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.