Make Sure to Volunteer Your Volunteer Work on Your Resume

Make Sure to Volunteer Your Volunteer Work on Your ResumeMake Sure to Volunteer Your Volunteer Work on Your Resume4Good news for people who perform volunteer work. In addition to the satisfaction that comes from helping others, you may be boosting your ability to be hired- if you make sure to include the information on your resume and cover letter.The 2016 Deloitte Volunteer Impact Survey polled 2,506 professionals in 13 major metropolitan areas across the United States who are currently employed and have the ability to either directly influence hiring or indirectly influence the person making the hiring decision.Among the key findings82 percent of respondents said they are more likely to choose a candidate with volunteering experience.85 percent are willing to overlook other resume flaws when a candidate includes volunteer work on a resume.80 percent of survey respondents agree that active volunteers move into leadership roles more easily.Surprisingly, though, respondents reported t hat they see volunteer experience listed on only 30 percent of the resumes they receive. Why arent candidates including this important information?Some may omit volunteer work for the sake of space, choosing instead to focus on educational attainment and industry-related employment. Others mistakenly believe that employers wont be interested.Whether or not you are paid, volunteer experience often uses the very same skills essential to a great hire, says executive career coach Duncan Mathison, co-author of Unlock the Hidden Job Market 6 Steps to a Successful Job Search When Times Are Tough. In fact, when developing leaders, employers will often suggest that a high potential employee take on a role leading a group of volunteers. The reasoning is if you can learn how to organize, inspire, and hold accountable volunteers to achieve objectives (who could quit any time if they thought you are a bozo), you would do even better when given the mantel of a paid manager of paid employees.So ho w can job seekers present their volunteer service in ways that will contribute to their candidacy? Mathison believes the key is to identify your accomplishments in the volunteer role and what knowledge and skills allowed you to achieve them. Then, go to work showing the hiring manager how unterstellung transferable skills will make you a more valuable, dedicated, and productive employee.On your resume treat a volunteer position the same way you would treat a regular position, Mathison says. Like any position, it should have the organization name, a brief description of what it does, the scope, position titles and dates, and your accomplishments. Try to use the words that your intended hiring manager would use. The entries can be put in a separate section calledOther Relevant Experience as opposed to Volunteer Experience. For recent graduates seeking to highlight every skill they have, just keep it in a broader category of Experience or Positions Held- Work/Intern/Volunteer.Then, be ready to volunteer more information- when youre invited for an interviewStart your search for a remote job.Readers, have you omitted volunteer work from you resume? Why or why not? Share below

Heres How Top Companies Find Tough-to-Find Manufacturing Workers

Heres How Top Companies Find Tough-to-Find Manufacturing WorkersHeres How Top Companies Find Tough-to-Find Manufacturing WorkersHeres How Top Companies Find Tough-to-Find Manufacturing WorkersByCatherine ConlanAs a manufacturer, having the right people in distributions-mix can make the difference for your products. Yet finding top talent can be challenging, especially since youre not the only employer trying to recruit manufacturing workers. So how do you stand out and win the race for the best?In todays market, its not only about what the candidate can contribute to the company but what can the company contributes to the candidate, says Brian Kingston, HR director at MC Assembly in Melbourne, Florida.Here are some expert tips for how to recruit and retain the best manufacturing employees.Build a Strong Employer BrandIn a hyper-competitive job market like the one were in today, recruiting via online career sites like and building a solid online employment brand is critical. Taking th e time to build out our company profiles and job descriptions so that candidates can get a sense of our culture, values and an overview of our business is more important than ever.In addition, we work hard to ensure that each and every job description we post not only describes the skills and experience that we need, but also helps candidates understand whats in it for them. Whether thats advancement opportunity, fun technology tools to work with or our company culture, we want the candidate to get excited about our role, hopefully setting it apart from all of the competition.Steve Nielsen, Co-founder and CMO, aspectLED, Arden Hills, MinnesotaExperiment with Your Social Media ChannelsTo bolster our recruitment efforts, we mobilize our established social media network they are some of our best advocates. To break through the clutter we try to make our recruitment posts engaging, as opposed to traditional, staid job announcements. For instance, we recently featured a successful post o fferingFantastic Jobs and Where to Find Them.Tammy Clausen, Business Growth and Development Manager, Product Handling Concepts, Appleton, WisconsinCompete on Pay and BenefitsIf we want to attract and retain the best workers, we have to continue investing in our employees with competitive pay and benefits. Gold Medal provides employees with competitive pay and an outstanding comprehensive employee benefits package. We offer medical, dental, vorstellung and life insurance, as well as short- and long-term disability insurance. In addition, our excellent 401(k) plan matches 57 cents on the dollar for the first 12% of the employees contribution. Plusprofit-sharing is also offered to all employees annually, based on business performance.Craig Oaks, Vice President of Human Resources, Gold Medal Products, CincinnatiBuild a TalentPipeline EarlyWe partner with local trade programs and high-school shop classes to get in front of candidates before they even graduate. Identifying candidates that are open to learning manufacturing skills is the key to having a successful employee training program.Andrew Gilbert, Director of Operations, Caretta Workspace, Lewis Center, OhioOffer ApprenticeshipsBradley teamed up with non-profit group GPS Education Partners to launch an in-house manufacturing school and apprenticeship program at its headquarters/plantwith the idea of ultimately hiring the trained students upon graduation. Twenty-five local high-school juniors and seniors attend academic and skilled trades classes at its headquarters every morningand work as paid apprentices in its plant and some other plants in the area every afternoon. Students also work through school breaks and summer vacation.Bryan Mullett, CEO, Bradley Corp., Menomonee Falls, WisconsinStreamline the ProcessMaking the application process as simple as possible is very important. We evaluated our job apply process and continue to do so in order to balance that line between simplicity and compliance and getti ng enough details to determine if an vorstellungsgesprch is appropriate. Also, we recently enabled the ability to apply via any device. This way if someone wants to apply directly to one of our jobs with a smartphone, tablet or computer, they can.Corey Listar, Director of Staffing Operations, Oldcastle, Rochester, New YorkOnboard Employees ThoroughlyOn the first day we start new hires with a safety and quality training. This allows employees to learn safety tips, who to call, where to go and how to work in a safe way. It also stresses the most important aspect to our business quality as our No. 1 priority. This happens well before an employee walks onto the production floor.On-the-job training follows the safety and quality training. New hires are identified on the production floor with a different colored smock and are assigned a mentor. Once the supervisor and mentor believe the OTJ is complete and the employee is ready to be on their own, our quality manager will assess their ski ll and what they learned, and confirm the employees is ready to perform the job on their own.Brian Kingston, HR director, MC Assembly, Melbourne, FloridaProvide Ongoing TrainingAn effective employee training plan can be the key to keeping employees happy, engaged and efficient. At Totally Promotional we focus heavily on ongoing training that keeps employees on the cutting edge of job and best practices. This employee development includes webinars and outside sources, internally composed training and live training provided by vendors and suppliers. We have found that with an excellent training plan in place you can take a motivated new hire and get them up to speed in a very short amount of time.Brad Stultz, Human Resource Coordinator, Totally Promotional, Coldwater, OhioIts Time to Find the Best Manufacturing Talent for your BusinessAre you ready to hire great manufacturing workers to help grow your company? That talent may be hard to find in todays tight labor market. Were here to help. Sign up for exclusive https//www.youtube.com/advice and well send you the latest information to help you hire the talent you need, from crafting the job description to posting the job in all the right places. Well even throw in a special job posting offer to get you moving in the right direction. Its time to hire the team you need and start manufacturing.

How to be a powerful young person at work

How to be a powerful young person at workHow to be a powerful young person at workIf youve ever been told that you have a baby face, you know how it feels to leid be taken seriously, especially at a corporate job- but there are ways to make it work.With all the flexibility you have in life early in your career,being the young person at the office can be a source of power, nota burden. It just takes some strategy.Make sure your job has meaning for youPassion is powerful, so make sure your job is feeding your urge to grow and change the world. The bonus youre much more likely to rise faster and get more power if you are spending your time on something you actually care about.The executive summary of the Deloitte Millennial Survey 2017 pointed to the fact that many young people want their work to make a difference.Millennials feel accountable for many issues in both the workplace and the wider world. However, it is primarily in and via the workplace that they feel most able to make an impact. Opportunities to be involved with good causes at the local level, many of which are enabled by employers, provide millennials with a greater feeling of influence, the summary said.Speak upWhen you have less seniority, you can be easily dismissed. Make that impossible by speaking up, visibly learning and sharing your ideas. The key choose the right time and place. Instead of pretending youre an insta-expert, ask good questions and volunteer for assignments. Your bosses will be intrigued by your confidence, and youll pick up skills more quickly.Create somethingIf you can find some little niche that no one else has, you have the chance to be whats called an intrapraneur someone who creates something within a larger organization. If your bosses support your curiosity, you can end up being a leader in your nicheBe a leader without the titleWhat many people find out is that a title doesnt make you powerful. Power comes instead from your confidence and your manner. Dont be vermesse n or try to boss your peers. Instead, learn how to pick up skills, help others, be collaborative and be a pleasure to work with. One piece of advice we like Make everyone feel as if theres room on the lifeboat.Self-leadership is also important before you tell others what to do, do you know how to keep yourself on deadline? How to manage your own behavior? Are you maintaining beliefs about yourself or your work that are limiting you? Good leaders lead themselves before they try to tell others what to do.How will you know youre there? If you become the person everyone comes to with their questions, youre already a leader. The opportunities soon follow. If rising within a corporate structure isnt your dream, then nurturing your natural leadership skills will make your independent efforts that much more successful, whether youre freelancing or starting your own company.Find mentors and sponsors, and treat them wellEspecially when youre starting out, you may need someone with experience to give you advice or point out all the corporate pitfalls.Catalyst defines a mentor as someone who informally or formally helps you navigate your career, providing guidance for career choices and decisions.This person helps you figure out potential ways to meet specific career goals.You could also have a sponsor a mentor within your company, who speaks up for you, suggests you for projects, and generally has your back.If youre lucky enough to find someone like that, remember to treat them well and respect their time.The care and nurturing of a mentorA CNN reportertweeted today about the mindset young people should keep in mind when seeking a mentor.Recently spoke to a group of college students about mentors. One thing surprised the class people are not obligated to help you.- Tanzina Vega (tanzinavega) April 5, 2017Whilethe idea that millennials are entitled has certainly been thrown out there,there are also arguments for why they arent.But this tweet (which is one of a stream of many) points to a larger issue- how you should approach a mentor.While mentors are supposed to help guide you, respectfully keep in mind that they are not guaranteed.How to find a sponsorCatalyst defines a sponsor as a senior leader or other person who uses strong influence to help you obtain high-visibility assignments, promotions, or jobs.Unlike mentorship, where you drive the relationship, this person advocates for you with other high-level leaders- sometimes in spaces where youre not present.So where to you look for a high-powered sponsor like this in your office?Sylvia Ann Hewlett wrote about who to seek out in large and small companiesin the Harvard Business Review.Would-be sponsors in large organizations are ideally two levels above you with line of sight to your role in smaller firms, theyre either the founder or president or are part of his or her innerhalb circle, she wrote.In terms of the type of relationship youll have with the sponsor, Hewlett had these words of advic e Efficacy trumps affinity youre looking not for a friend but an ally.Bear these ideas in mind during your hunt for a career sponsor.Use social media to your advantageWhile its well-known that employers will probably scout outyour social media profiles and you already know that what you post could hurt your career,its good to know just how prevalent that is.A 2015 Jobvite survey of 1,404 recruiting and human resources professionals spanning several industries found that 92% of recruiters use social media for their jobs, 4% dont use it as part of their process and 4% arent sure.But in terms of knowing how seriously people take social media platforms when checking out potential candidates, you havedefinitely been there, done that, andheard it all before.So if you dont have separate social media handles for personal and work use, consider keeping things professional by using some of your platformsto promote your companys brand in-between personal (and work-appropriate) posts.The bright side of social media is that smart posting - and replies - could bring your thoughts to the attention of veterans in your industry who otherwise would never have noticed your unique talents.Job-hop if you have toIn previous generations, job-hopping was frowned upon - but with the rise of gig work, permalancing and the decentralization of many companies through remote workers, many young people no longer plan their careers around being at the same company for decades. Go where the culture suits you.Gallup reportedin 2016 that60% of millennials say they are open to a different job opportunity - 15 percentage points higher than the percentage of non-millennial workers who say the same.When to hop? Three major reasons 1) when your salary wont go up even after years of dedicated work 2) the culture isnt a good fit - including any condescension about your age or intelligence and 3) youre just not growing your skills. Think about fleshing out what kind of work would feel like the ult imate use of your time, and make a planfor how to get there.