5 Ways to Have a Positive Attitude During a Job Search

5 Ways to Have a Positive Attitude During a Job Search 5 Ways to Have a Positive Attitude During a Job Search Here are five different ways to keep an inspirational disposition during a pursuit of employment: Try not to feel frustrated about yourself. It's anything but difficult to get down on yourself when you're searching for a vocation. You interminably feel that you are sufficiently bad, particularly when the propositions for employment aren't actually flooding in. Simply realize that the correct bid for employment (the one that is intended for you) is coming your direction and that you must be certain in the pursuit of employment process. In the event that you feel frustrated about yourself, your pessimism may keep you from doing all that you can to get a new line of work. Grasp change. You've been work chasing for a considerable length of time, and you haven't had one single offer. It may be an ideal opportunity to investigate what you're doing-or all the more critically, what you're not doing. Do you have a refreshed resume and introductory letter? Is it true that you are tweaking every single request for employment for each new position that you apply for? Investigate what you've been doing and see where you can make a few changes to your procedure as a vocation searcher. It may mean the distinction between being extended to an employment opportunity or not. Try not to concentrate on the negative. You've gotten a couple of dismissal letters from different recruiting chiefs. Yet, before you get excessively down on yourself, you have to figure out how to support your fearlessness. Understand that there are presumably many other qualified applicants who are not getting employed for the position either. Make certain to perceive your solid suits, for example, your strong work environment aptitudes, your capacity to fill in as a group (or freely in a remote activity), and your noteworthy work understanding. Try not to stress over satisfying others. At the point when you're plunking down with a possible chief, you will presumably go the additional mile to get him to like you. Possibly you will commend his suit, his office-even the encircled image of his family that is around his work area. The most significant thing you have to do when you're work chasing, however, is to act naturally. In the event that you are excessively complimentary, it can seem to be being phony. So be certain, express beneficial things whenever the situation allows, yet be consistent with yourself and your sentiments too. Try not to surrender. In the event that it feels like youre gaining no ground, or you continue hearing no, it can without much of a stretch dishearten you from proceeding in your pursuit of employment. In any case, make it a point to continue going, in any event, when you don't feel like it. Or on the other hand, enjoy a short reprieve and proceed once you feel your mentality is in a superior spot.

Can Remote Control Robots Be an ADA Accommodation - Workology

Can Remote Control Robots Be an ADA Accommodation We all know that under the American’s with Disabilities Act that employers have to make an effort to accommodate disabled employees in order to allow them to perform work they are capable of performing with or without an accommodation. What if that accommodation was a remote control robot that roamed the office in the employee’s stead? Would you consider it? Roaming the Office By Robot In an article in Geekwire, writer Alan Boyle tells us about an office in Bellevue, Washington that is experimenting with remote control robots to allow employees to telecommute but still have a presence in the office. The company Bluedot has a CEO who commutes by robot. He sits in front of his laptop in his home two states away and logs into his robot body in the Bellevue office. He has an office presence, is able to attend meeting, “walk” around the office and talk to employees and even meet with customers. It is the ultimate in telecommuting because rather than being stationary in the office his robot body has a great deal of freedom in moving around the office. Of course he cannot leave the office nor go to lunch with his colleagues he can meet “face-to-face” so to speak with employees. This allows him to gauge facial expressions and body language and his viewers also get some of those visual cues. Technology As an Accommodation If this technology allows able bodied executives to telecommute via robot wouldn’t this work for workers that are not so able-bodied? Certainly one of the considerations that goes into making an accommodation decision is the “reasonableness” of the accommodation. Naturally cost is one of the deciding factors. These robots, made by Suitable Technologies, come at different price points. They start at $2000 and can actually be purchased on Amazon. They go up to a pricier $16,000 executive model, but these can be leased. Will Depend On the Job Obviously a worker that has a job on an assembly line, or digging ditches, is not going to be able to use this technology. That will not meet the definition of reasonable. However, if you have an executive, an attorney, an advisor, or some other similar type of white collar position this robot technology could certainly be a valid accommodation. If you are paying an employee a six figure salary the cost of these devices will make it hard to argue that they are not reasonable. The fact that an employee is bedridden due to an accident or illness is no longer a bar to them still performing effective work. Certainly some other accommodations might need to be made but these in all likelihood would not fall under the definition of essential functions. Think about!

Get Professional Resume Writing Services NJ

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Academic Resume and CV Writing Service

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Hiring Challenges The Job Hopper - Walrath Recruiting, Inc.

Hiring Challenges â€" The Job Hopper - Walrath Recruiting, Inc. Job Hopping has been getting a lot of attention lately; recently an article noted that job hopping was becoming a thing of the past. The article discussed various professionals who believe that it is not detrimental to a career and that it is good for professional development. There is proof that job hopping has led to greater financial gains in a shorter period of time, and that the “stigma” of the job hopper as a red flag, disloyal or uncommitted is changing some.     However, this is something that has been a topic of debate by people in the recruiting and talent acquisition business for a while now. It may not have the same connotations associated with it as it used to, but a resume with the implication of being a job hopper will more than likely have an effect on whomever is reading it; whether the effect is positive will rely on why there was so much movement. In the past the ideal “career” consisted of having one employer and a lengthy tenure. Employees would attempt to work their way up the ranks throughout the duration of their employment, eventually retiring with a pension earned through loyalty and hard work. That ideal scenario has definitely evolved into something else and is continuing to change. This day and age, it is relatively common to see individuals entertain a variety of different jobs throughout their career for a many different reasons, other than quick advancement up the corporate ladder, making more money quickly or the inability to keep a job. This is especially true in a changing job market, thanks to new and advancing technology in the workplace, as well as trends such as the startup boom and the newly formed “gig” economy. The picture of our career paths and the way we develop is looking very different than it used to. However, this doesn’t mean that a career path consisting of different jobs every 2 years is suddenly the expected or best career path for everyone. Many employers still want to hire people who have displayed loyalty and commitment to their employers through longer terms of employment. A snap judgement or just a quick glance at job dates on a resume is not enough, it takes more to identify a hopper (in a negative connotation) from someone who made changes for professional development; a deeper assessment is now required. In an evolving job market, we need to consider how we view job movement. If there is evidence of skills and experience gained and value added to the prior employers, is more movement such a bad thing? The connotation we place on job movement will need to be dependent on what the movement was for (growth or inability to hold a position). If it is justified and well stated, maybe it should be considered positive. When we look at the current job market there are specific areas in which employers are struggling to find the talent they desire in potential candidates. Although, in abundance, most do not have the all desired skillsets; meaning those who do are gaining some leverage. These skilled employees are more open to movement now than they have been in the recent past, but with change, they expect the opportunity to grow. An attractive opportunity to those candidates is a job where they know they will progress in their career, where they will learn new skills and improve on the ones they have (more money is certainly a factor as well)…forward progression! If the ability to grow is not there, the employee probably will not be around for long either. The challenge to employers is attracting and then retaining these skilled employees who are open to moving elsewhere for their betterment. A new hire is an investment, and we all hate to make bad investments. A solution for this is creating a reputation as a company who fosters growth through their employees, even if they do end up leaving a few years down the road. A positive reputation as a company who attracts top talent to make them even better for the future of their careers, while bringing the skills, initiative, and performance needed to assist in company growth, will keep top talent coming. Take Google as an example, many of their ex-employees have moved on to other top technology companies or started their own, but they continue to keep on bringing in top performers who can innovate and continue to grow the company. Growth is something that most of us are looking for within our careers, a pretty feasible thing to say, right? However, some people might be content just where they are, and in that case they probably will not be looking to move and be under suspicion of being a hopper. In any case hiring strategy is important, especially now, when the tides of the workforce are changing. Hiring practically and with intent to train for future growth is of the utmost importance these days. Yes, there will be the need to fill positions immediately, but is there strategy in place to fill them with the intent of future growth (for the individual and the business) or just momentary satisfaction?