7 TED Talks About Accomplishing Your Career Goals - The Muse

7 TED Talks About Accomplishing Your Career Goals - The Muse7 TED Talks About Accomplishing Your Career GoalsAs the year starts to wind down- scary, I know- its too easy to just give up on those last minute goals and say, Ill wait for 2017 to accomplish this. If theres no deadline and no one holding you accountable, why wouldnt you put it aside for a while?But, theres no time like the present, so I challenge you to keep at it. No successful individual made it to where he or she is now by waiting until next year. Dont believe me? Here are seven excuses youve probably made while delaying your dreams- and seven TED Talks that will prove you completely wrong (and hopefully inspire you to face your doubts).1. It Wont Matter in Five Years, Anyways How to Build a Business That Lasts 100 Years by Martin ReevesNowadays, a company has about a one in three chance of dying or getting bought out in five years. In this talk, Reeves, an industry strategist, will combine the knowledge of business an d biology (yes, biology) to answer the ultimate question Is it possible to build a business (or, a career) thats resilient enough to last a lifetime? Yes, you can.2. Ill Never Be as Good as Someone Else The Jobs Well Lose to Machines- and the Ones We Wont by Anthony GoldbloomSure, you may never be the next Olympic gold medalist or Pulitzer Prize winner, and maybe machines will out-smart us all in 2030. But we as humans, machine expert Goldbloom points out, will always have the eignung to solve new and foreign problems- and that is what will make us survive and thrive in the workplace even 20, 30, 40 years from now.3. Its Too Hard The Untapped Genius That Could Change Science for the Better by Jedidah IslerAstrophysicist Jedidah Isler explains the importance of intersections in life, science, and growth. Shes someone who found herself in the in-between of race, gender, and the reality of the working world and beat the odds against her. Her speech, and her incredible work, inspires ju st about anyone to chase after his or her dream no matter what boundaries stand in your way.4. Im Too Ingrained in My RoutineA Simple Way to Break a Bad Habit by Judson BrewerAny habit can be broken, as long as you break the cycle. What cycle, you ask? Brewer, an addiction expert, will break down the process of how bad habits form- and the crazy easy switch to get rid of them. (Hint Its all about your mindset.)5. Im Afraid of FailingTwo Reasons Companies Fail- and How to Avoid Them by Knut HaanaesYou know the saying, Theres such a thing as too much of a good thing? Well, business strategist Knut Haanaes will walk you through why businesses fail- and how you can avoid failure too, with a healthy balance between exploration and exploitation.6. Im Only One Person How to Make a Profit While Making a Difference by Audrey ChoiIf you think large corporations run the world, youre wrong. We do. Each and every one of us, as consumers, investors, stockholders, and members of society. And, we h ave the amazing potential to create and invest in social and environmental change, proves Choi, a sustainability investment expert. So yes, you can make an impact all by yourself.7. I Dont Know Where to StartFive Ways to Kill Your Dreams by Bel PesceBel Pesce, an entrepreneur, is fascinated by how people achieve- and fail- at following their dreams. So, if you dont know where to even go when chasing after your own, consider watching her talk on what not to do, and how you can avoid standing in your own way (Hint Stop making excuses).

Glassdoor Study Finds Nearly Half of Open Jobs at Tech Companies Are Non-Technical Roles

Glassdoor Study Finds Nearly Half of Open Jobs at Tech Companies Are Non-Technical RolesGlassdoor Study Finds Nearly Half of Open Jobs at Tech Companies Are Non-Technical Roles Major tech companies like Facebook, Google and Salesforce have long been known as incredible places to work. Who wouldnt want the trendy perks and workspaces that they offer,on top of the ability to perform meaningful work that impacts millions - perhaps even billions - of people? Despite their stellar reputations, though, many job seekers without a background in STEM (science, technology, engineering and mathematics) rule tech companies out from the beginning. After all, companies like that pretty much only hire coders and data crunchers, right?According to new Glassdoor research , the idea that tech companies only hire technical employees is an outdated misconception. After sifting through all of the open position at tech companies on Glassdoor today, we found that 43 percent, or 53,000, o f their positions are non-technical roles.While 57 percent of open roles at tech companies overall are technical positions, the number varies widely from company to company.The employers with the fruchtwein non-technical roles includedIf tech companies arent just hiring for software engineers and data scientists, what are they hiring for? We took a look at some of the most common non-tech job titles availableAverage Salary at Tech Companies $60,800Average Salary at Tech Companies $84,900Average Salary at Tech Companies $55,500Average Salary at Tech Companies $80,000Average Salary at Tech Companies $69,800If you dont see a role here thats right for you, though, that doesnt mean there isnt one available. The top 10 most common non-tech jobs at tech companies only account for about 18 percent of all open non-tech jobs, which suggests there are open non-tech positions available in a multitude of different roles, said Glassdoor Economic Research Analyst Amanda Stansell. Rather than being concentrated in a few distinct roles, a job seeker looking to work in tech can find jobs spread across many different titles.Although non-technical roles do tend to pay less than technical roles - about $50,000-$90,000 compared to $80,000-$120,000, respectively - non-tech jobs paying six figures is not unheard of. This is especially the case for specialized departments like legal, and management roles in marketing, finance and strategy.If youve been thinking about the tech industry for a while but have held off due to a lack of technical skills, dont worry. There are plenty of non-technical positions available for you to choose from - many of them high-paying as well. So touch up that resume, iron your interview outfit and start applyingFor more information, read the full Glassdoor Research report here .

Business Manager Job Description

Business Manager Job DescriptionBusiness Manager Job DescriptionBusiness Manager Job DescriptionThis geschftliches miteinander manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Business Manager Job ResponsibilitiesManages business and/or business units by performing related duties.Business Manager Job DutiesUpdates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Business Manager Skills and QualificationsPerformance Management, Giving Feedback, Project Management, Coaching, Foster Teamwork, Supervision, Staffing, Business Knowl edge, Technical Leadership, Technical Management, VisionEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Business Manager Jobs and apply on now. Learn more abouthow to hireWriting a Job Description Reign in Job RequirementsEvaluate a Job Candidates Social SkillsInterviewing Gaffes and Recruiting Disasters

4 Tips for Turning Your Passion into a Career

4 Tips for Turning Your Passion into a Career4 Tips for Turning Your Passion into a CareerTurning your passion into a career can make for the perfect marriage. People whove been savvy enough- or lucky enough- to strike that balance often reach this goal through a combination of hard work, smarts, and serendipity.Granted, it may be an uphill battle to find that sweet spot in your career where youre being paid to do something you truly enjoy. The most challenging issue for many, especially at the beginning, can be figuring out how to earn enough money to pay the bills.You may need to hold on to your day job (if you have one), before you dive full-time into turning a hobby or side interest into a full-fledged career.To fire up your imagination and your inspiration, here are a few suggested approaches that may help you earn a paycheck while doing what you truly enjoyBlend left brain and right brainIf youre someone who enjoys gourmet cooking or fine wine, but also has a head for business, finding a way to bring those talents together can offer tantalizing career possibilities. Take the case of Wineflite, a company that ships wine worldwide for global travelers. The founder combined his knowledge of freight and shipping logistics with his appreciation for fine wine to establish a successful business.Teach what you knowAre you an amateur artist whose skills impress your family and friends? Do you enjoy practicing yoga daily? Is music your thing- singing or perhaps playing an arbeitsgert? Consider getting some formal training that will allow you to teach what you love to do. Your experience as a hobbyist can reap practical, as well as financial, benefits.Save the worldGreen companies with environmental missions, and nonprofit organizations are among the best opportunities for people looking for second, or encore careers. Other job possibilities include the healthcare sector, education, and government work.Get creativeWorking in creative fields can provide some of the m ost fulfilling work for people looking to set off on a new path. Whats more, being creative in your job search can mean going beyond the fields typically thought of as creative. Are you a whiz in science, technology, engineering, or math- the so-called STEM career field? Look for hot jobs that may land you in cities that top the list of places where your skills are most in demand.Readers, tell us your ideas about how to combine doing what you love with your career

An Overview of the Army BEAR Program

An Overview of the Army BEAR ProgramAn Overview of the Army BEAR ProgramThe Bonus Extension and Retraining (BEAR) Program is designed to assist in force alignment. It allows eligible soldiers an opportunity to extend their enlistment for formal retraining into a shortage Military Occupational Specialty (MOS) that is presently in the Selective Reenlistment Bonus (SRB) Program and, upon completion of retraining, to be awarded the new Primary MOS (PMOS), reenlist, and receive an SRB in the newly awarded PMOS. The objectives of the BEAR Program are to attract highly qualified soldiers in the rank of SSG (E-6) and below who are currently serving in an overstrength/balanced MOS to migrate into a critically short SRB MOS. Eligibility Criteria Soldiers applying for the BEAR Program must be eligible for reenlistment in accordance with Army Regulation 601-280, chapter 3, without a waiver, except for the PT test. Required waivers must be approved by the appropriate waiver approval authority and attached to the application. (Approved waivers for participation in the BEAR Program are valid for soldiers desiring to reenlist at the training site or within 90 days after arrival at the ultimate unit of assignment. Soldiers desiring to wait until they fall within the reenlistment eligibility window must request a waiver from appropriate waiver approval authority prior to reenlistment). Periodically, the Army Personnel Command publishes a glaubenszeugnis for all MOSs (jobs), called the In/Out Call Message. This message lists MOSs (jobs), and ranks, and a column for In (the first column), and a column for Out (the second column). It indicates whether re-trainees are being accepted into the MOS in that particular rank and whether members in that MOS/rank are being allowed to retrain out. For example, if the column for a specific MOS/rank says (Y/N), that indicates that people are allowed to re-train into that MOS, but no one is allowed to re-train out of that MOS. To retrain un der the BEAR Program, soldiers must be in the rank of SSGT (E-6) and below. Specific rank/MOS criteria are as follows E-3 to E-5. If the soldiers rank is SGT (E-5) and below, the appropriate rank column for PMOS (as shown in current PERSCOM In/Out Calls message) must show N/N or N/Y at their current rank and MOS. As an exception, initial term (those who are on their first enlistment period) SGTs (E-5s) and those initial termers in the rank of SPC/CPL (E-4) with a GT score of 110 or higher, may apply for the BEAR Program without regard to the In/Out Calls.E-6. If the soldiers rank is SSG (E-6), the appropriate rank column for PMOS (as shown in current PERSCOM In/Out Calls message) must show N/Y at their current rank and MOS. Soldiers on an initial enlistment must be rank PFC (E-3) or higher and must be eligible to extend to complete 24 months Time in Service (TIS) after completion of training. No waivers will be considered. They may apply for the BEAR Program regardless of the statu s of in/out calls. These soldiers will be scheduled to complete training after they have served a minimum of 21 months time in service. Exceptions to the above are as follows Critically Short BEAR MOSs. Soldiers requesting reclassification into selected MOS as published by BEAR Program message from Commander, PERSCOM, may request reclassification at any time regardless of the status of their PMOS. In other words, if PERSCOM publishes a special message, listing certain critical BEAR Program jobs that need people right away, the manning of the persons current MOS is notlage a factor.82nd Airborne. Airborne qualified soldiers assigned to the 82d Airborne Division who possess a MOS that is listed as balanced (N/N) or short (Y/N) in current PERSCOM In/Out Call message, but is over-strength/balanced (N/Y) within the 82d Airborne Division, may apply for retraining into a BEAR Program MOS provided the MOS selected is authorized, and a valid requisition exists in the 82d Airborne Division. U pon successful completion of training, the soldier will return to the 82d Airborne Division to work in the new PMOS. Soldiers, other than initial term soldiers, must not have been alerted for reassignment at the time application is received at PERSCOM. First-term soldiers can apply for the BEAR program, even if they have been notified of a pending assignment. MOS 00B (Diver), CMF 18 (Special Forces - MOS 18B, 18C, 18D, 18E), and CMF 98, (Communications Intelligence - MOS 98C, 98G, 98H, 98J, 98K) BEAR Program MOS are open to all soldiers regardless of the status of their PMOS. Soldiers applying for MOS 97B (Counter Intelligence Agent) must forward the statement of interview, required essays, SBI packet, and associated forms to MI Branch, Attn TAPC-EPL-M, prior to submission of the BEAR application. The local counterintelligence office must certify notification to that effect. The local CI officers POC and DSN number must be included. Soldiers must be qualified for training in the n ew MOS (i.e., have the required ASVAB score, and/or DLAB Score if required and meet any medical requirements for the new MOS). Military members are allowed to re-take the ASVAB for retraining purposes. When the ASVAB is taken in-service, the test is called the Armed Forces Classification Test, but it is the same test as the Armed Forces Vocational Aptitude Battery (ASVAB) that was taken when first joining the military. If one re-takes the test, the scores that are used for re-training purposes is the LATEST test scores, not the highest. Soldiers must be recommended for participation in the BEAR Program by the soldiers immediate commander, with the recommendation based upon the personal interview. The soldier must have completed at least 2 years of active service (12 months for 2-year enlistees) and at the time of application be within 15 months of Estimated Time of Separation (ETS). Also, soldiers serving in an overseas area must be within 15 months of normal tour completion at the time of application. Program Details Soldiers must extend their enlistment so that they have at least 24 months of service remaining, following completion of training. They are not required to reenlist after training, or after the 24 month extension period, but - if they choose not to, they will not receive the selected reenlistment bonus for their new MOS until they do reenlist (bonuses are not granted for enlistment extensions, only when one reenlists). Attendance at a service school will be in one of the followingPermanent Change of Station (PCS) to a new assignment with Temporary Duty (TDY) en route to school.PCS to school, if training is in excess of 20 weeks.Attend school in TDY-and-return to original duty station status. Assignments will be made only to those commands (installations) with a current valid requisition for the MOS in which being trained. Soldiers should list three assignment preferences on, DA Form 4591-R (Assignment Preferences). The majority of approved B EAR participants attend training TDY en route to a new assignment. Also, many approved participants receive overseas assignments and some desire dependent travel. BEAR participants should not extend or reenlist to satisfy the SRRs for dependent travel at the old duty station prior to departure for training. Such an extension or reenlistment will reduce, or cause the soldier to lose SRB entitlement. If the soldier desires dependent travel, he or she should submit a request per AR 55-46 at the losing installation. AR 55-46 does not require the soldier to take action regarding SRRs at that time. If the soldiers request is approved, the approval will be forwarded to the training site where the soldier is undergoing training however, no action will be taken to process the soldiers dependents for movement until the soldier successfully completes the training, is awarded the new MOS, and reenlists. Upon reenlistment, dependent travel actions may be accomplished. BEAR Program participants will be afforded a minimum of 30 days reenlistment leave if desired. The training site should request from PERSCOM an adjusted arrival month to allow time for desired leave and dependent travel. In no event should the BEAR Program participant be denied dependent travel solely because of failure to reenlist or extend for that purpose at the losing installation. Soldiers who decline assignment instructions under the BEAR Program will be processed as shown below, in the section Removal from the Program. An SRB is paid only for additional obligated service and any time remaining on the extension of enlistment that is executed upon entrance into the BEAR Program is considered previously obligated service. An SRB will not be paid for any unserved time remaining on the extension of enlistment at the time of reenlistment following successful completion of retraining into the new PMOS. Soldiers participating in the BEAR Program may be forgiven up to 24 months of previously obligated extende d service provided they reenlist within 90 days after completion of training. Extensions to participate in the BEAR Program are accomplished as a condition of acceptance into the program. Cancellation of the extension is not authorized for soldiers who voluntarily withdraw from the program or who are involuntarily removed from the program for any reason (that is, academic failure, punishment under Uniform Code of Military Justice). The soldier is considered, in either case, to have received the benefit of the extension. Removal From the Program Soldiers may request release from the program for hardship or compassionate reasons only. Soldiers released from the program will not be considered for re-entry into the program unless documentation is furnished to indicate the reasons for removal no longer exist. Soldiers who fail to complete the training will be removed from the program unless the training unit commander recommends that they are retained and rescheduled for a subsequent class date. When release or removal from the program is necessary, the soldier will be Required to complete the period of service for which he or she extended under the program.Reclassified, if appropriate, and reassigned according to the needs of the Army. Selective Reenlistment Bonus (SRB) Award Level Soldiers with less than 6 years of active Federal service at the time of application for the BEAR Program will not be approved for retraining into an MOS under the provisions of the BEAR Program when it is obvious that by the completion of training the soldier will fall into zone B and the MOS for which he is applying is not designated for a zone B bonus. These soldiers may apply for such MOS as a normal reclassification action if otherwise qualified. Soldiers with less than 6 years of active service at the time of application who will fall into zone B while in training, may apply for a MOS in the BEAR Program that is designated for payment in zone B and will be specifically app roved for zone B, even though at the time the soldier extends he is still in zone A. Should the zone B designator be reduced, increased, or eliminated, the soldier is authorized the level for which initially approved or the level at the time of reenlistment, whichever is higher. Soldiers in the rank of CPL(P) or SPC(P), who have less than 6 years of active Federal service, who apply for entry into the BEAR Program for training into a MOS that has no zone B multiplier for their rank, and who will fall into zone B prior to completion of training, may be approved for a zone B SRB at the SGT level. These soldiers will receive an SRB computed at the zone B SRB level listed for SGT in effect at the time of extension or at time of reenlistment, whichever is higher. Entitlement will be confirmed by PERSCOM upon approval of the soldiers BEAR application.

The Hidden Facts on Size Font for Resume

The Hidden Facts on Size Font for Resume The One Thing to Do for Size Font for Resume Apart from your name, which ought to be a spur bigger, the font size throughout your resume should be the identical size to guarantee readability. It is very important that when writing your resume, you should ensure it is right regarding its resume font and size. The font is just too much for an expert document. For that reason, its a font for resume you shouldnt ignore. Make certain that the font you select is easy, elegant and simple to read. Some resume fonts have to be avoided whatsoever costs. If you would like the ideal font for resume 2019, here we will bring you a few of the greatest and most typical fonts you may use. There are lots of pretty fonts, but should you combine them lubberly the entire work wont be well worth any attention. Hiring managers may need to sift through hundreds of resumes until they find the person they wish to call in for the interview. Welder Job Seekin g Tips It is required to have a very polished deckblatt letter when youre looking for jobs as a Welder. Candidates who are searching for welding jobs should incorporate any particular training or experience theyve received during their work history. Resumes dont have to be dreary. Size Font for Resume Can Be Fun for Everyone From that point, you can shorten your resume if needed. Be consistent with stylization, and just select one or two to make sure your resume appears professional and simple to read. Its fast and simple to use. It is easy, nice to read and trendy. So choose what to bold wisely, based on the message you need to send. Sans-serif fonts dont have the lines at the conclusion of each stroke. Adjusting the font just one-tenth of a point can produce the text fill out the remainder of a page or stop it from spilling over into the subsequent one. Fiddling with fonts and styles is the last stage of resume building, and among the easiest in case you know what thing s to bear in mind. In some instances, you can want to set fonts and sizes by hand. In the united kingdom, the conventional A4 size is used. Knowing the correct font size and fashion isnt a tricky process. Okay, you can quit staring at your screen. You may be thinking of decreasing the size of the font from 12 to 8 so as to fit more info. The principal consideration to consider while examining shape is the degree of the page margins. The Little-Known Secrets to Size Font for Resume Please get in touch with us if you would like us to add sample resumes for any particular category or whether you want to submit an example for certain category. It is possible to still choose a font which you feel is representative of your personality, because there are lots of excellent options in word processors today. There is a great deal of cool fonts which you might be tempted to utilize for your resume since they look both appealing and professional, but should you want to make sure your d ocument will translate well on Windows and Mac PCs, it is advisable to choose one which is available on both operating systems. As a rule of thumb, the font you ought to use for an executive resume ought to be clear, scalable and legible. Selecting a font thats easy and simple to read is important. There are lots of font styles to pick from. You have a lot of choices when it comes to selecting a font size and fashion. With so many choices readily available, determining the very best font for a resume can at times be a challenging decision. Maybe something from the below can help you to deal with a few issues that were unknown or difficult for you previously. View the important regions of expertise subsection and the way it includes a whole lot of important words. Nobody might help you in that circumstance. The most important issue for the most of candidates is theyre attempting to include as much info to their resume since they could, and in some instances its an essential mistake. When text is not as important, you wish to style it so youre clearly communicating the lesser importance. The info above applies primarily to instances where youre sending a conventional cover letter by snail mail or any time youre sending an official cover letter for a Word or PDF attachment to an email message. When it has to do with writing resumes, taking into consideration the font is actually crucial as depending on how your resume looks, it is going to attract attention or eventually deflect it from hiring managers and possible employers. Select a font style thats too small, and your resume will develop into a challenging read.

Zalp Releases First-Ever Global Employee Referral Index

Zalp Releases First-Ever Global Employee Referral datenbankindex We all know the value of employee referrals. In fact, according to the Career XRoads 2013 Source of Hire report, a job candidate who has acquired a referral is 3-4 times more likely to be hired. Utilizing employees and their networks can drastically reduce cost-to-hire, which is just one of the reasons many companies are investing in these types of programs. And to help with this, Zalp, the unique SaaS (software-as-a-service) based employee referral software company, recently launched an initiative called ER-i The Employee Referral Index. According to Zalp, the ER-i is the first and largest ever global initiative on employee referrals that aims to set the benchmarks of a successful employee referral program.The new Index will allow organizations to evaluate their referral process by benchmarking it against that of industry leaders a nd other high performing referral programs of successful organizations. It covers important variables and key performance indicators crucial for the evaluation and assessment of any referral program.Zalp has launched a global survey with over 1000+ participating organizations from different industries on certain key performance indicators of an employee referral program. The results will be produced in an Index for 2013, set to be released in Oct Nov.Each participating organization will also receive its own personalized indexing report designed to help the company measure its program against other companies to then understand and analyze improvement areas.At ZALP, our prime focus has always been to help organizations unleash the true potential of their employee referral program, Priyanka Prabhu, marketing manager at ZALP, said. We thought giving organizations a chance to benchmark their current referral program with that of others in their industry would be a great step towards tha t goal.Participate now at www.er-i.net/register.