4 Ways Recruiters Can Tackle the Skills Gap

4 Ways Recruiters Can Tackle the Skills Gap There’s been a lot of media buzz about the skills gap in recent weeks, with the Open University warning of a skills gap that costs companies more than £2bn a year. Meanwhile, The Week saw Brexit as a major factor in the overall gap, and The Recruitment Employment Confederation suggested temps will be used to plug the gap for now. The question is, how can recruiters deal with the skills gap and keep matching candidates to roles, without losing momentum or credibility? 1. Don’t use a scatter-gun approach with candidates It’s one thing reaching active jobseekers, but how do you enthuse the highly skilled ones who need an incentive to leave their current employer? Show you see them as a fully rounded person behind their CV. Really personalise your messages and reflect on the specific qualities you think they could bring to a role. Nobody wants to feel they’re on a conveyor belt of candidates. Besides this, your perfect candidate may have been burned by bad recruitment strategies in the past, leaving them wary (see Ask the Headhunter’s insight on bogus recruiters asking for references). Sending a generic email or Voicemail message isn’t going to win sceptical candidates over. Be specific: what skills on their CV stood out for you as ideal for a certain role? What experience do they have that you could leverage into a range of jobs? Sometimes, people settled in work don’t see their skills as truly valuable particularly if their current role is underpaid until someone else tells them. 2. Encourage candidates with potential to upskill quickly Ever handled a candidate whose enthusiasm can’t hide their missing skills? If they’re willing to set aside some free time, an intensive practical short course â€" which can sometimes take as little as one day or a weekend â€" might nudge them ahead of the competition. For example, short courses in HTML coding, podcasting and video production and editing are now in high demand for creative industries, marketing and media sectors. Most reputable courses will offer accreditation, so your candidate’s new skill stands out on their CV. Whilst these courses don’t come for free, the cost is often offset by the higher salary they can command with these skills. Of course, it’s easier to encourage active jobseekers to set aside time for courses, but passive jobseekers may have been considering a short course already, and that final push will inspire them to work with you for the added career and financial prospects. 3. Challenge employers’ must-have and desired requirements If there’s one statistic to remember, it’s this: according to The Ladders, a candidate spends an average of 49 seconds reading a job description before dismissing it as unsuitable. Alarm bells can ring for many reasons: an endless list of qualities and responsibilities, a vague job description or a negative tone could all dissuade the most skilled candidates. As a recruiter, you have the power to look beyond those words and talk to the employer directly. Are they making your candidate’s potential dream job sound dull or restrictive? Are they adding entry-level duties to a mid-level vacancy? If it’s a recurring problem, you’ll know why jobseekers are steering clear. The candidate with the right skills might simply be put off by a bad first impression, or a never-ending list of ‘essential’ skills that aren’t essential to the role at all. Talk to the employer about what’s truly needed every day, and what can be learned on the job or even set aside for the right person. 4. Look for employer flexibility and individuality If you’re dealing with a highly skilled candidate who can’t find the right opportunity, look towards forward-thinking companies with flexible working policies, stand-out incentives and a more person-centred workplace. Someone whose skills really do bridge the gap may have recruiters contacting them left, right and centre, with similar-sounding vacancies. What better way to win them over than with a tolerant workplace that sees employees as people, not robots? In 2015, the Telegraph reported that the average worker will clock up 9,024 hours of unpaid overtime in their working life. It shouldn’t be surprising that in-demand candidates might want to buy extra days’ leave, or work summer hours, to compensate for sacrifices made at other times. Placing that candidate in the right environment can lead to further opportunities â€" they might recommend you to friends and family, or to former colleagues, and they’ll feel valued as they move through their probation period. Having a greater work-life balance, and a happier workplace, is a huge consideration for many job hunters, so use it to your advantage when dealing with skilled candidates. Now you’ve worked out how to deal with the skills gap at all levels, you’ll be able to tackle even the biggest recruitment challenges. About the author: Polly Allen writes for Inspiring Interns, which recruits graduates and interns across multiple industries. It also provides the latest  careers advice to inspire jobseekers.  

Jeffrey Pfeffer On His New Book Dying for a Paycheck - Personal Branding Blog - Stand Out In Your Career

Jeffrey Pfeffer On His New Book Dying for a Paycheck - Personal Branding Blog - Stand Out In Your Career I spoke to Jeffrey Pfeffer, author of the new book, Dying for a Paycheck: How Modern Management Harms Employee Health and Company Performanceâ€"and What We Can Do About It. Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Stanford Graduate School of Business. He has authored or coauthored fourteen books and is a highly sought-after expert on the subject of power and leadership. He is widely considered one of the leading management experts in the world. Pfeffer has been a visiting professor at London Business School, Harvard Business School, Singapore Management University, and IESE. In the interview, he talks about his research for the book, the burnout crisis, the wellbeing industry, and how technology keeps us working 24/7. Dan Schawbel:  Why did you decide to investigate the impact of management on employee health and company performance? Did anything surprise you while research for the book? Jeffrey Pfeffer: As a member of Stanford’s committee on faculty and staff human resources, and after sitting on Hewitt’s Human Capital Leadership Council with CHRO’s of some of the largest companies, I was struck by the almost obsessive focus on health care costs on the part of these largely self-insured organizations. But in this focus on health care costs, the emphasis was mostly on prices for various services and drugs and plan design to induce more cost-conscious individual decision making. To the extent there was a focus on prevention rather than remediation of health care costs, it was on individual behaviors such as exercise, diet, and smoking. It struck me that employers were possibly missing the profound effects of work environments on both individual health-relevant behaviors and morbidity and mortality outcomes and costs. As I dove into the subject and began looking at the extensive epidemiological research literature, I also noticed that many of the things that drove unhealthy behaviors and caused ill healthâ€"job environment dimensions such as long work hours, an absence of job control, and work-family conflictâ€"were also workplace practices that did not really benefit employers, holding aside their effects on health and health care costs. In short, it seemed to me that much about contemporary work environments was creating a lose-lose situation in which employers were doing things that benefited no oneâ€"not them nor the people whose psychological and physical well-being depended in important ways on what happened to those people at work. Consequently, it seemed to me we needed to shine a light on this problem and spark a social movement, or maybe several such movements, to make employee well-being a more central focus of employer’s actions. Hence, Dying for a Paycheck. Schawbel:  Our research shows that employees are working harder than ever before, with no additional pay, and its caused a burnout crisis. How does your research reflect this and what can employers do to solve it? Pfeffer: Your research is completely correct. Particularly in the U.S., where work hours have increased to the point where country is now ranked near the top on hours worked, people are working more and moreâ€"and not necessarily enjoying greater financial well-being. Employers need to recognize that at every, and I mean every, level of analysisâ€"nations, industries, and individual companiesâ€"there is extensive research demonstrating the truth of something that common sense suggests should be true: that as work hours increase, labor productivity decreases. I summarize some of this research in the chapter on work hours in Dying for a Paycheck. Thus, working people moreâ€"burning them out, in your termsâ€"does not increase productivity or, in many cases, even total output. Employers should reduce work hours and work pressuresâ€"which, in the end, make people sick and increase turnover. And the evidence is overwhelming that, no surprise, sick people are less productive. Schawbel:  The stressed out workforce has given rise to the wellbeing/wellness industry and corporate sponsored programs. What is your take on this trend and the effectiveness of those programs? Pfeffer: Corporate wellness programs and the wellbeing industry are extensive, and costly. But the evidence on the effectiveness of such interventions is mixed, at best. And that’s because these interventions are, in my view, focused on the wrong things. We know, from extensive research summarized in Dying for a Paycheck, that individual behaviors such as overeating, smoking, excessive alcohol consumption, and drug abuse are related to the stress, including workplace induced stress, that individuals experience. So instead of trying to get people to engage in healthier individual behaviors, workplace wellbeing initiatives would be more effective if they focused on preventing the stress-inducing aspects of work environments that cause the unhealthy individual behaviors in the first place. Simply put, companies need to build cultures of healthâ€"and that begins by creating work environments that help people thrive both physically and psychologically. Not on trying to remediate the harm that toxic workplaces inflict through limited-intervention “programs.” Schawbel:  Some countries have 5 weeks mandatory vacation (Finland, France, etc.) or free healthcare (Canada) while American is  rated second to worst  for worker protections. What can we learn from other countries about creating a health work environment? Pfeffer:  In the U.S., approximately 50,000 people a year are dying from not being able to access health care because they do not have health insurance. I find that fact to be morally reprehensible. In the U.S., about a quarter of all employees have no paid time offâ€"neither sick days nor paid vacations. People are going to work sick, thereby making others, such as fellow employees and customers, sick by exposing them to things such colds and flu. That seems unconscionable. The U.S. stands out among advanced industrialized countries in its absence of employee protections. Two colleagues and I estimated that about one-half of the 120,000 excess deaths from workplace exposures annually was preventable. I find that toll appalling. The U.S., which claims to be “pro-life,” ought to worry about human life not just at its very beginnings and end, but throughout people’s lives, including their lives at work. Schawbel:  Technology has expanded the workday to 24/7 since we are always connected. What can be done to limit work off the grid? Pfeffer:  The idea that because one can be connected all the time one should be needs to be changed. Simply put, this is a matter of organizational culture and expectations. When Dean Baker, the head of HR for Patagonia, the clothing company, worked for Sears, he received an e-mail about work late afternoon on Christmas eve. When he replied the next morning, the response he got was, “what took you so long?” If someone did that at Patagonia, they would no longer work there. The expectation there, and at other companies that care about their employees’ well-being and work-life balance, is that, unless in cases of exceptional emergency, people should be “off the grid” when they stop their work dayâ€"and that downtime should be respected. France, of course, has instituted a regulation limiting employers’ use of off-hours e-mails to their employees. This is something that any employer canâ€"and shouldâ€"do. People do better work when they have time to relax, sleep, and refresh . Burning people out just drives them away and produces worse work output in any event.

Top 14 Administrative Assistant Interview Questions - Career Sidekick

Top 14 Administrative Assistant Interview Questions - Career Sidekick Top 14 Administrative Assistant Interview Questions Interview Questions and Answers / https://www.edenscott.com/blog If youre wondering what questions are asked in an administrative assistant interview, then this article is for you.No matter what industry youre in, there are some common administrative assistant interview questions that youre going to be asked and they can be the deciding factor in your job search. So were going to look at how to answer those questions while mistakes that can cost you the role!Then well also look at how to prepare for an administrative assistant interview overall, including: What you should expect, what you should wear, what questions to ask them, and more. So make sure you read until the end!Lets get startedCommon Administrative Assistant Interview QuestionsDescribe your administrative experienceThis is the first thing the interviewer is going to want to hear about (besides maybe asking, Tell me about yourself as an ice-breaker). So be ready to provide details about what you did recently as an admin.Or if you dont have this type of experience, prepare to talk about what youve done thats most similar. In this case, you should say, I dont have this exact experience, but and then share the relevant experience you do have (such as working with customers, managing projects, etc.)Why would you succeed in this position?Next, the employer is likely to ask a question or two about why youre confident youd do well in the role.They might ask very directly, like, Why should I hire you? or they may phrase it differently.Be confident and answer directly. This isnt the time to be shy or humble. Your answer should sound like this:You should hire me because I have a background in ___ and ___ and have been doing this for X years. In my last job, I accomplished ___, and based on your job description, it sounds like you need similar work here. Thats why Im confident I can succeed in this role.What is your greatest professional accomplishment?To answer this, pick one achievement, ideally something from the past 3-4 years, and expla in how you worked hard and used your strengths to accomplish your goal. Also talk about what the outcome was or what result you got.This is one of those admin interview questions that they dont always ask, but if they do, it sounds really bad if you say, Im not sure. So dont skip this when preparing!Multiple example answers can be found here.What type of boss do you prefer to work for?Most employers will want to find out the type of manager you like to work for. Theyre not going to feel comfortable hiring you if you dont seem like youll get along with the management team.So one of the best tips I can offer is: Be ready to explain how you can work well under a variety of management styles. Its okay if theres one management style you like best, but make sure to show that you can work well with all types of people when you describe your ideal manager.What type of work environments do you prefer?Theres a good chance the business youre interviewing at will want to make sure their adminis trative assistants will fit with the overall office environment. So in the job interview, expect a question about this.Its best to sound like you can work well in a variety of work environments. For example, you could say, Ive worked for businesses with very different environments. For example, in my last job, I was working in a small start-up environment, handling the schedule for multiple Executives, and enjoyed the challenge. Before that, I was in a much larger corporation and was an administrative assistant to one single Executive. Thats how the entire administrative team worked in our department, and I enjoyed that, too.This article has more details and examples for how to answer.How do you stay organized?Next, you can expect a question or two about organization and time management skills. This is not something you want to say youre trying to improve; try to sound like an expert or someone who is already very good at organization and time management.If they ask about how you ha ndle complex projects, tight deadlines and schedules, etc., its best to sound like you have a system or plan you follow for each new project. That will make them feel confident that youll be successful for them.Thats one of my favorite tips: To sound like you have a system you follow to overcome complex situations and tasks. This is also true if they ask, how do you make decisions?What were you responsible for in your most recent position?Employers always value recent work the most, so be prepared to talk about what you did in your last job.Even if its not 100% related to admin work (for example, customer service/support), you still need to be ready to show how you were successful, and how those skills will allow you to succeed in this next job.Make sure youve researched the company and read the job description so you know what this next job involves. You cant highlight the most relevant pieces of your past if you dont understand this next job!What interested you about this particul ar role?Next up you should also expect to be asked why the job caught your attention or why you chose to apply. Saying, Im unemployed and just need a job is NOT good enough. So have a specific reason or two why you chose to apply, based on the job description.Sample answers for why you are applying can be found here.They might also ask, why do you want this job? which is the same idea but even more direct. So prepare for that, too.What do you feel are the most important skills an administrative assistant should have?This is another one of the most common administration interview questions, and employers ask this to make sure you understand the role and its purpose.Be ready to name two or three skills that you feel are essential. And most importantly, explain why.So you should format your answer like this: I believe the most important skills for an administrative assistant to have are communication, attention to detail, and the ability to work accurately under a tight schedule. I be lieve this because ___.(Make sure to explain why. That last part is key).Also prepare for questions like, What do you feel is the purpose of administrative assistants in a company like ours?This is going to be much easier to answer if youve carefully read the job description, so make sure you do that before every interview.What software systems do you have experience with?This is another one of the must-know admin assistant interview questions to prepare for. Most administrative personnel are required to use specific software, theyll want to know what youve used in the past.Dont get discouraged if you havent used the exact software they use. Just explain what you have worked with. Be sure to include desktop software (like Excel) as well as online software (like Google Calendar).If the tools youve used are different than what this employer uses, explain how youd approach learning the new software (like watching tutorials, studying user manuals, etc.) That way, youll put their mind at ease that youll be able to use the resources around you to learn quickly.Behavioral Administrative Assistant Interview QuestionsNow lets look at some scenario-based interview questions for administrative assistants (also known as behavioral questions). These are questions that start with phrases like, Tell me about a situation where you had to and require a specific story or example.Tell me a time you were under a tight deadlineThe first type of behavioral interview question to expect as an administrative assistant is something related to deadlines/schedules.Be ready to demonstrate youre battle-tested and have worked in high-pressure situations in the past. This can be helping your team get a last-minute project completed for a customer or client, helping your team improve an area that was causing problems, etc.You dont need to sound like you love this type of scenario, but you do need to sound like youve been through it and are comfortable/ready for it.Have you ever had to juggle multiple tasks? Tell me about how you stay organizedNext, the company will want to know about your ability to multi-task and organize multiple projects.So be ready to share an example of that, too. Theyll feel a lot more comfortable hiring you for the job if you can tell a story about how you have been successful while managing a high number of tasks. Show that you have great communication skills, that youre able to manage and organize lots of moving pieces, etc.Tell me about a time you made a mistake at work. How did you handle it?The business will also want to know that theyre hiring a candidate who can own up to mistakes and recover when mistakes do happen. Nobodys perfect, so dont try to act like youve had a mistake-free career.Instead, show them youre a candidate who is honest, upfront, and accountable. Talk about a time you made a mistake, how you recovered from it by communicating, problem-solving, etc. And then how you learned from the mistake and have made sure it doesnt ha ppen again. This is what hiring managers look for with this question.Tell me a time you had to think outside the box to solve a difficult problem at workEmployers also value creative thinking, so any time you can demonstrate this in your job search is a win. Sometimes youll be asked directly about this, so be ready to name a specific instance where you had to do some out-of-the-box thinking to overcome a problem.Show them youre a candidate who can adapt, and theyll be more confident in trusting you to work as an admin in their organization.Questions to Ask in an Administrative Assistant InterviewAlong with the questions weve covered for administrative assistants, you should also expect to be given an opportunity to ask questions of your own. Here are good questions you can ask:What are you hoping a new person can bring to this role?Has anyone failed in this position, and why?What does a typical day look like?Can you show me examples of projects that I would be working on?How much in teraction with clients or customers will I have?What abilities are most important for a new person in this job?What would success look like in the first three months in this role?What are the biggest challenges for a new person in this role?What have people in this job gone on to do in the company?When can I expect to hear feedback about next steps in the hiring process?When do you expect to make a hiring decision?For a list of further questions to ask employers, read this article.And if youre speaking with a recruiter, here are 9 good questions to ask recruiters.What You Should Wear to an Administrative Assistant InterviewYou should wear professional attire or business casual attire for your administrative job interview. If in doubt, dress slightly more formally than you think is necessary. Being slightly over-dressed wont hurt your chances at getting the job, whereas being slightly under-dressed certainly will.Recap: How to Prepare for an Administrative Assistant InterviewYou shou ld now know what to expect in an admin interview. If you follow the tips above, youll be well-equipped to land your next administrative position.To recap, make sure you do ALL of the following:First, make sure to study the job description and know about their job before going in.Next, make sure to practice all of the administrative assistant interview questions we looked at so you sound confident when answering. This is especially important for the behavioral questions we covered because youll need to be ready to name specific situations and scenarios, and walk the interviewer through detailed stories of what happened.And as a final step dress for success, practice your handshake, and arrive 5-10 minutes early so that youre not stressed at the beginning of your interview.We didnt cover these last minor steps in-depth, so if you need more help with general preparation steps, we have a complete interview preparation checklist.

Plan B Including a Facelift Produces Improved Business - Personal Branding Blog - Stand Out In Your Career

Plan B Including a Facelift Produces Improved Business - Personal Branding Blog - Stand Out In Your Career Two particular types of personalities exist when it comes to solving problems that are 180 degrees apart.  The first examines all angles of a topic to be as close to 100% certain the something will work correctly the first time around. The second type of personality learns by trial and error requiring risk and flexibility.   Their motivation is to begin implementing immediately. On occasion, both types find not everything works out as expected 100%  of the time. The more successful people almost always have a Plan B in place for the just in case its needed” predicament. Prospects and Clients The average salesperson does an average amount of work including their approach of prospects to become clients. Instead, put your whole self into the game by committing to do 15% more than the average. Worst case, you will meet expectations.   The best case is your results will stand a far greater chance of being stellar. Overwhelm: Get Help Free or Fee The free of charge type of learning includes asking questions of others, observation for what works best, belonging to a group, reading fresh content online, and on occasion, taking free webinars designed to help educate. Personalized coaching is one of the most effective ways to quickly advance from where you are today.  Alternating between male and female coaches will have you better positioned to sell to the entire population. Should you be in a high performance capacity, consider treating yourself to a Retreat with like-minded others to relax your mind, body and spirit. By seeking answers to problems from within, and getting help from the outside, you stand a far better chance for getting to where you wish to be headed. Business facelift to rejuvenate the New Year Frequently, we do not give ourselves enough credit. Stand back to examine your current results in all areas of your business to decide whether minor or a major overhaul of your business should be made. Monitor Acitivity Numerous sites exist for you to monitor your results across platforms such as Alexa, Klout, Kred, HootSuite, and the latest, SumAll. Questions to ask yourself: Are your results going up or down? What do you believe is missing or aiding your results? Which strategy should you leverage to further increase results? Collaboration Once past the hurdle of trusting others, seek out similarly minded professionals who are willing to share perspectives in order to gain prominence, a larger reach, and ultimately build a more robust business. Communities Which type of community would benefit from your knowledge? Use 10% of your valuable time to help others grow in their endeavors. This is among the best strategies to build your brand while being of great service to those in need.  The reward comes knowing you were able to help others. A component of helping communities is to freely share your knowledge across platforms. Of all you have done in the past year, which topics generated the most interest? Further elaborate on these by producing blogs, articles, postings and tweets on these subjects. Your reward here will be attracting larger audiences and receiving “shares” in greater numbers. Upon improving your business appearance, do step back to admire all you have accomplished.   This is where you find the inner joy and reward that will lead you to  the  Smooth Sale! Featured Photo

Beyond CSI - Careers In Forensics CareerMetis.com

Beyond CSI - Careers In Forensics Among the millions of interested fans watching the television show CSI and all its iterations in various cities, there are a lot of people who want to work in forensics. It is a growing field. As technology advances, forensics is used in more than just crime scene investigations. It is used to determine how diseases spread, various causes of death and illness, and even for DNA investigations of multiple types.So how does one get into the growing field of forensics? And what careers are available anyway? The answers might surprise you, and there may be more opportunities than you imagined.1) Forensic NursingevalevalOne of the lesser-known fields in the area of forensics is forensic nursing. A unique and exciting career path, a forensic nurse is trained to recognize intentional harm, usually when someone visits a hospital ER, urgent care facility, or even a doctor’s office. These nurses recognize physical and sexual assault, child neglect, domestic abuse, and even signs of mental abu se.Besides just a hospital or urgent care, forensic nurses are often found in community crisis centers and correctional institutions. Anywhere where someone might come whose medical condition could be evidence a crime, there is a need for forensic nurses. Not only do they know how to recognize signs of intentional abuse, but they are also well trained in collecting and preserving evidence.There are several careers within forensic nursing, like sexual assault nurse examiner, nurse investigator, and more. Former Vice President Joe Biden said that “Forensic nurses play an integral role in bridging the gap between law and medicine. They should be in every emergency room.”The need for forensic nurses is growing. Candidates are required to get an RN degree plus training in their area of forensic nursing specialization.2) Criminal AnalystA criminal analyst tends to conduct the hands-on parts of forensic science and analysis. It is a great field of study for the student who is unsure of their career path but wants a job that is both unique and exciting. The criminal analyst tends to work more directly with police departments or other law enforcement agencies. There are two standard specialties in the criminal analyst field: crime scene investigation or laboratory analysis.Crime Scene Investigation:This criminal analyst works in the field. They work at doing things like looking for evidence at a crime scene, photographing that evidence in the area before it is removed, cataloging and labeling evidence for transport, and ensuring that it is adequately preserved until it can be analyzed.Laboratory Analysis: Once evidence has made it to the lab, the criminal analyst will run tests and consult with experts. They may even be tasked with reconstructing crime scenes The ideal candidate will not only have a background in criminal justice but several other skills as well:Problem-Solving Abilities: The criminal analyst will be called upon to make deductions about a crime sce ne, and some scenes may be more challenging than others. Excellent problem-solving skills are a must.Scientific Knowledge: Science is the backbone for crime scene analysis, and solid biology, chemistry, and physical sciences background areExcellent Communication Skills: Specialized knowledge is only useful if it can be communicated well to detectives, court officials, and more. Both written and oral communication skills are essential tools in the criminal analyst’s toolbox.Attention to detail: While this goes without saying, it is essential that the criminal analyst pays attention to every detail when it comes to evidence and crime scenes.The path to this career usually includes at least a Master’s in Criminal Justice with an emphasis in biological sciences. Internships and other work experience help set candidates apart from their peers.3) Forensic PathologistThe forensic pathologist is the pinnacle of the forensics career. Typically, a forensic pathologist needs 13 years of po st-high school education including four years in college followed by four years of medical school. This is followed by three years in a pathology residency and a one-year forensic pathology specialty training. The research they do is beyond simply criminal forensics, into things like DNA testing research, The job is really to determine the cause, means, and circumstance of the death of someone who has died suspiciously, unexpectedly, or unnaturally.Forensic pathologists often work in a variety of places, from hospitals to medical examiners offices. Typically they perform autopsies not only in criminal matters but post-surgery deaths and other unusual death situations, such as when a young person dies suddenly with no apparent medical cause. There is an increasing shortage of forensic pathologists, causing an autopsy backlog in many jurisdictions.evalAccording to experts, there are only 500 licensed full-time medical examiners in the country, although 1,200 are needed. Since the amou nt of time it takes to train a forensic pathologist and certify them is so considerable, the shortage will likely continue for a while. Thus, a career in the forensics will probably stay profitable.Anyone who wishes to get into the field of forensic pathology should first pursue their degree in medical school and then embark on a pathology residency.The Cost of SchoolingGetting a degree in the forensics field is an expensive proposition. With a nursing degree being the minimum education level for a forensic nurse, with a Master’s in Criminal Justice being desirable, student loan debt can be crippling. Getting the education required to become a forensic pathologist, depending on the medical school you attend and the amount of cost of living loans you will need, can result in debt in the six-figure range.Fortunately, there are some ways to pay off nursing loans such as the Nurse Corps Loan Repayment Program. There are also many ways to make paying back student loans easier, like loa n consolidation programs at lower interest rates and sign-on bonuses in fields like forensics where nurses are needed.For forensic nurses, criminal analysts, and forensic pathologists, there are also loan forgiveness programs for working a certain number of years in certain areas or career fields. Be careful of these programs, because there are often requirements before you can begin your loan forgiveness countdown, like loan consolidation or other limiting terms. Be sure to check with your loan servicing company before you enroll in these programs.A career in forensics can be a very profitable one. From forensic nurses to specialized analysts and forensic pathologists, there are some options. Due to the shortages in these fields, a graduate with the right degree and skills will be in high demand.

2018 Holiday Specials and Unique Gift Ideas

2018 Holiday Specials and Unique Gift Ideas One of the things I keep learning is that the secret of being happy is doing things for other people.   I love this quote from Dick Gregory especially at the holidays.Few things put a smile on someones face more than being happy at work everyday.   And as a friend recently put it, we are all vested in each others prosperity.So this holiday season, consider doing something for a friend or loved ones career (or even your own) with one of these HOLIDAY SPECIALS:$59 Soul Search Workbook (normally $99) $129 3 Workbook Package (normally $199) $299 60 minute coaching session (normally $450) Gift certificates are also available in $50 increments so your recipient can choose the product or service theyd most appreciate. Gift certificates are redeemable for products and services on MaggieMistal.com including workbooks, coaching sessions and mastermind subscriptions.Have a friend or loved one who isunhappy at work and wants a changestruggling with a negative career mindsetwants more meaning or purpose in his/her careercraves better balance between work and lifeisnt finding the job or the prosperity they seek.You can do something to support him or her (or even yourself if you fall into one of these categories).   Give a gift that empowers.   Heres to happiness for us all in our careers and beyond this holiday season!

HR Resume Writing For HR Professionals - The Importance of the Objective

HR Resume Writing For HR Professionals - The Importance of the ObjectiveWhen a person is trying to find resumes writing for HR professionals, they might think that there is no real difference between the two, other than the fact that one of them is used in place of the other. However, the truth is that there are many differences between the two forms of resume writing for job's professionals need to send out.The first difference between the two is the content of the resume itself. The resume for HR professionals is considered an official document. These documents carry the HR rep's name and contact information as well as his or her position and relevant experience.As with most resumes, these do not include any personal details on them. The only personal details that will be included in the resume are job history, education, and work experiences. These details are a must when it comes to getting a job at a place like this.One of the most significant differences between the two resumes is the format of the resume. Whereas the normal resume is a traditional chronological list of accomplishments, the HR resume is very different. This is because of the fact that this is an official document, therefore, it is presented as a document rather than as a list of things. In order to make this form of resume stand out in the resume writing for jobs professional arena, the content must be arranged in a way that makes it easy to read and comprehend.Instead of listing the information chronologically, the HR professional resume is organized and presented as a document that is organized as well. The reader has no trouble understanding the sections of the document, which includes the objective, summary, career goals, and skills sections. The final section is the 'Personal statement' portion of the document, which can then be filled out as required by the hiring manager.This objective section is crucial to both the HR and employment sector. This section must clearly state the pers on's career goals for the position. The applicant should be able to demonstrate a clear and concise description of the areas of specialization for the job and why these areas of specialization are important to the job. While this section is important, it is especially important to someone who is interested in a more technical field such as engineering, mathematics, and computer science.The objective of the HR professional resume must be very detailed. Many times the objective is either written in a very detailed and technical manner or simply asked to be vague so that it is left up to the hiring manager to decide if the person is likely to be successful in the position. It is up to the hiring manager to decide whether the person has enough relevant experience in the particular field to show that he or she would be a good fit.It is important for anyone who is looking to write a resume for a job in the HR sector to remember the importance of the objectives in the document. If the docu ment lacks an objective, the reader may doubt the person's skills and ability to be a good employee. This could lead to the hiring manager passing the resume over, possibly to someone who does have the skills and experience necessary to be hired.