3 Things Job Seekers Should Know about Lever ATS

3 Things Job Seekers Should Know about Lever ATS 3 Things Job Seekers Should Know about Lever ATS Virtually all large employers utilize anapplicant tracking system(ATS) to manage their simultaneous job openings and high volumes of applicants. These systems make it possible for recruiters and hiring managers to comb through hundreds or thousands of applicants, but theyre not without drawbacks.Resumes and applications that arent optimized for behauptung systems might never see the light of day in what many job seekers call the resume black hole.What is an applicant tracking system?8 things you need to know about ATSThere are dozens of different ATS out there and they all have their own quirks. One up-and-coming ATS that youre increasingly likely to encounter is Lever.What is Lever ATS?Like its competitor Greenhouse, Lever came out of Silicon Valley in 2012 and offers cleaner design and a more user-friendly interface for recruiters and applicants compared to older ATS institutions like Taleo. Lever allows hiring teams to collect applicants and move them through the interview and offer stages.Companies that use LeverSome of the most recognizable companies using Lever do their work in tech and online, includingNetflixShopifyYelpTwitchCourseraMediumHeadspaceUpworkRingCredit KarmaEventbriteQuoraRooster TeethJobscanYou can oftenspot the specific ATSa company is using by looking at the URL of the job application. For example, a Jobscan job listing has a URL that looks like thishttps//jobs.lever.co/jobscan-2/5322bc20-1900-4ad6-8fef-98998785088bBig companies like Netflix and Yelp use a custom link that hides the ATS.3 things you should know about LeverIf youre applying for a job at a company that utilizes Lever, here are three things that will give you a competitive advantages over other job seekers.1. Lever displays docx files better than pdfThis advice can be broadly applied to most ATS, but our tests in Lever demonstrate one of the reasons why we recommend submitting a docx file (Microsoft Word, Google Docs) rather than a pdf whenever possible.In this example, we uploaded a very conservatively formatted resume to Lever. In the recruiter preview, the resume is fine as a docx but encounters formatting issues that make it harder to read as a pdf. These formatting issues only compound with more complex resume designs. If youre uploading a resume into an ATS, use docx if possible.2. Avoid columns and tables in LeverUsing columns or tables on your resume helps organize and economize information on the page, but they can also cause catastrophic problems within an ATS like Lever.We as people know to read the left column left first, then the right. Lever and other ATS arent programmed to accurately parse columns and tables, so they often read left to right across the entire page regardless of columns. Heres what it looks like in Lever. We uploaded this resume with a table that divides the resume into a two-column layout.Lever parses each resume into a dig ital applicant profile thats supposed to be easier for the recruiter to read. However, these columns get completely garbled.Use columns and tables when creating a resume that will be emailed or handed directly to a hiring manager, but avoid them when uploading a resume to an ATS like Lever.3. Levers search algorithm allows for keyword flexibilityOne of the best ways to increase your chances of getting noticed within an ATS is to ensure that your keywords (industry buzzwords and hard skills) are an exact match to what is in the job description. Thats because most ATS rely on exact matches to compile candidate rankings and search results.Lever is one of the few ATS that uses word stemming to create some wiggle room when it comes to your resume keywords. For example, when we searched the term communications, Lever returned results for words likecommunicationcommunicatingcommunityHeres an example of a search for engineers, which returned words like engineering, engineer, and even engine . You should still carefully tailor your resume to the job description, but if you know the ATS is Lever, you can loosen up on the keyword matching just a bit. That said, youre better safe than sorry as word stemming has its limitations. For example, we found that Lever struggled to return project management in a search for project manager and vice versa. To come up as a search result for both terms, youd need them both in your resume. Check your resume for ATS red flagsWe test and research top ATS like Lever to add unique insights to our resume optimization tool. Just paste in or upload your resume and paste in a job description to instantly generate a customized Match Report that details exactly how to increase your interview rate with a resume optimized for ATS and human recruiters alike. Why Jobscan uses an ATSWere in the business of helping applicants avoid the resume black hole of ATS. With that in mind, you might be surprised to learn that Lever ATS is part of Jobscans recrui tment and hiring processes. The truth is, were not an anti-ATS company. While weve seen ATS enable unjust recruiting practices that cause highly qualified candidates to slip through the cracks, weve always acknowledged that theyre necessary for hiring companies. When we post a brand new job, we get around 350+ applicants within the first few weeks, says Jobscans Jenia Xayamountry, People Operations.As a small team balancing multiple job openings, its not feasible to manage that many incoming resumes without an ATS. Trust us, weve tried.It was really important to find the right partner for an ATS that would allow us to streamline our internal recruiting process, says Jenia. Being able to clearly evaluate and track candidates in a consistent way allows for a more efficient and transparent hiring process.Check out Jobscans career page. Dont forget to optimize your resume before applying

Internships Programs and Co-ops that Boost Employer Brand

Internships Programs and Co-ops that Boost Employer BrandInternships Programs and Co-ops that Boost Employer BrandInternships Programs and Co-ops that Boost Employer Brand MatusonMore and mora companies are participating in cooperative education (co-op) and internship programs to seed their talent pipeline. The hope is that students, with some nurturing, will grow into tomorrows full-time employees.With this in mind, here are some tips to ensure that your organizationsco-op and intern programs contributepositively to your company brand.Provide co-op and interns with a meaningful experience. When a student has a great experience with their co-op employer, youd be hard pressed to find a mora powerful evangelist says Chad Barker, Communications and Marketing Specialist for the Office of Professional Practice at Purdue University.Employers are taking note of this brandful workforce, creating co-op and internship experiences that align with their employer brand. Fueled by input from co-op students and interns, these programs are evolving into a more enriching experience for internship and co-op program participants.Our internship program is designed to provide undergraduate and graduate students an opportunity to experience what its like to work in professional services by giving them roles similar to those of a full-time campus hire, notes Scott McQuillan, who is a senior manager and tax recruiting leader at Deloitte.Not giving interns an experience that gives them an idea of what its like to work at the company full-time can damage the overall brand.Leveraging social media to build your employment brand. Before social media, many organizations would reprimand employees who werent in PR for publicly sharing their thoughts.Since then, companies have quickly come to realize that workers are freely sharing all aspects of their lives through social media channels. In fact, social platforms like Yelp actually encourage interns to deutsche bundespost about their intern e xperience. Michael Stoppelman, Senior Vice President of Engineering for Yelp, notes that interns are sharing their experience and projects on the Yelp engineering blog.Give interns the means to share. Deloitte takes their internship engagement a step further. Theyve created a social media platform that interns use during their conferences at Deloitte University. Interns can post about their experiences on Instagram, Twitter and Facebook.Some colleges have internal boards where students are posting reviews of their co-op experience for the benefit of other students. Positive reviews will result in a stronger employment brand.Of course the opposite can happen. Less than favorable reviews may be damaging. Check in with your college co-op or intern representative to see how your employment brand is faring among their college students. Monitor the situation and make adjustments accordingly.Keep your efforts brand positive. Companies would be well advised to monitor their social media cha nnels to ensure that their internship and co-op programs are impacting their brands positively.Companies are beginning to understand that co-ops and interns are talking about their experience, says Barker. They understand that when students have a negative experience, they are sharing it with others. This has prompted some companies to re-examine the experience they are providing to co-op students and interns. By doing so, they are able to improve the experience all around.Encourage co-op students and interns to socialize in person. In this social media age, its easy to overlook the value of socializing. In fact, for many college students, the face-to-face social interactions of co-op and internship programs are just as important as the actual work itself.Interns who attend conferences at Deloitte University have plenty of time for socializing and meeting other interns and Deloitte employees from across the country.Keri Vadala, Manager of College Relations at Kronos Incorporated, st resses the importance of networking and social giving. We provide our interns and co-op students with opportunities to network, give back to the community and attend social events so they can get to know one another. They are encouraged to attend all social events that are open to full-time employees.The goal is to treat intern and co-op students as if they were already full-time employees.Keep them engaged all year long. Companies are recognizing the value of staying connected with co-op students and internship participants throughout the school year.The philosophy around our programs is to create a future talent pipeline, states Vadala. She adds that Kronos keeps these students involved in the company as much as possible.Purdue University students typically co-op with the same employer throughout their three or five co-op sessions. This allows students to take on more responsibility as they move through the co-op experience. It also provides companies with an opportunity to contin ue to engage the students they are investing in.Stay in touch with former intern and co-op students. During campus visits for recruiting trips, we lean on previous interns for brand building, says Yelps Stoppelman.We encourage them to host informal events where recruiters arent present and they can have even more direct conversation about their time at Yelp. We call these folks Intern Emissaries.When interns are on campus, Yelp also hosts intern alumni dinners. Whether theyre returning to Yelp or pursuing other opportunities, this helps us stay connected and keeps Yelp on their radar screens.While you may not be successful in converting every co-op student or intern into a full-time hire, you may be able to tap into his or her network of like-minded friends. Do so by asking for referrals and introductions. Remember to remain available to help former co-op and interns as they navigate through their careers.At a minimum, most of your interns and co-op students will be thankful for you r efforts.Some may even decide they are ready to return to your organization, especially after they have a taste of what it is like to work elsewhere.

Study Women are doing same work as men with different outcomes

Study Women are doing saatkorn work as men with different outcomesStudy Women are doing same work as men with different outcomesOne line of thought for why the gender gap in pay, promotion, and representation at work has endured is that maybe women and men are just different in how they act at the office. That welches the assumption researchers affiliated with analytics company Humanyze were under when they decided to track employees behaviors at a large business strategy firm where women are underrepresented in leadership.To track behavior, they got 100 employees across different levels of seniority to agree to relinquish their privacy and wear sociometric badges - or monitors that recorded employee interactions including frequency and duration of conversations with their colleagues, and how long each speaker got to talk in unterstellung conversations. They also used four months of anonymized emails and scheduling data to figure out who was having meetings and generating appropriat e contacts necessary to manage and move up in their careers.Men and women had indistinguishable work patternsThe researchers hypothesized that if they found gender differences in work behavior, it would be in the form of women having fewer mentors, less face time with superiors, and taking a less active role in taking on leadership opportunities than their male counterparts - who were being promoted at much higher rates. In other words, researchers thought women were facing individual problems that could be solved by applying some of Facebook COO Sheryl Sandbergs popular advice to lean in and take control of their careers.But after gathering all the data, they had to toss their hypothesis and start from scratch. Not only were women employees producing quality work at the same rates as men, they were also getting the same scores on their performance evaluations.That meant men were getting promotions at disproportionately higher rates in spite of a documented track record of equal su ccess and competency among their female peers.We found that men and women had indistinguishable work patterns in the amount of time they spent online, in concentrated work, and in face-to-face conversation, the researchers wrote in Harvard Business Review. The amount of direct interaction with management was identical between genders and that women were just as central as men in the workplaces social network.In other words, women were working just as hard as men to network with management, but werent getting the same results.The only difference that researchers found between women and their male peers was once they each reached the middle management stages of their careers, after having been at the companyfor four to 10 years, the mens careers advanced while the women left.The research was inconclusive on the cause of the womens departure - including whether it was the result of not being promoted or the cause of it.Leaning in doesnt solve for structural problemsThe researchers pos tulated two theories on why women are leaving the workforce - the first being that unconscious bias is holding women back.If women talk to leadership at similar rates as men, then the problem isnt lack of access but how those conversations are viewed, researchers suggested.So for, example, women and men at the same company might suggest the same idea for how to solve a business problem. But when the woman says it, its dismissed, while when the man says the same idea, its taken seriously.Their alternate theory is that women are seen as mothers first, workers second once they reached the stage where they began their families while still working. Researchers cited a 2014 study on the motherhood penalty that found that each child a woman has reduces her earnings by 4% on average. Under the logic of the motherhood penalty, employers perceive working moms as being less committed to the job or a mora risky bet. As a result, employers are less likely to hire, promote or retain those women, according to the theory.Its important to acknowledge that the sample size of the gender behavior experiment was small, but this study is an important step toward debunking the idea that leaning in to your career is all you need to get that promotion - as Sheryl Sandberg has since acknowledged.

The elaborate future funeral of Queen Elizabeth II can teach companies a lot

The elaborate future funeral of Queen Elizabeth II can teach companies a lotThe elaborate future funeral of Queen Elizabeth II can teach companies a lotWhether youre the head of a company or the figurehead and soul of an entire nation, the most important thing you can do for your organizations future is secure yoursuccessor.Using extensive interviews with mostly anonymous palace staffers, officials, historians, and journalists, The Guardian published a fascinating deep dive into what will happen when Queen Elizabeth II dies.The royal plan is succession planning taken to the next level. As soon as she dies, civil servants will become James Bond-like 007 agents, passing down the code phrase London Bridge is down through secure lines. Within hours of the Queens death, both Houses of Parliament will try to meet. The BBC even has a special radio alert transmission system from the Cold War that has also been called Rats About to Snuff It.U.K. radio DJs even have a system. Their big obituar y procedures are so elaborate that if you ever hear Haunted Dancehall (Nursery Remix) by Sabres of Paradise on daytime Radio 1, turn the TV on. Something terrible has just happened.From how she could die towhere her corgis maywalk in the funeral procession (out front, of course), every possible contingent plan has been planned and rehearsed for decades, down to the minute.This kind of excessive attention to detail may seem silly for some, but as Britain knows well, losing a leader can be a destabilizing force that can leave impacts beyond the physical. The Guardian writes there will be an almighty psychological reckoning for the kingdom that she leaves behind. The Queen is Britains belastung living link with our former greatness the nations id, its problematic self-regard which is still defined by our victory in the second world war.The persistence of the British monarchy is important enough that it can even transcend human life doctors hastened the death of Elizabeths father, acc ording to the Guardian, so that the news could meet the print deadlines for newspapers.Heres what every company and team can learn from Britains royal succession planning.Prepare early and thoroughly for every possible scenarioFor Queen Elizabeth II, royal courtiers have prepared plans for her death, no matter where it may happen. Theres a royal coffin ready to be flown out on a jet in case she dies overseas. If she dies inBalmoral, her Scottish holiday home, elaborate Scottish rituals will take place. Its all set and double-checked ahead of time.Similarly, a CEOs tenure is never secure, but when he or she unexpectedly dies, it can throw a whole company into limbo. SurveyMonkey CEO Dave Goldberg suddenly died in 2015 after he collapsed on a treadmill.SurveyMonkey, the online survey platform, did not name his successor,Bill Veghte, until two months later.Even Lucasfilm, the company behind Star Wars, kept insurance policies on all of its star actors, who are the face and soul of the f ranchise. As a result, Lloyds of London could end up paying the production company $50 million to compensate for the sudden death of beloved star Carrie Fisher.And its not just death that companies and teams prepare for. Around 49 stock exchanges, including the New York Stock Exchange, use an elaborate facility outside of New York to keep the financial markets running, and the drehort is far enough from New York to ensure it will keep running in case of a disaster. (The NYSE also has backup infrastructurethat it put in place after the 9/11 attacks). Steve Huffman, the CEO of Reddit, has reportedly had laser surgery to heighten his chances of surviving the end of civilization. Other CEOs have prepared passports for employees if they need to flee the apocalypse, according to reporting from The New Yorker. Make the transition seamlessAccession is just as important as succession for the U.K. Royal family. When his mother dies, the new King Charles is scheduled to make his first address as head of statethat same day. After the funeral, he will then embark on a four-nation tour to greet his subjects. Grief wont stop the need to do business.For British royals, the insider candidate has had his whole life to prepare for his succession.But even if your successor hasnt been predetermined by blood, there are ways to prepare your pool of successors years before theyre needed.Apple, for example, did test-runs with its successor to Steve Jobs. Tim Cook ran the company in 2004 and 2009 when Jobs was on medical leave.A Harvard Business Review article says these test-runs are critical, because they let the board figure out what kind of leader the successor couldbe What is this person like under pressure? How does this impact his or her leadership? Does he or she possess the agility and courage required to make difficult choices?To make the succession smoother, Jobs and Cook talkedopenly about what would happen when Jobs died. Jobs recognized that the company would be stronger if the new CEO was not a replica of him. He didnt want us asking, What would Steve do? Cook said. He abhorred the way the Disney culture stagnated after Walt Disneys death, and he was determined for that not to happen at Apple.Similarly, United Airlines CEO Oscar Munoz - a fitness freak and vegan - suffered a sudden, catastrophic heart attack only 38 days into the joband had a heart transplant. United moved fast The companys general counsel took over for five months as Munoz recovered.Whether its the death of a star team member or the imminent end of civilization, it helps to have a plan - or to be able to make one quickly.

Challenges Managers Face and How to Deal With Them

Challenges Managers Face and How to Deal With ThemChallenges Managers Face and How to Deal With ThemManagement has its share of perks and rewards. Managers are usually in a better position to influence and lead change. In most organizations, being a manager means a better compensation package and leidlage having to sit in a cubicle. Most importantly, theres nothing like the satisfaction of helping an individual or team reach their goals and perform at their best. However, theres a price to pay for the status and those extra rewards and perks. Being a manager means you also have to deal with tough issues that can cause you to lose sleep.Hereare the top ten herausforderungs that keep a manager up at night, along with a sleep aid for each one.? Confronting an Employee Performance Problem Dealing with performance problems has been and always will be the primary source of a managers sleepless nights. While these issues are never easy, they dont have to be so hard. Many performance pro blems can be prevented with better selection practices and then by setting clear performance expectations. If you identify a problem, the sooner you engage in constructive feedback, the faster you can facilitate a change in behavior. If the behavior does not improve, a transparent, fair and time-boxed progressive discipline process is called for. Postponing discussions or avoiding the discipline process prolong the problem and add to your sleepless nights. Confront performance problems as soon as they appear in the workplace, and you will rest easier. Terminating an Employee There is no sleep aid for this one. No matter what youve done (see number one), its always going to be gut-wrenching. No manager should ever get too comfortable with this responsibility. Make sure you have clear policies and training for severe conduct violations. For layoffs, make sure you use a fair and consistent process, get training on how to conduct the discussion respectfully, and provide a decent sev erance and outplacement package. Making the Right Hiring Decision Choosing between your final candidates can be agonizing. If you choose wrong, youre going to end up dealing with a few of the other problems on this list. The cure? Use a suitable selection process - do not wing it. Get trained in selection interviewing consider using validated selection assessments get multiple inputs, offer realistic job previews or shadowing, and work with a good HR pro or recruiter. Doing Something Unethical or Wrong Heres a preventative measure When making a decision, ask yourself, How comfortable would I be reading about my decision in the newspaper the next day? Thats a far better question than What are the chances of being caught? If you do screw up (and we all do), then the best thing is to come clean and own up to it. Cover-ups are usually worse than the mistake. Live with the consequences, learn from your mistake, and get on with it. If one of your employees cross over the line of ethical behavior and do something unethical, confront the issue immediately and get help from your HR pro or compliance team. Confronting Your babo Covering the topic of how to deal with a schwimmbad boss would take up more time than reading this would allow. Lets assume most bosses are reasonably competent with good intentions. Bosses and people, in general, dont like being told they are wrong. If thats your goal in a confrontation (to convince your boss youre right and they are wrong), then its not going to be a productive discussion. Try putting yourself in your bosss shoes, and offer your idea as an alternative thatwill help them achieve their objectives. Also, listen and keep an open mind. Who knows - your boss may have information that would lead you to reconsider your idea. Most importantly, work on establishing a foundation of trust and mutual respect with your boss. That way, youll be able to have disagreements in a safe and productive environment. Team Conflicts A s managers, we all want our employees to collaborate, work as a team, and play nice in the sandbox. When one employee comes to you with complaints about another employee, it puts the manager in an awkward position of having to arbitrate the dispute. It is important to distinguish between task or personal conflict when alerted to a situation among team members. Task conflict is proven to be healthy and leads to the consideration and development of alternative ideas. Personal conflict, however, is toxic to teams and must be eliminated immediately. Many project managers and team leaders work hard to clarify team values early in the formation process. The values outline acceptable and aspirational behaviors, and team member sttze of the values is a requirement. If the conflicts are personal, conduct a fair, frank discussion with the involved parties and indicate that behavior adjustment is expected immediately. If the conflict continues, eliminate the individuals from the team. A signif icant amount of team member conflictscan be avoided with a team member recruiting profile that clearly describes the need for teamwork and collaboration. Expected behaviors should be identified in detail, and the rewards and consequences that reinforce these expectations must be communicated. As a final caution, beware the star performer thats consistently ticking off their co-workers. If you do, then you are inviting conflict to the team party. The identification and reinforcement of team values is your best preventive medicine for team conflict. If it emerges, deal with it quickly, firmly and fairly. Peer Conflicts Are you starting to see a trend here? Yes, confrontations - those messy people issues - are probably the single aspect of work that keeps managers up at night the most. Thats why many managers tend to avoid them. In some cases, thats not a bad strategy (i.e., develop more tolerance, acceptance, etc). However, when the stakes are high, avoidance is a terrible strate gy. Not all confrontations are bad - a little constructive conflict is healthy for a team. Having to Learn Something New Its always a challenge when we have to leave our comfort zone and feel incompetent all over again. If you never do anything new and different, youre not developing. The most impactful way to develop as a leader is new jobs and challenging assignments. Learning agility is not something anyone is born with - it can be developed over time. When you are in a new role or doing something new, put a development plan in place to ensure your success. There are usually two to three subject matter experts that you can learn from, as well as books, courses, and online resources. Nowadays, with social networking, you can easily find someone thats willing to help by sharing their expertise in whatever you need to learn. Great leaders are always learning and are not afraid to admit it. Losing a High Potential Employee Dont wait until your star employee shows up with an offer letter. By then, its too late. Make sure your high potential employees are paid what they are worth, are challenged, supported, and are learning. Let them know you care and how much you appreciate them. Keep in mind that star performers will eventually get promoted or leave for better opportunities. Thats okay, thats the rewarding part of being a great leader (as long as they are movingon for the right reasons, not because theyre dissatisfied). Burnout Take care of your health and always keep a perspective on the things in life that matter most. Managers that dont take vacations are not benefiting from the opportunity to recharge their batteries. They also set terrible examples for their employees, which can lead to burning them out as well. A primary cause of burnout is job satisfaction, not hard work. If youre doing something you genuinely hate, then make a plan to transition to something else. Life is too short. We dont need to settle for a job we hate.

The Insider Secret on Resume Reference Uncovered

The Insider Secret on Resume Reference Uncovered All About Resume Reference Also, share with them a copy of the resume youre submitting so they can be on the exact same page if and as soon as the hiring manager calls them up. You will likewise be able to bring the URL to your Linkedin profile, no matter how the recruiter will have the ability to take a look at all your information from the resume without needing to get online. As soon as you are asked for references, be prepared to e-mail the list right to the hiring manager. For graduate engineers in america, the expectation is a 1 page resume. Things You Should Know About Resume Reference In the great majority of instances, employers will use their very best judgment whilst interviewing you. A reference will also explain how weaknesses impact the candidates capability to take care of certain tasks or how teammates helped balance weaknesses previously. While it isnt necessary for a candidate to get alongside every co-worker every day, you dont need an employee who constantly causes conflict on the job. You have to pick those who will emphasize your strengths to possible employers. Resume Reference for Dummies Formatting your resume references is a comparatively straightforward task. Quite often, a reference list is requested in the on-line application practice. Youll also discover a sample reference list. Below youll discover a sample reference list. Youve already done the difficult work of making good references. Resume is information sheets an employer or a firm can view at to find the qualifications they will need to an employee for their vacant job. The variety of references you list depends upon your career level. To be effective the reference should relay to prospective customers what we do as a geschftlicher umgang that makes them want to conduct geschftliches miteinander with us. What Is So Fascinating About Resume Reference? The ideal time to try to find a job is when youve got work, but it doesnt signify that its simple to look for work during the time that youre employed. If a past job is particularly related to the one that youre applying for, you are going to want to include someone who supervised you there. Federal jobs often need you to have experience in a particular kind of work for some period of time. Ensure you didnt miss whatever could cost you the job that you dream about When you first consider somebody to use as a reference for a work program, you must ask their permission not just to use and give out their contact info but directly if theyd be in a position to supply a reference as some individuals may prefer not to. Email Email is likewise an acceptable means to find permission. The References section on your CV is an important part which may not be entirely omitted. Listing a person for a reference without permission could be damaging to your job application. References can boost your work application in a huge way. The only ti me that it is acceptable to include references with the resume in a work application is when theyre requested directly in the work vacancy description. It isnt hard to read, and theyre able to locate the keyword phrases and qualifications EASILY when theyre reading hundreds of applications. Choosing the ideal personal reference is an extension of that skill and why you are interested in having a list with a range of options. You are going to be able to create an entire collection of documents to fulfill your work search requirements. Use the search box to find just what you are seeking. A Startling Fact about Resume Reference Uncovered Youve got to follow up with referrals provided to you. You have to tailor your resume to each work application so that it responds to the particular demands of the job that youre applying for. For nearly all job applications you wont need to incorporate any references with your resume. Now that youre schooled on the best way to list reference on a resume, know your resumeand your referencesmay must be altered slightly as you make an application for different jobs. For each new job opportunity, you should make certain your list of references is the ideal fit. You must be sure the people selected as references will result in your job search. Your references could make or break your odds of landing work, so ensure you decide on the best people to talk for your benefit. The expert reference doesnt need to be a buddy or somebody you are friends with. Whatever They Told You About Resume Reference Is Dead Wrong...And Heres Why Each contact in your professional network knows you a certain way and will have the ability to deliver an account of your achievements and strengths for various jobs thus it is vital to customize the reference page based on the abilities and qualities youre going to need for each vacancy. To put it simply, a reference is an individual, possibly a preceding employer, teacher or just a co-worker or friend that is prepared to vouch for all the great abilities and achievements you laid out so beautifully on your resume. As an example, perhaps you were on the exact same team or worked on specific projects together. What You Should Do About Resume Reference Beginning in the Next 20 Minutes If you know in advance your reference may be reached by a particular business, you can share your resume and the work description with your references. Its also advisable to state the length of time you have known the reference. If you are requested to send references, develop an individual document rather than placing them directly on your resume. When you should provide references to a possible employer, the ideal way to do it is to create a reference page it is possible to share with them. There are two forms of references, business references and individual references. Youre also likely to need to understand how to choose and request references. Academic references also can be helpful if you want more references to enhance your professional resume. Your finest references is going to be the people who know you best professionally. Please dont hesitate to contact me in case you have any questions. Needless to say, you can provide another reference if you think that it would make a difference or offer another insight. You want recent references from those who may not only vouch for your character, but the caliber of work which you do. There are a lot of reasons for that.

Why You Should Outsource Administrative HR Functions - Spark Hire

Why You Should Outsource Administrative HR Functions - Spark HireThe financial impact of taking your recruiting and HR processes for granted can be huge.Without a skilled and dedicated workforce, your business strategy, no matter how well-planned, is useless. But finding, keeping, and managing talent is itself an essential strategy that needs attention and appropriate investment.Successful companies realize how necessary talented people are for the success of their ventures. No longer do businesses and organizations view their workforce as mere head count but as true valuable assets the proverbial glue that holds everything together. For this reason, HR processes, from recruitment and hiring to data management and payroll, has become more important to businesses.Invest in an Effective HR StrategyHaving a motivated, well-compensated, and well-trained workforce results in increased profitability and reduced monetary loss due to employee turnover. In short, the higher the quality of a companys HR practices, the better the economic results.But not all businesses have the time nor the money to invest generously in its HR strategy. Small to medium-sized business, in particular, can have a hard time competing with bigger companies when it comes to attracting the right people to fill in certain positions.5 Reasons to Outsource Administrative HR FunctionsAlong with the changes in economy, labor trends, and technology is the perfect solution for business owners who want to lessen expenses but still want to cover their cousines (and more) when it comes to recruitment and human resource management.Outsourcing has proven beneficial to many companies over the past years. You get the same quality HR tafelgeschirr at a reduced cost.Outsourcing all or some of your HR functions to a third-party provider makes sense especially for small to medium-sized companies that cant afford to hire additional personnel with high salaries but still want quality HR service and expertise to he lp transform their business.1. Save money and time.Outsourcing HR may seem expensive initially, especially if it involves outsourcing all functions. However, this can save your company money in the long run. When you think of the cost of operating and maintaining non-revenue-generating infrastructure and other back office expenses needed for maintaining a full-time HR staff, you can picture how much a company can save by hiring a third-party provider.2. Focus on your core business.When you reflect on the things you do for your business everyday, how much of your time do you actually spend on strategic tasks? Its true that youre busy, but are you busy about the right things? Or are you busy with administrative work?Without having to worry about administrative HR tasks, you can focus more on planning and implementing business strategies that will push your business forward.3. Improve compliance and minimize legal risk.Avoid lawsuits and other employment-related litigation. Labor and e mployment laws change regularly. Keeping up with these changes can be difficult for many employers, especially for those just starting out. Outsourcing HR functions to a professional HR firm is one way of minimizing legal risk and improving compliance for businesses since HR outsourcing providers make it a point to stay abreast of any legal updates that can affect your business.4. Simplify operations and improve accuracy.A productive and efficient workplace is critical for any company. Outsourcing HR functions increases efficiency by streamlining important HR functions like payroll administration, recruiting and training, health and benefit administration and compliance management. With these administrative tasks out of the way, managers and employers can spend more time on strategic actions.5. Gain access to talent and HR expertise.Outsourcing can allow you access to a wider base of talent and HR expertise at a much lower cost compared to what you have to pay to hire, train, and re tain in-house HR specialists. HR outsourcing providers invest in the latest technology, stay up-to-date on best practices, and regularly train people to remain competitive. They work with many different clients who face challenges similar to yours.Finding the balance between managing your employees and attending to the needs of your business requires effort and strategy. You want to make sure your business is going in the right direction and you also want to make sure that you have the right people to help you do it. But there are times when the process of finding and retaining the right people can affect your strategic efforts.Outsourcing your recruitment and HR administrative functions can go a long way in helping you find that balance.So this leads us to the questionis your company ready to outsource?About the AuthorGlori Surban is afreelance bloggerdedicated to helping small business owners by providing quality content and guest posts. She specializes in marketing, personal deve lopment, and hr and recruitment topics. Connect with her viaLinkedInto learn more.