Celebrating International Women’s Day

LinkedIn

Every year on March 8th, women around the world come together to celebrate women’s social, economic, cultural and political achievements. International Women’s Day is an opportunity to stand in solidarity with all those fearless women standing up for gender equality and spotlight those who often pass unnoticed.

This year’s campaign theme—#BalanceforBetter—represents how, from grassroots activism to worldwide action, we are entering an exciting period of history where the world expects balance. Balance drives a better working world, and the better the balance, the better the world. “We notice its absence and celebrate its presence. Let’s all help create a #BalanceforBetter.”

The 2019 #BalanceforBetter campaign does not start or end on International Women’s Day—it runs all year long. Its theme provides a unified direction to guide and galvanize continuous collective action, with #BalanceforBetter activity reinforced and amplified all year.

Source: internationalwomensday.com

Ethiopia’s First Woman President

SOTERAS/AFP/GETTY IMAGES
Sahle-Work Zewde’s election as president of Ethiopia is a landmark in many respects. It is the first time in Ethiopia’s history that a woman is assuming this elected high office, a new milestone in Ethiopia’s trajectory towards women’s empowerment and effective participation in political decision-making. She is also Africa’s only serving head of state.

Source: au.int

Brazil’s New Agriculture Minister
Tereza Cristina: Tereza Cristina, Brazil’s agriculture minister SERGIO LIMA/AFP/GETTY IMAGES
Tereza Cristina, head of Brazil’s farmer’s caucus in the lower house, was named by President Jair Bolsonaro as agriculture minister. She is the first female cabinet member the president-elect has appointed and the second to hold the position, after Kátia Abreu.

Source: Bloomberg.com

First Female Mayor of Tunisia

After 160 years, and 32 mayors, the North African capital of Tunisia has elected its first-ever female mayor. Souad Abderrahim a self-made businesswoman said in an interview after being elected, “I am only one among many women who have struggled for years for equality.”

Source: washingtonpost.com

Haifa’s First Woman Mayor
Einat: Einat Kalisch-Rotem, mayor of Haifa, Israel EDWARD KAPROV
This past fall Einat Kalisch-Rotem made history as the first woman to become mayor in Haifa, one of Israel’s three largest cities. Kalisch-Rotem ran on an independent list with the “Living in Haifa” faction against the incumbent mayor, Yona Yahav, whom she defeated with 55 percent of the vote.

Source: jta.org

Japan’s First Female Fighter Pilot
Misa Matsushima: First Lieutenant Misa Matsushima of the Japan Air Self Defence Force poses in the cockpit of an F-15J air superiority fighter at Nyutabaru airbase in the outskirts of Miyazaki, Miyazaki in Japan JIJI PRESS/AFP/GETTY IMAGES
1st Lt. Misa Matsuhima made history this past summer when she became the first woman to qualify as a fighter jet pilot in Japan’s Air Self-Defense Force (ASDF). “My longtime dream has come true. I want to become a fully-fledged pilot, no different from men, as soon as possible,” she said after a ceremony at an ASDF base.

Source: japantimes.co.jp

Women Joining Front Lines in the British Army
Kat Dixon: Royal Wessex Yeomanry Tank Gunner reservist Lance Corporal Kat Dixon, 28, from Swindon in Southwest England BEN BIRCHALL/PA IMAGES VIA GETTY IMAGES
Defense Secretary Gavin Williamson announced that all roles in the military are now open to women. Lance Corporal Kat Dixon from Swindon, is one of the first to serve in a frontline role as a tank gunner in the British Army.

Source: swindonadvertiser.co.uk

First Woman Wins Clipper Round-the-World Yacht Race
Wendy Tuck: Wendy Tuck became the first female skipper to win the Clipper Round-the-World Yacht Race in 2018. MIGUEL ROJO/AFP/GETTY IMAGES
Wendy Tuck from Australia made history this past summer when she became the first female skipper to win the Clipper Round-the-World Yacht Race. Tuck told the Australian Daily Telegraph, “I hate banging on about women. I just do what I do but I am very proud.”

Source: bbc.com

How Concierge Parenting Services Can Help Prepare Kids for College

LinkedIn
Group of students talking at a table filled with papers

College admissions issues has been stealing the headlines. From the college admission scandal, where wealthy people allegedly paid to help their kids get accepted to high ranking colleges, to the talk of adding diversity scores to help boost some SAT/ACT tests, the news is filled with the challenges that those wanting to go to a good college may face.

Some parents are opting to take an approach that is more tailored to helping the child become prepared to excel and get into the college of their choice. This new approach, called concierge parenting services, aims to provide a customized plan to take the child to the next level, by identifying their fullest potential and capitalizing on it.

“Too often, the approaches taken in schools are failing students. Every child learns differently, so a cookie cutter approach just doesn’t work,” explains Reena B. Patel, a parenting expert, licensed educational psychologist, and author, who offers virtual workshops. “Through concierge parenting services, parents can learn exactly what their child needs to focus on in order to excel. The plan has been tailored to their unique child.”

Recently, Gallup suggested that education in the country takes the opposite approach of standardized tests, which students are being inundated with around the nation. What they suggest is that students need a test that is for them and about them, so that they become better at understanding and developing their own unique talents, which will help them succeed in school and life. This is the goal of concierge parenting, too.

Concierge parenting is service offered by Patel and other professionals in the field, in which they conduct extensive assessment on the child. Here are some of the ways that concierge parenting services can help prepare kids for college:

  • The assessments that are conducted show a child’s strengths, so that they can capitalize on them in order to reach their goals.
  • Parents receive a customized learning profile of their child, which will give insight as to how they best learn and optimize their strengths while developing areas of need. Parents can use that information to ensure that their educational needs are being addressed and how to take their child to the next level of growth.
  • Their learning profile includes such things as the child’s emotional resilience. This is important information, because it sheds light on how well the child will adapt to stressful situations or challenges. They can use the information to help the child learn more coping skills.
  • Parents receive the tools that they need in order to help their child navigate studying, taking tests, and applying for colleges. Rather than guessing how to best go about these things, the information has been tailored to the needs and styles of the individual.
  • Similar to a concierge in a hotel, parents get a tailored approach that is focused on meeting their needs and ensuring their child’s success. By taking advantage of a service like this, parents can learn their child’s strengths then nurture them and focus on excelling those strengths to be the best version of themselves.

“If you want to feel confident about your child’s education and future college acceptance, you can’t go wrong with taking a concierge parenting approach,” added Patel. “The purpose of concierge parenting is to help remove the stress, hurdles, and disappointment that may come later on. It helps your child to set out on their path with a detailed map to help them successfully get there.”

Patel offers several concierge parenting services packages, including being able to tailor a program to meet individual needs and goals. Two of her popular packages are titled Optimal Learning and New Parent. The Optimal Learning package offers a comprehensive assessment, customized report with specific tools to apply, follow up emails to ask questions, comprehensive evaluations to include, but not limited to, intelligence testing, academic testing, social and emotional readiness, and executive functioning testing. The New Parent package focuses on the idea that every baby and child is unique and has a different temperament. It’s ideal for new parents or a parent of a teen. Finding time to address challenges, such as behaviors, or how best to get your baby to sleep is hard. Wouldn’t it be nice to have a service customized just for your family and child? One that is effective and developed by a professional expert.

Each concierge parenting package includes initial consultation to identify concerns and goals, three session observation, modeling, and implementation of expert techniques, and one follow up virtual call after strategies are implemented.

In addition to offering concierge parenting services, Patel is the founder of AutiZm& More. As a licensed educational psychologist and guidance counselor, she helps children and their families with the use of positive behavior support strategies across home, school, and community settings. She does workshops around California, and virtual workshops globally where she provides this information to health professionals, families, and educators. She is also the author of a book that helps children with anxiety coping strategies called “Winnie & Her Worries,” and author of a book about autism awareness and acceptance, called “My Friend Max: A Story about a Friend with Autism.” Both of her books are available on Amazon. To learn more about her services, visit the website at reenabpatel.com.

About Reena B. Patel
Based in the San Diego area, Reena B. Patel (LEP, BCBA) is a renowned parenting expert, guidance counselor, licensed educational psychologist, and board-certified behavior analyst. For more than 20 years, Patel has had the privilege of working with families and children, supporting all aspects of education and positive wellness. She works extensively with developing children as well as children with exceptional needs, supporting their academic, behavioral and social development.  She was recently nominated for San Diego Magazine’s “Woman of the Year.” To learn more about her books and services, visit the website at reenabpatel.com, and to get more parenting tips, follow her on Instagram @reenabpatel.

Gallup. It’s time to try the opposite of standardized testinggallup.com/education/237284

What Are the Most In-Demand Job Skills?

LinkedIn
interview candidate

By Greg Stuart

Are you in the market for a new job? Is 2019 the year that you decide to make a change in your career? If you answered yes to either of those questions, then you need to get an idea of what skills are in demand.

I’ve written many articles on this subject, and most of them tend to lean heavily on the technical side, certifications, etc. I believe that this year, technical certifications will carry less weight than they used to. I see a trend in companies, inside and outside of Silicon Valley, where soft skills are starting to become more important. Lots of projects are manned not by one person, but by a team of people. To be an effective team player, you need certain soft skills to complement your technical skills to be successful. Let’s take a look at some of the most in demand technical and soft skills for 2019.

Cloud Computing

Cloud computing is becoming the king of the datacenter. With more and more adoption each year, cloud computing is poised to have a big 2019. Security measures are getting better, government entities are trusting the cloud, and new cloud-based certifications pop up every year. I realize the term ‘cloud computing’ is broad, so what areas of cloud computing should you focus on? Amazon, Amazon, Amazon. Amazon’s cloud computing platform is taking the market by storm. VMware’s cloud offering caved to Amazon’s stiff competition and instead focused on forging a partnership with Amazon going forward. Learn Amazon Web Services—take advantage of some of their online free training. Other options are training for Microsoft’s cloud offering, Azure. Find training on Azure and become proficient at it; Microsoft is staking a bigger-than-expected claim in the cloud space.

Adaptability to Change

Is this a skill? I believe it is, and it’s become a necessary skill to learn. If you work in the IT career field, you already know that it’s an ever-changing landscape. New technologies crop up every year, many companies will adopt these newer technologies and expect you to figure out how to maintain it. If you focused only on Dell storage, your whole career—and all of a sudden, your company—does a forklift upgrade to NetApp storage, you have to be willing to learn a new system, or get a new job. Adaptability applies not just to technology changes but also personnel changes. In many of our job roles we are tasked to work as a team, and sometimes that proves difficult. Learning to adapt to change can help greatly in this area. Adapting to change means being flexible, and being flexible opens up so many possibilities for success.

Mobility/Mobility Security

The ability to work remotely has increased steadily over the years, and mobile and Internet technology has made advances. With a 4G connection, we can connect and work on spreadsheets in real time with other colleagues, hold virtual boardroom meetings with WebEx and Skype for Business, and check and answer emails as needed on the go. Learning to become proficient with enterprise mobility suites, such as VMware Workspace One (formerly AirWatch), can help you to safely and accurately provide corporate resources to your workforce on the go. With more and more corporations allowing their employees to access corporate resources on their personal mobile devices, it has become increasingly important to secure those resources. Mobility security is an in-demand skill set now and going forward.

Thinking Outside the Box

This is one of the most overused, cliché terms I can think of, but it rings true, especially now. Thinking outside of the box also means creativity or innovation—two terms all over the values statements of major defense industry employers. Companies don’t want employees that will follow the status quo when it comes to bringing solutions to market or managing a data center. There are times when the traditional way of doing things won’t cut it. That’s when you need to get creative and find new ways to do old things. Companies love bringing in a new employee and putting them on a lagging project to see if their fresh set of eyes can see new ways to accomplish what has become stale. Learning this skill can open up lots of doors for you.

…And Much More

There are so many other intangibles that companies want to see in their employees, which is why I’ll go back to my earlier statement—soft skills are king for 2019. More companies will hire you and train you on a technology or process if you have the right soft skills and fit in with their philosophies. Spend some time polishing up your soft skills and see what a difference it can make.

Source: news.clearancejobs.com

Facebook VP says this is an immediate ‘red flag’ in a job interview

LinkedIn
Julie Zhuo Facebook VP of Product poses smiling seated in a chair in an office setting

Julie Zhuo is the VP of product design at Facebook. After graduating from Stanford University in 2006, she joined the social media giant as an intern and quickly worked her way up to becoming a manager at 25.

In her 13 years at Facebook, she has interviewed many recent graduates eager to score an internship or entry-level position and says no matter how qualified an applicant is, there is still one interview mistake she’ll always see as a warning sign.

“I would say one red flag when you’re interviewing is to be too focused on status or prestige,” the author of “The Making of a Manager ” tells CNBC Make It.

Facebook is still considered one of the most attractive employers today, and Zhuo says she’s seen her fair share of candidates who only want to land a job at the company because “it seems like the right thing to do, or it’s the next step up for [their] career.”

Rather than hiring someone who only wants to add a prestigious name to their resume, Zhuo says she focuses her attention on the applicants who are interested in making a difference at the company. She says she looks for candidates who are ready to “come in and just do a really, really great job.”

She wants employees who’ll “continue to learn and grow,” she says, “and do what you know is going to help the team the most.”

Zhuo emphasizes that although experience and unique skill sets may help you land an interview at Facebook, they aren’t a top priority for her because “a lot of times people are still in the learning phase and that’s great. That’s OK.”

“What I really look for are people who love to learn and who approach the job with a sense of curiosity and productivity, and who are just really eager to do great work,” she says. “I think that enthusiasm really comes across in an interview, especially in the questions that someone asks and in their tone and body language when interacting with me.”

Zhuo, who is a firm believer that interviews should be a two-way street, adds, “I love it when [candidates] ask me a lot of questions about my team, the environment and the culture that we work in.”

Continue on to CNBC News to read the complete article.

One-Year or Two-Year MBA: Is There a Simple Answer?

LinkedIn
group of college students walking to lecture hall

By Steve Fortin

There are now literally hundreds of MBA programs available worldwide. Evaluating an MBA today is roughly the equivalent of talking about a car—one needs more specific details to really understand how one program compares to another.

In the same way that there is often little in common between a small sports car and a large SUV, MBA programs come in many variations. Indeed, there are many comparative factors to consider, including a program’s standing in global rankings, academic design, specializations, entry requirements, delivery mode, or, most relevant to this discussion, its duration.

MBAs have become diversified products, catering to segmented clientele’s needs. Upon exploring whether a two-year MBA program is superior to a one-year program, there is, unfortunately, no simple answer to suit all circumstances.

Internships and career changes

The first argument in support of a two-year MBA program pertains to the job market. Even within a two-year program, students are under pressure, as they juggle academics with career-prep workshops. Most programs begin in August and employers arrive on campus as early as September to recruit, both for summer internships and full-time jobs. Many students say that they are unsure of the field in which they wish to specialize, yet are asked to commit to a job search within a chosen industry almost immediately.

In a two-year MBA program, this issue is actually less problematic. Students complete internships first and are then provided with additional opportunities to engage with employers the following autumn. Moreover, some students accept full-time jobs with the same employer, usually during the last two weeks of their summer internship. Most remain in the same industry, but move laterally to a different employer and/or to a different job category. Finally, some realize that the chosen industry was not for them and move to a different one altogether, typically seeking a different field of specialization in their MBA. Given the duration of the program, students will have one more round of campus recruitment and a full eight months of courses left, making such transitions possible and easy to make. We have found that students enter the next round of recruitment better prepared, more aware of their strengths and weaknesses, as well as their goals and aspirations.

A two-year MBA program allows more time to build a strong foundation

The second argument in support of a two-year MBA program relates to academics. To acquire in-depth knowledge, one needs time flexibility to build their schedule, as well as to digest and integrate content. While knowledge can often be acquired relatively quickly, developing competency requires more time. One needs to read, apply the material, build presentations, study, write exams, and experience the use of the material in real life.

One aspect that most professors will likely agree on is that the faster one is forced to learn something, the faster this material will be forgotten. A two-year MBA program allows more time to build a strong foundation, as well as to consider and select options within a given field. More time allows for more informed choices, and more informed choices translate to a more adapted education.

The third and final strength of a two-year MBA program is its resilience to errors. Students may not be aware of the different choices that exist in management education or on the management job market. If a student begins his or her studies in marketing and either struggles academically or lacks interest, there is time to reorient. As mentioned previously, if a student completes an internship and does not appreciate the practical aspects of a field, there is still time to change direction. Finally, it is also noteworthy to mention that a key advantage of an MBA is the networking opportunities that it brings. However, it can be more challenging to build lasting relationships over a more condensed period of time.

Value of one-year vs. two-year MBA may hinge on your circumstances

To summarize, the value of a two-year MBA program over a shorter one is essentially a matter of “it depends.” As a rule of thumb, the more removed an applicant is from the world of management at the time of admission, the more he or she should contemplate the two-year degree. The strength of a two-year program is the additional time that it affords to build expertise, explore the job market, and validate both academic and career choices. In my opinion, ideal candidates for such a program would be international students, as well as those seeking a career change, such as engineers, lawyers, teachers, artists and others who are interested in a management career and/or in relocating to a different country.

However, the closer one is to the world of management, the stronger the argument in favor of a one-year MBA. Those looking to move up in their career are the target clientele. Career climbers are less likely to feel the need to acquire knowledge of the job market, or to build strong foundations in management. Thus, students who meet this profile will likely be well-served by a one-year degree. This is why, after all, MBA programs of varying durations exist in the first place, as they are built to adapt to different clienteles and their respective needs.

Nevertheless, as the saying goes, the proof is often in the pudding. Indeed, this is probably the strongest argument of all: When given a choice to go faster, our well-informed students choose to take more time!

4 Hurdles to Successful Salary Negotiation – and How to Tackle Them

LinkedIn
woman sitting at desk smiling with chin resting on hand

Talking to an employer – or a prospective one – about money is never easy. Some people find it so challenging, in fact, that they quickly accept the first salary offer that comes with a new job. Or they hesitate to ask for a raise – even when they’re 110 percent certain they deserve one.

That’s not the wisest way to go!

A better approach is to face your fears and tackle them head on. As they say, you never get what you don’t ask for – so it’s critical to do your homework, steel yourself and then boldly command the pay you deserve.

Here are the four hurdles to overcome when negotiating salary– and advice on how to do it.

Hurdle: Determining What You’re Worth

Tackle it: This may be the easiest of all because, thanks to the almighty Internet, there’s plenty of information at your fingertips. Start your research by looking at websites like PayScale, Glassdoor or the one run by the U.S. Bureau of Labor Statistics. Professional associations are also a good resource, as is asking colleagues and co-workers for “ballpark” salary info in your company or field. (Good news: Discussing salary is no longer as taboo as it once was!) Be sure to consider your education, training and credentials, years of experience and geographic location (salaries vary from place to place) when determining appropriate pay. Aim to come up with a “salary range” for your specific job, and be realistic – but a bit ambitious – in deciding where you fit in that range.

Hurdle: Articulating Your Value

Tackle it: Being a self-promoter doesn’t come naturally to a lot of people. But if you don’t appreciate what you bring to the table, how can you expect someone else to? When preparing to negotiate with an employer, start by making a list of your skills and qualifications. Be ready to offer specific examples of what you’ve accomplished in past roles and about what you will be able to achieve going forward. Don’t overly exaggerate what you’ve done (or have the potential to do), but this isn’t the time for modesty either. Once you’ve finished your list of skills, experience and achievements, commit it to memory. Then practice, practice, practice so you will feel comfortable talking about how great you are. Ask friends or family to role-play so you’ll feel super confident making your case when the time comes.

Hurdle: Knowing What (and What Not) to Say

Tackle it: When interviewing for a job, it’s best to delay conversations about compensation until you actually have an offer. But this can be tricky. A prospective employer might what you’re currently earning (though inquiring about salary history has been outlawed in many states.) Or, more commonly, you might be asked for your salary expectations. In that case, do your best to deflect the questions—and not name a number first. (If you do, you could end up with an offer of less than what the employer was prepared to pay!) Instead, respond by asking what the position pays and waiting for a response. If you’re pressed, give a range and an explanation of how you’ve come up with it. Say something like, “Based on my research, the salary for a position like this is somewhere between $40,000 and $50,000. Since I have ten years of work experience, I think I should be at the top of that range.”

Hurdle: Thinking Only About Your Paycheck

Tackle it: Salary is only one piece of your total compensation package, so don’t focus exclusively that. While benefits like health care and matching 401K tend to be standard, employers sometimes have more flexibility when it comes to negotiating paid time off, flexible schedules and remote work options. Think about the benefits that are most important to you, then confidently and politely ask for them. Remember, the worst that can happen is that you’ll be turned down. Once you do get an offer that’s satisfactory, ask for it in writing. Take a day or so to think it over before signing on the dotted line. This is standard business practice, so no one will be put off.

Of course, all of this is much easier said than done, so make sure to put time and effort into preparing as best you can. Do that by taking the AAUW Work Smart Online, a free and easy course that will give you all the information and tools you need to get the salary you deserve.

Source: AAUW.org

Miss USA, Miss Teen USA, Miss America Are All Black Women For First Time In Pageant History

LinkedIn
Chelsie Kryst miss usa winner poses on stage smiling holding bouquet of flowers

Cheslie Kryst contributed to pageant history when she was crowned Miss USA on Thursday: For the first time, Miss USA, Miss Teen USA and Miss America are all black women.

Kryst, who represented North Carolina in the pageant, is a lawyer who practices civil litigation and does pro bono work to help get reduced sentences for incarcerated people.

Miss Teen USA 2019, Kaliegh Garris, was crowned Sunday. The high school senior from Connecticut plans to attend college and pursue a degree in nursing. Miss America 2019 Nia Franklin, who won her competition in September, hailed from New York.

Both Kryst and Garris were applauded for wearing their natural hair during their pageants.

“There were a few naysayers saying, ‘You look better with straight hair,’ or ‘You should put in extensions and straighten your natural hair,’” Garris told Refinery 29, later adding, “I feel more confident and comfortable with my natural hair.”

Both Miss USA, Nana Meriweather, and Miss Teen USA, Logan West, were black in 2012. But Miss America that year, Laura Kaeppeler, was not.

At Thursday’s final Miss USA event, Kryst expertly answered a question on whether the Me Too and Time’s Up movements against sexual harassment and assault had “gone too far.”

“I don’t think these movements have gone too far,” she said. “What Me Too and Time’s Up are about are making sure that we foster safe and inclusive workplaces in our country.”

“As an attorney, that’s exactly what I want to hear,” she added. “That’s exactly what I want for this country.”

Continue on to Black Voices to read the complete article.

8 Secrets That Can Revolutionize Your Job Search

LinkedIn
Woman Applying For Job

You might think that in the era of LinkedIn and social media that you no longer need to have a resume. That is unequivocally wrong. A resume is a key component of a job search, and cannot be replaced by a LinkedIn profile, or your digital presence.

This article will offer a number of resume tips, all of which are designed to help you succeed in your job search. We’ll review the importance of customization, best resume format, and the various resume sections you need to include, to name a few. Let’s get started with our review of the key resume tips you need to keep in mind when creating yours.

  1. A resume is a marketing tool.

The sad truth is that most people do not write particularly well. Make sure that your resume is impeccably written, and make sure it stands out. A well-constructed resume conveys that you’re an organized person. Concise resume language gives the feeling that you’re a no-nonsense individual who gets right to the point. A great resume can convince a hiring manager that you have the background that will be an asset to the company and can compel them to contact you for an interview.

  1. It helps the hiring manager decide that you have the necessary skills and experiences.

A well-written, concise resume does the job of quickly telling the hiring manager that you’re the answer to their problems. When you’re writing your resume, be sure to use clear, succinct language, and focus on your achievements (especially the ones that are quantifiable), rather than on your job duties or tasks. One of the biggest resume tips you can keep in mind is this: the purpose of the resume is to sell you, and what you can do to help a company succeed. The purpose of the resume is to not catalog all of your duties and tasks from the past.

  1. Customization is key.

A question I’m frequently asked is whether or not it’s necessary to customize the resume for each application. My answer is always a resounding YES. This is one the key resume tips! You have only about six seconds to impress the reader, so be sure that your resume speaks to exactly what the company is seeking. You do this by studying the job description and optimizing your resume with relevant keywords.

  1. Your resume helps with your personal branding.

A resume is a marketing document that you craft to sell yourself. But in addition to that, it is also a component of your brand. You want to ensure that your resume conveys the key messages of your brand; that is, what your strengths are, what you can deliver on, and what you’re passionate about.

  1. Add a little humanity and originality.

Let’s face it, most resumes read pretty much the same, and most of them are boring and sterile. How many resumes for a PR Director role can someone read before they all begin to blur together? Every single applicant is going to say they’re expert at media relations and that they’ve overseen a team of communications professionals. Say something different, and say something that makes you sound like an actual person and not a machine.

Here’s one of my key resume tips: Instead of writing something like “Crisis communications expert who maximizes brand potential via various channels” in the Summary section of your resume, try “I don’t put out fires. I start them. I ignite excitement and engagement among clients. When something inevitably explodes, I add another log to the fire.”

  1. What resume sections should be included?

Resume tips about resume sections are abundant; here are the key ones you need to be including in today’s day and age. Your resume should consist of a header that includes your name and contact information; a Summary section, which should provide a high-level overview of your qualifications, and what you can do for the company; a Work Experience section, which details current and previous positions you’ve held during your career; a Skills section, which should list the hard and soft skills you possess, particularly, the ones that align to the job advertisement; and an Education section, which should list the educational degrees you’ve acquired.

  1. What’s the best resume format?

The reverse chronological format is, in my opinion, the best resume format. The reason it’s the best resume format is simple—it makes it very easy for the right people to see your employment history and achievements. If you’re unsure on what reverse chronological means, it means this—you start off the Work Experience section of your resume with your most recent position, and work backwards from there.

  1. Here’s the bottom line.

A resume remains one of the foundational tools in the job seeker’s toolkit. Hiring managers and recruiters still want resumes, and they want them to be easy to read and to quickly answer the key questions they have. A good resume is one that benefits both the hiring manager and the job seeker; hopefully, the resume tips offered here will put you on the path to success with creating yours!

About the Author
Debra Wheatman is a certified professional resume writer and career coach, and the president of Careers Done Write, a leader in professional resume and career services. careersdonewrite.com/

Nearly Half of Young Professionals are Pursuing a Career in This Field

LinkedIn
millennials in a business room discussing career choices

The oil and gas industry is facing strong competition in attracting science, technology, engineering and mathematics (STEM) talent, with 44 percent of STEM Millennials and Generation Zs (Gen Z) interested in pursuing a career in oil and gas, compared to 77 percent in the technology sector, 58 percent in life sciences and pharmaceuticals, and 57 percent in health care –according to the inaugural global Workforce of the Future survey released by the Abu Dhabi National Oil Company (ADNOC).

The survey was commissioned by ADNOC to examine future workforce and employment trends in the oil and gas industry, particularly as the industry looks to attract STEM talent and enable the 4th Industrial Age. This is in line with ADNOC’s Oil & Gas 4.0 mission to help meet the world’s increasing demand for energy and higher-value products – by fostering a dynamic and performance-led culture that cultivates talent and applies the latest technology to optimize resources.

The survey interviewed STEM students and young professionals aged 15 to 35 in 10 countries – across North America, Europe, Asia, and the Middle East, representing a mix of significant global economies, and producers and consumers of oil and gas – and looked at their perceptions across multiple STEM-related industries, including oil and gas, and the skills they value and believe are required to succeed in these industries.

Key Findings
“Salary,” “work-life balance,” “job stability,” “on-the-job fulfilment,” and “a good work environment” are ranked the top five drivers behind potential career choices for STEM Millennials and Gen Zs. Young STEM talent also associate the oil and gas industry with high salaries and see it as an industry that is invaluable. “The industry pays well,” “the industry is crucial for their country’s economy and development,” and it is “an industry we couldn’t live without,” are ranked as the top three positive attributes about the industry.

What young professionals want, by industry
77% technology
58% life science/pharmaceuticals
57% health care
44% oil and gas

STEM Millennials and Gen Zs show the most interest in industries that they believe will be most impacted by new technologies. Globally, 42 percent say that new technologies will have a major impact on the oil and gas industry, while 56 percent say the same for health care, 53 percent for life sciences and pharmaceuticals, and 73 percent for the technology industry.

His Excellency Dr. Sultan Ahmed Al Jaber, UAE Minister of State and ADNOC Group CEO, said: “The findings from the ADNOC Workforce of the Future survey show that the more STEM Millennials and Gen Zs associate oil and gas with new technologies, the more interested they will be in a career in the industry. “As we enter the 4th Industrial Age, we need to come together as an industry and – with our technology industry partners – better highlight the exciting opportunities our dynamic industry offers to young talent with strong technology skills,” he added. The results also show that STEM Millennials and Gen Zs appear divided on whether oil and gas is an industry of the future (45 percent) or the past (44 percent). The data also indicates a mismatch between what STEM Millennials and Gen Zs see as the most important skills to succeed professionally versus what they see are the most important skills for a career in the oil and gas industry.

“Information technology and computer” skills (37 percent) and “creativity and innovative thinking” (33 percent) are seen as the most important skill-sets for succeeding in the future, but only 18 percent see “IT and computer” and “creativity and innovative thinking” as important skills for a career in oil and gas. Similarly, while 26 percent say programing languages are key for future professional success, only 11 percent view it as an important skill in the oil and gas industry. The data also shows that some experience in the job market and a tertiary education in STEM subjects can help change perceptions positively toward a career in the oil and gas sector. While interest is low among secondary school-age STEM students (37 percent are interested in a career in oil and gas), this figure rises to approximately half (51 percent) of young professionals being interested in pursuing a career in the sector – representing a 14-point increase.

Latina chef Daniela Soto-Innes is youngest to be named ‘World’s Best Female Chef’

LinkedIn
Daniela Soto-Innes smiling while working in a kitchen

Mexican-American chef Daniela Soto-Innes has become the youngest honoree to be named the World’s Best Female Chef by The World’s Best 50 Restaurants.

The award, which was announced Wednesday, recognizes the culinary achievements of one woman every year. Past winners include British chef Clare Smyth of London’s Core and Dominique Crenn, who leads San Francisco’s Michelin-three-star Atelier Crenn

Though she is known for running Cosme and Atla, two popular modern Mexican restaurants in New York City, Soto-Innes, 28, didn’t always plan on becoming a chef, according to the award announcement. She was a competitive swimmer during her young adulthood in Texas, where she moved from Mexico City when she was 12.

Yet the culinary arts were almost an inevitability for Soto-Innes, who was surrounded by a grandmother, mother and aunts who instilled a passion for cooking in her at a young age. “I grew up with a line of really strong women that love to cook,” Soto-Innes told The World’s Best 50 Restaurants. “When I was born, my mother was a lawyer with my father, but she wanted to be a chef because my grandma had a bakery and my great grandma went to school for cooking.

Everything was about who made the best cake, who made the best ceviche, who made the best mole. I just knew that it was the thing that made me the happiest.

It’s not only the flavorful food that appeals to Soto-Innes, but also the people who make it. Most of the staff at Cosme are Latin American immigrants, while a few hail from Russia and other countries, as well. It’s this fusion of people, ideas and recipes that makes the restaurant so successful, she said.

That shared knowledge has led to some of Cosme’s most famous dishes, including its fluffy fried tortillas called infladitas (which means inflated).

Continue on to NBC News to read the complete article.

Why Your Job Search Should Start With Companies, Not Roles—and What That Looks Like

LinkedIn
women looking at her computer screen with a smile while job searching

By Abby Wolfe

When Kate Gardner was laid off from her job as a magazine editor, she wasn’t sure what to do next. She tried freelancing for a month or so, but the instability of it ultimately made her want to hop back into a full-time job at a company she really liked (and could see herself at for a while).

So she started job searching—but this time she tackled it differently than she had in the past. She decided to take a company-first approach.

“Doing this allows me to be more specific in what I’m looking for,” Gardner says. “I can look for the positions I want and am qualified for at companies I already know I like.” And it worked out for her—she recently landed a job at one of her dream nonprofits.

“I’m so grateful to have found this work I’m so deeply passionate about,” she adds. “For years I’ve been searching for something that’s made me feel alive and like I have a purpose, and I finally have.”

As a career coach, I recommend the company-first approach to almost every client I work with. I believe more people will end up finding great jobs they love, like Gardner, this way as opposed to spending hours and hours scrolling through a job board.

Here’s why you should try it—and how you can get started doing it today.

Why Adopt a Company-First Mindset

The biggest benefit of a company-first job search is that it’s more likely to land you a gig that you’ll want to stay in for a very long time. This can be especially important for those who are making a career change (and want the effort they’re putting into transitioning to be worthwhile), those who are tired of job hopping and are looking for a more fulfilling career, and those who just want a job they can see themselves in for years to come.

“With the majority of people leaving a company because of culture or people,” says Jena Viviano, a Muse master career coach, “finding the company you want to work for first has a higher chance of working out in the long-term.”

The idea is that when you pursue a company rather than a job, you’re looking for a more holistic experience. You don’t just care about the day-to-day responsibilities—you care about the mission behind your work, your growth, and your work-life balance. All these factors contribute to a happier (and ultimately more successful) career.

And by showcasing when you apply for a job that these things matter to you, you set yourself up to be a better fit for the company—which makes them more likely to hire you.

Another point Viviano makes is that companies are calling jobs all different sorts of things these days, so company-first job searching is just strategically more efficient.

“No longer can you just type in ‘HR generalist’ and find all the HR positions available,” she says. “Some companies call it ‘culture’ or ‘people’ or ‘happiness department.’ So it’s smarter to see what companies align to your goals and then to dive into their career pages to find specific roles” to ensure you’re actually applying to positions that you’d be happy in and qualified for.

How to Approach Your Job Search Company-First

By no means is company-first job searching an “easy way out.” It takes true inner reflection and time to pull off effectively. But because it’ll likely produce better results, it’s well worth the effort.

1. Figure Out What You Care About Most

The whole goal here is to get you into a job you love that fits not only your interests and experience, but your priorities. In order to do that, you need to know what’s important to you.

Reflect on past experience and examine what you liked and didn’t like about each position you held and company you worked for (and write them down). If you’re fresh out of college, this part might be a little harder—so you may consider including volunteer and internship experiences in this exercise to broaden your scope.

Here are some possible things you might consider or jot down:

  • Size: The number of people at your company or in your department can affect how much your voice is heard, the amount of work that falls onto your plate, communication between teams, and more.
  • Location: Do you have a geographic preference, or will you go anywhere? Also, what are your feelings on a company that has offices all over the country (or world)?
  • Stage: At what stage of growth is your ideal company? A startup environment is going to be much different than that of a company that’s been around for decades. (And even “startup” can encompass anything from five people in one room to a nine-figure-revenue, about-to-go-public behemoth.)
  • Mission: Is connecting with the purpose of the company important to you? If the answer is yes, you’ll want to dig to find out what each company’s detailed mission is and if the work they’re doing actually aligns with it, as well as decide if you want to work for a specific kind of mission (for example, healthcare or climate change).
  • Values: Are there values outside the company’s direct mission that matter to you, such as social responsibility? The Muse, for example, has a strict “no assholes” policy, which is such a core value that it’s included in every job description.
  • Culture: Do you prefer working collaboratively or independently? Do you like strict rules and guidelines or more flexibility to rethink processes? Do you like dressing business formal or business casual (or have no preference)? Do you want to hang out with your co-workers after hours or be able to leave work on time to be with your family? There’s no right or wrong answer for the type of culture you believe you’d thrive in.
  • Diversity and inclusion efforts: How important is it to you that the company you work for invests in diversity and inclusion? What does that look like to you?
  • Benefits: What types of benefits do you care about most? Some things you could think about are: learning and development budget, health insurance, parental leave, PTO, flexible hours, and remote opportunities.

2. Make a List of Companies That Interest You

OK, you have your list of things that you care about most. Now, how do you find companies to consider? Here are some ideas:

  • Search for the “top” or “best” companies to work for. You can narrow it down further by specifically highlighting the qualities that matter to you, such as “best companies for working parents” or “top organizations to work for as a remote employee.” The Muse actually creates several lists like this for different locations that may help you identify some good companies in your area.
  • Check out B Corporation and Idealist. If you want social responsibility to be a core value of the company you work for, then these are two great resources. Idealist is a site that specifically highlights organizations that want to make the world a better place, and Certified B Corporations “are businesses that meet the highest standards of verified social and environmental performance, public transparency, and legal accountability to balance profit and purpose.”
  • Browse social media and recent news. We interact with companies day in and day out as consumers, so consider what brands you love and what’s being said about them online. Maybe you found out that a tech company you follow on Twitter recently instituted four weeks of PTO for its employees, or a retail store you constantly shop at invests in volunteer efforts. Those could be great places to apply to because you already know, believe in, and follow them.
  • Leverage your network. You most likely know plenty of people who work or have worked at a variety of awesome companies. Ask them about their experience! You may be surprised which companies you’re drawn to.

3. Evaluate Whether or Not They Meet Your Criteria

Once you make a list of say, 10 to 20 companies of interest, double check to make sure they align with the attributes you highlighted in the first step.

This will require some more research. You can start with The Muse, of course, as well as the company’s own website, and social media and news coverage can fill in everything in between.

Continue on to The Muse to read the complete article.