What Makes Employees Happy at Work

What Makes Employees Happy at Work Sponsored by Jobbio So much of our lives are taken up with work that at the very least we should be able to derive some pleasure or reward from it. A salary isnt enough, our jobs should challenge us, motivate us and ultimately contribute to our overall happiness. But what makes people happy at work? As tech evolves and AI begins to replace more elements of work, we need to reevaluate how we build out our organizational structures and look at what will attract people to certain jobs, companies, and industries. New research by careers marketplace Jobbio looks at what motivates people in their roles, how they see technology affecting their future and what makes them happy in the workplace. The Jobbio #WorkHappy Index  shows that promoting a good work-life balance is the top marker of a good employer for 2018, followed by offering competitive salaries and being forthcoming with praise and rewards. Flexible working hours was chosen as the one thing people would improve about their current roles in the UK while more job perks topped the list in the US. The report also reveals that US workers are happier in their roles than their UK counterparts with 32% saying they’re always happy compared to just 23% of Brits. This is despite the fact that US workers take fewer holiday days than those in the UK with just 55% using all their holiday entitlement. This figure rises to 84% in the UK. When it came to the impact of technology on the future of work, Brits were again more pessimistic than their US equivalents with 15% of UK adults expecting that just a minority of roles will see an increase in salary and the majority will decrease, while 10% think there will be a decrease in all roles. Stateside, 28% of employed adults think salaries are likely to increase for all as technology becomes more prevalent, while 25% think they will increase for the majority of roles but decrease for a minority. In terms of improving efficiency, meetings were rated the biggest waste of time for UK workers (28%) while in the US it was covering for absenteeism (19%). Other time drains were administration and reporting to management, although 23% of people said their time was not wasted at work. So what can you do to keep your employees happy? After a paid bonus, flexible working hours were the most sought-after perk in the UK with healthcare and a dental plan taking the top spot in the US. If you’re looking for a more cost-effective solution, encouraging clients to offer feedback might be one viable option as the report indicates that praise from customers outranks praise from management in what makes people happy at work. Another way to keep employees engaged and challenged is to offer training and course subsidies. This not only shows your staff that you’re invested in their development it also improves the quality of the team’s output as they develop their skillset. The skills respondents believe make candidates more employable as work evolves are IT competency, communication, creativity, and coding. Want to learn more about workplace happiness? Download the full report. About the author:  Aoife  Geary  is a Content Creator at  Jobbio  specializing in the areas of Workplace Culture, Diversity, Startups and Digital Trends. She’s fond of a burrito and even more fond of a bad pun.  

Why Recruiters Should Focus On Hiring Talent (And What Happens When They Dont)

Why Recruiters Should Focus On Hiring Talent (And What Happens When They Dont) Recruiting top talent is crucial to ensure long-term growth and performance for any ambitious business. Equally important is to allow your talent to use their strengths after they’re hired. Utilising employees in the wrong way can lead to stress, frustration, depression and general dissatisfaction. It can also lead to increasing staff turnover and reduced productivity for the organisation. This infographic by Onlinenmba highlights what can happen when recruiters get it wrong, but also how the organisation and employees benefit from being recruited into roles where they can use their strengths. When You Get It Wrong: More than 2 out of 3 hiring managers reported that a new hire negatively affected their business this year. Some businesses  estimated the cost of failed hires to amount to over  $50,000. Add to that the cost of recruiting in the first place, and training on top of that. This article on  cost of hiring new employees suggests that some businesses spend up to $3,500 per employee in direct and indirect costs on recruiting. When You Get It Right: Employees who use their strengths at work experience less worry, stress and feelings of sadness. Employees who use their strengths feel more energetic, happy, well-rested and respected. Only 36% of employees reported feeling stressed when using their strengths at work for more than 10 hours per day. In comparison, 52% of employees reported high levels of stress when applying their strengths for less than three hours per day.  Employees reported being more engaged at work when the supervisor focused on their strengths. More than 60% of employees surveyed reported being engaged at work when supervisors focused on their strengths, versus 2% when feeling ignored. Heres what you  can do at the interview to secure the best talent: Use talent assessment tools as a part of the interview process. Inquire about the applicants preferences in regards to work projects, work environment, etc. Recruiters can use behavioural interviewing techniques to understand how the candidates  have previously approached challenges relevant to those he or she will face in the position he or she is being considered for. These techniques require the candidate to draw upon his or her past work experiences, and reveals a great deal about how the candidate thinks and acts in specific situations. See the infographic below for more information. RELATED:  What Could a Bad Hire Cost Your Company?

Which Brands Have Championed Diversity and How

Which Brands Have Championed Diversity and How Being recognised for doing something well can always help boost the organisations profile. Sometimes there is no harm in looking at how other companies are surpassing everyone else when it comes to delivering something you strive to want to do too. Having one of the most diverse and inclusive places to work is something many companies would like to say they are proud. Our panel of diversity and inclusion experts have worked with a number of companies and brands and here they are to tell you who their pick of the best are. Natasha Broomfield-Reid In the last few years, a significant number of large employers have taken steps to improve diversity and inclusion and this will continue. I believe that one of the standout performers in this area is EY, which has been leading this agenda for a number of years and has DI at the forefront of its agenda. However, if we look at progress over a relatively short space of time, there are a number of organisations in industries that have faced significant diversity challenges due to demographics and stereotypes such as SSE, SGN and Molson Coors, who have taken huge steps forward by gaining senior level by in and developing DI strategies. Natasha Broomfield-Reid, Head of Development at Equal Approach. Caroline Stokes Out of necessity, any large Fortune company typically champions diversity well. It’s how they thrive and can cater to various markets. Caroline Stokes, Executive Headhunter Coach. Founder of FORWARD. Nicola Crawford Many banks encourage equality and diversity in the workplace as part of their Corporate Social Responsibility policies, Here’s some leading examples of their practices drawn from across the sector. A dedicated global Diversity team and opportunities to participate in diversity organizations within various regions. A variety of networks, affinity groups and diversity councils to engage and support all of our employee groups including women, LGBT people, under-represented minorities, veterans and people with disabilities. Leadership training programs to help increase the number of diverse employees in senior level roles. Several dedicated diversity programs like their Mentoring Advisory Group (MAG) for Female professionals, and various Campus recruitment programs for students from diverse backgrounds. The Real Returns program, which is a program for senior professionals who are looking to restart their career after an extended career break. Nicola Crawford, CFIRM, Chair of the Institute of Risk Management. Joanna Abeyie The BBC do come under much scrutiny for their representation of the diverse audiences they aim to serve, but they are one of the first businesses to listen to the guidance we provided to them with in order to support them in their efforts to improvediversity and inclusion on and off-screen. The strategy of course had to be made public, as did many of the other broadcasters strategies, but this was encouraging and demonstrated a commitment to their plans. This year weve ran two pre-application workshops for the journalism and production team and have one more for Tech applicants. These days were designed to increase the success rate of diverse applicants applying for these roles and to increase the number of those hired. Joanna Abeyie, Managing Director, Hyden, SThree.  Suki Sandhu Lots of companies are doing brilliant things to champion diversity. It’s inspiring to see how they’re pushing the agenda forward. In terms of LGBT+ diversity, Aviva is doing great work, as are EY and Barclays. In fact, Barclays was ranked in the top 10 of Stonewall’s Top 100 Employees. In terms of the BAME agenda, Sainsbury’s and Slaughter and May are both doing interesting work. Sainsbury’s has more than 150 Diversity Champions supporting the agenda across the organisation. Its programme  Race for Opportunity  is a cross-organisational mentoring scheme that aims to encourage talented BAME employees within the business to progress. Suki Sandhu, CEO and founder of  Audeliss. Charlotte Sweeney Many companies are championing DI at different levels and there are some great examples of companies that have made some change â€" but there are very few that have made great strides across all elements of diversity.   For example, they may have made progress on getting more women into management positions but may not have even started at looking at the requirements of people with disabilities. Some companies that have made progress include IBM who has a track record of embedding DI into their business and creating change.   EY has focused on driving inclusive leadership behaviours throughout their business and Pinsent Masons are making great shifts in getting more women into Partner positions. Charlotte Sweeney, Managing Director of Charlotte Sweeney Associates Ltd. Sarah Nahm When searching for DI exemplars, it’s tempting to point to large enterprises with impressive parental leave policies, transparent diversity statistics, and resonant brand campaigns. While these efforts can be worthy, I find some of the most inspirational and impactful work goes on outside the spotlight at smaller organizations. It’s companies like npm, who created awareness of daily microaggressions by setting up a “guys’ jar” in which employees (voluntarily) deposited a dollar when they caught themselves using the word “guys” when they meant “people”. Or KeepSafe, who ran a ‘No resume’ campaign to invite applications detailing only the project work completed by the candidate, so that initial candidate screens wouldn’t be biased by the pedigree of the applicant’s school or prior workplaces. Or Buffer, who not only built a real-time dashboard to track demographic diversity like ethnicity, gender, and age â€" but went a step further by open-sourcing it so anyo ne now has permission to use, share, or evolve it. These types of tactics underscore that with a little creativity and very little budget, literally any company can carve out ways to champion diversity and inclusion Sarah Nahm, CEO, Lever.

5 Best Gifts for Your Professional Boyfriend

5 Best Gifts for Your Professional Boyfriend Are you a hard-working, career-oriented woman? Pleased to be dating a man who seems to be upwardly motivated as well? As birthdays and holidays arrive, you may be facing the conundrum of what to buy this professional man. Gifts for men are always tricky, and this is not the time to bust out your best mixed tape compilation. If you want to gain respect from your man for a thoughtful gift you must find something that is well suited to his taste and lifestyle. Included here are a few of the best gifts for your professional boyfriend. Watch A fine piece of craftsmanship, watches are always a popular choice for men. Find one that complements his preferred color scheme and fits well with his working environment. Watches reek of status and stability and could help your significant other in his business dealings. Be sure to measure the length of the wristband and ensure the watch will hold up to his working conditions before purchasing. Cufflinks The telltale sign of an elegant man can be found in his choice of cufflinks. While repurposed bullets can be cute for some situations, classier gold cufflinks may be the choice for business. Cufflinks are often the only type of “jewelry-esque” item your man wears, so he may choose to express himself with these. Find out what styles are appealing to him and what image he prefers to portray before you purchase anything. Cigar Case Back in the day, men used to spend time in elegant libraries, discussing the matters of the day over a fine cigar. While the libraries may have died out, the masculine love for cigars has not dwindled. Purchasing a fine cigar case will allow your love to enjoy a relaxing, fragrant smoke on evenings after work. Cigar cases are critical for keeping your cigars humidified and sealed until they are used so they are as fresh as possible. Briefcase Most men are in need of a fine briefcase and can usually find a good purpose for it. Be sure, when you pick out the briefcase, to find one that speaks to the masculine style, rather than impersonating a purse. Make yourself aware of what he uses his briefcase for on a daily basis so you can find one that is amply sized. Tie While often viewed as the default gift for fathers and grandpas, ties can be a luxury item for some men. If you do choose to purchase a tie for your man, try to keep it as upscale and classy as possible. Most professionals would not like to wear brightly colored, strangely patterned ties to work. Keep things in the color scheme your man prefers and he will enjoy the added choices in his morning routine. Banner image credit

10 Effective Ways to Recruit the Best Talent for Your Startup CareerMetis.com

10 Effective Ways to Recruit the Best Talent for Your Startup Source â€" Pexels.comThe biggest challenge for any young startup is recruiting the right talent since there are limited capital and resources. Business entities have to build everything from scratch, so finding the passionate, hard-working and resilient people are of absolute requirement. And what makes recruitment more challenging is the fact that new startups do not own a huge brand name and hence they cannot offer competitive packages, which makes it hard to convince the right talent to join them for a long-term.Recruitment may be a daunting task, but it is yet fundamental to the startup’s success. As per the Startup Outlook 2018 also, the majority of startups quits or gets failed in the very first year, and the recruitment process has come up as the most critical parameter for the estimation of the failure or success rate of any new startup.Here are the ten most useful tips for any startup to attract the best talents.1) Build a Powerful Mission and Vision StatementsevalevalFor any business, it is imperative to work towards common goals and objectives, and for that, a company requires a mission and vision statement. If you have a great mission and vision, you can attract and convince top talent without having enough financial resources or offering colossal amount 5) Contemplate Hiring Remote EmployeesBe open to the hiring of the skilled employees from the remote areas. As per a study, in recent years, the most challenging aspect of the recruitment process is the unavailability of the talents with the technical skills within the local area.Therefore, to come up with this situation, recruiters have now developed a culture where they entice the remote employees by offering flexible working arrangements. Either providing them the facility to work remotely as a no-cost perk or allowing to work two days from home and rest from the office. It is an excellent way to have an entire world full of skilled employees to be chosen.6) Offer Genuine BenefitsevalAnother tr ending way to recruit best talents for startups is to provide them with the luring benefits that they cannot deny to work for your organization. You can offer ownership or employee equity and combat potentially lower cash salaries Learning is a lifelong process and talented people endeavors to be always surrounded by other talented people so that they can learn from their experiences and have more knowledge to have constant growth. Therefore, always hold onto your existing talent so that they can attract more prime talent. And your company can have numerous employees driven by the motivation to work more efficiently and by putting all of the hard work and efforts into it.9) Offer Challenging ProjectsAs already discussed, we have come to know about the particular character trait of talented people. But the most dramatic tip which helps in attracting the right talent is accepting the new challenges. Well, it may sound a bit confusing to you, but even the psychology says talented peopl e believe in practicing the brainstorming, so they do not like to spend their time over boring projects rather they keep on searching for other exciting and challenging tasks.10) Partner with Universities for Talent HuntTo partner with the universities is the best way to recruit the best talents since fresh college graduates have a passion for starting their career. Also, as a plus, they do not carry expectations over from their former workplace. The young graduates are open to the skill drilling and are usually up-to-date with the recent technologies.Therefore, if you want to hire an intellectual portion of talent who are dedicated and passionate, you have to set up relations with the top universities. The recruiting process is to be organized every year to obtain the fresh talent both for internships and regular employment. A brand can be built on campus with a short-term investment and a “long-term payoff” in return.Hiring from a Job fair is one the best tactics to recruit th e technical talent since you get an opportunity to meet up various people with technical skills and abilities from different universities and then decide on the recruitment of the talents, which best suits your company’s product and services.CONCLUSIONRecruiting the best and the technical talent for new startups is merely a complicated process. But the ways mentioned above will help your business to lure the most significant skills and will make it a dream company to work with by following the different approaches.

CV vs Resume Whats the Difference - CareerAlley

CV vs Resume Whats the Difference - CareerAlley We may receive compensation when you click on links to products from our partners. Whats the Difference By Dr. Jill FusonFaculty Director, School of Business at American Public University Should you use a resume or a Curriculum Vitae (CV)? Is there a difference? The answer is YES. There are three major differences: purpose, layout, and length. A resume is usually a one page document customizing your job experience and education to stand out above all applicants for a certain job. Keep it concise and customized to the job being sought. Since a resume is a brief document, information does not need to be chronologically arranged and does not have to cover your entire career. A CV is an in-depth summary of your entire job and educational experience. It is usually several pages long and contains very detailed information on achievements, job experience, and education. Also included are awards, publications, and honors received. A CV does not change for each position applied as it is a fixed document summarizing your entire career. Both should be accompanied by a cover letter addressed to the organization and person who will be receiving the information. A cover letter is your first chance to make a great impression showing your interest and seriousness in a position. It should entice a prospective employer to take a few extra minutes on your resume or CV. Mention something about the organization, showing you have done your homework and are knowledgeable of the mission and goals. To determine which one to submit when applying for a job, check the advertisement and submit what is requested. If it does not specify, evaluate two important factors: the job description and your experience. If you are just starting out in your career and have little job experience, a resume would work best. If you have a plethora of job experience and credentials, use a CV to show off your achievements and work experience. Choose which one will make you look like the rock solid candidate for the position. Whether you send a resume or CV (or both), be sure you reveal why you would be the best candidate for the position with an error-free document that makes you stand out above the rest. Position yourself as the most attractive candidate and remain confident and positive in your job pursuit. Good luck! About the Author: Dr. Jill Fuson, Faculty Director for the School of Business, has been with APUS for 6 years. She has a Ph.D. from Capella University, a masters degree from Webster University, and an undergraduate degree from University of Maryland, European Division. She currently teaches graduate Human Resource courses. This article fromOnlinecareertips.comwas republished with permission. We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Career Tip of the Day: Resumes 8 Tips for Printing Your Resume Professionally Suggested Reading:Knock em Dead Resumes: A Killer Resume Gets More Job Interviews! Good luck in your search,Joey Google+ Visit Joeys profile on Pinterest. Job Search job title, keywords, company, location jobs by What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to make a resume and cover letter that gets you hired. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

Resume Objective Samples

Resume Objective SamplesResume objective samples are a great way to present information about your past employment. You will be able to pick out and highlight any pertinent details that make you stand out from other candidates. A resume objective is a means of starting your employer's interest, while including a strong sales pitch that proves your ability to solve problems.An objective helps to organize your resume by providing a starting point to your objective. It should be short, crisp, and direct, with no fluff. It should outline specific qualifications or experiences and include an objective. Resume objective samples should start with the name of the person or company for whom you are applying, followed by an informal introduction of the organization. That means it should include your name, the name of the organization that you represent, and the names of three current or previous employers that are a part of the organization, if possible.A resume objective can come in many form s. The information should be succinct, even though it is often more important that what is being said in the details. A resume objective sample must be short, maybe ten to fifteen words, as the objective should not take up too much space. The purpose of the objective should be to describe your work experience and/or education in your specific field.Employers look for clear-cut descriptions of accomplishments that demonstrate your proficiency in the field that you are applying for. It is necessary to show a proper level of specialization in order to effectively convey your unique skills and abilities. You will find a number of resume objective samples that are designed to look professional. To make the resume objective look professional, the following tips may be useful:- Use direct language and use the singular instead of plural at the end of the sentence. (e.g. 'I've managed projects and executed tasks at the best companies in the industry.')- Use your own voice and tone when you d escribe accomplishments. When you are describing your work experience and education, don't express a sense of exaggeration or self-aggrandizement. Keep your level of confidence at appropriate levels, but make your statement sound very professional.There are many organizations that provide resume objective samples to help with job interviewing and will provide professional guidance to resume writers who may want to use these samples in their own writing. If you have information or experience that you would like to include in your resume, one way to get it included is by taking advantage of the powerful format provided by resume objective samples. These samples allow you to construct a brief statement or work sample for yourself, which will help you to showcase your experience to an employer in a more concise manner.When used properly, resume objective samples can be a very powerful tool for you to use when it comes to showing the potential employer exactly what you are looking for in a position. You can either include it on your resume or you can print out the resume objective samples and take them with you to an interview. Before you know it, you will be making an impression that will help you land the job that you are seeking.