There’s working in an office building: cubicles and complaining colleagues; meandering managers and off-white walls.
And then there’s working from home: dishes and discussions with the dog; the tempting TV and the sofa-slash-study.
But then there’s co-working, which is somewhere in between.
Co-working spaces allow professionals to rent work areas, such as group desks or private offices, depending on the venue and payment. Some co-working companies, like Regus, WeWork and Spark Labs have locations both in the U.S. and throughout the world, while others are more pop-up venues in particular towns, says Brie Reynolds, career advisor and director of online content at FlexJobs, a professional job website that offers telecommuting opportunities as well as flexible freelance and part-time work.
Wherever your nearest co-working spot, it may be an ideal setup if you’re telecommuting, freelancing or starting your own business. Here’s how to make the most of a shared work environment.
Choose your workspace wisely. The U.S. was home to 781 co-working spaces in 2013, according to the online co-working magazine Deskmag, and that number
That and the high pay are what helped PAs earn the No. 1 spot on Glassdoor’s 2015 list of the Best Jobs in America.
To compile the ranking, Glassdoor identified 25 specific jobs with the highest overall Glassdoor “Job Score,” which is based on a five-point scale. The job score is determined by equally weighing the average annual base salary shared by US-based employees over the past year, career opportunities ratings shared over the past year, and number of open job listings posted to Glassdoor in a three-month period.
“At Glassdoor, we know that there are two factors that job seekers consider most when determining where to work: earning potential and career opportunities,” says Scott Dobroski, Glassdoor’s career trends analyst. “Because of this, we wanted to factor both of these into what it means to have a ‘best job.'”
Dobroski says Glassdoor also takes into consideration the number of job openings because it is an indicator of employment opportunity. “The more jobs available, the better their chances to get hired,” he says.
On the list there’s a heavy concentration of tech jobs and jobs within the
There is one thing you can do that increases your chances of being hired: getting an employee referral. Referred candidates are more likely to get hired, perform better and last longer in jobs. This is why companies, large and small, are investing in referral programs. It makes good business sense for them and for you.
Here are seven things you need to know about being a referred candidate, based on a recent survey commissioned by iCIMS, a provider of talent acquisition solutions:
1. Referred candidates have better odds of getting hired. When an employee refers someone, that candidate is hired about two-thirds of the time. Plain and simple: You must find people who work inside companies you are interested in working for. Use your in-person network, LinkedIn, Twitter and even Facebook to identify the names of people you already know. It doesn’t matter what role your contact is in. What matters is that you let them know the types of roles you are interested in and that you stay on his or her radar, just in case something comes up. It is always
Researchers have explored the characteristics of people with disabilities who have achieved success in the workplace. The gap was found to be smaller among women, married people, individuals with higher educational achievement, Asians, and Hispanics, and people in their 20s and 60s. These findings can inform efforts to develop policies and practices that will narrow the persistent gap in employment between people with and without disabilities.
The article, “Individual characteristics and the disability employment gap” appears in a special issue of the Journal of Disability Policy Studies. The authors are Purvi Sevak, PhD, of Mathematica Policy Research and Hunter College, Andrew Houtenville, PhD, and Debra Brucker, PhD, of University of New Hampshire, and John O’Neill, PhD, of Kessler Foundation.
Data were obtained from the 2009-2011 American Community Survey (ACS), a national survey conducted by the U.S. Census Bureau. The ACS contains a 6-question sequence that serves to identify people with disabilities. Researchers focused on the working-age population, ages 25 to 64 years, comparing data for people with and without disabilities. Four non-modifiable factors were identified — gender, age, race and ethnicity. The employment gaps were smaller for women, people in their 20s and 60s, Asians relative to whites, and
Are you seeking new or different employment? Are you trying to prepare for your first job? No matter where you are in your employment research, there is always more to know. The hints in this article will help you to plan for various aspects of employment, including getting and keeping a job.
You will want to come up with a brief speech you can give (and practice so that it doesn’t sound rehearsed!) letting prospective employers know your previous experience, what skills you could bring to their company, and why they should hire you. This is something that you will be likely to be asked in an interview, so make sure you know what you want to say!
Sign up for LinkedIn. This is something everyone should already have in place, whether they have a job or not. LinkedIn allows you to network with people you know and those you don’t, giving you access to job opportunities, information about companies and the ability to learn from your peers in the field.
Once you get a job offer, find out how much money you will earn. Ask your prospective employer if this salary is negotiable or not. If your employer pays everyone a fixed
Every phase of the employment process, from the hiring and selection process right through to employees leaving the organisation, is governed by equality laws and employees, or possible employees, have rights at each stage.
The bulk of equality law in the UK is contained in the Equality Act 2010 which came into force on 1 October 2010 and brings together all existing anti-discrimination legislation that has developed over the past four decades. It identifies nine “protected characteristics” previously protected under separate legislation – disability, age, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity – and provides a legal structure to protect the rights of individuals and develop equal opportunities for all.
The recruitment and selection process should be conducted in a way that promotes equal opportunities to see that no unlawful discrimination occurs. Job adverts should be widely publicised in order to encourage applications from all suitably qualified and experienced people and should not be restricted to areas or channels which would exclude or disproportionately affect applications from a particular gender or racial or age group. In addition, the advertisement should avoid prescribing requirements as to marital status or specifying an age limit or
Wheelchair rugby and basketball players are aggressive, conditioned and determined, just like people without disabilities. Unlike them, though, is their likelihood of employment and economic independence. A new study from the University of Houston Department of Health and Human Performance (HHP) finds playing an adaptive sport can have dramatic results on the athlete and the economy.
“Our analysis shows that playing an additional year of adaptive sport is associated with an approximately 4 percent increase in likelihood of employment every year for 10 years before the benefits flatten out,” said Michael Cottingham, associate professor and the study’s principal investigator. “Resources to support disability sport are lacking, though, in part because of the perceived lack of economic return of investing in these programs.”
The study was published in the international, multidisciplinary journal Disability and Rehabilitation.
The employment rate for individuals with disabilities is about 29 percent compared to a national employment rate of 95.4 percent. If the disability forces the individual into a wheelchair, the percentage drops to 18 percent, according to the U.S. Census Bureau’s Survey of Income and Program Participation.
Cottingham notes previous research has found disability sport provides a strong social support system, increased self-confidence and peer-education system, which
What would you give to be able to call out your boss on every annoying thing he or she does? What percentage of your paycheck, part of your soul or expendable phalanges would you sacrifice for the freedom to threaten to fire her if she’s late to another one of your meetings?
Of course, these aren’t questions your manager has to dwell on. She’s allowed to point out all your not-so-endearing quirks – free of charge for her and her soul. You, on the other hand – or rather, on the other end of the totem pole – are typically better letting her frustrating habits slide. But before diving into another firing fantasy, ask yourself: How big of a deal is it, really, that she’s late to your meetings?
Maybe it seems like a grander gesture than it really is, because managers’ actions and words often feel loaded to employees. Skip Weisman, leadership and workplace communication expert, gives an example about a manager he trains: The manager’s employees pointed out that every time the team comes to her with an issue, she lets out a sigh. Tiny breath, huge effect. From the manager’s point of view, the sigh is for
It can be challenging to find jobs abroad. There are quite a few obstacles, namely: language barriers and differences in expected qualifications and degree classifications. In the U.S. and Canada, an individual’s degree often does not match the field he or she pursues. In European countries, as well as many others around the world, people are employed in their area of study.
Here are a few tips for overcoming these obstacles to find a job overseas:
Identify the challenges. The first thing you need to do is research the region or target country to uncover the differences in job application practices from your home country. Are you expected to have a longer, more in-depth CV, or is a résumé acceptable? Is there a language you should begin learning before you try to apply to jobs in this country?
Sometimes you need to have your degrees translated and notarized by authorities in order for them to be considered valid. If you have a license to practice in your field in your country, it may not translate across borders, and you may have to recertify in your new country before getting a job.
In the U.S. and many other countries, employers have to justify hiring foreign
Recruiters hold the key to your next job. Do you understand what’s really important to these company gatekeepers?
It’s impossible to job hunt today without running into recruiters. Charged with sourcing and vetting new talent, recruiters feel the pressure to fill job openings with the most qualified candidates. But what you probably don’t know is how hard recruiters work to get the job done. Cut them some slack, and learn what they do to find candidates to fill jobs.
Jobvite, a provider of talent acquisition solutions, just released their 2015 Recruiter Nation study. The answers from 1,404 recruiting and human resources professionals across different industries reveal how recruiters source talent and what trends and challenges they face. Here are a few highlights:
The top source for finding a quality new hire is…
Seventy-eight percent of recruiters reported finding the best candidates through referrals, which is up from 60 percent last year. Companies rely on employee referrals and offer incentives to fill open positions. Recruiters use diverse methods to acquire new employees, such as social networks (56 percent), intern hires (55 percent), direct applications (46 percent), outside recruiters (38 percent), internet job boards (37 percent) and their own mobile career site (19 percent).
Use this data
By Laura McMullen
Pat yourself on the back, because you just nailed the interview. It was a long, exhausting day that left you with a lot to think about, but now you’re just focused on rewarding yourself with a glass of wine and a Netflix binge.
Except – wait – what’s this? Your interview finished minutes ago, and these guys are offering you the job! Oh, by the way, they need to know if you’ll accept within 24 hours.
Yay, but also oy. There goes your night of vegging out. Cue panic mode: Make all the phone calls, do all the soul-searching and weigh all the pros and cons – ASAP. Maybe hold onto that wine.
These on-the-spot job offers are becoming increasingly common, says Ryan Sutton, a district president for the specialized staffing firm Robert Half. “Companies, rightfully so, are afraid they might not have the opportunity to get a candidate back in for one more step,” he says.
Some companies have had an opening for months and are eager to pounce when they finally find a good fit. Others are giving you only, say, 24 hours to decide in an effort to avoid the counter-offer, Sutton says, or to prevent you
By Laura McMullen
A job candidate – let’s call him Carl – had all but sealed the deal for a new job. The only remaining step was to meet his prospective team of peers. The tone of that meeting was casual and chummy, so he loosened up.
And then he made a Rogaine joke to a bald team member.
And then he said, “You can strap a saddle on my ass and ride me” to express what a work horse he is.
And then he used the, uh, cute phrase “tough [rhymes with kitties]” in conversation with the human resources manager.
And then Carl didn’t get the job.
Jenny Foss, founder of the career blog JobJenny.com, uses her (real-life!) former client “Carl” as a go-to example of what not to do. So, however convinced you are that you monumentally failed your interview, take some solace in that you (probably) didn’t pull a Carl. And even if you did, we’ve got you covered.
Here’s how to handle various levels of interview catastrophes:
Offending your interviewer, getting called out on a résumé lie or being rude to the hiring manager before realizing who he or she was – these are more head wounds than boo-boos. And according
Job seekers tend to overanalyze everything that happens during the hiring process – from how long it takes a company to respond to their application to how friendly the person calling to schedule an interview sounds. But what they analyze more than anything are the specific words they hear from interviewers. As a workplace advice columnist, my mail is full of letters from people asking what their interviewers meant by remarks as simple as “we’ll be in touch soon” or even “good luck.”
Here are seven of the most common things interviewers say that job seekers either misinterpret or read too much into.
“You’re very well qualified for this job.” Candidates often get excited when they hear this and assume that it must mean that they’re a front-runner for the job. But most or all of the candidates who an employer interviews are well-qualified; that’s how they got to the interview stage. After all, employers don’t generally ask to interview people who aren’t well-qualified. You’re less likely to get your hopes dashed if you interpret this statement as: “You are well qualified, as are the other candidates who we’re talking to.”
“We’re ironing out some details about the position.” This isn’t
Think that reliance on social media is just a fun way to pass the time while in college? Think again. There is an explosion of career options that mandate stellar skills in social media marketing. “Digital Etiquette” is seen as one of the top-eight core skills required in the modern workplace, according to Grovo, a firm leading the charge in closing the digital skills gap. Excelling in online connecting is a bankable skill.
Here are four things you need to know in order to launch a social media career.
1. One size does not fit all. There are many different social media tools for connecting communities in the hopes of increasing business, such as Facebook, Twitter, YouTube, LinkedIn, Instagram, Vine and Pinterest. Each technical tool has its own pros, cons and unique users. To effectively determine which platform to use, take a tip from Ryan Holmes, Hootsuite’s founder and global social media influencer: “Think of the platforms as you would a Swiss army knife, where each tool is used for different jobs.”
Effective marketing, be it social media or traditional, starts with determining a target audience and what you would like them to learn about your brand. Once you have a
Searching for a new job can often be a lengthy, frustrating process. Yet, you have a much better chance of success when you take the time at the beginning to understand yourself, your goals and your value. Here are seven things worth clarifying in your mind at the very beginning:
1. Your career goals. Are you looking for a job or a career path? Your approach will be different depending on if you are either desperate to just take anything for an income flow; or if you are in the midst of a career change; or if you are young and on the way up; or if you or are working just to keep busy.
2. What your next job will mean for your longer-term career. If you don’t expect your next job to last for a long time, or if you see it as a stepping stone to something else down the line, you need to consider that what you do now will be at the top of your résumé during your next job search.
Ask yourself if the particular role, responsibilities and expected accomplishments you can rack up in the job you now seek will align with the expectations
Recruiters are turning to the Internet to look for talent with exactly the right set of skills. This means that in order for you to show up on a recruiter’s radar, you’ll need to proactively manage what you put online.
You already know your LinkedIn profile is important, but that’s not the only place you should have a digital presence. According to CareerBuilder’s 2015 Social Media Recruitment Survey, 51 percent of hiring managers research candidates using search engines, and 52 percent report using social networking sites to research candidates.
If you work within certain industries, these research methods are more common. Information technology, financial services, sales and professional and business services professionals should expect recruiters to look at them online.
Here are five ways you can create a better online reputation and lure your next employer:
1. Show tenure and experience. Without a doubt, hiring managers want to know you have the experience to do the job. LinkedIn is the obvious place to share your previous work experience, but don’t stop there. Own your digital presence by listing your work history online, preferably on your personal website, and provide a downloadable version as well.
Want to take it a step further? Convert your
When only 7.3 percent of the U.S. population has served in the U.S. military, it is not surprising that many corporate recruiters and hiring managers are unsure or at least unconfident about how to assess a veteran job candidate.
The best means for evaluating a job candidate, regardless of background, is to come to understand if she is able to do the work, willing to do the work and if she will be a cultural fit for your organization. Some call this a “can do, will do and fit” assessment. Military veterans are no different in this regard, but there are unique tips and tactics that can aid the interviewer when evaluating a veteran for a position.
The veteran-hiring version of this process can be described as the Three A’s: Achievement, Attitude and Ambition. The hiring decision-maker will achieve better and fairer hiring results by structuring his inquiry around these three principles.
Of the three, assessing individual military achievement flummoxes hiring decision-makers the most. Like any other applicant, and unlike mutual funds, past performance is the best indication of future results. The challenge for the evaluator is understanding the nature of the candidate’s achievements in the context of the military experience.
Five categories of
Workdays have become longer than they used to be. Time in the office may extend well into the evening, or you likely bring work home to finish after the kids go to bed. Technology is partly to blame for the ability to do work after the daily grind is over, which is something you need to fight against personally. But how can you make your workday and work environment more efficient to avoid having a lot of work to do in the evening hours?
Contrary to what you might think, the culprit is typically not a large workload. Often, your time is taken up by external forces that can be difficult (but not impossible) to control. How often do you complain about being overscheduled in meetings, or about the co-worker who chats with you incessantly about his problems?
Here are some ways to make your workplace more efficient and help lower frustration levels for everyone. These recommendations are not only for managers; entry- to mid-level staff can make concrete suggestions to leadership to improve efficiency in their office.
1. Assign a task to the person with the right skills. When a new assignment arises, managers tend to think: “Who on my
When most corporate recruiters and hiring managers interview a veteran, they treat the process as if the candidate were just like everyone else. On one level, this is good, because it ensures equality of opportunity and compliance with both human resources law and common sense.
Companies are losing out on the high value of quality veteran talent, however, when they do not take the proper veteran-specific steps to prepare, assess and follow up with military-experienced candidates. In every important way, veteran job candidates are like any other human, but unlocking their special and extraordinary capacity to contribute to a new organization requires effort and insight.
One model for successful veteran interviewing is defined by the acronym PAF: Prepare, Assess and Follow up. This article examines the first step: Prepare.
Understand why you are hiring veterans.
During the Prepare phase, the interviewer reviews the organization’s driving purpose in hiring veterans, checks his or her bias regarding veterans and seeks to understand the true success drivers for the position.
Most interviewers skip the first step, but it is critical to understand the underlying motivations for the organization’s veteran hiring initiative. Is there a sincere commitment to veteran abilities and experiences, or is there more of
Microsoft CEO Satya Nadella has been known to tell employees to skip pointless meetings that waste their time.
But that doesn’t mean he spares his top execs from long meetings.
In a recent interview with The Wall Street Journal, Nadella said they convene one Friday a month for a whopping eight hours. The other three weeks, they meet for four hours.
“The senior leadership team of any company [has] got to stay on the same page,” he told The Journal. “Any organization can easily devolve into a bunch of silos.”
What are they doing for all that time? A Bloomberg Business story from earlier this year noted that Nadella keeps a dashboard that measures the performance of all his executives. It includes “real-time graphs and data on financial performance to product usage,” and “executives bring out the dashboards each Friday at senior leadership meetings to help coordinate efforts across business units.”
In a video interview with The Journal, Nadella said his strategy for running meetings is to “listen more, talk less, and be decisive when the time comes.”
Outside of meetings with senior leaders, Nadella also drops in on “grass-roots employees” from time to time, to find out what they’re working on and note
How often have you thought to yourself: “I’m upset about this situation at work. I wonder if I should talk to HR.” Or maybe you’ve advised friends or relatives that they should consult human resources about a problem they’re having at work.
As a workplace advice columnist, I spend a lot of time telling people that HR isn’t the right place to take their concerns about their jobs or their bosses. Too often, people mistakenly think HR is a neutral referee that’s there to mediate problems with co-workers or managers. In most cases, however, it’s more effective to try to resolve problems with the person causing the conflict, and a good HR department will direct you to do that.
HR isn’t there to deliver awkward messages to co-workers on your behalf, such as “stop talking so loudly” or “pull your own weight.” And, in most cases, HR isn’t there to be your advocate when you feel your boss is being unfair.
But there are some (narrowly defined!) situations where it does make sense to talk to HR:
1. If you’re being harassed. If you’re being sexually harassed or harassed on the basis of your race, sex, religion, disability, national origin, age (if
Trying to get too much done in too little time is commonplace at work. Since time is so precious, it’s imperative to use it wisely in the office. Otherwise, you won’t reach your goals.
But even if you know this, there are many ways to drain valuable hours from the workday, keeping you stuck in place. If you succumb to these “time-sucks” on the job, you’ll quickly find yourself behind the eight ball.
Here are the five biggest time-wasters at work and ideas on how to avoid them:
Non-work-related social networking. Whether your habit of choice is Pinterest, Facebook or YouTube, you know you aren’t getting any work done when you surf these sites. “Yes, some people need to do this stuff for their job – but everyone’s doing it,” says Tim Eisenhauer, President of Axero Solutions.
Brian D. Kelley, chief information officer for Portage County Information Technology Services in Ohio notes that the distraction can be attributed not only to actual time spent on social media during the workday, but also to the mental disengagement that can occur when viewing content that leaves a negative emotional impact. Plus, he adds: “While some companies use Web filtering to restrict access to certain