Resume-Writing Strategies from a Career Coachs Tool Kit

Resume-Writing Strategies from a Career Coachs Tool KitResume-Writing Strategies from a Career Coachs Tool KitHeres how resume writers transform ordinary resumes into attention-grabbing documents.Ever wonder how career coaches and resume writers transform ordinary resumes into attention-grabbing documents? As career professionals, we use a variety of strategies to standort job seekers and add the much-needed punch to their resumes.Address employer needs speak their language.Employers look for solutions, not people. When a company publicizes an opening, it is advertising a need a gap within its system. In order to win the job, a candidates resume must therefore demonstrate how his or her background serves as the perfect solution for this need. Not realizing this, many executives focus too much on trivial details and neglect the real beef that facilitates the decision-making process.Example An e-commerce giant advertised the position of an online affiliate marketing manager. Based on i nitial research, it appeared that the company wanted someone who could not only grow its program (revenues and publisher count) but also increase publisher retention rates. The following is a partial executive summary that attempts to address these two needsAward-winning affiliate marketing manager who has grown and managed affiliate programs for Fortune 500 E-commerce companies. Despite resource constraints, grew affiliate program from 1,200 publishers to over 15,000 within just two years. (Top competitors program consisted of only 7,000 affiliates.) Leveraged consistent follow up, one-on-one relationships, and publisher-focused programs to catapult affiliate revenues $94 million outperformed previous managers performance by 180%. Turned around failing program and increased retention from 40% to record 98%.In addition to addressing your executive summary, using the right mischung of keywords is critical. Most companies use electronic storage and retrieval systems to manage the larg e volume of resumes they receive every day. Whenever an opening arises, HR professionals use keywords to search through their database. Only resumes with matching keywords will show up during these searches.Focus on accomplishments.Most resumes use statements like, Responsible for sales and marketing. What does this tell the employer? Nothing. Hundreds of resumes on the employers desk would be saying the same thing.How about this Generate sales in excess of $500,000 every month by targeting a client base of 1,900 accounts.Even better Propelled market share 12% by driving more than $500,000 in sales every month. Achieved results by delivering powerful presentations and influencing challenging decision makers. Ranked 1 from sales force of 2,000 employees nationwide. Won Top Salesman of the Year award for capturing 80% of competitors accounts.Highlight benefits, not features.If car manufacturer XYZ says, ur car is red - that is a feature. When the same car manufacturer says, Our cutti ng-edge car will deliver record-breaking 80 mpg and save you at least $350 at the pump every month - that is a benefit. Your resume, too, must use similar language, especially to showcase your work at past employers. In the above example, Responsible for sales and marketing is a feature but Propelled market share 12% and Captured 80% of competitors accounts would be benefits.Format effectively.An effectively formatted, well-organized resume can reduce reading time dramatically. Imagine how pleased the hiring manager would be to review a resume that highlights key points and saves precious points.Stay focused.The modern workforce is multiskilled and cross-functional in the truest sense of those terms. Lean organizational structures have necessitated cross-training and have created a new breed of workers who can adapt to any roles very quickly. Even if you are qualified for multiple positions, dont try to create one resume for every job on earth. Staying focused is the key.

Marine Patrol Officer Career Overview

seestreitkraft Patrol Officer Career OverviewMarine Patrol Officer Career OverviewWho doesnt dream of spending their days on the water, enjoying the sun and surf and cruising Americas coastal regions? The only way it gets better than that is if you could get paid to do it. For people interested in careers in criminal justice and criminology, working as a seestreitmacht patrol officer allows you to do just that. Job Functions and Work Environment Marine patrol officers serve to ensure the safety of boaters and others who enjoy both fresh and saltwater activities such as water skiing, jet skiing, rafting, swimming, and fishing. They also help encourage and enforce conservation efforts through the enforcement of laws related to fishing and boater safety and licensure. Officers may work for a separate state agency, a division of the state polizze, or a special unit within a local sheriffs office or police department. Regardless of who they work for, if it happens on the water, the ma rine patrol is generally responsible for it. Marine patrol officers investigate boating accidents and fatalities, as well as other water-borne tragedies including drownings. They may also be asked to assist in locating missing persons who were last seen near water bodies or who fell overboard from boats. Marine patrol officers are also called upon to remove dangerous reptiles and marine life, such as alligators, crocodiles, snakes, and even sharks. The job of a marine patrol officer often includes Investigating Boating AccidentsInspecting Boats and BoatersConducting Safety Checks and CheckpointsInspecting and Counting Fish and Fish Species Taken by FishersAssisting in Dangerous Wildlife RemovalConducting Boating and Water Safety SeminarsDrug InterdictionEnforcement of Boating LawsReport WritingMaking ArrestsProviding Courtroom Testimony Marine patrol officers spend most of their time on the water or near docks and recreation areas. They work in all sorts of weather and thus may at t imes be required to endure harsh and undesirable conditions. Officers may be called upon to perform a variety of tasks and provide general law enforcement services to major bodies of water. Many officers are federally deputized, giving them expansive police powers and jurisdiction beyond state-controlled waters. Some jurisdictions have consolidated marine patrol functions with other conservation agencies so those marine patrol officers may also serve as wildlife officers. Marine patrol officers rigorously enforce laws related to underage drinking and boating under the influence. They ensure boaters have the required safety equipment, such as life jackets and flares, and they are on hand to provide rescues to people in distress. They may even provide a tow if necessary. Education and Skill Requirements Marine patrol officers are law enforcement officers with full police powers. As such, they must attend a police academy. Sometimes, they may also be federally deputized, and they w ill also receive specialized training dealing with safety, conservation and laws and situations unique to aquatic environments. Individual departments may vary on specific requirements, but in general, officers must have at least a high school diploma or GED. Job candidates should also have either some college, some prior law enforcement experience or prior military service. Often, preference is given to those candidates who hold at least an associates degree. Additionally, many agencies use veterans preference points, meaning military veterans receive priority in hiring. Officers need to have strong interpersonal communications skills because they interact with a variety of individuals in a variety of situations and environments. They may as easily be found dealing with a family of four on a family outing as a poacher or intoxicated boater. Marine patrol officers must also be in an excellent physical condition in order to be prepared for the rigors of the job, and they must be stro ng swimmers. Naturally, they will need to know how to drive a boat, and they should also be able to handle a vehicle-trailer combination and back a boat trailer. A thorough background investigation, possibly including a polygraph exam, will likely be required. Job Growth and Salary Outlook Accordingto the Federal Bureau of Labor Statistics Occupational Outlook Handbook, growth in law enforcement jobs, in general, is expected to be below average through 2020. However, through natural attrition and turnover, candidates hoping to become marine patrol officers will continue to be able to find ample employment opportunities. The best places to look for marine patrol jobs are coastal states like Florida and communities with large bodies of water, such as those near the Great Lakes. Marine patrol officers can expect to earn between $32,000 and $88,000 per year, depending on agency and location. Typical starting salaries will more likely be between $32,00 and $46,000. Is a Career As a Marine Patrol Officer Right for You? Marine patrol officers often work in beautiful environments and spend a great deal of time on the water. If youre uncomfortable near the water or youre not a strong swimmer, then a job as a marine patrol officer probably isnt going to be what youre looking for. If, however, you enjoy being outdoors, boating, working with people and learning about marine life, then you may very much appreciate a fun and rewarding career as a Marine patrol officer. You might find it to be the perfect criminology career for you.

Offering Part Time Employee Benefits

Offering Part Time Employee BenefitsOffering Part Time Employee BenefitsA frequent question that both employees and employers have is about the legal requirements surrounding part-time employee benefits. While it may seem as simple as determining the number of hours worked or the type of job held, the determination of eligibility for part-time benefits is a very complex matter. What the Affordable Care Act Says The Affordable Care Act of 2010 (ACA) mandates that employers offer group health insurance benefits to full time or the equivalent employees, and at least 95% of their workers, so this leaves things to their discretion for the remaining percentage. Additionally, state laws, eligibility for other types of benefits, industry norms, and even the salary paid to employees can have an impact on the degree to which employers are required to cover their employees health and wellness needs. Full Time vs. Part-Time Employee Definitions The ritterlich Labor Standards Act (FLSA), which dictates federal wage-and-hour laws around the nation,does not define part-time or full-time hours, but it does define overtime hours as being over 40 hours per pay period (on a weekly pay schedule). The US Bureau of Labor Statistics defines part-time employees as people who work 1 to 34 hours each week. Anything over 34 hours would then be considered full-time. Current APA guidelines dictate that employers who have 50 or more full-time or the equivalent employees must provide Affordable Health Care coverage to meet the minimum guidelines. The ACA does define employees who are working at least 30 hours each week or 130 hours per month to be considered full-time. Employees who work fewer hours are considered part-time under ACA laws. Safe Harbor Laws To avoid paying for health insurance, some larger employers try to maintain their part-time workforce under 27 hours per week also known as a safe harbor. It reduced the risk of having to pay for health insurance benefits and or overtime payment. However, the law is continually changing, so this practice may be eliminated in the near future. Employer Responsibility Under Obamacare, covered employers must report all of their part-time and full-time workers to determine if any of the part-time employees also qualify for benefits. It can be based on the average hours they work each year. Keep in mind that part-time employees are often asked to work more hours during peak production cycles and busy seasons, and this can put them just over the limits for the year. Its also important to understand that while an employer may decide whether or not to offer group health benefits to part-time employees, many plan administrators have health care options for employees who work as few as 20 hours in a pay period. It can be beneficial to offer them low-cost benefits under group rates. Requirements for Part-Time Employee Benefits Now for the legal part. While standard health care insurance and supplemental ben efits may be at the sole discretion of company HR directors, some employee benefits are mandatory for all employees regardless of the number of hours worked. Under the Employee Retirement Security Act (ERISA), any employer that offers a qualified retirement savings plan to employees has to also offer them to full-time and part-time employees. The Federal Labor Standards Act also requires the payment of overtime at the same rate that full-time workers earn it. Unemployment benefits are available to both full-time and part-time employees when they separate from employment. Workers compensation benefits and injury claims must be handled in the same for part-time and full-time employees. There are also a number of other benefits that are widely offered to part-time and full-time employees such as on-the-job training, paid time off, and corporate wellness services that all employees can benefit from. Why Offer Benefits While it may not be legally required to offer all benefits to par t-time employees, unless they fall under the above rules it can be a positive business practice to offer benefits to part-time employees. It can be a great way to boost recruitment effortswhen other employers are not offering benefits to part-timers. It can also support employee productivity and retention because employees will remain loyal to an employer offering benefits and protecting their health. Employers can still maintain some control over the types of group health plans they offer, including supplemental insurance like dental, life, and disability benefits. However, when a company offers an affordable benefit package for part-time employees, it sends the message that the health and well-being of all employees is a number one priority. How Part-Time Employees View Benefits Part-time employees most often view benefits as valuable perks, especially if they are working other jobs and cannot afford to purchase insurance through other means. They have the same, if not more r esponsibilities than full-time employees, often juggling raising a family or going to school with that of a job. Its beneficial for the business too. Consider if a part-time employee has access to paid time off vs. calling out sick to deal with a personal matter, the workplace is not impacted if the employee can schedule time off in advance. Part-time benefits are flexible and can be offered to employees who complete a certain amount of time on the job, so long as this is managed fairly across the entire employee population. Managing Benefits Costs The cost factor of offering part-time employee benefits must be determined when choosing group plans, but most plan administrators have reasonable options. Many of the benefits, such as voluntary plans and supplemental insurance, can be offered as full employee-paid or at a half rate of full-time employee plans. Using a combination of a high deductible health care plan with a flexible spending account or health savings account can he lp part-time employees put more pre-tax dollars away for paying off larger medical bills and paying for prescriptions and other things not covered. Employers can also get creative and reach out to local health and wellness vendors to arrange for corporate discounts on food, medicine, and wellness services that help all employees stretch their dollars even further. As mentioned previously, delaying the eligibility of benefits to the first 30 days on the job can also reduce costs for employers, and give employees a chance to prove their worth before the investment is made. Before the organization decides against offering part-time employee benefits, consider the impact of not offering them. Employee retention, productivity, and a more engaged workforce are all win-win situations for your company.

5 Important Factors to Consider Before Working at a Startup

5 Important Factors to Consider Before Working at a Startup5 Important Factors to Consider Before Working at a StartupThinking of jumping ship and joining a startup? Use these tips to help you decide.These days, it seems like everyones jumping on the startup bandwagon. Somewhere along the way, working a corporate job lost its panache to the startup badge of honor. Especially if you live in a city with a burgeoning tech scene.However, bedrngnis all startups are created equal. Success in the startup world is largely dependent on the founding teams smarts, skills and drive. And while theyre not for everyone, startups do offer a diverse workplace experience some professionals might prefer over the corporate routine.Having difficulty choosing which career path is right for you? Consider these five factors before jumping ship to join a startupExperienceBefore deciding which route is best for you, evaluate where you are in your career. If you didnt drop out of college for the Thiel Fellowsh ip, then a corporate job can offer a fantastic intro to the workforce. This is where youll learn your basic geschftlicher umgang skills. You can always take your experience and apply it to future endeavors if it doesnt work out.If youve already paid your dues in the corporate world, a startup may offer an exciting new challenge. Having experience under your belt will be a highly valuable asset- youll bring the discipline and leadership that help startups flourish.StructureStartups HR departments (or lack thereof) can resemble the wild west, with roles and teams that are even less defined. Dont fall for the define your own role trap youre not aspiring to be a jack-of-all-trades. Hiring managers should know your key role and responsibilities. Additional ideas and skills you bring to the table are a bonus.If you work better with direction, you may be frustrated with the A.D.D.-like approach of a younger startups environment. If however you go in aware of these growing pains, youll emb race the challenge.TrainingMost corporations have articulated training and on-boarding procedures to ease you into their operations. Startups typically offer immediate, hands-on opportunities.While your individual impact may be visible from the beginning, you must learn and adapt fast otherwise you may sink under the pressure. Of course, you may still be expected to hit-the-ground-running no matter where you end up.TractionAccording to a U.C. Berkeley and Stanford University report, 92% of startups failed because of premature scaling. In plain terms, they spent too much money hiring and marketing before first establishing a revenue stream or viable business model.If youre wooed by a product or sales company where traction is nil or next-to-nil, the leadership may need more time to figure out how to run the business. Poor pie-in-the-sky planning does long-term damage, so be sure you know what theyve done versus what they plan to do. If they want you as their strategist, then gauge ho w much autonomy youll have to execute on your ideas. You dont want to end up hired and fired in a matter of months because some bumbling founder sold you a line and ran out of money.Pay and BenefitsStartups may not offer the same competitive salaries and benefits that corporate jobs do. Youll need to do your research. Salary terms (and any commission structures and sales payouts if applicable) should be clearly defined in writing. Dont even get me started on fuzzy equity options, promises of pay based on future events, or expectations to work for free.What startups lack in compensation however, they may make up for in personal or financial rewards later on. For example perk packages, advancement opportunities, a weg at becoming the next billion-dollar valuation, etc. Just be realistic when making your decision free daily lunches and coffee are great, but not if youre severely underpaid and taken advantage of for your talents and time.Regardless of where you work, remember to embrace every opportunity as a learning experience. You never know how or when it will benefit your future career. Like Sheryl Sandberg said in Lean In, its okay if your career looks more like swinging around a jungle gym than climbing a corporate ladder. Because no one wants to stand on that ladder, look up, and see someone elses butt.

Workers Compensation and Disability Benefits Information

Workers Compensation and Disability Benefits InformationWorkers Compensation and Disability Benefits InformationAre you unable to work because of an injury or illness? If so, you may be eligible to receive workers compensation or disability benefits. Workers Compensation Employees who are injured or become ill on the job are covered by state workers compensation laws. In every state, employers are required to haveworkers compensation insurance,though there are a few exemptions. Benefits include payment for lost wages and payment of medical bills. However, you will only be paid a portion (usually two-thirds) of your salary. The first step in filing a claim is to notify your employer. Your employer should be able to supply you with the forms needed to file a claim. If they cant, contact your states Workers Compensation Officeimmediately. Disability Insurance California, Hawaii, New Jersey, New York, and Rhode Island have state-sponsored disability programs. These programs are t ypically short-term, and the benefit amounts are low. In New York, for example, the weekly benefit amount is 50% of the employees average weekly wage, up to $170 for a maximum of 26 weeks. Your employer, both in these states and in the rest of the country, may also voluntarily provide additionaldisability coverage. So, if you are unable to work, your first step should be to inquire as to what insurance your employer provides. If you have your own disability coverage, file a claim with that insurance company as well. If you dont have state or employer-based coverage, consider purchasing disability insurance while youre healthy. First, check with your employer to see what coverage they provide, then ask if you can purchase supplemental coverage. Calculate if the benefits youll get will be enough to maintain your lifestyle in the event of unanticipated disability. If theyre not, consider purchasing personal disability insurance. Social Security Disability To qualify for benefits, y ou must first have worked in jobs covered by Social Security. Then you must have a medical condition that meets Social Securitys definition of disability. In general, monthly cash benefits are paid to people who are unable to work for a year or more because of a disability. According to theSocial Security Administration, the following types of impairments mayqualify an individual for social security disability Disorders of the musculoskeletal system.Special senses and speech disabilities, including loss of vision, hearing, and speech.Respiratory disorders like asthma, cystic fibrosis, and chronic pulmonary hypertension.Cardiovascular impairments impacting the proper functioning of the heart or circulatory system.Digestive system disorders including gastrointestinal hemorrhage, liver dysfunction, inflammatory bowel disease, and short bowel syndrome.Genitourinary disorders that compromise kidney function and result in chronic kidney disease. Hematological disorders including cancerous diseases like lymphoma, leukemia, multiple myeloma, and non-cancerous disorders like thrombosis and hemostasis.Skin disorders likeichthyosis, bullous diseases, chronic infections of the skin or mucous membranes, dermatitis, hidradenitis suppurativa, geneticphotosensitivity disorders, and burns.Endocrine disorders including diseases attackingpituitary, thyroid, parathyroid, adrenal, and pancreas glands.Congenital disorders that affect multiple body systems. Neurological disorders like parkinsonian syndrome, benign brain tumors, cerebral palsy, spinal cord disorders, and multiple sclerosis.Mental disorders including schizophrenia spectrum, bipolar disorders, anxiety and obsessive-compulsive disorders, and autism spectrum disorders.Cancers - malignant neoplastic diseases.Immune system disorders including autoimmune diseases and immune deficiency disorders. The application process takes at least 60 - 90 days. Then there is a sixth-month waiting period before you can collect a check. When and How to File a Claim If you are injured or temporarily or permanently disabled, file a claim immediately.In many cases, there are dates that claims should be filed by to be valid, typically no later than 30 days after the injury or the illness began.Contact your states Workers Compensation Board, your state Department of Labor, or the Social Security Administration if you have any questions or need help filing a claim. Getting Legal Help Many individuals engage a social security disability lawyer to help them navigate the complexities of the system and enhance their chances of being approved for benefits. According tolegal help site Nolo, attorneys may offer a free consultation and collect fees only after you have successfully secured your disability coverage. Legal fees are federally regulated, and you will generally be charged the lesser of 25% of your social security back pay (money owed to enrollees covering the time from the application date to the date of approva l) or $6000. Please noteThis is general information on workers compensation and disability insurance. Contact your employer or your statesWorkers CompensationOffice for a determination on your specific circumstances.

How to Choose Cpa Resume

How to Choose Cpa Resume 1 common mistake jobseekers make on resumes is to give a list of things they were accountable for over the span of their careers, inducing the section to read as a work description in the place of a list of particular accomplishments. When you truly desire to get that job, then youve got to send them a targeted continue. You are able to find two means by which you will be in a position to create resumes. When posting the financial resumes, its important to adhere to the critical tips. Get more great ideas to construct a crowd-pleasing resume for account administration. In addition, you can look for account manager jobs on Monster. Just take the opportunity to truly think of where you have been and what youve accomplished and youll be able to locate workable metrics which will help you have the job. Performance metrics are a great way to sell yourself as a perfect job candidate. Utilize your CPA position to inform the story of your career The perfec t way to choose where in your resume you should incorporate the information regarding your CPA status is to set the story youre attempting to tell with your resume and how your pursuit of the CPA enhances your story. Be certain that you specifically handle the specific job and position within the particular field youre applying for. Based on what field you choose to go into, a seasoned accounting and finance position would bring a salary in the variety of 68,000 to 109,000 dollars each year. Accountant position in US its a wide position, which might call for various responsibilities. New Step by Step Roadmap for Cpa Resume Adding an accomplishments section to your resume is an excellent means to demonstrate your best achievements and regions of expertise as they relate to the job that youre applying for. When you have sufficient knowledge of the job youll appear self-possessed. The hints that you may follow in curating your accounting skills are given below. Computer skills o n resumes are becoming more and more crucial for accountants. Finding Cpa Resume Online Thus, you should have a resume that stands out. Resume objectives are sometimes a small controversial. To become a CPA, youve got to spend the licensing exam. Maybe youve discovered the advantages of taking the CPA Exam for a student and are now attempting to break into the industry as a recent graduate with four passed exam sections beneath your belt. If something aside from the achievement of passing the CPA Exam is your best career strength, its still possible to incorporate a Certifications section in your resume, but you are going to fruchtwein likely want to move it farther down the webpage. If you wish to turn into a CPA, you will select the 150-credit program. Whether youre a recent accounting graduate or youve been in the area for at least a decade, crafting the ideal accountant resume objective could help make certain your resume stands out from the remainder of the stack. In order to construct a financial model its important to get a good comprehension of accounting fundamentals. In order to make the most of your accounting and finance resume, you also need to have an MBA or some equivalent small geschftsleben education too. The ideal approach to your accounting resume is going to be to match the correct words to the degree of your accounting work history. Free sample maintains are a great resource when wanting to create an extremely excellent work continue. For that reason, its in the very best interest of the work hunter to generate a high quality resume thats been geared towards the receiver and delivered in a timely fashion. More or less every tool youve got to create an expert job application is not hard to get at coming from the main menu. Or, should you need some additional assistance, try out our easy-to-use resume generator that could find the business done in minutes. Choosing Cpa Resume If you do decide to move forward with a resume summary statement, be sure to take care of it as your personal highlight reel. Your summary has to be concise, but nonetheless, it also needs to provide enough info to pique readers interest. Besides the normal sections, a resume could also consist of various different sections since they help a person to stand apart amongst job-seekers. To assist you master writing compelling objectives for your resumes whenever you want to make one, weve got tons of resume objective examples along with resume samples that youre able to apply. A capable CPA firm needs to be versatile, and come prepared to provide you references. You just have to learn to compose a CPA candidate resume. CPAs are renowned for their focus to detail. Add a line in case you have already cleared the CPA (Certified Public Accountants) at the beginning of the document. CPAs should remember they prepare tax returns based on information supplied by the taxpayer. The achievements which you have received as an accounta nt. For instance, accountants might operate to minimize a customers tax liability by taking a look at their finances. Your accountant resume may or might not have a summary statement.

3 Reasons Your Startup Needs Doers vs. Managers - Spark Hire

3 Reasons Your Startup Needs Doers vs. Managers - Spark HireWhen you are hiring for your startup, the biggest mistake you can make is hiring too many hands-off managers and executives. Quite often, when a startup takes off, I have seen owners immediately revert to larger corporation strategies and begin hiring many skilled managers and executives.When your startup begins to grow, you need to focus on hiring doers in order to be successful.1.Your business needs more production.When your startup business begins to grow, this means you are getting in more business. In turn, this means that you need more production in order to keep up with the new incoming business.The last thing you need at this stage is a skilled manager who is not hands-on. You need worker bees in order to increase your production and get the job done. It may be difficult, but you will need to be in a hands-on management role for some time. You will need to make sure that your employees are trained correctly and under stand your business.Once you have trained your employees, you can then begin to pick out individual team leads to assist you.2.Youre on a budget.Lets face it, most startups do not have a ton of cash to throw around. Skilled managers and executives cost money.During the beginning stages of your startup, you must decide how you will allocate your funds and resources. Ask yourself if it is really more important to pay a skilled hands-off manager a 6 figure salary, or is it more beneficial for you to hire several motivated hands-on doers?I recommend you allocate your funds towards hiring doers in the beginning. As business continues to grow and bring in profit, you can then think about hiring skilled executives and managers.3.You need hands-on leaders.The people you hire in the beginnings of your company are the ones who will be the experts. They will be an integral part of your companys success. Not only will they be worker bees, but they will also be involved in establishing your comp anys processes and procedures, as well as developing solutions. These employees will know your company inside and out. They will understand what works and what doesnt work.When it comes time for you to start thinking about hiring managers or executives, take a look at your current employees. Is there anyone with the potential to grow into a management or upper leadership position? If so, do they have a desire to do this? Once you have identified potential managers on your team, sit down and discuss with each employee individually to learn of their desires and express your expectations.When it comes to your leadership team, you will need hands-on leaders who understand your business and are not afraid to get their hands dirty when needed.At what point do you determine when to hire skilled management within your startup? Please share your recommendations in the comments below.Image monkeybusinessimages/BigStock.com

Ten ASME IShow Finalists Selected

Ten ASME IShow Finalists Selected Ten ASME IShow Finalists Selected Ten collegiate teams will be competing for top prizes this June at the 2013 ASME Innovation Showcase (ASME IShow). The IShow is an annual competition that spotlights the engineering designs, presentations and entrepreneurial skills of undergraduate and graduate students who represent tomorrows business leaders and innovators. The seventh ASME IShow will be held on June 22, in conjunction with the ASME Annual Meeting at the JW Marriott Indianapolis, Ind. The event is supported by the ASME Foundation and Mechanical Engineering magazine, the flagship publication of ASME. The winning teams must prove to a judging panel of successful innovators, industry experts and intellectual property specialists that they have a sustainable business model for an innovation that is truly feasible and unique within the context and environment in which it is applied. Inspiring students to be product innovators and entrepreneurs , the ASME IShow gives top collegiate teams an opportunity to compete for access to more than $20,000 in seed funds to further develop their products along with valuable industry recognition. The following universities and inventions will compete at the 2013 IShow Bournemouth University, Epidural Needle Insertion Simulator Brigham Young University, Shot Coach Harvard University, Theratech Johns Hopkins University, AccuRIGHT Massachusetts Institute of Technology, Coriolis Centrifuge Massachusetts Institute of Technology, HeatWare Massachusetts Institute of Technology, OneBin Tufts University, Uji University of Michigan, Turtle Cell Washington University at St. Louis, Low-Cost Spirometer For more information on the 2013 ASME IShow, visit the website at www.asme.org/events/competitions/asme-ishow.

How to Make Everyone in Your Office Like You, A Lot - The Muse

How to Make Everyone in Your Office Like You, A Lot - The MuseHow to Make Everyone in Your Office Like You, A Lot I recently went from working in a 20-person arbeitszimmer to interning in a 300-person one.And when I arrived on my first day, I had a goal. When I left in mid-August, I wanted to have made a positive impression on my new co-workers.All 300 of them.Did I make that goal? Well, Id say Im friendly with around half the faces I see- pretty good, considering thats still 150 relationships in 10 weeks So even though I technically came up short, Im still counting this challenge a success.Here are the habits that worked for me.1.Smiling (For Real)You know that close-lipped smile you give when youre trying to be polite? In the past, Id use that smile to acknowledge employees I didnt know very well. However, this summer, I committed to giving everyone- stranger or no- a legitimate, teeth-and-all smile.I found that almost everyone would grin back. In two seconds, wed create a genuine, enjoyable connection, which would make talking to them in the kitchen or at happy hour that much easier and organic.2.TalkingIknow, this sounds pretty obvious- but how often do you talk to co-workers you dont already know?Basically, Id chat withanyonewho didnt look like they were in a huge hurry. While I made tea, Id ask the person getting coffee how his or herbei morning welches going. When welcheshing my hands at the sink, Id say to the woman next to me, Ive never smelled hand soap so yummy In the elevator, Id ask, Do you know whats on the 11thfloor?Obviously, not everyone wants to have a conversation. But most people do, and this welches hugely helpful in meeting people.3.Holding DoorsGetting the door for other people has gone out of style, and Im not sure why.It doesnt matter what gender you are- I bet youll be surprised how appreciative others will be when you hold the door open for them. And, bonus One time, holding the door open for the CEO turned into a mini-interview about my career plans.4.Going to Office EventsI love being around others, but it takes alotout of me- so it was a challenge to attend office get-togethers.Nonetheless, Im really glad I summoned up the energy. There was a ton of accidental networking for example, I started chatting to a couple people by the food table only to learn they were high-level employees in a department I was interested in. After I told them that, they gave me their contact info and asked me to reach out for career advice and job referrals.Plus, going to all these non-mandatory events raised my office visibility.5.Asking, Can I Help?Whenever I saw anyone doing anything physical (stocking the fridge with soda, unloading the dishwasher, delivering mail to peoples desks), Id ask, Can I help?This habit gave me a huge reputation boost- and not just with the person I was asking, but everyone who heard me ask as well.It shows youre a team player and that you dont have an ego, which I think is great for anyone, whether yo ure entry-level or in the C-suite.Of course, youll have days where this feels impossible- but whenever you have a few seconds, just ask. 6.Connecting on LinkedInEven if I just met someone for a second or two, after I went back to my desk, Id immediately send a LinkedIn invite. Sarah from Advertising probably wouldnt have remembered me from our short encounter alone, but the request reinforced my name, face, and title in her mind.Also, it gave us something to discuss the next time we ran into each other. I could say something like, Hey, I saw you worked at Ogilvy straight out of college- Ive always been interested in that agency. What did you think of the culture?7. Asking People to Lunch or CoffeeInformational interviews arent just useful when you want to network or get insight into a job or company. Theyre also a super sneaky way to make friends.After I met someone who seemed interesting and connected with him or her on LinkedIn, Id send a message along the lines ofHey Spencer,Than ks again for showing me where the SweetN Low was If youve got any free time this week, Id love to grab lunch somewhere near the office and hear more about what your work for the Product team.Best,AjaMore often than not, these interviews turned into fun conversations. And even if they stayed purely educational? Well, then I got to learn useful information about another role or company department.Yesterday was actually my last day in the office. As I walked around, saying my final goodbyes, I was struck by how effective all of these small habits really were. I had the privilege of meeting some really cool, talented people- and I barely had to travel from my desk to do it I hope these strategies help you do the same.Photo of people in a meeting courtesy of Shutterstock.

How Big Companies Recruit and Hire for IT Skills

How Big Companies Recruit and Hire for IT SkillsHow Big Companies Recruit and Hire for IT SkillsHow Big Companies Recruit and Hire for IT Skills West, PayScale.comTech-industry employees are among the best paid, most highly skilled and most sought-after workers anywhere. But employers are finding that it takes more than money to recruit and retain the best of the best.Paying for top talent is important, but it isnt the only variable, says Stacey Carroll, principal consultant at Payscale.com, which provides both workers and employers with in-depth salary and career information. After all, if it was simply about money, then every company would just write bigger checks.Theres no magic app for attracting top talentand ensuring employee satisfaction, yet a few leading technology companies have succeeded in creating a winning combination of salary, benefits, work environment and company culture. This recipe for success makes them a target for job seekers and keeps their workers happy and p roductive, according to a new report from PayScale.com.The Top Tech Employer Comparison report ranks more than 20 leading tech-industry employers, from long-established companies like Microsoft to newer companies like facebook inc, on issues such as employee compensation, demographics, benefits and perks, job flexibility, work stress, job satisfaction, and the level of meaning that employees find in their work.Who Are Tech Companies Hiring?Based on the reports findings, tech-industry employees tend to be well-educatedThe majority (55 percent) have at least a bachelors degree.15 percent have only associate degrees6 percent have MBAs14 percent have other types of masters degrees3 percent have PhDsLeading the list of tech-industry hires are graduates of universities known for their outstanding technology programs, schools such as Stanford, Carnegie Mellon and the Massachusetts Institute of Technology. The most common majors among students who land jobs with technology companies include Computer engineeringSoftware engineeringSupply chain managementFinance and marketingTech Remains a Mans World The reports findings show that thetech industry is leise a mans world to a large extent. At all but one of the companies studied, male employees significantly outnumber female employees.At more than half of those companies, men account for at least three-quarters of the workforce. That includes longtime tech-industry leaders such as Microsoft (79 percent male/21 percent female) and Intel (82/18) as well as younger companies such as Google (74/26) and Facebook (79/21). Most tech employees are also relatively young, ranging from a median age of 26 at Facebook to a median age of 39 at Hewlett-Packard.How Do Tech Employees Rate Salary and Benefits Versus Job Meaning and Flexibility?According to Carroll, todays tech employees, especially younger Gen Y employees, are looking for jobs that provide meaningful work, along with workplace flexibilityand good pay.Its a formula that comp anies are eager to perfect. Yet comparing employee compensationat top technology companies with other leading indicators underscores the elusive connection between paycheck size and job satisfaction.Of the 21 companies covered by the report, for example, Facebook ranks 12 for median starting pay and 8 for median mid-career pay, but the company ranks 2 for overall job satisfaction with a score of 88 percent (the percentage of employees who report feeling fairly satisfied to extremely satisfied at work).Compare that to Yahoo, which pays its employees better at every stage the company places sixth for starting pay and third for mid-career pay yet is near the bottom of the list for job satisfaction.The difference may have something to do with the high marks Facebook receives for job flexibility and job meaning. Facebook exceeds all other tech companies in job flexibility with a score of 94 percent (the percentage of employees who say they are able to fully determine their own schedule s and time off, with or without advance notice.)The company places second in job meaning with a score of 81 percent (based on the number of employees who answer yes or very much so to the question, Does your job make the world a better place?). By contrast, Yahoo ranks 7 for job flexibility (88 percent) and 14 for job meaning (51 percent).Achieving High Job Satisfaction Among Tech EmployeesCompeting for tech talent never gets easier, nor is it a perfect mathematical equation, Carroll says. Instead its about understanding your market, knowing what your current and prospective employees are looking for, and doing your best to create the environment that attracts the right workers to your company.Yet companies that want to recruit IT candidatesand retain highly-skilled tech workers cant afford to overlook compensation as a key part of their strategy, according to Katie Bardaro, lead economist at Payscale.com.There is a vacuum right now for top tech talent, so if you can afford it then you need to provide employees with pay incentives, she says. This is especially true for current employees who may be wooed by competitors.Make them feel valued to drive employee motivationand provide them with a reason to stay, because it will be nearly impossible to replace them in todays tech-hungry world, where the demand for tech workers is outpacing the current supply.