotely, be sure to call out those skills and examples of successfully completed remote work during the application and interview process.Remember, also, that youll need to be just as meticulous in your research as a remote worker as you would be if you were in that lab or library mentioned previously. Youll need to produce stellar results and communicate them accurately and on time. Youll also need to collaborate effectively with other researchers and project managers. These skills are necessary for any remote worker, but the stakes are often especially high when it comes to certain types of research.Research work can be incredibly fulfilling, no matter where or when you complete your tasks. If youve got the skills and inclination to pursue a flexible or remote research job, do your homework, prepare yourself, check whats available online, and apply. You may end up with a position that will be the perfect fit for you.

Top Skills Employers Want

Top Skills Employers WantTop Skills Employers WantThe skills section on a resume is one of the first things an employer will look at and its important to tick all the boxes to get through to the first interview stage.Companies look for candidates with a range of skills and abilities and each job will have different requirements. There will be technical skills (known as hard skills) which are specific to each job as well as skills associated with personality (soft skills).When a company is recruiting they are looking for someone who elend only has the right technical skillsbut also for someone who has the right personality for the role. There are certain transferable skills which are highly sought-after in most industries and in most roles.Are you good at solving problems? Do you get along with people easily? Are you a natural-born leader?If the answer is yes to any of these questions you are in an advantageous position. A resume templateis an effective way of making sure your resume reflects this.What are the top skills employers want? Here are some of the most important abilities on a resume which recruiters look for.Most important soft skills employers look forCommunication skillsIn the vast majority of jobs the need to communicate effectively is essential, often in writing as well as verbally. Whether youre dealing with colleagues, managers or customers, interpersonal skills are a must.Without the ability to express yourself work relationships can be tricky. You may be highly-skilled in your job, have creative ideas or have solutions to difficult problems, but without effective communication skills you wont be able to get your thoughts across.Even if you work alone most of the time, its totenstill necessary to communicate with bosses and clients in most job roles. When writing a student resumeor an entry-level resumeits important to keep these basic skills in mind.OrganizationOrganization leads to efficiency and allows teams to operate effectively. The oppos ite is total chaos. If a candidate can demonstrate they can follow methods of organization it a valuable skill for companies as it shows that they will contribute to the smooth-running of the company.Even though some people thrive in a chaotic atmosphere, or at least claim to, an organized-approach is much more attractive for prospective employers. Demonstrating these skills on your resume will help you reach the first interviewstage.Problem-solvingWe use these skills on a daily basis to observe, make decisions, detect patterns, and understand information. Demonstrating these skills on your resume is highly-advantageous.Analytical skills are highly valuable as recruiters like people who fix problems. Every company has difficulties and there is always a better way of doing something.Employees need to be able to think for themselves and work things out. These strengths can help solve a companys problems as well as boost efficiency.TeamworkIn whichever industry you work in, it is likel y that youll have to work with others effectively. You have to talk to them, reach mutual decisions, share ideas, and find solutions.The ability to work as part of a team is therefore one of the most important skills employers look for. People who struggle to do this cause a number of difficulties for their employers.Not only can it lead to inefficiency, it can also cause interpersonal issues which can damage morale, resulting in a negative workplace environment.LeadershipThis is not necessary for many roles but is a requirement if youre a manager. It is a valuable skill which not everyone has and its advantageous.Recruiters value employees who take on extra responsibilities and can successfully interact with those around them.Even if the role isnt managerial it may be necessary to lead projects or to delegate tasks. It is a highly valuable skill to bring to the table.Tips for adding skills on your resumeThe skills section of your resume must be tailored to each application. Read th rough each job description carefully, identify the key skills and weave them into the skills sectionof your resume.Make sure that you include the keywords from the job description. This will help to ensure that you make it through the initial application stage where many companies scan resumes to filter out weaker candidates.Hard skills, such as computer skills, are easier to demonstrate through qualifications and experience but soft skills are trickier.Anyone can say that they are analytical or a people-person, but simply writing descriptive words on your resume skills section is not enough.Resume skills ideas Think about your personality and character and what your strengths are and write a resume skills list. Consider how these attributes have helped you to achieve something or have benefited your career. Using a resume writing guidecan aid you.Both on your resume and in the job interview, its much better to give specific examples of times when youve demonstrated certain skills. This will allow you to truly show that you have the skills that employers are looking for. Using a resume builder can help you achieve this.

How To Take Time Off From A New Job

How To Take Time Off From A New Job How To Take Time Off From A New Job Is there anything more exciting than onboarding and getting started at a new job? Those all-important first 30 days are filled with new responsibilities, new people to meet and even a new place to go. However, that excitement often comes with some uncertainty when you realize (after starting your new job) that you need to take some unexpected time off. If you know you have a vacation planned before you start your job, you can often include your days off as a part of your benefits negotiations or at least provide a significant amount of heads up. But what do you do when you start your job and an emergency comes up or you fall sick? While every workplace will have unique circumstances, here are four things to consider when you need to take time off at a new job Is This Really An Emergency? First, it’s important to exercise prudence and make sure that you aren’t taking time off unnecessarily. Is this really a health or family emergency? If so, it’s completely reasonable to move through the next steps and secure some time off. If it’s not a family emergency, or it’s not a time-sensitive issue, you may be able to get by with leaving work early (or going in late) rather than being completely absent for a day of work. You also may be able to make up the time by working virtually rather than coming into the office, if that functionality is built into your workplace. If it’s not an emergency and it’s not time-sensitive, it’s in your best interest to power through and not try to get out of work when you’re new. It can often cause stress for your coworkers and manager as they wonder whether or not this is the start of a pattern. How Does Your Company Formally Manage Time Off? When you’re sure you need to take time off, refer back to your benefits package to understand how your company managers time off. The answer to the following questions will impact how you proceed: Does your company manage time off in separate categories such as vacation, sick leave and personal leave? Does your company manage all time off as Paid Time Off (PTO)? How quickly does your time off accrue? If you have been on your job for 30 days, do you have any time off accrued? Does your company allow employees to “go into the hole” on PTO under certain circumstances by using PTO time that is paid but reflected on your PTO leave as a negative number? What is your company’s policy toward vacation, funeral leave, jury duty and other extenuating circumstances? Some companies carefully organize time off into separate categories according to how long you’ve been employed, which means if you take time off in your first 14 days you may not have any leave accumulated. In this situation you may need to take unpaid time off (which will affect your next paycheck) or you may “go into the hole” and be in the negative for your PTO calculations and make that time up as you accrue more time off When in doubt, connect with your human resources manager to get the most accurate information available. See also: How To Nail The First 30 Days of Your New Job How Does Your Company Informally Manage Time Off How your new company organizes time off formally is a matter of policy; how your new company organizes time off informally is a matter of communication and gut feeling. Some companies (and departments) maintain a strict, traditional view of taking time off, whereas others might have a more flexible, modern point of view. It’s up to you to communicate with your manager and get an accurate sense of whether or not taking time off in the early days of your new job will be a significant issue. What Can I Do to Over-Communicate With My Manager? In many situations the question of taking time off at a new job is more about how you do it rather than whether or not you can do it. Your new boss and coworkers simply want to be reassured that they made a good choice in hiring you and that you are responsible and reliable. Whether legitimate or not, carelessly taking time off in the first few months of your employment can often give the wrong impression. If you absolutely must take time off for an emergency or illness it falls on you to do what you can to over-communicate with your manager and team (in a drama-free way) that you did not plan for the inconvenience and that you’ll do everything you can to cover your responsibilities. After all, life happens, and it’s how you manage life that distinguishes excellent employees from subpar ones. For example, while I worked for a government contracting company I was also managing an ongoing chronic illness. There were a few months where I used all of my PTO and “carried a balance” of 8-10 hours for days off I’d taken. If I had left the company with this balance, I would have owed the company money for these hours. However, I stayed until I had “worked my PTO back up” to a zero balance. If there had been serious problems with my performance or attendance over the long-term, this could have been a significant issue that resulted in my termination. Instead, I over-communicated with my managers and human resources to make sure my responsibilities were covered and that I was not seen as taking advantage of this policy. If you’re in a position in which you need to take time off at a new job and you don’t have the leave, use these tips to communicate with your team and the company’s leadership so that you can take care of your responsibilities outside of work as well as your responsibilities inside of it.

9 Quick Resume Fixes from a Career Expert

9 Quick Resume Fixes from a Career Expert 9 Quick Resume Fixes from an Expert 9 Quick Resume Fixes from a Career Expert By now youve probably seen our Dont Be Dave video resume spoof. Daves cringe-worthy video blunders are fun to watch, but if youre hungry for usable tips to help your job search, check out this recent post on AOL's Jobs blog by Barbara Safani, expert resume writer, job search strategist, and owner of Career Solvers. Safani translated Daves video missteps into nine valuable recommendations you can use to fix your traditional written resume. Cleverly categorizing the errors under headings such as The Task Master, she points out that Dave describes skills and tasks, but offers nothing to back them up or show an employer the potential value he can offer. When you are up against hundreds of applicants with similar skills, says Safani, you are unlikely to stand out by just talking about stuff you do. Your job tasks arenot unique. Thats a mistake many written resumes share. The fix?Highlight the way you execute on those job tasksthat is what differentiates you and makes you successful. Be sure to read the other eight categories of tips, including The Time Warp, The Contextual Train Wreck, and The Cheese Doodle. In the end, if you really want to stand out, leave the gimmicky schemes to the unhirable Daves of the world, and stick to a well-written resume that targets the employers specific needs and illustrates how qualified you are to meet them.

Career Inspiration Top Companies That Started in A Garage

Career Inspiration Top Companies That Started in A Garage Career Inspiration Top Companies That Started in A Garage Why do we make such a big deal about companies that started in garages? Companies are started in garages because that’s where a home’s extra space can be found. An entrepreneur has an idea, and he or she fills the extra space in their home with that idea. You, too, can fill the extra space in your home with your idea, goal or dream.  If the garage-based companies of the world have anything to teach us, its that sacrifice, determination and a little extra space are essential to making great ideas a reality.  Lets look at a few of the great companies that started in a garage. Everyone Knows:  Google, Apple, Hewlett Packard, Dell, Microsoft, Amazon, Disney Most everyone knows that Google, Apple, HP, Dell, Microsoft, Amazon, and Disney were started in the garage. But thats not all these companies have in common. 1.) They are all, with the exception of Disney, predominantly technology companies 2.) They are often featured on lists of the top companies that started in garages 3.) They had visionary leaders 4.) They were not afraid to take risks and think differently. In our careers, if we are going to find sustainable success we must be willing to go out on a limb, take risks and shoot for the stars. Setting these companies as the standard for success can be a great inspiration. What about:  Nike, Patagonia, Maglite The founders of Nike didnt even start in a garage. Bill Bowerman and Phil Knight sold their shoes out of the trunk of a car. Today Nike is one of the worlds largest corporations and has a world-class roster of athletes endorsing its products. Yvon Chouinard, founder of Patagonia, had a similar experience, selling home-made rock climbing equipment to finance rock climbing expeditions. Today Patagonia is THE brand associated with quality eco-friendly outdoor goods. Maglite, created by Anthony Maglica, is the standard in flashlights. Maglica didnt create the flashlight, but he did greatly improve upon it with his Maglite brand.  You dont have to start from scratch. You can make something that already exists better. Also consider: The Beatles, The Ramones and  George Lucas The Beatles, went from a garage to bigger than, well, everything. Today most every aspect of popular culture owes something to the Beatles. Every product that you can add a Beatles logo to, has, at one point or another, been made. But in the end, what most endures is the music of John, Paul, George and Ringo. When they first started rehearsing in a garage space, they didn’t know that theyd change the world, but they tried. That’s the key. You can think of The Ramones as The Beatles of punk rock. Where the Beatles married popular music to the backbeat rock n’ roll sound, The Ramones took the style of the 1950s and early 60s and combined it with the emerging rebellious sound of punk music. When the Ramones crammed into a garage they invented a sound no one had ever heard before. Their enduring popularity is evident, too. Just look at the famous Ramones logo shirt for proof. The lesson: Take inspiration from the things you love and invent something new. Star Wars wasnt made in a garage. Neither was Raiders of the Lost Ark. But American Graffiti was made on so little money by todays movie budget standards that its a miracle George Lucas’s movie was released at all. The movie is now one of the most successful films of all time, making some $200 million but costing just over $700,000 to produce. Lucas didnt have much luck pitching the idea of a film about teenage life in Northern California during the early 1960s. Multiple studios turned down the project. He didn’t give up, and the success of American Graffiti made the rest of his career possible. Today Lucas Star Wars is one of the most popular franchises in the world and LucasFilm, his production company, is one of the premier innovators in filmmaking. So what can we take from these companies and creators?  Determination is key. Keep to your dream and anything is possible. Fill the empty garage space in your life with your goals and amazing things can happen.

Explore Careers in Different Industries

Explore Careers in Different Industries Explore Careers in Different Industries Corporate accounting and finance professionals narrow their focus when it comes to choosing their employers. Will they work for nonprofit organizations or manufacturing companies? Engineering, energy or transportation businesses? They differentiate themselves by their choices. But what happens if they decide to explore careers that take them to different industries from where they started? One of the beauties of an accounting and finance career is the variety of options it affords with regard to industries, and Mike Gorski, president of the East Bay, Northern California Chapter of the Institute of Management Accountants (IMA), says you shouldn’t be afraid to explore them. “If your foundation is solid, you can take that with you and apply it,” he says. “Accounting might have subtle differences from industry to industry, but generally speaking, it’s straightforward: debits, credits, assets, liabilities, revenue, expenses. “It’s like building a house. You have your bricks and mortar - your professional skill set - and all you have to learn is the company’s expertise, market and industry in order to put on the roof.” Gorski has had his own taste of exploring careers in various industries, working in accounting and finance for technology and software companies before making the switch to real estate investment. “Here I was, working for software companies, and I decide to shift to an area where I had no real experience,” he said. “I found that if you can get to the point where you can marry the technical side of your work, knowledge and skills with something you’re most passionate about, in terms of business, market and industry, that’s the best of both worlds.” Whether you’re considering a move from public accounting to corporate or you're ready to explore careers in new industry sectors, taking a new direction can be daunting. With these six tips, you can prepare for a career change and be well on your way to finding the industries that suit you best. 1. Explore careers in other fields As you consider a career switch, find out as much as you can about your options. What are the daily tasks? How does the workload compare to what you have now? What’s the local market like for other types of accounting, or would you have to move to another city to increase your chances of landing a desired job? Thanks to the internet, you can get a fairly good overview of other fields by reading trade magazines, blogs, social media and news content - and even read online job postings in different markets to get an idea of available opportunities. Another option is to request informational interviews with accountants who are or were in that industry. 2. List your strengths Have a clear picture of what value you bring to potential employers with a skills audit. Start with transferable skills - abilities you possess that are useful no matter the industry. These include basic technical abilities, such as proficiency in Microsoft Excel and knowledge of GAAP (Generally Accepted Accounting Principles). Also consider your soft skills: communication, critical thinking, collegiality, discretion, leadership and so forth. Experience in a certain industry isn’t necessarily something you need to get the job. “Some companies may not have the luxury and time for this, but others like to take folks and shape them into their own culture and ways of doing business,” Gorski says, “serving as a pathway for them to obtain experience in their industry.” 3. Fill holes in your knowledge base After you’ve inventoried your assets, consider what liabilities exist in your skill set for a new job in a different field. If you’d like to go from the industrial to the academia sector, as an example, your candidacy would be stronger if you have a good understanding of university policies and procedures. To switch from financial analysis in global banking to healthcare, be prepared to speak knowledgeably about insurance reimbursement rates, medical devices and pending federal legislation. 4. Maximize your network You have accounting acquaintances in many fields. When you’re pondering a career shift, tap their expertise. Scour your online connections to see who is working where. Then reach out to a few people to see whether they would mind answering questions about your potential fields of interest. Most professionals are happy to help out and share their insider knowledge, whether they work in sales and marketing or accounting and finance. You never know - by networking like a pro and speaking with people in your target industry, you may even end up with a few job leads. For more information about advancing your career, check out the IMA’s CareerDriver ® tool (for IMA members). This resource helps students and professionals assess their skills, plan career paths and prepare for specific management accounting roles. 5. Weigh pluses and minuses Some career shifts are incremental, such as going from financial services to management consulting. Others are a bigger leap, requiring a new certification or starting over near the bottom. Do company research to determine whether it makes sense for you, your family and your career goals to switch industries. If you’re dissatisfied with your current job, perhaps a lateral move within the same industry could make you happier at work. 6. Know your worth Whenever you change employers, not to mention industries, the pay scale differs. Location, experience level, company size, job title, for-profit vs. nonprofit - all these and more determine your starting salary. One of the best resources for getting a good idea of how much you can expect to earn in various industries and job categories is the Robert Half Salary Guide for Accounting and Finance Professionals. Regardless of salary and other important factors, finding a good fit with a company and within an industry may be one of the most important choices you make in your career. As Gorski says, “You can decide to do something, you can decide not to do something, or you can let someone else decide for you - but the choice is best when it’s your own.” “Industry experience is valued by organizations, but employers are often more interested in candidates’ abilities, accomplishments and fit with the company culture,” says Ky Kingsley, Robert Half Finance Accounting Vice President for North America. “Be prepared to highlight your skills, particularly your transferable and soft skills, to increase your marketability.” Changing industries can be scary, but having a strategy and taking calculated risks often pays off and may be just the challenge you need in your finance and accounting career. Subscribe to our newsletter When you subscribe to the Robert Half newsletter, you’ll get articles and resources to help you build a successful career in accounting and finance - all sent directly to your inbox. Click the button below to sign up today! SUBSCRIBE NOW Mike Gorski Mike Gorski, president of the East Bay, Northern California Chapter of the IMA, has more than 20 years of progressive corporate and field finance, accounting, and operational experience. Over his career, he has successfully directed the financial planning, forecasting, reporting, and analysis for fast-growing technology companies. He joined Hall Equities Group in 2016 as its director of financial planning and analysis.

AI Learns to Forget

AI Learns to Forget AI Learns to Forget AI Learns to Forget We sentient beings do not spend our lives collecting, storing, and regurgitating every experience that has passed through our sensory organs. If we did, wed know every leaf our eyes had ever set on, every whisper and every roar that had ever reached our ears, every fact or face wed ever come across. Wed remember every detail equally and use up our finite memory banks. Thankfully, not everything sticks, and that which is not repeated disappears from our memory, or is stored in more remote vaults. Though often overlooked, the ability to forget, and to forget wisely, is crucial to our intelligence and our survival. This is one area where flesh and blood still towers over machines. Artificial intelligence systems do not know how to efficiently forget what is unimportant. A new computing technology mimics some aspects of human thought by learning how to forget unimportant memories while retaining more vital ones. Image: Purdue Engineering For now, that is. Researchers at Purdue University have learned how to use a quantum material, samarium nickelate, to create a device that will know what to forget. It emulates the learning and forgetting habits of animals. The researchers have used what theyve learned of this material to create algorithms that can be applied to efficient, practical lifelong learning, as they call it, for the world of artificial intelligence. Currently, the only forgetting neural networks do is the disastrous kind. For most of the algorithms that are available, if they have already learned a data set and you try to show them a new data set, they incur catastrophic forgetting, says Kaushik Roy, a Professor of Electrical and Computer Engineering and head of Purdues Nanoelectronics Research Laboratory. From a neural computing point of view, we may not have enough memory to remember everything. In an environment where we do incremental learning, where we keep on learning new things, it is very, very important to be able to forget. The key to forgettingand forgetting the right thingsis samarium nickelates ability tobreathe. Professor Shriram Ramanathans team at Purdue showed that when it is bombarded with hydrogen protons its conductivity increases, and when it is subsequently exposed to air its conductivity goes down. But the lattice structure of the materialand its overall conductivitychanges every time its exposed to hydrogen protons. This breathing sort of phenomenon gives rise to this conductivity change, says Priyadarshini Panda, a researcher at the universitys school of electrical and computer engineering, who worked on the project.That conductivity change is what we are able to utilize in our computing model to do this learning to forget. Its because of this adaptive, life-like respiratory behavior, or habituation, that Panda and her fellow researchers have decided to call the devices organismoids. After creating their first organismoid with the samarium nickelate, they emulated the materials unique ability to create both algorithms and an electronic spin-based device that can be used with conventional hardware. The resulting device uses current, instead of hydrogen protons, to change conductivity. Though the algorithms could be used with any computer, greater forgetting efficiency can be achieved with the hardware device. Though Roy and Panda were inspired by our own excellent capacity for memory loss, they hope their algorithm will help artificial intelligence systems forget things better than humans can, making them smarter than we could ever imagine. When we learned to fly, we studied how a bird flaps its wing. But now we have a 747 which goes half way around the world and carries a payload of 400 passengers plus baggage, Roy says. We want to do better than the brain, go faster than the brainhowever, it may not do exactly what the brain does. Michael Abrams is an independent writer. For Further Discussion In an environment where we do incremental learning, where we keep on learning new things, it is very very important to be able to forget.Prof. Kaushik Roy, Purdue University

Best Desktop Support Analyst Skills

Best Desktop Support Analyst Skills Best Desktop Support Analyst Skills Pretzels are good. Chocolate-covered pretzels are great. Any version of PlayStation is good. PlayStation 4 is great. What separates a good desktop support analyst from a great one? To find out, let’s first take a look at some common responsibilities of the position. Then we’ll look at skills you’ll need. Typical Job Duties of a Desktop Support Analyst Diagnose and resolve unique, nonrecurring problems associated with application software and operating systems; determine the source of problems and classify their level, priority and nature. Configure, deploy, maintain, troubleshoot and support computer workstations, laptops, printers, mobile devices, phones and other computer and telecommunications equipment. Install and support PC, laptop, tablet and mobile hardware and software (certifications from CompTIA, Microsoft or HDI are a plus). Create alternative methods of completing tasks, correcting user errors and system inconsistencies to improve the desktop team function. Participate in hardware and software reviews and recommend purchases. Maintain inventory of installed software, manage software licensing and create policies and procedures for upgrades. Work with hardware and software vendors to verify timely product delivery and ensure that new equipment is installed and ready to operate on schedule. Analyze and make recommendations for hardware and software standardization. Ensure desktop computers interconnect seamlessly with diverse systems including associated validation systems, file servers, email servers, computer conferencing systems, application servers and administrative systems. Document procedures, standards, best practices configurations, settings, installation sequences and back-out instructions. We can help you get your next desktop support job: UPLOAD YOUR RESUME Skills Needed to Be a Good Desktop Support Analyst Knowledge â€" Know your way around desktop hardware, software applications, operating systems and network connectivity. Problem solving â€" Resolve problems while maximizing efficient use of computing resources. Teamwork â€" Work well in a team-oriented environment. Education â€" Possess a computer science degree and one or two certifications from entities such as HDI or Microsoft (Microsoft Certified IT Professional or Microsoft Certified Systems Administrator). Mobility â€" Be willing to take on a new position at your current company or accept additional responsibilities when asked. Skills Needed to Be a Great Desktop Support Analyst More knowledge â€" Continually update and enhance your basic skills in hardware, software and systems through your own efforts and company training. Learn the specifics of your industry. For example, if you work for a large construction company, spend some time with the operations department so that you know exactly what a “concrete pour” entails. Your interest in and knowledge of the activities that make the company money will be noticed and rewarded. More problem solving â€" Be proactive in anticipating and resolving problems. Take ownership and initiative for problem resolution, spot potential problem areas, analyze solutions, propose resolution and ensure implementation. Take the term “customer service” to heart. More teamwork â€" Embrace working in a team setting. Know your teammates, give them credit for their successes and offer help and assistance. More education â€" Get another degree or pertinent certifications. Attend company training that is offered and study for other certifications. Volunteer or consult for diverse roles to build your skills in other areas. More mobility â€" Seek out new assignments and additional job duties, especially those outside your normal work area. Take the initiative by moving around in your company or changing companies after at least a year of service. Try to move up in your organization by making your desire to be promoted known. Consider gaining extra knowledge for yourself, contributing fully to the teams you are part of and avoiding stagnation to become a great desktop support analyst. Discover starting salaries for desktop support analysts in your area in our Salary Guide. This post has been updated to reflect more current information.

Microsofts CEO on the power of being a learn-it-all

Microsoft’s CEO on the power of being a 'learn-it-all' Microsoft’s CEO on the power of being a 'learn-it-all' Satya Nadella is the CEO of Microsoft and the bestselling author of Hit Refresh: The Quest to Rediscover Microsoft’s Soul and Imagine a Better Future for Everyone. Adam Grant is an organizational psychologist, the top-rated professor at Wharton, and the #1 bestselling author of Originals: How Non-Conformists Move the World. The two recently sat down to discuss the soul of Microsoft, the future of work, and why learn-it-all’s beat know-it-all’s every time.Adam: You [once] took an entrance exam to the IIT [Indian Institute of Technology], and failed. How did you rebound from that and decide to become a computer scientist anyway?Satya: My father used to look at my report cards and be stunned as to how anybody could be that bad. But he never made me feel terrible about it- he would just say, “That means you must have passions other than trying to score well.”In ninth grade, he bought me a Sinclair ZX80, which was my first introduction to computers. That turned me on to what eve ntually became a real passion. Quite frankly, I wouldn’t have done computer science if I had not failed the IIT exam.I went and got an engineering degree after all, then followed it up with a master’s, and the rest is history.Adam: What brought you to Microsoft? One of the things that comes through in your book is that you felt like this was a big luck story. You were in the right place at the right time.Satya: Oh for sure. I was [about] to go to business school, and I got a Microsoft offer. I said, “Maybe not- I’ll still go to business school.” But the guy that hired me convinced me to drop out and join, so that’s what I did.I joined Microsoft at a very exciting time, when we were just creating a 32-bit operating system, what became Windows NT. We were able to do a fantastic job of democratizing technology so that small and large businesses could deploy what became the computing power that transformed business. In fact, if you look at productivity stats, the last time t echnology truly contributed to productivity growth for a broad swath of the economy was the late 90s and early 2000s, thanks to some of the work that happened at Microsoft and elsewhere during that era.Adam: You claim that the company has a soul. What is the soul of a company?Satya: Here’s my belief: I think companies have a core identity. That’s one of the reasons why I tell, even internally, the story of our birth a lot. Technology comes and goes; there are profound shifts in the paradigms. [So] your core identity has to be reinforced and expressed differently with changing technology, but you don’t need to pick a completely different identity. Why does the world need you? I always ask myself, “What is it that we should do for customers and partners? What sensibility would be lost if we disappeared?” The existential question is helpful in picking strategy and which markets we want to participate in.Adam: We normally define identity as what’s distinctive, central, and e nduring about an organization. How did you figure out what that soul was at Microsoft?Satya: It goes back to recognizing who we are at our best. We’re a tool maker. We create platforms for others to create. We create technology so that others can create more technology. [Whether] it’s a small business, a large business, or a public sector organization, if they can take the building blocks we create and turn it into intelligence that’s driving them, then we’ve added value. That approach is what I identify as the identity and the soul.Adam: [When you became the CEO,] pretty quickly you said, “Look, we’re going to orchestrate a major culture change.” I think the first quote I heard from you was, “For too long we’ve been the know-it-all company, and we need to become the learn-it-all company.” That’s not an easy message to deliver. What led you to that?Satya: If you look at the distance between Microsoft and the competition in the late 90s and early 2000s, there wa s real daylight. It is natural that, when you’re doing so well, the culture feels like, “Yeah, [we] know it all.”The inspiration for the cultural change came from Carol Dweck’s work around mindset. [Say] you have two students - one of them has more innate capability, and the other has less. The person who has less, but is a learn-it-all, will ultimately [become] better. That applies to CEOs, and that applies to companies. I think it has been a helpful cultural metaphor for us to say that you can’t act like a know-it-all; you have to be a learn-it-all.In the book, you’re incredibly open and candid about some challenges that you faced in your own family, which played a big role in your developing empathy. Can you talk to us about what happened and how it changed you?Satya: Most people think empathy is sort of a soft skill that may not be relevant for the hard work of business. Whereas I look at it and say, “What’s the source of innovation?” The source of innovation is your ability to grasp the unmet, unarticulated needs of customers. Where is that going to come from? I believe it comes from empathy. But you can’t go in to work and switch on the empathy button. Life teaches you that. At least, that’s my experience.My son was born when I was 29. Both my wife and I were the only children of our parents, so the birth of our first child was a much-anticipated event on both sides. We were all excited.A few hours before Zane, my son, was born, if somebody had asked me what was going through my head, I would have talked about, “How is my wife going to go back to work? What’s the daycare going to look like?” Yet that night, everything changed. He was born with cerebral palsy.For multiple years, I struggled with it. I was reflecting on, “Why did this happen to me? Why were all my plans thrown out the window?” Whereas, as soon as she recovered from her C-section, my wife was driving Zane up and down Seattle, taking him to every therapy poss ible, giving him the best chance [she could]. It was only by watching her over multiple years that I realized: nothing happened to me. Something happened to Zane, and I had to step up and be the parent.For the first time, what clicked in a much deeper sense, which I think is innate in all of us, is that [sense of] seeing life through another’s eyes. That’s when I realized, “Wow, this is what [empathy] is.” I’m sure that was reflected in me as a manager and as a colleague.People talk about compartmentalizing your work life from your private life, [but] in reality, how does one do it? You are one complete self in both places. So that’s where I think about empathy as listening to what happens to you in life, and then expressing yourself completely, even at work.Adam: This is an interesting lens to bring into Microsoft. You’re talking about empathy, and this is a company that historically was known for having a reasonable amount of competitionv- ranking people that are pi tted against each other.I remember a story from the 90s with one of the usability test labs, where the data came back and six out of 10 people didn’t understand the graphical user interface that Windows was using. A software engineer said, “Where did you find six morons?” You’re shifting that, right? You’re trying to get everyone to be more user-focused, to bring empathy to the table. How have you gone about doing that?Satya: Saying, “Okay, let’s go from know-it-all’s to learn-it-all’s,” is to frame it as a continuous process of renewal, [rather than] a transformation from one set of attributes frozen in time to another. This learning culture means that you have to learn every day.For example, [take] this customer obsession - if you really want to get good at meeting unmet, unarticulated needs, you’ve got to be able to listen to what’s happening. It could be an engineer looking at log files, it could be a salesperson actually talking [to a customer] - in bo th [cases], you’re recognizing patterns way beyond what is in front of you. That’s a skill that we can learn, a muscle you can exercise every day.A second thing is diversity and inclusion. The culture around diversity and inclusion comes [about through] behaviors that every individual exhibits in every meeting. Do you go into a meeting where you recognize the differing styles? Do you recognize how to create an inclusive environment so that people can participate?Adam: I want to talk about technology. About two years ago, I saw you give a speech at a Microsoft event where you laid out the future of Cortana, and the way that my day was going to be scheduled - where my bot would talk to your bot, and then it would call up the history of all the people I’d met with in the city that I’m going to and prompt me for how to meet with those people. I was really excited and a little freaked out. Can you paint a picture for where you seeing this going in the next five, 10 years?Satya: See, the ultimate interface has to be natural language. Up to now, we’ve all interacted with the computer based on the metaphors that the computer has built in to it, whether it’s the graphical interface, touch, or even the speech interface today. [But] it’s not a real dialogue. You’re still learning how to talk to a machine based on its understanding, not yours.So I think you have to get to a dialogue with computers that is completely natural. That’s the ultimate quest. That’s our pursuit when we think about Cortana or Siri or Alexa or Google assistant or what have you. They’re all getting smarter, but I think the future of the interface is that it’s not going to be device-bound at all. It’s going to be multi-sense and multi-device.For me, some of the delightful things Cortana does for me today is if I say to you, “Adam, I’ll call you back on Friday,” guess what? Cortana wakes up on Friday and says, “Hey, did you do this?” I didn’t have to go enter it in my to-do app. That ability to keep track of commitments, that’s what a smart assistant should do. And there’s much more coming.Adam: It seems like the difference between Cortana and a manager is that I can say to Cortana, “No, I didn’t do it, and I don’t want to,” whereas a person might hold me accountable. What’s the role for humans as our assistants get smarter and smarter?Satya: Most people say that it’s the AI versus the human. [But] I think we have to first grab hold of all the opportunities AI creates to empower humans.For example, in Windows 10 we launched some new capabilities for eye gaze. Basically, the gaze of your eye is an input mechanism, which is tremendous for someone who has ALS, because they can now type with just their eyes. One of the apps we launched is called Seeing Eye, which gives anybody with visual impairment the ability to interpret the world, because of the camera’s ability to recognize objects. Learning tools inside Word can give a d yslexic kid the ability to read.These are all things that came out of AI. In fact, one of the things we worked on at Cambridge was a project for radiotherapy called Inner Eye. Doctors spend enormous amounts of time trying to manually go over a tumor and demarcate it, whereas AI can do a much better job with more precision, and the doctor can then spend more time with the patient. So I fundamentally believe that AI can be designed to empower humans to do more and achieve more.That said, we should be clear-eyed about displacement. That’s where my passion for LinkedIn comes from - we can use LinkedIn as that digital feedback loop for [questions like], “What are the jobs of the future? What skills are required? How do we deliver that training?” Then, I think we as a society can do a better job of dealing with what is inevitably going to be pretty hard displacement.Adam: [Regarding] work-life balance, I think your story is particularly interesting because in addition to the challe nges you faced with your children, you also did a commute between Seattle and Vancouver for years. How did you manage that, and what advice do you have for how we can all keep it together?Satya: The one thing that I’m trying to practice is to not view it as a balance that needs to be accounted for, but as a harmony that you find. Maybe that’s a better frame, because then you don’t get into this anxiety of measuring it in quantitative terms like time, but [instead] by quality.For example, how much time do you spend with your kids where you’re not reaching for your phone, or not thinking about the email that you are about to send? Attention is your scarcest commodity. How you portion it is probably the most important thing. [With] the tools and technology we want to build, we want to give you back that empowerment, but for me, that’s been core to how I achieve some harmony between work and life.This post was originally published on Heleo.com.  Life-changing ideas from the wo rld’s great thinkers. Served daily.

Negotiating a Better Employee Benefits Package

Negotiating a Better Employee Benefits Package Negotiating a Better Employee Benefits Package During the recession, new hires often took what they were initially offered from potential employers. Back then, the idea of negotiation seemed like looking a gift horse in the mouth. But now that the job market has improved, especially for highly skilled talent, applicants are once again feeling confident about asking for more than the offer on the table - including a better employee benefits package. But how exactly do you negotiate for better benefits? And how far can you push things? Here's some advice to consider: Health benefits It's unlikely that you can negotiate a better rate within the company health plan. However, if you already have external coverage - say, through your spouse - you may be able to negotiate for a higher salary if you forego the insurance plan at work. Hiring managers at small businesses, in particular, may be open to this tactic because the cost of offering insurance to workers can be extremely high for these businesses. Looking for a job? We can help. SUBMIT RESUME Bonuses and commission Ask about the possibility of earning a bonus for exceptional performance or for reaching a certain service milestone with the firm. Alternately, if the company offers a 401(k) plan, consider requesting matching funds or an additional annual contribution to your account. Just be sure you get the details in writing and are very clear about what targets you must hit (certain sales figures, for example) in order to be awarded the bonus you negotiated. Paid (and unpaid) time off Some companies will negotiate with new hires for more vacation or sick days, and, in general, there can be more flexibility here than with other elements of the employee benefits package. One option is to request more time off from the start - three weeks of paid vacation rather than the standard two, for instance. Another is to ask that your allotment of vacation and sick days be increased more quickly than would normally be the case. A third option might be to take unpaid time off from time to time. Flexible work schedules A great perk to have in your employee benefits package is the option of pursuing alternative work arrangements. Telecommuting once a week can save you money in commute costs and effectively increase your salary - not to mention the reduced wear and tear on your car. Plus, you'll be trading commuting time for more personal or work time. Another popular alternate work arrangement is a 4/10 schedule. Under this arrangement, employees work 10 hours a day for four days (versus working five eight-hour days), giving them the benefit of three days off each week. The key to negotiating an alternate work arrangement when discussing the employee benefits package is to include your thoughts on how this type of perk would benefit the firm, not just you. Coming into work an hour later than the rest of the team, for instance, might save you half an hour on your commute and allow you to be more productive in the morning. Training and continuing education Ask whether the company provides financial support for obtaining an advanced degree or certification. Sometimes, company policy requires that employees work for a set amount of time - usually one year - before becoming eligible for this benefit. This might be something to consider when negotiating your employee benefits package, especially if you're already pursuing your degree or certification. Could this time frame be shortened or eliminated completely? If a potential employer doesn't offer subsidized training at all, you might ask if they would be willing to if the training you pursue benefits the organization - if you're an accountant working toward a CPA designation, for example. One last word of advice: It's easy for the items you negotiated to be forgotten by the time you start your new job. All it takes is a miscommunication between the hiring manager and human resources. So be sure all details of your employee benefits package - including any special adjustments you've been granted - are clearly stated in your contract or offer letter.

Heres the difference between leading and managing a team

Here's the difference between leading and managing a team Here's the difference between leading and managing a team What’s the difference between leading and managing a team?It takes great leaders and talent to grow a successful company. One of the best descriptions of a leader I’ve heard is that leaders focus on vision and strategy, guiding and removing obstacles for their teams - something like a coach in sports.Managers typically focus more on the execution piece, working in the business. By contrast, real leadership means providing a compelling vision and clear direction. Successful leaders clarify priorities and expectations, defining employee roles and ensuring that the processes and capacity required for them to execute are in place.The stance from which you lead makes a big difference in your employees’ job satisfaction. To engage your workers today, focus more on leading instead of managing. I’ve found that most employees are looking for coaches who can help them develop and make the most of their strengths, to add value for the company. This is especially true when it comes to M illennials, the largest generation in the workforce.Leading a productive team entails letting go of daily operations to focus on setting a clear strategy and vision - the “why” and “what” - and getting comfortable leaving your team to manage the “how.” This can be a serious challenge if you’re accustomed to spending most of your time triaging problems, putting out fires and managing from a reactive standpoint.Managers execute â€" leaders leadAs the CEO of a digital marketing agency, I used to review every monthly report for quality before it went out to our clients, which involved far too much “managing” time.Realizing it would not scale, I sat down one day and wrote a playbook on how to create these reports, trained the team and then let them loose. I still ask to be CC’d on them, but now I can focus on coaching people on opportunities to improve, and they know they won’t get my feedback before they send. This approach creates more accountability for others and less doing on my part.When I empowered the team to write those monthly reports, everyone saw better outcomes. Here are three more ways you can shift from day-to-day management to leadership.1) Establish core values- and follow them.While 80 percent of Fortune 100 companies talk about their core values publicly, according to one study, theirs are often hollow words that aren’t operationalized in any way. The magic of core values is that, when they are ingrained into employees’ daily work lives, they drive more autonomous decision-making.For example, one of our core values is “embrace relationships,” which empowers our managers to make financial decisions aligned with long-term outcomes, not short-term maximization of profits. Someone might say to me, “I made this concession for one of our partners because it was the right thing to do,” rather than feel the need to ask for permission.To create the right conditions for success, employees need to understand where the bus iness is going and how they should behave, to lead by example. Your core values inform your company culture; and including the team in creating those values can help workers feel more connected and empowered.2) Don’t neglect your own professional developmentToo often, leaders assume responsibility for everyone on their teams but themselves. Although we all need to manage at times, leaders are usually proactive; managers are reactive. If you want to be a great leader, set aside time for your own professional development.Join local and national professional organizations, such as Entrepreneurs’ Organization - a great resource for networking and leadership training - or attend conferences such as GrowCo to hear from other leaders who have found success.Look for groups that will challenge and support you in your professional development, beyond networking and handing out business cards. Seek out a successful coach or mentor and create a formal board of advisors. Nothing is ever as easy as it looks, so lean on the support and experience of others to guide you, and learn from those who have done what you aim to do.And don’t forget to transfer this focus on development to your team. GitHub, for example, allows each of its employees to attend one work-related conference a year and covers the travel costs if a teammate is invited to speak.3) Spread the love, or risk burnoutIf you try to do it all yourself, you will inevitably see diminishing returns on the time you invest. Successful leaders spend the majority of their time on tasks that utilize their own unique skills and abilities and leave the rest to others who are more competent in those areas.Try this exercise to figure out how to make that happen: Determine the maximum number of hours per week you can work and still stay balanced. Calculate (honestly) how much time it takes to do all your necessary tasks well. If the answer is more than 100 percent of your max hours, delegate. List every single thing you do in a day. Create two columns to sort that list: In column 1, put every task you love to do and are great at; column 2 is for everything else. Now, stop doing or delegate everything in column 2 that puts you over capacity. The great thing is, you’ll often discover that the duties you aren’t good at (or don’t enjoy) align with the unique capabilities and favorite tasks of someone else on your team.Although it might seem impossible to let go of the daily tasks of managing the business, getting out of that mindset and focusing on how to be an inspirational leader is the best investment you can make - in both your quality of life and the ultimate success of your business.This post first appeared on Medium.

Artist Resume Template Secrets That No One Else Knows About

Artist Resume Template Secrets That No One Else Knows About To remove any concerns that the recipient might not be in a position to look at your resume, you can decide to create a link which can be included in an email. There are respective themes that you find it possible to take benefit of to take into consideration the resume. Generally, you wish to keep the resume itself to only 1 page. Seldom anybody examines the second page. The most significant thing is the achievement you'd made for each corporation. It is indispensable to summarize the variety of years that you've been practicing your profession and include it in the resume. Just concentrate on the experience gained at the occupations you've had. If you were awarded for the job or got any prize it's essential to list it. As soon as you have your resume finished, take a look at our great array of jobs at top employers. Resume is critical for one who is finding work. 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