Customize this Board Member Resume

Customize this Board Member ResumeCustomize this Board Member ResumeBoard members steer organizations toward financial and economic goals. In order to obtain a position on a governing board, you must demonstrate leadership qualities. Its important to determine whos reviewing your application and tailor your resume to showcase the talents they admire.State your objective clearly, and emphasize how your qualifications benefit the organization. In plus-rechnen to listing prior work experience, identify specific examples of past successes and policies implemented. Add individuality and character to your resume by showing industry awards, committee memberships, and community involvement.Use the board member resume sample below to create a personalized document that secures you a seat on the board. Create this Resume Daniel Saxton4458 University StreetSeattle, WA 98101(999)-511-5008d.saxtontmail.comObjectiveTo secure a position in a well established industry as Board Member to devise an o utstanding mission for the company. Summary of QualificationsExperience providing administrative support High level of multi-tasking skillsEnergetic and resourcefulSuperb project management skillsProficient with MS Office Suite (Word, Excel, PowerPoint) Professional ExperienceBoard Member, January 2007 PresentAffinity Health Plan, New York, NY ResponsibilitiesAttended and participated in board meetings and important related meetings in a regular basis. Made serious consignment to join in committee work. Offered for and accepted assignments and completed them thoroughly and on time. Stayed and kept informed about committee matters, prepared oneself well for meetings and examined and pointed out on minutes and reports. Participated and took part in fund raising events for the organization. Board Member, May 2004- December 2006IvyTech LLC, New York, NY ResponsibilitiesResponsible in selecting, supporting and guiding the CEO.Ensured integrity such as legal and financial and organizatio nal accountability.Implemented programs to ensure that quality of programs are delivered in accordance with its mission or goals.Complied corporate regulations and policies.Communicated and coordinated with stakeholders.EducationMasters Degree in Business Management, 2004Yale UniversityBachelors Degree in Business Management, 2002Yale University Customize ResumeMore Sample ResumesBilling Specialist Resume Blogger Resume Board Member Resume Board Of Director Resume Bodyguard Resume Boilermaker Resume Bond Trader Resume

This is the perfect breakfast (according to nutritionists)

This is the perfect breakfast (according to nutritionists)This is the perfect breakfast (according to nutritionists)There will never be a final word on the should you skip breakfast debate, because the question is all wrong.As, Registered holistic nutritionist and spokesperson for Lenny and Larry,Peggy Kostopoulos, explained to Ladders, the school of thought is pretty split on this and rules vary on the individual.Some intermittentfasters, skip breakfast in favor of making up the difference later on in the day. This can be a great way to lose weight and avoid popular unhealthy breakfast temptations, like croissants and donuts, as long as certain stipulations are put in place. If you skip breakfast you have to make sure youre supplementing its absence with things that will help you stay energized and focused throughout the day. Whether or not you should incorporate breakfast comes down to an understanding of your particular body and its needs.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreBut if youre gonna eat breakfast heres how you ought to, according to the experts.ProteinFor many having a healthy meal in the morning is essential to a productive day. USDA reports have linked breakfast and highermarkings on standardized tests.Additionally, a recent study published this year in BMJ corroboratesKostopoulos assertion, that skipping breakfast on its own does not actually help us lose weight. Things like lifestyle and socioeconomicfactors are much more reliable determinants as far as calorie consumption is concerned.If youre a person that has a pre-existing health condition, that comes with certain nutritional precautions, or a healthyperson that has the kind of schedule that allows for the preparation of a balanced meal in the morning, here are some things you might want to consider.A good breakfast is comprised primarily of protein, fiber, and healthy fats. Thats one of t he reasons many experts caution us against skipping breakfast. We rarely eat some of the best sources of fiber and protein later in the day. Things like whole grain toast, yogurt, fruit, and eggs for example. Eggs, as many know are a great source, but if prepared the wrong way, the health benefitsbegin to play a game of tug of war with the setbacks.One whole egg offers six grams of protein, which is 13% of the daily recommendedvalue. There are 3.6 grams of protein in every egg white. Moreover, egg whitesare rich in potassium, a mineral many Americans dont get nearly enough of. A single serving of egg whites will run you just 17 calories, and they contain0% fat. Boiled eggs are a great alternative to fried eggs as well, boasting 6 grams of protein without all the excess calories. Poached eggs offer the same nutritional value as boiled eggs, with no extra fat needed to prepare. Whole eggs provide a healthy dose of protein and fats which helps to satiate hunger. Plus, the choline found in the yolk helps to improve memory and brain function,Kostopoulos informed Ladders.If your job requires you to be on the move before you have the time to whip up some whites, poach or boil an egg, consider healthy sources of protein that can be eaten while on the run, like plain greek yogurt for instance. Be sure to mind the brands, because sugar to protein ratios will vary with each. Maple Hill Creamerys yogurts are a bit pricey, but the grass-fedmilk used to make them offers omega 3s andconjugated linoleic acid, which are studied to prevent heart disease, inflammation, and diabetes. More relevantly, each serving packs 13 grams of protein.FiberIn addition to helping prevent heart disease and diabetes, a fiber-rich diet lowers blood cholesterol and mitigates calorie intake throughout the day. Fiber has a low energy density, which means it keeps us feeling full for much longer. Starting your day off with fiber will keep you from snacking throughout your day.Consider combining diffe rent foods to create, a rich, fiber powered super meal. Oats, for example, are incredibly healthy all on their own. Theyve got important vitamins, minerals, antioxidants and of course a lot of fiber, not unlike raspberries. Raspberries provide about eight grams of fiber per cup-enter Rasberry Oatmeal.Check outYummy Mummy Kitchenauthoryachthafen Deliosrecipe In a canning jar, shake together 1/2 cup oats, 2/3 cup milk, and 1/4 cup raspberries. Sweeten to taste, seal and refrigerate overnight.Nuts are great on the move sources of morning fiber, particularly, chia seeds. One ounce of chia seeds contains 10.0 grams of fiber. One ounce of almonds (equivalent to about 23 nuts) contains around 3.5 grams of fiber through the disparity is justified by the plethora of additional benefits almonds offer. Kostopoulos explained to Ladders,Almonds also have tons of magnesium. High levels of magnesium support a relaxed mind and body and promote nervous-system health. Magnesium also activates many e nzymes required for energy production in the body, which is key when stress is high and immune function is low. As B vitamins and magnesium are both involved in the production of serotonin, they can further help regulate mood and relieve stress.Additional quick morning fiber solutions include bananas. strawberries, pears, bran muffins, and whole grain toast.The fat rich superfoodTheres no getting around fat. The body needs fats to properly absorb nutrients. Fat also boosts memory and assists the function of certain hormones. A lot of the preferred ways to obtain fat, typically come with adverse health effects, so nutritionists recommend we become a little more scrupulous about where we get our fat needs. Now there are plenty of ways to score some healthy fat, like dark chocolate, or salmon, but theres one fat storing superfood, that both prevents cardiovascular disease and goes great with eggs and morning toast.Avocados, actually contain more fat than a lot of animal sources. Theyre 75% fat in fact, but the primary fatty acid that lives within them is oleic acid. Oleic acid is monounsaturated fat, studied to promote fat burning, fight cancer and prevent Type 2 Diabetes. Avocados are also rich in potassium, containing 40% more potassium than bananas, saying nothing about the 10 grams of fiber they boast.At the end of our discussion, I asked Kostopoulos What does a perfect breakfast look like? (a loaded thing to ask a nutritionist, but to the best of her estimation, she concluded the following Whole egg omelet with avocado and spinach.There you have it.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How to Conduct an Effective Exit Interview

How to Conduct an Effective Exit InterviewHow to Conduct an Effective Exit InterviewAn exit bewerberbewerberinterview is a meeting with a terminating employee that is generally conducted by a human resources staff member. The exit interview provides your organization with the opportunity to obtain frank and honest feedback from the employee who is leaving your employment. Managers and supervisors are also encouraged to conduct exit interviews. Whentrust exists, the exit interview feedback is useful for organizational improvement and development. The exit interview is an integral component of your employment ending process because the information you obtain can make major improvements in your organization. In some organizations, the exit interview is conducted as a part of the employment termination meeting in addition to the rest of the steps on the employment termination checklist. Ask Questions, and Pay Close Attention You will want to listen carefully to what you are told in a n exit interview and make sure that you ask a lot of questions. This will help ensure that you are hearing what the employee is saying and what he or she is not saying. Both are important. It is easy to make a leap of faith and assume that you understand what the employee is describing, but the employees words may not accurately convey the employees true feelings. During an exit interview, being attuned to the employees subtle differences in meaning is crucial to the usefulness of the information you receive. Its also best towrite down what the employee saysbecause you dont want to trust your memory. Understanding the Positive Aspects of Employment By understanding the positive aspects of employment with your organization, it will be easier to retain critical employees and improve workplaceproductivity. Because you are allowed to ask almost any question in an exit interview, its a good time to inquire about compensation and benefits atcompeting companies. You may discover you to p the list. You could also ask the person that is leaving for any positive information they want to share about managers, the organizational mission, the vision of the company, and if your organization excels at communication. Creating aComfortable Environment The key to conducting an effective exit interview is to create an environment in which the exiting employee is comfortable providing honest feedback. The organizational culture that fosters useful exit interview feedback is one in which employees are comfortable sharing ideas openly are encouraged to criticize processes, and methods and are never punished for sharing their thoughts. Distill Employee Anxiety You need to assure the employee who is leaving that the feedback he or she provides will be combined with other employee feedback and presented to management in an aggregated format. This helps distill any anxiety on the part of the employee that there will be reprisals for less than positive feedback. Employees are concerned about their reputations, and they worry about how the exit interview data will be used. They want to be assured that if they run into their manager or coworkers in the future, their information has been kept private. How you quit your job can affect your future. So employees worry about burning bridges and leaving the employer with a less than favorable impression if they speak too honestly at an exit interview. Your goal is to create an environment in which the employee trusts that their feedback is used in an aggregated format with the goal of improving the organization. Ask the Most Important Question Finally, make sure that every exit interview contains the most critical question that you need to ask the employee. You want to know what caused the employee to start looking for a new job in the first place. Yes, marvelous opportunities do fall into a persons lap, and joboffers to move up the managerial ladder occur on occasion, as well. However, for your average emp loyee who is leaving, you want to know why the employee was open to a new job and why he or she was looking in the first place.

92Y Unit Supply Specialist Job

92Y Unit Supply Specialist Job92Y Unit Supply Specialist JobThe unit supply specialist is primarily responsible for supervising or performing tasks involving the general upkeep and maintenance of all Army supplies and equipment. Duties of MOS 92Y This military occupational specialty (MOS) has a wide variety of duties, which include Receiving, inspecting, loading, segregating, and delivering installation supplies and equipment.Operating unit-level computersPreparing all unit and organizational supply documents.Maintaining automated supply system for accounting of organizational and installation supplies and equipment.Issuing and receiving small armsSecuring and controlling weapons and ammunition in security areasScheduling and performing preventive and organizational maintenance on weaponsCoordinating supply activitiesPosting transactions to organizational and installation property books and supporting transaction files Training Required for MOS 92Y Job training for a unit su pply specialist requires ten weeks of Basic Combat Training and eight weeks of Advanced Individual Training with on-the-job instructions. Part of this time is spent in the classroom and part in the field, including practice in handling and storing stock. Unit supply specialists learn the procedures for shipping, receiving, storing and issuing stock, as well as stock control and accounting procedures. They will manage the handling, movement, storage, and maintenance of ammunition, medical and food supplies. Requirements for MOS 92Y In bestellung to qualify for MOS 92Y, recruits need to score at least a 90 on the Clerical segment of the Armed Services Vocational Aptitude Battery test. Theres no security clearance required for this position and no strength requirement. In plus-rechnen to the above requirements, a recruit must havenormal color vision, that is, no color-blindness. Additional Qualifications for MOS 92Y To qualify for a unit supply specialist, a recruit must be fre e of documented instances of conduct which reflects adversely on the character, honesty or integrity of the soldier within the previous five years. Your record must be free of conviction by court-martials or in any federal or state court, and free of any juvenile adjudications in state court. Youll also need to have a record that does not include any punishment under Article 15, Uniform Code of Military Justice (UCMJ) caused by incidents that reflect adversely on the soldiers integrity and lack of trust. These disqualifications may be waived by a military review board. However, a conviction or other adverse disposition for criminal offenses listed as a misdemeanor or felony cannot be waived. In addition to the above requirements, there can be no other record of disciplinary action under the Uniform Code of Military Justice (UCMJ) or pattern of behavior that indicates a lack of integrity or that is inconsistent with the 92Y position of trust. Civilian Occupations Similar to MOS 92 Y In the civilian sector, the Unit Supply Specialist can find their skills and talents valuable in such civilian jobs as supervisors or managers of office and administrative support workers purchasing agents, purchasing managers, shipping, receiving and traffic clerks, stock clerks and order fillers, and wholesale and retail buyers.

Find the Best Accounting Jobs in 2019

Find the Best Accounting Jobs in 2019Find the Best Accounting Jobs in 2019Are you planning to look for a new job this year? Even though you have the market on your side, with a low unemployment rate and strong job growth, landing the best accounting jobs will take some work.It doesnt matter if youre a recent graduate, in between employers or looking for a different role in the middle of your career or beyond, you need to manage your time effectively with job search strategies that work.There arent any magic formulas to landing the best accounting jobs, of course, but there are eight ways you can streamline the process and get results.1. Set career goals and be focusedBefore you apply to the first open position that crosses your path, abflug by clearly defining your goals and mapping out an accounting career path. Make sure you know what youre after by answering the following questionsWhere do you see yourself in five years? In 10 years?Which areas of accounting are you passionate abo ut, and how should you gain more expertise in those fields?Are you willing to commute long distances or even relocate for a job?What sort of salary and benefits do you need or aspire to in your career? (See the latest Robert Half Salary Guide for Accounting and Finance Professionals for starting salary ranges for more than 190 accounting and finance positions.)Do you want to travel and work longer hours to get ahead quickly, or is work-life balance more important to you at this stage in your life? 2. Schedule your job search tasksHaving a plan in place can help you stay organized in your search and makes for more effective time management. If youre already working full time, carve out an hour or two in the early morning, after work or on weekends to research companies to see whether youd be a good fit with them and theyd be a good fit for your career.Refresh your work information on your accounting resume with career milestone updates, but also consider whether a bigger revamp is needed. Dont worry as much about the length of your resume - one or two pages is fine - as you might have in the past.Whenever possible, schedule activities that propel you toward your career goals, such as getting your CPA or keeping up with your continuing professional education (CPE) requirements, working toward a financial certification or college degree, and taking classes to become more proficient in industry-wide software like Excel and QuickBooks.3. Access contacts and new networksAs the saying goes, Its not what you know, its who you know. Knowing how to make connections at professional conferences and networking events can be a tremendous skill and a resource that can help open doors to new jobs. Keep in mind that your most valuable contacts may not be the obvious ones i.e., those working in accounting. Your next-door neighbor may have a brother whos a CFO at a growing company.If youve already t apped your network, its time to search for new connections. Go to meetings of local accounting and business groups. Youll meet people while also staying on top of industry and career trends in your market.Brand yourself with a short elevator pitch about your accounting background and job goals, such as this You may remember I worked in accounting for XYZ Corporation. Im actively looking for a similar position. I have 10 years of experience in cost accounting, but Im also considering general accounting jobs. Do you know of any companies that are hiring?4. Set your sites on your online profileKeep in mind that your online profile is as important as your resume. Review your accounts to make sure they cast you in a favorable light. Write a strong social media profile and keep it up to date, noting key accomplishments at your current and previous jobs.On LinkedIn, your profile is part of a basic membership, which is free and gives you access to professionally oriented discussion groups t hat provide forums for sharing what you know. Paid memberships come with features such as InMail - a LinkedIn-based email service - and prioritized job applications.5. Map your moves, if youre willingPortability is one of the coolest things about the accounting profession. For the sheer volume of job openings, you cant beat big cities. That said, good accountants are needed everywhere, including midsize cities and even smaller, out-of-the-way towns, where the cost of living can be lower. Put some thought into how to find the right city for your next job and consider whether you would be willing to relocate.6. Rely on a recruiter to improve your oddsTheres an obvious downside to job boards Theyre impersonal - unlike working with staffing professionals who are willing and eager to invest time learning about you, your skills and your preferences. Having a specialist on your side for your accounting jobs search is just one of the benefits of working with staffing agency.By working wi th a recruiter to boost your search, you can increase the likelihood of landing a job, whether youre an entry-level accounting professional or an experienced financial manager. Clients ranging from startups to large companies use recruiters to locate potential hires with in-demand skills and experience.7. Consider temporary accounting jobsA great way to hone your skills, get experience, establish vital connections and earn an income all at the same time is to reap the rewards of temporary or part-time accounting jobs. A recruiter from a staffing firm that specializes in temporary accounting and finance positions can help you find opportunities that suit your background and career interests.Besides giving you an inside look at a variety of companies, temporary work can give you insight into different kinds of accounting jobs. Interim assignments also allow you to get your foot in the door in a company and show an employer your potential. Thats why temporary assignments can also be st eppingstones to full-time accounting positions.8. Take the next step to find the best accounting jobsSEARCH TEMPORARY JOBSSEND US YOUR RESUME

The Good, the Bad and Resume Template Google Docs

The Good, the Bad and Resume schablone Google Docs When applying for employment in a big company that you may find they use specialized software to help weed out candidates. With your vorlage ready to go, it needs to be a snap to assemble your application the next time you find a job listing thats related to your skillset. You also receive a totally free job interview tracker for a bonus. Its important to get your resume stand out from the work competition. The detailed and concise diagrams will certainly help you with your task. Evidently, if youre given specific instructions, then you need to follow them. Theres so many to pick from in his package that theres no use in describing a few of the features, since youll certainly be able to obtain what you need within. Each template offers structure, examples and tips so you dont need to abflug from scratch when creating your resume. The 5-Minute Rule for Resume Template Google Docs The download link is simply found in the bod y of the text (there is not any download button or image), therefore it can be simple to miss. Google includes lots of completely free templates as a piece of Docs. After youve logged in, youre going to be taken to the major landing page for Microsoft Word Online. So if you choose to go the Resume Builder route, be mindful that youll have to cover the last item. What Everybody Dislikes About Resume Template Google Docs and Why Its fast and simple to use. A number of the templates are free while others cost a couple of dollars. Resume builder includes an instantaneous preview, and therefore you dont will need to save and refresh the page to see the way that it appears like. Its ideal for a professional who works in social networking or internet marketing. There are lots of free creative resume templates you may use, permitting you to focus your energy on everything else you have to do. Its possible to import the simple information from social media such as Google, Facebook or Twitter. You are able to customize the content to tailor your requirements. What Is So Fascinating About Resume Template Google Docs? Many employers appreciate the skills required to run a house and care for kids, but some will not comprehend the myriad responsibilities needed to remain at home with children. Nursing is an aged professional with plenty of formal affiliations. Wherever youre in your nursing career, weve got a resume sample that could help you write or update your nurse resume. Once your resume is prepared to go, you are going to wish to be sure to receive it in front of as many employers as possible. Formal letters differ from informal letters in numerous ways. If you aim to make a new CV or maybe to refresh an existing one, have a look at the Fancy template. There are several qualified applicants out there, and an excellent presentation is vital as a way to stick out from the crowd. Once you have selected your perfect resume template from our selectio n, follow our totally free expert guidance about ways to craft the ideal modern resume. Life After Resume Template Google Docs Dont forget, when youve finished personalizing your resume, youre not prepared to fill out an application yet. So, as you craft a resume with a particular format, consider the organizations to which youre sending that resume. There are various ways you are able to format the education section. You may indeed utilize unique formats and templates based upon the culture of the organization or organization to which youre applying. The 30-Second Trick for Resume Template Google Docs If you wish to create a swanky new resume thats stylish and attractive then stop at the moment The best method to do so is to create a resume that specifically targets the requirements of a specific job posting but rewriting it from scratch may be time-consuming procedure. A bulleted list is a wonderful means to highlight your marketable skills. Classic resumes no longer sho uld include your fax or house number, and a few different things have gotten redundant. Youll be prompted to choose the location of the resume document you want to open. At the exact top of your resume, you are going to want to include your name and contact details. Check and double check your contact information is accurate. The entire group of resume templates is made up of an assortment of creative resume designs. Some people would rather put their name for a header in a bold, dark font. Then it may be time to bring some style to your resume A layout that enables you to use subheadings and white spaces will enable a lot to earn everything simple to read. Sometimes all you will need is a timeless style template thats clean, clear and right to the point. A trick to carry on the distinctive layout chosen is to use PDF to conserve the resume. Fortunately, there are many publishers around whove created incredible resume templates for fast editing and formatting in Word. You may also alter the font if you wish (and the exact same goes for each template in our list). If youve got older resume templates from prior versions of Word, you may use them in recent versions also.

Paradoxical Competition A Gopher Strategy for Agents

Paradoxical Competition A Gopher Strategy for Agents When you think about competition and cooperation, you probably imagine they are like black and white.Even though there may be occasional shades of gray between them, basically, in any given specific single situation, action and moment, if you choose competition, you imagine you have to give up cooperation (and vice versa).But, maybe thats a misconception.Visible Fist and Invisible Hand Conventional CompetitionIf it is a misconception, it is an understandable mistake In conventional, familiar competition, say, like that between two professional boxers, the adversaries are expected to savagely fight to really win (or so their fanshope). No gray area of carrying each other through the fight or of staging and taking a dive. This is familiar black-and-white, black-and-bluealbeit some-holds-barredzero-sum, I win-you lose competition.The boxers elend-so-invisible fists, like Adam Smiths invisible hand weed ing out unsuccessful businesses, make this a fiercely competitive zero-sum game with only one winner and only one loser (assuming no draw).However, if the fight is instead and indeed rigged, then despite any appearances to the contrary, it is a cooperative non-zero-sum game, i.e., both boxers win something (secret price-fixing cartels being an economic counterpart).Somewhat more authentic grays tend to emerge when the players cooperate in one situation or dimension, but compete in another, so that, through averaging, their choices appear gray.This is conventional alternation between competition and cooperation.Boxers agree to fighthence, cooperate on one day, e.g., at the press conference announcing the fight (but spiced up with some competitive trash-talk), to compete with one another. Likewise, they cooperate with the referee and follow the rules, thereby indirectly cooperating with each other, all the while brutally competing.But what about this very different and counter-intuiti ve alternativea case in which in one and the saatkorn situation, moment and action the players are paradoxically competing and cooperating, with very high stakes?Pocket-Gopher Lessons Sacrificing Your Cake While Others Get EatenThis kind of high-stakes gamble does exist in nature It is exemplified by the altruistic gene-pool preserving, binnenseemingly suicidal behavior of rodents such as black-tailed prairie dogs and pocket gophers, among which at least one individual will pop up from its burrow hole to voice an alarm upon sighting an approaching predator, such as a hawk, about to swoop down upon their colony.There is an analogy of this for humans and in the workplace, as will be shown, below.An indisputably high-risk cooperative strategy, it nonetheless pays off for the gopher genes shared with other kin-related colony members, since if the exposed gopher is killed, copies of its genes in the bodies of its kin will have been protected and able to replace him (as opposed to having more than one gopher seized by a flock of predators attacking undetected).On the other hand, and as a direct opposite and result of cooperation, by communicating with the predator birds, the gopher is serving notice that it, rather than some other inattentive or silent, visible relative, has detected the predator and is ready to flee, leaving any other exposed but silent gophers at greater risk of predation and the ultimate immediate competitive lossof their bodies, if not also their genes.Bottom gopher-line The vocalized warning simultaneously serves to cooperatively help other gophers by warning them and also to compete with them, by deflecting attack from the alarm-raising gopher.The same thing is true in the African savannah The vigorous kicks of a Thomsons stotting gazelle upon spotting a lion accomplish exactly the same two things (by warning othersas cooperationand by displaying its own fitness and agility, to deflect an attack onto less fit members of the herdas competition) .When a human chooses what Ill call the gopher strategy, (s)he becomes that gopher and gazelle, to the extent that (s)he is betting on big gains against big risk, at least, in part, by simultaneously helping and cooperating with others with whom (s)he is otherwise at that moment and in that same action competing, e.g., for immediate survival and eventual mates, in the gopher case, for clients, customers, candidates, etc., in ours.In more abstract terms, that behavior is what I have called a means-alternative a strategy that is a means to one goal and a means to an incompatible, opposite goal.An example is reading on a train, which can be a means to privacy, or a way of inducing another passenger into starting a conversation. Another is advising a job applicant to rework a resume and resubmit it the next time an ad appears, as an example of a welcoming rejection. In the gopher case, the alarm call is a means to both cooperation and competition.If a human chooses a gopher strategy, (s )he will simultaneously and directly compete while cooperatingboth in one go, while generating competitive and cooperative benefits for himself or herself.Now, knowing this much about the gopher strategy, and if you are considering utilizing it, two things remain to be decided how to gopher it and whether or not to do so.The Apollo Creed Gopher StrategyFirst, revisit the boxers to see how a pocket gopher strategy can be applied in a winning way in at least one very familiar and literal human arena. Imagine that after knocking out his opponent, the victorious and undisputed champ decides to coach himto help him become a better fighter.Counter to the jungle laws of boxing as instinctively understood, this risky magnanimity can nonetheless make very good sense.Recall Rocky III, when Apollo Creed (Carl Weathers) did exactly this, when he trained Rocky Balboa (Sylvester Stallone) after losing to him, asking, in return, a return match with Rocky, who had previously beaten him.By training his competitor, the (ex-)champ is contributing to making a rematch a very exciting affair indeed, which, when promoted as such, will all but ensure increased and huge ticket sales, advertising revenues for broadcasters and a bigger payday for both fighters.Of course, this is a big gamble that will carry a very high risk for the (ex-)champ the risk of being knocked out and losing the boxing title to the well-trained viper (pounding) at his breast.However, literally at the same time, while coaching his arch-rival, the (ex-)champ can directly and simultaneously compete while cooperating, because in coaching himl, he is learning more about that rivals weaknesses, some of which can be left uncorrected, by design or otherwise.Hence, in one and the same action, situation and moment, this rival-slash-coach can theoretically be cooperating and competing in a very high-stakes gopher way.Can anything like this happen in the officei.e., is there a true human analogue of the pocket-gopher strate gy in more strait-laced workplaces?Agents as GophersThe attempt to identify an opportunity for a gopher cooperative-competitive office strategy may involve some false starts.Heres one An agency recruiter X can generally compete with another, Y, down the street, yet, once in a while, cooperate when the client of that competitor needs a candidate in Xs pool (with the expectation of reciprocity at some point or of a reserve of good will to be drawn upon later).This is a blend of cooperation and competition, but it is not a gopher strategy, because the cooperation and competition as one specific means-alternative action are not simultaneous, as they are in the Apollo Creed and Rocky case.Its merely a low-risk, on-average mutually beneficial reciprocal altruism strategy with a normal delay between altruism and reward.So, what situation, if any, does present an opportunity for an office gopher cooperative-competitive strategy?One clear and ethically unproblematic possibility is the case o f a seasoned recruiter teaching a newcomer recruiter the ropes.In having expertise that the new recruiter doesnt, the veteran is competitively reinforcing his place in the company pecking order, while cooperatively assisting with the new guys orientation and skill-set enhancement.The main difference between the incumbent recruiter and Apollo Creed scenarios is that at no time is the new recruiter who is being shown the ropes ever limply hanging on them.Dual Agency and Double Agents Scrupulous and Unscrupulous, What about a recruiters or any werbers fundamental role as the middleman between two partially conflicting interests? Is this also a gopher strategy?A rational job candidate wants to maximize his salary, while a rational hiring company wants to minimize it. A real estate agent double-ending a deal by representing both the buyer and seller is in a standort to maximize his own gains, i.e., double his commission (one from the buyer and one from the seller).By simultaneously repre senting both parties, much as real estate agents sometimes do, is the recruiter cooperating and competing with each of them in every negotiating moment and situation? That is, is the recruiter following a pocket-gopher strategy?Nonot if the recruiter, real estate agent, etc., is sticking to his professions code of ethics. Professionally prescribed neutrality rules out both cooperation (collusion, in this instance) and competition (manipulation) with either or both of the other two parties.Put simply, a dual agent cannot ethically be a double agent (in the spy-game sense).However, should an agent (in any industry) make disallowed recommendations to one or both sides, or divulge, to one party, confidential information entrusted by the other, the illicit strategy adopted by the agent would be virtually identical to that used by the pocket gopher.This boils down to that agents cooperating and competing with at least one of the other two unsuspecting players, as a means of maximizing his own survival odds.In particular, that prohibited strategy would carry very high personal risks and rewards, just as the gopher warning does.(In the case of humans, as with gophers, not knowing one is being played vastly increases the odds of success for the gopher strategy being used on oneself.)Working within the professional code of ethics, what a reputable agent will in fact do in double-ending a deal is to remain neutraland thereby neither compete nor cooperate with either sides agenda, while nonetheless in some instances.e.g., in real estate, doubling his payoff, for example, as commission.In terms a pocket gopher would understand, this would be almost exactly like redirecting hawks to rabbit holes, since the key playersthe signaling gopher, the other gophers and the hawk all win (at the expense, however, of some unfortunate rabbit as a bio-economic externality).To the extent that there is any disallowed attempt to influence negotiation, an unscrupulous double-ending agent in any industry is ostensibly seeking a negotiated middle ground for a candidates salary, a home price, etc., and therefore is, unlike a neutral agent, an aggressively intervening deceptively harmonizing player.However, in urging one or both parties to compromise, and to be as realistic or accommodating as possible, the agent is creating a conflict of interests (namely, a collision between his representations of the interests of the buyer and the seller, and, therefore, of his own, since he represents both).Unfortunately, it may happen that a job candidate, a real estate buyer, etc., may doubt the neutrality of an agent, and suspect a manipulative gopher strategy or worse is being played, despite the utmost efforts of the agent to perform in a neutral way.This can happen when the employer-agent or seller-agent relationship antedates the candidate or buyer relationship with the agent (even if the relationship is a limited dual agency arrangement that has safeguards).Commenting on how su ch pre-existing attached agency relationships are handled in real estate, e.g., when the seller is the agents uncle, Menno van Driel, a Royal LePage agent in Gibsons, B.C., said, The principle here is that neutrality can be challenged later on. One party could feel disadvantaged. The doctrine of what-would-an-independent-judge-say therefore precludes any of these suspicious representations.When attempted, an outlaw double-end, double-agent strategy is just like a normal pocket gophers, except that the survival is financial, rather than directly literal or genetic.For this reason, it may be useful to coin a new and comparable term to describe human agents who, for financial gain, adopt the pocket-gopher strategy.Pocketbook gopher.

A Surprising New Job Announcement Trend

A Surprising New Job Announcement TrendA Surprising New Job Announcement TrendA Surprising New Job Announcement TrendHave you seen this new feature on federal job postings?This announcement has an application limit of 100 applications and will close to the receipt of applications once this limit has been reached.Hurry up and apply, because the job will close as soon as 100 other people submit their resumes At the Resume Place, we found dozens of job listings touting resume limits instead of traditional closing dates. Amazingly, the most popular limit seems to be only 50 resumes.This is a brand new challenge. Human resource officials are tired of slogging through hundreds or even thousands of applications for each job opening. We found the feature on jobs as varied as Student Internship and senior manager.The resume limit has been adopted by numerous agencies and was included on announcements from the Veterans Administration, Smithsonian, National Galleries of Art, Department of Trans portation, NIST, Treasury, Department of Defense, and Social Security Administration to name only a fewIts amazing, but some announcements are limited to only 15-30 applications.Heres a summary of what we found on USAJOBSLimit of 15 applications (1 announcement)Limit of 25 applications (1 announcement)Limit of 30 applications (1 announcement)Limit of 50 applications (17 announcements)Limit of 75 applications (7 announcements)Limit of 100 applications (7 announcements)Limit of 200 applications (9 announcements)Limit of 300 applications (1 announcement)For applicants, this is going to make applying for a federal job even more difficult. But you can be preparedDo you have your keyword-targeted federal resume ready-to-go?Is it uploaded onto USAJOBSalready?Do you have your documents uploaded on USAJOBS? SF-50? Transcripts?Do you have a list of your Top Ten career accomplishments? This can help you answer questionnaires in a hurryIf you are getting ready to apply to a job, but there aren t any current openings online, you can still prepare a targeted resume by reviewing OPMs Position Classification Standards. Thats the document human resources professionals use to write announcements.Be aware that if you are currently looking at announcements on USAJOBS in order according to Closing Dates, the announcements with resume limits dont pop up first. They say, 50 resume limit OR a closing date of June 16 at Midnight. So the only way to know for sure is to click on each announcement separately.If you have an schmelzglas alert set up to email you when certain series become available, make sure you check it out right away Let us know if you need help preparing your resume. Remember that time is of the essence, now more than ever before.If you need help getting your resume ready to apply, feel free to contact us for an absolutely free estimate to discuss our services.A Surprising New Job Announcement TrendA Surprising New Job Announcement TrendHave you seen this new feature o n federal job postings?This announcement has an application limit of 100 applications and will close to the receipt of applications once this limit has been reached.Hurry up and apply, because the job will close as soon as 100 other people submit their resumes At the Resume Place, we found dozens of job listings touting resume limits instead of traditional closing dates. Amazingly, the most popular limit seems to be only 50 resumes.This is a brand new challenge. Human resource officials are tired of slogging through hundreds or even thousands of applications for each job opening. We found the feature on jobs as varied as Student Internship and senior manager.The resume limit has been adopted by numerous agencies and was included on announcements from the Veterans Administration, Smithsonian, National Galleries of Art, Department of Transportation, NIST, Treasury, Department of Defense, and Social Security Administration to name only a fewIts amazing, but some announcements are limi ted to only 15-30 applications.Heres a summary of what we found on USAJOBSLimit of 15 applications (1 announcement)Limit of 25 applications (1 announcement)Limit of 30 applications (1 announcement)Limit of 50 applications (17 announcements)Limit of 75 applications (7 announcements)Limit of 100 applications (7 announcements)Limit of 200 applications (9 announcements)Limit of 300 applications (1 announcement)For applicants, this is going to make applying for a federal job even more difficult. But you can be preparedDo you have your keyword-targeted federal resume ready-to-go?Is it uploaded onto USAJOBSalready?Do you have your documents uploaded on USAJOBS? SF-50? Transcripts?Do you have a list of your Top Ten career accomplishments? This can help you answer questionnaires in a hurryIf you are getting ready to apply to a job, but there arent any current openings online, you can still prepare a targeted resume by reviewing OPMs Position Classification Standards. Thats the document human resources professionals use to write announcements.Be aware that if you are currently looking at announcements on USAJOBS in order according to Closing Dates, the announcements with resume limits dont pop up first. They say, 50 resume limit OR a closing date of June 16 at Midnight. So the only way to know for sure is to click on each announcement separately.If you have an email alert set up to email you when certain series become available, make sure you check it out right away Let us know if you need help preparing your resume. Remember that time is of the essence, now more than ever before.If you need help getting your resume ready to apply, feel free to contact us for an absolutely free estimate to discuss our services.

Human Resource Management for your Small Company

Human Resource Management for your Small CompanyHuman Resource Management for your Small CompanyHuman Resource Management for your Small Company ConlanIn 2001, Bill Fish co-founded a company, Text Link Ads (now Matomy SEO), with his college roommate.As we got started in our mid 20s, we hired like-minded people who wanted to work hard and have fun. It was almost as if we were a sports team or fraternity, says Fish, now the president of ReputationManagement.com.Everyone felt like they were a part of something and worked to nurture the business. When they sold it to a private equity firm in 2006, Fish stayed on to help grow and run the company. It moved from Cincinnati to the financial district in Manhattan. I immediately noticed a huge difference from a human resources standpoint.An HR Tipping PointFish says when the company grew to about 30 people, it was hard for him to handle human resources issues including crucial efforts such as employee engagement, employee development and so o n while he was growing the business.My main takeaway is that no matter how many people you have, the leaders of the business must make a point to show interest in what their staff is doing on a daily basis. You may not need intricate details, but a general knowledge goes a long way. People rightly want to feel valued, and showing them they are of value to the business is key to growth and employee retention.Its clear that human resource management is a priority for large companies. But smaller companies can benefit from strategic HR management as well. Here are some tips.Establish a Culture of ResultsYou may think you have a strong small company culture at your business, but would your employees agree? Mapping out the organizational culture and ensuring you understand how each HR management initiative helps rckendeckung business results is key, says Dawn Cacciotti, HR consultant and the owner of Engage HR Now.Creating and clarifying organizational values will help embed them into t he day-to-day operation of your business and get everyone on the same page. For example, if growth is one of your company values, youll know any hire you make or training you do must be aligned with that value.Ensure People Know their RolesAt small businesses, especially startups, everyone chips in when they can to get work done. But job descriptions are just as important at small businesses as they are at larger ones, Cacciotti says.Write them to showcase the knowledge, skills and competencies required to achieve the needs of the organization today and several years from now. These descriptions can help shape culture and drive performance by serving as an HR yardstick to people in those positions.Pay Attention to Employee EngagementInvesting in employee engagement is one of the primary ways small businesses can retain its top talent, says Dominique Jones, vice president of human resources at Halogen Software.She suggests three ways to do so Give employees meaningful feedback on a r egular basis. This means weekly at the very least. Set clear goals and expectations to help employees landsee how their work contributes to the success of the entire company. Have HR research ways to reward and recognize employees fairly. If the high performers are being given the same rewards as the low performers, this sends a certain message about what the company values, she says. Give employees opportunities to grow and develop. These are strong drivers of employee retention and can help a small business hold onto top talent.

How I decide when to leave or stay in a job

How I decide when to leave or stay in a jobHow I decide when to leave or stay in a jobThis post welches originally posted on May 2nd, atVessyTash.com.Vessy, why dont you interview the founders? asked my friend Velina Getova on the phone.I welches at the end of the hiring process with and asked herbei for her experience working with its founders as advisor of the startup over the brde couple of years.During the last 10 years, Velina and I had many experiences together. We studied at the same university. We were both part of the university radio station. One point we also worked in the same tech company back in Bulgaria.We are quite different as individuals. Yet, we share the same values.When I asked her for advice, I knew I could trust her opinion on whether I was a good culture fit for , and vice versa.Ask them everything youd like to know about the company - vision, strategy, culture, product, team, your role and expectations from you.. she added. At the end of an interview you ca n only ask a handful of question. If you request to interview them, you will be able to ask all your questions and evaluate the opportunity in depth.I followed her advice. I requested 30min interview with each of the founders and got them3 of the questions I asked them and why it was important for me to knowthatWhat are you struggling with?That would allow me to understand if they are aware of their weaknesses and problems.Why do you think you need me?That would help me understand what they expect from me, where they expect impact from me that was to help me re-adjust my own expectations, if needed, in regards to quality of work, work styles, values, etc.How well do you think youre doing with X?Id pick an area that I thought they were notlage doing well (that they hadnt mentioned), so I could give them negative feedback to observe how they deal with it.What stood out convinced me to move to the newjobActually collaborative environmentthey were happy to hear that I disagreed with th em. We wouldnt have been able to discuss things or collaborate, if they were unhappy that I voice my opinions.Authentic communicationfirst, they were happy to be interviewed by me. But mora importantly they were comfortable to say what they know and dont know. They didnt pretend.Working as equalsthey valued my expertise and saw it as an opportunity to learn from me. That meant we could learn from each other.(I joined in September 2016. Velina Getova joined us as a COO about a year later.)I believe that those 3 things allowed me to flourish at . Ive been feeling valued and appreciated from day one until now. The founders trust me. The autonomy empowers me to bring and pursuit risky, courageous ideas.That engaged me 100%. I originally joined as Director of Strategy. Only 4 months into joining them, they promoted me to Chief Strategy Officer.And recently, they asked me to become CMO. That meant giving me the responsibility to manage the biggest team and budget in the company.Over the last 9 years, I have worked in 5 organizations, and reported to over 15 founders, C-level executives, managers, and directors.Thats how I realized what I value/dislike in a leader or an organization, and what keeps me on a job or pushes me to make a change. I call them forces and I have identified 7 that impact me. They are quite individual so yours could be similar to mine or completely different.7 forces that always help me decide whether to leave or stay in ajob(not necessarily in order of importance)1 IMPACT ACCOUNTABILITYI stay whenI feel that I make an impact on the bottom line - e.g. being responsible for 1/3 of the deliverables to our clients.I deliver something of actual value to real, ordinary people who struggle, not just cold, rich corporations - its with empathy for the customer.The company and I deliver things that are meaningful for the team and the customers and related to my purpose.Through my role at and through my Medium posts, I help people remember what they enjoy and encourage them to combine it with what they are good at. This journey eventually leads them to getting a job that brings happiness, satisfaction, and meaning to their life, and thus, to mine, too.I leave whenthe organization lacks empathy, decisions are purely business-driven, and at the expense of people.I feel insignificant or my role has a minor impact on big company decisions and/or bottom line,the people around me fail to deliver what they have promised.2 AUTONOMYI stay whenI feel trusted,I have the freedom to decide what to work on that allows me to have the biggest impact.I leave whenI sense a lack of trust towards me or a colleague,Im micromanaged, bullied, controlled, policed, or given orders.A manager in a previous company commented on me coming in 5min late for a meeting. That was inappropriate and I felt policed, as Id often get up for calls at 6am with Australia, which would stretch my work day to 12 hours.3 LEARNING CHALLENGINGI stay whenI see that the comp any is willing to invest in me to learn,I feel that my natural curiosity to learn, experiment, figure things out, ask questions is appreciatedI am challenged in a healthy manner and with good intentionsA company had dedicated a significant budget to invest in my training and development. When I brought proposals, they found them too expensive. I started questioning if the budget was meant to be spent or just added to make the package attractive. So while that was something that was originally keeping me to stay, it flipped into a reason to leave..I leave whenI dont think I learn (enough) new things anymore,Im punished for asking questions.Once I asked the team lead in a previous company of mine what the strategy is. They told me to focus on my project and leave the more senior and knowledgeable people worry about strategy.4 QUALITY OF PEOPLE, PRODUCT, WORK CONDITIONSI stay wheneverything we create is well done - this brings me so much joyI work with people who share my desire for quality, enjoy working hard, who inspire me with their big ideas and a small ego, and who I can learn from,I am rewarded with a fair, competitive pay. Although money is not my main driver, it signals if Im being appreciated and valued, or just taken advantage of. Same for benefits and schreibstube space.I leave whenpeople dont care about quality, leave things unfinished, or say its someone elses responsibility,I feel manipulated in a pay raise/promotion conversation.A company I used to work for lost one of its clients. I saw it as a failure of the leadership to recognize this in advance, as the 2-year contract was coming to an end. Everyones salary was decreased by 1020%. The leadership punished its employees for something they didnt overlook. Also, I felt manipulated when new clients were attracted, the pay wasnt restored.5 ENVIRONMENT CARE, HELP, SUPPORTI stay whenwe, as colleagues, genuinely help each other with personal and professional struggles, regardless of senioritywe give each other guidance and feedback, regardless of seniorityTatiana, our PR, has seen me at my lowest point - in the very moment my heart got broken. She listened to me, she helped me deal with the anger, the disappointment, and the grief. She encouraged me to listen, to ask questions, rather than blame. That helped me be a better person and eventually have a smooth separation, rather than a bad and ugly breakup.I leave whenthe employer-employee relationship is a one-way street and bluntly transactionalcolleagues treat each other as a means to an end to achieve a goalthe employer expects you to put work as 1 priority and to be available almost 24/76 AUTHENTIC, TRANSPARENT COMMUNICATION = STRONG LEADERSHIPI stay whenI see that people in the company feel comfortable to speak up challengeI feel valued, listened to, accepted for who I am as an individualI can learn from the leadership and they inspire me to learn from themI can feel that the leadership believes in me and respects how I feelI leave whenthe leadership operates through fear, bullying, authoritative micromanagement, directives,the leadership intentionally makes you feel replaceable or belittles youthe leaders lack courage, character, and presencethe leaders are associated with ambiguity rather than authenticity, clarity, and transparency.I was deeply disappointed by an action of a former employer. I addressed it. They dealt with the situation in a cold, distant manner. I experienced the opposite of authenticity and that was a deal breaker. The trust was lost. Instead, I was asked to put a smile on my face and get back to work. Business always came first, never the people. Im pretty sure I went through each of those5 stages.7 PRIDEI stay whenI feel proud of the place where I work. E.g. because its promising, with potential, prestigious, known for the high quality of its products and talent, and/or gives me international exposure.I can wholeheartedly recommend the company to employees and customers.I le ave whenI am ashamed, embarrassed or disappointed by the companys ethics and values.I am disappointed by the lack of interest in a certain company or public issues.A company I used to work for failed to show their support for LGBT employees in a country thats predominantly homophobic. That was addressed by current and past employees, both straight and gay. The PRs ignored it. Employees brought it to the leadership and they made promises. No actions were taken and that resulted in some gay employees leaving the company. Others remained in the closet.When do Ileave?We dont think about it as a formula, but heres what our brain keeps recalculating - Graph The 4 forces according to Jobs-To-Be-Done methodology, applied to change ajobThe blackare the push forces that make the new job more attractive to meproblems with the current job (reasons I would leave)the attraction of the new job (reasons I would join)The blue are the pull forces that make me stay in my current jobexisting habits (re asons I would stay)anxieties uncertainties related to change - mostly fears of failure and what ifs, such as what if my boss is an asshole?Each force has a different magnitude. And its magnitude is not static. It can grow over time.For example, pay can be acceptable today, you tolerate it, its okay that they passed you for a pay raise this quarter. But next quarter you are pissed off. You are more ready to leave.Forces vs Pros ConsThe forces are more than just pros and cons.For example, a fancy office is a pro, but it doesnt act as a force for me.To identify your forces, listen to your inner voice and put things down.Its super individual.Quick exercise How to identify the forces that impact your decision?(Takes 15min)Draw a timeline to mark all your previous jobs on it chronologically.Under each job put down what kept you there and what made you eventually leave. Thats how you extract the forces.Use the graph from earlier and write down the forces in the respective sectionE.g. If you have listed earlier that the quality of the product is important for you and the product of your current company is mediocre, then put down mediocre product under Problems with a current job.It should look something like this - Graph The 4 forces with examples and scores about their magnitude4. Score each force (5 points are max, 1 is min)E.g. If the quality of the product is not just something you factor in, but quite important for you, then you should score it as a 4, maybe even a 5. So next to mediocre product write down4.5. Calculate the balanceIn the example above the balance would be4+5+2+2 = 13 points - thats the magnitude of the forces pushing you towards the new job.2+3+2+2 = 9points - thats the magnitude of the forces pushing you towards staying in your current job.Balance 139 =+4The balance in this example is significantly positive and that means the new job in that context looks extremely attractive.2 things to remember aboutforcesThe forces and their magnitude are strictly individual. Whats critical for me, might not be important for you atall.The magnitude of a force changes over time. For example, as a young professional, I didnt care about health benefits as much as I do now that Im in my30s.Hope you find it useful to figure out if to stay or leave your jobIf you are having a trouble calculating your balance,reach out to me on Facebook.P. S. Heres somequestions you can ask when you interview a CEO/Founder, a fantastic article byClaire Lew.Know someone who keeps telling you how unhappy they are in theirjob?SEND THEM THISARTICLE.