Legitimate Resume Writing Services Reddit at a Glance

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New Step by Step Roadmap for Resume Writing Experts Quiz

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Speak Up A Guide to Presenting Dissenting Opinions in the Workplace

Speak Up A Guide to Presenting Dissenting Opinions in the Workplace In the late 80s,I became a board member of Portland, Maines politically influential Parkside Neighborhood Association. I welches in my early 20s, single, ambitious, and looking to make a difference and the association was looking for an infusion of younger people reflective of the influx of new residentswho were moving into Maines City by the Sea, as Longfellow affectionately called his birthplace.I knew the associations president, antiquarian book-dealer David Turner a dynamic and driven guy who had a view of the world that he wanted to see come to pass. I liked David, but it was clear he was the voice and vision of the group.In 1990, there was a contested race for the open seat of district attorney in Cumberland County. The race was between two Portland lawyers, David Perkins (D) and Stephanie Anderson (R). Turner hosted two separate meet-and-greet cocktail parties at his home for Perkins and Anderson, and all the board members spent their time asking questions and getting to know the two hopefuls. A few days later, we convened to decide which of the two would get the coveted Parkside Neighborhood Association endorsement.Shortly after the meeting came to order, Turner got up and said (near as I can recall), I think we all know who were going to endorse, so unless anyone disagrees, lets take a vote.His candidate the candidate he wanted Parkside to endorse was Perkins.I had a different opinion and hesitated a moment, hoping someone else would speak up (I was the newest and youngest member, after all) but no one did. So I cleared my throat and said I disagreed, that I thought we should endorse Anderson.I reasoned that, during the cocktail parties, I spoke with and listened to Stephanie Anderson talk about the crime in ur area and other issues that I knew were of concern to the board. Anderson had come to our reception prepared and eager to tell us how she pl anned to make the city and our neighborhood a better place to live during this transformative time. When we were done talking with her, I felt like she was someone interested in using the authority of the D.A.s office for our benefit.Perkins, on the other hand, stated without ambiguity that he saw the Cumberland County D.A.s office as a stepping stone to the Blaine House (Maines governors mansion). He didnt want to be district attorney he wanted to be governor. I said I thought we should endorse Andersons commitment to our issues rather than someone who had his eyes on another prize.Turner was taken aback and seemed almost offended that I had shown the temerity to express an opposing view. But because I spoke up, others in the room who had the same opinion also felt empowered to express their erleichterung for Anderson. The meeting and decision quickly changeda formality toa brief but lively debate.The vote was taken and Perkins won, narrowly. But my vindication came on Election Da y, when Anderson went on to win the race.She remains in office today, having been re-elected to the lage in every subsequent election. Mr. Perkinss political ambitions appear to have been tempered by his loss he remains in private law practice.My lesson from that experience is that you dont have to accept the foregone conclusion or the loudest opinion in the room that there is infectious strength in speaking up against a powerful individual.That does not mean that we have license to engage in petty arguments to satisfy our egos, but that, with the right approach and with the confidence of conviction, you should feel able to advocate for a different perspective.Know why you must speak up, be prepared to factually defend your position, be respectful, and be willing to concede defeat with grace and dignity.I have used the lessons of that day to guide me in a quarter-century of professional and personal life though, perhaps I have not used them as often as I should have.And even when mine is the loudest opinion in the room, I am reminded of the young man who spoke up for himself on that day, and I am grateful when others are bold enough to state their own cases. When Discussing Matters of Professional Opinion, RememberPrepare in advance and have confidence in your approach.Discuss and support your position using facts and reason.Be calm and respectful of others in your manner of speech.Be willing to accept the possibility of defeat with grace and dignity.

5 Reasons Healthcare IT Professionals Switch Jobs

5 Reasons Healthcare IT Professionals Switch Jobs5 Reasons Healthcare IT Professionals Switch JobsHealth IT (HIT) consultants are riding a wave of high demand and increased prestige thanks to federal mandates that have driven hospital spending on information technology projects to record levels.But full-time IT employees in healthcare say they arent quite as happy or engaged as the consultants that they often work with. The relative dissatisfaction of full-time equivalents (FTEs)has many of them considering a job change, according to our recent survey measuring workforce engagement in health IT.Our firm, Healthcare IT Leaders, asked hundreds consultants and FTEs how they felt about their jobs, their pay and other workforce trends. We found significant contrast between the two groups on how they view their work and their levels of satisfaction.Most telling 43 percent of HIT consultants told us they were very satisfied with their current role, compared to only 19 percent of full-time e mployees. As a benchmark, a recent LinkedIn survey of fully-employed workers in 26 countries found that 27 percent were very satisfied.Consultants, more than FTEs, reported that their jobs were challenging and meaningful, which correlated to their overall satisfaction. Pay differentials between consultants and FTEs were also evident in the survey. Forty percent of consultants said they were very satisfied with their current pay while only 18 percent of FTEs said the same.A 2013 Towers-Watson survey suggests that nearly half of IT employees at a hospital would like to work for their current employer until retirement. But the reality of todays job market is one of greater volatility, with most HIT workers open to new opportunities under certain circumstances.In our survey only 12 percent of FTEs said they were completely satisfied with their present job and would notlage currently consider a new one. Twenty-four percent said they were actively looking for a new job, 32 percent said th ey were occasionally looking, and 32 percent said they were not looking but were open to a new job.5 Reasons HIT Employees Will LeaveWhat would make an HIT employee switch jobs? Hiring managers may not want to hear this, but the most common answer is more money. Our respondents top five reasons for considering a job switch are below Better compensation (74 percent) Opportunities for advancement (56 percent) Improved work/life balance (44 percent) More learning opportunities (36 percent) Better benefits (35 percent)The attraction of higher pay may lure some employees into consulting careers. We asked FTEs if they were considering a switch to become a consultant within the next year, and 13 percent said it was very likely that they would switch to consulting while 22 percent said it was somewhat likely.Implications for EmployersFor managers charged with recruitment and retention, its important to appreciate the focus that HIT employees have on practical requirements, such as compensation and advancement opportunities.Healthcare employers with misconceptions about what their employees value will find it harder to hire and retain critical IT talent.Employers should also understand that their best employees are at risk to leave. In fact, 58 percent of FTEs said they had looked at a job listing at another company in the past month.Bosses should keep their teams engaged and well-compensated and also strive to understand the personal motivators of the individuals they hope to retain.Alex Gramling is the chief marketing officer at Healthcare IT Leaders, a North American healthcare IT consultancy and recruitment firm matching HIT professionals to employers at leading hospitals and health systems.

This is the generation that has canceled the most credit cards

This is the generation that has canceled the most credit cardsThis is the generation that has canceled the most credit cardsNearly 200 million Americans owned a credit card in 2018 and an alarmingly number of credit card owners have canceled at least one in their life.A new study by Bankrate surveyed more than 2,500 adults - including 2,301 credit card owners - to find out how many Americans have canceled their charge cards and whether they knew about the consequences with doing so.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe survey found that 61% of American cardholders have axed at least one credit card. Thirty-seven percent of those cardholders claimed to have canceled more than one card.Baby Boomers were reported as being the generation canceling the most with 71% saying theyve canceled at least one card. Half of the Millennial cardholders have also cut up at least one card.The rea soning behind cardholders canceling cards varies. 40% of participants said they had paid off the cards debt and it welches no longer needed while just over a third claimed the interest rate was too high.But canceling a card comes with consequences. While 12% said they canceled because they said it would help their credit score, thats bedrngnis the case at all. It decreases your credit score, which 42% of participants correctly knew.You should keep old accounts open to boost your credit score because scoring algorithms look favorably upon long-standing accounts and more available credit, said Ted Rossman, an industry analyst at Bankrate.Millennials were more likely than any other generation to close an account based on the rewards system, with a quarter reporting doing so.Millennials often love to travel but dont have a lot of disposable income, so credit card rewards are a way for them to fund amazing trips at a much lower cost, Credit card analyst Ted Rossman told Ladders.Another f actor that scared cardholders was overspending and worrying about debt (18%) which has been found as the most common dicke bretter bohren mssen for online shoppers.Online shopping and blowing your budgetA new survey by CouponFollow polled nearly 2,000 consumers in the US and examined the current climate of online shopping through Americans credit card habits.When it comes to online shopping consumers like to splurge on clothing, spending between $100 to $250 (29%) in a single session. Nearly half claimed to have blown their budget through online shopping. Particularly, it was Millennials who were found to shop and spend the most online.Three in 10 Millennials place an online order at least weekly, according to the survey, which was higher compared to all American consumers. Nearly a fourth of Millennials claimed to purchase something online while they were drunk in the past six months.But when it comes to blowing their budget, Millennials lead the pack. They were found most likely t o bust their budget, with over half claiming to do so in the past six months. Comparing Millennials spending habits to Baby Boomers (21%) doesnt even appear comparable. By breaking the bank, a third of Millennials have racked up more than $1,000 in credit card debt from online shopping, the most of any other age bracket.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 ersatzdarsteller your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

December 2018 Jobs Report

December 2018 Jobs ReportDecember 2018 Jobs ReportDecember capped a year of strong job growth as employers added 312,000 positions, beating expectations for year-end hiring by a wide margin. In total, more than 2.6 million new jobs were created in 2018, compared to about 2.2 million the year before.According to the Bureau of Labor Statistics, the following sectors created the most jobs last monthEducation and health services 82,000 jobs addedLeisure and hospitality 55,000 jobs addedProfessional and business services 43,000 jobs addedConstruction 38,000 jobs addedManufacturing 32,000 jobs addedUnemployment edges up to 3.9 percentThe national unemployment tarif ticked up to 3.9 percent in December, from 3.7 percent the previous month.The unemployment rate for college-degreed workers who are 25 or older decreased slightly to 2.1 percent. In November, the unemployment rate for these highly sought-after workers was 2.2 percent.What employers need to knowHeres an important question to cons ider now that the new year has arrived How able is your company to compete for top talent in 2019? Yes, competition has been fierce for skilled talent - and it remains so. But there may be other factors affecting your firms hiring efforts.Common challenges includeFailing to offer a compensation package that is competitive enoughOverlooking the importance of talking up the unique aspects of your organizational culture, which can often be a make-or-break factor in hiringA hiring process that is too long and complicatedJob postings that are bland and boring - or overly specific (thus potentially deterring candidates who meet the core requirements from applying)Many in-demand professionals are beginning to look for new jobs right now - energized by the start of a new year. Dont miss this opportunity to show them why your company could be exactly what theyre searching for. You also may want to consider tapping a reputable staffing firm whose recruiting specialists can help you deckbla tt more ground and move fast to engage top candidates.START HIRINGWhat job landseekers need to knowThe start of a new year is a time filled with promise. So, its not surprising that many professionals see January as an ideal month for launching a new job search. This can be a good time to enter the market, as many employers have fresh hiring budgets and new initiatives waiting to be staffed.However, despite the competition for skilled candidates, most businesses are still very selective when hiring. Ensuring that your job application materials clearly spell out the value you can bring to a potential employer can help you catch the attention of hiring managers.First, your resume must be up to date. It should reflect your most recent achievements and highlight your current skills and experience. And when applying for a position, take care to adjust the wording of your resume for that specific opening. Pull relevant phrases and keywords from the job posting so hiring managers can easil y see you have the right qualifications.Take the same thoughtful approach with your cover letter, when you have the option to provide one. Many executives consider cover letters a valuable tool when evaluating job candidates. In short, a standout cover letter could be what prompts your target employer to look more closely at that resume you worked so hard to refine. Together, your cover letter and resume can do the hard work of earning you an interview - and an opportunity to win that new job youre aiming for in 2019.

Groom Finance Teams to Be Trusted Advisors

Groom Finance Teams to Be Trusted AdvisorsGroom Finance Teams to Be Trusted AdvisorsFor many years, accounting departments were walled off from other parts of the business as they focused on auditing, accounting, organizing and controlling the companys finances. They are being asked to take a bigger picture of the organizations needs than ever before and are taking roles as trusted advisors.They still have these priorities today, of course, but employers increasingly depend on their finance kollektivs to provide mora than numbers to the rest of the company.The landscape has changed, and finance is considered a much mora vital part of business partnerships than before, says Syed Hussain, vice president of Robert Half Finance Accounting, North America. For managers, its critically important now to empower finance professionals at all levels to fully integrate their knowledge.What can you do to prime the members of your finance teams to become trusted advisors?1. Integrate your finance teams in the businessIn a Robert Half survey, 85 percent of CFOs interviewed said that over the past three years, their roles have expanded outside of traditional accounting and finance, with human resources and information technology the most commonly cited areas.The influence of finance teams as trusted advisors within organizations needs to be widened, also.Companies should move their finance teams to the front line of initiatives and get them more involved in the companys business, Hussain says.For example, in the non-profit industry, the business development team and the finance team dont always see eye to eye on the way funds or grants are accounted for. A simple solution, he adds, could be to educate the business development team in finance - and also to integrate the finance teams in fundraising efforts.Similarly, in for-profit industries, Hussain says, its imperative for the finance and sales divisions to be completely aligned with the organizations goals and targets.2. S trive to develop trusted advisors within your organizationBusiness acumen is an essential but often overlooked skill for finance and accounting experts. But its not enough for them to contribute their knowledge they also need to be groomed to become trusted advisors. By implementing leadership training programs, you can help your finance team members stretch beyond the basic job requirements and increase their effectiveness so they can help make the best decisions for your company.3. Teach them more about how to tap big dataHussain says managers should make sure their finance teams are developing cutting-edge business analytics skills. Why? Data and analytics are becoming increasingly important to business operations, and leveraging big data can yield powerful insights into a firms operations and customer trends. Yet 90 percent of finance leaders and managers say they have trouble hiring staff with the skills to analyze and interpret big data.Read Building a Team to Capitalize on th e Promise of Big Data, a report from Robert Half and IMA (Institute of Management Accountants). 4. Embrace the challenges of regulatory changeWhether you own a small business or manage a large department, youre undoubtedly aware of sweeping changes in the finance field brought about by new regulatory and financial reporting requirements. Offer specialized training to keep your employees on the cutting edge of the ever-evolving regulatory initiatives. With a little research, you can pinpoint the ideal regulatory compliance training opportunities for your specific industry.5. Make hiring and succession a business planning priorityWith the recent job reports in the U.S. showing low unemployment and a shrinking workforce, its easy to see that conditions are challenging for finance leaders looking to hire top performers with the abilities to become trusted advisors. Thats why its essential to maintain a strategy for recruiting, hiring and onboarding employees.Regardless of company size, whenever a key leader retires or theres an unexpected absence, you need to have a clear plan to maintain employee morale, along with efficient operations. Succession planning is the culmination of career and leadership development. Its where you identify - from among your developing leaders - individuals who have the most potential and whose movement toward key positions, either laterally or upwardly, you want to accelerate.In the future, those who handle your companys finances will continue to be valued for their expertise. Their roles and contributions to the decision-making process will evolve and grow with the right tools and the guidance of forward-thinking finance leaders, like you. Surround yourself with trusted advisors who know your company as well as your accounting and finance teams do - and keep grooming them for success. Subscribe to our newsletterWhen you subscribe to the Robert Half newsletter, youll get articles and resources to help you build and manage a winning accounting and finance team - all sent directly to your inbox. Click the button below to sign up todaySUBSCRIBE NOW Syed Hussain ?Syed Hussain is vice president of Robert Half Finance Accounting, North America. He joined Robert Half in 2007 and is an expert on trends affecting the finance and accounting market, including the use of social media in recruitment and managing a multi-generational workforce. He is based in the San Francisco Bay Area.