Customize this Outstanding Experienced Training and Development Resume Template

Customize this Outstanding Experienced Training and Development Resume TemplateCustomize this Outstanding Experienced Training and Development Resume TemplateCreate ResumeJayden Burke100 Main Street, Cityplace, CA, 91019Home (555) 322-7337Cell (555) 322-7337example-emailexample.comSummaryAccomplished Employee Relations Manager and Advocate with over 10 years of experience in human resources management, including working with various levels of personnel in organizational behavior, employee mediationszeit and engagement.Human Resources professional who analyzes problems logically and objectively.HighlightsExcellent interpersonal and coaching skillsExceptional communicatorStrategic thinkerEffective Trainer and DeveloperAdditional SkillsNotary PublicCertified True Colors TrainerCertified Hubbard and Hubbard Diversity TrainerExperienceDelta Downs Racetrack Casino Hotel September 2009 to Current Employee Relations ManagerVinton, LAEmployee advocate responsible for mentoring gruppe members to succeed and advance within the department and company.Represent team members in arbitrary hearing for unfair discharges.Liaison between front line employees and management team responsible for establishing and maintaining mutual understanding and cooperation.Delta Downs Racetrack Casino Hotel February 2003 to September 2009 Customer Service MangerVinton, LAAnalyzed each departments training needs and developed new training programs based on the analysis.Planned and led training programs on staff development.Delivered training material to a diverse audience of both front line and managerial staff.Designed training modules that implemented strategic customer service practices and organizational behavior training concepts.Effectively trained instructors and supervisors on techniques for managing employees.Monitored team leader incentive and motivational programs.EducationMcNeese State University 1992 Associate of Arts Paralegal Jacksonville, FL, USWord Bible College 2008 Master of Arts Christian Counseling Jacksonville, FLCustomize ResumeMore Human Resources Resume TemplatesEntry Level Training and Development Resume TemplatesTraining and Development Resume TemplatesEntry Level HR Generalists Resume Templates

7 body language tips for a video interview

7 body language tips for a video interview7 body language tips for a video interviewJob interviews can be stressful enough, but video interviews somehow have the ability to take your nerves to an entirely new levelespecially if youve never done one before However, if youre interviewing for a remote role or a position with a hiring manager in another city or country, theres a good perspektive theyll use Skype or another video chatting platform to conduct the interview.This will force you to think through a handful of items, including your body language during a video interview, as well as other essential tidbits.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreHaving a successful video interview will require extra effort on your part, compared to a phone or in-person interview. Not only will you need to prepare a clutter-free space in your home, youll also need to test your tech by ensuring your Internet connection is strong and you know how to navigate the interview program, whether it be Skype, Google Hangouts, Zoom, or another platform. A decent webcam and microphone are necessary to provide a professional image and to enkoranvers your interviewer doesnt have any trouble seeing or hearing you properly.Once you have all the basics down, its imperative that you present the best body language possible during a video interview. Body language is the nonverbal way we communicate with others, and your body language during a video interview can convey your internal feelings.Presenting confidence, friendliness, and positivity should be your aim. How you sit, stand, and gesture all play a part in how your interviewer will evaluate you. Below we have seven tips to help you be aware of your body language when interviewing. Use these tips to present your best self and land the role.7 Body Language Tips for a Video Interview1. Maintain good eye contactLooking directly at your intervie wer is important during any interview, but especially so for avideo interview. Thing is, some job seekers might find it challenging to know exactly where to look during the interview while they are talking.Make it a point to look directly into the camera, rather than your computer screen. Looking at yourself on the screen will show that your eyes are looking elsewhere and may cause the interviewer to feel a disconnect. Just as you would look directly at the interviewer in an in-person interview, and not to the left or right, focus your attention on them during a video interview as well. Youll establish a better connection.2. Sit up straightHaving good posture during your interview shows that youre alert, interested, and engaged. Slouching in your seat can look unprofessional and make it seem like youre a little too casual- and therefore not as interested in the position as you should be.If you think that you might start to sink into your seat as the interview goes on, prop yourself up with a small- and unsightly- pillow. Itll keep you sitting straight and paying attention.3. Lean in, but not too farUsually, when someone is saying something interesting, the natural response is to lean in closer. But if youre doing a video interview, theres only so far you can lean in before youre just one big eyeball to your potential employer.When you feel its natural to do so, you can lean in as the hiring manager is speakingbut not too far. Just leaning forward a few inches is often enough during a video interview to express your interest.4. Try to keep gesturing to a minimumMany people gesture as they speak to animate their stories or to get their point across. Problem is, most people dont realize how often they use their hands until they see themselves on video. During yourvideo interview, you can gesture as you speak but to a certain extent. After all, no one is expecting you to sit on your hands for the duration of your video interview- it would look odd if youdidntgestu re once in a while.If youre concerned that you might move your hands too much, you can always practice pre-interview to make sure your motions are kept to a minimum.5. Dont cross your arms or legsIn an attempt to keep from gesturing wildly, you might be tempted to fold your arms in front of you. Unfortunately, you might come across as closed off or upset by doing so. Since thats not the image you want to present to a potential employer, keep your arms comfortably at your sides and your feet planted on the floor to make yourself look more open and engaged.6. Nod when necessaryYou dont want to interrupt your interviewer with a boisterous, That sounds amazing when theyre telling you about the company culture. Thats where the art of the nod comes in. Youshouldnod as your interviewer is speaking this conveys a connection between the two of you and shows that youre listening to what theyre saying.While nodding once in a while is encouraged during your video interview- nodding so often tha t you give yourself a headache isnt. So be selective with your nods do it often enough so that your interviewer knows you understand what theyre saying, but not too much as to look comical or not genuine.7. Smile genuinelyOf course,smilingis a great way to show friendliness and approachability. When people try to force a smile, though, it can come across as fake, which can be a big turn off for a potential employer. So be sure to smile during your job interviewwhen it feels right. Its been shown that smiling while speaking also makes you sound friendlier and can give you a more upbeat tone to your voice. And if your interviewer says something funny, smile and laughBeing aware of your body language during a video interview can be the difference between presenting yourself as a confident or nervous candidate. Follow these tips to showcase the best body language and let your skills and experience shine.Interviewing for jobs but looking to fine-tune your approach? A FlexJobs career coac h can help Book an online career coaching appointment today to get tips and tricks and personalized feedback from one of our career experts.Schedule your personalized career coaching session here.This article first appeared on Flex Jobs.

How to Analyze a Companys Culture

How to Analyze a Companys CultureHow to Analyze a Companys CultureWhen you apply for a job, one of the most important considerations is a companys culture- how well you will fit within a company and how well it will fit into your life. After all, a good fit with a company can mean a fulfilling and enjoyable work experience.Before you try to understand a company, though, you need to know what you want out of both a job and company. Without understanding your needs, you wont be able to look objectively at different companies or decide on a place that will be a good fit for you.Check out these tips to help you analyze a companys culture to find a good fitDo your research.Walking into ajob einstellungsgesprch without an inkling of what the company is about isnt going to land you a position where you feel valued or challenged. Make sure to do your own research ahead of time, starting with the companys website.Check out the tone of the site- is it personal or straightforward and profession al? Read through the companys mission statement to binnensee if you agree with it or not. You can even peruse the companys benefits page. Does the company offer competitive benefits, and what is its stance on work flexibility? All of these can be major clues into the companys culture, and whether youd want to work there or not.Use resources.Connect with your network to see if any of your contacts have previously worked for that employer. They can give you a first-hand perspective of what working there might really be like. Scour the companys social media channels, including LinkedIn, to get a better picture of its engagement with consumers, clients, and employees.You can also use resources such as Glassdoor to read about other peoples experiences with the company.Ask questions.Lets say that youve done your research and are now sitting in front of your prospective employer during your job interview. Now is the time to ask questions that you might not have previously been able to find an answer for.In order to assess company culture, you might want to ask about how employees are trained, and professional development opportunities at the company. Other tips would be to find out how management makes its decisions, and the types of managerial styles embraced at the company.Be observant.Whether youre in an actual office or conducting your job interview remotely, be sure to take some mental notes of what you see. Are workers dressed in business attire, or are they rocking jeans and tees? Is the office cut up into cubicles, or is there more of a communal vibe? And if your interview is after traditional working hours, is a large percentage of the staff still there, or have most of them clocked out for the day?Looking at the office environment can give you a really good idea of what the companys culture is, and if it makes sense for your needs.Analyze it all.After collecting all of your data, its time to sit down and look at everything together. Break down the informati on into different areas that will help you get a better picture of the company culture. Focus on how you would feel working in the office, and what your initial reaction was whenever you communicated with someone at the company.Also, consider your wants and needs that you have established and match up them up with what the company can offer. Does it all fit together or conflict? fruchtwein of all, think about how you felt interviewing with the company. Did you feel excited about potentially getting hired, or do you feel blas about working for the business? Your gut instinct can be the biggest indicator of whether a companys culture would be a good fit for you or not.Check Out The Top 100 Companies for Remote JobsJennifer Parris contributed to this post.

Contingent Job Offers With Strings Attached

Contingent Job Offers With Strings AttachedContingent Job Offers With Strings AttachedWhen you accept a job offer, be sure to understand any contingencies that may cause it to be withdrawn subsequently. For example, some companies perform background and reference checks, and these checks may not be completed by the time that you receive an offer, or even by the time that you actually start work. Negative results on such checks can cause the offer to be withdrawn, or you to be terminated if you already have started work. One particularly controversial variation on this theme is the growing use of employment leistungspunkt checks among many employers. We discuss this matter in detail under the 3rd heading below. False Statements Putting anything untrue on your resume, on an employment application or on a company questionnaire is risky. If discovered by the company, this can lead to rescission of an offer or dismissal if you already have begun work. This risk continues to exist even if your false representation has gone undetected for a number of years, and even if you have compiled a stellar work record in the intervening time period.A significant number of employers have a zero tolerance policy towards the use of falsehoods by job applicants, and effectively have no statute of limitations on enforcement thereof. Ironically, though, many companies lure applicants with false representations of their own. In fruchtwein cases, unfortunately, employees hired pursuant to such claims have little or no opportunity for redress, at least not without launching potentially expensive legal action. Arrests, Convictions, and Legal Actions Companies commonly ask about past arrests, convictions and other legal actions against you. Minor traffic violations normally are specifically excluded from such inquiries. Accordingly, if you have any past brushes with the law that may impair your marketability as a job applicant, get advice from an attorney who specializes in employment law . Also look into the possibility of officially expunging arrest records.If you are seeking employment in a state other than the one in which you reside, be sure that the attorney understands relevant law in both states, as well as applicable federal laws. You should know precisely what biographical details the prospective employer legally can inquire about, and what you should do if you are asked an illegal question. Bear in mind that an employer may reject you for refusal to answer an illegal question, using the pretext that you were unsuitable for other reasons. Credit Checks Some companies conduct credit checks on potential hires. While there is conflicting evidence about its predictive power, some firms believe that someone with a poor credit history is likely to be a problem employee. For younger applicants who do not have an established credit history, use of credit checks by an employer can present a barrier to being hired. Note that there is a political movement to restrictt he use of credit checks as a consideration in hiring.Fingerprinting? Be aware that many financial institutions fingerprintall employees,to facilitate criminal background checks. This is dictated by federal regulationsthatgenerallybarpeople with criminal records from the financial services industry. Companies in other industries also may fingerprint employees, where allowed by law, for the same reasons. Erroneous Information Background and credit checks at times come back with erroneous information that may place unwarranted blemishes on your record. Understand what redress you have if this happens to you.Invasion of Privacy If you believe that a prospective employer is trying to invade your personal privacy to an unwarranted degree, reconsider whether you want to work there. A companys hiring practices often give important clues on how it treats its employees.Changing Business Conditions A common contingency is that geschftsleben conditions can change very quickly after a job offer is extended. The company may start a round of layoffs that includes the job just offered to you. Alternatively, you may still have a job, but it may be radically different from what you thought you were getting. For all these reasons, and for the ones mentioned earlier, be careful to keep other options open for as long as you can. In particular, do not decline other job offers until you are certain that you actually will get the one that you prefer.

How to Find Resume Parser on the Web

How to Find Resume Parser on the Web Some are quite expensive too. Also, one ought to always be very near the data theyre working with. Dont become nervous when it requires time to comprehend. The Foolproof Resume Parser Strategy Also, using technology in day-to-day operations is the duty of the HR manager. The standard procedures of recruitment might be compared with the recent approaches including cv parsing software and the difference and Applicant Tracking Software will most likely be visible. There are a great deal of recruitment analytics solutions which are made to accelerate the recruitment procedure. Our wide accessibility to technology professionals mean that were confident we help you in a flexible manner to accommodate your needs with respect to the size of engagement and the degree of service offering required. Utilizing web solutions, it is possible to also access fully-fledged on-line translation solutions, like Google Translate or Microsoft Translator. An a pplicant tracking process is just one of them. The web based recruitment software is among them. There are lots of web based recruitment software that can be found on the net. As soon as you disable fields, our parser isnt going to bring data for the exact same. Headers and Footers might arrive between the true content. In case you have any requests, would prefer some clarification, or locate a bug, please allow me to know The truth of a parser is vital for resume searches. Resume parser lessen a great deal of burden of HR executives so they can concentrate on their other critical tasks and discover the parsed resumes in a least time thus saves a great deal of valuable moment. A chatbot is a great case of NLP. These tools help you in building your career path. Time has come when you have to keep on acquiring new skills to keep ahead of your competition. Hiring with WebHR is cheap, effective and quick. HR Analytics Data transforms the use of HR. Staffing of employee is extremely challenging undertaking for human resource departements. Recruitment procedure is extremely important but monotonous and tiresome endeavor. Companies would have requirements to recruit newer employees when they find that employees that fulfill a specific skill set doesnt exist in their existing pool of workers or that additional employees need to be added to the present pool, etc. Employer brand needs to be established before promoting your brand. Candidates trust the standing of a company prior to applying for work. Finding the talent for virtually any firm isnt actually enough. Definitions of Resume Parser Resume screening is an essential part of the ATS. You can do anything you want with this. Typically, a work opening receives 250 resumes daily, and around 85% are unqualified. Not simply its affordable but it is going to get you the work done. Closing a work position before deadline is always intimidating as a result of an unorganized recruitment procedure. The very first interview is never usually the very best experience. What the In-Crowd Wont Tell You About Resume Parser The newspaper advertisement might look like the simplest kind of recruitment technique but its been a rather effective method. As a consequence, there is not as much dependency on a paper resume. Moreover, with resume analyzer you can surely catch best candidates in the business. Some candidates arent good with language, although some have the practice of padding resumes. The final result is accumulation of qualitative data and excellent talent acquisition, resulting in a faster candidate selection approach. Fun-filled activities and brainstorming sessions can decrease absenteeism and promote the growth in turnover. There are several instances that arent always part of the traditional hiring procedure but have luck pre-installed on their system. There are new methods accessible to engage candidates to discover the ideal fit.

What Soft Skills for Resume Is - and What it Is Not

What Soft Skills for Resume Is - and What it Is Not The Hidden Treasure of Soft Skills for Resume Whatever the job, most employers are interested in finding somebody who is capable of growing beyond that job. If its a job which has the possibility of advancement, the employer is going to want to know that you have what it requires to be a leader later on. When creating an effective resume, you want to understand how to compose a skills section as it is but one of the very first things a prospective employer will search for to find a fundamental comprehension of what you, as a possible employee, can bring to their company. Speak to professionals in the area If youre having a hard time determining what skills an employer might want to see, think about contacting a professional already working in the business or position very similar to the one that youre applying for. Regardless of the sort of product or service youre providing, you should have excellent people skills. The capa city to create a plan is one which shouldnt be brushed aside. The capacity to communicate with clients and team members is critical. The capability to analyze data and use that information for the advantage of your business is extremely helpful. Since many job seekers may list skills in a different section of their resume, in addition, it is important to weave them into descriptions under every one of your prior positions. It is possible to find below a list of the greatest skills you may put on your resume based on the sort of job that you are applying for. If youre interested in submitting an application for a particular job, review the post carefully and observe the list of skill requirements. Read through it a couple of occasions and youll probably spot three or four crucial skills mentioned repeatedly throughout the document. The Argument About Soft Skills for Resume If youre able to do that, an employer will certainly notice. Theres only so much room on your resume, a nd at times it can be tough to properly convey all you should. Without them you wont be in a position to operate at work. A superb employee is additionally a great listener. What the In-Crowd Wont Tell You About Soft Skills for Resume If youre not certain which skills you would like to share, consider your prior experiences. Your skills are an overview of what you could do for the prospective employer if you were offered the work at this time. Some skills might be relevant while others arent. 3 First, you have to select the best skills for your resume. So, having the capability to drive is most likely the top rated hard skill you should have to do the job. Logic suggests hard skills are somewhat more important. Hard skills have a tendency to be more technical, and each business or sort of job will often have its personal necessary set. More technical or computer-centric hard skills are occasionally also called technical skills. Soft skills are very valuable to employers a nd are a few of the most wanted qualities interviewers search for in potential hires. fruchtwein soft skills are an issue of routine. In most instances, your soft skills can boost your hard skills. Military soft skills will work as an extra bonus to the particular experience you will be in a position to list on your resume. Some can argue that leadership is a tough skill, because there are certain technical elements to being an excellent leader. Dont forget, the hiring manager would like to employ you The expert experience section is your opportunity to prove how good youre at using the skills essential for the open position. If you would like to showcase your organization skills, obtaining a tightly structured resume certainly helps. Hard skills can be classified in various ways, based on your job title. Soft skills incorporate any skill that could be categorized as a personality trait or habit. Soft skills on the opposite hand, are not simply useful across multiple industr ies, but are a wonderful tool for standing out from different candidates who all possess the very same hard skills. Hard abilities, also called employability skills or technical abilities, can be quantified by your degree of expertise in the topic or years of experience employing a specific technique or program.

Good Recruiters with a Bad Side - Spark Hire

Good Recruiters with a Bad Side - Spark HireWhat makes a recruiter good or badeanstalteanstalt? While bad recruiters could learn plenty from good recruiters, you wouldnt think there could be much that a bad recruiter could teach a good one. But youd be wrong. While hiring managers and job candidates may cringe to hear this, there are some bad habits that even good recruiters should departure implementing, according to recruiter.com.Recruiters have a tough job. They not only have to sift through resume after resume and conduct interview after interview but they also have to make two different parties happy with the end result. Essentially, recruiting can be overwhelming at times, but some bad habits help save on time and create a better experience for everyone involved.Recruiter.com encourages recruiters to get rid of the resume piles. Say what? throw out resumes? Many times, recruiters waste time on resumes that are complicated, like job candidates who have giant gaps in work experi ence or really evident job hopping.The number one goal of a recruiter is to place job candidates with companies successfully, and that can be hard when a candidate just might not be a good fit anywhere. Recruiter.com states, A sign of a good recruiter and a skill that develops over time is a certain cold disregard for difficult resumes. It helps a recruiter wade through the piles and stay on the most efficient path to success.Another bad habit, according to recruiter.com, is turning away past job candidates who were difficult to place before. This implies that recruiters are lazy however, recruiter.com points out that this applies to job seekers who had a bad attitude or treated you with disrespect. If you had trouble with a candidate the first time around, chances are youll have trouble with them again.Finally, recruiter.com points out that whether youre a good recruiter or bad, its always bad to leave a job candidate hanging. If an opportunity hasnt worked out for them, dont beat around the bush because you dont want to tell them bad news. And dont avoid it altogether. Rather, spill the bad news right away.Now, here is where good recruiters sometimes act too good. They spend time with the candidate dissecting what went wrong and offering lots of false hope in saying that there are plenty of other opportunities out there somewhere. Heres what recruiter.com says So with time, all good recruiters will learn to drop the bomb professionally, but quick and clean. Then theyll move on to the next one.Being a good recruiter with bad habits does not entitle you to get lazy with your clients or job candidates. Rather, these bad habits encourage you to get your job done in the most efficient and effective way. And when these become part of your process, youll find that you have what it takes to be a good recruiter.What are some good and bad habits of other recruiters youve come across in the industry? What works and what doesnt? Share now in our comments

Make these Critical Hires to Grow Your Small Business Quickly

Make unterstellung Critical Hires to Grow Your Small Business QuicklyMake these Critical Hires to Grow Your Small Business QuicklySmall businesses with fewer than 20 employees account for 89.8 percent of employers in the U.S. or roughly 5.1 million employers in all. According to the Small Business Administrations Office of Advocacy, Small firms accounted for 63 percent of the net new jobs created between 1993 and mid-2013 (or 14.3 million of the 22.9 million net new jobs).Since the end of the recession (from mid-2009 to mid-2013) small firms accounted for 60 percent of the net new jobs. Small firms in the 20-499 employee category led job creation.Small businesses with less than 500 employees employ around 52.6 million people nationwide. Although small businesses provide a significant boost in total employment, the nature of a small business is that every resource is precious and there is little room for error or waste. The recruiting function of a small business is especially importa nt since the wrong hiring decisions can cost a company mora than money, but also time, morale and even sales.Consider the following four stages of hiring at a small company to help your new business thrive and grow.1. Create the Core TeamStart your talent acquisition effort by identifying the types of people who can quickly take a product or service to market. Your core team should be big-picture, process-oriented thinkers who can prioritize multiple needs. Look for leaders who can answer the following key questions.What is our product or service?Who wants our product or service?How can we monetize our product or service?Possible key roles could be product managers, finance and product marketing. Remember that production workers (engineers, technical staff and account managers) can be outsourced in the early days while you identify exactly what and how many people are needed in these roles.2. Produce and SellOnce you have identified the big questions- what your product does and who it is for- you can begin to operationalize and promote your business. This is the time to hire skilled production workers such as engineers or artists as well as sales and marketing staff.3. Scale and GrowAs your business gains traction, you may need supporting roles to help you scale and grow. Not only will you need people to manage existing customer relationships and drive production efficiencies, but you may need specialists to expand the business in niche areas such as specific industries or mobile enablement.4. Look to the FutureOnce your company has grown- both in revenue and headcount- an experienced executive team can bring high-level strategic planning and solid people management skills to the organization. Look for executives with good reputations in similar industries and dont forget to solicit feedback from teams your candidates have managed, as well as from their peers. Strong management skills from the executive team are critical to drive morale through the ups and dow ns of small company life.Read Related ArticlesBe The First To Make The Shift Attracting Top Talent in the Job Seekers MarketHow to Avoid the Pitfalls of a Cumbersome Hiring ProcessYour Message or Theirs? Take Control of Your Employer Brand

How to Sharpen Your Critical-Thinking Skills

How to Sharpen Your Critical-Thinking SkillsHow to Sharpen Your Critical-Thinking SkillsHow to Sharpen Your Critical-Thinking SkillsA critical thinker looks at a situation from all angles. If youre looking to develop this key skill, we have some advice. TWEETTony Wagner, education expert and author of The Global Achievement Gap, argues that students need 3 basic skills in order to thrive in a knowledge economy1. The ability to do critical thinking and problem-solving.2. The ability to communicate effectively.3. The ability to collaborate.What is true for students is true for all of us professionals, or students of the world of work These skills are invaluable and fall on the skills list of what employers look for. Id recommend that anyone who cares about knowledge job performance strengthen and continuously exercise all of these skills. I can say theyve served me extraordinarily well so far in my career, from teaching English as a foreign language, to helping organizations grow as a writer and editor for a marketing agency.The supreme importance of critical thinking.Wagner lists critical thinking first for a reason. Its paramount. In the classic cognitive skills of traditional education, its the difference between the bottom of Blooms taxonomy (memorization) and the top (evaluation). Along with the other indispensable skills of a knowledge-based economy, critical thinking is rooted in a rigorous and balanced approach to looking at the world, what many employers look for.Whether in a classroom, laboratory, online program or live workshop (even self-study), the sharper your critical-thinking skills, the easier it will be for you to apply your knowledge to boost your career growth. To borrow from Blooms taxonomy again, those who can use their knowledge to analyze, synthesize and ultimately evaluate, can adapt to any job situation and thrive within it. The particular knowledge itself is less important than the types of thought processes youre exposed to and practic e on a regular basis.Essentially, the critical thinker cultivates a mindset (grounded in awareness) that looks at all the angles of a given situation. How do you see more angles? How do you become more aware? Well, its partly a function of experience, but its also a habit of mind. Having a healthy curiosity and drive to understand the why behind things, not just the how, broadens perception and awareness. Its also a key skill for a resume.How do you improve your critical-thinking skills?To abflug, weve got no shortage of literary sources to turn to in the current exploding market for productivity advice. Some of these bestsellers can help you reevaluate many of your foundational choices, which translates directly to work choices. Being active and deliberate with your life choices requires critical thinking. A good book Im reading right now is Eat Move Sleep by Tom Rath another Im looking forward to reading soon is Charles Duhiggs just-published Smarter Faster Better. If youre only g oing to read one book, Id start with Maria Konnikovas Mastermind, which uses modern neuroscience to explain the ways we can all learn to think like Sherlock Holmes. I have found her take on mental performance to be completely mesmerizing and integral to my productivity in both work and life.What employers look for.At most places where youd want to be working, employers are looking for people to ask the right questions. Indeed, being inquisitive is one of the fundamental principles of company culture where I work. This knack for probing deeper into what motivates an organization is exactly what smart employers seek. In fact, when I was last on the job market, I relied heavily on a book (maybe this one sorry, too long ago) that helps job-seekers formulate the best questions to ask during an interview.I got the job.With no prior experience in the industry. And very little knowledge. Furthermore, I could tell before getting the formal offer that one reason I was on track was the quali ty of the conversation my questions enabled. Apparently I tricked them into thinking I was a legit candidate In all seriousness, by demonstrating a leaders forward-thinking tendency while interviewing for an entry-level position, I showed my commitment and potential. Ultimately, I left a great impression, thanks in large part to my questions.Ask intelligent questions.One of the hallmarks of critical thinking is asking intelligent questions not necessarily knowing the answers, but the best questions to ask. As indicated in the preceding section, the ability to articulateand refinea powerful question is a highly coveted job skill and a key skill for a resume. It indicates you care about outcomes and can take a long-term perspective, which are signs of professional maturity. And it starts from critical thinking.So, ask more questions. Be open-minded. Learn as much as you can. Then debate, explore and play with your new knowledge. Practice thinking critically until it is as natural to you as breathing. This is what employers look for. Before long, you will start to look at the world differently. Even more exciting, your employer and colleagues will start looking at you differently, too.Want to see how your resume stacks up? Try out our free critique today

Biggest Job Search Mistakes You Made This Year

Biggest Job Search Mistakes You Made This Year Biggest Job Search Mistakes You Made This Year There’s nothing like the start of a new year to celebrate our successes, reflect on our mistakes, and try to learn something from our job search blunders. Your job search may have fallen short of your expectations not because you weren’t qualified, but because of common mistakes, you didn’t even know you were making. For example, a study last year by the research firm Future Workplace showed that while 71% of HR professionals thought that employee referrals were the top source for finding candidates, only 7% of job seekers saw referrals as the best source, indicating that many job seekers are not clued into the best ways to find and obtain employment.   By investing in strengthening your job search prowess, you’re investing in your future. If your New Year’s resolution is “find a job,” then you can’t miss out on learning from these common job search mistakes.   “The type of company and the type of role should guide how you follow up to a job application,” says Glassdoor’s Talent Acquisition Partner and resident recruitment expert, James Parker . He also recommends crafting a unique follow-up message for every recruiter you talk to, especially if they’re from the same company. If you want to be a memorable candidate, following up with recruiters is a must â€"  both before and after you submit your application.   You’ve crafted a killer resume, and you’re excited to send it out to every company on your list. But wait! That resume might look great, but chances are it’s not equally great for every job you’re applying for. “You should absolutely tailor your resume to suit the company, industry, location, and other parameters of the role,” told career coach Michele Moore to Glassdoor . By only sending out one resume, you’re selling yourself short.   A job description can only tell you so much. What is the company culture like? Are employees satisfied with their pay and benefits ? What is the average salary of someone in your position? All of these questions can be answered by reading Glassdoor reviews of companies, where current and former employees can give you the inside scoop.   You see the perfect job description, get your resume and cover letter, and quickly apply. Week go by and you don’t hear anything back, so you l ook back at the job description . “Fluent Japanese is a must.” Oops! Missed that one. Trying to save time when you read through job descriptions only costs you more time in the end, of wasted time and energy updating your resume and writing a cover letter. Read carefully!   “At least 70 percent if not 80 percent, of jobs are not published,” told Matt Youngquist, the president of Career Horizons , to NPR . Youngquist says that job seekers waste time surfing the internet when many times, it’s talking to employers and leveraging personal connections that get your foot in the door. In addition, connecting with employers on social media can be the ticket to finding you that “invisible” position.   While some may say that “the cover letter is dead,” it’s important to remember that is from a hiring manager’s perspective. As a job candidate, if a cover letter is asked for, the cover letter is certainly not “dead.” And if a cover letter is optional? Better to include it â€"  in the employment search, anything that can set you apart from the pack and show your dedication will boost your chances of landing a job.   When you’re looking for a job, you should also have an idea in your mind of what kind of pay you’re looking for. You should also be prepared to negotiate a higher salary , in case the one you’re offered isn’t up to par. Glassdoor’s Know Your Worth tool uses information like your current job title, base salary, employer, work location, and more, to determine the amount that you could reasonably expect for a job.   A well-informed candidate is always preferable to the alternative. Asking questions about your specific interests in the company, and even just asking general questions about what the company does, are some of the most common interview questions out there. If you haven’t done your research, it’s ultimately a waste â€" not only of the recruiter’s time, but also of your own.  

What Technical Interviews Look Like at Glassdoor

What Technical Interviews Look Like at Glassdoor What Technical Interviews Look Like at Glassdoor One of the most frustrating things about applying to a company is having no idea what the interview process is going to look like. Will there be one phone screen ? Three? When do you get invited onsite for an interview? And will you be assigned a presentation, or any take-home assignments? Not every company is going to answer those questions. At Glassdoor, though, we not only believe wholeheartedly in transparency - we believe that an informed candidate is a better candidate . So we reached out to Senior Technical Recruiter Charlie Bouzaglou and Lead Talent Advisor (Engineering) Vikram Dhani to get the scoop on what technical interviews at Glassdoor involve. The interview process for technical roles may vary slightly depending on a candidate’s background and the seniority of the position, but typically, it looks something like this: Here’s what to expect each step of the way. In the first step, you’ll be speaking with a recruiter - possibly Vikram or Charlie themselves! During this roughly 30-minute chat, the recruiter will aim to learn more about your background and skill set, why you’re interested in Glassdoor, why you’re looking for a new position and what you’re looking for in your next role. In addition to asking you questions about these subjects, they’ll also share information about the role and about Glassdoor as a whole, as well as allow you the opportunity to ask them a few questions . The phone screen will likely be the first time you are introduced to the hiring manager for the role (i.e., the person that would become your manager if you were to get the job). In addition to discussing similar items as you did on the phone screen, the hiring manager will dive a bit deeper into your technical expertise and how your previous experience has prepared you for this role. Candidates for certain roles may also be invited back for a second phone screen with another hiring manager or team member to further discuss their skills and experience. As the name suggests, an onsite interview is the point at which you come into the Glassdoor office to interview with your potential hiring manager(s) and team. Besides talking about your past experience, skills, culture fit, ideas for the company and other topics, you’ll likely dive into a coding or other technical exercise at this point, such as an online coding exercise, whiteboarding, product presentation or take-home assignment involving analytics or case scenarios. Don’t worry, though -  this won’t be sprung on you at the last minute. The recruiting team will give you a heads-up before the interview so you can prepare in advance. Again, you may be invited for a second onsite interview depending on the role. While this is just a high-level overview, hopefully you find it helpful in preparing for your interview. Remember: If you have any questions, don’t be afraid to reach out to the recruiter you’ve been in contact with. And most of all, good luck! We look forward to getting to know you.

How to Keep Your Road Warrior Employees Engaged and Productive

How to Keep Your Road Warrior Employees Engaged and Productive How to Keep Your Road Warrior Employees Engaged and Productive How to Keep Your Road Warrior Employees Engaged and Productive How to Keep Your Road Warrior Employees Engaged and Productive PDF Note: Youll need Adobe Reader to view the PDF file above. Download Adobe Reader. Wednesday, September 18, 2013 Far too many employers are not aware that their Road Warriors are unhappy until its too late. Business travelers often focus on the downside of their role and many do not feel sufficiently valued by their employers. But we know Road Warriors are critical for the success of our businesses handholding clients, communicating delicate information and closing critical deals. In fact, experience has shown that Road Warriors are directly responsible for a growing percentage of business taking place today. Join Management consultant, futurist and USA TODAYs Road Warrior of the Year, Joyce Gioia as she discusses effective tactics for keeping your Road Warriors fully engaged and happy. There are no easy fixes. There are, however, proven strategies to convey your appreciation to your Road Warriors as well as help them stay connected with their office and family. Discover how to care for your most valuable employees during this fast-paced, interactive webinar. Presenter(s): Joyce Gioia President, The Herman Group Joyce Gioia is a Strategic Business Futurist concentrating on relationship aspects of the future. This arena includes workforce and workplace trends, as well as consumer, education, and business-to-business trends. Joyce is President of The Herman Group, a firm serving a wide range corporate, trade association and governmental clients on an international basis. Through consulting, speaking and training, Joyce helps clients position themselves for success in the future. Joyce has co-authored five books with her partner Roger Herman. These books are focused on what employers must do to attract, optimize, and hold onto their best employees. Joyce approaches Human Resources from an Internal Marketing perspective, taking external marketing concepts and strategies and applying them within the organization. She is a Founding Member of the Association of Professional Futurists as well as being an active Professional Member of the National Speakers Association and The World Future Society. Often quoted in the national media, like Industry Week, The Christian Science Monitor, Entrepreneur Magazine, Business Week, The Wall Street Journal, and on National Public Radio, Joyce is recognized as one who not only knows whats coming, but can communicate that future very effectively. She has also appeared on numerous radio and television talk shows and was featured in an episode of New Attitudes on the Lifetime Cable Network. Joyce is listed in Whos Who in America, Whos Who in the East, and the International Whos Who of Business Executives. Joyce was just named ROAD WARRIOR OF THE YEAR by USA TODAY. Webinar Transcript: How to Keep You Road Warrior Employees Engaged and Productive (18 Sept 13) Great. Thank you so much. Good afternoon everybody. Im Barrett Lad, an analyst here with Monster. Id like to thank you all for joining us today for this exclusive webinar hosted by Intelligence. Todays webinar is entitled How to Keep Your Road Warrior Employees Engaged and Productive. Joyce Gioia will be presenting this webinar. Throughout the webinar, thought leader Joyce Gioia will share insights for how to take care of your road warriors. Before we get started, Id like to mention a few housekeeping items. Todays presentation and a copy of the recording will be posted on hiring.monster.com within two to three business days. Please click on the Resources tab and navigate to HR events to obtain a copy. All registered participants will also receive an email with a direct link to todays materials. Let me tell you a little bit about Intelligence. We help HR professionals improve worker performance and to retain top talent and enhance recruiting strategies. We analyze and collect data from over four million unique searches performed on each day. We invite you to visit hiring.monster.com and read our in-depth reports and analyses. For our latest materials, click on the Resource Center tab when you visit the site. After Joyces presentation today, there will be time for questions, and our meeting manager Kim will help to facilitate the QA. Please feel free to type your questions in to the available space during the event, and well make every effort to include them in todays QA session. If youre listening to todays presentation via telephone, youll be placed on mute until the QA session begins. Id like to give some background on Joyce Gioia, todays speaker. Last April, USA Today changed our speakers life. They named Joyce their first road warrior of the year. Joyce was named their most valuable player for her insights in responsiveness. Joyce founded her first business at the age of 14, and at the age of 28, she became the countrys youngest national magazine publisher. A certified management consultant and certified speaking professional, Joyce has informed and entertained audiences on six continents and in 46 states. An accomplished journalist, Joyce has written hundreds of articles for newspapers, magazines and websites. She serves as contributing editor to the future, as well as hotel executive magazines. Over 29,000 people in 87 countries read her Herman Trend Alert in four languages every week. Joyce is frequently quoted in the national media and has written many books. Last year she stayed in hotels for over 75 nights and flew an impressive 145,000 miles. Join me in w elcoming road warrior Joyce Gioia, whose topic today is Taking Care of your Road Warriors. Joyce, I will now turn the webinar over to you. Thanks so much, Barrett. Welcome, everyone. Its great to be with you today. When I was thinking about the fact that I was going to be spending this hour with you all, I was thinking back to when I was first a road warrior back in the late 1970s and early 1980s. This was when I was the publisher of a magazine called The Complete Buyers Guide to Stereo/Hi-Fi Equipment. It was wonderful being one of the only women in the consumer electronics industry. Im sure you can relate. Everything was going really well in my business life. Unfortunately, my personal life wasnt doing so well. I was stressed and struggling with the fact that my marriage was falling apart. Unfortunately, I was working with a small organization. They really didnt understand. That stress certainly affected my productivity. It certainly affected my engagement, and I was thinking about what they could have done to make my life different. There were a lot of things that they could have done. Some of them, Im going to be sharing with you today. The first thing Id like to address is who your road warriors are. In some cases, they are salesmen. Maybe they are frontline salesmen or your national sales managers. They could be representing particular industry segments or perhaps certain geographical areas in the country. Your road warriors might be responsible for clinical trials. As Ive travelled on airplanes, I have met a lot of people who are responsible for pharmaceutical companies clinical trials. They could be purchasing folks who are responsi ble for helping you get the best prices and the best delivery possible, so that you can drive the most profit to your bottom line. No matter what they do, warriors are your representatives out there in the big world. They are the folks who are responsible for connecting with clients, suppliers, and in some cases, investors. They can make a huge difference in how well your whole organization operates. Take care of them and youll see. So no matter what function they perform, they are important. Lets start by doing our first polling question. My first question to you is do you have a program or at least a list of road warrior friendly policies that you follow? Yes, no, or you dont know? Please answer now. We will record your answers Most organizations realize that their road warriors are important, but they dont really understand exactly what they need to do to make sure that their road warriors are functioning at optimum levels. Its not surprising that 40 percent of folks know that they do not have road warrior policies, and theres no formalized program. This does not surprise me. Im wondering whether, perhaps even as a result of having attended this webinar today, you will choose to create that list for your organization. One of the things I do, as a consultant, is help organizations to engage and retain their people. What does it take to engage a road warrior? It takes thinking about things from their point of view, certainly. I was wondering, how do you know if your road warrior is unhappy? Well, one of the ways is that he barks at you when you ask a question, or she is reluctant to accept another assignment. He seems exhausted and burned out. You might detect a little edge in his or her voice that wasnt the re before. Theres a difference when road warriors are unhappy, and you need to pay attention to that, because you could wait for your road warrior to quit, or you could be proactive. In this webinar, Im going to talk about low- and no-cost steps that you can take to help engage and retain your road warriors to make them more productive, reduce their stress, and make their lives somewhat easier. One step that you can take is to allow your travelers to take talk time when they need it. Talk to them. Find out whats going on in their lives. Do their children have some special play, some special teachers conference, or something that they might want to be there for? Youll never know if you dont ask them. Its the kind of thing that youll definitely want to communicate about with your road warriors. The second thing is that you want to encourage them to travel so that they arrive at their destination in the late afternoon, early evening, or maybe even earlier if they need to get set up or get certain details of a meeting. It just gives them the opportunity to have that extra reserve and encourage them to have it. As a road warrior, I find that its best when I can arrive at my destination by at least 4 oclock in the afternoon or a little bit earlier, or if I have to push it, 7 oclock at the latest. Then I get a good nights sleep, I dont have to eat dinner too late, and then Im much more fresh and feel much better about handling whatever it is I need to do the next day. You could also permit people to depart early enough on Friday morning, or whatever morning theyre leaving, in order to be home for dinner with their family or with their significant other. It makes a real difference when people feel supported. Allowing people to get home on a Friday night to have that dinner with the family really can make a substantial difference. You also want to make sure that you stay connected with them through technology, whether you use FaceTime, Skype, or just some other chatting program. You want to keep connected with your road warriors, because that will give you an opportunity to understand how theyre doing, whether they are engaged, and whether they are in any way stressing out. Lets talk about what else you could do. These are somewhat more extraordinary steps that you could take. Theyll cost you a little bit, but relatively speaking they wont cost a whole lot. See what you could do to arrange to allow them to stay over a day or even a weekend to see th e area. I was just in Massachusetts in Boston suburbs for about five weeks. I was there because my eldest daughter gave birth to my fourth grandson, and it was a very happy, happy time. There was a time during those five weeks, however, when my husband came to visit. I suggested to my daughter that given the number of family members, it might make a lot of sense for us to stay at a hotel nearby instead of staying at the house, which is where I had been. My husband doesnt particularly relish sleeping on a blow-up bed on the floor. I dont mind it, but hes not up for it a whole lot. We ended up staying at a local Residence Inn, and this local Residence Inn, as it happens, caters to road warriors. I was so impressed by what this hotel was doing. They take a special interest in the road warriors who come to visit this particular hotel. They find out a little bit about them, and then they give them special things that those particular people each care about. I mean, I was just very impressed when their general manager, whose name was Jennifer Hogan, was telling me what they do. You might want to see if you can talk to a hotelier and come up with some ways of showing your appreciation through little thoughtful gifts for your road warriors. It might be something that they can use for travel. It might be something that will make their lives more convenient, and it could even be the TripIt Pro app. It might be something to make their lives a little bit easier. What this does is it demonstrates that you really care about them. Now, what Jennifer did for me just absolutely blew me away. She looked online, and she found the article that had been written about me in USA Today, and then she picked all of my favorite things. I travel with dried mango strips and other dried fruit. I prefer KIND bars. I only drink sparkling water, and one of my favorites is San Pellegrino. She prepared a goodie bag of all of my favorite things. If you know what your road warrior is like, then you could do that as well, and have that waiting for them the next time they come into the office. You could also suggest that they take along the family or a significant other. Sometimes that brings a whole new dimension for people when they can take along their family. We road warriors spend a lot of time away from our families, and when we can take along our family, our boyfriend, our girlfriend, or our spouse, it does make a difference. The final thing is to send a surprise to the next hotel. If you have a road warrior who is going to be going to one hotel after another for you, you might want to surprise them by sending a small box of chocolate-covered strawberries from Edible Arrangements. I was very pleased when after the birth of her son, someone sent my daughter a beautiful Edible Arrangement made of melon, strawberries, and blueberries. It was just a lot of sun, very good, and very healthy. Many times when were on the road, we just dont eat as healthy as we could. Another thing that you might want to do for your road warriors is to help them with their nutrition on the road. As a small example, one of the things that I do when Im on the road is to have soup for dinner at the end of the day. That soup is a comfort food, and it makes me feel relaxed and de-stressed after a long day. It also helps to rehydrate my body. In fact, Ive actually written one of my road warrior tips about making mine soup. Lets do anoth er poll question. How well do you think youre doing in taking care of your road warriors? Were fantastic, were very good but theres definitely room for improvement, were okay but I know there are many things that we could do better, or we send them out on the road and hope for the best? This is somewhat related to what we did before in terms of whether you have a program. My suspicion is that many of you are okay in terms of taking care of your road warriors, and that there are a lot of things that you could be doing differently. In fact, Im going to have a whole section on my website on what employers can be doing to take better care of their employees who are road warriors. Im going to be blogging about it, and I also write articles about it, which are placed in various publications. We have a list of those in the media room and listed on the website as well. You might want to take a look at that for yourself. We have the poll question up. Do we have the poll question up, or do we not? There we go. Here is the poll question. How well do you think youre taking care of your road warriors? Because I talk with a lot of road warriors when Im on the road, its very unusual to find ones who feels like they are really being taken care of by employers. More often than not, they feel like its just a part. It comes with the territory. They feel like they absolutely have to do it, but they dont really love to do it. I may be unusual, but I really enjoy being on the road. I enjoy being on the road because I take it as a couple of opportunities. I take it as the opportunity to see how many peoples lives I can affect in a positive way. It might be by bringing a smile to someones face, by entertaining a child when a stressed-out parent doesnt know what he or she is going to do next. Im making faces, playing peek-a-boo with the children, or talking with someone who seems to be particularly sad. Ive met a number of people who were on their way home or going to funerals of friends and relatives, and I take it as my personal mission in life to see how I can bring joy into the lives of o thers. It will not surprise you to know that that makes a tremendous difference in my life, because their appreciation is then reflected back on me. Im not saying that everybody should raid the airline club and bring cookies, muffins, and whatever else to the flight attendants, like I do. Its something that I do that really makes me feel good, though. When Im on the road, I also take an opportunity to appreciate the local culture. Ill look at the local maps. I may not have time to go anywhere, but Ill interact with local people and learn what I can about the area. Im fascinated by people in other cultures, and I spend a lot of time on the road internationally as well. Im about to take my second trip to India, so I take those opportunities. Thank you for posting our poll results. As I expected, its really okay, but there are many things we could be doing. Great, thank you all for participating in our poll. The other thing that you could do is something that I urge all employers to do. There are a lot of organizations that spend a lot of money conducting exit interviews. The problem is that when theyre conducting the exit interviews, its too late. They cant do anything about it for that person, and that person may be a highly valued employee. I suggest that you conduct stay interviews, and the first thing you want to do is ask what they like best. You also want to ask what they like least. You want to find out, what are their dissatisfiers? What are the things theyre really unhappy about? What are the things that you could do something about? What are the things that you dont even know what to do something about and will need to ask around or even ask me what you might do about it. We have a tool on our website that I believe are free for download. If it costs anything, just send me an email to joyce@hermangroup.com, and I will send it to you for free. We have a whitepaper that talks about conducting stay and exit interviews, because we believe that stay interviews are very important. When you find out these dissatisfiers, then you can do something about it in a timely manner. One of the companies that I was privileged to work with along the way was a company that was written up in Ink magazine. In fact, there were six pages about this in Ink magazine. I helped this company to reduce their turnover from over 300 percent to under 25 percent in fewer than five months. The way that I did that was to have them establish a director of retention. This director of retentions job was to go and talk to the people and find out what are the dissatisfiers. What are they unhappy about? She had top secret clearance. She was not allowed to share any of that information about the individual, identifying it who said it, but she was definitely allowed to take care of whatever the issue was. One of the things we discovered was that the managers needed extra training, so we took care of those things. When you know what dissatisfiers are, you are able to address them in a timely manner, and you are not going to lose the person. Ask what more could you be doing for that person or if there is extra support that they need. In my case, when I was going through a divorce, if somebody had asked me, I would have shrugged my shoulders and said, I dont know. What I really needed, though, was not only help with time management, but also some counseling to get through it. Unfortunately, I got neither, and so my productivity really did suffer. You dont have to have the problems that my employer had, though. You can conduct stay interviews, which can be your early warning system. Take care of your road warriors, and they will take care of your customers. They will be more engaged, they will be more productive, and they will drive more to your bottom line. Carpe futurum. Seize the future. I know that weve been pretty short today, and Im wondering if perhaps we can use this opportunity to ask more questions. If you dont want to ask your question today, you can call me, and that is my direct cell number. I will not be on the road tomorrow, surprisingly. You can also ema il me at joyce@hermangroup.com. To sign up for my road warrior travel tips, visit www.roadwarriorinsights.com, and click on the travel tips box. It is absolutely free. Lets have some questions. How about it, Barrett? Great. Thank you so much, Joyce, for sharing your insight, knowledge, and some great ideas with everybody today. At this time Id like to turn the webinar over to our meeting manager, Kim, who will help support our question and answer session. Thank you. Ladies and gentlemen, if you would like to register a question, please press one followed by four on your telephone. Youll hear a three-tone prompt to acknowledge your request. Your line will then be accessed from the conference to obtain information. If your question has been answered and you would like to withdraw your registration, please press one followed by three. If youre using a speaker phone, please lift your handset before entering your request. One moment, please, for our first question. Okay. I have one question. The first is, how do I get my boss to understand the importance of taking care of my road warriors? Thats a great question. The way that you can do that is to help them to understand what losing that road warrior would cost. The Society for Human Resource Management talks about it costing up to three to five times the salary to replace a valued employee. When youre talking about road warriors who have those valuable relationships, its even more. When you can show your boss what its going to cost them, then they will hopefully see how investing a little bit in taking care of your road warriors can make a difference. Great. Thank you Joyce. One other question is, what is the difference between a stay interview and a review? Oh, theres a big difference. A review is to assess the performance of your employee. You are saying to them, I think you did this right, and there is room for improvement in this other area. Actually, Im glad you asked, because we have a particular way that we encourage employers to do those reviews. We encourage them to have the employee review himself, have the manager or supervisor review the employee, and then they get together to come up with what goes into the record. In that way, you can really avoid a lot of misunderstandings. I think it makes a profound difference in terms of the level of engagement and retention that youre going to get. A stay interview is something that you do proactively, kind of like taking the temperature of your employee. You know how you conduct surveys across your entire employee population? Well, this is kind of a one-on-one survey where youre finding out how that employee is doing and whether hes feeling good about working with you. A third question here is, what advice do you have for recruiting road warriors, as opposed to engaging them when youre going out and hiring new road warriors? You want to make sure that your road warriors understand what is involved in the job. If its someone who has never been a road warrior before, you really want to make sure that they understand whats going to be involved. Some people approach it with excitement and a positive attitude, but others, perhaps not. When youre talking about young people in particular, they think about travel as being very glamorous. They think about staying in hotels as being this wonderful thing where theyll get to see different areas. In many cases, they do get to see new cities. Unfortunately, too often, we road warriors see the insides of taxis, the insides of hotels, the insides of airports, and not a whole lot else. I would urge you to have your new road warriors do job shadowing with your more seasoned folks. The other thing that I would do, if I were you, is to make sure that the psychological profile matches up with your road warriors who are the most successful and the most happy on the road. Typically the happiest are the most successful. What I mean by that is that there are different assessments that you can look at, including my favorite. You can find People Clues at peopleclues.com. With an investment of 20 or 30 minutes, it can help you know whether this individual has the temperament to make it as a road warrior. What you what to do is to test your best people, or the folks who are doing really well on the road for you. Now that becomes your model and the profile that youre going after. When new people become candidates for you, youre going to compare their scores in the different categories with the scores that your best road warriors have. Then you will know. Youll have a very good barometer for whether this person is going to be successful as a road warrior. By the way, you m ight want to have them sign up for my road warrior tips, because that will help them to reduce their stress and be more productive on the road. Kim, at this point, are there any questions over the telephone? There are no questions at this time. As a reminder, ladies and gentlemen, to register for a question over the phone lines, please press one, four on your telephone keypad. Okay, Ive a few more coming in online for you Joyce. Great. The next ones a great question. Do you have any cost effective ideas to show appreciation to our outside sales reps who do not work directly for the company? Thats so important. I have done two-day workshops on contingent workforce, helping to bond with and retain your contingent workforce. So many organizations dont understand that your contractors are really an extension of you. You need to address high turnover among that contract force, whether its road warriors, sales people, or internal people who make a tremendous difference in terms of continuity with your customers and your clients. Lets answer your question. You want to look at what has a high perceived value to these sales people and a low cost to you. Youll have to interview them to find out what magazines they read and whether there are particular apps that theyve found to be helpful to them. You want to poll them to see what works for them, and then you can use that for the other folks to kind of cross-pollinate with low- and no-cost ideas. What else could you do with your contract sales people? What is it that they value? Thats what you want to look at. What is it that they value thats in your control to give them? I would be very pleased to discuss this with you one-on-one offline if you would like to delve further into this question. As a side to that, what if the outside sales rep cant accept monetary gifts? How does that play out? Well, nothing that I was talking about was necessarily monetary. If you ask them, obviously they might say, Yes, Id love to have a bonus. I have maintained that if you think about and work with what is most valuable to whatever audience it is and come up with ideas that are valuable to them, whether its information or time. Maybe youre not allowed to give them monetary things, but are you allowed to have a party for them? Are you allowed to send things to them on the road? Are you allowed to give them, for instance, an overnight bag that has their name on it? Theres different things that you could do that would be helpful. Let me just share with you that when I was looking for a gift that I could give as a speaker, I had a $25 max that I knew I wanted to spend on my gifts for the folks who hired me. I talked to the premium folks, I looked online, and I did a lot of research. I came up with something thats not as good for your contract sales people who are on airplanes, but would be a great gift for your contract sales people who are just in cars. That is a Swiss Card, which is the equivalent of a Swiss Army Knife in the form of a credit card. I put our name, our telephone number, and our website on it. It was very much appreciated by a lot of people when we gave it out. At that time, knives were not prohibited on airplanes. Im still getting up the courage to try to kick a Swiss card on an airplane, so that I can see if its going to work now. I know that some of the restrictions have been relaxed, and sometimes, especially for me because I have Precheck, it might be okay. Stay posted. Ill put that on my website when I find out whether it will work or not. Thats great. Thank you so much, Joyce. I think at this time were going to thank Joyce very much for sharing your expertise today, and this will conclude our webinar for today. A recording of this event, as well as the presentation materials, will be available shortly on our hiring site, hiring.monster.com under the Resource Center tab. Thanks again for joining us. Please join us again on October 2nd, when our webinar will be Stressed at Work: What We Can Learn from AAP Utilization. Thank you, and have a great day.

Here is why you should live like youre immortal

Here is why you should live like you’re immortal Here is why you should live like you’re immortal It seems like all my peers have this idea that being young is an excuse for not living a satisfying life.But Millennials are not the only group of people who hide behind excuses. We all do.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!I get it. Taking on responsibilities in life is scary. It’s way cooler to have toast with avocado.But you know what’s also cool? Building a meaningful career that you’re proud of. Contributing to other people’s lives. Creating a product or service that is useful. Investing your money for your retirement. “Yeah, but I’m still young.”“There’s always tomorrow!”C’mon. Stop hiding! What are you waiting for?To everyone out there that doesn’t feel fulfilled, I have one idea that I want to share:Start living like you’re immortalYes, I know it sounds weird. So give me two minutes to explain.Conventional wisdom says that life is not forever, right? “Life is short!” “YOLO!” “Live now!” And I agree with that as well.But when you live your life according to that philosophy, it doesn’t make sense to do anything that takes a long time to pay off.If you think that life is short, why on earth would you do hard things? It doesn’t make sense.From that perspective, it’s better to spend your money, go out every week, drink as much as you can, and live large.Ask yourself: “What does all that lead to?”It doesn’t take a scientist to answer that question. The answer is, “nothing.”Now, there’s also another perspective on living: That you’re here forever.Think about it. How different would you live if I told you that you’re never going to die?When I look at myself, I used to live as if I were mortal. I’d spend my money on clothes, gadgets, holidays. But I also seemed to be in a hurry. I wanted to achieve a lot of things in my life. And preferably, very fast.I also pursued many things at the same time. Just like a dog. Chasing every shiny thing out there. Or even chasing my own random ideas.But lately, I’ve adopted a different mindset. It’s an idea of, “What if I were immortal?”I know, it sounds like I’m working on a hyperbolic chamber that promises eternal life. But trust me, I’m not that delusional.I’m talking figuratively.The first time I got this idea was when I read one of Marcus Aurelius’ Meditations:“Think of yourself as dead. You have lived your life. Now take what’s left and live properly.”I’m particularly referring to the last part: Living properly. What does that mean?I think everyone has a different perspective. To me, living properly means that I’m satisfied with my life. That I can look myself in the mirror, and genuinely say, “I like my life.”Was I truly satisfied when I lived my life in the now? No, not really. I didn’t have a real career, or a house, or anything that I was proud of. And why was that? I was too focused on the now. I wanted things to happen fast.“Before you know it, youâ €™ll be dead!” Now, that mindset is fine to get started. Nothing works better than kicking someone in the butt by telling them they’re going to die.But once you’re working on building a LIFE, it’s not helpful to think like that. Being present is a great thing, but like many things in life, don’t overdo it.That’s why I like to live like I’m immortal. Because when you live forever… You have all the time in the world to build something. You can make mistakes and learn from them. There’s no pressure to make things happen fast. You treat people with respect because other people will also be around forever. This small tweak in my mindset has helped me to take a different view on life. I’m not afraid to look 10 or 20 years ahead. That helps me to make better decisions TODAY.For example, I’d rather save my money or invest it instead of spending it because I know that “future Darius” will benefit from that.“But how about present Darius?” Well, I talked about being satisfied, right? Odd enough, I’m more satisfied when I SAVE my money. Or when I eat healthy food or work out every day.When I think about this idea, I find it fascinating how well it works.We all know we’re going to die (I recently even wrote an article about it). That’s a good and bad thing. Good because it gives us urgency. Bad because we lose sight of the big picture. How do you live? Like a mortal or immortal person?Whatever it is, I hope you’re satisfied with your life. Because at the end of the day, that’s what matters most.This  article  originally appeared on  DariusForoux.com.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people Here is why you should live like you’re immortal It seems like all my peers have this idea that being young is an excuse for not living a satisfying life.But Millennials are not the only group of people who hide behind excuses. We all do.I get it. Taking on responsibilities in life is scary. It’s way cooler to have toast with avocado.But you know what’s also cool? Building a meaningful career that you’re proud of. Contributing to other people’s lives. Creating a product or service that is useful. Investing your money for your retirement. “Yeah, but I’m still young.”“There’s always tomorrow!”C’mon. Stop hiding! What are you waiting for?To everyone out there that doesn’t feel fulfilled, I have one idea that I want to share:Start living like you’re immortalYes, I know it sounds weird. So give me two minutes to explain.Conventional wisdom says that life is not forever, right? “Life is short!” “YOLO!” “Live now!” And I agree with that as well.But when you live your life according to that philosophy, it doesn’t make sense to do anything that takes a long time to pay off.If you think that life is short, why on earth would you do hard things? It doesn’t make sense.From that perspective, it’s better to spend your money, go out every week, drink as much as you can, and live large.Ask yourself: “What does all that lead to?”It doesn’t take a scientist to answer that question. The answer is, “nothing.”Now, there’s also another perspective on living: That you’re here forever.Think about it. How different would you live if I told you that you’re never going to die?When I look at myself, I used to live as if I were mortal. I’d spend my money on clothes, gadgets, holidays. But I also seemed to be in a hurry. I wanted to achieve a lot of things in my life. And preferably, very fast.I also pursued many things at the same time. Just like a dog. Chasing every shiny thing out there. Or even chasing my own random ideas.But lately, I’ve adopted a different mindset. It’s an idea of, “What if I were immortal?”I know, it sounds like I’m working on a hyperbolic chamber that promises eternal life. But trust me, I’m not that delusional.I’m talking figuratively.The first time I got this idea was when I read one of Marcus Aurelius’ Meditations:“Think of yourself as dead. You have lived your life. Now take what’s left and live properly.”I’m particularly referring to the last part: Living properly. What does that mean?I think everyone has a different perspective. To me, living properly means that I’m satisfied with my life. That I can look myself in the mirror, and genuinely say, “I like my life.”Was I truly satisfied when I lived my life in the now? No, not really. I didn’t have a real career, or a house, or anything that I was proud of. And why was that? I was too focused on the now. I wanted things to happen fast.“Before you know it, youâ €™ll be dead!” Now, that mindset is fine to get started. Nothing works better than kicking someone in the butt by telling them they’re going to die.But once you’re working on building a LIFE, it’s not helpful to think like that. Being present is a great thing, but like many things in life, don’t overdo it.That’s why I like to live like I’m immortal. Because when you live forever… You have all the time in the world to build something. You can make mistakes and learn from them. There’s no pressure to make things happen fast. You treat people with respect because other people will also be around forever. This small tweak in my mindset has helped me to take a different view on life. I’m not afraid to look 10 or 20 years ahead. That helps me to make better decisions TODAY.For example, I’d rather save my money or invest it instead of spending it because I know that “future Darius” will benefit from that.“But how about present Darius?” Well, I talked about being satisfied, right? Odd enough, I’m more satisfied when I SAVE my money. Or when I eat healthy food or work out every day.When I think about this idea, I find it fascinating how well it works.We all know we’re going to die (I recently even wrote an article about it). That’s a good and bad thing. Good because it gives us urgency. Bad because we lose sight of the big picture. How do you live? Like a mortal or immortal person?Whatever it is, I hope you’re satisfied with your life. Because at the end of the day, that’s what matters most.This  article  originally appeared on  DariusForoux.com.

Brush and floss twice a day to postpone this scary disease

Brush and floss twice a day to postpone this scary disease Brush and floss twice a day to postpone this scary disease It’s old news that brushing your teeth may lower the risk of heart disease.But there’s a new and equally urgent reason to take care of your teeth and gums: researchers from the University of Bergen in Norway say that brushing and flossing twice a day may postpone Alzheimer’s.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!“We discovered DNA-based proof that the bacteria causing gingivitis can move from the mouth to the brain,” says study co-author Piotr Mydel, a researcher from the Department of Clinical Science at the university, in a release.The gingivitis bacteria makes a protein that annihilates nerve cells in the brain â€" which leads to memory loss and ultimately, Alzheimer’s.It has been discovered before that the bacteria can move from to the mouth to the brain, but the researchers say that they are the first to have DNA evidence of this happening. Mydel and his colleagu es examined 53 people with Alzheimer’s for the study.The bacteria isn’t the only thing that causes Alzheimer’s,   Mydel points out. However, its presence increases the risk of developing the disease and is responsible for its accelerated progression.Therefore, Mydel says, “Brush your teeth and use floss.” He also recommends people get their teeth cleaned regularly, and for those with a history of gingivitis and/or Alzheimer’s in their family to be extra-vigilant in their oral care.The research team said has developed a drug that would block the enzymes from the bacteria, which would postpone the onset of Alzheimer’s. They plan on testing it later this year.The study is published in the journal Scientific Advances.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Hiring Algorithms Can Stop You from Scoring a Job. This Is How

Hiring Algorithms Can Stop You from Scoring a Job. This Is How Hiring Algorithms Can Stop You from Scoring a Job. This Is How Undoubtedly, technology has had an unprecedented influence on our lives. It shapes our consumer habits, hobbies, relationships - and even our chances of scoring a good job. If you apply for a job online, chances are there’ll be one abstract thing standing between you and a prospective job interview: a set of complex hiring algorithms. It may sound like a scene from a futuristic movie, but the opposite is the truth. This article talks about the air of authority and respect that computers have in today’s hiring industry and the concerns about objectivity and fairness that this change brought about. Courtesy of Wall Street Journal A strange story of Kyle Behm A couple of years ago, a young nam named Kyle Behm got interested in a minimum wage part-time job at a Kroger supermarket. For a high-achieving student like Kyle, it semmed like nothing but a formality. What happened, though, is that Kyle didn’t get invited to an interview. He’d been red-lighted by the personality test he’d taken during the application process. Of course, Kyle tried to apply elsewhere. But he always got turned down. All companies were using the same exam that resembled the commonly used “five factor model” grading people for conscientiousness, extraversion, agreeableness, neuroticism and openness to experience. The test these employers were using was developed by a workforce management company as part of an employee selection program. But apparently, they were  walking  on thin ice here. Using medical exams in hiring is illegal under the Americans with Disabilities Act of 1990 and if it turns out to be the case of the so-called personality tests, too, companies will have to stop using them. Now imagine that the application you’d have to fill in would include questions like Over the course of the day, I can experience many mood changes. (Radioshack), I believe that others have good intentions. (Lowe) and If something very bad happens, it takes some time before I feel happy again. (McDonald’s). Weird, right? Nonetheless, automatic systems based on sophisticated mathematical formulas - such as the one used to sift through Kyle’s job application - are becoming more and more widespread across the developed world. And with their scale and importance along with their elusiveness, these hiring algorithms are underway to create a subclass of people who will find it increasingly harder to find a decent job. Algorithms and big data economy The big data economy came with a promise of saving time and having better results. Who’d object to having a computer that could skim through thousands of resumes or loan applications in a second or two and sort them into neat lists with the most suitable candidates on top? But still its too hard to ignore the feeling that computer algorithms shape our world in extremely elusive ways. Like pagan gods, these sophisticated mathematical models are often opaque. Their divine workings are accessible by no one but the highest priests in their domain. To be able to make predictions of future successful outcomes, computer algorithms feed on historical data. That’s why many companies that use them (in the form of online personality tests, for example) to say how objective they are, claiming they remove human error and bias from complex decision-making. Machines surfing the wave of objectivity The introduction of technology into hiring not only saved time but was also presented as fair and objective. After all, who’d blame a machine for being prejudiced when it’s just doing its work and processing cold numbers? With increasing complexity, mathematical models have  acquired  great authority. Today, there are computer algorithms out there that can: Predict if we’ll be valuable customers. Determine what we see on social media. Sort through resumes and applications. Evaluate productivity of employees. Predict whether we’re likely to repay a loan. Inform prison sentences. Monitor our health. Determine how much we pay for insurance. Filter what kind of political messaging we’ll receive. The rise of personality tests in the past decade was fueled by the desire to streamline the hiring process. Their popularity may have gone through the roof, but the doubts about their effectiveness and fairness still remain. Don’t get me wrong. These algorithms were created - similarly to Nobel’s dynamite - with good intentions. The goal was to replace our subjective judgments with objective measurements. But as the reality shows, it doesn’t always work out like that. Their verdicts, even when clearly wrong or ambiguous, seem to be beyond dispute or appeal. Contrary to the original intentions, they tend to punish the poor and the oppressed, throwing our society off the balance even more. Let’s make the process fairer, said Kronos Driven by the desire to bring fairness into the hiring process, a company called Kronos developed a broad range of software tools for workforce management. One of their products, Workforce Ready HR, promises to eliminate “the guesswork” in hiring and bring fairness back into the game. What does it do, then? According to the Kronos website, their tools can help companies “screen, hire, and onboard candidates most likely to be productive  - the best-fit employees who will perform better and stay on the job longer”. These claims sound extremely persuasive. But  research has shown that personality tests are poor predictors of job performance. They were found to be only one-third as predictive as cognitive exams and also far below reference checks.   If we take these results seriously, it means that personality tests can hardly succeed in choosing the best employee. They can be just the cheapest and the fastest way of excluding as many people as possible. Orchestras in the pursuit of pure objectivity Still, the majority of job applicants face the challenge of making their application pass the test and land an interview. Automatic systems have turned into tools that invariably discriminate  racial and ethnic minorities, as well as women.   That sounds frightening, but what should we really do to eliminate discrimination and prejudice from the whole process? One of the ways to avoid such prejudices is to consider applicants blindly. Classical music has long been dominated by men. And we’re not only talking about composers like Bach, Chopin or Dvorak - male musicians have been playing first fiddle in orchestras for centuries. In the 1970s, orchestras decided to address this problem and started to hold auditions with the musician hidden behind a sheet.  Sex, age, race or even connections, reputations and education no longer mattered. The music from behind the sheet was the only thing that could make a musician stand out. Guess, what happened. Compared to the 1970s, there are five times as many women playing in orchestra today. This sounds like objective judgment at its finest, but the reality is much more complex. Only few professions can arrange such an even-handed tryout for their job applicants. The problem is that while musicians are performing the job during the actual audition, resumes and interviews in conventional professions often turn the evaluation of job seeker’s qualities and future success into a pure guesswork. The mechanics of resume screening process Many HR departments rely on automatic systems to help them deal with piles of resumes on their desks. The statistics say that, in the US, some 72% of resumes never saw a pair of human eyes. Computer programs take the resume and start fishing for keywords. They pull out relevant skills and experience that the employer is looking for, scoring each resume and predicting the job seeker’s match for the job opening. Recruiters then need to decide where to place the cut-off point. The crude math is simple, though. The more candidates they eliminate, the less work they will have with processing the top matches. So what can job seekers do to evade the possibility of sending their resumes into a black hole? Success awaits those who remember to craft their resumes with that automatic reader in mind. A resume stuffed with industry-relevant keywords and skills will speak directly to recruiters - and computers, too. The new era of caution In the future, we can expect companies to systematically harvest data from social networks to inform their hiring process. They will have more insight into who we are, what we like and how we behave. To be able to redress rather than reinforce inequality, companies are now facing a challenge. If they want to stop relying on pseudoscientific nonsense and a bundle of untested assumptions, they need to examine the hiring models they’re using. If companies want to succeed in today’s economy, they must refrain from using personality tests that exclude people from opportunities and focus on finding employees who think creatively and work well in teams. And the task of the scientists will be to develop predictive models that have more to do with rewarding people than punishing them. It will take some time until companies learn to read and interpret big data well. But sacrificing a bit of efficiency for fairness will definitely pay off in the long run. Share Your Feedback or Ideas in the Comments!

Celebrities Who Are Also Police Officers

Celebrities Who Are Also Police Officers Celebrities Who Are Also Police Officers People from all walks of life work in law enforcement. Even some celebrities hear the calling to walk the thin blue line, and there have been plenty of famous people who were or are police officers. Some got their start walking a beat, but other celebrity cops made it a point to give back after they made it big. Shaquille ONeal Known far and wide for his prowess on the basketball court, this former NBA superstar is also making a name for himself on the street as a crime fighter. Shaq has served as a reserve officer for the Los Angeles Port Police, as well as the Miami Beach Police Department. Hes now serving as a reserve officer with the Golden Beach Police in South Florida. So dedicated to the law enforcement profession is he that ONeal has completed at least two police academies in two different states. The big guy has also been named an honorary deputy U.S. Marshal. Erik Estrada Estrada played a California Highway Patrol officer on CHiPs, then he went on to serve in law enforcement for real, first as a deputy sheriff in Bedford County, Virginia beginning in 2009. Then he signed on as a reserve officer with the St. Anthony Police Department in Idaho in 2016. He was also a reserve officer in Muncie, Indiana. As a child, he always wanted to be a police officer, but he ended up going into acting instead...at least at first. David Zayas David Zayas took the opposite approach. He was a cop first with the NYPD- for 15 years- then he went into acting, appearing in numerous television shows including Gotham, Oz, and Dexter. He began attending acting school while he was still on the streets, and hes said that he enjoyed the midnight shift because it allowed him some down time to run his lines. When he broke into acting, one of Zayas first roles was as a police officer. Eddie Money Before he was able to get his hands on his Two Tickets to Paradise, this rock and roll icon of the 1970s and 1980s worked with the boys in blue as a member of New Yorks finest. Before changing his name to help his rock career along, Officer Edward Mahoney followed in the footsteps of his father and brother and served as a police officer with the famed NYPD. Dan Mahoney Not to be outdone by his rock star relative, Eddie Moneys older brother Dan did 20 years with the New York Police Department before he retired and became a best-selling author. Hes since penned several books, including Detective First Grade and The Protectors. He even served as Yoko Onos security chief for some extra cash while he was working as a cop. Ted Nugent This former Damn Yankee, outspoken political activist, and rock and roll legend is said to also serve as a reserve deputy constable in Texas. Long an advocate for gun rights, Nugent has done work to support DARE programs and other law enforcement-friendly endeavors. It seems that hed also like a chance to get some criminals in a Stranglehold. Steven Seagal Thats right, Steven Seagal. Or, more accurately, Deputy Steven Seagal of the Jefferson Parrish Sheriffs Office in Louisiana. This movie star and martial arts expert has been working with the Jefferson Parish Sheriff since the 1980s. He even appeared in a reality show that chronicled his crime fighting in the short-lived television series, Steven Seagal: Lawman. Chuck Norris Among the hundreds of amazing facts about Chuck Norris, legend has it that this martial arts superstar also served as a reserve police officer or deputy in Texas. The mayor of the town he was said to have served in- Terrell- claims theres no record of Norris service...perhaps due to his Ninja skills. Even if he never served as a civilian police officer, its a fact that Norris served as a military police officer before breaking in as an actor. Elvis Presley The King of Rock and Roll was a famous fan of law enforcement. He collected badges and police equipment and was an avid admirer of the police, particularly federal special agents. Elvis met with President Richard Nixon in 1970, professing a disdain for the hippie drug culture. President Nixon made him an honorary drug enforcement agent. Ironically, Elvis died of a prescription drug overdose just seven years later. Dennis Farina You would recognize Farina from any of his 74 acting credits, including appearances in Saving Private Ryan, Get Shorty, Out of Sight, and Midnight Run. You probably saw him on episodes of Law and Order and Miami Vice as well. What you might not know is that before he hit the big screen, Farina was hitting the streets of Chicago as a police officer and a detective for 18 years. Kam Fong Chun This Hawaii 5-0 detective didnt just play a cop on TV. He was one in real life, too. Before he spent 10 years playing a crack detective with the fictitious Hawaii State Police unit, Kam Fong Chun spent 16 years as a police officer with the Honolulu Police Department. Herb Fame Born Herbert Feemster, the male half of the Peaches Herb duo has done stints as a security guard and a police officer. After finding fast fame in the 1970s for hits like Reunited (And It Feels So Good), Herb took a break from show business and worked as Washington, D.C. cop. Although he continued to make music, Herb is working today as a deputized court security officer with the U.S. Marshals. Ken Osmond Anyone who ever saw an episode of Leave It to Beaver might find it hard to believe that the actor who played smart-mouthed suck-up Eddie Haskell went on to become a police hero, but Ken Osmond did just that. After his stint with the Beave, Osmond became a Los Angeles Police Officer. He served as a motorman and a vice officer. He was shot in the line of duty in 1980 while chasing a suspect. Saved by his vest, Osmond reprised the role of Eddie Haskell in a revival of the Leave It to Beaver franchise in the early 80s. Dan Akroyd While he might not have had full police powers, this Blues Brother and Saturday Night Live alum, Ghostbusters star, and all around famous funny man did hold an honorary police commission. In fact, Akroyd served as an honorary commander with the Harahan Police Department in Louisiana and is credited with doing a lot to support that agency. James Woods This accomplished actors breakout role was that of Greg Powell in The Onion Field. His character kidnapped two cops and killed one. But Woods serves as a ?reserve officer with the LAPD in real life. Shortly after the terrorist attacks of 9/11, he reported what he believed to be suspicious behavior during a flight and may have thwarted another attack. Juston McKinney Comedian and actor Juston McKinney served as a deputy sheriff in rural Maine before he found his funny. Hes since turned in his badge and gun and has starred in numerous comedy specials, and he had roles in The Zookeeper and Here Comes the Boom as well. Barney Martin Perhaps best known for playing Jerry Seinfelds dad Morty, this long-time star of stage and screen also appeared in Mel Brooks Producers, and he served as a stand-in for Jackie Gleason in The Honeymooners. He also starred in several musical productions. Martin served as New York City Police Officer for 20 years before he got his acting chops. Gene Roddenberry Before boldly going where no man had gone before, the creator of one of the most iconic television and film franchises of all times spent seven years working in the newspaper unit as an LAPD officer. He honed his screenwriting skills cleaning up stories for fellow officers to submit to the popular television show Dragnet. After finding some success writing for television, Roddenberry launched his starship and created Star Trek. Lou Ferrigno Criminals beware. The Hulk has a badge. Although hes most famous for portraying Dr. Bruce Banners alter ego on television, Lou Ferrigno was sworn in as a full reserve deputy with the San Luis Obispo County Sheriff’s Office in 2012 after having served as a Los Angeles County reserve deputy since 2006. The King of Queens actor and prolific bodybuilder wasnt cut any breaks, either. He underwent a full background investigation, including psychological testing and a polygraph exam, in order to follow in his police lieutenant fathers footsteps. Just dont make him angry. You wont like him when hes angry. Steve Wilkos Talk show host Steve Wilkos was a police officer in Chicago when he was offered a side gig working the security detail for The Jerry Springer Show. The rest is history. Wilkos also served in the U.S. Marine Corps, joining up right after high school, then applying to the Chicago P.D. He credits both stints with instilling in him the drive and confidence to successfully chase his dream. There seems to be a bit of a trend here. All you aspiring actors and actresses might want to consider getting your start in law enforcement or perhaps another criminal justice career. Youll gain valuable experience and insights that will serve you well in any job.