What Your Resume Should Look Like in 2019

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woman looking at computer financial documents

Resumes get a bad rap. We write them begrudgingly, usually during periods of transition, or tumult. We fiddle with phrasing and format, agonizing over how to craft our qualifications into the best resume possible. But it doesn’t have to be this way.

For smart job seekers, resumes are an opportunity — to make a case for their candidacy, to get the salary they’ve earned, and to convince any hiring manager she would be crazy not to hire them.

Yahoo MONEY teamed up with Dana Leavy-Detrick, founder of Brooklyn Resume Studio, to help you become one of those job seekers. Here’s how to write the perfect resume — and a free resume template that you can download and use for your next job interview.

Resume sample-Yahoo MONEY

(Resume design courtesy of Dana Leavy-Detrick; click here for a free downloadable template)

[1] The Best Resume Format

When it comes to resume format and design, opt for a clean layout. A recent study from the job site Ladders found that resumes with so-called F-pattern and E-pattern layouts, which mimic how our eyes tend to scan web pages, hold a recruiter’s attention for longer than those aligned down the center, or from right to left.

There is no one specific “best” font for resumes. You should use the same font style throughout, Leavy-Detrick says, but play with different weights and sizes to draw a recruiter’s eye to key parts of your resume. Sans serif fonts usually work best — Franklin Gothic, Calibri, and Avenir (the last of which we used for the attached template) are three of Leavy-Detrick’s favorites.

[2] Make Your Resume Stand Out

If you’re applying for an investment banking job, a hot-pink resume probably won’t do you any favors. But subtle pops of color, like the orange used here, will work for just about everyone.

“It’s very minimal, and gives a bit of a design element,” Leavy-Detrick says.

If you do use color, “Use it sparingly,” she warns. “Stick to one color, and one color that’s going to print well.”

[3] Add a Skills Section in Your Resume

Lead with the good stuff. The top of your resume should include “critical keywords and a quick snapshot of your core strengths,” Leavy-Detrick says.

Hard skills, tangible attributes that can easily be measured, take precedence here, so highlight them accordingly. If you’re in a tech-driven field, software and programming expertise is what employers want to see on your resume. If you’re in a creative industry, design and communication skills might be your best bet.

[4] Make a Resume That Shows Impact

To prove you’re worth a hiring manager’s time, highlight recent examples of what you bring to the table. Statistics that build upon your skills section are most impactful — bonus points if they show a track record of growth, revenue, and profitability, Leavy-Detrick says.

If you’re drawing a blank, she suggests adding resume skills that can help solve a “problem area” for the company you’re applying to.

“Impact doesn’t always have to be measured by metrics,” she says. “Cultural improvements, special projects, customer growth … anything that showed success can work.”

[5] What to Leave Off a Resume

Be discerning with the content—don’t list salary requirements, use tables or columns, or tick off every job you’ve ever had. The same goes for social media profiles. Unless your Twitter, Instagram, and Facebook feeds are relevant to the job you’re applying for, it’s probably best to leave those off your resume.

“Only include them if they add value in some way,” Leavy-Detrick says. “If you have zero followers, you may not want to advertise that.”

Continue on to Yahoo MONEY to read the complete article.

Students In The Workplace Keep Industry And Academia On The Cutting Edge

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When college students can spend several months at top international firms like Goldman Sachs, they naturally come away with valuable résumé-building experience. But what’s often left out of the conversation is the value that students inject back into the business.

Joseph Camarda, a managing director in private wealth management at Goldman Sachs in San Francisco, cited this mutually beneficial exchange when explaining why the company has partnered with Drexel University in Philadelphia to place 145 students in cooperative education positions at its U.S. offices since 2014.

“They bring a young, vibrant, innovative mind to the team and that adds a value that we want to use over and over,” he said.

By collaborating with businesses, colleges and universities can deliver on the promise of relevance for career-minded students. From co-ops and internships, to mentoring and research opportunities, they can also invigorate programs on campus and bring value to firms.

Ashley Inman, a human resources expert who has worked with college interns in several industries, recalled one intern at a construction firm who developed an app for the company to better track inventory — a strategic innovation that helped streamline sales.

“Organizations can get stuck in their ways,” she said. “The value that the students bring is a fresh perspective.”

It’s part of the reason Goldman values its partnership with the university today — 13 years after the co-op relationship began with just a few students in the company’s Philadelphia office. A number of graduates since that time have gone on to work for Goldman full-time.

“The work ethic of these students is just phenomenal,” Camarda said. “It shows up every day.”

Real-Life Reciprocity

Students, in turn, bring valuable perspectives back to campus with them – including “bottom-line” urgency that can sometimes be lacking in academia, said Inman, who sits on the talent acquisition panel of the Society for Human Resource Management.

Strong and meaningful links to industry can inform curricula and programming on campus – helping to make sure academic offerings remain relevant to the needs of industry and students seeking jobs.

Higher education, however, has typically struggled to create and maintain those links, leading to a skills gap that leaves companies with jobs they can’t fill and students who can’t get jobs.

Continue onto Forbes to read the complete article.

How to Write an Impressive Cover Letter From Scratch in 30 Minutes

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You know enough to regularly update you resume—so if you find a job posting you’re interested in, you’re halfway through the application process.The other half, of course, is your cover letter. If you have some time and are just rusty, you can make a game plan to write a draft, then take a break, and come back to it with fresh eyes.

But if you see the deadline to apply is just 30 minutes away, you don’t have any time to spare. Here’s how to write a cover letter that will bolster your application—in just half an hour. (And if you need to revamp your resume or prep for interview in the same amount time, look here and here.)

Minutes 1 Through 10: Write Down Your Main Points

Maybe it’s just me, but I often struggle the most on the opening line of a cover letter. I know I shouldn’t lead with “My name is…,” and I want something that’ll grab the hiring manager’s attention. But my quest for the perfect beginning can lead me to spend 15 minutes (or more) typing and deleting the same line over and over. (And at that rate, my 30-minute cover letter would be all of two sentences.)

So, skip the intro if need be, and just start writing about why you’re a great fit for the open position. Don’t stress about the very best way to phrase your current responsibilities. Just write down your main points.

Need a prompt? Answer these questions: What do you find most exciting (or interesting) about the position? What relevant experience do you have? What would you bring to the role (and/or company) that’s unique to you?

Definitely make sure to have your resume and the job description open or printed out next to you. That way you can glance over at both and make sure you’re highlighting the right experience.

Minutes 10 Through 20: Add in Examples

OK, so you’ve written out all of reasons why you’re perfect for the job. Now it’s time to make sure you’re on the same page as the hiring manager. How so? Go back to that job description.

Re-read what the position calls for. Did you mention the experience and skills they’ll be screening for? To connect the dots in a way that’s clear—but wouldn’t be confused with a laundry list—add in an example or two.

If the job calls for people skills, swap out the line that reads, “I have excellent people skills” with a line that explains how in previous roles you’ve managed relationships with board members, which taught you about working with opinionated stakeholders. Does the position call for someone with sales experience? An anecdote about how you’ve been in sales since you set up your first lemonade stand when you were seven years old is memorable.

Continue onto Muse to read the complete article.

Want To Land A Job After A Parenting Gap? 10 Mistakes To Avoid

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As much as you may want to believe that quitting your job to parent won’t affect your career long term, the unfortunate reality is that landing a job after a gap can be a challenge. You may have to learn new skills to stay current and the longer you have been out of work, the harder it can be. You will also be competing against applicants who haven’t left the marketplace and other parents looking to restart. According to Après Group, a career platform connecting employers with parents returning to the workforce, there are more than three million women in the U.S. with college or advanced degrees looking to get back in.

So how do you make yourself more marketable, boost your profile and get the job you want? Lauren Smith Brody, author and founder of Fifth Trimester Consulting, which helps workplaces improve their culture for new parents, and Jennifer Gefsky, the cofounder of Après, share their advice on how to avoid common mistakes and land an amazing job.

Mistake #1: Sending Out Your Resume Too Soon

Once the decision is made go back to work, the instinct is to immediately start applying for jobs. Don’t. Start by taking steps to make yourself relevant in the current market. “ You can’t go into an interview and say, “I haven’t worked in five or ten years, but here I am!” says Jennifer Gefsky. Do an internship, take an online course, or update your tech skills first. “I’m a huge fan of taking an in-person class and just being around people other than your social networks at home,” reveals Gefsky. “It’s putting yourself in a different world. It’s getting yourself ready to go.”

Mistake #2: Only Applying For Part-Time Openings

Part-time jobs can seem like a less jarring way to ease back into the workforce, however, Gefsky advises against limiting your search: To close off that majority of available jobs is a mistake. You will be excluding potentially great jobs that might ultimately be able to offer part-time down the road, but maybe aren’t going to offer it for a new employee.

Mistake #3: Not Leveraging Social Media

“The number one piece of advice I give people who have been out for a period of time is get on LinkedIn as soon as possible,” says Gefsky. Not only should you update your profile to include relevant skills, classes or internships, Gefsky suggests writing short articles on topics related to the career you want. This will build up your digital presence, personal brand, and show your expertise. “That advice surprises a lot of people because they think, ‘I’m not a writer!’  But that’s the amazing thing about LinkedIn, you can publish articles on your page,” says Gefsky. “Then, when people look you up, it’s, ‘Oh, wow, this person is totally up to speed on what’s going on in our industry.’”

Mistake #4: Not Asking For Help

Once you have established your digital presence and updated your skills and resume, you are ready to network. The key is to leverage all of the relationships you have. “There are all kinds of things we can learn from our personal relationships that apply to work,” explains Brody. Her advice? Ask a friend currently in the workforce to run through a mock interview with you or find out what qualities they look for with new employees. Even if they are in a different industry you can gain valuable insight and direction.

Mistake #5: Discounting The Skills You Learned As A Full-Time Parent

It’s easy to see your work life and home life as two totally separate arenas, but the skills learned in parenthood can definitely be a boost to any career.  “You are probably better than ever at managing your time, your budget, your goals. You pivot more quickly between tasks. You know what’s worth saying yes to, and what’s not. Feel that empowerment when you enter into negotiations,” advises Brody. Also any volunteer work you did around your child—helping to organize events for school, leading committees, etc. Those should be added to your resume too. They can provide examples of your leadership, organization, finance, and management skills.

Mistake #6: Only Submitting Your Resume Online  

One way to get noticed by recruiters who might overlook applicants with parenting gaps is to ask friends, family, or former co-workers to hand-deliver your resume to higher ups or their company’s HR reps.  “It’s very hard to submit your resume and get noticed, especially when you’re competing against people who haven’t had a break,” says Gefsky. “The way you’re going to get hired is by people who know you. Networking is critical.”

Continue onto Forbes to read the complete article.

This is the most important career skill to master in 2019

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Chances are, no matter what your job title is, in the coming year you’ll have a series of conversations that are important for your career. Whether you’re being interviewed for a new position, discussing a promotion, or pitching an important project, high-stakes discussions await you in the months to come.

To ace these exchanges, you must master one crucial skill: the ability to handle Q&A, the impromptu questions and answers that are at the heart of every interview. Studies show that those who think on their feet and respond without hesitation come across as leaders who project a certain charisma. In fact, the same research indicates that this quickness of mind is rated as being even more important as a barometer of your mental smarts than IQ is.

Here are the four fundamentals that will help you answer any question with grace.

Prepare, prepare, prepare

To begin, prepare for these impromptu exchanges. While we think of answering questions as a totally spontaneous act, you can and must get ready for these conversations. Sure, you can’t anticipate ALL the questions you might be asked, but you can take a stab at preparing a list of questions and answers. This holds for job interviews, performance reviews, client meetings, and presentations that have a Q&A component.

I have coached everyone from individuals who were applying to med and law schools, to executives going for their next big job. In each case, we spent hours writing down questions, preparing answers, and role playing Q&A. The result has been a series of success stories. Candidates got what they wanted: law school, medical school, acceptance into grad school, or a CEO position.

So if you’re heading for a job interview this year–or any other critical conversation–begin by prepping.

Don’t rush to answer

Next, take your time answering. You’ll come across as more confident if you do. Listen to the entire question. If you rush to formulate your answer while the speaker is still talking, you may ignore part of what they’re saying. The result: You’ll answer the question you think they’ve asked, instead of answering the actual question.

Rushing can also cause you to interrupt the speaker—who may be contemplating the second part of her question. That will make you seem rude and panicky.

You’ll present yourself as a confident, thoughtful leader if you wait for the full question to be asked and then pause to reflect on your answer. Even if you have the answer in your mind, that pause will suggest that you are taking the question seriously and judging that it deserves a thoughtful answer.

But just because you are pausing doesn’t mean you have to fill in the silence with words like, “That’s a good question.” You’re not there to evaluate questions, you’re there to answer them. (And, hey, what about the other questions: Are they bad questions in comparison?)

Structure your response

Third, carefully structure your response. If you want to sound smart and quick on your feet, organize your answer and include the following components.

  • Begin with a segue from the question. For example, you might open with “That’s something I think a lot about,” or “Yes, I’d be glad to tell you about my qualifications for the job.”
  • Then state your point. Every answer should have a one-sentence message that’s presented clearly and with conviction. For example you might say, “I believe I have the credentials to be successful in this role.”
  • Give two to four proof points. These reasons support your message.
  • End with a call to action. This might be telling the interviewer you are excited about the opportunity being discussed and look forward to hearing from them. You also might ask what the next steps are. When preparing your answers in advance, use this structure so you will come across as clear and confident.

Ask questions

Finally, take a proactive approach and ask questions. For example, in a job interview, ask your future employer about the position or the culture of the company. These questions will show you’re engaged and have been an active listener. There are tons of great questions to ask. Giving the other person a chance to share her experience and expectations conveys your emotional intelligence–and keenness for the position.

Continue on to Fast Company to read the complete article.

How Diversity Officers Change Corporate Culture

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Diversity executive

By 2045, people of color will make up the majority of the U.S. population.

That demographic shift, predicted by the U.S. Census Bureau, is one reason why companies are starting to take workplace diversity, inclusion and equity more seriously.

In corporate America, this has manifested in part through the proliferation of chief diversity officers, who are charged with creating policies and climates supportive of workers from an array of backgrounds.

As of 2012, 60 percent of Fortune 500 companies had diversity executives, according to the Wall Street Journal.

“It’s becoming standard across companies,” says Allison Scott, chief research officer at the Kapor Center, which aims to increase diversity in the technology and entrepreneurship sectors. “I think that’s a promising and important sign.”

However, having a chief diversity officer on the payroll is not a panacea, researchers say.

“That all sounds good and well, but in the past there wasn’t as much accountability for it,” says Kisha Jones, assistant professor of psychology at Pennsylvania State University. “You could get an A for effort for attempting the different practices but not have to show how change happens.”

Still, the presence of a diversity executive in the C-suite is one sign job seekers should look for when assessing whether a company is equipped to hire and retain diverse workers and effectively market to the heterogeneous customer base of the future.

Learn more about what these officers do and other signs to look for when evaluating a company’s commitment to diversity.

Duties and Conditions for Success

The work of diversity officers, also known as equal opportunity professionals, cuts across departmental boundaries. They influence hiring, training and company cultural practices that relate to three “big buckets,” explains Archie Ervin, vice president and chief diversity officer at the Georgia Institute of Technology and president of the National Association of Diversity Officers in Higher Education.

Continue on to US News to read the complete article.

Which Coding Language Should You Learn?

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It’s a great time to learn how to code. Whether you’re looking to reinvent your career and become a developer, leverage a new skill in your current job, or just better understand what the developers on your team are up to, there has never been a better time to get into programming.

There’s been an explosion of coding boot camps and online resources to help you get started. But it’s a double-edged sword: with near-unlimited resources, countless different languages—and a rabbit hole of passionate voices debating which are the easiest to learn, best to help you get a job, and so on—where do you start?

The best way to learn to code is to stop endlessly analyzing what to learn and just start. So, with a giant disclaimer that these aren’t all of the languages you could consider learning to start your coding journey, here are a few languages you can learn.

JavaScript

Great for: beginners, aspiring software engineers

Think of the difference between dynamic, automatically updating Gmail account and your old static Hotmail, which needed to be reloaded to see new messages. That fundamental change was thanks to JavaScript. And, as one of the most popular languages out there, it’s still bringing websites to life in new, exciting ways. It has a ton of resources and tools available to help you use it effectively, and it opens you up to a ton of software engineering jobs. It can basically do everything, and if you’re going to be a full stack developer, you simply can’t avoid it.

Ruby

Great for: beginners, aspiring software engineers

Ruby was specifically designed by its inventor Yukihiro Matsumoto to make programmers happy, and it’s delivered upon that objective: Ruby is accessible and reads like English, allowing new programmers to focus right away on the fundamental concepts and logic, rather than basic syntax. Even beginners can start building right away. The teachers at the Flatiron School find Ruby to be extremely effective at helping students learn how to think like programmers, break problems down, express themselves technically, abstract ideas, and work together with other programmers. (The Flatiron Co-founder Avi is a little obsessed with it, too.)

Python

Great for: budding data scientists

There’s a massive amount of data out there. Companies that harness it can create better products and understand their businesses better; companies that don’t lose their competitive edge and get left behind. But while at its core, data science may be similar to your high school stats class, with so much data (hundreds of millions of records), your old spreadsheet is the wrong tool for the job. That’s where code comes in. The R language is super specific to statistics, whereas Python is a general-purpose language that happens to have great tooling available to make it a perfect language for data science. It’s actually similar to Ruby in a lot of ways: easy to read, forgiving for beginners, and there’s a passionate community around it, devoted to creating and improving the tooling to make Python even more powerful.

Swift

Great for: mobile developers, developers breaking out of their comfort zone

For beginners hoping to get into mobile app development, now is the perfect time to dive into Swift. It’s new enough that there is a lot of energy and excitement around it. Each year, Apple holds their Worldwide Developers Conference (WWDC) where Apple engineers discuss the intricacies of Swift along with all the new and exciting features (don’t be surprised if it inspires you to try implementing all the new concepts into your own apps). But it’s also been around long enough that the early kinks have been worked out, and the open source community has grown significantly. If you’re already a programmer, learning Swift is a way to get out of your comfort zone—the constraints iOS puts on your code forces you to, as Apple would say, “think different.”

Still not sure where to start? That’s OK! There’s really no correct first language to learn. The important thing is to consider what you’re excited to build, what language will help you do that, and then to just start learning!

In the end, this is why schools like Flatiron School doesn’t focus on teaching one specific technology. It wants you to learn how to learn—the only coding skill that will be never become obsolete. You don’t see Fortran or ColdFusion developers anymore. Similarly, you probably won’t be a Ruby or JavaScript developer in 10 years. Eventually, you will need to know more than one language if you want to have an awesome career and build amazing things. If you become skilled at learning languages, you’ll be ready to keep pace with technology as it changes.

Source: This piece was originally published by WeWork, which provides companies with the space, technology, and services they need to success.

Take Your Publishing Career to the Next Level with a Writing Re-TREAT

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Many people want to be authors. They have ideas for a novel, or have dreams of having a best seller, but they are often so caught up in the day-to-day duties and stresses of life that they rarely get time to simply focus on telling their story.

One expert writing coach says the best way to combat that block is to opt for a re-TREAT, which will give you the guidance, time, space, inspiration, and tools to focus on your story and help move your career along. Plus, she has an exclusive manor house retreat coming up May 5-10, 2019 in England. With only six slots, spots are filling quickly.

“You owe it to yourself to have some time to focus on your writing,” explains Annalisa Parent, fiction writing coach, author, and international speaker. “If not now, then when? If you take action now to get serious about finishing your book, just think of where you will be a year from now, five years from now. This is the time to put your dreams first.”

Parent runs workshops and retreats around the world, helping to guide countless writers to start, complete, and sell their novel. The 2019 Writing Gym England Retreat will be held in Devon, England in a historic country manor located on the edge of Exmoor, a national park famous for its beautiful coastline and spectacular views. The retreat will offer writers five days and five nights of relaxing, peaceful, and focused opportunities to tap into their creativity, learn more of their craft, and focus on writing.

The 2019 Writing Gym England Retreat includes:

  • Daily guided writing sessions led by Parent, where participants will engage in a feedback-response process that is based on neuroscience and how the brain learns and creates best. This is geared to help people advance quickly and boost their creative confidence.
  • Afternoon tea and coffee session where people can relax, mingle, and be at peace.
  • Open writing sessions, as well as time to enjoy the garden and views to get inspiration, and an optional group literary tour of Coleridge Way the path poets such as Coleridge, Byron and Shelley walked to get inspiration.
  • Writer’s discussions each evening on publishing topics, plus a one-on-one session with Parent to discuss your manuscript
  • Three home-cooked meals per day that are made from fresh local ingredients. Foods being served include free-range eggs, leg of Exmoor lamb, a full English breakfast, and fruit compote from the manor house garden.
  • An exclusive group with a focused intent, with the retreat being limited to only six participants.

“If you want to be a writer, this is where you need to be,” Linda Butler, a participant at last year’s retreat said of the experience.  “If you’re serious about writing and you’re serious about learning your process and who you are, then find a way to make the sacrifice to get into her programs. They’re some of the best I’ve ever seen,” Janiel Miller, another participant said.

To see first-hand what the retreat is like, go toThe Writing Gym Writer’s Retreat in Devon England. To hear what her attendees had to say from her past England Retreat visit: Date with the Muse. For more information about Annalisa Parent, her book Storytelling for Pantsers: How to Write and Revise your Novel Without and Outline, and her coaching services, visit her site at: datewiththemuse.com. For more information on how to become a published author, download her free e-book The Six Secrets to go from Struggling Writer to Published Author here: datewiththemuse.com/6secrets.

About Annalisa Parent

Annalisa Parent has worked with writers all over the world. She offers writing coaching services that have been instrumental in helping writers to go from idea to publishable piece and have the confidence to take their work to the market. Parent focuses on three main areas: Quality, Clarity and Creative Flow, all through a neuroscientific approach. For more information on her services and to set up a chat about publishing, visit her site at: datewiththemuse.com.

How to Talk to Your Boss (When the Questions Get Tricky)

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Portrait of business woman smiling

Landing a job doesn’t mean your days of navigating difficult questions are over. You should be prepared to handle uncomfortable queries, an especially tricky feat when it’s coming from your boss.

You may face one or more of these awkward questions at some point in your career. Here are ways you can respond to them professionally and keep the relationship with your boss intact.

 

  1. “Are you looking for a new job?”

If you’re putting yourself back on the job market, tell the truth. Chances are that your

boss has a good reason for asking, so a denial will only make you look bad. But don’t overshare. This question isn’t an invitation to air all your complaints about the position or the company. When responding, keep the focus on you and your career.

Keep the answer short and to the point: “I’m interested in exploring positions in a different industry. “I’m thinking about relocating to another city.” “A former colleague contacted me about an exciting opportunity, and I feel I should look into it.” “I’m looking for a position with more flexibility.” “I don’t feel I’m making much progress here.”

Be polite and emphasize that you’re committed to performing your current job to the best of your ability.

  1. “Have you heard the latest about Jamie?”
    Co-workers who spread rumors are difficult enough to deal with, but having a boss who engages in office gossip is a potential landmine. You don’t want to sound disapproving or like a Goody Two-Shoes. Your best option is to offer a noncommittal response, such as, “I really haven’t heard,” and then either change the topic or try to leave the conversation. Maintain an attitude of polite disinterest. Once your boss realizes you’re not a gossiper, he or she will drop the subject.

 

  1. “How would you rate my performance as a manager?”
    This question is particularly tricky because you might not know your boss’s motivation. Has upper management requested that he or she seek feedback from employees, is the person just fishing for compliments, or is he or she genuinely interested in constructive criticism?

To remain on safe ground, lead with positive feedback. Then choose one aspect of the person’s managerial style that could use some work, and make it actionable. For example, “The next time there’s a new project, I’d like a little more guidance so I don’t go in the wrong direction.”
 

  1. “How would you rate your performance during Q1?”
    Balance is key. Outline what you did well, and reference tangible results, such as exceeding goals or meeting tight deadlines. Then discuss a few ways you might do better next time. To show you’re serious about self-improvement, ask your boss for an assessment—and any tips for Q2.

 

  1. “Can you take on this project (that no one else will do)?”
    You may feel pressure to say yes to every request to maintain a good relationship with your boss. While it’s occasionally necessary to “take one for the team,” you need to be honest about how Project X will affect your present workload and whether it’s within the scope of your job description.

If you’re genuinely reluctant to lead this project, tell your manager that you simply don’t have the bandwidth to do it justice and get all of your regular assignments done on time. But also think about what may happen if you agree: If leading Project X will win you points with the boss and prove your leadership skills, it might be worth the extra work to say yes—this time.

Source: careerbuilder.com

How to Answer “So, Tell Me About Yourself”

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Job Interview

So, the first question you’re probably going to get in an interview is, “Tell me about yourself.” This is not an invitation to recite your entire life story or even to go bullet by bullet through your resume.

Instead, it’s probably your first and best chance to pitch the hiring manager on why you’re the right one for the job.

A formula The Editor at The Muse likes is called the Present-Past-Future formula. So, first you start with the present—where you are right now. Then, segue into the past—a little bit about the experiences you’ve had and the skills you gained at the previous position. Finally, finish with the future—why you are really excited for this particular opportunity.

Below is an example:

If someone asked, “tell me about yourself,” you could say:

“Well, I’m currently an account executive at Smith, where I handle our top performing client. Before that, I worked at an agency where I was on three different major national healthcare brands. And while I really enjoyed the work that I did, I’d love the chance to dig in much deeper with one specific healthcare company, which is why I’m so excited about this opportunity with Metro Health Center.”

Remember throughout your answer to focus on the experiences and skills that are going to be most relevant for the hiring manager when they’re thinking about this particular position and this company. And ultimately, don’t be afraid to relax a little bit, tell stories and anecdotes—the hiring manager already has your resume, so they also want to know a little more about you.

Continue on to The Muse to read the complete article and watch the video.

Is a Sustainability Career on Your Green Horizon?

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Woman engineer

In addition to being vital to many people, protecting the environment has become an important goal for many organizations.

A way to achieve this goal is to pursue sustainability, which is using resources to meet present needs without compromising future resources. Although sustainability most often is associated with environmental protection and conservation, it also has social and economic impacts. In fact, many companies adopt sustainability strategies to increase profits, and the environmental aspects become an added bonus.

Sustainability professionals help organizations achieve their goals by ensuring that their business practices are economically, socially, and environmentally sustainable. Sustainability is a diverse field that includes a wide variety of professionals. Sustainability professionals can be business managers, scientists, or engineers; or they can come from other backgrounds. Although their specific career paths might differ, sustainability professionals promote environmental protection, social responsibility, and profitability.

 

What is sustainability?

The most common definition of sustainability comes from a 1987 United Nations (UN) conference. In a report, the UN defined sustainable development as “development that meets the needs of the present without compromising the ability of future generations to meet their own needs.”

Alternately, according to a report from the National Association for Environmental Management, sustainability is “a term that describes a company’s strategies for acting as a responsible corporate citizen, ensuring its operations are financially sustainable and minimizing its environmental footprint. Sustainability initiatives may include natural resource reduction, supply chain management, worker safety and health initiatives, stakeholder engagement and external reporting.” External reporting involves reporting information on a company’s environmental and safety record to the general public, or to government agencies.

The environmental aspect of sustainability focuses on the goals of protecting the environment and the conservation of natural resources. To accomplish these goals, sustainability professionals help organizations, such as businesses, government agencies, and non-profits implement policies to manage the resources consumed and the waste generated by an organization. For example, a sustainability professional might suggest that an organization reduce the amount of packaging it uses when it ships its products, and a reduction in packaging could help the company decrease the amount of raw material it consumes and as the environmental cost of shipping products. Less material used in packaging would cut down on materials cost, as well as weight and space taken up during transport. Since the products would take up less space, there would be fewer shipments. Fewer shipments mean less energy used for shipping products, as well as lower emissions. For example, fewer shipments made by trucks would reduce fuel consumption and lower the amount of exhaust emitted into the air.

To fulfill sustainability’s social aspect, sustainability professionals attempt to minimize the negative effects and to promote the positive effects of the organization’s activities on stakeholders. Stakeholders are persons or groups, such as employees, customers, and citizens of surrounding communities, who have an interest in the organization and its activities. Sustainability professionals work to ensure that the workplace is healthy for employees and that the products or services the organization provides are safe for consumers to use. Some sustainability initiatives affect more than one stakeholder. Many companies promote corporate responsibility where they will provide pro bono products and services to the needy, or make attempts to lessen their environmental impact. For example, although many companies are required by law to keep emissions below a certain level, a sustainability professional might help a utility company lower its smokestack emissions to an even lower level than required. This additional reduction would benefit the health of workers and local citizens, as well as provide the company with positive publicity to entice new customers and retain current ones.

Sustainability can affect current and future profitability. Whether they work for private corporations, government agencies, or non-profits, sustainability professionals strive to ensure that the costs of implementing a sustainability program are worth the expected benefits. Because organizations would not knowingly implement sustainability policies that could cause them to become financially unsound, sustainability professionals help a company’s leaders understand the benefits of implementing such techniques, by explaining future cost savings. For example, energy-saving techniques, such as installing motion detectors and changing light bulbs require an upfront investment but result in future savings.

 

Sustainability issues facing companies today

Many organizations are implementing sustainability measures for a variety of reasons. Sustainability allows companies to increase profits, to manage risks, and to engage stakeholders, such as employees, the local community, and shareholders. By pursuing sustainability, many organizations are able to run more efficiently, improve corporate reputations, retain employees, and have a more positive impact on their communities. In addition, there are other benefits to practicing sustainability. These include minimizing the effects of rising costs for energy; complying with increased regulations at the federal, state, and local levels; and pleasing customers who expect organizations to be environmentally and socially responsible.

Prices for oil, natural gas, coal, and other energy sources have been volatile over the past several decades. Most prices have been on an upward trend with significant fluctuations. Experts believe that U.S. energy prices will continue to climb, because of a limited supply of energy sources (due to a wide range of factors) and increased demand from other countries, particularly China.

Increasing costs have led many firms to seek ways to cut back on the amount of energy used in everyday operations. Companies have been finding new ways to do more with less. This includes reducing the amount of energy used for production and other operations, in addition to finding alternative sources of energy. Alternatives include wind, solar, and biofuels (fuels derived from renewable sources, such as corn, grass, or algae).

Federal and state governments have been enacting climate change regulations. The U. S. Environmental Protection Agency has recently been granted the authority to regulate greenhouse gas emissions, and many states have enacted legislation to limit carbon emissions with the goal of reducing their carbon output. Companies in these states will be under increasing pressure to reduce their carbon footprint (the amount of carbon a company releases into the atmosphere) or face increased regulation and possible fines for their emissions.

Consumers are increasingly paying attention to companies’ environmental records. Consumers base decisions on products or services to purchase at least partially on environmental factors. Companies that have a positive environmental record can appeal to these environmentally sensitive consumers. In addition to consumers, many environmentally conscious businesses and other organizations prefer to work with, or purchase, goods or services from organizations that also are conscious of the environment. Thus, by implementing sustainability measures, companies will be able to appeal to more customers.

Concerns about corporate impact on the environment and local and global communities are being incorporated into strategic business decisions. Sustainability is becoming part of how companies do business in the United States, rather than being viewed as a cost.

 

Who are sustainability professionals?

A job in sustainability encompasses the concept of stewardship—the responsible management of resources. Sustainability professionals seek to improve an organization’s environmental, social, and economic impact. Some have specific titles such as sustainability manager and director of corporate responsibility. Sustainability professionals in other roles may have had experience as industrial managers, logistics (transportation, storage, and distribution) managers, environmental scientists, civil engineers, or recycling coordinators, among others. Many of these workers are dedicated to sustainability, but some may have sustainability responsibilities, in addition to their primary job duties. These workers might implement corporate recycling programs, install equipment to increase efficiency, and monitor processes to ensure their proper function.

There is no set career path for jobs in sustainability—jobs have varying responsibilities across different organizations. For many organizations, sustainability is ingrained in their cultures and is the responsibility of many employees. Thus, these organizations may not have dedicated sustainability staff, but still pursue sustainability.

Many large corporations, some non-profit organizations, and some government agencies employ sustainability professionals. Some organizations do not employ their own sustainability professionals, but still seek advice on sustainability practices. Such organizations frequently hire consultants from sustainability firms to offer specialized skills and services, as well as additional temporary manpower for specific projects.

The Bureau of Labor Statistics (BLS) currently does not have data on the number of workers involved in sustainability activities. However, data on employment related to the use of environmentally friendly technologies and practices are available from the Green Technologies and Practices survey. Although many different workers may be involved in carrying out day-to-day sustainability operations, the BLS definition of a green job involved in green technologies and practices is one whose primary duty is related to the use of environmentally friendly production processes. Workers must spend more than half their time involved in researching, developing, maintaining, installing and/or using technologies or practices to lessen the environmental impact of their establishment, or in training other workers in these technologies and practices to be considered in a green job.

 

Management occupations

Sustainability managers come from diverse backgrounds, have different job titles, and perform a broad range of duties. Sustainability managers are responsible for developing and implementing an organization’s sustainability plans and presenting these plans to senior staff. They might also be responsible for ensuring that an organization is in compliance with environmental, health, and safety regulations. Many sustainability managers rely on their public relations and communications skills to work with concerned citizens in local communities.

 

Science occupations

Scientists who work in sustainability devise technical solutions for reducing waste and cutting costs. They assist in the development of strategies to increase safety and to reduce the risk of illness and injury for a company’s employees. Some scientists often serve as advisors to sustainability managers and are involved in performing research to minimize a company’s environmental impact. Many sustainability scientists also serve as consultants, working as technical experts at firms that specialize in providing sustainability services to companies that do not have their own sustainability staff, or those who need specialized knowledge to implement sustainability strategies. Many people with a science background move into management positions and become top-level decision makers in the business community. They use their technical knowledge to guide an organization toward more sustainable practices and are frequently promoted to top-level management positions.

Occupations in scientific research and development have become increasingly interdisciplinary, and as a result, it is common for biological scientists, chemists, materials scientists, and engineers to work together as part of a team. Most scientists work in an office or laboratory and also spend some time in manufacturing facilities with engineers and other specialists. Some scientists, such as environmental scientists or conservation scientists spend a large portion of their time working outdoors, studying the natural environment.

If the growth of sustainability continues, more organizations will employ sustainability professionals. The benefits of this growth should be noticeable in many sectors of U.S. industries, from services, such as finance and health care, to manufacturing and construction.

Sustainability professionals have a broad range of education and experience levels, mainly in science, engineering, and business management. Although many of the occupations with sustainability responsibilities require at least a bachelor’s degree, there are opportunities for individuals with a wide variety of work experience and knowledge.

As sustainability becomes more widespread, new opportunities to contribute to the field will arise. A new market focused on sustainability should build job prospects for more future workers.

 

Source: bls.gov/green/sustainability