5 Networking Tips for Generation Z

5 Networking Tips for Generation Z5 Networking Tips for Generation ZPinMove over millennials, generation Z is the new kid in town. Generally thought of as the generation born from the mid-90s through the mid-2000s, generation Z is now entering the workforce.This generation is technologically savvy and likely grew up with social media. What can those in generation Z expect as they begin to enter the workforce and need to network to foster connections? Below were going over five networking tips for generation Z that can aid in using the skills they already have, while changing and adapting to a workforce of all ages.Here are five networking tips for generation Z1. Get out from behind the screen.As generation Z, youve probably grown up with a device in your hand from a young age. Technology comes naturally to your generation, and its likely a part of your everyday life. Despite this, its important to get out from behind the screen and do some in-person networking.While its bedrngnis eve ryones favorite, meet ups and in-person networking events abound. You can connect with others online, but be sure to eventually suggest meeting up for coffee to pick their brain or share ideas.2. Use social media responsibly.While emails, texting, and social media are probably second nature to you, be sure to not overly rely on them or overuse them. Not everyone will respond to emails or messages in as timely a manner as youd like. Firing off too many messages can come across as overbearing, and likely wont win you any points with any potential networking connections.On a similar note, pay attention to the amount you post on any professional social media accounts you create. Sharing consistent and occasional updates on LinkedIn or Twitter is a smart idea. Sharing random tidbits of your life multiple times per day is best saved for your personal accounts.3. Adapt to older processes.While you may prefer to have everything digital, such as your business card, your work samples, and you r resume, its wise to consider other options. People of other generations may prefer and expect you to hand them a paper business card or resume.Consider the industry youre wanting to enter and the manner in which youre networking. Are you attending a networking mixer with industry insiders? Its probably best to print up some business cards. Are you meeting for lunch with an entry-level employee at a company youre interested in working for? An emailed resume or a link to your website is probably sufficient.4. Meet one-on-one or in smaller groups.Large networking events can be difficult and intimidating for people of all ages. And thankfully theyre not the only networking options. Try seeking out individuals or small group meetings to lessen the intimidation factor. Networking doesnt have to be super formal.Try out LinkedIn Groups, or get active in Twitter discussions. You may be able to naturally strike up conversations that can lead to a one-on-one get-together or a recommendation for a future job.5. Connect with people and companies that are meaningful to you.As a member of generation Z, its likely that you really care about the mission and values of a company that you want to work for. Environmental responsibility, passion for the company product, and a flexible work environment tend to be important issues to younger generations. As youre job searching and networking, seek out connections with those who believe the same things you do about work.In an effort to get a job, any job, you may be tempted to align yourself with people and companies that dont fit your needs. Instead, research companies and follow and interact with them on social media to get a feel for their core beliefs and how they treat employees. Spend your time networking with people and companies that excite you and youll have increased success at finding a great first job.Know someone looking for a job? Refer a friend to with this link- youll get a month free service and theyll get 30% off

How to Close and Delete Your LinkedIn Account

How to Close and Delete Your LinkedIn Account How to Close and Delete Your LinkedIn Account Need to delete your LinkedIn account? Weve compiled a quick guide and detailed step-by-step rundown to simplify the process, plus how to backup your LinkedIn data or cancel LinkedIn Premium.How to Delete Your LinkedIn Account Log into your LinkedIn accountSelect the tab under your profile picture in the top toolbarChoose Settings and Privacy from the dropdown menuIn the Account tab, select Closing Your LinkedIn AccountSelect the reason for closing your account and hit nextSelect Close AccountHow to Delete Your LinkedIn Profile (Details and Pictures)Step 1 Log into your LinkedIn account with your username and password and click Sign in.Step 2 Select your profile picture in the top toolbar.Step 3 Choose Settings and Privacy (located beneath the Account section) from the dropdown menu.Step 4 Select the Account tab on the next page (it defaults to the Privacy tab).Once youre there, scroll all the way down to the bottom of the page and click Closing Your LinkedIn Account (beneath Account Management).Step 5 Select the reason for closing your account, or select other if none of the reasons apply to you. Then, click Next. Note If you are a LinkedIn Premium user, follow steps4-6intheHowtoDeactivateLinkedInPremiumsectionbelow,thenreturntothesedirections.Step 6Enter your password and selectCloseAccount. VoilaYouveofficiallydeletedyourLinkedInprofile.How to Backup LinkedIn Data Before Deleting Your AccountAfraid to see your profile cleared away? LinkedIn gives you the option of downloading your data before deleting your account. Heres how to backup your LinkedIn data.Step 1 Select your profile picture from the top toolbar and click Settings and Privacy when the dropdown menu appears.Step 2 In the privacy tab, select Download your data. You can choose to download The works (everything) or select specific data to backup. Click Request Archive. It can take 24 hours for the download to be sent to you.Why You Shouldnt Delete Your LinkedIn AccountLinkedIn is a top-notlagech networking site for job seekers, but dont be so quick to delete your LinkedIn account after youve landed a new job. Did you know 87% of recruiters use LinkedIn to find candidates? While you may be thrilled with your current position, future you will be glad you remained visible to recruiters and continued building your network.When youre not actively job searching, a little bit of routine maintenance to your LinkedIn profile isnt a bad idea. Jobscans LinkedIn Optimization tool helps refresh your profile and keep it current, attracting new opportunities and keeping you prepared for a future job search.LinkedIn can also keep you connected to clients and their concerns or changes within your industry. Joining LinkedIn groups and following industry leaders can help keep you abreast of the changing industry climates.How to Deactivate LinkedIn PremiumIf you want to keep your LinkedIn account but simply want to downgrade to a basic LinkedIn account, follow these stepsStep 1 Select your profile picture from the top toolbar Step 2 Select Premium Subscription Settings from the dropdown menu.Step 3In the righthand toolbar, select Cancel Subscription. You may have to scroll down the page too view this section.Step 4 Select Continue to Cancel.Step 5 Select your reason for deactivating LinkedIn Premium (or select other if none of the reasons apply to you) and click Continue to cancel.Note the Continue to cancel button will not be clickable until you select your reason for canceling.Step 6 (One more time for the cheap seats) Select Confirm cancel one last time.Congrats Youve successfully deactivated your LinkedIn Premium account.For more on how to use LinkedIn, check out our LinkedIn for Job Seekers resources.

Managers Who Retaliate Can Lose Their Jobs

Managers Who Retaliate Can Lose Their JobsManagers Who Retaliate Can Lose Their JobsRetaliation is an act of revenge or reprisal. Retaliation among friends means getting even because someone flirted with your boyfriend- which is not all that serious. But, retaliation in employment and the world of Human Resources has a much more specific meaning and connotation. In connection with charges of discrimination, retaliation is a serious issue for employers. What the EEOC Says All of the laws that the U.S. Equal Employment Opportunity Commission (EEOC) enforces make it illegal to fire, demote, harass, or otherwise retaliate against either job applicants or employees if the employee or applicant filed a charge of discriminationcomplained to their employer or another covered entity about discrimination on the jobparticipated in an employment discrimination proceeding, such as an investigation or a lawsuit The law forbids retaliation when it comes to any aspect of employment, including hi ring, firing, pay, job assignments, promotions, transfers or lateral moves, layoffs, training, benefits, and any other terms or conditions of employment. A Complaining Employee Is Protected, Whether their Claim Is True or False An employee or applicant is protected by law from retaliation whether his or her charges are proven true or false. This is to preserve and protect their rights and to encourage employees or applicants who experience discrimination (or retaliation) to come forward and report it. Retaliation can be stealthy and difficult to witness and document. Therefore, it is the obligation of the employer to regularly follow up with any applicant or employee who might face retaliation as a result of the reasons stated above. The employer would be wise to document the regular follow-up and any charges of retaliation that are reported or witnessed as a result. Employers must investigate a charge of retaliation, and even a rumor of retaliation, and document the investigati on, its findings, and any disciplinary action that resulted. Following the investigation, the employer mucksmuschenstill has the obligation to continue to follow up to ensure that retaliation is not occurring. This followup can tax an employers resources because talking to a complaining employee may not be enough. It is the employers responsibility to also examine the environment in which the employee is working. Retaliation Example A manager is charged with scheduling all employees to work shifts. Employee schedule requests are honored by the manager when she or he can accommodate them. In one case, Steve complained to HR that the requests of black employees are considered last, if at all. He feels that he and other employees of color receive the poorest schedules and that their work-life needs are not considered. HR investigates his complaint and concludes that the manager appears to favor white employees in scheduling per their requests. HR interviews other black and Hispanic employees who agree with Steve and can find no employees who disagree. The employees are not informed of the outcome of their complaint because of employee confidentiality, but the manager is counseled and warned by his immediate manager and HR. Letters are placed in the managers personnel file and the manager understands that further discriminatory actions will result in progressive discipline that will include termination. His manager and HR attempt to place him in another area of the organization, but nothing at his level is available. So, with severe warnings about his future behavior, he returns to his management position with scheduling responsibility. A month later, Steve returns to HR with a further complaint. The manager has changed his behavior toward all non-white employees except him. Steve continues to experience discriminatory behavior and the manager has taken his behavior a step further. Steve believes the manager goes out of his way to make sure that he has the wor st schedule. Additionally, he now treats him with disdain, fails to respond to his written requests, ignores him in the office, and has discussed him with other managers. Coworkers have kept him informed of what they hear. Steve charges the manager with retaliation for his report of discrimination. Another investigation is pursued by HR and the managers employment is eventually terminated as a result. HR and the organization again responded appropriately to the employees charges. In this day and age of rapidly rising discrimination lawsuits, it behooves an employer to cover all bases with wisdom, understanding, and ethical behavior. When an employee charges a manager with discrimination and then retaliates to punish the employee, HR is legally obligated to officially and thoroughly investigate the charges. While not all poor managerial behavior amounts to discrimination or retaliation, managers have been known to harass and treat employees unfairly.

5 ways you can make a new city feel like home

5 ways you can make a new city feel like home5 ways you can make a new city feel like homeYou land your dream job, but theres one big catch- its all the way across the country.Dont say no just because a move is such a hassle. Heres how to get used to things once you get there, whether youre moving alone or relocating your family.Join clubs and affinity groupsWhether its through your job or outside of work entirely (i.e., an college alumni network),find a place to bond with people who speak your language professionally through clubs and affinity groups. Chances are, there will also be ample networking opportunities to help you advance professionally and getthe support you need.Joining a non-work-related club can give you a healthy outlet to feed your hobbies.In doing so, youll probably make new friends who enjoy some of the same things you do.Get to know other parentsLyss Stern, founder of Divalysscious Moms, a networking event company for New York City moms, told Parentsabout how mo ms can meet other moms through their kids.A baby in a stroller is the perfect conversation starterYoull be amazed at how many people will stop to look at and comment on your adorable little baby - and though it might seem annoying at first, dont be afraid to use it to your advantage. People love to connect people. You never know who will have a daughter or a friend with a baby the same age.This may also spark relationships between your kids, which could help them adjust.Let your kids enjoy familiar thingsA HuffPost article explains how to engage in familiar routines as part of helping kids cope with relocation.In the midst of change, children need to lean on the things that are the same. Read the stories they love, maintain consistent bedtime rituals, play favorite games and sit down together for family meals - even if youre surrounded by boxes it says.Be open to experiences that pop upAnnie Ferrer writes about socializing, even when youre tired, in a Mic article about settling in and making new friends after she moved from New York City to Washington, D.C. for a job.I typically save socializing for the weekends. But when youre in the market for mates, you dont have the luxury of calibrating your social calendar. If your coworkers are happy-houring, go. If your building is throwing a mixer, attend. If your yoga buddy wants to grab dinner despite dripping in sweat, change your shirt and dig in. Small and spontaneous sacrifices that may upset your routine are usually moments that generate the most cherished memories.Remember where you came fromA Readers Digestarticle expands on this in an article about getting used to a new city that may not have your heart.To keep from getting too homesick, subscribe to your former city magazine or newspaper. Display photos of or souvenirs from your favorite places in your old town. Hang decorations from your former home. Just dont go overboard- hanging on to too much from your past will keep you from moving forward and reall y enjoying your new home, the article says.

The worst mistakes you can make in an interview, according to 12 CEOs

The worst mistakes you can make in an interview, according to 12 CEOsThe worst mistakes you can make in an interview, according to 12 CEOsA recent study by Harris Interactive and Everest College found that 92 percent of U.S. adults find themselves anxious over job interviews. Generalanxietyconsumes 17 percent of the 1,002 polled employees between the ages of 18 and 54. Anotherbei 15 percent fear being overqualified, another 15 percent fear not knowing the answer to the interviewers question and 14 percent fear being late.These are all valid concerns, especially because people are often overqualified (and underqualified), unprepared, ill-informed late or worse. As such, CEOs have seen their fair share ofinterviewfails.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWe spoke with 12 CEOs whove shared the worst interview mistakes that theyve witnessed candidates make, so you dont repeat history.1. Calling the Interviewer by the Wrong Name.One young woman came in for a stylist position in one of ur NY locations, says Erika Wasser, founder and CEO ofGlam+G. She called me Tiffany three times. As if that wasnt bad enough, when I asked if she had any questions, she asked what the company does.2. Not Asking for the Position.The biggest mistake interviewers can make is not asking for the position, says Gene Caballero, CEO and co-founder of GreenPal. Especially in a sales environment, we want the interviewer to close the proverbial sale and ask for the job at the end of the interview. This is a mistake that many make when it comes to solidifying themselves as a front-runner for a position.3. Admitting to Unprofessional Behaviors.Ive actually had a potential candidate volunteer that they lied to their former boss to be specific, the candidate literally said that she lied to her previous manager about suffering from fibromyalgia in reservierung to get more time off, says Matthew Ross, the co-owner ofRIZKNOWSandThe Slumber Yard.This happened during a break in the interview process, so Ross assumes that maybe the interviewee thought it was a more informal environment. Still, he was taken aback.I couldnt believe that someone would admit to lying to their former boss to what could have been their new boss. Needless to say, we did not end up hiring the candidate for character concerns.4. Demonstrating a Gender Bias.Occasionally, I will interview men who will not talk to me - even though Im the person making the hiring decision, says Jennifer Hancock of Humanist Learning Systems. They talk to and look at my male colleague. Exclusively. Like I dont exist. When I interview people alone, they talk to me and everything seems fine. But if I am present with a male, they ignore me.As a result, Hancock never interviews on her own.I always do a co-interview, as I want to see how the candidate handles the dynamic and uncertainty of the situation. If they pay attention to each of us equally, all is well. If they ignore one or the other of us, its not okay.5. Not Making Eye Contact.We were hiring for a field IT technician, and that type of job requires people skills, as they will need to converse with clients, says Marc Enzor, president ofGeeks 2 You. The candidate came in and refused to make eye contact during the entire interview. He would just stare at his hands for most of the interview. Every few minutes, he would look up, see us staring at him, then duck his eyes back onto his hands. It was incrediblyawkward.If you want to nail an interview, Enzor says to be sure to make a comfortable amount of eye contact and talk withconfidence.Assure thehiring managerthat you will be a great candidate, and that will go a long way.6. Spreading Negativity.While engaging in amiable small talk about the media industry, the candidate went off on a tirade about their views of a media organization they had clearly disliked the candidate went into great length and negativ ity on the subject, even as I had tried to change the trajectory of the conversation, especially because that media organization was one of our closest partners over the years, says Zachary Weiner, CEO ofEmerging Insider Communications.The lesson here is two-fold, Weiner says. Do your research to have an idea of a companys clients, partners and business objectives before the interview. And also, lean towards the positive when it comes to discussions on any topic, as you never know who has friends, colleagues, coworkers or even significant others at wherever youre discussing.7. Not Taking the Interview Seriously.Many interviewees I have seen in my career are guilty of mistaking an interview for some jolly prom - they are guilty of the professional abomination of coming to an interview rusty and unprepared, and its as criminal as puffing a cigarette in the Vatican, says Michael D. Brown, director atFresh Passion Institute.8. Not Doing Their Research.In an interview for amarketingposi tion, I asked a candidate for one suggestion about how they might change or improve how our organization was represented online, and the candidate began their response with saying they had not yet looked at our website or social media, and then continued by telling me they werent even sure what a Chamber of Commerce was, says Kari Whaley, president and CEO of the St. Cloud Chamber of Commerce. Their answer came across as unprepared and unprofessional, especially for someone in marketing.Whaleys says that it was clear that they didnt take any time to research the organization and the nature of its work, or generate any ideas about how they could make a unique contribution to the team.It could have been avoided if the candidate had taken some time before the interview to at least briefly familiar themselves with the scope of the organization - or if they had researched, but didnt understand fully what the organization did, it would have been great if they had come with some clarifyin g questions to ask.9. Showing Poor Judgment.I had a candidate tell me that he was very good at quickly reading people, so I then asked him what he thought of the senior executive he interviewed with just prior to my interview, and he characterized the executive as a disingenuous egomaniac, which was far from the truth, says Rod Brace, a CLO and executive coach who has taught C-level executives what to look for in their employees. His mistake demonstrated his lack of maturity and poor judgment. He would have been better off to not make such a claim and to stay professional in his remarks. He, of course, didnt get the position.10. Getting deckenfries in Their Phone.I personally interviewed a person for a sales support team that did not take his smartphone earphones off for the whole interview duration, says Ola Wlodarczyk, HR Specialist atZety. I could swear he was checking his social media profiles, too. The best that came to my mind was that he was looking for smart answers to our q uestions online.11. Saying They Just Wanted the Money.When we were interviewing prospective college mentors to join our team, we asked one candidate why she wanted to work here, says Jason Patel, former career ambassador at George Washington University and the founder ofTransizion, a college and career prep company that is focused on closing the opportunity divide in America. Its a tough, open-ended question designed to give the candidate the floor. We wanted to hear her perspective. She instead answered with I just want to get paid, man Seriously and then didnt follow up with anything else. I think her goal was to shock and impress us with her honesty, but that didnt work. Everyone who works for a check is motivated by money its only natural. We want to hear something more significant.12. Making Sexist Comments.I have been an active part of multiple interview panels, and I noticed one classical mistake that is, unfortunately, going to stay in my mind forever, says Ketan Kapoor, CEO and co-founder of Mettl, an HR technology company. I was interviewing a candidate for Mettl, and the guy looked promising as far as skills and competencies are concerned. After I was done assessing, we were having a hearty laugh talking about characters from a recent flick. Everything looked right, but then suddenly, the guy came up with a few strong, highly opinionated and stereotypical statements about women that clearly showed his sense of gender bias.Although Kapoor spent a considerable amount of time assessing the candidate and had almost made the decision to hire him, he says he quickly changed his mind that moment.I feared that the person might not fit thecompany culture.AnnaMarie Houlis is a feminist, a freelance journalist and an adventure aficionado with an affinity for impulsive solotravel. She spends her days writing about womens empowerment from around the world. You can follow her work on herblog,HerReport.org, and follow her journeys on Instagram her_report,Twitterhe rreportandFacebook.A version of this post previously appeared onFairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boards, and career advice.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivity10 habits of mentally strong people

Want to Know More About Design Resume Template?

Want to Know More About konzeption Resume vorlage? Because a free resume template already has the ideal format for a company or work resume, all you have to do is fill it with accurate information regarding your work and education. Resumizer free resume creator allows you to preview your resume at any stage in the creation practice. Think of free printable resume templates downloads as a weapon, which you may strategically generates to be in a position to target a particular job and to obtain the center of the corporation. The Fundamentals of Design Resume Template Revealed Simple doesnt need to mean uninspired and boring. The plan can be found in various color modes with beautiful specifics. The creating process is not actually within the purchase price. Each one of our creative style templates offer you a perfectly balanced mixture of personality, professionalism and a little style. If you aim to make a new CV or maybe to refresh an existing one, have a look at the Fancy t emplate. The download file involves the resume template as well as a cover letter. The upcoming free resume template was made in the shape of a brochure. Sometimes all you will need is a traditional style template thats clean, clear and right to the point. The Meaning of Design Resume Template All you need to do is simply edit the document to include your individual information. Your name ought to be the greatest text on the webpage. If youve got older resume templates from preceding versions of Word, you may use them in recent versions also. For instance, before, individuals want to make their own designs if they wish to create brochures or decorate their property with wallpapers. Once you have selected your perfect resume template from our selection, follow our completely free expert guidance about ways to craft the ideal modern resume. While browsing our selection, you will soon observe the broad assortment of fashions and colours. Instead, youve got two options. To p Design Resume Template Secrets Youre made to include everything, and the outcome is usually a resume that doesnt capture interest as it isnt focused. When you add your private stamp to it through imputing your specific abilities, professional experiences, and wording, it is going to stand from the crowd for all of the correct factors. Ensure you didnt miss whatever could cost you the job that you dream about If youre having trouble getting attention, be certain you take a look at our tips to receive your resume noticed. Show employers that youre current and produce an excellent first impression by selecting the correct template. Your summary statement can function as a fast introduction to a possible employer. A resume is a document thats being created by someone during their job application. As an issue of fact, your resume is really a tool to advertise yourself among employers. Ok, I Think I Understand Design Resume Template, Now Tell Me About Design Resume Template Re sume Samples can allow you to present your employment and education information the appropriate way. The bulleted Expertise section enables you to display the degree of your abilities. The Key accomplishments area lets you demonstrate the suitable achievements. Our resume builder is the quickest approach to create a resume that will allow you to get your fantasy job. Its content-packed layout is fantastic for engaging employers with many facts, from experience to education. When youre asking for a job which relies on the strengths of the person, you want a resume template which you can inject a little more personality into to make it pop. Also be sure you tailor the document to the job youre applying for. The New Fuss About Design Resume Template It is possible to import the simple information from social media such as Google, Facebook or Twitter. Add whatever vital information which you deem is pertinent to your application. The site carries a substantial database with s tructured classes. As a little service or agency, you must attract your prospective customer at the very first glance.

What You Gain From Exit Interviews - Spark Hire

What You Gain From Exit Interviews - Spark HireExit interviews are an awkward process. For the most part, therbeies a reason the exiting party is, well, exiting and that makes for a rather uncomfortable sit down. Yet, exit interviews are par for the course in offices throughout the world. So rather than count the minutes until the uncomfortable encounter is over, what can human resources professionals gain from exit interviews to help guide the course of the companys future?The first thing about exit interviews is to assume you wont be getting completely honest answers rather, youll be getting a puzzle piece of the truth. Unless you have a bottle of Veritaserum* hanging around your office theres no way to goad the complete truth out of guarded soon-to-be ex-employees. The employee will likely have been told not to divulge too much info to human resources. They wont want to answer with anything that might come back to hurt them in the future, and if they have a job already lined up, t heres likely less of an incentive to bash or reveal bitter feelings in the exit interview.However, knowing you wont be getting every detail doesnt mean theres nothing to gain from an exit interview. You can use some of the insight provided to help make future changes to common employee problems such as pay, benefits, company culture, and more. A Wall Street Journal piece suggests asking the ex-employee to pinpoint why he/she originally began looking for a new job. This will help get to the root of the problem, whereas asking why the person is leaving may lead to a bland because I got a new job which pays more response. Once you have a clearer picture of why an employee decided to leave, input their response into a database. Using the accumulated responses, you may be able to discern a pattern. If, for instance, many people state in their exit interviews they are unsatisfied with the benefits package offered, you can take future steps to adjust this, potentially saving the company fr om more employees leaving voluntarily.If conducted correctly, exit interviews can be a helpful tool for human resources officials in planning for the success of their companys future. Ensuring a persons confidentiality will help get a better picture of what caused his/her discontent, and an accurate recording system will show patterns of why employees are leaving. By analyzing these patterns, human resources pros can help fix the problem for the future.*a truth serum for non-Harry Potter readersHow do you usually start off an exit interview? Taking a hint from the Wall Street Journal, do you try to pinpoint why an employee began looking for a new job? Leave us a comment below.IMAGE Courtesy of Flickr by bpende