Demoted at Work

Demoted at WorkDemoted at WorkDEMOTED AT WORK46% of companies have demoted an employee, according to HR managers.The reason for the demotion?39% Poor performance38% Employee was recently promoted but not succeeding in new role16% Organizational restructuring/sttte eliminated6% Voluntary demotion(Responses do not total 100 percent due to rounding.)More than 1 in 10 workers (14%) have been demoted.What did they do in response?52% Quit the job50% Tried to handle the news as gracefully as possible47% Got upset and lost interest in work41% Focused on excelling in the new position(Respondents who said they have been demoted. Multiple responses allowed.)

5 Awkward Situations When Youre New at Work - The Muse

5 Awkward Situations When Youre New at Work - The Muse5 Awkward Situations When Youre New at WorkOn day one of my first real job, I had no idea what to do with myself. Around 330 PM, I turned to a co-worker and asked, So, uh, what time do you usually leave each day? When offered the job three weeks earlier, the hiring manager told me my hours were up to me and my supervisor. Well, that conversation never happened, so I had no idea when I could go home.Starting a new gig can be really overwhelming- whether its your first one or your 10th. There are loads of unspoken rules you havent learned yet, and you have to get to know a whole new group of people. But, as time goes on, there are certain situations thatll become second nature. (Or at least feel a little bit easier.)1. Understanding the Company CulturePretty soon after starting that first job, I figured out my hours- by watching other people. My manager and the rest of the team arrived between 8 and 830 AM, so I started to as well. When they wrapped up a little after 4, so did I. Others on my team would go to the doctor or pick up their kids midday and finish up work later, at home. So, I didnt stress if the only time my dentist could see me welches 11 AM. Because as long as I completed work and showed up at necessary meetings, nobody cared.Observing my co-workers allowed me to see what was and wasnt acceptable at my new company. Not just for my hours, but also for the dress code (my second organization was athletic-wear friendly, so yoga pants became a staple of my professional wardrobe), email turnaround time expectations, meeting etiquette, and more. You wont know all the ins and outs by day one, so its important to pay attention. 2. Saying NoYes Sure Absolutely. Would love to. Happy to help. This is my mantra in the early days of a new gig because Im so eager to prove myself as a hard worker and a team player.But saying yes all the time isnt necessarily a good thing. It can cause tasks to fall through the cracks, decrease the quality of your work, and end up leaving you majorly burnt out. And I wont lie. Saying no can be hard. But once you learn more about your roles and responsibilities and have a good rapport with your colleagues, it gets a heck of a lot easier. Youll be able to discern what you have the capacity for and if youre the right part to do it, and youll trust that the person youre saying no to will respect your response.(If youre still feeling stuck on how to do that, here are inoffensive ways to say no.)3. Giving Your Boss FeedbackAlmost every boss Ive had has told me that, not only is he open to honest feedback, but he wants it. And each time, I nod enthusiastically and say, Yes, yes, of course Meanwhile, my conscience is screaming, Ha Nope. No. Dont do that- ever And the idea of doing it makes me squirm.But your boss isnt a perfect manager and a few of his processes (or habits) could likely use some work. And he cant adequately support you and your team if he doesnt know how he needs to improve. And as your relationship with him strengthens, providing some constructive criticism here and there wont be so tedious, especially when you realize how much it can help him, you, and your team. The first time will be tough, but youve just gotta rip the Band-aid off.4. Asking for HelpBeing vulnerable doesnt always feel good. And admitting that you arent able to do something all by yourself can make you feel as if you arent making a good impression. Thats not true, though. Because whats worse Trying to power through on your own and completely missing the mark, or requesting advice and knocking things out of the park? Answer Missing the mark. So, ask away.Its tough at the beginning because, as mentioned above, you want to prove yourself. And how can you do that if you appear incompetent so early on? But, if you consistently work hard, youll build a good reputation around the office. And those few times you need guidance or someone to take something off you r plate wont feel all that bad. 5. Advocating for YourselfWhether its asking for a raise, inquiring as to why your boss took you off a project, or defending yourself when someone throws you under the bus, sticking up for yourself is crucialat work and in the rest of your life. When you confidently put your needs and views forward, people will listen, explains Lea McLeod, Muse career coach and author. And no matter what happens because of that difficult conversation, youll know youve made your best effort to resolve a difficult and frustrating situation, and youll have a much clearer idea of how to move forward.I know this seems intimidating at first. But as you start to find your place and become more confident in the work you do and the employee you are, youll feel more empowered to speak your mind. Can you see the trend here? As you begin to feel more like an insider at your new job and less like an outsider, those situations that seemed awkward or even a little frightening will b ecome no big deal. Unfortunately, theres no exact equation to when youll feel at ease with each one. But I can guarantee you that theyre all worth the time and initial discomfort. What other work situations get less tricky over time? Let me know on Twitter

Is Your Resume Missing an Executive Summary

Is Your Resume Missing an Executive Summary Is Your Resume Missing an Executive Summary Objective vs. SummaryTrends in resume writing change over time. Objectives used to be the must-have accessory for your resume, but their popularity has gone the way of pet rocks and slap bracelets. Old-fashioned objectives focus on you- your needs and wants for your new job. Competition for jobs is fierce in this economy, so instead of focusing on how the company can benefit your career, demonstrate how hiring you will help the company. Lets take a look at an example objective statementDetail-oriented, results-driven accounting professional seeks a position to utilize my organizational and communication skills.The objective above is vague, full of clichd statements- everyone thinks that theyre detail-oriented and results-driven- and, aside from the word accounting, it could be written on anyones resume for any industry. Compare it to the following summaryAccounting executive in search of the nex t challenge after four years of progressively responsible leadership at a busy college campus. Lowered campus expenses by 50 percent above mandated goal in FY 2012. Scored highest rating in company-wide internal audit of 29 campuses for the same year. Dynamic, civic-minded, and proficient in both Works and Lawson systems. If you were a hiring manager, which applicant would you rather interview?The Qualities of a Good Executive SummaryYour statement should be two- to four-short sentences. The goal is to summarize your experience, education, competencies, achievements, and personal attributes in as few words as possible. Sound challenging? Dont worry its not as difficult as it seems.First, jot down a list of your most impressive accomplishments (winning a pie-eating contest does not count, unless the job youre applying for involves competitive eating). Be as specific and measurable as possible if you increased production efficiency, state the percentage of improvement. If youre profic ient in any relevant software, list those programs as well, but dont bother with emaille or Microsoft Word. At this point, all employers expect a baseline level of computer skills. Finally, write down a few of your best qualities as an employee. If youre uncomfortable tooting your own horn, it may help to imagine that youre introducing a valued colleague to an acquaintance.Next, highlight keywords in the vacancy notice. If theyre looking for an executive chef, dont call yourself a lead cook. Often, your resume will need to pass an automatic computer scan, and including keywords that correspond with the original job posting can help you land on the hiring managers desk. Work the keywords into your statement as organically as possible. For mora help with resume keywords, check out this article from The Wall Street Journal.Writing the SummaryWhile the summary should be grammatically correct, there is a distinctive style to these statements. You should avoid referring to yourself in the third person or using the pronoun I instead, structure the sentences with an implied subject. The reader will know that youre talking about yourself.Heres a Mad Libs-style templateAdjective, adjective job title with experience. Accomplishment. Accomplishment. Quality, quality, quality.If you were a party clown looking for work, this is what your summary might look like after filling in the templateGentle, friendly clown with more than twenty years of experience as a childrens entertainer. Winner of the National Balloon Animal Award in 2007 and 2009. Performed for the Governor of Louisianas children and their guests in 2012. Dependable, hilarious, and a proven hit at parties. While your summary might be organized differently, the important thing is to make sure that it tells the reader, as succinctly as possible, who you are and what you do.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pa ce during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

See the 14 Best Ways to Develop Employees

See the 14 Best Ways to Develop EmployeesSee the 14 Best Ways to Develop EmployeesThe right employee training, development, and education, at the right time, provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution from employees. Learn the approaches that will guarantee that your training and employee development bring a return on your investment. Organizations continued to make healthy investments in employee learning in 2016, finds the Association for Talent Developments2017 State of the Industry Report, which was sponsored by LinkedIn Learning and Study.com. Organizations spent $1,273 per employee in 2016 on direct learning expenditure, compared with $1,252 in 2015. This figure captures the design, administration, and delivery costs associated with learning programs, including the salaries of talent development staff. Organizations continue to exhibit a commitment to employee training and development and learning. According to the repo rt, the average number of formal learning hours invested in employees also grew, to 34.1 hours in 2016. This number was up from 33.5 hours in 2015. This is the fourth year in a row that registers an increase in both the direct learning expenditure by employers and the number of learning hours experienced per employee. More Findings From the State of the Training Industry Report The ATD report also tells you the following about employee training content, delivery methods, and what training and development education covered. The top three areas of training content in 2016 were managerial and supervisory (14 percent), mandatory and compliance training (11 percent), and processes, procedures, and business practices (10 percent).Technology-based learning accounted for 45 percent of learning hours used, up from 41 percent in 2015.13 percent of direct learning expenditures went to tuition reimbursement programs.The average cost of each learning hour slightly decreased from $82 to $80. Employee Training Delivery Methods Employers wisely spent their training and development funds in diversified methods of training presentation to meet the needs of their employees. Instructor-led, live face-to-face in the classroom was the delivery method chosen for 49 percent of learning hours in 2015.26 percent of direct learning expenditures went to outsourced or external activities. (In 2015, for the average organization, 28 percent of direct learning expenditure went to outsourced or external activities (which include consulting services, external content development and licenses, and workshops and training programs delivered by external providers), similar to previous years.) On-the-job learning was a key part of employees development experiences learning that occurs during work was emphasized heavily in two-thirds of participating organizations. (Over 60 percent of the employer spending was invested in internal expenditures such as video, manuals, training needs assessmen t, and trainer salaries.) Ensuring That the Use of Training Is Beneficial for Organizations With this investment of hours and dollars in employee development, organizations need to make certain that their investments are wise. Every employee in every organization has different needs for training. They each have different modes of training from which they can learn most successfully. Employees have different expectations from developmental opportunities. But, the majority of your employees expect that you will invest in their long-term development. According to the ATD 2015 study, direct expenditure on employee development as a percentage of payroll increased from 4 to 4.3 percent. Important Aspects of Employee Development and Training How training needs are determined, how training is viewed by employees, and how training is delivered become critically important issues. Training trends and methods for gaining knowledge, other than traditional classroom presentations, such as coaching and mentoring, take center stage. New employee orientation, or new employee onboarding, is a significant factor in helping new employees hit the ground running. Training that helps each employee grow their skills and knowledge to better perform their current job is appreciated as a benefit. The opportunity for development also increases employee loyalty, and thus retention, and helps you attract the best possible employees. Transfer of training from the training provider, whether online or in a classroom, to the job, is also increasingly reviewed as you invest mora resources in training. Learn the approaches to employee development that will guarantee a return on your investment and ensure employee loyalty. Organizations are increasingly asking for monetary justification that the developmental opportunities that you provide for your employees produce results- and you will need to be prepared to demonstrate your results. Options for Education and Development for Employee s Options for employee development are magnifying due to these factors technological innovations,employee retention strategies, andthe need for organizations to constantly develop their employees ability to keep up with the pace of change. So, sending an employee off for a one-day seminar or a week-long workshop is only one of many options that exist now. The American Society for Training and Development, now the Association for Talent Development (ATD),has traditionally recommended a minimum of 40 hours of training a year for every employee. This is consistent with the emphasis employees place on the opportunity to grow and develop both their skills and career while in your employ. The chance for ongoing development, is one of the top five factors employees want to experience at work. In fact, the inability of an employee to see progress is an often cited reason for leaving an employer. As a retention strategy for your preferred employees, employee development rates highly. Only t he employees perception of their salary and benefits as competitive, and reporting to a manager they like, rate higher. 14 Options for Employee Development When you think about education, training, and employee development, options exist externally, internally, and online. Choices range from seminars to book clubs to mentoring programs. In the ATD survey, over 60 percent of the expenditures employers made on employee development and education was spent internally, so its important to recognize theircontribution. Here is a summary of the existing alternatives to help your employees continue to grow. For recruiting, retention, and managing change and continuous improvement, adopt all of these practices within your organization. External Education, Employee Development, and Training Options Seminars, workshops, and classes come in every variety imaginable, both in-person and online.Take field trips to other companies and organizations.Colleges and universities, and occasionally , local adult education, community colleges or technical schools provide classes. Universities are reaching out to adult learners with evening and weekend MBA and business programs.Professional association seminars, meetings, and conferences offer training opportunities. Internal Education, Employee Development, and Training Options Onsite seminars and classes provide training customized to your organization.Coaching gives employees the opportunity to share knowledge.Mentoring is increasingly important in employee development and training as are formal mentoring programs.Form a book club at work. What Your Organization Can Do to Facilitate Continuous Learning and Regular Employee Development Opportunities Create a learning environment. Communicate the expectation ofongoing, continuous learning.Offer work time support for learning. Make online learning and reading part of every employees day.Provide a professional library.Offer college tuition reimbursement.Enable flexible sc hedules so employees can attend classes.Pay for professional association memberships and conference attendance annually for employees. Employee development opportunities are crucial to the ongoing growth and progress of the people you employ. They are also critical to ensure their retention and success. Be creative to provide diverse opportunities for employee development. The opportunities you have to train and develop your employees are expanding every year. Why leid take advantage of the opportunities when development is one of your employees most significant expectations from an employer?

Sales Recruitment Outlook for 2011

Sales Recruitment Outlook for 2011Sales Recruitment Outlook for 2011Sales Recruitment Outlook for 2011With companies of all sizes expecting mora out of their sale forces than ever before, 2011 looks to be a very challenging year for those looking to hire top sale people.Yes, the recession has left a long wake of unemployed sales workers about 1.5 million, according to the Bureau of Labor Statistics. And the market for sales people will likely continue to closely track the broader US labor market. Sales unemployment has declined only very gradually, by about half a percentage point over the 12 months ending October 2010, to 9.1 percent, in the BLS household survey.But with many firms continuing to reduce headcount in other departments in order to beef up sales, competition for the best closers the only kind of hire many sales VPs will make these days is fierce.In response, many employers are sharpening their sales recruitmentefforts and reconsidering the harsh stance on employee co mpensation that has typified negotiations with candidates for the past couple of years.Hot Industries Are Hiring Sales Folks FastSales hiring varies widely across industry sectors, with the greatest activity in finance and tech, which have recovered more robustly than the overall economy.In October, Ive heard the top sales executives at two of my clients announce plans to grow their sales forces by 15 to 20 percent in 2011, says Mark Coleman managing director of Compensation Analytics. Colemans clients are primarily in technology and financial services.Some niche recruiters are finding that sales people with deep technical know-how are hard to come by. Weve got more work than we can handle, says Jordan Rayboy, president of Rayboy Insider Search, which specializes in recruiting sales and other professionals for the data storage industry. Were looking to hire recruiters on our own staff.One difficult dynamic has begun to ease After hunkering down through the recession, some top sales people are now willing to consider a change of employers. In 2010 weve seen an exodus of good sales candidates who didnt want to make a move in 2008 or 2009, says Rayboy.Perhaps the toughest part for recruiters looking to engage experienced sales people is that their clients are only interested in sales sharks who do it all, from cold-calling to post-sales customer support. Until the economy turns and sales people can just be order takers, companies will be looking for hunters who can close deals, says Sara Peiker, director of recruiting geschftlicher umgang solutions at Manpower.Employers Get More Sophisticated with Sales HiringIn order to compete for top performers, recruiters have to focus every dimension of the hiring process on quality. Companies are a lot smarter today about how they hire, says Chuck Pappalardo, managing director of Trilogy Search in Burlingame, Calif. Organizations are tougher, more stringent, more democratic. Most of my clients have a very good staffing pers on with a bead on what their sales manager or VP is looking for.As social media recruitmenthas enabled hiring managers to learn of every candidate in their universe, recruiters have had to earn their keep by providing a suite of higher-level services. Now anyone can find names on social media, so recruiters have to do more, says Rayboy. You have to manage the hiring process and help negotiate the relationship.Sales recruitment, once regarded as a generic service provided to executives who wouldnt make time for it themselves, is gaining more attention from the C-suite. Executives in sales are getting much more involved in recruiting, says Coleman. Theyre appearing in YouTubes and taking a key role in selling their company to the best sales people.Compensation Will Be a Tougher Negotiation in 2011Take it or leave it was an easy position for hiring managers to take in making an offer to sales candidates in the worst recession since the Great Depression. Sales people senfgas ground in c ompensation during the recession, says Rayboy. But employers know that now they need to bring compensation back up to pre-recession levels. Companies are using more aggressive accelerators to reward above-quota performance, for example.With fresh knowledge of how bad a bad economy can get, top sales people are leery of compensation structures that come with outsized risk. Its getting harder and harder to recruit people for 100 percent commission jobs, says Peiker.

Finding Phlebotomy Resume

Finding Phlebotomy Resume The Argument About Phlebotomy Resume To submit an application for a lokalitt for a phlebotomist, you must have a resume that gives employers an insight on how they wont regret hiring you. As a phlebotomist, youve got unique abilities that hiring managers wish to see promptly. Remember that the hiring managers go thru plenty of resumes. Bear in mind, HR professionals probably have a whole lot of resumes to check at if theyre hiring. Statistics demonstrate that employers only devote a couple of seconds glancing over a resume, which makes it essential to stick out amongst the potentially hundreds of different applicants. If you would like employers to see you as an individual, yes. Consider it as the very first impression a possible employer will have of you. In listing down your finest skills, however, you must be sure that it matches the position on offer, especially if youre asking for an entry level. This way you wont lose out on skills that will d efinitely qualify you for the job. When you write your key strengths, consider the work description for the positon youre eyeing. A person that has undergone and completed phlebotomy training gets eligible to land a job for a phlebotomist. Phlebotomists can work in a number of unique varieties of organizations. Know that when you are listing down your competencies, companies are also making their own collection of important competencies that theyre searching for in a candidate. You are able to make use of these skills lists throughout your job search approach. There are scores of unique strategies to design your resume. Vital Pieces of Phlebotomy Resume When youre taking blood make sure theres no direct blood contact. By keeping things short and easy and highlighting your very best qualities, you can assemble an impressive document. When youre attempting to secure work in healthcare, you want to showcase your expertise and commitment to quality patient care. After that, work your way to the least recent. Your achievements can be framed along with the duties if at all possible, so as to include both at exactly the same time, in order to explain how you accomplished the results while you performed your typical duties. Writing general duties is a typical mistake because applicants think that nursing is comparable to distinct hospitals and departments, but in fact, your duties will differ between different facilities. Expert in sample analysis and lab reporting and significant understanding of chemical analysis, to donate to the potency of the laboratory.To learn mora on what it requires to be a Phlebotomist, take a look at our complete Phlebotomist Job Description. Alternatives to pick many measurements or quality where you prefer to download and install the on-line video is additionally readily available. Ensured comfortable, prompt and secure service is offered in any way times to guarantee customer satisfaction. If you would like a truly pro fessional-looking resume, think about using a resume-creating service like My Perfect Resume. Choosing Good Phlebotomy Resume Send a distinctive letter with each application so that you can speak directly to the demands of the position. Since the a summary isnt simple to write because of deficiency of experience in the event of first timers and fresh graduates an objective statement is crucial for basic level resumes. The resume objective statement should have the work objective of the applicant and have to have the ability to define the role of applying as well. You are able to quickly make quick modifications to your document to fit the work description and title the facility is searching for. So the very first thing you ought to do is to understand the work description and consider instances where your skills fit. Make certain that you have a minumum of one instance of a time you demonstrated every one of the top five skills listed here. Yesenough to find the interview. Phlebotomy Resume Secrets The person who performs phlebotomy procedure is known as phlebotomist. The objective ought to be relatively short and get right to the point. No matter whether you have previous work experience, there are specific facets that have to be present in your resume. As opposed to expounding on a certain capability, you give the details right to the point. Direct contact can improve the possibilities of infectious diseases like HIV and Hepatitis. Certain exceptional skills like effective communication with the patients and their relatives are extremely handy. Thus the resume example is intended to tell about your technical along with supervisory skills. A good phlebotomist CV example is offered below for you to appear at.

3 Ways You Destroy Your Brand When You Use Multiple Recruiters - Spark Hire

3 Ways You Destroy Your Brand When You Use Multiple Recruiters - Spark HireWhen you have a new position available within your company, it can sometimes feel like the best solution in order to fill it quickly is to throw more irons in the fire by having many different recruiters looking for you. This especially feels like the right choice when you have a hard to fill opening. However, its important to understand that by having many different recruiters looking for the same type of candidate for you can give your company a schwimmbad name.1.Candidates question the positionWhen top elendch candidates begin to receive phone calls and emails from several different recruiters or recruitment agencies, they will begin to question the problem with the position. This is especially the case if the position has been opened for quite some time.Why is the position open?Why has the position been open for so long?Why do you need so many different people looking for the one position?When I have recru ited for hard to fill positions, I have run into the case many times when my client has had several other recruiters working on the same position. I have heard the candidate concerns, after being contacted by the second or third different person about the same position.I have had candidates tell me that there is no way they would consider the position due to the fact that it has been open for so long, with so many people searching for someone and there are no hires. They truly believe something is wrong with the position. Regardless of what the recruiter explains to the candidate, they have made up their mind and the company looses out on top notch talent.2.Candidates question the companyQuite often, if a candidate has been contacted by multiple recruiters over a period of time for the same position, they will begin to question things about the company.What is wrong with the company?Is there something wrong with the manager or culture?How serious is the company regarding this hire?I f a position is open for some time, with many different recruiters working on it, candidates will start to question the company and wonder if there is something wrong due to the fact that it is so difficult to fill the position for them. This will also lead to the candidate questioning what the culture is like as well as the manager.Top talent does not want to waste their valuable time interviewing for a position that appears to be a problem for the company. Whether the company may or may not have cultural or management issues, the candidate will sometimes assume based on initial perception.In addition, if the position has been open for some time, the candidate will question the seriousness of the company regarding the hire. In my 8 years of recruiting, I have worked on many positions that my client decided they are not interested in hiring someone for until 6 months or a year down the road. They were not serious about making an immediate hire, but wanted to stay ahead of the game. There is nothing wrong with this, as long as the recruiter understands the situation and can explain this to candidates.3.Candidates question communicationWhen you have many different people contacting talent and explaining the same position, you will be sure to have some miscommunication. Think of the game where one child whispers to another that Johnny bought a red apple, and that child whispers the same thing to the third, etc. By the time the tenth child has been whispered to, they think that Tommy caught a dead rabbit.You will not have two recruiters explain your position and company the same way to candidates. There will be misunderstandings and differences in explanation. When a candidate has been contacted by two or three different recruiters for the same position, this makes a huge difference. The candidate has heard several different explanations for why the position is open and the job description differs slightly.As stated before, top talent does not like to waste their time when considering opportunities. Miscommunication screams time waster to them and they will likely end up blowing off the opportunity before getting past the first phone screen with the recruiter.Have you experienced any of these obstacles when using multiple recruiters to fill one position? Please share your experiences in the comments below.Image Jakub Jirsak/BigStock.com