Hallie Recommends - Get Your Body Humming - Hallie Crawford

Hallie Recommends - Get Your Body Humming Are you ready to set a resolution and keep it? As you probably know, one of the most popular New Years resolutions include losing weight. It could be just to lose all the holiday pounds youve gained from big family dinners. Maybe its a few pounds, or maybe its 20. Sometimes the resolution is to just eat healthier. Jeanna Gabellinis new teleclass will help you keep those resolutions in 2008! Are you frustrated because of weight gain, an ongoing illness or condition of your bod? Master Coach Jeanna Gabellini has been there and knows that it sucks! Ask yourself:Are you free of judgment about your health practices or lack of them?Are you totally lined up with well-being? If not, do you really want to turn this around for yourself? It’s not hard. But you will have to change the way you think and interact with your body and the circumstances of your life. Ill feelings lead to an ill bod (You know stress, pressure, and guilt to name a few). Let Jeanna assist you in making it easier…with a touch of humor. Wanna? Get Your Body Humming â€" A 7-week teleclass with Jeanna You get one-on-one coaching, specific lessons, tools, unlimited emails and a deeper understanding of what DOES work for you. The results of this class will impact more than your health. Promise. Your journey begins: Thursday, January 10, 20089:00 am Pacific / 12:00 pm Eastern The good news it that it’s only $199 for two months of coaching and support! Clear your schedule and do whatever it takes to be there…your health depends on it!?Jeanna has assisted hundreds of people in getting back into perfect health and she’s very clear that it is possible for you too! Get your body humming at: Heres to a great weekend!Career Coaching

Writing a Professional Cover Letter for a Resume - a Brief Overview

Writing a Professional Cover Letter for a Resume - a Brief Overview For instance, a cover letter is an excellent place to speak about a career shift or maybe to explain a protracted gap in employment. Resume is the most important instrument when on the lookout for the job or applying for the university. Whether you would like to receive a job in nursing, dentistry, or pharmaceuticals, we've got a sample that is relevant to your career path. Lots of people don't like their existing job or career. Explain which you're applying for work and want to handle your cover letter to the suitable person. Your cover letter is among your very first opportunities to get noticed by employers. It's critical that you customize each cover letter to the job that you're applying. You need to make sure to submit a highly convincing and intriguing cover letter, and that's when you're able to come to Careers Booster for guidance. Getting the Best Writing a Professional Cover Letter for a Resum e Our completely free cover letter examples will provide you with a good start. Ensure you double check the aforementioned vital things in your cover letter. A cover letter might not be required. Correct the mistakes and you will have a professional cover letter that's prepared to go! What's Really Going on with Writing a Professional Cover Letter for a Resume Speak to the business and find out who the cover letter ought to be addressed to. Unlike a resume, you ought to use the first-person to compose your cover letter. It can be beneficial to print a duplicate of your cover letter and edit it using a pen in hand. The intention of a cover letter is to tell a prospective employer what you could do, why you're interested in them, and why you feel you're qualified. The Benefits of Writing a Professional Cover Letter for a Resume Every second resume our customers send bring optimistic results within only one week. Professional resume writing service is just one of the quic kest and most reliable techniques to start and build your career. If you're interested in custom letter writing services, please take just a couple of moments to complete the purchase form on the website. Resume service is an excellent place to order a resume or cover letter needed for your acceptance. Finally, here's a cover letter format example. It is a document that is sent along with your resume as a part of your job application. Writing cover letters is a rather important and complementary item to your application procedure. You will be given a well-written resume and cover letter with keywords of suitable arrangement. Top Writing a Professional Cover Letter for a Resume Choices After you get a last paper, request a free revision if it's lacking something. Once you have proofread the letter, after that you can let somebody else take a look simply to keep on the safe side. If your letter is spilling off onto another page, first reread it and see whether there's anythin g you're able to cut. An effective cover letter has to be compelling yet to-the-point to avoid wasting somebody's time. The Writing a Professional Cover Letter for a Resume Stories In that circumstance, it's more important to stick to the instructions on the work listing. Bear in mind that it's important to tailor the letter based on the corporation's mission and the work role you're seeking for. For many job seekers, a cover letter plays a substantial role in the application practice. In contrast, it provides an opportunity to explain why you are qualified for the job.

Choosing Good How to Put Rfp Writing on Resume

Choosing Good How to Put Rfp Writing on Resume How to Get Started with How to Put Rfp Writing on Resume? Use resume objective once you're just beginning, or switching careers. 3 First, you must select the best skills for your resume. How to Put Rfp Writing on Resume Ideas Within the very first one-third of your resume your aim is to demonstrate exactly why you're the perfect candidate. There is an abundance of abilities you may use to your advantage on paper. Try to remember, the man seeking to hire you wants to realize your capacity to excel within the role they need to offer you. The capability to anticipate an objection is quite important but not quite as critical as developing the skills to answer the objections. Usually a lack of understanding on the portion of the customer is a reason behind objection. When writing an investment proposal, you're aiming to convince someone to fund your idea or company. Once you have written a detailed and professional resume propos al, make sure you study up on the most effective ways to find that resume in the front of the folks who make the hiring decisions. However hard you attempt to list every potential objection, there'll still be times once the prospect raises an objection that you've never thought of before. The Fundamentals of How to Put Rfp Writing on Resume Revealed Some employers may need a brief proposal which gets scanned into a database. Many businesses will use an RFP template to provide prospective suppliers details of what it is that they are searching for in a bid. Resume proposals ought to be targeted to a particular company. Be certain to specify whether there are any restrictions on the vendors you're allowing to send in proposals. Our resume builder gives you tips and examples on the best way to compose your resume summary. There's no need to develop into a specialist in web design to compose an RFP if it can establish clear targets, provide the correct details, and solicit help ful information from vendors. If you place numeric data in the table you might also be capable of using bar charts. Simply take a peek at our list of guides and resume examples for certain professions. The proposal can be formatted in an assortment of means. Be certain to detail the quantity of work that you expect, what the vendor you pick should be able to provide and any other facts about the project you have which are important for them to know. Find more information about industry-specific resume building. Proposals are a truth of life. While it's not a contract in and of itself, it has to be clearly written to be able to let vendors know what it is that you're seeking, even to the legal particulars of the arrangement. A Request for Proposal is basically a method of letting a great number of possible vendors know what it is that you're looking for, and the particular terms that you're seeking to be able to enter into a business arrangement. Responding to your custome r's objections in the correct manner is essential since it takes you closer to winning the offer. In case the proposal is quite complicated, the customer will probably disregard it. To do this, you want to learn how to speak your customers' language as opposed to assuming they'll learn to speak yours. When the prospective client becomes an actual client, the collaboration will grow more lucrative.

7 talent mistakes that are destroying your bottom line - TheJobNetwork

7 talent mistakes that are destroying your bottom line - TheJobNetworkRecruiting and managing talent has become one of the hottest topics in this hiring market, both for boots on the ground recruiters and the executives who are tasked with strategizing and organizing. If you find youre getting frustrated by the challenges and stresses of talent management, youre certainly not alonebut it doesnt have to be that way. Lets look at some of the pitfalls you may be experiencing, and how theyre sabotaging your best efforts.1. Limiting diversity to the hiring processOnce youve found and hired a diverse team, that checks off the diversity success box, right? Not quite. Finding diverse talent is a great first step, but you need to keep up that momentum among employees, and not just new recruits. Its important to keep considering how to manage diversity on an ongoing basis, well after the team is in place. Are team leads equipped to manage a diverse team? Are diverse team members supported, cul turally, or are they expected to blend in with the homogenous corporate identity?Another key mistake in this area is thinking too narrowly about diversity, and not considering diversity beyond the obvious gender and ethnic differences. Theres also cognitive diversity, which essentially means embracing different thinkers, people who have leadership styles that may seem unorthodox to your company, or personality types that havent typically had broad representation at your company before. Its about diversifying thought and perspective to maximize success, not just about diversifying the demographics.2. Prioritizing change for changes sakeEveryone wants to be innovative. But are you pushing innovation initiatives at the expense of things that are already working and clicking well? Think of it like those New Years Day resolutions. In December, the status quo is happy and merry and full of sugary goodness. January 1, reality hits, and suddenly there are draconian goals about fitness and d iet as an immediate reaction. Try to see change management as a lifestyle change, not a crash diet. Make sure youre taking stock of whats working with your talent management, and change things up when it feels rightnot because you feel like you should be shuffling things around just to keep up with the times.3. Letting disagreement derail projectsHaving everyone sign off on every project isunlikely. The whole point of having diversity in perspective is making sure that all angles of a project are considered. But when it comes time for the leaders to commit, they need to ensure that naysayers are willing to commit to the projecteven if they disagree with the methods. Its not about making sure everyone comes around to a particular position, but rather that theyre willing to go along with the leaders final assessment and plan.

Why What You Wear At Work Matters Way Too Much

Why What You Wear At Work Matters Way Too Much When Australian TV anchor Karl Stefanovic revealed he wore the same suit on air for over a year without anyone noticing, he made worldwide headlines and drove home the notion that men have it easy when it comes to dressing for work.His sartorial experiment, devised in response to the constant comments his female on-air colleagues received from viewers and the media about their outfits, hair and makeup, showed exactly how little thought a man actually needs to put into getting dressed every day.If time is one of a professionals most important resources, women may be starting every day at a deficit. Figuring out what to wear to work, particularly in the corporate world, requires more strategizing, more hours, and morethoughtfor women than for men.From dressing for the days schedule to making sure your outfit rotation is deep enough to not cross over from fashionable to sexy, women make daily decisions that never cross their male colleagues minds.Like the gender orpink tax, where similar items such as deodorant and dry cleaning cost more for women than men, when it comes to something as simple as getting ready to go to work, working women are unfairly disadvantaged.Men in a suit can go from daytime to evening events with ease, and they can wear virtually the same (flat) shoes every single day without anyone noticing. Our male counterparts dont have to worry about blisters, keeping up with colleagues or switching shoes when they get to the bro.I always wear flats to work, and Ill put my heels in a bag and stick them in my purse, explains Kate Chinn, a marketing director. If its only a couple of blocks, Ill walk in my heels, or if Im going to take a cab, Ill wear the heels. I think about it every single day. I have 15 pairs of shoes and boots sitting under my desk right now.Women are constantly calculating distance when considering wearing their high heels. If youre going on a sales call or outside meeting, do you take the subway with your male colleagues or do you change your shoes on the sidewalk? It can be hard to appear professional when youre fiddling with your shoes in front of coworkers or subordinates. After all, its not exactly CEO-like to be showing your bare feet calluses, week-old pedicure and all to your colleagues.And just wearing high heels can cause a professional faux pas, as one now senior executive discovered. During my first summer internship in New York, I wasnt familiar with the subway grates on the sidewalk, and on the way to a team lunch with senior colleagues, I ended up getting stuck, she recalls.The men I was with didnt move aside or even notice that we were walking on the grates, and I didnt want to make a scene. But I nearly fell flat on my face and suffered the embarrassment of my shoe choice.Women also have to think ahead about what they will be doing, where they will be going and how will they be getting there. What if youre in the office in the morning but have a meeting with the CEO in the afternoon? Or you have a client dinner or networking event after work?I have to think about my schedule for the day, said Alexia MacIntosh, a director of retail marketing. If Im a man, it doesnt matter what my schedule is Im going to be wearing the suit and tie.Indeed, men often have the luxury of knowing that what theyre wearing at 9am is almost certainly going to be acceptable at 9pm, unless its a black tie gala -- and that just isnt the case for women.I determine what I wear based on the meetings and audience I have that day, adds MacIntosh. A dress and heels are my default outfit, and for internal meetings I wouldnt wear a jacket, except with the CEO. At night for a dinner, Id wear a dress and add a necklace or jacket. We have to put a lot more thought into it. It all takes time -- time that men dont have to spend.Timeandmoney, that is. While a man could spend nearly as much money on his clothes as a woman, hes unlikely to. Men dont scour the racks a t Saks or Neiman Marcus for just the right shift dress that covers their chest, but still fits in the waist, or drop over $2,000 on a leather tote bag that can hold their wallets, laptops and ballet flats.Women also have to change their dress depending on what sector they move into.What makes professional women lose any sleep over this is not how they think they look, but how others perceive them based on the clothes they wear, says Lorna Hagen, a senior vice president of human resources.I played it panzerschrank in a very old media company run by men, but when I moved to my next gig at a large womens retailer, my boss would call me Madam ExecutiveI shed the suits very quickly.Outside of a dystopian future where everyone wears the same jumpsuit to work, women are going to continue to expend more time, money and thought on clothing themselves than their male colleagues. But we can and should work on fixing the tangible equal prices, equal pay and equal work.--Sunshine Flint writes ab out trends, travel, food, culture and design for numerous publications in the US and the UK. She is the editor-in-chief of RCI Ventures magazine, the top publication about the timeshare and vacation industry, and holds an MA in grenzberschreitend relations from New York University. She has worked and lived abroad in London and currently resides in New York with her family.Fairygodboss is committed to improving the workplace and lives of women. Join us by reviewing your employer

Employee Referral Programs 8 Key Lessons from 2014

Employee Referral Programs 8 Key Lessons from 2014 Shortages in key skill domains areemerging as the biggest obstacles to business growth in 2015, as all organizations vie for talent in the same limited candidate pools. Innovation is becoming the new mantra inhiring as organizations go all out to be the first to gain access to and hire highly sought after talent. Employee referral programs have proved to be verysuccessful in these endeavors, which is why mora and mora organizations are looking to expand their referral programs in the coming year. The challenges for recruitment and referral programs change each year as technology evolves and industries change. While technology has simplified some of the earlier recruitment challenges faced by organizations, it has brought about its own share of new challenges as well. Employee referral programs have also evolved over time to meet the needs in thee xternal environment. Responsive organizations shouldcreate a checklist of successful employee referral tips to be used in 2015 so that their referral programs continue to remain relevant and aligned with thehiring needs of the organization.Here Are Some Key Points to Consider in 2015Technology is now integral to the success of employee referral programs. Automated, fully integrated employee referral platforms have the potential to increase the effectiveness of referral programs by removing manual laborand making the whole process more transparent. Early adopters of technology in the employee referral process have seen their referral programs grow by leaps and bounds, compared to their competitors.Mobile is the new buzzword, and it will be an important aspect of referral strategies in 2015. Anything thatis not optimized for mobile has little chances of success, as more and more people turn to smartphones to conduct both personal and professional business. A mobile-optimized employee referral program is likely to see many moreemployees participating than a non-mobile optimized employee referral program.Anemployee referral program should not belimited by geographical boundaries. A global employee referral program can help an organization recruit the best talent from across the worldin the most cost effective way and help solve hiring needs on a global scale.Employee referral programs can be much more effective when extended beyond current employees. If the processincludesex-employees, vendors, clients, and even employee connections,the referral base will expand, making the employee referral program immeasurably more productive.Gamification is going to be the big differentiator in2015 as organizations thatinclude gaming elements in their referral programs will see more employee involvement and participation than organizations with simple rewards and recognitionmechanisms.Organizations with proactive social media branding strategies will see more success in their r eferral efforts. By encouraging employees to share updates posted on the company site, employers can build a great employer brand among their key target audience at virtually no cost. A good employer brand makes it much easier to sell the organization to prospective candidates and also helps to draw good candidates to apply proactively to the organization, making recruiting much easier in the long run.Employee referral programs are likely to become as much about employee participation as they are about candidate experience. Ensuring a good experience for referral candidates will be very important for 2015, as bad candidate experiences can bring down the popularity of the referral program, which lowersemployee participation. A positive candidate experience, on the other hand, can help draw more referrals by assuring employeesthat their referrals are valued by the organization.The best candidatesare referred byexisting top performers in the organization. Proactively soliciting referra ls from top performers and employees with niche skills is one of the most important referral best practices to carry forward into 2015.What have you learned about employee referrals from the year 2014?

Bottom Line for Retaining Employees

Bottom Line for Retaining EmployeesBottom Line for Retaining EmployeesWant the bottom line when it comes to employee retention? The quality of the supervision an employee receives is critical to employee retention. People leave managers and supervisors more often than they leave companies or jobs. It is not enough that the manager is well-liked or a nice person. Sure, a nice, likable manager earns you some points with your employees. A draconian, nasty, or controlling manager takes points away from your organization. So will below market benefits and compensation. But, a manager or supervisor, who is a pro at employee retention, knows that the quality of the supervision is the key factor in employee retention. Effective Managers Create Employee Retention Managers who retain staff abflug by communicating clear expectations to the employee. They share their picture of what constitutes success for the employee in both the expected deliverables from and the performance of their job. These managers provide frequent feedback and make the employee feel valued. When an employee completes an exchange with a manager who retains staff, he or she feels empowered, enabled, and confident in their ability to get the job done. Employee complaints about managers and supervisors center on these areas. Employees leave managers who fail to provide clarity about expectations,provide clarity about career development and earning potential,give regular feedback about performance,hold scheduled meetings, andprovide a framework within which the employee perceives he can succeed. How to Help Managers With Employee Retention Alfruchtwein every manager can increase her ability to retain employees by developing her management skills. Teaching a manager about how to value people can be more challenging. Particularly if the manager doesnt already value people and their contributions in her mind and heart, it will be a leap for her to change her values. These ideas will help your organ ization develop managers who believe in and act in ways that support employee retention. Integrate core values about people and a mission and vision that enable people to align themselves with the company direction. Communicate the importance of these, and clear expectations about the behaviors expected from managers to accomplish these, to every manager.Negotiate a performance development plan with each manager that stresses the expected managerial areas of development,Provide training in core management skills to every manager. Core management skills include how tointegrate performance management including goal setting, give and receive feedback,recognize and value employees,coach employee performance,handle employee complaints and problems,provide a motivating work environment, andhold career development discussions with employees.Hold regular meetings to provide management development coaching and feedback. You can assist managers to improve their management style and skills. A regular meeting helps you debrief events as they occur, while memories of the exchanges are fresh in the managers mind.Schedule and hold learning organization events such as book clubs, product training, project debriefs, and discussion and planning meetings. Provide funding for conferences and educational development opportunities for managers to continue learning.As part of a fully integrated performance management system, provide 360-degree feedback, so managers know how their management style is perceived. What if a Manager Fails at Employee Retention? If a manager fails at employee retention, the chances are good that the manager has been unable or unwilling to develop their ability to manage and value people across the board. Managers who exhibit a pattern in which their key employees leave your organization should not retain their management role. If you have fairly and ethically provided the manager the learning opportunities suggested here, you can, in good conscience, remove the individual from their managerial role. The general experience of demotion most organizations find is that most managers consider this such a loss of prestige and face that they voluntarily leave the organization. If they choose to stay, however, they must commit to becoming effective, contributing employees. If the manager cannot make this leap, you will need to let the manager go before their negativity impacts the rest of your workplace. Given the management development opportunities listed here, most managers will be able to become managers who retain their best employees. Your investment in your managers can fuel your organizations ongoing success. After all, it is the quality of the people you employ and retain that is the heart of your business success.