Great news Only 37,701 layoffs last month (July 2013)

Great news Only 37,701 layoffs last month (July 2013) A research firm announced layoffs fell almost 5% from June.  In total, between June and July, there were almost 80,000 layoffs.  Read the numbers here. I can appreciate that economists like this dip from June to July.  Especially government economists. But here is the reality Im guessing every layoff probably severely affects about six people: 1. The person who is laid off, 2. The persons spouse (assumption: 1 spouse) 3. The persons kids (assumption: 2 kids) 4. The persons parents (assumption: 2 parents) (speaking to my assumptions not everyone will have a spouse, but an ex that doesnt get alimony or child support because there is no income is also affected. Some people dont have any kids, others have a lot more than 2, and some people have only one living parent while others have 2 parents and 2 step parents so Im guessing for every one person laid off there is an average of 6 others who are closely affected) So the number is really not 80,000 people affected more like 480,000 people. Is that great news? Tell these people about JibberJobber  to organize their job search! Tell these people about 51 Alternatives to a Real Job! Tell these people to get started on the right foot, with the first  30 days plan! Help these people!  It is more than just tens of thousands that are affected Great news Only 37,701 layoffs last month (July 2013) A research firm announced layoffs fell almost 5% from June.  In total, between June and July, there were almost 80,000 layoffs.  Read the numbers here. I can appreciate that economists like this dip from June to July.  Especially government economists. But here is the reality Im guessing every layoff probably severely affects about six people: 1. The person who is laid off, 2. The persons spouse (assumption: 1 spouse) 3. The persons kids (assumption: 2 kids) 4. The persons parents (assumption: 2 parents) (speaking to my assumptions not everyone will have a spouse, but an ex that doesnt get alimony or child support because there is no income is also affected. Some people dont have any kids, others have a lot more than 2, and some people have only one living parent while others have 2 parents and 2 step parents so Im guessing for every one person laid off there is an average of 6 others who are closely affected) So the number is really not 80,000 people affected more like 480,000 people. Is that great news? Tell these people about JibberJobber  to organize their job search! Tell these people about 51 Alternatives to a Real Job! Tell these people to get started on the right foot, with the first  30 days plan! Help these people!  It is more than just tens of thousands that are affected Great news Only 37,701 layoffs last month (July 2013) A research firm announced layoffs fell almost 5% from June.  In total, between June and July, there were almost 80,000 layoffs.  Read the numbers here. I can appreciate that economists like this dip from June to July.  Especially government economists. But here is the reality Im guessing every layoff probably severely affects about six people: 1. The person who is laid off, 2. The persons spouse (assumption: 1 spouse) 3. The persons kids (assumption: 2 kids) 4. The persons parents (assumption: 2 parents) (speaking to my assumptions not everyone will have a spouse, but an ex that doesnt get alimony or child support because there is no income is also affected. Some people dont have any kids, others have a lot more than 2, and some people have only one living parent while others have 2 parents and 2 step parents so Im guessing for every one person laid off there is an average of 6 others who are closely affected) So the number is really not 80,000 people affected more like 480,000 people. Is that great news? Tell these people about JibberJobber  to organize their job search! Tell these people about 51 Alternatives to a Real Job! Tell these people to get started on the right foot, with the first  30 days plan! Help these people!  It is more than just tens of thousands that are affected

A Powerful Makeover Resume Template Freebie

A Powerful Makeover Resume Template Freebie A Powerful Makeover Resume Template Freebie Makeovers are a powerful thing. They can change your look. They can change your life! Speaking of changing your life, maybe it’s time to give your resume a makeover too if you are not getting the responses you want? You’ve got the talent, so it is time to change up your resume!Get started with writing a great resume by using this professional resume template. You are sure to get the attention of hiring managers with the pop of green that highlights this vertical split resume design. The sidebar area has a prominent “Skills” area and allows to accommodate a personal profile/resume objective statement, as well as a headshot if you like. And if you are not sure what else to add to your application, read the  compelling resume examples we have prepared for you. Download a new resume template today to get your career from stall and start a big makeover in your life! You are losing nothing as this template is available for free. File size: 76 KB Format: .docx Downloaded 3,568 ti mes License: Free, personal use only. Please read the license terms for resources. Download previous article Three Important Facts About Your Cover Letter You Should Know next article Teacher Resume Example: Get Inspired And Write Your Own Stellar Application you might also likeFine Balance â€" A Creative and Professional Resume Template

A Guide to Considering A Career In Accounting

A Guide to Considering A Career In Accounting A numbers related profession may be intimidating for many people, aspiring Career Girls should definitely look into pursuing a career in  accounting if they want a field that will always be in demand. This job of numbers and checks and balances is one that will never lose its importance in every other industry. Why Accounting? Sure it isn’t as glamorous as a creative job. However if you are not opposed to buckle down and learn your formulas, you can make quite a long and thriving career for yourself, a much more desirable aspect to any profession than the perks it can bring. Accountants are highly respected and cannot be overlooked. Their integrity, passion for detail, meticulous organization, and mathematical approach in solving a problem at hand is highly regarded by everyone. Whether you decide to work for a private firm or a public sector, there are many different positions you can find in the accounting field, thus making career growth very viable. Careers in accounting can range from entry level positions to executive level. Jobs in accounting are here to stay. If Math is your friend, I say go for it. Apart from pursuing a bachelors degree in accounting or a related field, you will need to be a Certified Public Accountant to make the most of your opportunities. A CPA License will hold you to a high standard, as it provides the guarantee that you are knowledgeable in the principles and best practices of the job. You will have to take a uniform exam set by the American Institute of Certified Public Accountants. Being a licensed CPA gives you better salary leverage as well.   If you are already working in an accounting environment but lack the requirements for a CPA exam, there are other accounting certifications available out there. It is best for you to look around and see which would be best suited to your circumstances. Fresh meat? Don’t Worry. Many jobs in accounting are available to look into. In public accounting you can either be a staff accountant or a junior auditor, or you can do merger and acquisition forecasts or budget review if you choose to work in the private sector. Many companies provide internship opportunities which you can already pursue at the end of your sophomore year. It is best to make a visit at your university career center to see what opportunities there are for you. Stocking up on experience will help you land your dream job later on so get those experience points up. Here’s a simple and important interview tip. If you are walking into your first interview, keep in mind to highlight your best technical skills and experience, all with a smile on your face. While Accountants hold themselves to high standard of professionalism, a can-do and likeable attitude is one that is always welcome. Keep in mind that the accounting profession works in a highly team-oriented structure. You must be able to work great both on your own and in the company of others. Don’t be a robot and don’t fear showing  character and personality. Finding the right fit for you can make you find happiness in the long run. Interested in an accounting job or working in one? What advice can you give our spiring career girls? Comment below or tweet us @mscareergirl now!

How to Eliminate YOUR Gender Pay Gap

How to Eliminate YOUR Gender Pay Gap The gender pay gap in the U.S. continues to stand at about 80%. This means that for every $1 earned by men, women earn just 80 cents. Unfortunately, progress in closing the gap for women in the U.S. has stalled and, while the pay gap stands at 79% for white women, women of color have a much, much wider gap. Why does the gap persist?   Women have distinct financial risks that contribute to the pay gap. We work on average 12 less years than men and less hours, both to take care of family obligations. We undervalue ourselves and fail to negotiate what we are worth. And we have fewer advocates at work, which leads to less promotions and less salary increases. And we have fewer women leaders, as a result of these challenges. All of this leads to less income, less savings, less retirement, and less ability to fund key goals. So, if that is the landscape for women when it comes to pay, how do we change it? More importantly, how do YOU change that for yourself? Below we share the tips you can take to eliminate your own gender pay gap: Have a plan for your career As with any goal, it’s important to have a clear plan for your career path so that you can take calculated steps and get the resources you need to get to where you want to be. Think through what you want from your career, where you are now and where you want to go. Identify the resources you need to get you where you want to be. Business coaches can be tremendous assets here. Be sure to look at your career not just from a compensation standpoint, but from a quality of life perspective, as well. If flexibility is important to you and will allow you to juggle both family and career, make it a point to have a position that allows for it. This can mean the difference between taking time off to care for others, and staying employed. Remember, time away from work contributes to your pay gap. Get the advocates you need to get the promotions you want. Find senior women leaders in your company to act as your sponsor and advocate for you within your company. Or join industry organizations where you can network with peers for mentoring, support, collaboration, and critical relationship building. Get paid what you are worth Negotiating for what you are worth, and having successful negotiations, comes down to having the data so you know the playing field, being able to quantify the value you provide the organization, and then putting together a “package” that works for you. Women leave $1 million on the table over the course of our working lives, so use these steps to make sure you get paid what you should. Decide on your compensation “package.” Compensation comes in more forms than just salary, so consider negotiating for a package that includes not only salary, but other benefits your company provides that are of value to you. Some common benefits are healthcare coverage, retirement plans and employer matches, Health Savings Accounts, life insurance. But, there are also other benefits that play an important part of your package: equity, education assistance, deferred compensation plans, vacation time, remote work schedules, flexible hours, etc. Do your homework. If this a new employer for you, ask directly what the salary ranges are at the company for this role. You are trying to understand where you fit in to the firm’s compensation structure. What is the next step up from this role in the organization? And what are the salary ranges for those positions? Consider talking to employees at the firm. You can also check out websites like Glassdoor and Salary.com for rough ideas of compensation for this firm and its competitors, but you will have more accurate data going directly to the source. Negotiate for what you are worth. If you are an existing employee, keep your compensation conversation positive and focused on the following three facts: Your performance this year, how the organization benefits from your work, and the compensation you would like based on the value you are providing the organization. Consider negotiating a “package” of whatever you have determined is important to you. You can also consider negotiating salary reviews, or a bonus. This is not the time to be emotional or to make requests that cannot be backed up with data. You’ll see better results when you can back up your ask with concrete facts and proof of your contributions to the company. You CAN negotiate away your gender pay gap! Women most definitely do have financial challenges men do not when it comes to our careers. Knowing these exist is important so that you can take the steps you need to get paid what you are worth. When you look at the data that shows women earn less than men for comparable jobs, a good portion of this comes down to our lack of asking for what we are worth. This is not new news, so let’s focus on how to better negotiate on our behalf so we can close that gender pay gap. This guest post was authored by Bridget Venus Grimes BRIDGET VENUS GRIMES, CFP ® is the founder and president of WealthChoice, a firm focused on helping women turn their professional success into financial success, and author of Corner Office Choices: The Executive Woman’s Guide to Financial Freedom. She is also a cofounder of Equita Financial Network, Inc., a network of independent, women-led financial planning firms that share best practices and common goals. As an advisor to top-earning female executives, business owners, and attorneys, Grimes draws on more than a decade of experience to create customized financial solutions that help her clients achieve the life they long for. Based in San Diego, California, she enjoys cooking, entertaining, and spending time on the water in the company of her husband and children. Learn more at www.wealthchoice.com.

When is it Time to Explore Predictive Analytics in HR CareerMetis.com

When is it Time to Explore Predictive Analytics in HR Original Image Source â€" Depositphotos.comMany companies worldwide have already passed the stage of HR-processes automation, and now they are facing the task of extracting additional value from the data accumulated in the automation systems.The first steps are usually rather simple reports on the basis of this data, which then becomes more complicated. The next logical step for such companies is predictive analytics, the economic effect of which can be many times stronger.Compare how a company can benefit from departmental turnover reports and forecasts of employee departures.evalThink about this:Back in 2016, only 32% of employerswere ready to build a predictive analytics management model but 2018 has already seen that figure rise to 69%with companies actively taking steps to improve the way they view people data.Despite a clear trend, there is, of course, a question of the size of the company and the amount of data it has and keeps accumulating.In addition, the effect of improveme nts in business processes will usually be a tenth of a percent, if it has been optimized enough, respectively, you need a sufficiently large scale to pay off such projects.In addition, it is too early and useless to start doing predictive HR-analysis until the company systematically collects data on employment and work of employees, has not put in order the data on vacancies, resumes, positions, KPI and employee evaluations in electronic form, does not count on them on a regular basis metrics with the use of conventional HR-analysis, has not started to make and apply specific decisions based on the results of conventional analytics.The main limiting factor of HR-analysis development, in general, is the immaturity of the market, which, fortunately, gradually ceases to be a problem, as our industry is developing. This is reflected in the fact that there are specialists and numerous training events on this topic.For example, the largest conferences for HR-specialists in the last few ye ars are focused on the “digitalization“.evalAccordingly, now the application of HR-analysis and the development of solutions on the basis of HR are already must-have for large companies.Similar to pricing automationin e-commerce, today it is impossible to imagine, for example, a large retailer that does not use this approach â€" such a company will be uncompetitive and its losses in recruiting alone will amount in significant profit shortfall.Who is it for?In my experience, predictive analytics is usually used by large companies, first of all, from retail and banking, because it helps them to achieve a competitive advantage in the objective conditions of high staff turnover and large budgets for selection.It should also be added that the traditional innovators in the HR-technology market are IT-companies, which also use different analytics, but here the effect of its use is not so tangible compared to retail and banks.evalIndividual companies in many industries are already start ing to apply HR forecasts. As soon as it starts to affect the profitability and margins of a given business due to the fact that some of them attract and retain the best specialists much better, while others have to work with others, a “boom” will begin.The HR-forecast boom will be connected with the mass spread of technologies based on artificial intelligence To familiarise yourself with the features and costs I recommend to stud off-the-shelf solutions first: HR Analytics SoftwareOr better schedule a demo or two ??On a company level:1) Get over old habitsevalIn order for the tools of predictive HR-analysis to work as efficiently as possible, first of all, it is necessary to change the habit of HR people Both data quantity and quality are important. The data should be “clean” and it often takes more time to clean, prepare and normalize the data than to develop predictive models themselves.In addition to the data, people and tools are needed that can benefit from them, for e xample, through machine learning. At the same time, the company can develop models on the machine learning independently (this is actively done, in particular, by banks), and work through outsource providers.Can your in-house guy fixing computers and resting passwords do that? Probably not.As an example, we can consider the task of ranking or scoring candidates for a particular vacancy. The company can make such a model on the basis of previous years’ data and cut off at an early stage those candidates who are not suitable and communicate more quickly with those candidates who are suitable.Optional: continuous fine-tuningIt is important to consider that the lifecycle of models is just beginning: the company needs to continually assess whether it is worth investing additional resources in improving its models to make them more accurate and efficient.Often such development can have an even greater effect than the initial implementation. I also refer here to the possibility of reusin g models to solve tasks that might not even be expected when creating them.Here are two examples from our practice.We mentioned above a clever search and recommendations for resumes: while developing our Virtual Recruiter service, which provides lead generation of candidates for mass positions, we realized that we could add our machine learning models, which were previously used for searching and recommending resumes. Almost free of charge. Thus, our product gained an additional competitive advantage.A similar story was with ClickMe’s advertising service, where we added ready-made models to search for and recommend vacancies.To sum it up on predictive analytics in HRGiven certain company size and ability to adapt predictive analytics used for more efficient human resources management can be huge.It also seems to be hindered by the fear of new things, something that requires us to recognize that everything is not perfect, to review the processes that have developed over the years w ith all their compromises and the status quo.And even to realize that it is necessary to take off habitual, simple, half-life executed and perfected to shine routine which the programmer can automate for half a day, and to do something more useful and meaningful.

Do Your Own Background Check on a Potential Employer Before Accepting the Position - Sterling Career Concepts

Do Your Own Background Check on a Potential Employer Before Accepting the Position Do Your Own Background Check on a Potential Employer Before Accepting the Position According  to a survey by Right Management, only 19 percent of employees are satisfied at work while about 5 percent plan to stay in their current position. Career dissatisfaction creates a ripple effect of turnover and searching for new positions. When searching for new jobs, many only get a little information from Googling a company and going on an interview. But there are strategic ways to do your own background check on an employer to figure out if it’s a good fit before you take a job. Go deeper on LinkedIn Anyone can go onto LinkedIn and look up a company. But job seekers shouldn’t stop there. Instead, set-up a profile (if you haven’t already) with a detailed resume and bio and use LinkedIn’s features to find contacts to connect with. Next, look to see who you might be connected to within the company youre interested in working for. You might find your LinkedIn connections have a friend of a friend who formerly worked at the company. Send a note to your friend to see if you can get introduced, and ask the company contact if you can have a quick 10-minute phone call to find out what it’s really like working for the company. Many companies also belong to LinkedIn Groups or post articles and content directly on the site. Look to see where the company is active on LinkedIn. Are they posting, for instance, about the challenges of a fast-paced corporate environment and demanding clients? Potential employers can pick-up clues to figure out what the work environment might be like and what to expect. Review Glassdoor Glassdoor can give insights to everything from salaries to job titles and may also have anonymous complaints about the management. Even Vice President Joe Biden turned to Glassdoor when trying to glean more insights into unemployment to the U.S. Former and current employees of a company can also rate their workplace. Look for star ratings for Culture and Values, Work/Life Balance, Senior Management, Comp and Benefits and Career Opportunities. Job seekers can figure out whats most important  to them in a job. You might not really care much how the Culture and Values rate, but you may want to pass on a company that rates poorly for Career Opportunities. Visit the companys website Don’t overlook the company’s About and Jobs page as a way to glean information. Find out what type of employees they’re looking for, exactly what the company does and what to expect from the work culture. For example, Lifelocks job page  alerts future employees that they can make a positive impact on peoples lives and that its challenging. Job seekers can take this information and figure out they won’t be doing the same thing every day and to expect some challenges and variety. Email marketing company Aweber’s job page offers photos of everything from a gaming room and the staff to get a sense of what to expect. Meet your future coworkers Consider taking it one step further and asking for a chat or coffee meeting  with an existing employee or two. You can find such contacts through LinkedIn, or ask the hiring manager after an interview if it would be possible to meet with your future colleagues to see what the work dynamic is like. While it’ s clearly not appropriate to ask potential coworkers about salaries or management, you can get a sense of what your future teammates are like and how everyone works together.

Going Green for the New Year - Hallie Crawford

Going Green for the New Year If youve been reading my blog for a while you know that health is one of my values. My health and the health of the environment is one of my number one priorities. I havent posted in a while about the environment. This incredibly warm winter has reminded me to do so. It is almost 70 degrees today in Atlanta! When I opened the windows this morning I couldnt believe it. Although I strongly prefer warm weather, with the concerns about global warming this warm winter can be a bit unsettling. It doesnt seem like winter. Every day Im thinking I need to put on a sweater, and I dont need it. Regardless of how strongly you feel about global warming, we all have to admit we are having an impact on the environment and have to do something about it. I have yet to discard my Christmas tree, were hangin on to the holidays…but I plan to recycle it and I encourage you to do so as well, if yours is still around :). Earth911 allows you to search for programs in your area. And for the new year, make a commitment to go green as much as you can. Every little bit does help, and when we all think that way we can make a difference. Here are some other resources from the Ideal Bite newsletter I receive. If your local energy company offers green energy, switch today. If not, demand it. Check the blog for a sample letter. Green Power Locator find out if green powers available in your area. Power Profiler this EPA tool helps you measure your impact. Ideal Bites Green Tags Tip offset the rest of your CO2. I hope this is helpful! Atlanta Career Coach