The Top 5 Coworkers You Want In Your Office

The Top 5 Coworkers You Want In Your OfficeWhile we all have coworkers we gripe about, try not to sit next to, and resent for their success (or lack thereof), satisfaction studies have shown that most of also value those relationships as much as any other in our lives. Full disclosure, I met my husband at work. When I told him about this deutsche post dhl he asked what dream coworker category Id put him in, and was not pleased when I created Dream CoworkerThat being said, heres a list of the most in-demand employee archetypes to have on your roster.Dream Coworker1THE INTEGRATORConsulting and auditing firm Deloitte identified Integrator as a most desirable personality pattern integrators are the ones who wrap their brains around an issue and gather the team they need to crowd source a solution. They are known for empathy, a nuanced understanding, and needing some quiet time to process.Dream Coworker2THE INNOVATORThe Innovator is the one whos constantly looking for a new way to do thin gs some employers find this type of worker frustrating, because they have a system and its been proven.As a sometime innovator myself, I would suggest that once youve identified an innovated staff member, try to find some room to let them play. This may require some flexibility on your part, but if you can get them on your team, you may find efficiency and productivity are the positive results.Dream Coworker3THE ADVOCATEAdvocates are the ones who speak upthey identify needs, allocate resources, manage difficult circumstances, and probably belong in customer service. They also make great peer reviewers and mentors for younger employees, because they can see both sides of an issue and care about those they supervise.Dream Coworker4THE BRIDGEJokes aside, this is actually the category theguy I married belongs inhe has a knack for keeping track of all the pieces of a project and knowing who should work on each piece, has a huge professional network, and is generous about connecting proje cts with freelancers. And hes not too hard on the eyes either.Dream Coworker5THEPIONEERDo you need someone to generate new ideas? Adapt to evolving conditions? Do you alwayskeep the big picture in mind? Pioneers in the workplace are the ones who bring a lens of their own to their workand the benefits for you may be exciting, fresh ideas. Try to recognize them when they cross your deskThe 5 Types of Coworkers Who Can Make Your Work Life Infinitely BetterRead More at Fast Company

The 4 most important things to include on your resume to land a job in social media

The 4 fruchtwein important things to include on your resume to land a job in social media The 4 fruchtwein important things to include on your resume to land a job in social mediaHaving a job in social media means more than just posting cat pictures all day.Usually.Your resume is often the first impression you make with an employer. And if you want to work in social media, youll need to demonstrate that you are both creative and strategic. Here are the four most important things to include when you apply (cats optional)Tools and software you are familiar withManaging a companys social media presence or strategizing for a campaign will involve more than just rudimentary knowledge of Facebook and Twitter.Prove you know the anatomy of each channel by mentioning the monitoring and engagement tools you utilize (Hootsuite, Buffer, Crimson Hexagon, etc.) as well as the analytics and reporting tools youve learned. Even if your future company doesnt use the same software, youre highlighting t he breadth of your skillset and trainability.Statements that show you play well with othersWorking in social media doesnt mean youll necessarily be staring at a screen all day, every day. Like many other jobs, youll often collaborate with other departments on projects and campaigns.Show that you are a gruppe player by describing how you contributed to a larger goal with abverkauf, legal, finance and other teams.Most importantly, you need to demonstrate your value. Its not enough to show skills and list a bunch of social media platforms, shares Elaine Young (ejyoung67), professor of digital and social media marketing at the Stiller School of Business at Champlain College. Write down results.Links to your personal brandThe best way to show that you get it is to show it through your personal brand.Point readers to your most professional channels (and clean up anything you dont want held against you that could be found with a Google search.) Use the same username for Tinder or Reddit as you do Twitter? Expect that to show up in a quick search.Quantifiable resultsAs with most jobs, youll need to show youve been productive. Social media is no different, and in fact, due to all the data your work generates, it can be easier to point to your output.Young recommends the following resume bullet pointsManaged Facebook account resulting in increased engagement and interactions with customer base by 15%.Responsible for increasing engage.ent and sales conversion utilizing Pinterest. My strategy resulted in driving 10% more traffic from Pinterest to our ecommerce site, with an increased sales conversion of 2%.New to the field? Try to pull examples from internships, volunteer opportunities, and class projects. When you start your placement be sure to screen shot everything and get a base on the metrics, Young notes. When you leave do the same thing. You then have a record of what you accomplished while there.Brooke Zambroski is a social media specialist at Monster. When she i snt tweeting, youll find her exploring the Boston area and searching for the perfect new puzzle.Follow her on Twitter BrookeZam.Find social media jobs on Monster.MORE FROM MONSTER6 free social tools that can help you land your next job8 ways to make your social media profile an employer magnet12 awesome careers for football loversno helmets requiredSearch for JobsBrowse jobs in popular locations New York City jobs, Atlanta jobs, Charlotte jobs and Los Angeles jobs.See jobs from popular companies Twitter jobs, Facebook jobs, Instagram jobs and Snapchat jobs.Check out popular job titles Social media manager jobs, social media director jobs and social media assistant jobs.

How to Boost Revenue as a Recruiter - Spark Hire

How to Boost Revenue as a Recruiter - Spark HireGreat recruiters are constantly thinking of ways to better perform and boost revenue. There are 6 key things that you can do in buchen to increase your revenue and achieve success. 1. Direct Marketing.Do you have excellent candidates but no existing job openings? If you want a chance at placing those candidates and increasing your revenue, you need to be engaged in direct marketing activities every week.Perhaps you have an existing client who could use your candidate on their team, or perhaps there is a potential client that you have been reaching out to with no past success. A great recruiter would contact these clients over the phone, informing them of the top talent found, increasing the chances of a placement.2. Follow up with Clients.A great recruiter always follows up with clients. If you havent received feedback on a candidate, you need to follow up with your client in buchung to make sure you are on the right track. If something has changed with the job requirements, it is important for you to know this in order to adjust your search and have a better chance of making that placement.Likewise, if you have an existing client you have not communicated with recently, it always pays to reach out and touch base. Perhaps your client will have an upcoming need that you can get a head start on.3. Follow up with Candidates.Always follow up with your candidates to find out what has changed and test their interest in opportunities.If you have submitted a candidate to a client who is slow in providing feedback, make sure that you are in touch with the candidate often. If the candidate has found a new opportunity, it is important for you to know this in order to move forward with any backup candidates.4. Know your Numbers.If you dont know your numbers you will fail in this business. Truly great recruiters know how many phone calls they need to make each day in order to get the right number of submissions to make a place ment.If you arent tracking your numbers, there is no way you will know what to do in order to increase your placements and boost your revenue.5. Get Organized.Organization is key in recruiting. Once you know your numbers and what you need to do in order to be successful, it is important that you platzset up each day in order to be successful.One of the best ways to get organized is to work in block of hours. Schedule your day around how many new phone calls you need to make, how much time you need for sourcing, follow up calls, direct marketing, etc. When you block out time for each of these things you are better organizing your day so that you can be more successful.6. Know your Priorities.Everyday, list your priorities for the day. Create a Must / Should / Could list each day, writing down what you must get done for the day, should get done for the day, and finally what you could get done for the day. Always hit your Musts first and tackle any Shoulds afterwards, etc.Knowing your priorities each day is important if you want to be successful and focus on whats closest to the dollar.How do you boost revenue as a recruiter? Please share your tips in the comments below.

Tips for Delivering Mandatory HR Training

Tips for Delivering Mandatory HR TrainingTips for Delivering Mandatory HR TrainingIn every company, Human Resources (HR) training in many employee-related and legally-related topics is mandatory, especially for managers and supervisors. You need to equip your employees to handle their employee relations responsibilities competently and legally. But, for maximum positive impact and learning by the employees, you need to make the training both motivational and engaging- while still fulfilling its legal and educational purpose. HR Training Example To illustrate ansicht tips, the example of developing and delivering a sexual harassment and general harassment training session is used. This session is a common example of this type of mandatory HR training that is conducted by most organizations. To start the process, an HR manager sent an email to all senior executives and managers asking them to save a three-hour block of time for mandatory HR training in how to prevent sexual and oth er harassment in their workplace. The HR manager found out later that the group was totally freaked out by the thought of spending three hours on harassment training. Fortunately for her, what set the parameters for the training session was the video/DVD purchased for the session Preventing Sexual Harassment, from HR Hero. Fortunately for the HR person selected to administer the training session since she was the one who watched it four times in preparation for the session, the video was great. Working with the HR staff, she took the time, in preparation, to jot down every incident of workplace harassment they had encountered over the years. Real workplace stories are so critical in HR training sessions to make dry material come alive. Make HR Training Come Alive These are five actions you can take to make HR training sessions effective and enjoyable for participants. Lets consider the actions taken by this HR manager to make this sexual harassment and harassment training sessio n become more alive. Preparation for training is crucial. Especially for some of the dryer HR-related training topics such as harassment, FMLA, the ADA, employee handbooks, and writing job descriptions, you need to find and plan ways to engage your audience. Reading the law or policy out loud to the group does elend constitute training. Consider a mix of visual and multimedia support, discussion, examples from the real work world, and time for questions. Case studies, if realistic for the specific workplace, are a great learning tool. You need to do more of the mandatory HR-related training- not less. Follow-up reading and discussion about the topic of the mandatory training are recommended. Managers and supervisors are the front lines when it comes to managing employee performance and their needs from work- and they need to be prepared to take appropriate action. In harassment, as well as in other law suit-engaging topics, as an employer, demonstrating that you took appropriate s teps is crucial. In fact, demonstrating that you took immediate action and that the consequences for the perpetrator were severe, is also critical. Any form of harassment can create a hostile work environment including sexual harassment and how it is addressed. The courts definition of what constitutes a hostile work environment has recently expanded to coworkers who are caught up in witnessing the situation, too. Confidence is required from the leader investigating. The front line leader is usually the person initiating and following through on those steps, so they have to feel confident about what they are doing. So, follow-up reading and support are crucial to a supervisors effectiveness in handling problems. Stories make training live. Try to utilize trainers with lots of real-world, real-time, workplace experience who have real stories. If you do the mandatory training internally, come prepared with examples youve experienced or researched. Know what training is mandatory in yo ur state or locale. This requirement differs in various jurisdictions nationally and internationally. California, for example, requires two hours of sexual harassment training every two years. Why not get in the habit of providing training before mandatory HR training is required by governmental agencies? Ensure your employee handbook has proper guidelines. Make sure your employee handbook has the appropriate policies and standards of conduct needed to educate your employees and provide roadmaps for their guidance. The appropriate policies also give you the support necessary to enforce their implementation in your workplace. Using sexual harassment as your ongoing example, your policy handbook needs a harassment policy, a policy about how investigations are conducted in your company, and a policy that forbids an employee in a supervisory role from dating a reporting employee. Weigh carefully putting any dating or friendship restrictions on employees beyond managers not dating repor ting staff members in your non-fraternization policy. The workplace is one of the logical locations for people to meet and fall in love, as long as the employees engaged in the relationship follow common sense guidelines. But, supervisors dating reporting staff is never appropriate. In these policies, you need to include a strongly-worded statement that retaliation will not be allowed in your workplace, regardless of the outcome of the investigation of the employees complaint. Sexual harassment investigations have been known to go horribly wrong as well. Take the mandatory HR training you provide seriously because the legal consequences of the incompetent handling of employee relations issues can be consequential- and expensive. Since youre doing the mandatory HR training anyway, why not do it well to serve both your best interests and the best interests of your employees. More About Training and Team Building 12 Tips for Team BuildingHow to Build a Teamwork Culture Do the Hard Stuff With TeamsTap the Power of Internal Training DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.

Annoying Coworkers - Working With Difficult People

Annoying Coworkers - Working With Difficult PeopleAnnoying Coworkers - Working With Difficult PeopleWhenever you bring togetherbeibei a bunch of people, there is a jumble of different personalities. Some of them exist together harmoniously, but there are always a few outliers. The workplaceis no exception. In addition to people with whom you can easilyget along,you will also find some annoying coworkers. What sets the workplace apart from many other settings is that everyone- even those who are the most difficult- must cooperate in order to be productive. Here are five types of annoying coworkers and advice that will help you get along with each one. The Chatterbox Lets start with your most affable coworker. The chatterbox usually means well. She is friendly and wants to share all her thoughts (every last one of them) with you. She isnt trying cause harm to anyone...her incessant talking is just keeping you from concentrating on your work. Here are some things you can do to quiet down your talkative coworker so you can get your job done. Dont risk insulting your colleague by telling her to be quiet. Instead, put the blame on yourself. Tell her you to have trouble concentrating while you are listening to her very engaging stories but you would love to hear them at some other time. Just not while youre working. Then, if you truly enjoy her company, have lunch with her once a week (less often if thats too much for you). The Gossip The gossip seems to know everything about everyone and he wants to share it. Should you listen to what your busybody colleague has to say? It depends on the nature of the information. If you have the opportunity to hear the useful news that may not make it through mora formal information channels in your workplace, then you should pay attention, but do it with a cynical ear. The problem with gossip is that it carries both elements of truth and fiction. However, if the news being shared is of a very personal nature, for example, h e starts telling you about another coworkers marital problems, change the subject or say you dont feel right discussing someone behind his back. Avoid conveying any information he shares with you with others because then you run the risk of becoming a gossip too. The Complainer Theres always one person in a group who can never find anything about which to be happy. If shes not complaining about her health or her family, then her job, the company, or your boss are the subjects of her disapproval. Of course, some of her complaints may be legitimate, but the incessant whining is getting on your nerves. Shes in danger of bringing everyone down with her negativity. Change the subject whenever the bellyaching begins or, if the complaints are centered around work, ask her if shed like your help brainstorming some solutions. Who knows? Together you may be able to solve some problems. The Delegator In almost every workplace youll find someone who wants to share his work with his co lleagues. These arent people who have a legitimate reason to delegate work to others, for example, managers or team leaders. They are those who either cant do all the work their boss has assigned to them or dont want to do it. If teamwork is encouraged in your office and you have time to help your colleague, you should. However, if managers are the only ones who have the authority to delegate or you already have your hands full with your own work, then you have to turn down the request. Tell your coworker you dont have the time to take on any moretasks. The Credit Grabber The credit grabber does not acknowledge when others have collaborated with her on a project and contributed to its success. She accepts all the praise without mentioning that she didnt do all the work. The first time this happens, you can consider it a mistake. Maybe she just forgot to say she had help. Let your colleague know you are offended and ask her to let others know about your participation. If she refu ses to do that, or if this happens again, make sure you let others know about the role you played in getting the project done. Then, unless your boss forces you to work with this person, refuse to help out again.

How to Give Two Weeks Notice When Quitting

How to Give Two Weeks Notice When QuittingHow to Give Two Weeks Notice When QuittingWhen an employee resigns from his job, hes asked to give two weeks notice to notify his employer, Two weeks is the traditional, standard amount of time that an employee agrees to continue working for his current employer before he departs. The employee announces that his resignation goes into effect at the end of the second week after he gives notice. At the end of the two-week work period, the employee is no longer an employee of the firm. When Two Weeks Notice Is Not Wanted by an Employer Two weeks notice is often not required nor appreciated by the employer. Human Resources may have standard practices they follow to eliminate the possibility of charges of discrimination, no matter how liked or valued the resigning employee was to the organization. HR is also concerned with the effect of the resignation on the morale and positive outlook of the employees who remain. Resigning employees might bad -mouth the company on their way out the door, so HR sees no good reason to risk allowing a disenfranchised employee to stay to chat at work. Possible Employer Standard Practices An employer could handle a resigning employee in these ways The employee is not allowed to return to her work area or to say goodbye to coworkers.The employer arranges a time for the employee to meet so that she can remove personal items from the workplace.The employer walks the employee out of the workplace immediately. If your job is sensitive and you have access to company information, confidential information, and confidential computer systems data, your company may not want you to work during your brde two weeks. You may instead find youre escorted out of the workplace when you resign. Some companies have adopted immediate termination as their standard practice upon employee resignation. In these cases, most employers pay for the two weeks, even though they were not worked by the employee,because th e employee offered to work and was turned down. Some standard HR practices dont allow the resigning employee to work even if he was available. The Employees Perspective on Giving Two Weeks Notice From the employees perspective, for companies that dont automatically pay for the two weeks, employees may be better off working to earn the paycheck. They may want the opportunity to clean up all loose ends and say goodbye to their coworkers. On the flip side, however, the longer you stay in the company following your resignation, the more possibilities exist for something to go wrong for which you would experience consequences. In your last two weeks, you may make a decision you think is perfectly innocent, but your employers may perceive it as a mistake, and then later hold you responsible. Depending on your job, two weeks notice might not be in your best interests. Some career experts recommend that you make your last day of work the day you resign. Managers Notice ofResignation Its recommended that managers give two to four weeks notice, but the amount of recommended notice time is also determined by the position. At the same time, if a new employer is waiting in the wings, the new employer may expect a new employee will start in two weeks, unless a different time frame is negotiated. If your employee has an employment contract that states two weeks notice or another variation on notice time is required, the employee and employer must abide by the terms of the contract.

DiscoverE Educator Awards Highlight Efforts of Three STEM Teachers

DiscoverE Educator Awards Highlight Efforts of Three STEM Teaczu sichs DiscoverE Educator Awards Highlight Efforts of Three STEM Teachers DiscoverE Educator Awards Highlight Efforts of Three STEM Teachers (Left to right) Daisy Rayela, Leon R. Grant III and Jill Johnson were recognized as the winners of the 2015 DiscoverE Educator Awards at a ceremony on June 8 at the National Academy of Sciences Building in Washington, D.C.Earlier this month, DiscoverE honored three pre-college teachers for their efforts to introduce young people to engineering. The three teachers Leon R. Grant III, Jill Johnson and Daisy Rayela were named as the winners of the 2015 DiscoverE Educator Awards. Eight other teachers were named runners-up in this years program.Eighty-five teachers were nominated this year for the DiscoverE Educator Awards program, which provides engineers with the opportunity to show their appreciation for the pre-college STEM educators who are encouraging young people to discover engi neering. The three winners were recognized June 8 at a ceremony at the National Academy of Sciences Building in Washington, D.C. The winners each received a $2,000 cash prize and a gift pack of classroom supplies from 3M, while the eight runners-up each received $500 each and 3M gift packs. One of this years three top winners, Leon Grant, is the founder of the Bridge-Gap STEM Mentoring Program and Society for Pre-Engineering at Marietta High School in Marietta, Ga. Grant has spearheaded a three-year project in which his students work with engineering students and professionals to research, engineer, design, and construct sustainable buildings for communities in Haiti, using repurposed shipping containers. Leon has inspired many of his students to continue on to study engineering in college and become successful engineering professionals. DiscoverE Educator Award-winner Jill Johnson started her career as an electrical engineer working as a research and development controls specialis t. Feeling that women and minorities were underrepresented in the engineering field, however, she changed her career path. As a teacher at Johnson Aerospace and Engineering High School in St. Paul, Minn., Johnson provides new STEM learning opportunities to underserved students in the Minneapolis-St. Paul area. She also established a STEM camp for middle school students and teaches a course, Bridging Engineering and Education, which trains educators how to introduce K-12 students to engineering.This years third winner, Daisy Rayela, believes that learning shouldnt be limited to the classroom. Before becoming the current STEM coordinator at Thomas Johnson Middle School in Lanham, Md., Rayela taught at Jose Panganiban National High School, where her science club was active in environmentally focused outreach programs within the community. Rayela started the Gateway to Technology program at her school to offer students problem solving, hands-on STEM based activities related to design an d modeling, automation and robotics, energy and the environment. The eight runners-up in this years program are Ramatu Gariba of the South Municipal Education Directorate in Accra, Ghana Rebekah Hammack of Stillwater Middle School in Stillwater, Okla. Cary James of Bangor High School in Bangor, Maine Richard Johnson of Rostrata Primary School in Whilletton, Australia Katie Marchionna of Highland High School in Palmdale, Calif. Aaron Tostado of Da Vinci Science High School in Hawthorne, Calif. Jaime Trevino of the Foy H. Moody High School Innovation Academy from Corpus Christi, Texas and Kate Youmans of the American International School of Utah in Salt Lake City.The DiscoverE Educator Awards are sponsored by 3M, Bechtel, ExxonMobil Corp., Lockheed Martin Corp., Shell Oil Corp., and the United Engineering Foundation (UEF). For more information on the awards program and this years winners and runners-up, visit http//bit.ly/1G7DDNI.