Reference Letters How To Get Them, Where To Store Them

Reference Letters â€" How To Get Them, Where To Store Them George Blomgren has some great thoughts on reference letters (check out the referenced post, on what to do if you dont have the reference letters (and cant get them part of his Tough Questions series)). Ive seen this topic a lot on blogs, and heard it a lot in network meetings. When I got laid off last year I immediately asked for reference letters from my bosses (three different people). I also asked for reference letters from three subordinates (more coworkers, who had gone on to become managers in different companies) so I felt well-prepared if someone asked me for letters of reference. But I dont have any from my past jobs. I may have gotten them if I did I am sure they are long lost. So here are my tips on preparing yourself for any transition that you may go through: Start to collect them NOW. Why not? Kim Isaacs at ResumePower.com suggests a kudos file I would not be able to effectively manage a big file folder full of stuff but its an excellent idea (hence, the where to store Ill get there). The point is, ask your current contacts for letters right now (not everyone, but the ones that make sense). And go back to past employers (or professors, deans, classmates, etc.) and say something like Im trying to get some documents in order and was wondering if you would write be a reference letter, for when we worked together a few years ago? Don Goodman suggests writing your own, and then submitting them to others for approval not a bad idea. Know what they say. Johannes writes that HR managers have figured out ways to say negative stuff without saying anything negative ?? Go figure. But you may get letters that are less than ideal. Know what they say before you pass them along. Perhaps an HR buddy could review them for you to see if they really are positive and helpful. Write some for others. When I got laid off one of my first tasks was to write reference letters for the guys I worked with. I realized that I had been their boss for a few years and if they had to look for a job (most received the same fate just a week later) it would be really helpful to have a letter from me. But aside from that, writing them helps you understand the mechanics, and how to create them. Heres a great article on writing one when you dont want to Use them! Im no expert here, Id love to know what the experts think, but when I was a hiring manager I really didnt care for the references available upon request line. If you sent me a resume and coverletter (Id get at least 2 3 pages), why not include a little more with references? After all, this is your product testimonial! I would read the references BEFORE I read anything else I wanted to see if there were rich and meaningful its always interesting to see what your past boss or coworker says about you. So perhaps send them when you originally submit your application/resume? Store them somewhere for the long term. I dont care if you keep them on your computer at home (hope it doesnt crash). Or on your work computer (duh when you get terminated they arent going to let you pick your favorite files). you can put them all in a file folder (hope your house doesnt flood or catch on fire). I have one simple recommendation. Get a free account on JibberJobber and store them there. As an added bonus, if you ever send the letters anywhere you can use JibberJobber to track where they go (ie Ive sent my main resume to these 42 jobs). I have two JibberJobber users that shared the value of this with me. One had a flood in her basement and lost all of her hard-copy job stuff (resumes, letters, etc.). But she had them stored in JibberJobber whew! Another went on a 10-day trip and didnt realize hed want his resume handy. Instead of saying Ill send it to you when I get back home he was able to pull it off of JibberJobber and send it that day! What are you waiting for? Go get some reference letters right now, and then go put them in JibberJobber! Reference Letters â€" How To Get Them, Where To Store Them George Blomgren has some great thoughts on reference letters (check out the referenced post, on what to do if you dont have the reference letters (and cant get them part of his Tough Questions series)). Ive seen this topic a lot on blogs, and heard it a lot in network meetings. When I got laid off last year I immediately asked for reference letters from my bosses (three different people). I also asked for reference letters from three subordinates (more coworkers, who had gone on to become managers in different companies) so I felt well-prepared if someone asked me for letters of reference. But I dont have any from my past jobs. I may have gotten them if I did I am sure they are long lost. So here are my tips on preparing yourself for any transition that you may go through: Start to collect them NOW. Why not? Kim Isaacs at ResumePower.com suggests a kudos file I would not be able to effectively manage a big file folder full of stuff but its an excellent idea (hence, the where to store Ill get there). The point is, ask your current contacts for letters right now (not everyone, but the ones that make sense). And go back to past employers (or professors, deans, classmates, etc.) and say something like Im trying to get some documents in order and was wondering if you would write be a reference letter, for when we worked together a few years ago? Don Goodman suggests writing your own, and then submitting them to others for approval not a bad idea. Know what they say. Johannes writes that HR managers have figured out ways to say negative stuff without saying anything negative ?? Go figure. But you may get letters that are less than ideal. Know what they say before you pass them along. Perhaps an HR buddy could review them for you to see if they really are positive and helpful. Write some for others. When I got laid off one of my first tasks was to write reference letters for the guys I worked with. I realized that I had been their boss for a few years and if they had to look for a job (most received the same fate just a week later) it would be really helpful to have a letter from me. But aside from that, writing them helps you understand the mechanics, and how to create them. Heres a great article on writing one when you dont want to Use them! Im no expert here, Id love to know what the experts think, but when I was a hiring manager I really didnt care for the references available upon request line. If you sent me a resume and coverletter (Id get at least 2 3 pages), why not include a little more with references? After all, this is your product testimonial! I would read the references BEFORE I read anything else I wanted to see if there were rich and meaningful its always interesting to see what your past boss or coworker says about you. So perhaps send them when you originally submit your application/resume? Store them somewhere for the long term. I dont care if you keep them on your computer at home (hope it doesnt crash). Or on your work computer (duh when you get terminated they arent going to let you pick your favorite files). you can put them all in a file folder (hope your house doesnt flood or catch on fire). I have one simple recommendation. Get a free account on JibberJobber and store them there. As an added bonus, if you ever send the letters anywhere you can use JibberJobber to track where they go (ie Ive sent my main resume to these 42 jobs). I have two JibberJobber users that shared the value of this with me. One had a flood in her basement and lost all of her hard-copy job stuff (resumes, letters, etc.). But she had them stored in JibberJobber whew! Another went on a 10-day trip and didnt realize hed want his resume handy. Instead of saying Ill send it to you when I get back home he was able to pull it off of JibberJobber and send it that day! What are you waiting for? Go get some reference letters right now, and then go put them in JibberJobber!

Writing an Outstanding Resume

Writing an Outstanding ResumeYou have a knack for writing a resume, but your boss wants someone who can provide leadership. Would you write an outstanding resume for him or would you give him what he wants?In order to write a great resume, you must think of it in the right way. Think of it as a mini-business plan. Each section should be able to support the next.Next you want to think about how you will send it to your potential employer. It may come as a surprise to you that you can use the internet. You can either use an offline method, or even use the internet to send it. You will need to research and find out which is best for you.When you write your resume, you want to make sure that you proofread it and take it apart. You do not want to lose time, and forget to find a spelling mistake. Keep in mind that the more information you give the better your chances of getting hired.You also want to make sure that you keep your resume current. Keep up with the requirements of your job. Ev en if you are a very good writer, there is no guarantee that you will always be hired because your resume may not be up to date. Check with them on the new regulations that will be coming into effect and update your resume accordingly.Next you need to focus on what you need from your resume. Be clear on what type of career that you are hoping to have. This will help your resume stand out from all the others.You may not be ready to ask your boss for a raise, but what if you have done enough work to merit one? Make your boss aware of your skills and accomplishments, and make sure that you have not forgotten to list them.Writing an outstanding resume takes time, and patience. You should remember that you are writing for yourself first, and then for your potential employer.

Seven Tips for Being a Great Leader in a Male-Dominated Businesse

Seven Tips for Being a Great Leader in a Male-Dominated Businesse Not only are women achieving success in male-dominated industries, more and more women are also becoming leaders. Being a leader comes with its own set of challenges, even in non-male-dominated fields.   But when you’re a leader in a group where women have been marginalized for years, it can be even harder to gain a foothold. Here are a few tips for being a great leader in a male-dominated business. Be Confident This of course goes without saying, but it can often be harder to achieve than some of the other tips. After having been trained for most of your life to be meek and blend into the background, trying to make yourself stand out can be very difficult. Just remember that it was your strength and abilities that got you where you are, and you don’t have to apologize to anyone for it. Build Relationships This is one place where women do tend to have an edge over men. The same qualities that can get you labelled “too chatty” are the ones that can help you forge strong relationships with your staff. By paying attention to issues like employee wellness and work-life balance, you’ll let your team know that you’re there for them. Speak Up Don’t be afraid to share your ideas and your knowledge, and definitely don’t hesitate to defend your people. Standing behind your team, even when things aren’t going well, will go a long way towards earning the respect of both your team mates and your colleagues. Stay Calm Somewhere along the way you’re going to run into some guy who doesn’t think that you belong there.   And they feel they have the right to insult or harass you about it. The biggest thing to remember when you encounter someone like this is to stay calm. The minute you react with any sort of anger at these types of injustice, you’ll be flagged as “too emotional” even if a man would have reacted the same way. It’s not fair, but it’s a reality you’ll need to learn to live with. Own Your Space Stand up straight, don’t move aside if you’re walking down the hall and a man approaches from the opposite direction. You have just as much right to be there as he does, even though women have typically yielded to men. By acting deferential to men in the workplace, you’ll encourage the idea that you are beneath them. Be Concise One of the biggest challenges that women face in working environments is trying to find the right balance in their voice. Women tend to apologize for speaking. Or they will down-play their ideas with qualifying buffer statements like “I might be wrong, but I think…” When you do this, you’re considered long-winded, but if you’re concise and too the point, you’re considered pushy and rude. Learn to be clear and concise, and don’t worry about coming off as rude. Seek Mentors Find a trusted senior colleague and ask them to mentor you. A good mentor will be someone who has been successful, wants to see you succeed, and will be honest with you about your performance, both good and bad. The goal is to help you develop the areas that you need to work on, while honing the skills that you excel at. Their experience and advice can go a long way toward helping you become the leader you are trying to be. It’s taken time for us to get to the point where women are taking leadership positions. But it’s going to take even longer to get to the point where a woman is given the same treatment and respect as a man. These tips will help you grow into your leadership role in a male-dominated business. This guest post was authored by Rachel Jackson Rachel is a mother of 2 beautiful boys. She loves to hike and write about travelling, education and business. She is a Senior Content Manager at Populationof an online resource with information about demographic statistics of world population. . Image credits.

How Retail Recruiters Can Fight the 60% Industry Turnover Rate

How Retail Recruiters Can Fight the 60% Industry Turnover Rate Yes, you read that right: the turnover rate in retail right now is a little over 60%, more than quadruple the United States average across all industries. Even the turnover rate for CEOs in retail is high right now (23%), albeit probably for different reasons. Retail positions like cashiers and inventory workers already need to be filled at tremendous volumes each year just to keep pace with demand, and the incredibly high turnover rate only exacerbates the problem. How are recruiters supposed to do their jobs such an environment? It might sound like an impossible taskâ€"but it doesn’t have to be. There are a number of strategies that recruiters and other HR employees can use to both reduce that turnover rate and hire more efficiently overall, leading to cost savings in the long run. Before you can implement those strategies, however, you need to gain an understanding of the factors that lead to high turnover in the first place, and how those factors pertain to modern recruitment methods. The Causes of High Turnover Because many retail jobs are seasonal, a certain amount of attrition is essentially baked into the process. Of course, this doesn’t make it any easier to hire in huge volumes once or twice a year and then start the same process from scratch the next year, but we’ll get to the that later. For non-seasonal jobs, employees might leave for better pay elsewhere, or they might feel like they’re not being offered enough opportunities for career growth, or they’ll find that the work or the working conditions simply aren’t what they expected them to be. In each of the cases listed above, there is a serious disconnect between the expectations of the employee and the reality that’s being offered to them. It’s hard to place any blame hereâ€"most people’s expectations for particular jobs are shaped by their impressions of the retail industry as a wholeâ€"but it’s the job of recruiters put a message out into the world and then make sure they can back that message up. This is a two-way street: you can convince more engaged applicants to come aboard if you demonstrate real potential for career growth, but you have to actually deliver on that promise once they’re hired. By the same token, if you can set expectations clearly and concisely for seasonal hires, you might have an easier time asking them back during future hiring pushes, reducing your hiring costs by way of a more robust talent pool. Employer Branding in the Retail Industry In the paragraph above, we spoke of the different ways you can position your business in order to attract job candidates. But once you’ve developed a clear employer brand message, how can you be sure that you’re reaching the right applicants with that message? The simple answer is that you should take to social media and other web channels where your ideal job candidates already spend their time. By opting for sites where passive job candidates already spend their time, you can make sure that your brand narrative reaches not just people who are actively hunting for jobs, but those who might already have jobs but who could be convinced to take a better offer elsewhere. This is, in some ways, especially crucial when it comes to seasonal hiring because you can greatly reduce hiring costs by making sure that your business is already top of mind for potential candidates when those seasonal roles become available. Okay, but what should this employer branded content actually look like? Obviously, it will vary from one company to another, but it’s likely to start with your existing team. Highlight their daily victories and the ways that your company offers them value. This might look like relative schedule flexibility, a fun work environment, or perks like free coffee and snacks. Make sure this content is optimized for mobile since that’s how many or most of your best applicants will encounter it. Give them the chance not just to apply for the job (ideally quickly and easily) but to sign up for a newsletter or stay connected to you in some other way. By doing so, you’ll create the beginnings of a real talent pool, which will speed up future hiring and reduce future hiring costs. High Volume Recruitment The tactics we outlined above aren’t just a way to attract more applicantsâ€"they’re a means of attracting better applicants. If you can offer real career advancement and get the attention of those are actively interested in advancing their careers, you can begin to create better alignment between your companys goals and those of your candidatesâ€"likely leading to lower attrition overall. If instead of offering career advancement you’re offering some other source of value, you’ll be able to more effectively engage candidates who are interested in whatever that value isâ€"whether it’s comparatively high wages, nice employee perks, or anything else that would get prospective employees excited. Better applicants should mean better hires, which should mean lower turnover rates. But even beyond that, these tactics can lay the important groundwork when you’re faced with the task of hiring large volumes of people. How? Simply put, if you engage in continuous employer branding activities, you’ll build up not just a talent pool full of interested applicants, but a robust recruitment marketing infrastructure (i.e. a set of preferred channels, best practices, and performance benchmarks). This way, rather than reinventing the wheel for every holiday shopping season, you can simply pull from your talent pool as needed while you rely on your employer brand messaging to keep that talent pool healthy. This might not decrease turnover on its own, but it will make hiring itself much cheaper and less time-consuming, which ought to ease a number of the difficulties associated with retail hiring. Of course, promoting your employer brand across a number of channels on a consistent basis c ould potentially become time-consuming in itselfâ€"but that’s what automation is for. About the Author: Adrian Cernat is the CEO and founder of SmartDreamers, a platform that helps companies reach more, better candidates in record time by automating recruitment marketing activities to accelerate online talent acquisition. SmartDreamers was founded in 2014 and currently operates in Europe, the US and the APAC region.

Job Search Tips For Resume Writing Services In Conroe TX

Job Search Tips For Resume Writing Services In Conroe TXIf you want to know how to get a job with resume writing services in Conroe TX, you may have to keep things realistic and not expect to get an interview immediately. The more realistic you are about your expectations, the better your chances will be of securing a job. It is much easier to keep things realistic when you have tried your hardest to understand what it takes to land a job.Make sure that you're prepared for every stage of the interview process. To be successful at getting a job, you should already have considered the types of jobs that are out there and where you would like to work. In addition, you should know what kind of work environment you would like to work in. Once you have some information about the different areas of the country that are open to job seekers, it's time to think about what type of resume writing services you can use to boost your chances of landing a job.Think about what kind of resume you woul d write if you were looking for the right type of job. Know what employers look for when they ask for a resume. Keep a list of common problems that job seekers encounter when submitting resumes, and include it on your resume.Give yourself time to revise your resume before sending it to companies. Resume writing services in Conroe TX can help you take out irrelevant information, insert important information and provide additional examples for each of the sections. Resume writing services can provide you with tips on making sure your resume is grammatically correct. They can also help you organize the sections of your resume so that it is easily readable and easy to read.If you've already sent out your resume to dozens of job applications, you may be feeling overwhelmed by the task. You may be using software to help you and other software can also be found in resume writing services in Conroe TX. The sooner you get started on this project, the sooner you will be off to a good start on getting a job.Before submitting your resume, make sure that you read over it several times to make sure it is grammatically correct. You can find this information online. You should send your resume along with a cover letter that explains your skills and education that would be useful in the job.Make sure that your cover letter addresses the reason for applying for the job. That is the most important part of the resume. You should try to remember that the key to getting hired with resume writing services in Conroe TX is to get people to see the advantages of working with you rather than focus on the disadvantages.Before you begin your job search, keep your resume and cover letter current. Use the internet to research the specific skills you need for the job and the area you wish to work in. It is a good idea to submit to as many job applications as possible.

The 12 Rules of Giving Negative Feedback

The 12 Rules of Giving Negative Feedback The ability to give great feedback is one of the most underrated skills in business. So much emphasis is put on other technical and soft skills, and even where feedback is prioritized as a skill it tends to remain in the rather limited realm of ‘positive feedback’.While all feedback should be constructive, the ability to tactfully and helpfully flag up negative trends, mistakes, or out-and-out failure is crucial if a business is to continue growing and not become trapped in a cycle of error.The trick to negative feedback is humility. Nobody likes to be told they’re wrong by someone who thinks they themselves are infallible, and your feedback skills won’t develop unless you in turn welcome feedback on your reviewing prowess.evalEven if you’re the boss, it doesn’t mean you’re the only person who should give negative feedback, and ensuring that your employees have a sense of mutual responsibility can make it feel less like you’re pulling rank when the time comes to confr ont someone about their performance.Instead, try holding regular feedback sessions, setting some boundaries that do not exclude negative feedback, and developing your company’s feedback process. Encourage your staff members to begin by criticizing themselves, as this can reveal unexpected underlying causes and prevent individuals from feeling like they are being attacked.Ask plenty of questions, and be specific in your own points and expectations. Use numbers and targets to illustrate where things have gone wrong and to establish paths to improvement. This makes progress measurable and individuals accountable.And close your feedback sessions by asking for feedback on the meeting itself. Make sure your points have been understood and that you are doing a good job. This is a part of that humility we were talking about.This new infographic from Headway Capital provides a complete guide to developing your negative feedback skills. Integrate these ideas into your management style and t hey can become an important part of your toolbox.Infographic Credit â€" headwaycapital.com

Back in my pants - The Chief Happiness Officer Blog

Back in my pants - The Chief Happiness Officer Blog The experiment is over. This weel Chris Corrigan and I swapped blogs, mostly just for the hell of it. Chris wrote very eloquently about his learnings here, forever changing the way I think of blogs by introducing the pants metaphor, and I summed up my experience here. All in all an interesting experience, and Im glad we did it. What do you think about it? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

How To Think Through Going Back To Work

How To Think Through Going Back To Work Sometimes mothers get trapped in the maze of expectations we have put on them, you know what I mean? The battle between stay-at-home moms, work-at-home moms, and work-away-from-home moms almost seems like a marketing ploy to get you to buy magazines or books. Seriously, though. The industry puts so much pressure on women to be EVERYTHING. This is a topic close to my heart as I am a working mother of young, but-getting-bigger-by-the-minute-just-ask-them children. The truth is that every family has to crunch the numbers, decide what their priorities need to be, and ignore the critics who disagree with their choices. It helps when you have asked the questions that matter and come up with your best shot at an answer. Why do you want to go back to work? Are we talking money, fear of losing your career gains, or mental/adult stimulation (I get that part, for sure!)? Or something else? Clarifying your reasons helps you address the problems you want to solve. It also may help you figure out creative solutions that can look different than your pre-baby job. How much will it cost to go back to work? Nobody can answer that for sure. You have to take your own paycheck and benefits then subtract child care, wardrobe, commuting expenses, lunches, convenience foods (you know you will be getting more of those) and whatever else might apply. The number you have left is what you have to work with for bills. Is it enough to be worth the extra effort and stress? How old are your kids?  I know it feels like you are trapped in the house of diapers, but these years really do go by fast. My youngest just turned eight. How can that be? Think about the costs of daycare. Can you hold out until they are in school if child care costs are prohibitive? Do you have a good source for child care that you are comfortable with? Perhaps another stay-at-home mom would consider watching your children. Can you start out part time or work from home?  This is often a good transition for the family. It helps everyone figure out how things will work when Mom is gone or unavailable. If you decide to become a work-at-home mom, be prepared for the reality of working from home. You will cut the costs of working at an office, but you will have to discipline yourself from throwing in another load of laundry, or sitting down to watch, Ellen. You will also have to consider that your children will still think you are mom, and will take quite some time to get them to understand you are working. Are they old enough to keep themselves busy for a full day? Will you have a nanny, or other in-home care on the days when you have to be on calls or in a virtual meeting? There is no perfect solution to the question of going back to work because there is no perfect family or job. Whatever you decide, there will be some rough patches. But that is life, right? We have to look at the facts about where things stand, acknowledge the emotions that are part of those facts, and decide what to do for right now. It helps a lot when the inevitable rough patches or criticism comes to have thought through the questions and clarified why you have made this choice for your familys best interests.