4 Unwritten Rules You Should Follow at the Office

4 Unwritten Rules You Should Follow at the Office4 Unwritten Rules You Should Follow at the Office An employee and an employer have both an official and unofficial relationship. Your official employment agreement may lay out work hours, acceptable behaviors, break policies and the other rules that govern the office and your position in it.The unofficial side is kind of like the unwritten rules in a professional sport. For example, Major League Baseball teams generally will retaliate if a star player gets hit by a pitch by doing the same to one of the other teams top hitters.Offices have these sorts of rules, too, and it can be a challenge to know what they are. ansicht arent the things that get you in trouble with human resources or the boss . These are the mistakes you can make that will turn off your coworkers and leave you as an isolated island.Some people take a job and languish in it for a long time. They may bring little to the table or they may be decent at wha t they do. Either way, this type of person is often an office fixture. Even if youre senior in responsibility, show respect for people who have a longer tenure at the company than you do.Those whove been around for the longest periods often have deep connections. They may leid be ambitious when it comes to seeking promotions or leaving for a better opportunity, but they know their place in the organization, and sometimes, they know things that can help you avoid making big and unnecessary mistakes.People often dont have a rational view of their contribution to a project. You may think they barely did anything, while they may think theyve been a major contributor.No matter how much you feel like you led the way, be gracious and share leistungspunkt liberally. Doing that makes you a leader and enhances what your co-workers think of you - and the boss will figure out whats happening over time.Everyone has an occasional workplace complaint . As long as its innocent and infrequent, thats fine and wont raise any concern. What you dont want to be is one of those negative people who leads the complaints.You dont have to be relentlessly upbeat, but you should generally be in good spirits. If someone complains too much, others might go along with it, but some of them might be thinking, If its so awful, why dont you just leave?Thats a valid question, and chronic complainers can quickly get a reputation as malcontents. You dont want you co-workers to see you that way.Many years ago, I worked for an internet company that was not close to my house. I had a brutal commute, had just gotten married and frankly, did not like the job very much. Because of that, while I had a few friends on staff, I mostly did my job then went home. I turned down lunch invites to get more work done faster, never went out for dinner or drinks, and generally was not part of the social fabric of the office.It made it seem like I was already one foot out the door (I was), and isolating myself probably hastened my departure. Even if you dont like your job or plan to leave, you still need to connect with your co-workers, even if only to have it not be obvious youre less-than-engaged.Basically, the unwritten rulebook boils down to be a good person who respects other people. Simple gestures like being more inclusive in your lunch invites or saying hello to everyone the first time you see them goes a long way. Think of how you would expect a child to behave after theyve learned proper manners (or how you wish they would) thats a pretty good behavioral guideline.This article was originally published on The Motley Fool . It is reprinted with permission.

Lie on Your Resume Dont Be Stupid!

Lie on Your Resume Dont Be StupidLying on Your ResumeLie on Your Resume Dont Be StupidTheres a scene in the 1994 movie Forrest Gump in which the title character, played by Tom Hanks, admits to telling a little white lie, which his mother (played by Sally Field) said was OK to do as long as it didnt hurt anyone.Forrest, though limited in IQ, clearly knew the difference between a little white lie and a whopper. But when it comes to your resume, either one can disqualify you from getting the job. Even if you do get the job, chances are good the lie will eventually be uncovered, and youll be shown the door, hurting both your career and your reputation.Here are three notable examples of resume truth-stretchingAs MITs former dean of admissions discovered last year, a lie can come back to bite you many years later. She resigned after admitting she had misrepresented her academic degrees on her resume when MIT hired her - in 1979.More recently, Robert Irvine, host of the Food Network show Di nner Impossible, did not have his contract renewed by the networkafter he sauted his professional hintergrund a bit, specifically with previous claims that hecooked for the British royal family and at the White House (The network said it might revisit its decision at the end of the season).In 2006, the CEO of retailer Radio Shack resigned after he admitted that his claim ofholding two college degrees was two more than he really had.If youre compelled to lie about, embellish, exaggerate, or misrepresent anything in your work history or educational background, heres one word of advice Dont. Theres just no substitute for telling the truth. And technology is more likely to uncover a lie today, since so much personal data is available on the Internet, and many employers are using Internet searches to help verify data applicants submit on their resumes.And if the lie is uncovered before the employer makes an offer, the employer will likely not tell you they just wont hire you, which leave s you open to repeating the lie the next time you send your resume.Interviewing expertMichael Neece, who has reviewed thousands of resumes in his 20+ years in the staffing and hiring world, says there are legitimate reasonsjob candidates might lie One is to protect themselves and theirformer employers. For instance, if a candidate told the truth about being fired and subsequently filing a sexual harassment lawsuit, he says, it might disqualify the candidate while implicating the former employer. Painting an ex-employer in a negative light is one of those red flags that can go up in the job-search process. Still, its better to find a neutral way to tell the truth.Ifthe truth hurts (or could hurt your chances at landing a job), the best strategy is to stick to the facts in as unbiased a way as you can. If, for instance, you were let go because of a personality clash, or if you and your boss had a difference of opinion over the reasons for your exit, explain the situation matter-of-fac tly in the interview, keeping your emotions in check. Instead of saying, My boss was a micro-managing control freak who wouldnt let me tie my shoes without asking first, try something like, I was released because my independent, get-it-done style - which I and my other employers have always considered to be a strength - just didnt mesh with the new supervisors hands-on management style.A lie or exaggeration on a resume is just plain stupid. And, as Forrest Gump liked to say Stupid is as stupid does.

How to Prepare for a Behavioral Job Interview

How to Prepare for a Behavioral Job InterviewHow to Prepare for a Behavioral Job InterviewWhat is a behavioral interview? Candidates for employment often ask what the difference is between a regular job interview and a behavioral interview. What should you do to get ready if the employer is going to ask you behavioral based interview questions? There isnt a difference in the actual format of the job interview. You will still meet with an interviewer and respond to interview questions. The difference is in the type of interview questions that will be asked. Review information on the difference between behavioral and traditional job interviews, examples of questions, and how to handle a behavioral interview. What is a Behavioral Job Interview? Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future, i.e., past p erformance predicts future performance. Traditional Interviews In a traditional interview, you will be asked a series of questions which typically have straightforward answers like What are your strengths and weaknesses? or What major challenges and problems did you face? How did you handle them? or Describe a typical work week. In a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave. The interviewer will want to know how you handled a situation, instead of what you might do in the future. Questions Asked Behavioral interview questions will be mora pointed, more probing and more specific than traditional interview questions Give an example of an occasion when you used logic to solve a problem.Give an example of a goal you reached and tell me how you achieved it.Describe a decision you made tha t was unpopular and how you handled implementing it.Have you gone above and beyond the call of duty? If so, how?What do you do when your schedule is interrupted? Give an example of how you handle it.Have you had to convince a team to work on a project they werent thrilled about? How did you do it?Have you handled a difficult situation with a co-worker? How? Tell me about how you worked effectively under pressure.More behavioral interview questions. Follow-up questions will also be detailed. You may be asked what you did, what you said, how you reacted or how you felt during the situation you shared with the hiring manager. Preparation Whats the best way to prepare? Its important to remember that you will not know what type of interview will take place until you are sitting in the interview room. So, prepare answers to traditional interview questions. Then, since you dont know exactly what situations you will be asked about if its a behavioral interview, refresh your memory and c onsider some special situations you have dealt with or projects you have worked on. You may be able to use them to help frame responses. Prepare stories that illustrate times when you have successfully solved problems or performed memorably. The stories will be useful to help you respond meaningfully in a behavioral interview. You can research the STAR interview response technique, which offers a wayof answeringbehavioral interviewquestions. Finally, review the job description, if you have it, or the job posting or ad. You may be able to get a sense of what skills and behavioral characteristics the employer are seeking from reading the job description and location requirements. During the Interview During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to include these points in your answer A specific situationThe tasks that needed to be doneThe action you tookThe results, i.e., what happened Its important to keep in mind that t here are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers arent what the interviewer is looking for, this position may not be the best job for you.

How Not to Be a Lazy Job Seeker

How Not to Be a Lazy Job Seeker How Not to Be a Lazy Job Seeker collected advice from several experts for tips on how NOT to be a lazy job seeker and even some tips on not seeming desperate when you really want the job. Nabbing the interview  Let’s start at the beginning. You find the listing, you must apply! Unfortunately, you are likely one out of 200+ who will apply within the first hour of the job being posted! So, just how do you stand out? “I recommended an idea to someone who actually landed a job as a Financial Analyst at a well known financial services firm without any financial analysis work experience, “ shared Abby Kohut,  author of Absolutely Abbys 101 Job Search Secrets. “He sent an egg timer from a Boggle game with a resume and a note that said, ‘If you give me this much time, Ill prove to you why I am the best Financial Analyst youll ever have.’ He got the interview and then got the job.” Job applications are like books that employers judge by their covers, so make your cover letter and resume super-intriguing and be sure to do your homework. “The highly motivated person learns more about the position before they even decide to apply,” instructed Terri A. Deems, PhD of Deems Associates/WorkLife Design. “Then, tailor the resume and cover letter to that position, based on what was learned.” Deems went on to point out the difference between expressing your interest and, well, seeming disinterested. “The unmotivated person just slaps something together just like theyve done with any number of other positions and sends it off. The motivated person takes their time, plans their strategy, and creates just the materials the decision-makers need to see. The materials must be letter-perfect theres no room for errors here another sign of being motivated a job getter cares enough to proofread and spell check! Prepping for the interview  Getting to this stage is half the battle, so congratulations if you have set yourself apart from the crowd! However, there’s still a battle to be won, so be sure to keep on with your strategy. “The best way to show a potential employer that you are excited about a position is to have done in-depth research on the company,” Bruce Hurwitz of Hurwitz Strategic Staffing, Ltd. shared. “People who want a job study the company website. People who want a career at a company go much deeper than that. Theyll find press releases, research key employees, etc. and work the results of that research into the interview.” How exactly will going the extra mile help you out? Hurwitz continued, “At the end of the day, when all the persons who have interviewed a candidate get together to discuss her, you want them to say, ‘How in the world did she find out that I played on the college hockey team?’ You do not want them to say, ‘She knows our website’ Going the extra mile shows enthusiasm.” Clearly, doing some homework is key. “In fact, set up a Google alert for their company name to stay on top of the latest,” shared Rivka Kawano, of LifeTrainLLC.com.  â€œIf you have been to an interview, take notes and look for clues as to what their needs and decisions are right now.” Similarly, get a little social. “Follow the company on Twitter and Facebook if theyre active on those platforms,” Rod Hughes of Oxford Communications  recommended. “Be prepared to reference a recent posting during the interview. Landing the job It’s crunch time! You didn’t get this far to walk away empty handed, so now is your chance to seal the deal. “The best way a job seeker can show they are really motivated is to communicate and/or illustrate they have a plan for the area the position is most needy in,” said Tom Gimbel, CEO, LaSalle Network. “For example, youre an accounting manager and you learn that collections are way behind (over 60/90 days). You lay out in writing a plan on how you would reduce the number of days for outstanding invoices. If youre interviewing for a marketing role and you learn the biggest area of frustration for the CEO is internal communication, you should create a PowerPoint deck showing how you would attack the problem.” Or get even more creative with your approach. “I had a college student who applied for a marketing position (along with 100 other candidates) and told the hiring manager she would work free for two weeks to show what she could do,” shared Barry Cohen, University Employment Coordinator of The City University of New York. “How could a company resist free labor? At the end of the first week, they offered her the position.” Sure, you may prefer a paycheck, but enthusiasm is key nonetheless. “Even if the job hunt has you worn out, dont let that show up in your interaction with gatekeepers and decision makers in the hiring process,” said Tiffani Murray of Personality on Page. “Your energy or the outward display of your energy is used to perceive your level of motivation.” Of course, accepting a job is a big commitment, so make sure its one you want to keep. “There is a limit to how much you can fake being motivated,” advises Hugh Taylor, author of The Life Reset: Overcoming Setbacks in Work and Life.   “Faking will get you pretty far, but you will never appear as motivated to do a job as an applicant who truly loves the work.” And if it will be work you will enjoy, be sure to let them know. “Get a targeted thank you letter off to each person who interviewed you,” Sharon Armstrong, Author of The Essential Performance Review Handbook said.  â€œMention something that was discussed during the interview so the interviewer knows YOU were there and listening. Again, mention that you want the job if you do. And get that note or e-mail to them very quickly.” Don’t go psycho Sure, we’ve gone over enthusiasm, but we should also probably discuss getting a little TOO enthusiastic. “Calling (or e-mailing) over and over with the same, ‘Have you picked me yet?’ type of questions can help communicate that you are motivated or just desperate and with nothing better to do,” added Kawano. Mistakes to avoid In order to start earning income, you will need to prove your capabilities to do the job, so keep that as your focus. “If you ask about the salary and benefits too soon, it looks as though you are more interested in the money than in the job,” said Mary Greenwood, Author of How to Interview Like a Pro. “Let them think it is not about the money, but what you can do for company. Postpone the money talk as long as you can. If they want you, then the money will follow.” What you definitely do NOT want to do Across the board, career experts agree that job seekers should do their research, demonstrate how their strengths will help an employer with the bottom line and their enthusiasm for the position. With that in mind, make sure to keep all of that in check as well. “Sometimes job seekers go over the top when trying to show how motivated they are, how much they want the position,” Barry Maher of Barry Maher Associates. “One job seeker I met had heard about an opening for a marketing and PR person at a local charity and decided to demonstrate his expertise at grabbing peoples attention. He went to the charitys website and found the names and business contact info for everyone on their board, the people he figured would be making the final decision on the hiring. Then, cutting out letters from a newspaper, he sent each board member a series of letters. The first had just his first name John. The second read John Smith. Then John Smith Is, and so on until the message read John Smith Is Going to Blow. “Then apparently thinking he was clever enough to avoid creating a problem message, the next letter added two words rather than one. It read: John Smith Is Going to Blow You Away! Which is when the police showed up at his door. Before he had the chance to send out the next letter with his resume that explained just how his expertise was in fact going to blow everyone away.” So, remember, a little enthusiasm can go a long way. Too much enthusiasm can put you away…. Good luck with your search!

Top 5 Questions to Ask References About Job Candidates

Top 5 Questions to Ask References About Job Candidates Top 5 Questions to Ask References About Job Candidates Whether you want to hire a new company executive or a personal assistant, hiring the right candidate isnt always easy. After you’ve waded through all of the applications and resumes, you still have to interview a range of individuals, and then reach out to references to determine who is best qualified as the right fit for the job. If you’re tempted to skip calling references altogether, don’t make that mistake. The best way to background check a candidate about his or her skills, employment record, and qualifications is to verify them personally. You can learn everything about the candidate from their personal sense of integrity to how well they interacted with their fellow employees. What should you ask when you call references? What questions will give you the best insight into a potential candidate’s dependability and skills? How do you make the most of the reference checks youre doing? These reference checking questions are recommended for employers to ask about candidates regularly but if you want to start with just a few recommended questions, try asking these five. Top 5 Questions to Ask as You Check References To help answer these questions and to simplify the reference-checking process, here are five specific questions you need to ask. What responsibilities did the candidate have while working with you? This is a basic question that allows you to gain objective information on the work the candidate has done elsewhere. Did a previous job involve the same responsibilities as the one for which you’re hiring? (Some research indicates that potentially, your most successful hires are people who did a very similar job successfully for another employer.) Or did this previous job involve a completely different set of skills? Does this reference give you confidence that the candidate can fulfill the responsibilities of the role for which you’re hiring or not? What were the candidate’s strengths as an employee? This question gives the reference a chance to sing the candidate’s praise, something most references are prepared to do, particularly if the candidate has warned the reference that you will call. What were the areas in need of development that were communicated to the candidate, and how did they respond to them? You don’t only want to know about strengths, but you also want to know the candidate’s weaknesses- information that is harder to glean in a quick reference check. This is a question that allows you to fish for more information. According to Miriam W. Berger at national executive recruitment firm DRG, “This question is a good way to get information regarding performance weaknesses that may not have otherwise been volunteered by the reference.  Listen carefully as the reference describes how the candidate responded to performance improvement needs and direction.” Can you tell me about the candidate’s tenure with your company- did he or she receive any raises, promotions, demotions, and so forth? Why did he or she leave? While this question is fairly objective as well, it will give you valuable intel on the details of the candidate’s former work. Advancements and raises show you that the candidate was moving forward and growing. Demotions may reveal problems you won’t want to deal with in your own business. Likewise, discovering why the candidate left a previous role lets you know upfront about potential character issues relating to the candidate’s being fired or asked to leave a job, if applicable. Is there anything else I should know before hiring this candidate? Whenever “youve made a connection with a reference who is willing to talk with you, make the most of your good fortune by asking open-ended questions that call for in-depth answers,” says HCareers.com. “Within reason, give the reference ample opportunity to answer as comprehensively as they are willing to.” Not only will giving the person a little extra time and opportunity to give you feedback help you gain more information, but it will also round out the perspective you’re able to have about the candidate. Always conclude your conversation by asking if there’s anything else you should know. Give the reference a chance to fill in the gaps with other pertinent details. In addition to the questions above, pay attention to nonverbal communication- how the person pauses, hesitates or has a hard time answering a specific question. Some references are reluctant to relay bad or negative information about a candidate, but by carefully listening to verbal hints, you can gain valuable clues that the candidate has a potential issue that you will need to address when you have hired the candidate.

The Good, the Bad and Accounts Clerk Resume

The Good, the Bad and Accounts Clerk Resume The short facts that we've shared in the very first paragraph may provide you with the example that popularity doesn't mean happiness, and even the poverty doesn't mean sadness. Turning in a cover letter with plenty of mistakes reflects poorly on your capacity to do the job properly. A great master papers writing service resume is not easy to come by. How to compose a sonnet poem for children. Demonstrate why you're a very good fit for the job and the way it is possible to add value to the corporation. There isn't any way you'll be able to avoid coming in touch with clients on a daily basis, and therefore you need to be courteous with them. I'll be in contact with your administrative assistant to learn what time will be convenient for you. Just a couple of days can be sufficient to provide a junior accounts receivable resume a good footing. While being creative, you also have to adhere to moral principles and search for at least 1 approach to fix problems. You're probably a single degree of separation from a person who can provide expert design tips. Rather than repeating the info from your resume in your cover letter, speak about your abilities and experience in a manner that explains why you decided to become an accountant. In the event that you had attended a part-time job while in school, take into consideration ways to possibly use that experience to deal with your time productively. Furthermore, you can look for accounts receivable jobs on Monster. USMThesis was said to v1. Managing cash flow is vital. On the other hand, the distinction is evident in the info that each resume holds and how it's placed. Create a cover letter which makes your strong points stick out. You will do a good deal of calculations. Life, Death, and Accounts Clerk Resume Having aging payables isn't good for their small business reputation. Remarkable account balancing abilities. Exceptional ability to do simple accounting procedures. Proactive accounts managercombining financial management skills with the capacity to make sound decisions about the appropriate handling of consumer accounts. They frequently have individual responsibilities, but in addition assist supervisors or department heads with many different duties. Employers want to feel they can trust you with their money, company, and customers. Administrative and clerical job designations cover a wide selection of career choices. Leadership skills also allow you to offer training to staff and make sure that all workers are conscious of new laws and regulations. Because you're just beginning your career you wish to be certain that whenever you compose a resume, it's in sync with the demands of the position and the employer. Leave the hiring manager free of doubt which you could do the job duties at the maximum level. Computer skills on resumes are becoming more and more vital for accountants. My abilities and qualifications consist of extensive knowledge in the area and very good grasp of all of the department functions and of almost all of the major accounting software packages. 2006 to 2010 Managing the firm's accounts payable records is a significant job. You ought to be proficient in numerous accounting program. A talented person that has strong skills to manage clients and to continue to keep their record linked to tax and other departments completely confidential. Proven ability to keep accurate accounting records.

Impress With Our Technical Project Manager Resume Template for Word

Impress With Our Technical Project Manager Resume Template for Word Impress With Our Technical Project Manager Resume Template for Word IntroductionIf you are getting ready to write your resume, remember that most hiring managers you apply to will read many applications before making their decision. This means you need to stand out from the crowd, and one of the best ways to accomplish this is to review an example resume before composing your own. The following technical project manager resume template for Word includes a writing guide to help you create your summary statement, skills section, experience section, and education section.Technical Project Manager Resume Template for Word Joel TroutReno, Nevada 11111E: JTrout@anymail.com P: 555 Experienced technical project manager with a decade of experience in the field Implement communication and negotiation techniques to resolve conflict and improve collaboration Extensive management and leadership abilities, capable of delegating tasks and guiding operationsPerfect Your Skills SectionThe skills section is meant to be a brief section that allows readers to understan d your capabilities at a glance. The technical project manager resume template for Word demonstrates that every skill you include should relate directly to the position. Think about what you will be doing every day if hired. Aim to include between four and eight bullet points, each of which should be a short phrase. Additionally, using keywords from the job description greatly strengthens your resume, and the skills section is an excellent area to include them. Management and delegation Strong perception and attention to small details Presentation abilitiesPolish Your Work History SectionYour work history section is the section employers are most interested in, which means it should be the longest and include the strongest information. It should feature several previous positions, listed in reverse chronological order and beginning with the most recent. Only positions you currently hold should be described in present tense, with all others in past tense.While it is typical to have b etween five and eight bullet points for each position, you can list more for more important jobs and fewer for less important jobs. Including metrics is a good way to strengthen this section and your resume as a whole. Additionally, every bullet point should begin with a strong action verb. The technical project manager resume template for Word includes many examples of good verb choices, and you can refer to the job description itself for more ideas. Because your experience section is at the core of your resume, this should be the section you focus on making as effective and eyeMaster of Science in Business Administration â€" 2014University of San Diego, CaliforniaBachelor of Science in Communication â€" 2012University of San Diego, California