The Tell-Tale Signs Its Time To Leave Your Job

The Tell-Tale Signs Its Time To Leave Your Job We would all be able to experience terrible stages at work from time to time at the same time, fortunately, these are normally days or weeks that get us down. These terrible fixes never appear to keep going for in excess of two or three weeks. When you get over yours, you'll feel good in your job at work once more. In any case, what happens when that doesn't occur, and your awful fix appears to proceed for a couple of months? For this situation, it may be an ideal opportunity to begin searching for a superior activity somewhere else. Obviously, that is only one sign that it may be an ideal opportunity to leave your place of employment. Here are a portion of the other indications. You've Got A Terrible Boss How is your relationship with your chief? This is the most significant relationship you will involvement with work, and if things don't turn out to be among you, it could be amazingly hard to sink into life at their organization. At times, a terrible supervisor may even attempt to rashly end your agreement or bug you. On the off chance that that is the situation, you should consider the laws managing work as you may be inside your privileges to indict your boss. Also, that could pick up you a great deal of remuneration! You're Not Interested In The Work Or Company How would you discover the work you need to do on an everyday premise? In the event that you are constantly exhausted at your work area, at that point you have to proceed onward to a vocation that better suits your inclinations and interests. One explanation behind this may be that you have no enthusiasm for what the organization does. If so, at that point it truly is an ideal opportunity to discover an organization to work for that you have much more enthusiasm for. You Aren't Financially Stable The general purpose of having a vocation is with the goal that you can increase a pay and monetarily bolster yourself. In any case, on the off chance that your activity is inadequately paid, at that point your accounts probably won't be in a decent situation by any means. Accordingly, may be in a troublesome situation throughout everyday life, except that could be extraordinarily improved on the off chance that you choose to search for a superior paid activity somewhere else. It's Made Your Health Worse We would all be able to get somewhat worried at work occasionally, which is altogether ordinary. In any case, if your work is amazingly distressing, and you find that it begins to trouble your general wellbeing, at that point it's about time that you left. Get a new line of work that isn't as unpleasant so you can loosen up a little and appreciate a more beneficial life. You Can't Improve Each activity needs to have a way that you can follow to stir yourself up through the organization. On the off chance that yours doesn't, at that point you won't have the option to encounter any close to home improvement, and your profession will be stale for the entire time you are with the organization. Does one of the above signs sound natural to you? Assuming this is the case, at that point you should begin work chasing!

4 Ways Recruiters Use Social Networking to Find You - Workology

4 Ways Recruiters Use Social Networking to Find You - Workology Using Social Networking in Your Job Search This is a blog post from our sister blog, Secrets of the Job Hunt.  Consider registering for our FREE webinar on Feb. 26th on how to use social media and personal branding by  clicking here. While social media seems to be infiltrating nearly every bit of your lives, what about work?   You might be surprised at how savvy recruiters and human resources professionals are when it comes to using social media for recruiting, sourcing, and workplace branding at your organization. A transformation is happening in the way senior leaders and HR professionals view social media.   Its a tool and channel used to reach and engage an active consumer audience, a potential future employee.   The field of employment branding is leading the way.   Seen as the new employer marketing resource for the workplace and recruiters,  talent acquisition teams are developing talent funnels and candidate engagement strategies with social media and technology in mind.   What does your online properties say about you as a professional, as an individual, and your work expertise and portfolio? Using Social Networking in Your Job Search Having worked for a number of well-known Fortune 200 companies, I have often found that job seekers, particularly those that work in the digital space, place their personal online brand as a secondary need and focus putting their employer’s activities and social media properties first. Instead, your personal profiles and blog should be a priority if you want to attract the right attention in being seen as a leader, innovator, and a top candidate in your next career move. There must be a balance between your employee’s reputation as an individual and your company’s corporate Twitter account. Without an online presence beyond the corporate digital brand, you, as the individual cannot be sourced, evaluated, or even found.   This is especially important since an astounding 93 percent of employers are  using social media in their recruitment strategies  this year. The strategies for social recruiting are complex and targeted to an audience using a variety of methods and strategies with social media and Internet marketing in mind. LinkedIn, the Professional Job Search Network A favorite choice for recruiters and HR professionals alike is Linkedin.   Jobvite’s 2012 Social Recruiting Survey found that 93 percent of recruiters using LinkedIn.   Companies are taking advantage of features like company profiles, recruiting search and sourcing features as well as Groups to direct job seekers to open positions. Job Feeds Since Twitter and Facebook remain viable sources to drive candidates to open positions, job feeds are becoming a popular method for recruitment. Companies are using job-posting feeds to automate job postings from their ATS or applicant tracking system to social networks.   An ATS is the online portal where a candidate applies for a job opening. This strategy is strictly one way and leverages SEO and keywords to direct candidates to positions. Social Sourcing When it comes to recruiting there are two types of candidate search 1) Just in Time Recruitment and 2) Strategic Search. The Just in Time Recruitment strategy happens when we need to fill a position right away so recruiters are using sourcing and online search tools to find specific job seekers to fill often very specific and competitive positions.   Recruiters source social networks and profiles either using individual using keyword search or tools like  Remarkable Hire, which allows for recruiters to search multiple social networks and online communities in a single search.   The strategic search focuses more on building talent networks for when future positions become available.   Recruiters are always courting, building relationships, and driving potential hires to company-owned and custom-built social networks and properties. This allows them to anticipate hiring needs helping them cut down on recruiting metrics like cost per hire and time to fill. Employer Branding The idea of employer branding helps to establish a relationship with the job seeker in real time and on the social network where they prefer.   By focusing on building a relationship with a job seeker on social media, employers hope to become the candidate’s company of choice just like social media is used in addressing customers in real time.   Because in certain geographic regions like Oklahoma City where they are recession proof, the job market for companies to hire top talent is uber competitive. The competition is fierce for specific industries like developers, engineers, and programming. When the job seeker begins their active job search, which is increasingly becoming more passive as job seekers are always looking for the next big thing, employers want the job seeker to think of them first.   The employer that invests in a major presence on social media wins the war of talent. Many job seekers, certainly those in social media, are often surprised when I explain the very complicated strategies in play for recruiting and hiring with social media.   Companies like Rackspace have seen triple digit increases in web traffic after the launching of their career blog,  RackerTalent.com, and a decrease in the number of candidate that apply for individual open positions. Social media for recruiting and hiring is not a one size fits all.   Employers like Starbucks have found success filling open job positions and  recruiting on Instagram  while companies like ATT focus on a number of different platforms including Twitter, Facebook, and creating their own talent network.   Even international companies like Sodexo and IBM are using social media in combination with pay per click and search engine optimization strategies to improve their quality of hire and target specific qualified job seekers with the goal of less not more candidates per application.   Every location, country, and social network dictates different strategies and options, but the overall goal remains the same â€" hire better, faster, and smarter using technology. Job seekers need to be aware of this move by employers to leverage social media with what they refer to as “social recruiting” to fill, hire, and recruit for positions.   All online properties, networks, and communication channels are opportunities to reach out to employers to learn more, build relationships with recruiters and land their next job not solely because of a resume but using social media. Social Media Job Search Tips As a job seeker, how you use these social platforms and social networking is up to you but know that recruiters, hiring managers, and human resource professionals are using sophisticated tools and strategies to monitor brand mentions, sentiment, and evaluating each individual platforms percentage of applications and source of hire.   Knowing this just might give you the advantage you need as you plan your job search and your online brand on social media. Register for our FREE webinar on how to use social media and personal branding by  clicking here.  Click here to uncover more Secrets of the Job Hunt.

Will cutting migrant numbers save Aussie jobs

Will cutting transient numbers spare Aussie occupations Will cutting transient numbers spare Aussie jobs?Posted October 13, 2011, by Helen Isbister The legislatures choice to slice talented vagrant numbers in an offer to help nearby business has gotten a blended reaction from industry, associations and scholastics. The administration is cutting the quantity of gifted laborers to be acknowledged into Australia next money related year by 14 percent to 115 000 the principal decrease in over 10 years. The move comes after the fierce worldwide economy pushed joblessness to hop to 5.2 percent a month ago. Movement Minister, Chris Evans, says we have to guarantee that vagrant specialists are meeting abilities deficiencies and not contending with local people for employments. The Master Builders Association invited the choice to expel building and assembling from the basic abilities list, compelling organizations to discover bricklayers, handymen, welders and craftsmen locally. They state the cuts are justified in light of the fact that joblessne ss in the structure part is ascending, with a normal loss of at any rate 50 000 occupations throughout the following a year. Segments despite everything encountering abilities deficiencies, for example, designing, data innovation and social insurance, won't be influenced by the cuts, while bosses can at present support transient specialists in the event that they can demonstrate neighborhood work isn't accessible. There are still abilities deficiencies in certain areas and these measures will empower industry to keep on sourcing the gifted experts they need while securing neighborhood employments and the wages and states of Australian specialists, Senator Evans said. The Opposition invited the moved, however Shadow Immigration Spokesperson Sharman Stone says more occupations could have been spared if the administration had acted sooner. There have been 10 000 positions lost since October, remembering zones for mining and assembling, Dr Stone said. We are in the matter of employments as well as lodging and different administrations and it will be troublesome enough for Australians without rivaling fresh introductions. In any case, not every person concurs cutting migration will positively affect Australian work and the condition of the economy in the long haul. Phil Lewis, Professor of Economics at the University of Canberra, said the move could cost neighborhood occupations and lead to more noteworthy aptitudes deficiencies. Vagrants really make occupations, they need houses and the retail division gets a blast since transients will in general spend more. Relocation ought to be viewed as a drawn out strategy to support monetary development and secure further abilities deficiencies, Professor Lewis said. The Australian Industry Group, which speaks to 10 000 managers, concurred that movement is one of the drivers of future monetary development. The general talented relocation program ought to keep up a drawn out spotlight on adding to the pool of exchange aptitu des that are basic to assemble the economy in the coming years, Ai Group CEO, Heather Ridout, said. The vagrant specialist program is relied upon to be curtailed further in the May spending plan. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health and FitnessInterested in turning out to be a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searcheshigh request employments in the following 10 yearshighest paying occupations in australiawriter occupations sydneyhighest paid employments in australia 2016highest paying employments in australia 2016 CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineHelen IsbisterRelated ArticlesBrowse moreWork/life balanceWorkplace cultureHave you taken your mid-day break today?This Wednesday is Go Home on Time Day. Join the discussion about workâ€"life balance.High schoolWORKFORCE TRENDSSES joins studentsFollowing a four-decade top in catastrophic events in New South Wales, the state government has put $6 million towards preparing secondary school understudies as crisis workers.DesignDesigningHow To Become A Graphic DesignerIf kerning is your reason for living and stop-movement gets you energized, it may very well be an ideal opportunity to think about a vocation in the multifaceted universe of visual depiction.

Chapter 8 On-site Interviews - The Complete Guide to Google Interview Preparation

Chapter 8 On-site Interviews - The Complete Guide to Google Interview Preparation This is the 8th chapter of our The Complete Guide to Google Interview Preparation series. Following our previous discussion about phone screens, Ill talk about on-site interviews in this chapter. For most companies, this is the “final test” youll have and once you pass it, youll get the offer. At the same time, the on-site interview is also the most exhausting step where youll have multiple sessions within a single day. Theres no doubt that on-site interviews are more challenging in general and many people are really afraid of this. Ill address all those concerns in this chapter and provide very practical tips as before. On-site Interview Process You can never win a game without fully understanding the rules. Take Google as an example. On that particular day, you will have four technical interviews in total (usually two in the morning and two in the afternoon). Theres a “lunch interview” during lunch time, but its not really an interview because you are not evaluated and its just a chance to hangout with a Googler. Among these four coding interviews, at least one of them will be system design interviews. You will definitely write a lot of code on a whiteboard and have an intense discussion with interviewers. The interview format is more or less the same as phone screens. Normally two questions will be asked within 45min and solid code is required. So be prepared for a very tiring day. Many people are also curious about the evaluation process. At the end of the interview, each interviewer will write down a report that contains all the details and discussion in that 45min session including your code. The report can be extremely detailed that how much time you spend in each part and what your reaction is after a hint will all be included. A hiring committee will make the hiring decision based on all these reports. Its worth nothing that this process is unique to Google and most top companies like Facebook, Airbnb, Uber have very similar processes. Phone Screens VS On-site Interviews The whole process is more or less the same so that you are unlikely to be surprised by anything. Some major differences include: Having face-to-face communication means the whole process can be more smooth, but at the same time many people are more likely to be nervous. If you can have some in-person mock interview with your friends, it can be very helpful. Questions are slightly harder. Youll still have the same type of coding questions, however, the most common misunderstanding is that itll be significantly harder than phone screen questions. Ill discuss this in detail soon. At least one system design interview is required. In terms of what questions I should practice for an on-site interview, I would say just practice in the same way as phone interviews (except system design interview). You dont really need to find questions that are specific to on-site interviews and in fact, many questions are asked in both cases. “Questions Are Much Easier Than I Expected” This is the most common comment from on-site interviews. However, its also why most people failed the interview. Let me explain this in detail. One of the biggest misunderstanding is that Google on-site interviews are much harder than phone screens. Of course, sometimes there can be some hard questions. But in general, its only slightly harder. Many interviewers will still ask questions like 2-sum to get an initial idea of candidates. At Gainlo, many users are complaining that the mock interview is too simple, though they didnt pass it. They cant believe that the questions are that “easy”. But in fact, interviewers are using similar questions as real interviews. Let me tell you something. The most difficult part of Google interview (same as other companies) is not coming up with a solution. Many people can solve the problem to some extent. But to get a good score, you need to: Come up with the optimal solution Write clean and bug-free code Accomplish these two things with time limit Point 2 and 3 are the most challenging parts and most candidates failed for these two reasons. Many people claimed that questions were much easier than they expected, but they still didnt provide bug-free code quickly. From the interviewers perspective, it makes no sense to ask questions that nobody can solve. To evaluate a candidate, we need to see the analysis process, the code and how quickly he/she can solve the problem. Action items: Focus more on “basic” questions instead of super hard problems. Just do a little bit search on Glassdoor and Uber Interview Questions to get an idea of what kind of questions are popular. Youll soon realize they are not as hard as what most people think. Pay extreme attention to coding when practicing. Write down solid code for every question and track the time. Whiteboard For most companies, youll need to write code on a whiteboard in on-site interviews. Personally, I find this uncomfortable, even compared to writing on a code sharing tool. One problem is that its very hard to do insertion. More often than not, you notice that youre missing one simple check in the beginning and you need to insert a small if-block. However, you can never do this nicely on a whiteboard. Similarly, if your code is redundant, you cant save time by doing copy and paste. If you havent done this before, just try to write code on a piece of paper and youll soon find it terrible. Therefore, the rule of thumb is to practice this in advance. Yes, you need to practice coding on a whiteboard before an on-site interview. You can buy a very cheap one on Amazon or at least you should practice coding on papers. Again, the philosophy is do everything as close to the interview as possible because you dont want to be surprised on that day. Herere several tips: Think thoroughly before writing. Its hard to undo your code and its important to make sure every line of code is what you want. This is actually a very good practice. Many people tend to code while thinking, which never works. You need to have a clear thought beforehand. Clean writing. I would not recommend joined-up writing. As an interviewer, Ive frequently found it unrecognizable. Some people may think that it can save some time. However, youll spend way more time to explain the code. The best strategy to speed up is to have a clear thought and make sure you can implement smoothly. Communication Ive covered this point multiple times in previous posts and I only want to emphasize few points here. The whole interview is a discussion process and this is more true in an on-site interview. Its completely different from taking exam because you are expected to have constant communication with interviewers. Think the process as a normal discussion with your colleagues where you guys are working on the same problem together. Think loudly. Talk about whatever in your mind and you dont need to have any concrete idea before discussing. Be “less cautious” about your words but more cautious about the code. Most people failed the interview by doing the opposite. Feel free to talk about what you are stuck with. Interviewers are really willing to help you out by giving you hints or telling you that youre not in the right direction. Dont worry about disclosing your weakness, its quite obvious when you are not making any progress even if you dont admit. Instead, be open about it and the interview process will be a whole lot more pleasant. Summary Again, do not expect yourself to be able to do all of these tips immediately. You certainly need a lot of practice before the interview. In other words, knowing these advice means nothing unless you can actually work on them. I do not cover much about non-technical questions and tips, Ill have a complete chapter to address all those concerns soon. Stay tuned! Also, If you want to have more guidance from experienced interviewers, you can check Gainlo that allows you to have mock interviews with engineers from Google, Facebook etc..

Featured Job Director, Data Management Operations @ the YMCA - Copeland Coaching

Featured Job Director, Data Management Operations @ the YMCA The YMCA positively impacts over 10,000 neighborhoods across the nation. For 160 years, this leading nonprofit has been a driving force  for youth development, healthy living and social responsibility.  YMCA of the USA, a national resource office, employs approximately 19,000 full-time staff; globally, the organization  serves more than 45 million people in 119 countries. The Director, Data Management Operations  executes the vision and direction for data management and operational support for Y-USA databases that support the functions of Y-USA and the Movement.  Responsible for directly managing and leading the database operations team for Y-USA. This position will provide end-to-end leadership for managing all Y-USA data platforms including databases (OLTP, OLAP), Enterprise Data Warehouse and Data Marts, Business Intelligence/reporting platforms and Data Integration (ETL) platforms. Responsibilities include but not limited to database tuning, backup, recovery, modeling, creation, problem analysis and resolution, operations and maintenance of technical processes, collaboration with key users, support of project teams, database change management, team staffing and resource management. This position is based in Chicago, IL.  To learn more, or to apply online, visit the the YMCA website here.