New background blur feature can help WFH employees blend in

New background blur feature can help WFH employees blend inNew background blur feature can help WFH employees blend inLast year, the young daughter of Robert Kelly confidently stomped into her Dads room, interrupting her fathers Skype interview with the BBC. The moment she walked into the background of her fathers live interview, she became a symbol of the struggles that parents working from home face everywhere. A home has variables you cannot control. When you need to do video conferences from your room, you never know when a rambunctious child might pop in to derail a conversation.Background blur can level video playing field for remote employeesOne way to make video conferences easier is to remove the distractions altogether. Kelly is an example that Microsoft uses in a demonstration of its newBackground Blur feature that is now available to its customers. The artificially-intelligent technology uses facial detectiontoblur the background of your surroundings if you video chat on the companys Teams group messaging app. All Teams customers can remove distractions and focus your video on what matters most. (You are welcome, BBC Dad), the company states in an announcement.If you cannot blur your background, you will need to be your own visual editor and choose a neutral background for your video. You want your space to look tidy so that the coats piled behind you do not build a story that is different than the one you seek to tell. When you are working from the comfort of home, you still want to communicate that you are professional, and that can be trickier when your bed multitasks as a desk.Ultimately, what is behind you is just as important as what you are saying on a video chat when your face and space is magnified. By blurring the background, the new Microsoft feature puts the focus back on the person talking, not on where the person is having that conversation. For some remote employees working in environments with curious children, this neutral backgrou nd will be a relief.

Dude! Wheres My Job 5 Reminders for the Class of 18

Dude Wheres My Job 5 Reminders for the Class of 18Dude Wheres My Job?Dude Wheres My Job 5 Reminders for the Class of 18September may prove to be a bit strange for our newest college ranguates, the Class of 2018. In most cases, they have spent every previous September becoming mentally prepared for yet another year of school after a summer filled with activities, earning money, and/or sleep.This year, theres none of that (exception those starting grad school). Theyve joined the ranks of the employed, some in their chosen careers or something close enough for now. Most likely wrote resumes and titelbild letters that got them hired into entry-level roles.But if youre newly degreed and still looking for that first job, and youve been actively looking since spring, why is it not happening for you?It could be any one (or more) of these five things that you can fixYour focusDo you know what you want and what value you can bring to an employer? Can you marry what you have to offer with what the employer needs? More importantly, can you communicate that clearly in your cover letter and in the Summary section of your resume? Even more importantly, can you articulate it clearly in a job interview? If youre still not sure, maybe you can get some insight into your personality by doing career assessment tests or working with a career coach.Your resume (and maybe by extension, your cover letter)Does your resume highlight your best skills, job-related accomplishments and experience, and academic credentials? Is it attractively designed and limited to one page (which is all you need if youre a recent college graduate)? Make your resume and cover letter support your focus by emphasizing what youve done and how it aligns with what the employer is looking for in the job description that has drawn your interest. Finally, make sure your resume and cover letter are error-free no misspellings or grammatical errors.Your presentation skillsIf most of your college life was spent on campu s, things are a bit different in this new world of job interviews and make-you-or-break-you first impressions. Ditch the jeans, t-shirt, and flip-flops for more professional, business-like attire. Make sure your hair is well groomed and be ready to greet each interviewer with a smile and a firm handshake. And, practicing your interviewing skills can go a long way to helping you be your most articulate self in the interview.Your online personaAs for how you appear on social networking sites such as Facebook, make sure you remove any references to those wildfleisch on- and off-campus parties - especially embarrassing pictures. A potential employer can - and probably will - hunt down your name on the web for flashes of irresponsible behavior that might take you out of the running.Your targetsAre you looking at the wrong companies or industries? Have you researched the industries that can benefit from having someone with your skills and potential? Do your homework If youre interested in a particular company, search the web for information about them, their competitors, and the industries in which they operate. Get a good idea of what would make a good mutual fit. Further, if you come across a company that invests in personal career development, consider it a potential target. More companies are doing that today to help reduce employee turnover.Take a hard look at any of these five areas in which you think you could do better. Then, start tweaking your job-search plans so you can land the type of role that will help you launch a fulfilling career.If youre a recent college grad - or can remember back that far - did you have to make adjustments in your job search strategy to get hired? Please share them with us.

Save HR Dollars, Learn to Onboard Like a Pro

Save HR Dollars, Learn to Onboard Like a ProSave HR Dollars, Learn to Onboard Like a ProIts a well-known fact that one of the largest staffing related costs businesses face is employee turnover. During the hiring and firing process, employee turnover costs the average company approximately 150% of an individuals total compensation package. Whats perhaps leid as well known is that an effective onboarding plan can help drastically decrease employee turnover. The result is not only seen in immediate dollars and cents savings. A successful onboarding strategy also contributes to employee productivity which has a corresponding effect on staffing output and your ultimate bottom line. While developing such a program may seem like a time and resource consuming task, in reality, many of the fruchtwein common solutions require little in the way of resource expenditure and a modest amount of planning. The three largest goals of any onboarding plan should include helping your new hire get up to speed in their job role, orienting the employee on company culture and policies, and integrating the individual positively within the new team. The best onboarding processes begin early at the recruiting stage and continue throughout the first six months to a year of employment. Here we break down how to craft an effective onboarding plan and provide advice for implementation that cost less than $100 total for each new role.Stagger Your New HiresWhile the tendency may be to combine multiple hiring opportunities into unified start dates, the reality is that this approach often stretches existing limited HR and training resources. Whenever possible, stagger your new hires by several weeks to allow your key onboarding professionals time to get back to tackling their everyday tasks. Even in larger companies that have dedicated training and hiring personnel, scheduling your new groups of candidates by priority will allow the best application of resources and will keep your existing team fresh and energetic.Take Advantage of EfficienciesThat being said about staggering if you have the opportunity to onboard several new hires within the same department or with similar job functions every effort should be made to bring the new employees on with the same start date. Not only will you save resources by offering one training to several individuals, but there are also proven benefits to establishing strong working and team relationships at the outset of any new employment. Evaluate your anticipated and one-off hiring needs in order to determine the right balance between optimization and over taxation of your hiring and training staff. Treat Each Position IndividuallyWeve all heard the common idiom about trying to fit a square peg into a round hole. Much like our childhood building blocks games, treating the onboarding process the same across all company job levels and descriptions often lead to a one-size-does-not-fit-all scenario. While there will be certain essential HR orientation and company-wide training that apply to all hires, individual department and seniority level specific training strategies should be utilized to help make the onboarding process as impactful and useful as possible. Create a Mentorship StructurePerhaps one of the most vital tools in any successful onboarding process is a companys existing talent pool. Current longterm and otherwise standout employees can provide vital support, mentoring, and leadership to newer counterparts. Hiring managers should identify current team members that display an acumen for guiding and mentoring current staff. These individuals should be partnered with new hires to help provide the kind of firsthand guidance that cannot be replaced by an employee manual or first-day hire presentation.Utilize 360 FeedbackGoing hand in hand with mentorship, allowing new hires to provide feedback on the hiring and training process is an important step to crafting and refining a successful onboarding program. Oft entimes a new set of eyes can provide crucial insights into the efficacy of existing policies and procedures. Allowing new hires to provide feedback on their individual experiences can also create opportunities for these individuals to feel appreciated and involved in their hiring process and the larger company. At various stages throughout the onboarding process, be sure to provide prompts for feedback on both structure and various individual interaction. Utilizing this information will allow leadership to fine-tune individual policies and procedures and will return dividends beyond a single new hire experience. Successful Onboarding as Company CultureLast but not least, when it comes to creating and maintaining a successful hiring and integration platform, hiring managers should remember that onboarding isnt as much a one time process as it is a company culture phenomenon. An impactful onboarding program will speak to both a commitment to finding quality talent and your internal c ompany culture. Both of these aspects will resonate with both current and incoming candidates. The result? The ability to not only attract but retain top-notch quality individuals for all of your essential job roles. Want to learn more about how to improve your hiring process? Stay tuned to the Simply Hired blog for the latest and greatest advice from those in the know when it comes to best practices and impactful trends in the world of recruiting.

12 Twitter Accounts for Military Spouses to Follow

12 Twitter Accounts for Military Spouses to Follow12 Twitter Accounts for Military Spouses to FollowBy plugging into the Twitter accounts of these experts on military spouse jobs, families, and related issues, you can stay inspired and get meaningful job search insights, no matter where you are. Staying connected can offer lots of motivation for a potentially daunting job search, considering that military spouses face one of the highest rates of unemployment among all groups of job seekers.Keep at it Making the best use of resources for military spouses, including Twitter accounts for military spouses, can be a huge help to your career. Targeting your job search toward flexible work options, especially remote jobs, may greatly increase your opportunities for finding work that fits your life as a military spouse.Read on for more about 12 great Twitter accounts for military spouses to followAdrianna Domingos-Lupher NexGenMilSo, hohmilspouse, HiringOurHeroesAdrianna Domingos-Lupher over sees multiple Twitter accounts as the founderof MSB New Media, a digital publishing and marketing communications consulting agency. Through Twitter accounts and affiliated websites, she works to help military spouses share information and strategies, pursue their careers, and build independent lives. Affiliated websites are NextGen MilSpouseandHiring Our Heroes.Jennifer Goodale MOAA_MilLifeThe official Twitter account of the Military Officers Association of America MOAA offers kooperation and strategies to support the organizations programs. Alan English is MOAAs vice president of communications.Amy RossiMSCCNFollow Amy Rossi and the Military Spouse Corporate Career Network MSCCN on Twitter to stay up to date on employment readiness and career placement as a military spouse. MSCCNs focus includes employment strategies for caregivers of the war-wounded.Angela AbernathyInDependent_OrgThis is a great Twitter account to follow if youre looking for tips and insights that can help milit ary spouses improve their health and fitness, relieve stress, and find useful lifestyle strategies. Abernathy is communications director the organizations website can be found at In-dependent.org.Besa Pinchottimilitary_familyBesa Pinchotti is communications director for the nonprofit National Military Family Association. Check out its Twitter account to find out about its efforts to strengthen and protect military families, and for inspiring insights that support military family life.Emily Palmer ServingTalentThe website ServingTalentfocuses on matching employers with talented candidates who are military and U.S. foreign service spouses. Emily Palmer is the social media manager for ServingTalent, whose Twitter account is all about career tips and strategies for military spouses.Hannah Becker MotivatedGenYA millennial and marketing consultant who blogs about career and lifestyle issues for Gen Y, Hannah Becker is also a military family advocate who runs the website The Motivated Mill ennial. Her focus is providing strategies and insights for the millennial entrepreneur community.Joanna Guldin-Noll BlueStarFamilyJoanna Guldin-Noll is the senior produced media manager for Blue Star Families, whose Twitter account seeks to give a voice to military family issues and provide strategies and tips for military life. Its website can be found at Blue Star Families.Liza RodewaldHire_MadSkillsLiza Rodewald is cofounder of MadSkills, a web-based company that provides virtual marketing, tech, and administrative talent on demand. Follow MadSkills Twitter account for features and tips about working virtually as a military spouse.MilSpouse Magazine MilSpouseMagMilSpouse Magazine is written by, for and about military spouses in the U.S. It aims to provide topics about military spouses, regardless of rank and service affiliation and addresses the current events that are relevant to a military spouses daily life. Follow this account for military discounts, financial advice, career tips, parenting skills, quick recipes, fitness, beauty tips, and more.Find a job that fits your lifestyle Browse Open Flexible Jobs

Harvesting Power of the Ocean

Harvesting Power of the Ocean Harvesting Power of the Ocean Sources of renewable energy that dont emit pollution or greenhouse gases should be greeted enthusiastically by people concerned with environmental health.Yet, hydroelectric dams have been criticized for drowning riverside habitats and decimating salmon runs. Large wind turbines are opposed by some due to their visual impact and threat to bird and bat populations. Some experts contend that crop-derived fuels, such as ethanol are inefficient and occupy land better used to feed people. And solar energy, while too expensive to use on a wide scale, could one day be denounced for glazing over square miles of natural landscape.But another significant, untapped renewable energy source also exists the worlds oceans. It is estimated that harnessing just 2 one-thousandths of the oceans untapped energy could provide power equal to current worldwide demand.Engineers have attempted, with varying success, to tap ocean energy as it occurs i n waves, tides, marine currents, thermal gradients, and differences in salinity. Among these forms, significant opportunities and benefits have been identified in the area of wave-energy extraction.Waves may be seasonal, but are mora constantand more predictablethan wind or sunlight. Constancy and predictability enable a more straightforward and reliable integration into the electric utility grid. Wave energy also offers much higher energy densities, so devices can extract more power from a smaller volume at consequently lower costs.On the Oregon coast, for example, wave heights offshore average 3.5 meters during the winter, which translates to about 50 kW per meter of crest length. During the summer, average wave heights are lower, about 1.5 meters, which convert to 10 kW per meter of crest length. Considering an overall average of 30 kW per meter, the total energy potential along the entire Oregon coast (which is 460 kilometersor 280 milesin length) is in the range of 13,800 megaw atts. The average electrical energy consumption in the state is about 5,000 to 6,000 MW.Other areas, such as Chile, Australia, New Zealand, Ireland, Scotland, Portugal, and Norway all have substantial wave power potential due to features they share a relatively high latitude and a long stretch of ocean immediately to the west.Its not difficult to envision just how to tap this energy using a water-borne analogue to the terrestrial wind farm call it a wave park. Wind turbines would be replaced by wave energy-capturing buoys, each having a power cable that drops down along the tether to the anchor and is routed to a central junction box located on the seafloor. At the central junction box, the unregulated voltages from all buoys could be combined and conditioned as regulated dc for delivery to the shore through a single submarine cable. At the shore substation, the dc power could be inverted to ac, and connected to the grid.The buoys would be placed in water depths of 100 to 200 feetbe fore the waves start to break and dissipate their energyat about one to three miles offshore, from where the parks would be virtually imperceptible from the beach.At Oregon State University, the wave energy team has researched novel direct-drive generators, where the buoys velocity and force is directly coupled to the generator without the use of hydraulic fluid or air. The advantage is simplicity. The generators respond directly to ocean movement by employing magnetic fields for contactless mechanical energy transmission and power electronics for efficient electrical energy extraction. The designs studied include buoys that incorporate permanent magnet linear generators, permanent magnet rack-and-pinion generators, and contactless force transmission generators.To be sure, some people may object to the very idea of harvesting energy from the oceanbetter to do without the electricity than to despoil yet another natural environment. But the demand for electrical power is all but insat iable, and the choice isnt between wave energy and a low-tech society, but between wave energy and other sources of power renewable or fossil. By that measure, wave energy has tremendous potential. It can be clean, efficient, and reliablesomething both utility managers and environmentalists can embrace.Adapted from Harvesting the Waves, by Annette von Jouanne, for Mechanical Engineering, December 2006.It is estimated that harnessing just 2 one-thousandths of the oceans untapped energy could provide power equal to current worldwide demand.

The Death of Creative Resume Templates

The Death of Creative Resume Templates Resume is extremely essential for s one who is searching for work. Resumes are important to individuals who need to construct their careers. They are no different. Writing your resume has never been simpler. Our resume builder is the quickest approach to create a resume that will allow you to get your fantasy job. Resume helps to develop an image of the individual in the view of the employer. The majority of the moment, when you apply to get a job, your resume will want to be accompanied by a covering letter. Even when you arent actively on the lookout for employment, your resume is a significant bit of your digital portfolio. Beautiful graphics are used here in order to get upon the data in a pleasant way when showing off the authors skills. The work title Designer comprises several possible different designer roles, based on your specific specialist area. Ideal for everybody to promote their finest skills and receive a dream job. The Benefits of Creative Resume Templates You just need to create your own decision about which template will help you the most and help youve got the very best possibility of finding the job which you desire. The templates provide you a simple time getting everything together. Its essential to show relevant experience to the job that youre applying. Possessing a stunning resume is an excellent means to stick out in the work marketplace. Your resume says a whole lot about you. Creative Resume Templates - What Is It? Well above information is readily available on the web. however, its half-baked. Several sites exist specifically to assist you make an attractive visual resume. If you need assistance, our online resume template can help you make a creative and exceptional customer care resume in minutes. If you believe an on the internet or video resume can help you stick out from the competition, go for itjust make sure that you have a paper version handy. Who Else Wants to Learn About Creative Resume Templates? Sometimes you need to do what you could to get noticed. Your resume or CV may be among the most important projects you ever design. The Hidden Gem of Creative Resume Templates Its a clean creative resume for individual use. As you may have noticed, design is only one of several elements in your resume that could capture attention. If youre asking for work in publishing, think about using a traditional font. You shouldnt have any such licensing issue with the premium coming soon templates listed below since they are intended for commercial use. Creative Resume Templates - Dead or Alive? Users simply need to enter details. Clean one page resume is an absolutely free PSD template come with easy and clean style, very simple to customize and package with 6 distinct colors to select. Utilizing a template can conserve the quantity of time youve got to devote formatting so you can concentrate on the content of your resume. It is quite easy to upload and organize images in a web-based slideshow because WordPress slideshow plugins usually provide administration pages. NextGEN Gallery was among the very first WordPress gallery plugins out there. Ivana Template isnt difficult to configure and includes a well documented help file. The Lost Secret of Creative Resume Templates Every sort of job demands specific skills. You will also have to illustrate your skills arent solely restricted to design. Next, youll want to illustrate your other skills with examples so you dont just tell employers youve got the skills-you prove it. Some of your advertising skills will inevitably appear in the resume itself.

Better Jobs with Companies That Care

Better Jobs with Companies That Care Women around the world have gathered their collective voices, demanding to be heard. But regardless if you yelp out a mewl or a roar, there are a plethora of options out there for you to support ourfairer sex. Part of that isby checking out our companies that care, who are at the forefront of doing whats right. So take a look and find a better job TODAY.Here are just a choice few, but please check out our jobs page for a more expansive offering of open positions.OnDeckOnDeck is not only a leader in the erreichbar lending space, but also a leader in the benefits space Sure, theyve got snacks and vacation days galore, but how about weekly stipends towards food delivery, and a free subscription for Care.com for all the parents out there? Youll say namaste to the weekly yoga sessions, and youll concur with their core values openness, impact, passion and ingenuity. Mic. Drop.ESPN - Associate Director, Software Engineering - Los Angeles, CAESPN - Senior Software Engineer, Front End - Los Angeles, CAAdRoll - SeniorBackend Engineer, Attribution - San Francisco, CAComplex - Sourcer/Recruiter - New York, NYL3 Technologies, Inc. - SAP Basis Manager - Salt Lake City, UTL3 Technologies Inc. - Analytics and Technology Engineer - Salt Lake City, UTMixmax - Full-Stack Engineer - San Francisco, CARival Group - UX/UI Designer- New York, NYBetterUp - Senior Recruiter - San Francisco, CA

How to Prepare the Workforce of the Future

How to Prepare the Workforce of the FutureHow to Prepare the Workforce of the FutureThe rapid pace of technological change has businesses scrambling to keep up. But staying on top of digital innovation isnt just a matter of migrating to the cloud, handing over routine tasks to robotic process automation (RPA), or experimenting with emerging technologies like artificial intelligence (AI). Its also about helping todays employees evolve into tomorrows workers. And a key question on many employers minds today is, What do we need to do to build ur workforce of the future?Robert Halfs new report, Jobs and AI Anxiety, explores the impact of digital change on jobs, including the transformative aspects of AI, immersive technologies like augmented reality (AR) and virtual reality (VR), cloud computing and mora. The technology and business experts interviewed for our report also shared their insights on how companies and their workers can step up to embrace change and succeed in the workplace o f the future.Across the board, these experts emphasized the importance of businesses and employees taking a we-are-all-in-this-together approach to digital transformation. In short, youll need the partnership of your employees and their buy-in to build your companys workforce of the future. With that in mind, here are five strategies you can use to help make the transitions ahead a positive experience for you, your company and your kollektiv members1. Communicate (or even over-communicate) about changeWhen it comes to digital disruption, which is now a constant state in most organizations, ongoing communication is vital. When a company is in a period of transition, uncertainty can easily breed rumors, resentment and stress among workers. Thats partly because change can make employees feel insecure about their jobs.Business leaders should instill the idea that digital disruption can be a positive force rather than something to fear, says Paul McDonald, senior executive director at Ro bert Half. For example, when adopting a new system or application, explain how that technology will allow team members to work more efficiently.Underscoring how new technologies, like RPA and AI, can free up time to focus on more challenging, interesting and impactful projects will help workers embrace change. Also, sharing accurate and pertinent information with employees about digital disruption helps to promote a healthy dialogue that can keep everyone focused on the facts, McDonald says.2. Give workers the opportunity to evolve their skillsA big part of preparing the workforce of the future is retraining and reskilling your employees. This investment makes good business sense Providing team members with access to new technologies and the associated training to use them in their jobs can give companies a recruiting, retention and performance boost.Dan Schawbel, research director at Future Workplace, who welches interviewed for the Jobs and AI Anxiety report, says, Investing in yo ur workers is smart. Retraining employees notlage only can help save the business money in the long ansturm but also helps them advance in their career.Retraining and reskilling is a two-way street, though Companies can provide support, but employees also have to be willing to adapt. Our research for the Jobs and AI Anxiety report finds that managers in the United States see evolving workers tech skills as a collaborative process. Their top response to the survey question, Whose responsibility is it to help employees gain the skills needed to work with new technologies? was Primarily the companys, but with some help from the employee.The survey of 1,200 U.S. managers also suggests that many companies recognize the importance of investing in their current employees as a way to build their workforce of the future. Nearly two-thirds (64%) of managers surveyed said they intend to train their current staff to ensure they have the requisite skills to take advantage of new technologies.STA RT HIRING NOW3. Let go of yesterdays approaches to learningDeveloping your workers so they can stay relevant in the workforce of the future will require you to rethink how you train and develop them. That once-a-year seminar or ansprechbar training course probably wont be enough. In an interview for the Jobs and AI Anxiety report, Colin Mooney, chief digital officer at Robert Half, said, Leaders need to look regularly at their professional development programs, and not rely on whats worked in the past.Continuous learning - encouraging employees to keep growing their knowledge and skills and providing them with the support and resources to do so - is a more effective strategy in a rapidly changing technology and business environment. So, too, are mobile learning programs and tools, which allow employees, including remote workers, to expand their skills from anywhere.The career discussions you have with your employees also need to occur more often if you want your workers to prepare adequately for coming changes. Thats the advice of Dr. Tracey Wilen, a researcher and speaker on the impact of technology on society, work and careers, who was interviewed for Robert Halfs Jobs and AI Anxiety report. She recommends that employers provide their teams with targeted and meaningful professional development and training opportunities.Listen to what your workers want and need, Wilen says. Also, let them know its okay for them to look for new job opportunities within your organization when they feel its time to make a change.Another tip from Wilen Create, and keep evolving, a basic techno-literacy plan for all of your workers. Components of that plan might include cybersecurity best practices, understanding how to share confidential information electronically, and how to get the most from the companys collaboration tools. Technology is a language, and anyone can learn it, she says.4. Dont dismiss delegation as a tool for preparing workersWhen your organization is undergoi ng disruptive digital change, you may not feel comfortable delegating tasks to your team members. But if you dont, youll rob them of valuable opportunities to grow professionally. That also means theyll miss out on gaining knowledge and skills that will help them succeed in the workforce of the future. (Plus, not delegating can shorten the path to burnout for you.)Delegating work is one option for helping your team build skills, Wilen explains. Sharing insight into how the business makes decisions, such as how it budgets for new technology investments, can be valuable.Encourage your workers to take ownership of their assignments and dont micromanage. Let them know you welcome their ideas for improvement or suggestions for taking a different approach than you might have considered. Keep the door open for them to ask questions or share their thoughts or concerns about how they see digital projects changing the work environment.McDonald says to make delegation effective, managers shoul d also offer recognition and praise to the individual doing the work, along with any constructive criticism, if needed. He adds, Dont forget to ask how you could make the process better and help them be more successful.5. Watch for tech-related stress in your teamDigital change can be exciting, but it puts a lot of pressure on companies and their employees. That is reflected in our research for the Jobs and AI Anxiety report Nearly half (47%) of the U.S. managers who said that their companys increased reliance on technology has had a negative impact on employees pointed to added stress as the top side effect.So, pay close attention to workers who are feeling stressed out by technological advancements and the changes being introduced. Be sure to emphasize the positive aspects of digital disruption For example, underscore how automation can reduce the amount of mundane work employees need to perform, or how technologies like VR and AI can help them interact with their colleagues and s olve business problems in entirely new ways.Still, positives aside, too much digital change too quickly can be hard for some employees to digest. As a result, their morale, job satisfaction and productivity can suffer. And if enough employees start feeling that way, it can be a drag on the companys organizational culture.McDonald explains why The tech-induced stress level in a companys work environment can have a direct impact on the quality of employees workplace relationships. High levels of stress, and persistent stress, can hurt retention efforts and even the companys ability to recruit talent. So, if an employer manages digital disruption poorly and allows it to erode its employees job satisfaction, you can be sure that word will get around.6. Let your team know they have what it takesFor some of your team members, preparing to be a productive member of the workforce of the future may be a formidable prospect - especially if they are generally uncomfortable with change. But yo u can help by reminding them not to underestimate their ability to adapt.Mooney says he believes anyone is capable of building new skill sets and gaining an understanding of emerging technologies to compete in the workforce of the future. Its really a level playing field out there in terms of learning the newest tech skills, he says. No one has all the necessary skills for the future of work, at least from a technology perspective, because everything is changing so rapidly.It can also be helpful to remind your employees that they are digital changemakers themselves. After all, who started the bring your own device (BYOD) revolution? Who essentially forced their companies to take social media seriously and allow safe access during the workday? Who introduced collaborative tools like Dropbox, Slack and Skype into the workplace? It was employees at all levels who found a new tool or app that works better than what was in place, and then it caught on with the team - a further proof poi nt that digital disruption is just as much about people as technology.

5 Motivational TED Talks for Your Job Search

5 Motivational TED Talks for Your Job Search5 Motivational TED Talks for Your Job SearchTheres nothing like a little surge of motivation to keep your job search revved up. No matter the source, finding ways to keep your job search energized can make a huge difference. If youre landseeking just the right career inspiration, listening to a few motivational TED Talks might be just the thing.Could be youre struggling to find flexible work thats a good fit for you, having doubts about your skills and qualifications, ordealing with rejection. No matter where you are in your job search, hearing encouraging advice, especially when its delivered with humor and wisdom, can recharge you when youre in the thick of the job hunt.Here are five great motivationalTED Talksto help stay inspired during your job search1. Susan Colantuono The Career Advice You Probably Didnt GetThis inspiring talk is aimed at people who feel theyre doing everything right in the jobs, but just arent moving up, Coleman pos its If you, like me, believe that leadership manifests at every level, you would see that theres a tremendous, awesome resource of leaders who are leading in middle management. which raises a different question why are there so many women mired in the middle, and what has to happen to take them to the top?Coleman, an expert in finding solutions to close the leadership gender gap, offers illuminating insights for jobs seekers of all levels, with advice thats aimed primarily toward women but useful for men as well.2. Carol Fishman Cohen How to Get Back to Work After a Career BreakAfter taking break in your career, no matter the reason, it can be difficult to get back on track. Cohen, a career reentry expert, suggests that an adult internship could be a way back in. A career re-launcher herself, Cohen tracks how many job seekers have successfully re-launched their own careers.Returning to work after a career break is hard because of a disconnect between the employers and the re-launche rs, Cohen says. This disconnect is a problem that Im trying to help solve.3. Larry Smith Why You Will Fail to Have a Great CareerIf you feel youre failing to pursue your passion, whats your excuse? Larry Smith, an economics professor, uses wry humor and sharp insights to inspire his audience- in a counterintuitive way.There are great jobs and great careers, and then there are the high workload, high stress, blood-sucking, soul-destroying kinds of jobs, and practically nothing in between, Smith says. So the people looking for good jobs are going to fail. Smith offers sage advice for people who may approach their careers with hesitation and fear of everything from failure to regret.4. Angela Lee Duckworth Grit The Power of Passion and PerseveranceThe focus of this talk is the almost intangible quality of grit as a predictor of success in many of lifes endeavors (like having a successful career). Duckworth, a psychologist whose academic and in-the-field work focuses on character develo pment, talks about how perseverance can make a huge difference.What if doing well in school and in life depends on much more than your ability to learn quickly and easily? Duckworth asks. Growth mindset is a great idea for building grit, Duckworth says. In other words, failing along the way is often key to succeeding in the long run.5. Alain de Botton A Kindler, Gentler Philosophy of SuccessA British philosopher and author, de Botton uses this TED Talk platform to explore how we view success and failure. We live in an age when our lives are regularly punctuated by career crises, by moments when what we thought we knew about our lives, about our careers, comes into contact with a threatening sort of reality, he says.De Botton espouses a kindler, gentler approach to our careers that may help free us from some of the anxieties. Taking a fresh look at what success means to you can and choosing where to focus your energies and understanding you cant have it all.Looking for more job searc h inspiration? Check out ourjob search motivation category

The AIDA Model and How to Use It

The AIDA Model and How to Use ItThe AIDA Model and How to Use ItOne of the founding principles of modern marketing and advertising is known as AIDA. The acronym stands for Attention, Interest, Desire (or Decision), and Action. Its often said that if your marketing or advertising is missing just one of the four AIDA steps, it will fail and it will fail hard. No need to take that warning too literally. A branding or awareness campaign does not necessarily need the Action step in that sense of the du sagst es. Nevertheless, you need to know about AIDA and use it whenever possible. AIDAs Origins American advertising and sales pioneer Elias St. Elmo Lewis, a legend in the industry, coined the phrase and the approach. As far back as 1899, Lewis talked about catching the eye of the reader to inform him, to make a customer of him. By 1909, that had evolved several times, becoming attract attention, awaken the interest, persuade and convince. Its not far from the AIDA model now used aroun d the world. Attention The A is for attention, though sometimes the word awareness is substituted. It simply means that an advertisement must be seen to be effective. To attract the attention of the consumer, the best approach is called disruption. The consumer is literally startled into paying attention. It can be done in many ways, including Location Placing advertising in an unexpected location or situation. This is often called guerrilla or ambient media.Shock factor Adding something provocative to grab attention. This can be done in many ways, the most common one being sexually provocative imagery.Personalization Targeting the consumer individually. The novelty of personalized direct mail has long worn off. But imagine reading a newspaper ad and seeing your name in the headline. That might grab you. Interest Once youve got the consumers attention, you have to keep it. This is actually trickier than the first step if your product or service is not inherently fascinating. Think of insurance or banking products. The best advertising pros get a dry subject across by delivering the information in a way that is entertaining, memorable, or funny. The insurance company Geico does well with its Geico Gecko and Cavemen ads. Keeping the consumers interest is a particular challenge in a direct mail campaign. The worst choice is to bore the reader with pages of heavy text. Keep it light, easy to read and break up the information with lively subheads and attractive illustrations. Desire Lets assume the advertiser has grabbed the consumers attention, and kept it. Now, the ad must create desire. The story must become relevant in order to make the product irresistible. Infomercials actually do this very well, by showing products in dozens of situations. Sure, its a nice frying pan, but did you know it can also cook a whole roast chicken and do sides at the same time? And it can make dessert too Plus, its easy to clean and takes up no counter space. A great inf omercial keeps layering on the facts until viewers can only be amazed that theyve been able to live without the product for so long. Remember, this part of the AIDA model is sometimes known as decision. Once the desire has been created, the decision is almost made. Action If the consumer is still with you at this point, theres just one more step and that is, of course, closing the sale. Once again, infomercials do this well, although crudely to say the least. Its the call to action or, as they say in infomercials, an amazing offer. Theyll start out with a high price, chop it down again and again until its a third of the original price, and then give you a two-for-one deal and free shipping. Who could resist? absatzwirtschaft doesnt have to be that blatant. It just has to get consumers out of their chairs. The action might be making a call or visiting a website. It might be going to a showroom for a test drive. No campaign, however excellent, is going to get a 100 percent respons e rate on the action step. But the consumers who dont take action should at least be left with a lasting and positive impression of your product. The action step might occur down the road, when they see the product on the shelves and remember the message. Some Excellent Examples The best way to learn the AIDA model is to take a look at some of the best examples of it in action. Almost every movie poster ever made conforms to AIDA. They have to. The movie poster exists to grab your attention, get your interest, feed you with a desire to see the movie, and then go and buy a ticket. Creators of direct mail campaigns also tend to be huge proponents of AIDA. The direct mail package must walk the reader through all four steps, and fast, or it will wind up in the trash. Email campaigns have the same challenges, and AIDA is the solution. The subject line must grab attention. The content must raise interest? and incite desire. And the final action should be a simple click. If you want to see an example of AIDA that will stay with you long after reading this article, for better or worse, try the scene from the movie Glengarry Glen Ross in which Alec Baldwin shows a masterly command of the model in just a short few minutes.