7 Frightening Realities of the Post-Recession Economy

7 Frightening Realities of the Post-Recession Economy7 Frightening Realities of the Post-Recession EconomyThe recession ended over two years ago, but if youre one of the protestors occupying Wall Street or among the millions totenmucksmuschenstill looking for a job (or a better job), then you probably didnt notice. The bad news things are not likely to get much better any time soon. The economy remains stagnant and political parties fight for position protestors are growing in numbers and the unemployment rate has shown no real signs of improvement as we head into 2012.All of that is likely to continue reshaping the employment market, and will affect everything from your ability to conduct a salary negotiation to the pace at which you can expect to climb the ladder- or even get on it in the first place.So whats a job seeker to do? Here are some trends to look out for in the short and medium term as careerists continue looking for work in a frightening post-recession economy.1. Doing more with lessThe theme of this troubling economy has been to do more with less. This theme has run across companies, both large and small, in the post-recession era. After sacking thousands of employees in order to cuts costs, pummeling employee morale in the process, managers focusing on the bottom line remain hesitant to hire more bodies in order to explore more avenues of business, even when profits begin to pick up. Despite layoffs and hiring freezes, work still needs to get done. Companies are not going to cut back on how much work must be performed to turn a bigger profit. Instead, they simply turn to their existing employees, put a cool hand on their shoulders, smile, and ask them to take on increased duties. Those who fear for their own job will not say no. When companies see that the work still gets done, they no longer feel the need to hire and thus begin a cycle that continues today and will continue tomorrow.2. Held back by housingAccording to the National Association of Realtors, existing homes sold at an annualized rate of 4.9 million units in September. This number is only slightly ahead of the 4.77 million rate in June, which marked a 14-year low. With the U.S. housing industry still sluggish, homeowners who want to sell are forced to stay right where they are. What does that mean? Well, for those who are unemployed and struggling to pay their mortgage, it means a lot. If they cant move, they are forced to limit their options when it comes to the job search. Those job seekers are stuck looking in the immediate vicinity for work and their options to relocate become seriously limited - not unless you want to add on the extra expense of paying rent while you wait for your home to sell.3. Choose your education carefullyIts a truth universally acknowledged that applications to schools surge during a recession. There are no jobs, so why not get more training and make yourself a better candidate when there are jobs? Makes sense, right? But there are some disturbing figures to consider when the highly held belief is that the economy wont be improving to acceptable levels for some time. First, graduates are not finding work. The unemployment rate for young college graduates reached an all-time high in 2009 and according to government figures 33% of people ages 20 to 29 were unemployed last year. Higher education is not helping students get ahead in this economy with many graduates having to make ends meet in jobs they are overqualified for, such as waitresses or bartenders. Not finding work is no excuse to not pay your loans. The Federal Reserve Bank of New York reported that the amount of loans taken out by students last year hit the $100 1000 milliarden mark for the first time. To make matters even worse, the total amount of outstanding student debt is expected to pass $1 trillion for the first time ever this year. That debt wont go away and will become an albatross around the necks of students, even if they end up finding the jobs of their dreams. There is nothing like being successful and still being unable to make ends meet. Choosing education has become a much more difficult decision to make.4. Age diversityAn aging workforce is going to continue to be a big challenge for employers, who increasingly prefer to cut costs on training for new positions. Compounding this is the fact that people are delaying retirement because of the recession. While gender and racial diversity will remain critical concerns, age diversity presents a new challenge for the corporate world.5. More short term jobsThe recession might be over, but unemployment figures have remained the same at 9.1%. This has forced Americans to look at jobs differently, with many accepting temporary and part-time positions rather than holding out for full-time permanent work. Thats helped the underemployment rate remain sky-high- climbing from 16.2% to 16.5%- and there are no signs of it changing anytime soon retailers are expected to hire aroun d the same or even lower than the 627,600 seasonal holiday employees that were hired last year.Those hiring this holiday season include Macys, which plans to add 78,000 temporary workers Fedex, which will add 20,000 temporary employees to its workforce Kohls, which will hire 40,000 seasonal workers and Toys R Us, which is expected to hire 40,000 new workers to deal with the holiday rush. While some temporary workers might find full-time work, more than likely, when those temporary positions end, the unemployment rate will go right back to where it was before they were created.6. The importance of internships and volunteeringBecause there is still a shortage of jobs, landing an internship is going to be more important than ever. Despite increased competition, if youre a college student or looking to break into a new field, theyre an integral part of your next career move.Starting in high school, students need to cultivate paid or unpaid work experiences that build skills, character, work ethic and resume. Employers use internships to prescreen and hire talent. Your career currency comes down to the following equation internship experience + skills. This is how you get your foot in the door and demonstrate your passion for your field of interest.Because competition for internships is so high, another possible avenue for job seekers is to volunteer your services. Unpaid labor is hard to pass up, especially in the non-profit industry, which, at times, struggles to pay for a full-time work force and can use the help. The skills you pick up at these companies is transferable to other jobs within your chosen industry.7. Negotiate a package, not a salaryWhile the recession has affected the number of jobs and the kind of compensation on offer, it hasnt changed how you should approach salary negotiations. However, what you negotiate for might change. While salary increases, stock options and signing bonuses might be in shorter supply, there might be opportunities to for other types of compensation such as at-risk pay based on milestones achieved, paid time-off and a flexible work schedule.You should value the entire package and quantify everything. How you do that is up to you. Your compensation number should factor in what is essential to you and what is non-essential. You could even give weights to the essential and the non-essential in determining the value of your offer. As an example signing bonus, relocation, 401k match, day care and base salary could get an 80 percent weight while the other 20 percent would causa under extra vacation, nicer title etc. At the end of the day, each person will be different on what they value and what they consider essential.Jon Minners, Phil Stott, Alex Tuttle, Vault.com

What HR Executives are Wishing for in 2017

What HR Executives are Wishing for in 2017What HR Executives are Wishing for in 2017What HR Executives are Wishing for in 2017 RossheimWhat do human resources leaders wish they could bring to their organizations in the New Year? We asked, and they and their advisors answered.HR professionals wish they couldGet rid of the tech glitches in the recruitment experience. There is acontinuous stream of innovations from makers of HR software, ranging from mobile apps toenterprise CRM. Yet ansicht upgrades often bring related bugs and integration issues during the integration process. HR leaders wish they could eliminate these issues, which adversely impact user adoption.HR executives want to streamline the whole application and recruiting experienceinto a seamless ecosystem, says Kevin Mulcahy, a partner with Future Workplace and co-author with Jeanne Meister of The Future Workplace Experience.Use mobile technology to streamline recruitment. Recruiters, hiring managers and job candidates wis h they could keep up with search-and-recruitment transactions as they move through their days. Thats why 46 percent of retail hiring managers wish they had a mobile app for hiring 47 percent want a mobile job application for prospective employees, according to a survey by iCIMS.Find out what different groups of employees want. In times when many niche labor markets are seeing a significantskills gap, HR yearns to segment the market to recruit more successfully.Companies want to understand the demographics of their employee segments, by generation, by geography, by skill set, and by full-time employees versus gig workers, says Meister, a partner with Future Workplace.Market the employment value proposition to Generation Z. By one definition, Generation Zs oldest members are beginning to graduate from college. Forward-thinking HR leaders know that now is the time to learn how to recruit and retain the post-Millennial generation.They want to appeal to Generation Z as they enter the wor kplace, says Mulcahy. Gen Z seeks experiences, theyre oriented more to visuals than text. To attract them, companies need to offer Gen Zers room to experiment they want to try things and make mistakes.Take a best-practices approach to the standardization of onboarding. HR leaders wish their lines of business could agree on how to give new employees the best possible start at the company.Some organizations are streamlining onboarding and delivering a better experience in the process, says Elissa Tucker, research program manager for human capital management at APQC, a non-profit HR benchmarking organization. Theyre looking at how its done in different parts of the organization and taking the best of each.Given the obstacle that people want to stick with what theyre doing, adds Tucker, its good to start by getting feedback from stakeholders about what they think needs improvement.Use data to better understand and manage people. Human resources professionals wish they had better visibil ity into the data that correlates with employee behavior.HR people want to use data-driven human capital management to help them make decisions about where to focus, what types of talent will turn out to be successful candidates and who on your team is at risk of leaving if you dont give them new challenges, says Tucker. Having datahelps HR leaders get other executives to listen.Institutionalize better dialog between supervisors and employees. HR folks wish top management would take the lead in demonstrating that frequent and meaningful employee feedback is the norm.My no. 1 wish for 2017 is to have much improved, more frequent and regular ongoing steady dialog between managers and their employees consistent, regular, meaningful, helpful, good feedback, both positive and developmental, says Richard Morgan, senior vice president of human resources at Rocket Software.Distinguish performance evaluations form career development. Its difficult for many employees to listen to what their manager has to say about their professional future when minutes earlier, they were having an intense discussion in their performance review about how they measured up. Each manager should meet with each employee twice per cycle, first to do a performance review and then a few weeks later to keep it separate to discuss career development, says Morgan.Stand by the companys deeply held values. Finally, Mulcahy wishes that companies will adhere to their core values and workplace ethics, come what may.The president-elect has done many workplaces a favor by reminding managers that companies can have corporate values that are different from whats going on outside the organization, says Mulcahy. We elected a candidate whose behavior and words would have violated fruchtwein HR policies.

Is it ever OK to use the word stupid when giving feedback

Is it ever OK to use the word stupid when giving feedbackIs it ever OK to use the word stupid when giving feedbackDrIs it ever OK to use the word stupid when giving feedback? Professional business coach Kim Scott offered great perspectives on this question when she spoke at First Round Capitals CEO Summit.Once upon a time, Scott presented her recent business results to her managers bosses Googles Sergey Brin and Larry Page. Hugely impressed, the two offered the young executive mora resources. Afterward, Scotts own manager, Sheryl Sandberg, shared what she had liked about Scotts presentation. Then added, But you said um a lot. And offered her a Google-funded public speaking coach.Scott verbally brushed off this comment, still feeling on top of the world. Finally, Sandberg said You know, Kim, I can tell Im not getting through to you. Im going to have to be clearer here. When you say um every third word, it makes you sound stupid. At which point, reports Kim, the message DID sink in.Sco tt feels that Sandbergs bluntness was an example of kindness, in retrospect. She needed that guidance.Tough feedback only works if provided in the right contextSandberg got away with her feedback with zero relationship or trust damage only because it was given in a context of caring personally. Sandberg had encouraged Scott to take time off to care for a sick relative and had done a thousand other things that showed she was invested in Scott as a person and a professional. And she offered tangible support in the same breath she offered her blunt critique.Scott now divides the world of business relationships into 4 quadrants. The vertical axis of her graph (above) is what she calls the give-a-damn axis how much do you, as a leader, show you care about, like, and respect the other person? The horizontal axis is about communicating guidance with candor and directness, even when it is difficult for the other person to hear. She contends the fruchtwein successful leaders live at the corn er of Caring Personally and Challenging Directly.When I work with leaders in my programs, they sometimes receive feedback from colleagues that they are either nice-but-lacking-spine or the opposite blunt-but-not-so-nice. They squirm. Do I need to be less nice? the first group asks. The second group wonders if they need to stop being so blunt and direct.Generally, I say absolutely not. Keep whats good, whether it is the niceness or the directness. Then develop much more of the other thing.Dont make the fools choiceIts a myth that leaders need to choose between being the lovable manager, or the challenging manager. Ideally - like Sheryl Sandberg we want to be BOTH types of manager simultaneously. Showing we care through trust-building words and actions becomes our relationship money in the bank, like it was for Sandberg. This builds a relationship atmosphere where others will respond well, not poorly, to even the toughest of feedback.Scott suggests that the overly nice guy manager wh o cares but isnt direct with feedback brings Ruinous Empathy to his or her work relationships and says that if a leader cant master Radical Candor she prefers Obnoxious Aggression (the lower left quadrant) where people feel highly challenged, but dont feel much love. I differ from Scott there. Maybe at a prestigious workplace like Google, this works and doesnt quickly send the troops packing for greener and friendlier pastures. But at many organizations, employees (especially millennials) dont stick around if the challenge factor isnt accompanied by adequate caring respect.In any case, please dont fall for what I call the Fools Choice the common notion that a leader cant be both TOUGH and CARING simultaneously. Think back youve probably experienced both qualities - in spades - working for each favorite past or current boss.Where do you stand?If youre unsure which relationship muscles you need to strengthen or which part of Scotts graph you spend most of your time in, Scott offer s a radical idea. Explain her chart to your team, then ask each person to consider which quadrant their most recent interaction with you fell into. Provide a way for them to write their answer down and get it to you, with confidentiality preserved.In so doing, you have a spectacular opportunity to show your team what it looks and sounds like to solicit honest performance feedback, then receive it with curiosity, openness, and gratitude. And to ensure youve got both the edge and the soft touch that managing human beings requires.

Jumpstarting the Economy

Jumpstarting the EconomyJumpstarting the EconomyJumpstarting the EconomyIn May and June 2009, the Human Capital Institute and Worldwide conducted extensive survey research into the effects of the global Great Recession on the workforce. More than 700 companies and almost 5,000 Passive and Active Job Seekers participated. Though many respondents felt they would not be affected directly by the American Recovery and Reinvestment Act of 2009 (ARRA) and the Troubled Asset Relief Program (TARP), others gave very specific examples of how they perceive an impactJust 4% of companies surveyed reported a stimulus benefit, or an indirect benefit through their clients.Most stimulus monies have yet to reach organizations and remain to be allocated HR professionals report that expectations have been miss-set for the speed at which the stimulus can create new jobs that reach workers.Job seekers report seeing stimulus funds through extensions and increases of unemployment payments, and reduction of C OBRA health insurance costs.Read this report for more of these in-depth findings and for a case study that demonstrates the stimuluss impact at Oregon Health Science University, a healthcare organization in Portland, Oregon.For additional information on the recession The Great Recession From the Employer Perspective The Great Recession From the Worker Perspective

Choosing a Chronological or Functional Resume Template

Choosing a Chronological or Functional Resume TemplateChoosing a Chronological or Functional Resume TemplateBeauty may only be skin deep, but presentation matters when it comes to a resume format that works. Busy employers who are sifting through hundreds of candidates for an open position. They want a resume format thats easy to understand and you want one that shows you off best.Of course, laying out your resume is easier said than done. Lots of people get confused about how to display their skills, qualifications, and background in a way thats great for themselves and easy for employers.There are two main resume templates chronological resume and functional resume templates.Heres an essential breakdown of these two templates so you can choose the right format for you.The Chronological Resume TemplateMany job seekers use the chronological format, which lists all of your jobs from most recent to least recent. A chronological resume is useful if you have extensive experience working in your industry. If you have most of the skills listed in the job opening, a chronological resume makes sense. Nancy Anderson, Community Editor, BeyondThe chronological resume format is the most popular style out there. Its the most obvious way to lay out your work experience from the most recent experience or job to the least recent.The benefits of the chronological resume format is that its comprehensive, so you can include your time worked, former employers, locations, and more.This formatting style is also the most popular, so employers will be able to read about you and your work experience quickly and easily.Heres an example of a chronological resume template that you can use for your resume.Try our free chronological resume format templates like Traditional and Letter Block hereWho Should Choose the Chronological Resume Template?The chronological resume format is best for candidates applying for a traditional job who can include at least three relevant work experiences.The Functional Resume TemplateGrouping different experiences together on your resume lets you section out and highlight important aspects of your career while giving you more freedom than a basic chronological timeline of your career. Michele Lando, Founder, writestylesonline.comSee alsoWhy You Should Never Lie About an Employment GapThe functional resume format highlights your skills and abilities, though it can still include your work experience. This template is a great option for people who may be just starting out in a new or different career path.Feeling a little lost about your lack of experience? Check out this great article onWhat to Put on Your Resume when You Have Little to No Work Experience.Who Should Choose the Functional Resume Template?The functional resume format is a great choice if youre aRecent graduateStudentCandidate changing career pathsHeres an example of a functional resume template that you can use for your resume.Try our free functional resume templates like New Grid hereLearn MoreReady to make a decision? Get started with your chronological or functional resume template today with Resume.coms free resume templates

What Experts Are Not Saying About Do You Put References on a Resume and How It Affects You

What Experts Are Not Saying About Do You Put References on a Resume and How It Affects You Actually, at times its a poor notion to include resume references. Bear in mind your references are sacrificing time and effort to aid you. After your interview, they could be a key component on whether you receive a job offer from a company. They could make or break your chances of landing a job, so make sure you select the best people to speak on your behalf.As soon as its important to get people who can vouch for your abilities and abilities, offering a list of references right from the gate during work search isnt always the ideal policy. Not everybody stays in their jobs regardless of what the business and so sometimes references disappear. For each new job opportunity, you should make certain your list of references is the correct fit. Remember your references ought to be on a single parcel of paper. Do You Put References on a Resume Secrets References should show up on the webp age, followed by 3-5 contacts. They form a vital parte of your job application. They can boost your job application in a big way. When used by employers, they can be a crucial part of the interview process. Formatting your resume references is a comparatively straightforward endeavor. You must be sure that all candidates are prepared to supply you with a positive reference. Resumes are tricky its sometimes hard to know exactly what things to include. Nearly all resumes also incorporate a concise work history section. Whispered Do You Put References on a Resume Secrets Rewriting your resume to concentrate on accomplishments will allow it to be far more effective, and more inclined to catch a hiring managers eye. While the functional resume format may be an attractive solution for job seekers with very little experience, most employers would rather have a chronological or hybrid resume format. Your resume ought to be focused, concise and emphasize achievements and abilities that fit the job that youre applying for. Functional resumes concentrate on the skills you possess that are needed for the job that youre applying for. If you choose to accomplish this, set your list on a different sheet. Ask each reference if theres any information they dont want listedthis will help safeguard your contacts private info, Nolan states. If you still dont have enough references, you might want to contemplate taking a course in your field of interest. Ask permission every time you intend to include your private reference. Its also advisable to state the length of time you have known the reference. If you are requested to send references, develop an individual document rather than placing them directly on your resume. Quite often, a reference list is requested in the on-line application approach. Below youll distitelbild a sample reference list. If you have the ability to find any of your references to likewise write letters, thats even better. References wil l be finished on you without your ever being aware of it. Be sure to inform your references you have included them on a resume, so they arent surprised should they receive phone calls or emails about you. You are unable to offer false info on a resume, but you dont need to offer all information either. Also, make sure you have your references present contact info. Continue reading to learn all you will need to learn about listing references on a resume. The Unexposed Secret of Do You Put References on a Resume Even if one isnt required, its generally a great idea to send a quick cover letter together with your resume. Keeping a list of feasible references is something that ought to be completed in advance, even if youre not searching for employment. You need to be sure the people selected as references will lead to your job search. Only include those who would like to be a personal reference.

How do I deal with office politics

How do I deal with bro politics How do I deal with office politics?Posted achter monat des jahres 27, 2013, by Career FAQs teamI work in PR in a very gossipy office with lots of office politics and dramas. I try not to get involved, but the gossip and bitchiness are getting to me. Whats the best way to cope? Ann, 24 Some office environments are mora prone to bitchiness and gossip than others and it seems to be mora common in those that are female-dominated. Perhaps you need to think about if you want to stay working in this sort of environment though theres no guarantee you wont encounter this again elsewhere.Below are some approaches you could try when workplace politics get out of handDont get sucked in, and if someone tries to engage in gossip or bitchiness with you change the subjectLead by example be a role model of good office behaviour and dont participate. Stay focused on your job and try not to let it affect your work performance.Sometimes people really dont realise that their behaviour is inappropriate or is making someone else uncomfortable. You could try the direct approach with something like, I really dont feel comfortable talking about this person when theyre not here lets ask them when theyre back in the office.Dont give them anything to gossip about keep your private information private.If someone is gossiping about you, a surefire way to stop it is by addressing it head-on by saying something like, I heard you have been saying XX about me if you have any questions I really would appreciate you coming to me instead of talking about me to our colleagues.Try not to take it personally obviously they have too much time on their hands and not enough work to do. And their behaviour will only reflect on them, not you.Look at management are they a good role model or are they perpetuating the problem? Could you talk with your manager? A training session for all staff on appropriate office behaviour is one way of telling them that this sort of beh aviour is not OK.For more information, Meredith Fullers book, Working with Mean Girls, provides current research and solutions for how you can identify and cope with bitchiness in the workplace. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesoffice manager resumehow to ask for a day off last minuteasking for a pay risehow to deal with a difficult colleague at work interview questionsecurities and finance dealer CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineCareer FAQs teamRelated ArticlesBrowse moreCareer progressionHigh schoolYoung (over)achievers who make you feel crap abo ut yourselfNothing can be more infuriating than someone younger than you achieving a lot more than you have. To get you in a good mood, Andrea lists seven youngsters who will make you question whether youre reaching your full potential.New IR laws for Australian workersThe Howard Governments controversial WorkChoices has been declared dead and buried by Labor who have replaced it with their Fair Work Bill.Career changeCAREER INSPIRATIONPost-sporting careers - game over or career makeover?When a sprinter is crossing the line first to claim Olympic gold or a League player is converting the winning try the last thing on their minds is what career they will pursue once their sporting prowess fades and the next generation steps in.