Los Angeles Unemployment Rate

denn man tau Angeles Unemployment Rateleinen los Angeles Unemployment Rateleinen los Angeles Unemployment RateAccording to the Bureau of Labor Statistics (BLS), the Los Angeles unemployment tarif was 7.5 percent in December 2014. Comparatively, the US unemployment rate for that period was 5.4 percent. For statistical purposes, the BLS considers the Los Angeles area to include both Los Angeles County and Orange County.Looking at Unemployment Trends Over TimeThe BLS provides archived data of Los Angeles unemployment rates, allowing both job seekers and employers to see how data has changed through the years. In the case of Los Angeles, the unemployment rate has gradually declined, suggesting a general economic improvement. Between 2011 and 2013, the unemployment rate improved by over two percent.The Impact of the 2008 Recession on the Los Angeles WorkforceLike many other areas of the United States, Los Angeles was adversely affected by the 2008 economic recession. The annual unemployme nt rate for the area in 2008 was 6.9 percent, but it was just 4.8 percent in 2007. In 2011, the area saw a slight recovery. Since then, the unemployment rate has consistently fallen, indicating that Los Angeles is recovering after the initial economic hit brought on by the widespread 2008 recession.Industries That Positively Influenced the Unemployment Rate in Los AngelesThere are several industries that have played important roles in reducing the rate of unemployment in the Los Angeles area. The job market for wage and salaried non-farming jobs climbed by 1.8 percent in 2014, while information-related positions rose by 2.8 percent.Education and health services careers were significant in strengthening the Los Angeles economy, too. In 2014, the job market in those fields increased by 4.2 percent. Kaiser Permanente and USC Medical Center are two of the top employers for the latter sector, while California State University employs many people in the education sector.Likely Areas of Fu ture Economic Growth in Los AngelesHealthcare is a perpetually rapidly growing career sector, not just in Los Angeles, but also nationwide. Factors such as an aging bevlkerung and improved access to healthcare for a larger number of people mean that healthcare jobs could help reduce the US unemployment rate.In Los Angeles, residents spent 5.1 percent of their income on healthcare-related expenses between 2012-2013. However, healthcare is not the only potential economic powerhouse that could benefit the areas economic growth.So-called green jobs that look to reduce pollution, conserve natural resources, grow renewable energy and optimize recycling all show promise as job catalysts. In 2011, California offered more such jobs than any other state.Due to Californias large population, the growth rate of green jobs in the state that year was considered average by the BLS. However, the trend towards eco-friendly living is taking off nationwide, and many people view Los Angeles as a hotbed of popular trends, which may help fuel the demand for future green jobs.Industries That Are Unlikely to Reduce the Unemployment Rate in Los AngelesAlthough the Los Angeles economy has shown overall improvement in the years since the 2008 Recession, this success was not evident across all industries.Looking at December 2014 data, for example, jobs in the government sector fell by 0.4 percent compared from the previous year.That downward trend is also reflected in job market data for the months leading up to the end of the year. The manufacturing industry has also struggled recently data shows this sector fell by 1.6 percent in December 2014. Surprisingly, this shows a slower decline in the manufacturing industry than what has occurred in recent months.A key measure of labor supply, the unemployment rate is defined as the percentage of the total labor force that is unemployed but actively seeking employment and willing to work. Use the links below to see unemployment trends from the 2 8 major metropolitan marketsAtlantaDetroitNew York CitySan FranciscoBostonHoustonPhiladelphiaSeattleChicagoLos AngelesPittsburghWashington, D.C.DallasRelated ResourcesPost a Job Los Angeles

Job Candidate Evaluation Sample Form

Job Candidate Evaluation Sample FormJob Candidate Evaluation Sample FormDo you need a sample job candidate evaluation form that you can use as you interview your prospective employees? This form enables your staff members, who are participating in the interview process with a candidate, to assess the individuals qualifications. The format provides a method for comparing the interviewers impressions of various candidates. The questions also provide guidance about the type of skills and potential contributions the interviewers should be assessing in each candidate they interview. This format allows you to customize the questionnaire with any additional assessments you believe are necessary for the pertinent position. Over time, you will want to develop customized job interview questions for every position you commonly fill. Even in the short term, provide some guidance to the managers and other interviewers about which questions each interviewer is responsible for asking. As an example , when hiring a ausverkaufperson, the hiring manager might have the responsibility to assess the individuals sales ability, his or her aggressiveness, and other specific work requirements. The Human Resources Director may want to assess the candidates cultural fit with both questions and observations about how the candidate treated staff. A peer will want to know how the candidate works in a team environment, how the candidate handles rejection, how the candidate gets leads and how the person might fit as a coworker. Another employee who performs the same job as the one the candidateis interviewing to do can assess the candidates knowledge and job fit. If you share questions and responsibility across interviewers, you will learn mora about the candidate. You will discover whether the candidate fits your organization. The candidate will not experience the same interview questions repeatedly which can cause interview fatigue. This is a real drag on a candidate to repeatedly answer the same questions. It may also leave the candidate with an unfavorable view of your organization. At your job candidate recruiting planning meeting, assign responsibility for areas of assessment and interview questions. Take a look at the suggested format to obtain insight into how you approve interview questions for this role. Itmight fairly and mora objectively compare the skills, experience, and characteristics of the candidates you have chosen to interview. Below is the sample candidate evaluation form. Candidate Evaluation Form Position Candidate Name Interviewer Name Interview Date Based on the interview, please evaluate the candidates qualifications for the position listed above. In each section, space is provided to write additional job-specific comments. If one of the questions does not apply to the position, please write N/A in the comment section. Education / Training The candidate has the necessary education and/or training required for the position. _____ Exceeds requirements _____ Meets requirements _____ Needs a little mora training _____ Doesnt meet requirements Comments Work Experience The candidate has prior work experience that is related to the position. _____ Extensive experience _____ Meets requirements _____ Not related but transferable skills _____ No prior experience Comments Skills (Technical) The candidate demonstrated to your satisfaction that he/she had the necessary technical skills to perform the job successfully. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Supervising Others The candidate demonstrated to your satisfaction that he/she had the necessary experience in supervising or managing other employees to perform the job successfully. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Leadership Skills The candidate demonstrated to your satisfaction tha t he/she had the necessary leadership skills to perform the job successfully. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Interpersonal Skills Communication articulates ideas clearly both written and orally. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Teamwork Demonstrated the ability to work well in a team and with superiors, peers, and reporting staff. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Time Management Demonstrated the ability to manage time independently and work efficiently. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Customer Service Demonstrated the ability to be customer focused. _____ Exceeds requirements _____ Meets require ments _____ Needs a little more training _____ Doesnt meet requirements Comments Motivation for the Job The candidate expressed interest and excitement about the job. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Problem Solving Demonstrated the ability to design innovative solutions and solve problems. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Skill Needed List an additional skill specific to the job you are filling. Demonstrated the ability to _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Skill Needed List an additional skill specific to the job you are filling. Demonstrated the ability to _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Skill Needed List an additional skill specific to the job you are filling. Demonstrated the ability to _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesnt meet requirements Comments Overall Recommendation _____ Highly recommend _____ Recommend _____ Need clarification of qualifications _____ Do not recommend Comments

How to Create a Workplace Culture of Wellness

How to Create a Workdistributionspolitik Culture of WellnessHow to Create a Workplace Culture of WellnessThe Wellness Problem Changing Culture is the Solution Employers are under intense pressure to rein in costs and increase profitability. This is particularly true when it comes to developing employer-sponsored wellness programs. As a result, employers focus their time and money on identifying and trying to fix the obvious causes of poor employee health (smoking, overeating, lack of exercise, etc.) that are driving up costs. Unfortunately, in part, this is an example of missing the forest for the trees. Yes These unhealthy lifestyle habits must be addressed. But, its how, when, and why employers address them that determine the likelihood of success. To create a healthy, high-performance workforce, employers will have to dig deeper to identify and address the many and varied factors that affect their employees and influence their health and wellness. Ultimately, this means that empl oyers will also have to examine the role that workplace culture plays in employees overall well-being because health and wellness dont happen in a vacuum. We know that social factors play a significant role in peoples well-being. For most employers, creating a culture of health and wellness isnt just a matter of choosing the right gym program, introducing a dynamite team challenge, or changing the cafeteria menu. Its a matter of making sure that health and wellness are woven into the cultural fabric of the organization. Its both about what the organization does and who the organization is - what the organization stands for, what its mission is, and how its approach to caring for its employees is expressed. Making a culture shift to one that supports health and wellness is a significant change, but can deliver measurable benefits quickly. How to change the wellness culture The first thing organizations can do to start the culture shift is to make sure that health and wellness ar e part of their corporate values and that those values are clearly defined and expressed. This includes both policies and practicesand is revealed in everything the organization does, from small to large. Even something as small as whether you have veggie slices or donuts at your next meeting sets the tone and communicates your intent. The second thing is to recognize that each organization is a unique ecosystem in which each individual plays a role and exerts influence, whether consciously or unconsciously, overtly or covertly. Therefore, the value of caring about individuals is important. People need to know that they count and that you care about them as individuals, not simply as programmers, welders, clerks, or teachers. To optimize the health and wellness of employees, take note of the following three priorities Recognize that health and wellness require effort from both the grassroots and the executive suite.Health and wellness thrive as a team sport, in which everyone at eve ry level has a role to play. Employees talk about health and wellness as a critical personal and organizational imperative in a wellness supporting culture. People at the top lead and commit to health and wellness, such that wellness activities receive support from the top levels of management, who also model the values.Create conditions that allow your employees to shine.Employers should do whatever it takes to make the environment around the office attractive for wellness. Employers need to make the office a place employees want to work because they end each day with a feeling of accomplishment, a feeling that their efforts count, and that they are valued.This means fostering employees sense of autonomy, mastery, control, and meaning. Realizing that your employees are your most important asset can make all the difference. Create a healthy environment and your team can flourish. Reach people where they are. Dont force-feed pre-packaged wellness solutions to employees you care about . Meet your employees where they are at and demonstrate that you care by helping them take steps to achieve the goals that are important to them.By helping employees achieve whats important to them, you also help them build competency and orient them for success. You help them prove to themselves that positive change is possible.Paying for a gym membership or a fitness band is great for people who are already committed to working out, but it will never reach people who are not committed or easily motivated to exercise. Unhealthy behaviors may be coping responses to issues that arent directly related to what you see as the problem.To successfully promote workforce wellness and enjoy its benefits, care about employees, and support and help them achieve what counts for them. You then will have a far greater likelihood of getting them onboard for other changes that can help them and your bottom line. Taking cultural change seriously, making the workplace an environment that supports pe oples initiative, creativity, responsibility, and meaning and helping employees address issues with which they struggle are the real building blocks to creating a workplace that reflects great health and wellness that is also self-sustaining.

Inspirational Quotes About Excellence at Work

Inspirational Quotes About Excellence at WorkInspirational Quotes About Excellence at WorkAre you a manager looking for an inspirational quote about excellence to include in yur newsletters, business presentations, websites, training classes, or posters?The following quotes about excellence will foster a sense of excitement and engagement and instill a sense of value among your employees. They are useful in motivating and inspiring your employees, which in turn will help you achieve success. They will also show your staff how they can turn work and their working life into something special. Quotations About Excellence Pearl Buck The secret of joy in work is contained in one word- excellence. To know how to do something well is to enjoy it. Charles R. Swindoll The secret of living a life of excellence is merely a matter of thinking thoughts of excellence. Really, its a matter of programming our minds with the kind of information that will set us free. Aristotle With regard to exce llence, it is not enough to know, but we must try to have and use it. Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit. Vince Lombardi The quality of a persons life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor. Character is just another word for having a perfectly disciplined and educated will. A person can make his own character by blending these elements with an intense desire to achieve excellence. Everyone is different in what I will call magnitude, but the capacity to achieve character is still the same. I will demand a commitment to excellence and to victory, and that is what life is all about. Mario Andretti Desire is the key to motivation, but its determination and commitment to an unrelenting pursuit of your goal- a commitme nt to excellence- that will enable you to attain the success you seek. Pat Riley Excellence is the gradual result of always striving to do better. Charles Handy The companies that survive longest are the ones that work out what they uniquely can give to the world not just growth or money but their excellence, their respect for others, or their ability to make people happy. Some call those things a soul. Tom Peters Excellent firms dont believe in excellence- only in constant improvement and constant change. Thomas J. Watson If you want to achieve excellence, you can get there today. As of this second, quit doing less-than-excellent work. Colin Powell If you are going to achieve excellence in big things, you develop the habit in little matters. Excellence is not an exception, it is a prevailing attitude. John W. Gardner Some people have greatness thrust upon them. Very few have excellence thrust upon them. Og Mandino Today, and every day,deliver more than you are getting paid to do. T he victory of success will be half won when you learn the secret of putting out more than is expected in all that you do. Make yourself so valuable in your work that eventually you will become indispensable. Exercise your privilege to go the extra mile, and enjoy all the rewards you receive. You deserve them Thomas Aquinas The test of the artist does not lie in the will with which he goes to work, but in the excellence of the work he produces. Jos Ortega y Gasset Excellence means when a man or woman asks of himself more than others do. Michael Gelb and Tony Buzan Whatever your discipline, become a student of excellence in all things. Take every opportunity to observe people who manifest the qualities of mastery. These models of excellence will inspire you and guide you toward the fulfillment of your highest potential. Ralph Marston Excellence is not a skill. It is an attitude. Martin Luther King, Jr. If a man is called to be a street sweeper, he should sweep streets even as Michelan gelo painted, or Beethoven composed music or Shakespeare wrote poetry. He should sweep streets so well that all the hosts of heaven and earth will pause to say, here lived a great street sweeper who did his job well. If you find these quotes helpful and inspiring, you may also like theseinspirational work quotes and quotes about goals and success and at the workplace.

Inexpensive Advertising Strategies for Your Nonprofit

Inexpensive Advertising Sttarifgies for Your NonprofitInexpensive Advertising Strategies for Your NonprofitIf you are involved in the marketing and advertising of a gemeinwohlorientiert, you know that money is always a concern. So how do you get people to donate without blowing the budget? Here are six tips to get you started. 1.Ask Promotional Experts to Donate Their Services or Work at Reduced Rates Almost every ad agency, PR consultant, and freelancer has a special discounted rate for charity work and nonprofits. Now, it may still put them way out of your league financially, even if its 50 percentoff. If you really want that particular expert, whether theyre a copywriter, art director, designer, producer, or any other specialist, sit down with them and have a frank conversation. Tell them what you need, what you can afford, and what you could give them instead of money. For instance, some people will donate their services free of charge in exchange for some great work for thei r portfolio. Others will do it to network or expand on their skill set. The biggest lesson here is simply this If you dont ask, youll never know. 2.Take Advantage of the Google Ad Grants Program If you have a worthy enough cause, you can get some serious free money to spend on Google ads. Designed to help charitable organizations grow and solicit donations, the Ad Grants program could set up your nonprofit with $10,000 in Google advertising every single month. Thats $120,000 per year in marketing, at absolutely no cost to you. Of course, its not just as simple as filling out a form and receiving the free placements. You have to pass the eligibility checks. To start, youll need to demonstrate that your nonprofit is a valid charity and has a functioning, detailed website. 3.Create Something That Has Great Shareability The word viral is heavily abused in advertising these days. And when someone asks for a viral video, what they are really saying is get me millions of impression s for the least amount of money possible. With most industries, thats tough. But when it comes to nonprofits, there is a natural tendency for people to want to share what they see because they know they will be helping a good cause. They are not going to share something boring or inappropriate, however, so think about stories you can tell that connect with people on an emotional level. 4.Get a Donate Button Added to Your Facebook Page Anytime you can get something to legitimize your nonprofit- and solicit revenue- you have to jump on it. The Donate button on Facebook is a perfect way to do both, and it takes very little effort on your part. To begin, you must be the administrator for your organizations Facebook page, and you will have to enroll your nonprofit with Facebook Payments. 5. Consider an emaille Campaign Email marketing is much cheaper than other types of promotional campaigns and enables you to easily test the effectiveness of your messaging. Youll need to grab re cipients attention with a captivating subject line if they never open your email, theyre not going to make a donation. 6.Spread the Word Through Events and Engagements You may not have the money for a fully integrated advertising campaign, but you can utilize your cause to create some events and speaking engagements that are very economical and do a great job of spreading the word for you. Can you speak at a school or business about the work that you do and how important it is? If so, get someone to film it and put it online. You could apply to talk at a local TEDx event. TedX has many around the country, but you need to have a good story to tell. You could also host a fundraiser with a unique angle that will appeal to local TV stations and other media outlets. Get smart about the way you promote yourself, and you can see small financial investments bring about outsized returns.

The Ideal Approach to Template for a Resume

The Ideal Approach to Template for a Resume All About Template for a Resume Employers and recruiters are going to be able to rapidly understand your career progression. Managers and executives should revolve around business skills in addition to technical expertise even should they fall into a technical industry. Job seekers deserve to locate decent content quickly. Resumes may be used for a number of reasons, but fruchtwein often theyre utilised to secure new employment. Template for a Resume the Ultimate Convenience Writing a resume for employment in the art industry can be difficult. Your job (while youre attempting to find a job) is to make sure to fit what theyre searching for. Each time you put in an application for a new job, check your resume to make sure that it isnt only targeted, but in addition current. If its a previous job ensure you write your bullets in past tense. The Basic Facts of Template for a Resume Finding a testimonial is often as simple as asking a colleague, teacher or previous employer to compose a few sentences about you. Speaking of unique, the most important aim of your resume is to make you stick out from the remainder of the folks applying for the exact same job and another means to create that happen is to use action verbs and power words (also called resume verbs). So once youre contemplating how to compose a resume, dont forget that you need to be selling your abilities and accomplishments, not only listing your work history and your old responsibilities. On the reverse side, in the vorstellung the work only requires a fundamental understanding of XML, and you list that youre a novice, you get a good possibility of making it in the list of applicants they would like to interview. The War Against Template for a Resume Whether youre a recent graduate or a career changer, understanding how to compose a resume whenever you have zero work experience may appear daunting. Your professional experience has become the mo st important portion of your resume. Finally, you wish to attempt to strike a balance between including experience thats both timely and relevant. Taking the opportunity to work on your resume is vital. The Foolproof Template for a Resume Strategy Company accomplishments count, too (just be certain that you list them of the suitable way). Demonstrate, as succinctly as possible, the range of your responsibilities and the way you delivered measurable outcomes. What you exclude is at least as crucial as what you include. Building a resume isnt a task you may leave up to chance. There are two types of font. Its important to pick a font and font size thats legible and leaves enough white space on the webpage. You dont need to invent a totally new layout. Our templates make it simple to create your very own expert portfolio without needing to develop the design by yourself. What to Expect From Template for a Resume? To save a good deal of heartache down the road, ensure you u se our resume builder to create a document that may be easily transferred to several job applications. A simple resume template is going to be your very best bet. The very last thing you would like is for your resume to let you down when youre actually the best suited pick for the job. As it reminds you that it might be worth putting that additional time in your application (even in the event youd rather be doing something else). Resume objectives can be a little controversial. Possessing a very clear and professional resume is important in the health care field. Bear in mind a prospective employer can request a duplicate of your transcripts, thus its important to be up front and truthful about your GPA. You have to tailor your resume to each work application so that it responds to the particular prerequisites of the job that youre applying for. Ideas, Formulas and Shortcuts for Template for a Resume Make certain its tailored to not merely the position, but the business too. A resume, actually, is your own bonafide advertising document. If you are at present at a business, write in present tense. If you mention the businesss name, make certain that you get it right. The Template for a Resume Game Be aware that there might be circumstances when including some of these information demonstrates that youre a fantastic fit for the job. The info in your resume should paint an image of the kind of employee you are and show employers what youre capable of accomplishing. Try to remember the idea of Less Is More and filter the information that you have in your job program, only including the relevant specifics. Its far mora effective if the very first bullet also offers an overview, be it on the kind of company you worked for, the range of operations, the yearly revenue, or the quantity of clients served. You can also have your site URL and portfolio here. Youve now made a template document. Open the resume template without using your Internet browser if youd like to produce modifications to the true template. Well, a part of software analyzes your resume for sure keyword phrases and provides you a score based how well your resume matches a predetermined collection of keywords chosen by the business youre interviewing with. The Start of Template for a Resume You dont need to include your house address, even though there may be some situations when doing so would be recommended. Consider it, rather, as a chance to showcase the wonderful things youve done in your career and an opportunity to initiate a conversation with a prospective employer. Most individuals look at writing a resume as just something youve got to do to have a job. The issue is, plenty of people dont see it like an art formrather an obligation. Dont neglect to incorporate any exceptional training youve completed or appropriate coursework. Very clear and descriptive, the qualifications summary is very good if youre applying for employment that asks for quite a particular set of skills. Functional resumes are excellent for highlighting transferable skills which will be applicable to your new field of work. A resume is a rather selective body of content. The procedure for building your resume and applying online might take several hours. Understanding how to tailor your resume will obviously provide you an advantage. If you would like to bring an example in a bullet, keep it to a maximum of 3 items.

Learning to Acknowledge and Understand Other Cultures by Recognizing Your Own

Learning to Acknowledge and Understand Other Cultures by Recognizing Your Own Those who work or live around people from other cultures understand the importance of learning about the differences that surround them. What is often neglected, however, is the equal importance of knowing ones own culture, values, and beliefs in order to relate more effectively across cultural lines. Awareness of our own culture is important, because it can keep us from projecting our values onto others. Projection, in this sense, means the tendency to think other people are doing something for the same reasons we would. This can happen when we are unaware of the values that drive us and unable to distinguish them from those held by other cultures.We see the world through a distorting screen created by our deeply held often subconscious values and beliefs. This reality can lead to an unintentional blindness and potent ial insensitivity to the values important to members of other cultures.For example, mainstream American culture respects direct eye contact. Those born and raised in this culture assume people who do leid look us in the eye are dishonest, weak, and/or evasive. By contrast, most Asian cultures teach that avoiding eye contact is respectful and considerate. This means an American employer is apt to interpret an Asian-born applicants lowered eyes as a sign of dishonesty, when he or she is simply showing respect for the interviewer.The first step toward solving this problem is clear learn as much about other cultures as you can. The second step is also clear, but frequently overlooked understand your own assumptions about body language, communication style, or other cultural characteristics that impact your impressions of the outside world. This may seem easy, but it is not. Our own culture is such a part of us that we are typically unaware of its existence and implicitly expect the worl d around us to reflect our culture back at us. Some of us go so far as to think of our own culture as human nature and, to make matters worse, as one to which all should conform.So if knowing ones own culture is not automatic, how can we achieve this knowledge? The answer lies in exposure and observation. First, be around other cultures. The next step is impossible without the opportunity to interact with those who are different from you. Second, when around people from different cultures, watch for three things moments of tension, misunderstanding, and points of conflict.When one of unterstellung happens, dont panic. Observe yourself and your culture. What did you do just before the tension, misunderstanding, or upset feelings arose? That act is part of your culture and was probably a factor in the moments dynamic. What you did was not necessarily wrong, but be aware it grew out of your culturally conditioned values and behaviors. Also, ask yourself What assumption was I making abo ut the situation before the negativity started? Those assumptions, like your behavior, grew out of your culture. Examining them will help awaken the cultural self-awareness that is so important in making cross-cultural relationships work. Yes, knowledge of other cultures is important, but looking at ourselves can teach us as much about cross-cultural understanding as exposing ourselves to a variety of different cultural experiences.

Why Some Recruiters Almost Always Hire the Right Candidate

Why Some Recruiters Almost Always Hire the Right CandidateWhy Some Recruiters Almost Always Hire the Right CandidateIn the age of employer branding, recruiting is often compared to marketing. Like marketers, recruiters must reach and attract a specific audience to buy a productin yur case its an open sttte at your organization.While many companies use employer branding tools such as a website and videos, they often overlook the job description. It has the ability to attract the right candidates and deter those who are unfit. As a recruiter, the job posting is your most precise marketing tool. By creating clear job ads, youre mora likely to attract candidates who are suited for the position.Heres how to approach the job description as a marketing adDefine the Target Audience Marketers have a clear picture of their target audience. They find out as much as they can about the audiences behavior and attitudes relating to the type of product they sell. Thats why an advertisement for perso nal money management services is going to use different language and appeal to different needs than an ad for a free checking account, even though both are in the banking business. Likewise, your job description sells the work to the right audience. Skills Most job descriptions do this fairly well by providing a list of responsibilities and the skills required to complete them. See if you can match each responsibility to a required skill, and be aware that some skills might result in multiple responsibilities or vice versa. For an engineer, one responsibility might be Build crawlers and feeds to support accurate data acquisition. The corresponding skill is Knowledge of DOM (Document Object Model), JavaScript, MySQL and regular expression. If a prospect does not know what those things are, they will be less likely to apply. Experience Often job descriptions arbitrarily request a number of years of experience in a certain field. Its better to think about experience in terms of what th e person needs to be able to do in order to hit the ground running. For example, a statement like, You have provided LTV calculations per traffic source or audience in complex data environments sends a clear message, allowing the candidate to self-select based on this criteria. Attitude Think about the mindset prevalent not only in the company, but of the department and what is required in this specific role. Try to include descriptive, modifyingwords. For example, look at this sentence With grace, humility and confidence you will exercise good judgment in setting priorities as well as managing multiple, sometimes competing, demands on your time. This gives additional meaning to the over-used phrases self-starter and thrives under pressure. If you make an effort to express the attitudinal requirements in unique and jargon-free ways, good candidates will notice. Sell the Job and the Company Marketers clearly communicate what their product offers. Your job descriptions do this by list ing the positions responsibilities and requirements. But what about the specific qualities that can attract people to work at your company instead of your competitor? What makes people loyal to Famous Amos over Chips Ahoy? Apple over Samsung?Differentiate the offering. Some factors that job seekers consider when evaluating two similar roles with similar pay at different companies areOffice environmentTeam dynamic Benefits health care, food, company gym, etc.Stock options TrainingEducational assistance Opportunities for advancement Company leadershipThink about how this role in particular and your company as a whole are unique based on these factors, and work them into the job description. Be honest about the work environment and the team dynamic. Communicating your culture gives candidates another way to determine if they are a fit. Describing differentiating factors allows them to consider your job in relation to competing jobs. The Right Candidates Are Looking For You The best ma rketers know their target audience and their product inside and out. Their job is to craft compelling messages that attract the right customers. When you think about your ideal candidates in terms of skills, experience and attitude and write a job description that accurately represents what the position offers and includes its unique characteristics, more of the right candidates will apply, and the wrong ones will move on. At Simply Hired we want to navigate the ever-changing landscape of successful recruiting with you. Stay with us over the next few months as we explore best practices in recruiting and look at examples of employers that do it well. You can sign up to receive future newsletters and feature articles in our preference center.Read more articles in this series Be The First To Make The Shift Attracting Top Talent in the Job Seekers MarketGet Strategic How to UseData in RecruitingEvaluating Transferable Skills in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumber some Hiring ProcessConduct a Self-Audit for a Candidate-Friendly Job Application Process4 Surprising Truths About Mobile Recruiting5 Quick Fixes for Mobile-Friendly Recruiting4 Essential Steps for Comprehensive Mobile RecruitingYour Message or Theirs? Take Control of Your Employer BrandBalancing Act Ethical Interviewing That WorksHow to Leave a Positive Impression With Rejected CandidatesCharm Candidates With an Irresistible Company CulturePromote From Within or Hire From Without? Six Factors to Consider that Will Shape Your CultureHow to Prevent Your ATS from Working Against YouThree Simple Ways to Attract the Right CandidateAnd Deter All Others

Billing Supervisor Job Description

Billing Supervisor Job DescriptionBilling Supervisor Job DescriptionBilling Supervisor Job DescriptionThis billing supervisor sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Billing Supervisor Job ResponsibilitiesMaintains revenue by establishing, implementing, and controlling billing ordnungsprinzip supervising staff.Billing Supervisor Job DutiesAccomplishes billing human resource objectives by selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining employees communicating job expectations planning, monitoring, appraising job contributions recommending compensation actions adhering to policies and procedures.Meets billing operational standards by contributing billing information to strategic plans and reviews implementing production, productivity, quality, and customer -service standards resolving problems identifying billing system improvements.Meets billing financial standards by providing annual billing budget information monitoring expenditures identifying variances implementing corrective actions.Accomplishes billing departmental objectives by measuring billing results against plans evaluating and improving methods making required changes.Guides employee actions by researching, developing, writing, and updating billing policies, procedures, methods, and guidelines.Obtains revenue by resolving order and invoice disputes maintaining customer relations resolving problems with bank transfer.Approves credit memos by reviewing documentation.Updates job knowledge by participating in educational opportunities reading professional publications.Accomplishes accounting and organization mission by completing related results as needed.Billing Supervisor Skills and QualificationsTracking Budget Expenses, Financial Skills, Developing Budgets, Process Improv ement, Supervision, Problem Solving, Reporting Skills, Multi-tasking, Internal Communications, Informing Others, Reporting Research ResultsEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Billing Supervisor Jobs and apply on now. Learn more abouthow to hireSample Interview Questions How to InterviewCreating and Posting a Job in MonsterHR Salary Information Employee Compensation

What leaders can do to embrace younger generations

What leaders can do to embrace younger generationsWhat leaders can do to embrace younger generationsOver the past several years, Ive talked with plenty of leaders who accuse the new workforce of being unprepared, overly sensitive, lazy and narcissistic. Thats a shame these are common stereotypes that arent always founded in reality.However, these leaders can change their minds - for the better. How? By embracing younger generations and taking the following six steps.Help them growThis is difficult for leaders to wrap their heads around, but younger generations dont see themselves working foryou. Theyre working for themselves, whetzu sich theyre contracted or full-time employees.They realize they arent going to stay with the same organization their entire career. In fact, a 2018 study revealed thatalmost half of millennials expect to leave their job within the next two years. Thanks to the gig economy, they can hop from job to job.Second, we live in an era where its easier than ever to start your own business, launching with nothing more than an idea and a computer. While this doesnt mean younger generations are actually starting more businesses, most millennials haveconsidered it. Gen Z is poised to becomethe most entrepreneurial generation ever.Third, theyre all about personal branding. Building relationships by authentically expressing themselves through their creativity or lifestyle comes naturally.What does this mean for leaders? Rather than view younger generations as subordinates to do your bidding, help them achieve their goals and objectives.Researchfrom software company Bridge shows theyll be loyal if you help them grow professionally and personally.Millennial employees are looking for something different in their jobs, beyond good compensation, said Emily Foote, a vice president at Bridge. They arent satisfied with routine promotions or pay bumps they want opportunities to learn, develop new skill sets, and grow into leaders. Organizations that creat e learning environments are rewarded with employee engagement and loyalty.Embrace diversityWhile this group of talent was born within a specific time period, its members dont share the same characteristics and personalities. Theyve had different educational and career experiences. Each has her own expectations, priorities and goals.Take the time to listen to each person individually. This will help you not only break down those stereotypes, but also give you the opportunity to get to know them. As a result, you can work with them to achieve their specific goals and objectives.Work toward a greater purposeThe younger workforce wants to work toward something greater than your bottom line. Studies have shown that millennials, for example, cite corporate social values as the most important factor when choosing an employer.This is more than philanthropy and charitable giving. Its having asocial purposethat aligns with their values while fostering a corporate culture where day-to-day deci sions support social and environmental ideals.Prepare them for Industry 4.0The Deloitte Millennial Survey 2018found young workers dont feel ready for Industry 4.0 - the name given to the Fourth Industrial Revolution consisting of smart and autonomous systems run by data machine learning.Its not their technical skills theyre concerned about. Young workers are more focused on developing soft skills, such as interpersonal skills, confidence and ethical behavior.Give them freedom, flexibility and more responsibilityTheres a misconception that younger generations are lazy and entitled. They want to work and be challenged.The catch? They want to do meaningful work with a sense of purpose.Whats more, they dont want to be micromanaged. They prefer a flexible schedule that allows them to achieve work-life balance, and theyre willing to accept new responsibilities.Do certain jobs and situations require them to be present at specific times? Absolutely. But be open to letting them occasionally work remotely and set their own hours. And, as long as youre comfortable, dont be afraid to hand off new responsibilities to them.Provide them with mentoring and coaching opportunitiesWhen I was younger, the last thing I wanted was advice from others. Younger generations, believe it or not, want coaching and mentoring opportunities.Nonprofit Midland Institute for Entrepreneurship cites mentorship as a key ingredient for the high school students who participate in the institutes CEO (Creating Entrepreneurial Opportunities) program. Students and local business mentors are matched after short conversations, similar to speed dating. We encourage our students to initiate the Mentor-Student relationship and use them as a starting point for their business network,saidCEO mentor Christene Murphy.Listen to your younger employees Youd be surprised at how naturally mentoring and coaching comes to those with experience. If you feel youre not the right person for the job, refer them to someone who can take them under their wing.Dont let stereotypes prevent you from engaging and embracing younger generations. You may discover that this group could bring fresh ideas and needed perspectives to your organization.Rashan Dixon is a senior business systems analyst at Microsoft, entrepreneur and a writer for various business publications.This article first appeared on SmartBrief. If you enjoyed this article, sign up for SmartBriefs free e-mails oncareer developmentandleadership and management,among SmartBriefsmore than 200 industry-focused newsletters.