What to Look for in a Global Payroll Specialist

What to Look for in a Global Payroll SpecialistWhat to Look for in a Global Payroll SpecialistWhether you already have a multinational business or are expanding outside the U.S. for the first time, you need employees who can conquer the challenges that come with having a global presence. And one of the biggest potential pain points lies in handling grenzberschreitend payroll.Why do you need a global payroll specialist?When hiring employees or contractors in other countries, an grenzberschreitend payroll professional brings the knowledge and expertise to help your company with a variety of complex issues.Labor laws - Every country has regulations governing the way remunerations are handled - not just wages but also bonuses, benefits and reimbursements. And you need to ensure that your company and employees are correctly registered with regional and national tax authorities and that you have a process in distributions-mix for withholdings and remittances. In addition, each locale may have its own laws regarding minimum wage, overtime and other labor practices.Local customs - Employees around the world have varying expectations about work hours, vacation time and other aspects of professional life. For example, in some countries its common to divide salaries into 13 payments so workers receive twice their normal monthly pay in December, which people typically put toward holiday purchases. And in some places, most notably in a few European countries, the standard workweek spans between 30 and 35 hours.Another regional variation is the role of collective bargaining. Trade unions can be very powerful in Asia and Europe, and its important to know how such groups might impact employee relations. A global payroll specialist can help your business successfully navigate local practices.Compliance - Regulations and laws vary wildly from country to country, and an international payroll specialist ensures that your overseas offices follow them. Compliance is often a matt er of good recordkeeping, so you should have a reporting system in place before you start hiring abroad.There are also cross-border rules, notably ones around data privacy. Europes General Data Protection Regulation (GDPR) places restrictions on transmitting personal data outside the EU, which can impact your company if your U.S. operation handles payroll.Payment logistics - One of the most important parts of global payroll is making sure your workers around the world receive the earnings theyre due - and on time - but this process isnt always straightforward. Here are some potential issues to keep in mindIt can take several days to transfer money internationally, and currency exchange rates can fluctuate during that time.International payments may be subject to transaction fees, some of which are substantial.Payments from abroad are often subject to greater scrutiny due to anti-money laundering laws.The expected payment method varies by region, from direct deposit to paper check s or even cash.An experienced global payroll specialist knows plenty of ways to work around these issues to ensure employees are paid correctly.TEMPORARY ROLES WE PLACEWhat to look for in an international payroll proIf your headquarters are in the U.S., it makes sense to work with a U.S.-based specialist in international payroll. Here are some of the most important qualities to look for when youre ready to hireExtensive experience - Global payroll isnt something that an entry-level clerk is equipped to handle. Recruit professionals with a work history that includes several years of international experience in the country or countries youre planning to enter.Global payroll certification - Another way to know that a candidate has the requisite knowledge is to look for industry accreditation. The American Payroll Association offers two certifications global payroll management and advanced global payroll management. Professionals who have these credentials in good standing are up to d ate on legislation and best practices in international payroll.Language skills - Although English is the worlds business language, its still an asset for your global payroll specialist to speak the native language of your international locations. Not only does it allow them communicate directly with local workers and governmental entities, it also helps them stay current on local compliance issues.Soft skills - Look for candidates who can write and speak clearly, as theyll need to communicate effectively with a wide range of employees - as well as with people in banking and revenue agencies. Your international payroll professional should also welcome diversity and have a solid understanding of the cultures where your company has a presence.A successful international expansion requires many parts of the puzzle to come together, and one of the biggest pieces is global payroll. Get this right, and you improve your chances of growing your organization.

5 Ways to Age-Proof Your Resume

5 Ways to Age-Proof Your Resume5 Ways to Age-Proof Your ResumeWhile no one will admit it, hiring managers sometimes have biases when it comes to reviewing job applications and hiring potential candidates. One of the biggest biases is ageism, where your age may be held against you and even cost you a much-coveted job. Age-proof your resume by being aware of the five ways employers can tell how old you are.Here are five ways to age-proof your resume.When you graduated.The fruchtwein obvious way a potential employer can tell how old you are is if you tell him. If you list the university you graduated from and then write your graduation date too, youve basically told the hiring manager your age. Write down the school you graduated from, along with your degree earned- no dates required.Your vocabulary. A study once found that a prospective boss might take six seconds to read a resume. During those precious moments, hes looking for things that make your resume stand out, such as exemplary skills and previous companies youve worked for. However, old-fashioned words and expressions can also quickly catch a hiring managers eye- and get your application tossed into the trash. Be sure that you are using the most current vocabulary necessary to describe your skills and experiences.Your skills. Among the many things you wrote under the skills section, did you include something like, proficient in word processing? In order to shine among the many other job candidates youre up against, your skills- and the language you use to describe them- must be as up to date as possible. In revamping your resume, you may discover that your skills could use a little polishing. So take the time to take a class or a webinar in order to make your skills as current as they can be.Your work experience. Youve listed several companies under the work experience section of your resume. But if any of them have been out of business for a while, that might set off alarms. A boss-to-be can tell how old you are by the companies youve worked for and when you worked for them. Thats why its good to be selective when listing your previous positions. Start with the most current ones, and go back no mora than 10 years or so. (You can use freelance jobs and volunteer work to cover any resume gaps.) Any positions older than that will be considered outdated anyway, no matter how old you are.Your first name.Certain names are more popular during different time periods than others. And while vintage names are now seeing a resurgence, your first name may tip off a potential boss as to what decade you were born in. If you have a name that might be perceived as being old fashioned, you may want to try listing a nickname (for example, Ady instead of Adelaide, or Maggie instead of Margaret) on your resume instead.Although its illegal to be discriminated against because of your age, sadly, its a common occurrence in the ever-competitive job market. Ensure that your resume is given the consideration it deserves and age-proof it so that you can get hired for the job you want- and deserve.Readers, what have you done, if anything, to age-proof your resume? Have you been discriminated against because of your age? Let us know in the comments section below

Terry Fox The man who ran 143 consecutive marathonson one leg

Terry Fox The man who ran 143 consecutive marathonson one legTerry Fox The man who ran 143 consecutive marathonson one legIn 1976, an 18-year-old welches involved in a car accident. He got into a rear-end collision with a truck that completely wrecked his own car. Surprisingly, the young man got out of the accident without injuries.He only had a sore knee, which he thought welches from the collision. But the pain didnt go away. He was an active basketball player in school and assumed the pain was caused by too much stress.But after the basketball season ended, the pain was still there, and he decided to visit a doctor. Four months after his accident, he was diagnosed with osteogenic sarcoma, a type of bone cancer that often starts in the knee and spreads quickly. The doctors immediately realized that his best chance of survival was to amputate his leg, followed by chemotherapy.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satis faction, Neuroscience, and moraOn 9 March 1977, five days after his diagnosis, doctors amputated his right leg 15 cm above the knee.Jeremy GilbertRunning 143 consecutive marathonsThe young mans name wasTerry Fox,and like any other 18-year-old, he was totally shocked when he heard that he had cancer at his age.With your whole life in front of you, its hard to imagine what such a diagnosis means. No matter how much emotional intelligence you have, its impossible to feel what Terry Fox felt those days.But he didnt dwell on his situation. He didnt become sour. In fact, a few weeks after the amputation, Terry Fox was already playing golf on an artificial leg with his father. But his cancer wasnt cured. After the surgery, he underwent chemotherapy for nearly 1,5 years.During that time, he saw how other cancer patients suffered- which made an impact on Fox. Inspired by Dick Traum, an amputee who had run the New York City Marathon, he decided to run across Canada to raise awareness for canc er.Thats how the Marathon of hope was born. After training for more than a year, Terry Fox began his nearly impossible feat on April 12, 1980 on the east coast of Canada.For 143 days, he ran a marathona day. Remember, Terry Fox was a cancer patient with one leg. He ran through rain, wind, storm, and pain.Even though he never finished his marathon, he did something that no one ever did. After 5,372 km (3,338 miles), cancer spread to his lungs and he was forced to stop on September 1, 1980. Ten months later, 30 days before his 23rd birthday, Terry died.Confronting painWhat drove this man? Despite facing the biggest setback in life, terminal illness, Terry Fox did not give up. In fact, he doubled down on suffering. Instead of treating his pain, he made it worse.When I look at my own life, I look for something to soothe the pain at the least sign of it. Whether its physical or mental, we often look for something to treat our pain. We look for an escape.Instead, Terry looked for it. He s aidI got satisfaction out of doing things that were difficult. It was an incredible feeling. The pain was there, but the pain didnt matter.Thats a whole different mindset. Most people have a negative association with difficulty. As soon as things get hard, they quit.But what if you changed your mindset?Instead of running away from hardship, you look for it. Ive been training myself to get more pleasure out of doing hard things. And Ive got to tell you, its not easy.Doing hard things really makes you realize why humanity runs from it. Comfort is easy. It requires 0 effort. It doesnt require a genius to understand that. But when were in the middle of something thats hard, we dont think about that. We look for the easy way out.Building a career, starting a business, working on a relationship, getting in shape, staying happy, learning a new language, moving to a different country, traveling the world, improving your skills- its all HARD.But that shouldnt hold you back. If you want to li ve your life without regrets, theres only one thing you can do Go all in.If you would die today? Would you be okay with that?Live each day like its your belastung.Its a cliche you hear people use who claim they live in the moment. But its misunderstood. The idea is not toreallylive like its your last day.If we all did that, we wouldnt have a society.The Stoic philosopher Seneca wrote about it 2000 years ago.He said thatiftoday was really your last day, were you happy with what you did?Imagine its the end of the day, and you find out you would not wake up in the morning, would you be okay with that?If you do the things you always wanted to do, no matter how hard they are, your answer will be yes. Heres what Terry said about thatToday we got up at 400 am. As usual, it was tough. If I died, I would die happy because I was doing what I wanted to do. How many people could say that? I went out and did fifteen push-ups on the road and took off. I want to set an example that will never be f orgotten.The next time youre dealing with pain, think of Terry. That will help you to push through it.This article originally appeared on Darius Foroux.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 productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

3 Tips to Survive a Dreaded Business Trip

3 Tips to Survive a Dreaded Business Trip 3 Tips to Survive a Dreaded Business Trip First and foremost, pack smart. Bring items that can help build a wall of isolation when you need to separate yourself from your company while tightly packed together. Ear plugs not only block out most of the ambient noise in your surroundings to help you get some sleep, they can also signal to your colleagues that you are not to be disturbed with awkward small talk. Headphones serve largely the saatkorn purpose but allow you to participate in a passive activity to help you pass the time mora enjoyably with music.Make sure you pack an appropriate wardrobe, especially if you are meeting clients and coworkers at an airport, hotel, or restaurant. Your clothes can be comfy but also classify as professional. And if you happen to be sharing a hotel room with a coworker, dont assume you will be supplied with a bath robe bring your own pajamas to avoid potential bedtime embarrassment.Even trips to smaller l ocations dont have to be completely monotonous and boring. Use online resources such as TripAdvisor to find quirky, local restaurants and other entertainment destinations. You may even want to turn your trip into a mini-sightseeing vacation by searching out unique landmarks and nearby tourist attractions. Doing something silly can help lighten the overall mood of the trip and serve as a good team-bonding experience. But no matter how much potential fun you may have on your trip, always remember that you are primarily there to work. Try not to embarrass yourself too much since some of what ensues may end up in front of your boss in the form of photos, emails, or phone calls from unamused guests.While there are several things you can do to actively help make your office trip more bearable, perhaps the most important involves a very personal characteristic your attitude. Even if your flight gets cancelled, you experience a mix-up at the car rental agency, or your hotel is a dump, keep calm and try to find ways to solve each problem as it arises. Anticipate delays and plan around them and dont let them get to you. If you keep smiling and exhibiting a good attitude, your coworkers will pick up on your tone and improve the general feeling of the trip.

MOOCs Add a New Dimension to Employee Development

MOOCs Add a New Dimension to Employee DevelopmentMOOCs Add a New Dimension to Employee DevelopmentMOOCs Add a New Dimension to Employee Development RossheimPop quiz What instructional innovation has the potential to supercharge yur companys employee engagement and skills development?The answer MOOCs.MOOCs, or massive open online courses, are offered by major universities often for free or cheap on topics ranging from Ruby on Rails to the Affordable Care Act.MOOCs and their kin promise to shake up the way workers step up the skills ladder.What exactly is a MOOC? MOOCs are massive, open and online. Anyone in the world with a computer and Internet connection can take them, usually without charge. Many are offered by leading scholars and scientists, and typically augment their video lectures with interactive features such as discussion groups and homework that is graded either automatically or by fellow students.MOOCsare more high-brow than YouTube. A MOOC differs from many online busi ness videos that aim to instruct, which are often poorly-produced. The video and audio production are awful, says entrepreneur Stephen Shooster, who owns Global Response, a Margate, Fla., call center outsourcer. Theyre so boring.Shooster is, however, a satisfied subscriber of instructional provider Lynda.com. Note the production values of MOOCs vary widely, but nearly all incorporate interactivity.Why should your business care about MOOCs? Open online courses offer employers a rich opportunity to upgrade employee development, simply by making workers aware of upcoming offerings that are relevant to your business.Especially in technical fields like software development, some MOOCs are free an educational opportunity that would otherwise cost thousands of dollars as a traditional certification course.How MOOCs can target employee development goals. MOOCs will be most useful if companies embed them in their career-pathing programs. Employers need to invest time one-on-one with employee s to review their performance and development requirements and then identify the specific MOOCs for employees to participate in, says Ryan Lindsay, director of consulting firm Corporate Education Advisors in Adelaide, Australia.How to support MOOC student-employees. MOOC classes are designed to be the equivalent of college courses, says Jonathan Haber, an education consultant and blogger for Degree of Freedom. So employees who go through the experience of taking one should be encouraged and rewarded using the same mechanisms used to support options such as taking night courses, he adds.Employers can recognize the value of their workers MOOC studies in multiple ways by organizing brown-bag lunches for workers taking a particular course and/or acknowledging completion of courses in employee performance reviews.What kind of credit is appropriate? MOOCs generally are not offered for academic credit. So how can you know if an employee has successfully completed a course on his own? One s chool of thought Theres an understanding that an employee whos willing to sacrifice personal time to learn something work-related is going to be putting their best effort into a class, says Haber.An alternative is to take advantage of emerging methods of authenticating the work of online students, such as Courseras Verified Certificates program with Signature Track, which uses biometrics and web cams to confirm identity.Yahoo has said any employee that takes a Signature Track course will be reimbursed for Courseras relatively modest fee, says Julia Stiglitz, director of strategic partnerships at the Mountain View, Calif., MOOC platform provider.Making existing corporate training systems more MOOC-like. Large enterprises with their own substantial learning systems can augment their efforts with MOOC functionality to boost engagement.Im beginning to see big companies with forward-looking HR that are saying, We could use MOOC principles to revolutionize our training, says Jeanne Meist er, a partner at consulting firm Future Workplace in New York City.Corporations will ask, How do we integrate free MOOCs into our existing employee training systems? says Meister. Two of many possibilities integration of training systems with Meetup.com for its networking and community features, and the incorporation of peer-grading systems.A MOOC-lite solution for business. Udemy, which specializes in instructional videos, offers many business courses at modest prices. Udemy For Organizations takes our instructional technology and lets companies create a branded private learning hub, say for onboarding, to make sure everyones on the same page, says Shannon Hughes, a spokesperson for the San Francisco firm.You can create a course for your team that enables people to ask questions and have interactions, she adds. Udemy For Organizations tools enable managers to assign courses to particular employees, among other administrative tasks.

The Newly Leaked Secrets to Example of High School Resume Uncovered

The Newly Leaked Secrets to Example of High School Resume Uncovered You can also incorporate the city and state where the business is located in the event youd like. One of the fantastic benefits to it, however, is it is something families can commence compiling it regardless of what grade their student is in even as early as freshman year. In reality only a small number of students could ever attend a college or university. Theres a good deal of competition for jobs for high school students, and that means you should make certain you stick out from the crowd. Youre going to observe the very best college application resume on Earth. A normal college application doesnt always provide a student room to highlight all her or his accomplishments and experience. The True Meaning of Example of High School Resume You can readily get caught. Creating yur first resume doesnt have to be a struggle. Example of High School Resume for Dummies Every section needs a slightly different s trategy. Your resume will be split into sections. How to Get Started with Example of High School Resume? You need to always refer to the lesson plan that the normal teacher has prepared and be certain you follow it. Youre able to think creatively wherever you are or what position you hold its simple to apply creative problem solving even in the event the influence of your part-time position could possibly be small Usually, you only ought to demonstrate the most recent 10 to 15 decades of your career history and just incorporate the experience pertinent to the positions to which youre applying. The important thing here is to provide as much detail as possible so the reviewer of your resume knows you have the necessary skill to be successful at the job which you are applying for. Some folks meet their community service requirements by spending a couple of hours or a day or two volunteering with lots of distinct places. Read through it a couple of occasions and youll probably spot three or four important skills mentioned many times throughout the document. The majority of the time when writing a high school resume, an individual might think whats the usage of mentioning the personal details in the resume. Keep reading to learn our top 3 strategies for writing a winning high school resume. Ideas, Formulas and Shortcuts for Example of High School Resume Padding out your resume will not just be a waste of precious space but additionally, it will distract the employer from the great pieces. Most of all, refrain from asking somebody else to write it for you, even when you believe youre not very good at it. Your skills are a few of the most essential things recruiters are thinking about knowing. Dont turn into a shrieking shrew if youre not offered the job immediately. Choosing Good Example of High School Resume Positioned on top of your resume, the summary statement provides the hiring manager a snapshot of your abilities and accomplishments. You m ay also opt to incorporate an objective or summary. You need to be good at conveying responses, instructions and data verbally in addition to in written format. The GOOD example indicates a Summary that presents similar info in a manner that is a lot more meaningful to a prospective employer. Resumes give kompetenz employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. They typically include personal information, job experience, education background, and a listing of skills. Throughout the net, there are lots of resources which can help you construct a powerful resume. You may have helped your company gather vital data in your part-time job, while its on the lookout for potential new customers or researching an upcoming article. Even in case youve never held an official job, its still true that you have life experience thats applicable to the work search. You may also leave off any jobs that are entirely unrelated to the job that you desire. New Step by Step Roadmap for Example of High School Resume Continue reading to discover more, and dont neglect to have a look at our sample high school resume for inspiration Employing a high school student resume template can help you to fill your resume to your strong points. The demand for brick and mortar schools will get obsolete. A great approach to begin on your resume as a high school student is to examine examples of resumes and read tips about what to include and the way to format your resume.

Women are more positive than men about business prospects

Women are more positive than men about business prospects Women are more positive than men about business prospectsPosted October 13, 2011, by Josie Chun Australias businesswomen are more positive about their business prospects and are more likely to be anticipating significant business growth in 2011 than their male counterparts, according to research conducted for the March quarter Sensis Business Index. Analysis also reveals that female business operators are more adept at gaining financing and are generally more optimistic about the future of their business and the economy. Research findings 62 per cent of women who own or run businesses have stronger sales expectations for next year compared to 57 per cent of men who run their own businesses 87 per cent of female business operators who applied for finance reported success with their applications compared with 59 per cent of male business applicants 54 per cent of women expect the economy to perform better next year, compared to 48 per cent of men 10 per cent of women are aiming for significant growth next year, compared to six per cent of men Telstra Business Womens Awards These latest findings coincide with the 2010 Telstra Business Womens Awards call for nominations and entries, which close on June 21. Kate McKenzie, Telstras Chief absatzwirtschaft Officer and Telstra Business Womens Awards Ambassador, says its great to see that women in business are more confident about their business success. This data reflects their optimism and it seems that the optimism is paying off. Naomi Simson, National Winner of the Nokia Business Innovation Award at the 2008 Telstra Business Womens Awards, and Founder of RedBalloon, is positive about the coming year. I find if you surround yourself with positive people you can achieve anything, says Simson. The former Telstra Business Womens Award winners are an amazing collective of women that have become an important community for me. Success breeds success. As a resul t of the Awards, I no longer ask myself the question of why not its just when. Michelle Sherwood, General Manager Marketing at Sensis, says, It is great to see the positive outlook of women and their self-belief that is so evident in our research. The Telstra Business Womens Awards attract high calibre women who are already succeeding in their business. From the findings we can see these women are a force to be reckoned with, they are extremely positive about their business and pushing forward to even greater profitability results for 2011. 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 Searchesaustralian census of women in leadership 2015women in leadership roles statisticswomen in leadership positions australiawomen in executive positionswomen entrepreneurs CoursesBachelor of Social W orkEnquire erreichbar Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJosie ChunRelated ArticlesBrowse moreCAREER INSPIRATIONNicki Bloom wins 2008 Patrick White Playwrights AwardNicki Bloom, playwright and Artistic Director of production company nowyesnow, is the 2008 recipient of the prestigious Patrick White Playwrights Award.HospitalityWORKFORCE TRENDSHospitality industry needs qualified professionalsAustralias tourism and hospitality industry may see a boost in the wake of Oprahs visit Down Under, but it cant afford to rest on its laurels.WORKFORCE TRENDSDistance education comes closerWith the growth of technologies such as high-speed Internet, web seminars and social media, and with millions of web-literate users, education is now mobile and a whole lot more accessible.

Use These Storytelling Principles to Land Your Dream Job

Use These Storytelling Principles to Land Your Dream JobUse These Storytelling Principles to Land Your Dream Job A good story will make us feel, compel us to act and help make ideas stick. The value and buzzwordy-ness of Storytelling is elendhing new to the business world. In fact, telling stories is the most fundamental, and oldest, method of communication, dating back thousands of years to the times of cavemen and hieroglyphics When carving out a career your love, you can (and should) use storytelling to help set you apart. If you want to stand out, especially in the crowded employment market, start building and sharing a story that excites prospective employers with these principlesWhile your skills and projects youve worked on are obviously important, they are only one piece of the puzzle. They differentiate you, but only to a certain degree. When designing your resume, consider the niche, or specialization that youd want to highlight, and create your position ar ound that, says Arielle Shnaidman, Brand Story Coach .Each bullet point on your resume should reflect your niche, contribute to your story and relate back to why you would be successful in the specific job youre applying to.One thing people often overlook is how to be clear on what exactly they do. When building out your narrative, Shnaidman suggests having a clearly defined answer to the following questionsOnce youve distilled your answers, you can create a clear and concise position statement, that can help guide the creation of your resume/LinkedIn, and focus during conversations and interviews. Create focus on where your niche fits within the market, and have confidence when discussing your own skill set and valueSimon Sineks Ted Talk How Great Leaders Inspire Action has gained lots of attention around the idea that leaders and organizations need to understand their Why - their greater purpose - in order to succeed. This frame of thought should also be applied when crafti ng your personal story and narrative as well.When writing and speaking to your work experience, you must be able to clearly articulate your exact purpose. Ask yourself Why am I doing this kind of work? Once you have your overarching answer, take that even further, and keep asking Why, suggests Shnaidman .A I like educating people on ways to be more successful at workI can take that a step further and askQ Why do you like educating people about the workplace?A Well, figuring out your career is a challenge, and I like being able to help peopleKeep digging through each layer of your Why, until you get to the true core. If you can have this answer cleared up in your writing and in the interview process , it will help breathe life into your story and narrative.Rather than forgetting parts of your life and experiences that dont quite fit a certain mold, use these experiences to reframe your narrative, and create the building blocks for your story. If youre constantly in the process of t rying to be like everyone else, youll forget what makes you unique. Rather than drowning in a sea of sameness, lean into your past experiences that have made you who you are says Shnaidman .You cant just show up online when its time to find a new job. Like networking , showing up online needs to be a continuous practice. You need to always be present, online and offline, to help show people who you are.Showing up online does not mean you need to stress about pumping out 800-word blog posts every day. Rather, slowly build your presence by sharing articles, thoughts, quotes or anything that resonates with you, says Shnaidman .When you share stories relating to your work, it shows that youre a human . For example, you might say something like Hey Today we launched a product, and here were the hiccups we experienced, but here were the awesome results When you share honest stories relating to your life, it demonstrates your values to people around you. If people can assess what youre really about beyond just facts on paper, they are more likely to work with you and want you on their team, says Shnaidman . Simple things like sharing an update on LinkedIn, or retweeting an industry thought leader help people connect with you.The human brain is wired to connect with narratives, so if you want to increase your chances of standing out from the crowd, show up authentically, get clear on your story and watch your success growStacy is a professional development specialist who helps employees and leaders grow and build new skills through innovative programs. She is passionate about creating opportunities for people to advance in their career while improving their organizations retention rate and output. She loves sharing insights on workplace development, career building, and networking for success. Stacy also holds an MA in Educational Technology. Connect with her on LinkedIn , Twitter , or at www.stacypollack.com.

Which Job Board Deserves the Title of Biggest and Best Simply Hired vs. Monster

Which Job Board Deserves the Title of Biggest and Best Simply Hired vs. MonsterWhich Job Board Deserves the Title of Biggest and Best Simply Hired vs. MonsterIf youve recently been active in the job market, either as a job-seeker or prospective employer, youve probably come across a variety of web-based job platforms, each touting to be the best for matching quality candidates to open positions. Thats all well said and good, but our grandma also claims her oatmeal cookies are the best cookies ever made and the grandkids still secretly feed them to her dog Penny when no one is looking. While baked goods to job boards may not be a ritterlich comparison, it does beg the question just who is deciding what makes a site the best and what does that actually mean for candidates in search of a new career, job or part-time position? Here we break down two of the biggest names in the online job board game Simplyhired.com vs. Monster.com. Lets see how these behemoths compare.Where They Stack UpW hen it comes to bonus features and research tools, Simply Hired and Monster are definitely two of the biggest names in the job search game. Both sites provide independent research on large companies that may be hiring, often through paid endorsements by those companies but, hey, everyones got to make a living. Editorials, blogs and helpful articles on everything from interviewing to resume construction to networking how-tos also provide a wealth of knowledge and show an additional level of commitment to educating their users and operating as an all-around resource. Where things start getting a bit mora uneven, however, is in the nuanced ways that SimplyHired allows users to break down search results when on the hunt for that new position. Both Simply Hired and Monster have optional search filtering which includes part-time and other non-traditional job listings, but Simply Hired takes things a step further. The SimplyHired.com site also lets you sort by education and experience requ irements and even has optional salary limits that tie into the databases proprietary salary calculator tool.Purpose and MethodThe main reason for the differences between the Simply Hired and Monster platforms requires a bit of a history lesson. SimplyHired was founded in the early 2000s as a job search aggregator. This means that on an ongoing basis, Simply Hireds virtual spiders go out crawling along the web of various job boards, company listings, and recruiting sites and bring back links for those potential jobs to one master list thats easily searchable on a centralized website. Users can also sign up for daily alerts to have the most relevant of these listings, based on their job search criteria, delivered straight to their emaille inbox. Not too shabby for convenience and efficiency if you ask us.Monster, on the other hand, is a relative newcomer to the job aggregator game. Monster.coms original mission was to provide a platform for companies to post listings directly. Monster had some plusses when it was first launched, providing resume samples and guidance that, however clunky, was still pretty handy when we were first out of college. But that advice and more sophisticated versions of it are now widely available thanks to advances in internet tools and searches and Monster has not managed to move away from its core platform of direct posting, greatly limiting the number of available jobs.Bottom Line for mora and More Thorough ListingsThe functionality, ease of use and long-term history of both Simply Hired and Monster have led to stark differences in the sheer volume of listings available to those in search of new employment avenues. SimplyHired has one of the largest database pools available when it comes to online job boards, including those it drags back from Monster.coms platform.The sheer volume of job listings provides candidates with an efficient, one-stop shop for their job-search needs. While Monster certainly has some research benefits, when it comes to matching up the highest quality candidates with the most lucrative job openings, Simply Hired wins hands down. Wed give them one of grandmas cookies as an award, but Penny seems to have eaten them all.

Mental Health Employee Benefits Are Good for Business

Mental Health Employee Benefits Are Good for BusinessMental Health Employee Benefits Are Good for BusinessHow does a mental health benefits package help both employees and your bottom line? Its been estimated that one in every five Americans deals with a medically diagnosed mental illness at some point in their adult life. The numbers of undiagnosed cases are probably a lot higzu sich than that. But the impact that mental illness has on workplaces is felt in a very real way - from loss of productivity levels, excessive tardiness, and absenteeism, to actual loss of employees because of the often debilitating symptoms mental illness comes with. Mental Illness Costs Everyone The National Institute of Mental Health reports that major mental illness costs the U.S. at least $193 billion each year, just in lost earnings by sufferers. The Partnership for Workplace for Mental Health and the American Psychiatric Foundation advise that it costs companies $44 billion in lost productivity du e to untreated depression in the workforce. When mental illness is left unmanaged, it can lead to a whole host of other workplace-related risks, such as increased accidents, workers compensation claims, disability, workplace violence, and even claims of harassment and discrimination - scenarios that have become ever so transparent in todays world. It makes good geschftsleben sense, then, to offer full mental health employee benefits to the workforce. Experts advise that early intervention is the key to reducing the costs and incidents of serious mental illness in employees. So too, early intervention is shown to provide the best possible outcome for those who are experiencing any kind of mental illness. When mental illness is left untreated or undiagnosed, or when employees have limited access to treatment options, they do not get well on their own - and this can all hurt the bottom line of your business in the long run. Health Care Refasson and Mental Health Protection Is the Law Under the Affordable Care Act (ACA), as of 2014, all private and individual medical plans must offer at least the minimum coverage for mental health screenings, substance use services, and preventative care. This requirement is also for medical plans purchased via state marketplaces. Additionally, group benefit plans cannot deny coverage to anyone just because they have a history of mental illness. Protections required under the Mental Health Parity and Addiction Equity Act (MHPAEA) require plan administrators to treat mental illness without restrictions, much like the approval process for approving a surgical procedure. Medicare and Medicaid also provide basic coverages for mental health wellness and substance abuse treatment. These laws help to protect mental health consumers from being discriminated against by health insurance providersand support those with limited incomes to pay for services, but there are still many stigmas to mental health that cause some employees to de ny that they need help. Even being on medication for a mental illness may be viewed as a problem by some, if the medication creates restrictions on the employees ability to perform his or her job. For example, medications that cause drowsiness preventing the use of certain equipment or driving company vehicles. Other potential barriers to getting help include missing work for therapy appointments, or taking unpaid leave to complete a 90-day substance abuse treatment program. Unless there is a good insurance plan in place to help defray the costs of quality mental health care and employers do their part to educate employees about their available benefits, many employees simply go without until they find themselves hospitalized for a major breakdown. Others may turn to self-medication in the form of illicit drugs, alcohol, and negative behaviors. In workplaces, undiagnosed and untreated mental illness shows itself in the way that individuals relate to coworkers and clients. It can te ar teams and companies apart. It can cause normally wonderful employees to turn into toxic employees. For these reasons and more, any business can benefit from providing generous group mental health benefits to its workforce. Employers who value their employees and want to demonstrate this can easily furnish mental health benefits any time of the year, whether the health insurance plan includes this care or not. Creating a Mental Health Benefit Package Here are some ideas for getting a mental health benefits program in place and making sure that people have access to the services they need to stay well. Establish an Employee Assistance Program It is a good idea to get an employee assistance program (EAP) lined up as soon as possible in your organization. This can cost pennies on the dollar for each employee, but the value is immense. EAPs provide direct access to confidential professionals who can assist employees with any area of concern that may be causing them distress - from work-related issues to family problems and mental illness. Employees can be directed to counseling sessions, or they may be eligible for short-term treatment facilitated by the EAP team. Learn more aboutemployee assistance programshere. Set Up a 24/7 Nurse Hotline Another choice is to contract with the health insurance vendor to establish a 24/7 nurse hotline for employees and their family members. This can be a way to ensure that employees always have a lifeline where they can get help when they need it the most. They can get health and medical questions answered to determine if follow-up care with a mental health care provider is warranted or if a visit to the emergency room is needed. Choose a Health Insurance Plan With Mental Health Benefits As mentioned above, the ACA requires insurance plans to offer a basic level of mental health coverage, but this can be limited somewhat. Employees who are accustomed to high deductible health plans (HDHPs) may not see the value in using their insurance to pay for counseling sessions, instead reserving their medical dollars for major hospitalizations or planned procedures. As an employer, find employee benefits that offer above-average mental health coverageand provide a health savings account to offset out-of-pocket costs when combined with HDHPs. Appoint a Contact for Managing Mental Health Communications Employees may or may not be comfortable discussing their mental health challenges with a manager, or even members of their own family. Thats why every workplace should have at least one human resource professional who is trained in intervention coaching and has established open office hours for discussing such matters in private. Oftentimes, situations can be handled through a referral to a qualified mental health provider, or by mediating any issues through the EAP. Be well-versed in the mental health benefits that are available so that the employee can get the right help at the right time. Set Up an Employee Discount Program With Area Providers Another very helpful and welcomed method of developing a workplace thats more supportive of employees facing mental health challenges is to work with area wellness vendors to discount their services. For example, long-term unmanaged stress can be a sign of depression, so having access to a massage therapist who can help reduce stress can be a great benefit. Proper diet and exercise are also important components of good mental health, so creating access to local fitness resources and nutrition counseling can be a great perk. Arrange for Mental Health Education and Resources Onsite Perhaps the most critical addition to any employee benefits package where it relates to mental health is access to accurate and timely information. If an employee is facing a crisis, he or she may not understand how to access medical benefits, or who to call for help. So, too, every corporate library should include plenty of educational materials in t he form of self-help books, benefits information sheets, and directories of local mental health and medical providers. Management can support communication by bringing up the importance of good overall health and avoiding treating others differently because they may be dealing with a mental illness. In closing, all employee benefit programs need to be designed around the total well-being of employees, from head to toe. Employees may not display signs of mental illness outwardly, but they may miss work frequently, seem irritable, or just stop performing to their previous levels. Mental illness is a protected disability under workforce laws, so never single out an employee like this. Instead, provide access to self-service information and resources so that employees can seek out the help they need to lead full lives.