JibberJobber Anniversary Upgrade Options

JibberJobber Anniversary Upgrade Options In addition to yesterdays announcement that all yall can get 60 days of premium just for doing nothing (as long as you have/get a JibberJobber account), here is another special you can take advantage of: For $99 (the price of a one year upgrade) you will get: One additional year of JibberJobber premium (combined with the two months, this means you get 12 + 14 months of premium that is about $3.80/month), AND Social Marketing Strategies for Job Seekers (streaming video) $50 value Blogging for Job Seekers (streaming video)- $50 value Twitter for Job Seekers streaming video (streaming video)- $50 value Simply login, go to the upgrade page and choose a one year upgrade.  Well apply the three streaming videos to your account (as well as the extra 14 months of premium) and youll be able to see them from the Tools/Videos page they wont expire.  This is an additional $150+99 value! JibberJobber Anniversary Upgrade Options In addition to yesterdays announcement that all yall can get 60 days of premium just for doing nothing (as long as you have/get a JibberJobber account), here is another special you can take advantage of: For $99 (the price of a one year upgrade) you will get: One additional year of JibberJobber premium (combined with the two months, this means you get 12 + 14 months of premium that is about $3.80/month), AND Social Marketing Strategies for Job Seekers (streaming video) $50 value Blogging for Job Seekers (streaming video)- $50 value Twitter for Job Seekers streaming video (streaming video)- $50 value Simply login, go to the upgrade page and choose a one year upgrade.  Well apply the three streaming videos to your account (as well as the extra 14 months of premium) and youll be able to see them from the Tools/Videos page they wont expire.  This is an additional $150+99 value! JibberJobber Anniversary Upgrade Options In addition to yesterdays announcement that all yall can get 60 days of premium just for doing nothing (as long as you have/get a JibberJobber account), here is another special you can take advantage of: For $99 (the price of a one year upgrade) you will get: One additional year of JibberJobber premium (combined with the two months, this means you get 12 + 14 months of premium that is about $3.80/month), AND Social Marketing Strategies for Job Seekers (streaming video) $50 value Blogging for Job Seekers (streaming video)- $50 value Twitter for Job Seekers streaming video (streaming video)- $50 value Simply login, go to the upgrade page and choose a one year upgrade.  Well apply the three streaming videos to your account (as well as the extra 14 months of premium) and youll be able to see them from the Tools/Videos page they wont expire.  This is an additional $150+99 value!

Common Mistakes Managers Make With Graduates

Common Mistakes Managers Make With Graduates According to the National Association of Colleges and Employers, companies plan to increase their recent graduate hiring by 11% in 2016.  For many hiring managers and recruiters, significant benefits come from recruiting fresh blood.  Paying lower salaries, off-setting pending retirements, diversifying the age range within the office and the allure of molding new talent into future leadership are just a few motivators for actively recruiting entry-level personnel.  However, statistics tell us that entry-level hiring is often plagued with turnovers and frustration, with some research  highlighting graduates carrying  a turnover rate exceeding 50%. Who is to blame?   It doesn’t matter, because each circumstance is different.  What matters is strategizing how to best lower the new graduate turnover rate.   This begins with a fundamental understanding of the common leadership mistakes managers make with entry-level employees. Failure to build self-confidence from the get-go Self-confidence in many younger individuals is much lower than many employers believe it to be.   In order to help recent graduates produce to their fullest capacity, it’s imperative that a manager leads them via highlighting and convincing the individuals of their potential.  Often, a manager will see the potential in a younger employee, however  their opinion is meaningless if the person isnt made to feel proud and supported in their abilities.   When  managers  fail to build confidence in younger staff, the recent graduate often focuses on the negatives; why work can’t be done, why a task is impossible, why it’s too difficult to finish.  The pessimistic  mindset hinders performance and, after a while, management finds themselves with an employee who had potential but has now given up. Failure to convey overarching company goals Every strong leader sets a goal and does whatever it takes to make it happen.   They openly inform others as to what those goals are, which allows recent graduates to feel as if their work is meaningful.  Expecting younger employees to figure out the overall vision is a common leadership miscalculation that often leads to lackluster performance on the part of recent graduates.  Belief that their work has  heavy  impact and meaning is highly important to young professionals today.   Without this, their ambition and focus suffers tremendously. Failure to provide formal training and on-going education According to a report released by Accenture, along with low salaries, recent graduates often complain about a lack of education.  Due to ever-increasing schedule demand from  employers, this aspect of personal growth is often overlooked.   Inability to educate is viewed differently by graduates than it has been by past generations.  Often, recent graduates view a lack of continuing education as a sign that advancement is not possible.   At the same time, managers  sometimes  view the need for continual education as a sign of lacking autonomy.     It doesn’t matter who is right.   What matters is that the disconnect and lack of continued growth results in withdrawn, unproductive and often resentful workers. In the End Recent graduates view the work environment differently to their parents, or even their older cousins.   The graduates entering the workforce this summer will look to their managers to instil in them a sense of purpose and forward movement. Rather than brushing off that desire as generational or beside the point of a functioning company, hiring managers would do well to look at their own methods and see where they can make adjustments to help their new employees rise to the top. Top image: Shutterstock

The Wall Street Journal tries to guilt women into giving up maternity leave

The Wall Street Journal tries to guilt women into giving up maternity leave The Wall Street Journal gives terrible advice this week on going from maternity leave to permanent resignation. Columnist Sue Shellenbarger writes, Once a mother is absolutely sure she isnt going to return to work after maternity leave, I believe shes obligated to reveal her intentions to her employer. WHY? There is no description in the column about the genesis of this obligation. Is it a moral obligation to protect corporate America from having to support families? Listen to me: Take that leave, and dont feel guilty. The United States is the only country in the developed world that does not provide national, paid maternity leave. So the few women in the US who can actually take maternity leave have EARNED it. The law gives these women the RIGHT to take that maternity leave regardless of what happens afterwards. Shellenbarger also warns that you will burn your bridges by taking maternity leave and then quitting. She writes this as if its a national trend to rehire women after they take extended leave for children. In fact, its just the opposite: Most companies do not take you back after leave. And companies that do are notable exceptions. (Anyway, I would not even want to go back to a boss if he were the bitter-about-maternity-leave type, so why bother appeasing him?) Heres the advice the Wall Street Journal should have given: Dont tell anyone at work that youre not coming back after the baby. Collect all your maternity leave money and do not feel guilty. Call at the end of leave and say youre not coming back. Tell your boss youre sorry to put him in a difficult position, but everything feels different once the baby is there. That is true. It is not lying. Please, do not feel guilty. That women take maternity leave and then quit is a result of the system being totally flawed. It is absurd to presume that women know if they want to continue working before they know what its like to be home all day with a baby. And it is unreasonable that the workplace cannot provide a decent number of baby-friendly jobs so that women who want to continue working can without compromising their own health (exhaustion) or their babys (too much separation). In fact, quitting right after maternity leave is not so uncommon, says Laura Shelton, who has done extensive research about Gen X women at the office. She suggests that advice like the Wall Street Journals is a result of a generation gap boomers like Shellenbarger just dont get it: Boomers fought to get women into he workplace but boomers ignored maternity benefits. Maybe your boss will take some advice from Shellenbargers source, Don Sutaria, who gives companies some good advice: Hire a temporary worker who could stay on as permanent if the maternity leave turns into full leave. And while youre pregnant, train the temp well. This will make you feel better if you decide not to return to work, and itll even make you feel better if you do return because someone will have kept your work in order.

10 Hidden Wedding Costs

10 Hidden Wedding Costs It’s no secret that planning a wedding can be a stressful, hectic and altogether expensive process. With the average cost of a wedding increasing every year, you could end up spending tens of thousands on everything from the venue and reception, to the wedding dress and the honeymoon. To help make sure your budget will stretch â€" and reduce your pre-wedding stress levels â€" here are 10 costs that are often forgotten about. Alterations and Adjustments No wedding dress or suit will fit perfectly straight off the rack. This means you’ll need to schedule time â€" and money â€" for alterations. While this can seem like a small expense, with all the suits and dresses it can cost hundreds, so make sure to include this in your budget. Hair and Beauty Depending on how you’d like to prep for your big day, some brides splurge on a spray tan, manicure, eyebrow treatment, hair stylist or makeup artist. While you may have factored in the cost of appointments on or just before your big day, don’t forget about paying for trials, too. Beware Bridal Underwear Whether you’re wearing a strapless dress and need a new bra, would like shapewear to make you feel a little more confident, or simply want something special and luxurious, make sure to set money aside for your bridal underwear. Gifts and Thanks As well as receiving gifts, you’ll probably want to give some, too. Whether these are tokens for the groomsmen and bridesmaids, or thank you presents for your parents, this is often an unexpected expense â€" and it may cost more than you think. Don’t Forget Postage With save the dates, invites and thank you notes for all your wonderful wedding gifts, you’ve probably accounted for stationery. But have you thought about postage? While this may seem like a minimal cost, sending out hundreds of invites and notes can soon add up. Register Your Marriage When you get married, you need to make it official. This includes fees for providing notice of your marriage, registering or obtaining a license, and paying for your certificate. While these costs are usually minimal, it’s important to include them in your budget. Wrong Head Count When arranging a wedding, a venue or caterer will ask for the head count. Unfortunately, many brides and grooms forget to include themselves, only thinking about their guests. This can mean having to pay for additional meals on your wedding day. Additional Venue Expense While you’ve already paid for your venue and food, there may be additional charges after your big day. This could include cake cutting, corkage or, if your wedding ends later than planned, you may have to cover overtime for staff. To counteract this, ask about any additional costs before booking and set some money aside, just in case. Setting and Clearing Up While some venues will include this service as part of their fee, not all do. As such, unless you want to be running around on the morning of your wedding â€" or the first day of married life â€" setting up and clearing decorations, find out if this is included in the price and if not, account for it in your budget. Post-Wedding Costs Have you thought about what you want to wear the day after your wedding? Is breakfast included in your hotel stay? Would you like to store or preserve your wedding dress? What about any additional photo prints? Set aside some post-wedding money for these expenses. Setting a wedding budget can be difficult, but sticking to it, even more so. While you may think you’ve planned for everything, you may suddenly find you’re faced with unexpected costs and have no idea how you’ll pay for them. No one needs that kind of stress on their big day, so we hope this will help you to create a comprehensive checklist, reducing stress and allowing you enjoy planning your big day.

Resume For Stay At Home Mom

Resume For Stay At Home MomYou are applying for a job as a stay at home mom and you need to make a good first impression on your potential employer. Your resume needs to be attractive, something that stands out from the many others that will be submitted, and you need to focus on skills and work experience that could make you a good choice for the position.If you have other jobs that will help you give a good first impression, such as your list of possible references, you can add them on to your resume. Do not be surprised if you need to come up with an additional form because you will probably be required to provide something to go with your resume. If your information is already in the hands of the employer, you may be asked to produce more information such as a letter of employment or a few days notice that you have been laid off from your previous job.The next step in creating a successful resume for stay at home mom is to be sure that it is comprehensive and easy to read. You wa nt your resume to be an advantage and make you stand out from the many other applications. Avoid shortcuts that leave your resume short, so you do not take up valuable time on the employer's computer.It will be helpful to read some of the examples of resumes that the human resources department of your prospective employer will supply you with. In addition, you can find sample resumes that you can take notes from so that you will not duplicate this information in your own resume. Remember, though, that these samples are designed to show the employers that you are already in place at your current job and that you are able to handle the responsibilities of that job.The information you have provided will help the employer to make an informed decision about you. The most important aspect of your resume is to make it as attractive as possible. You can use bold letters to make your words stand out from the rest of the rest of the applications.You should be aware that there are many differe nt types of resumes for stay at home moms. Make sure that you are included in the specific type of resume for stay at home mom, but remember that there are also other documents that will need to be submitted in order to get a job.If you do not know how to write a resume, consider getting some help. Many different sources offer services such as writing samples that will help you learn how to present yourself in a way that will make you stand out.You do not have to be concerned about your job search if you have a good support system. With a little time and effort, you can easily create a resume for stay at home mom that will help you make a positive first impression.

5 Tips to Becoming a Great Business Leader - CareerAlley

5 Tips to Becoming a Great Business Leader - CareerAlley We may receive compensation when you click on links to products from our partners. Great business leaders like former Dominos Pizza CEO Dave Brandon do not grow on trees. This is why people who get promoted all the way to the CEO position get paid a great deal of money. They earn this money because every decision they make has a huge impact on whether their company succeeds of fails. Therefore, CEOs must have many skills that most people simply to not possess. They must be able to foresee different changes in public tastes that could directly impact their industry, and successfully adapt to these changes. Being able to stay up to date with the times we live in is crucial to every CEO. Here are some helpful tips to becoming a great business leader. Listen to your employees Happy employees are productive employees. This is a fact that all business leaders realize. No matter what industry you work in, it is important to always keep the people who work for you happy. If employees are disgruntled, or if they feel like they are being slighted in some way, they will most likely not be putting all of their heart and soul into their job. Therefore, a great business leader will periodically survey his or her employees about workplace conditions and various aspects of their jobs to find out how they can be improved. The information gathered from these surveys is then used to make employees more satisfied. Brandon used this technique when he was the head of Dominos Pizza. Predict where your industry is going The failure to see major industry changes has been the downfall of many companies. As the CEO of a company, it is your responsibility to guide your company into the future. This means making necessary changes before they become standard in your industry. Being one of the first to embrace new technologies or methods of doing business will ensure your company remains on the cutting edge. The last companies to catch on to a great idea are always the ones that fail. Be willing to take advice The icons of the business world understand that they are not capable of running their companies alone. Likewise, they do not always have the best ideas. This is why listening to the people around them is essential for their success in the long run. There are times when your subordinate might have a better idea than you. It is your job to realize this and use it to your advantage. Be honest and communicate Great business leaders are charismatic and earn the trust of their employees by being honest. Communicating is a key part of this as well as remembering that communication is a two way street. The old saying Actions speak louder than words rings true when motivating employees to help the company succeed. Great leaders win the trust and confidence of their employees by demonstrating that teamwork delivers the best results. Remain positive Leaders who have a positive attitude (regardless of the issues at hand) allow employees to cope more easily with the tasks at hand. Research shows that leaders who create positive work environments outperform organizations with negative attitudes. Positive and optimistic leaders help employees to make better decisions under pressure and contribute to the overall success of the organization. We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ Job Search job title, keywords, company, location jobs by

Motivation Monday It is in your head

Motivation Monday It is in your head One question I hear more than any other by job seekers is how do I stay motivated?   The answer is as unique as the individual answering it, but this post gathers some data and ideas to help. Turning New Ideas into Action Are you full of good ideas that you fail to act on or implement?   Do you avoid trying something new or different? Well, it isnt all your fault.   It is the way your brain functions.   Dr. Ellen Weber developed the MITA method (MITA is a brain based approach to foster innovative leading and learning) and shares her research and insight on her site Brain Leaders and Learners. Dr. Weber describes why some ideas stick and others dont in her post A Brain on Persistence.   It seems that the part of your brain that collects new ideas has limited storage capacity.   That is why so many innovative ideas are left on the cutting room floor.   But never fear, Dr. Weber outlines these steps to help follow through on good ideas. Persistence! Weber says: Persistence comes from five principles that factor in the brain’s staying power. These include: targeting expected outcomes critical first days outsourcing detailed steps tackling barriers encouraging yourself and others Writing the details down, sharing your ideas with others, identifying and eliminating barriers, and even spelling out the specific outcome of the idea will help you turn it into a reality! Persistence In Your Job Search In your job search, think about how this translates.   Your working brain receives new ideas during networking events, seminars and conversations.   But it cant hold on to all this information. You need to convert it over to the other side of your brain that will make it more habit-like.   Following Dr. Webers advice, here is how you can do this. 1.   Write down the specific outcomes or results you expect from the new idea.   For instance, if someone suggests networking with Harry Hiring Manager, write down what you expect the outcome to be.   No, it isnt a job.   The immediate outcome is acquiring the meeting by a certain date.   Based on that meeting you may or may not decide you would want to work there. 2.   Capture the details.   How does the person referring you know Harry Hiring Manager? Why do they think you should speak with them? What do they know about their work schedule, personal life, volunteer or membership affiliations? 3.   Define the steps and assign timeline Creating a detailed outline of what your contact steps will look like and hang it up for all to see!   For example, your outline might look like this: Jan. 23: call and introduce reason for requesting a meeting within first 2 weeks of February If no response follow up on Jan. 27 via email. Jan. 30: Contact referral source to thank them and let them know the outcome 4.   Articulate and tackle Barriers What are some of the known excuses Harry Hiring Manager may give for not wanting to meet with you? These dont mean they wont help, so dont take no for an answer. Too busy No jobs Not the right person No response 5.   Make it fun! If it becomes drudgery or too stressful, you are likely to stick with it. For additional ideas on staying motivated, you can review these 48 Out of this World Motivation Tips That Get You Pumped Up and Ready to Rock.   Here are the first 5: 1.   Make a dream board / Vision board add all the things you want in your life and put in a place you will see it every day. 2.   Sign up for a support group/master mind group with like-minded people who share your passion. 3.   Start your day with a great motivational book.  Read one or two pages every morning or until feel motivated and ready to rock it. 4.   Have someone in your life that will help keep you accountable, this could be a mentor, a life coach or a business colleague. 5.   Find a motivational blog or forum where you can read that days motivational post. 6.    Start your own daily motivation blog and ask for comments from others about what motivates them. What will you do this week to stay motivated?