Its Employee Appreciation Day and heres how everyones celebrating

Its Employee Appreciation Day and heres how everyones celebratingIts Employee Appreciation Day and heres how everyones celebratingSometimes, it can feel as though our jobs are thankless. Thats why there are holidays such as Employee Appreciation Day to remind us how much we matter.On March 1, people took to Twitter to thank those individuals who make their companies well work. From CEOs to ice cream trucks, they had a lot to say.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreFor many businessowners and managers, sweet treats seemed to be the most popular way to celebrate how employees (not even necessarily their own)contribute to their lives and work.Other lucky employees had masseurs come to the office to relieve their worktime stress.But if youre seeing these posts and getting salty that your company didnt treat you to a spa day, dont worry Some people in the Twitterverse are keeping it real .Like this guy who cant get a photo with his entire teamOr this woman who knows how to capture everything youre feeling with a single memeSo if youre not feeling appreciated, just know youre probably not alone. Now, time to post all about it on Twitter. After all, the hashtag is trending Maybe your boss will see your tweets and buy you some cookies.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Six Tips to Make New Grads Feel Welcome

Six Tips to Make New Grads Feel WelcomeSix Tips to Make New Grads Feel WelcomeIf youve been following the Simply Hired blog, you know weve recently been covering the benefits that hiring recent grads can bring to an organization. In the short term, younger employees can spur innovation in process and approach across the company. Recent graduates will often bring that fresh set of eyes that is needed to help innovate and also demand diversity and HR initiatives that positively impact corporate culture.With all the positive impacts the newly minted workforce can bring to your company, it only makes sense that employers would want to take all necessary steps to effectively integrate behauptung fresh new faces. While many larger companies have official training programs designed especially with this goal in mind, onboarding new grads can seem like a daunting effort to smaller companies or to those without official policies in place. With the goal of easing the burden and providing an abb reviated roadmap to launch your process, below we cover six tops to make new grads feel welcome that can benefit any company, large or small.Make No AssumptionsEstablished companies will often have a standard set of onboarding materials that covers basic policies, procedures specific to the given position. If your company is established, perhaps there is an expectation that those coming in the door will simply know whats expected of a professional in the workplace. With a new graduate, its never safe to assume, well, anything.The first step to successfully welcoming new graduates into your company is to start from scratch. From the basics such as expected start time to a full job description, including duties, no detail is too small. Ask your recent graduates plenty of questions about what they need to know, or feel like they dont quite have a grasp on, and youll set them off on the right track positiv give them a big boost of confidence.Benefits, Policies, and ProceduresIn line wit h tip 1, recent graduates are far more likely to have little to no prior professional experience before joining your company. One of the biggest frustrations of any new hire is often in learning policies and procedures that to more experienced workers may seem rote. Go over items such as work from home expectations, retirement, healthcare, and any other benefits or policies that you may typically take for granted. This is also a great opportunity to ensure you arent making the same mistake with even seasoned new hires in skipping out on vital information that could help make the first few days of onboarding smoother. Get SocialLong gone are the days when you could expect workers to show up, do their job, and exit at the end of the day all while remaining happy and productive. Given the increasing importance of careers, having a sense of family in the workplace is more important than ever. In addition, the ability to make your employees feel that you are invested in their happiness a nd fulfillment goes a long way.With all this in mind, social events have become a must with companies looking to successfully integrate and get the most out of young grads. Cocktail hours, welcome lunches, and team building events are essential for bringing on board recent graduates. While unterstellung events may seem social, they are will let your new employees feel like the company is taking the time to get to know them personally and is taking steps to ensure their mental and social well being, both of which are large selling points among younger workers.Provide TrainingAs we mentioned earlier, its wishful thinking to expect any new employee to hit the ground running without a fair bit of context around their job duties and responsibilities. Training your new graduate employee will be essential to help them feel comfortable and welcome on the job. Training can take the form of specialized instruction in individual tasks but should also include long-term thinking that allows the employee to see your investment in their growth. Leadership and communication skills courses will not only benefit the individual employee, but it will also ensure you have the best shot at building from within solid and lasting in-house talent.Offer MentorshipEven if you have a substantial incoming class of recent graduates, younger employees can often feel ostracized or alone when not provided with guidance withing an established team. To help overcome this hurdle, consider implementing a formal mentorship program that pairs your newest employees with established veterans. Not only with these mentors provide valuable guidance, but theyll also serve as role models and will help demonstrate what your new grads can aspire to achieve with a little bit of hard work.Check In RegularlyOur final tip for ensuring new grads feel welcome in the workplace is a subtle reminder that communication should go both ways in a healthy employee/employer relationship. Schedule a regular weekly or month ly meeting in which you discuss how the employee is transitioning, listen to any concerns and address deliverables and other goals. Checking in often with your new graduate employee will provide structure and will help ensure your talent is staying on the right path while allowing for any corrections to be made in a timely manner.Have any other tips for ensuring new graduates are welcome and comfortable in their new job? Drop us a line in the comments and share your insights with fellow Simply Hired readers in our community.

Definition of Web Spidering and Web Crawlers

Definition of Web Spidering and Web CrawlersDefinition of Web Spidering and Web CrawlersSpiders are programs (or automated scripts) that crawl through the Web looking for data. Spiders travel through website URLs and can pull data from web pages like schmelzglas addresses. Spiders also are used to feed information found on websites to search engines. Spiders, which are also referred to as web crawlers search the Web and leid all are friendly in their intent. Spammers Spider Websites to Collect Information Google, Yahoo and other search engines are bedrngnis the only ones interested in crawling websites so are scammers and spammers. Spiders and other automated tools are used by spammers to find email addresses (on the internet this practice is often referred to as harvesting) on websites and then use them to create spam lists. Spiders are also a tool used by search engines to find out more information about your website but left unchecked, a website without instructions (or, perm issions) on how to crawl your site can present major information security risks. Spiders travel by following links, and they are very adept at finding links to databases, program files, and other information to which you may not want them to have access. Webmasters can view logs to see what spiders and other robots have visited their sites. This information helps webmasters know who is indexing their site, and how often. This information is useful because it allows webmasters to fine tune their SEO and update robot.txt files to prohibit certain robots from crawling their site in the future. Tips on Protecting Your Website From Unwanted Robot Crawlers There is a fairly simple way to keep unwanted crawlers out of your website. Even if you are not concerned about malicious spiders crawling your site (obfuscating email address will not protect you from most crawlers), you should still need to provide search engines with important instructions. All websites should have a file located in the root directory called a robots.txt file. This file allows you to instruct web crawlers where you want them to look to index pages (unless otherwise stated in a specific pages meta data to be no-indexed) if they are a search engine. Just as you can tell wanted crawlers where you want them to browse, you can also tell them where they may not go and even block specific crawlers from your entire website. It is important to bear in mind that a well put together robots.txt file will have tremendous value for search engines and could even be a key element in improving your websites performance, but some robot crawlers will still ignore your instructions. For this reason, it is important to keep all your software, plugins, and apps up to date at all times. Related Articles and Information Due to the prevalence of information harvesting used to nefarious (spam) purposes, legislation was passed in 2003 to make certain practices illegal. These consumer protection laws fall under th e CAN-SPAM Act of 2003. It is important that you take the time to read up on the CAN-SPAM Act if your business engages in any mass mailing or information harvesting. You can find out more about anti-spam laws and how todeal with spammers, and what you as a business owner may not do, by reading the following articles CAN-SPAM Act 2003CAN-SPAM Act Rules for Nonprofits5 CAN-SPAM Rules Small Business Owners Need to Understand

Will They Check Your Search History at Google Job Interview

Will They Check Yur Search History at Google Job InterviewWill They Check Your Search History at Google Job InterviewHow would you feel if someone could access your entire Google search history? Probably pretty upset, right? No wonder. Under the illusion of complete privacy, we research all kinds of embarrassing stuff. Just imagine if they checked your search history at Google job interviewAfter all, you dont want anyone to know that you regularly google things like pictures of beavers. And out of all people, the last person you want to know tis your eignung employer.For this reason, an immediate uproar ensued when several media outlets ran stories about Google wanting to allow employers access users search history.These claims were obviously ill-founded but they still managed to go viral before anyone at Google could react to them. In the end, Google issued an official statement, according to which only information that a candidate voluntary provides would be passed to a prospective employer.All right, so Google doesnt let other employers see your search history. But they surely do it themselves when hiring someone new, right? The short answer No, they dont.Long answer Its complicated. After all, it comes down to whether you trust Google or not. And you shouldnt be too quick to trust a corporation, right? Were going to put Google under scrutiny by posing three essential questionsDoes Google record your search history?Do they see your anthroponym attached to it?Do they use it when hiring people?1. Does Google records your search history?As you probably already suspect, Google records all the searches you make whether theyre flattering, mundane, or shameful. If you dont want to simply take my word for it, you can even search through them yourself at https//myactivity.google.com/myactivity. Youll be greeted by a screen that looks something like thisWelcome to Google MyActivity, the scariest page on the InternetUsing this tool, I was able to trace my search histor y all the way back to Summer 2009. Needless to say, this brief trip down the memory lane was quite an unsettling experience. I knew Google knows a lot about me, I just didnt realise it was THAT much. So what do they know exactly?What you search for. They know when, where, and how often. Google also knows which links do you open and which results you open repeatedly.Your bookmarks. Only if you use Chrome as your default webbrowser but everybody does, right?What videos you watch on YouTube. Since Google owns YouTube, its only natural theyd do this.Your location. If you use an Android phone or have Google Maps on your iPhone installed.What news interest you.You dont even have to use Google News.Probably much more than that. What about the files you put on Google Drive? Or the conversations you have through GMail Chat or Hangouts? Lets not forget that Google also knows about what kinds of ads you click on. If you use Google Calendar, they also know your schedule. Its up for an argument whether Google uses all of this data. Still, they do possess it.Fortunately, Google gives you the option to stop them from tracking your online activity. Just go to Activity controls and deselect some or all of the options, as you see fit.Your activity controls should look like this. Pause it indefinitelyMoreover, you can also delete all the searches you made in the past. Just go to Delete activity by and select the time period which you want to delete.Be careful though. This will delete your search history permanently. If you want to keep your search history for future reference, you can download it by going to Other Google activity and clicking on Download your past searches. Aaaand, its gone.In conclusion- Yes, Google does quietly record all your activity. In the end, you can prevent them from doingit. However, by default, this option is enabled for all users, which results in hundreds of millions people unknowingly feeding Googles databases with deeply personal data. This means theres a good chance that Google already has all the data they need to check you search history at Google job interview.2. Can they link your search history to your real-life identity?The problem is that after deleting your search history in the Google Dashboard, you still cannot be 100% sure its gone forever. You can only take Googles word for it.Thats why many people on the Internet believe that Google retains this information even after you delete it. The companys relative secrecy is partly to blame. Still, thats no valid enough reason to suspect Google of unethical practices. In any case,lets assume the paranoiacs are right- just for the sake of the argument.If theres no way you can permanently delete your search history then, we need to ask another pressing question Is it, or can it be attached to your personal identifier?At least in theory, Google should be able to make use ofyour search records without anyone seeing your personal details attached to it. According to Googles P rivacy Policy, they only use the collected information to improve their services and protect their users.Still, the relative vagueness of the documentmight indicate behauptung declarations are also somewhat open for interpretation, especially post-NSA scandal.In 2013, it was revealed that many of the largest internet companies, from Microsoft to Google, were involved in monitoring communications between the NSA and foreign nationals. At long last, the US government confirmed the existence of the scheme. According to the Washington Post, these companies participated knowingly, although the newspaper later retracted this statement. Google denied these claims altogether.Even if they have the technical means to check your search history before Google job interview, it doesnt mean they actually do it.But lets not take our musings too far. After all, we dont want to encourage any conspiracy theories. We only discussed these things to see if its technically possible for a Google employee t o access your search history while knowing its you who made those searches.In conclusion, the answer is probably yes. The company has the technical means to check your search historyat Google job interview.But that alone doesnt mean they actually do it.3. Do they actually check ones search history at Google job interview?As you have surely noticed, our approach necessarily depends on some guesswork and anecdotal evidence. Since we chose not to trust Google entirely, theres simply no way around it (SAD). In spite of its anecdotal nature, however, the following story is worth taking into account.While going through the Google application process himself, Bruce R. Miller began to research how Google handles porn searches. After all, you dont want anyone whos not searching for porn get porn and vice versa.Miller came up with a pair of queries that straddled the line pretty well. Pictures of beavers gave him stock photos of beavers, whereas pictures of cocks resulted in nary a chicken. S ounds like a great way to spend your day.Googles HR have access neither to your personal details nor your search history.But then, after several hours of exploring the issue, it finally dawned on him. What if one of the final things Google might do with his application was to check his search history? They would find a trail of the most disgusting queries you could imagine.So how did it end? He got the job, which was enough for him to conclude that they dontlook at your search history at Google job interview.Also, at the time of writing his post, Miller was already working for Google, which adds some relevance to his conclusion Its encrypted and it would take a collusion of many people at Google to accomplish such a thing, and it would be known if such things happened.Image by The Hustle. ThanksStill, you should know about one more thing in order to get the full picture. Theres one point during the interview process when Googlereportedlychecks your search history.In 2015, Max Rosett allegedly scored a job at Google under somewhat suspicious circumstances. While searching for python lambda function list comprehension something unusual happened.The search results split and folded back to reveal a box that said Youre speaking our language. Up for a challenge? Of course he wasAfter landing on a page that called itself foo.bar, he was given 48 hours to solve a programming challenge. Over the next two weeks, he had solved another five challenges. Thats when foo.bar gave him the option to submit his contact information.Wait, WHAT? I thought Google was supposed to already have all the information they need. Why would they ask for it again?The most likelyexplanation is that Googles HR have access neither to your personal details nor your search history. The foo.bar pop-up itself ishandled by an algorithm.In the end, this is probably the best indirect proof that they dont actually check your search history at Google job interview.Keep calm.They wont check your search hi story at Google job interview.Perhaps the aphorism should be changed to In Google, veritas. We live in times when our digital footprints make our private lives publicly available, even if not for all to see.Although they dont screen your search historyat Google job interview, it doesnt mean nobody else can. For instance, a group of researchers at Stanford and Princeton developed a system that can connect your profile to your name and identity just by examining your browsing history. When you know what youre doing, youdont even need Googles full cooperation for that.In any case, if this was the only thing stoppingyou from applying for a job at Google, dont hesitate any longer. And if youre still unsure as for how to go about it, check out this article. Good luckShare Your Feedback or Ideas in the Comments

Why you shouldnt contact a hiring manager before an interview

Why you shouldnt contact a hiring manager before an interviewWhy you shouldnt contact a hiring manager before an interviewDont do it.The hiring manager (who should be the key interviewer) is typically very busy and doesnt have the time to coach you on your interview. There is also nothing in it for them - so youre burning their time. They may be recruiting for several different positions at once and have a healthy candidate pipeline for each.As a hiring manager, I expect candidates to do their homework on the company and its products/services. You want to come across as a self-starter who does everything they can to learn and explore for themselves before asking for help.Everyone is on LinkedIn these days, so use it See who it is youll be interviewing with. Also, read up on analyst reports that cover the company and its competitors. Read what it says in Glassdoor or other sites.DIY when it comes to company researchThere are so many Internet resources these days to research companies and you can often get free copies of things like analyst reports (e.g., a Gartner Magic Quadrant on their space) from companies in the same space who have purchased reprint rights. Read their press releases. If they publish investor decks, read those - it will lay out the corporate strategy and priorities. Venture Funded? Check out Crunchbase and read the articles on the company.If you have done this then youll know where to focus and have done much of the required preparation. If there is a recruiter for the position they may be able to answer basic questions like dress code, what to expect during the interview process, the best place to park nearby (if applicable), etc.Follow Dan Hollidays advice about the STAR approach for behavioral questions, but also have good, concise answers worked out in advance for useless-but-common interview questions like Tell me about yourself?, Whats your greatest weakness? and so on. Not everyone on the interview team may be a good interviewer, but it is important they feel positive about you even if they dont know what to ask. Practice those canned answers on a friend to see if they work, then refine, rinse and repeat.This post was originally published on Quora.com.

Resume Genius Cover Letter Secrets That No One Else Knows About

Resume Genius Cover Letter Secrets That No One Else Knows About Review the work description and attempt to ascertain which qualifications appear to bring the fruchtwein value to the position. It displays your passion for the work position in a specific company and highlights significant qualifications which will help you stand out. Whether you would like to receive a job in nursing, dentistry, or pharmaceuticals, weve got a sample that is applicable to your career path. If you wish to receive a job for a petroleum engineer, you will need years of training, the correct expertise, and a well-written and efficient titelblatt letter. If youre asking for work in marketing or sales, you will need to highlight key performance metrics. For most firms in my personal field this program will subsequently last 3 decades. Do focus on providing quantifiable info to reveal your abilities. The hiring manager doesnt have time to sit down and read a memoir, they may just have a few short minute s to assess your application completely. Keep in mind, you should target the requirements of the business not your own. For work in real estate, you will need to highlight your eligibility to market to prospective home owners in addition to your drive to reach sales quotas. Leave the hiring manager free of doubt which you could do the job duties at the maximum level. Whether youre just starting your career for a librarian or are trying to find a senior position, weve got a sample that will allow you to tailor your own cover letter. Regardless of what engineering track youre on, your cover letter should highlight problem solving skills and the ability to satisfy quality standards. For instance, a cover letter is an outstanding distributionspolitik to speak about a career shift or maybe to explain a lengthy gap in employment. This cover letter and resume examples can inspire your own regardless of what position you are trying to find within this sector. Details of Resume Genius Cover Letter 1 error and your letter is going to be thrown away. You may be interested in internship cover letter examples. While it might look tedious, you always ought to customize each letter to fit the particular job for which youre applying. Be sure to study the school which you are applying to before writing your cover letter so that you may add a small enthusiasm to demonstrate why you wish to work there. You CANNOT use exactly the same exact exact same cover letter to apply for each job. An effective cover letter has to be compelling yet to-the-point to avoid wasting someones time. You should be certain to direct your cover letter to a certain individual, too. Its vital that you customize each cover letter to the job which youre applying. When you have finished the letter, dont forget to sign it. The letter gives detailed info on why youre qualified for the job which you are applying for. Understand why youre writing the letter. Understand why youre creating the le tter. If you want, I can supply you with current samples of my work. Including a small word variation can help you stick out against other applicants. By way of example, maybe you repaired a bit of machinery that had been out of use for at least six months. Next ensure use of good resume keywords. Where to Find Resume Genius Cover Letter Working in construction usually entails having the ability to use a wide selection of tools and equipment whilst also having knowledge numerous construction practices. If you opt to apply to jobs in numerous industries, you ought to use a distinct cover letter template for each business. Highlight your strengths in these regions and dont forget to note any appropriate experience. Ideally, you should choose the qualifications which are most relevant to the position for which youre applying. Technical skills, licenses and certifications, and the capacity to communicate effectively are some of the very best qualities to contain in your cover letter. Dont neglect to include things like all certifications and affiliations in your resume also. You may feel like the document is unnecessary since youre already providing a resume with loads of information. You have to offer relevant, concise info. Plug in your info and youre all set to send off your application. Just take a closer look for more details.

Legal Guidelines of Social Media Recruiting - Spark Hire

Legal Guidelines of Social Media Recruiting - Spark HireNearly 95 percent of recruiters currently use or are planning to use social media for their recruiting efforts to better assess a candidate for their personality, experience, skills set and cultural fit. Itd be wise to implement social media recruiting strategies into your hiring process if you havent already. However, before diving into the world of social media, its best to familiarize yourself with the legalities of recruiting in this digital space. Legally researching candidates onlineDavid Baffa, a labor and employment lebensabschnittsgefhrte at national law firm Seyfarth Shaw LLP, suggests waiting until after you have met a candidate face-to-face to review their social media accounts. By targeting your social media recruiting efforts in this way, Baffa says, You are less likely to be accused of making snap selection decisions or of relying on protected characteristics evident from a social network profile.Baffa also recomm endsConducting the same social media searches at the same stage of the application process for every candidatePrinting or saving screen shots of anything they come across on a candidates social media profile that makes them question his or her candor and professionalism.Using a candidates info from social media legallyYou can find a lot of lawful information about a candidate from their social media accounts like Twitter and Facebook. However, this kind of information shouldnt be used to make your final hiring decision. Melanie Berkowitz of Monster advises that you use it instead as an extension of a resume and conversation starter to gain a better understanding of a candidate. This will be especially useful if you are hiring for positions that require familiarity with social media.Giving notice to candidatesYou are not obligated to have a job applicant sign a waiver giving you permission to review their social media accounts. Even so, it is a best practice to give them notice that you will be reviewing any and all of their public profiles online.Reviewing your own social media accountsYou should also be mindful of your companys own social media accounts. Just as you are reviewing candidates profiles, they are also researching your website and looking into your social media presence for a glimpse of what it may be like to work at your company. Candidates may even try to identify the people that could possibly interview them.All of the information on your online profiles should be accurate and legal. A few things Berkowitz advises to also considerBe sure to state on your company website and profile that your geschftliches miteinander is an equal opportunity employer.Avoid making any statements that could be misunderstood as a guarantee of employment or business opportunity most especially if the website is live and features employees comments or blog postings. Saying things like, This is a great place to work, is acceptable, but promising that all applicants wi ll be hired is definitely not.Be aware of who in your company has access to social media accounts and can add to or change content.Social media recruiting can bring many benefits to your company, but implementing the technology without considering all of the above can lead to consequences. Taking the time to thoroughly learn about the legalities of this technology will help you to ensure few challenges along the way to making great hires.Be sure to check out our whitepaper 5 Ways to Combine Social Media and Video Interviewing for more tipsImage Twin design/BigStock.com

How to Sharpen Your Financial Analyst Skills

How to Sharpen Your Financial Analyst SkillsHow to Sharpen Your Financial Analyst SkillsModern financial analysts do much more than number crunching. And just as information technology changes the way we live and work, financial analyst skills must evolve to meet expectations. Financial analysts and business analysts who understand statistics and command a firm grasp of database analytics can tap into the ever-growing flow of big data to make valuable enterprise-wide contributions. A talented analyst could easily focus his efforts on strategic process improvements in areas such as menschengerecht resources or operations. IT skills, such as systems analysis and proficiency with large enterprise resource planning systems, are also in great demand.Simply put, those who can acquire and maintain the top financial analyst skills will find an abundance of opportunities for employment and professional growth. What skills and abilities are in demand?1. Collaboration and leadershipThe trend to ward a more IT- and analytics-savvy finance function requires a financial analyst to make more frequent, tangible contributions across departments. As such, many corporate management teams rely on their top analytics talent to facilitate and justify decision-making, with the relationship frequently evolving into more of a partnership - or, as you might call it, cross-departmental collaboration.2. Strategic thinkingFor companies, having strategically minded people with the skills and abilities to deliver actionable, data-driven conclusions can lead to greater efficiencies and cost savings, ultimately impacting the bottom line. As a financial analyst, the equation is simple Having strategic-thinking skills can bring success to companies and help you move rapidly up the corporate ladder.When you subscribe to the Robert Half newsletter, youll get articles and resources to help you build a successful career in accounting and finance - all sent directly to your inbox. Click the button b elow to sign up todaySUBSCRIBE NOW3. Data analytics know-howData analytics requires a knack for recognizing meta-patterns and understanding the ramifications of changing patterns. If you want to dig deeper into big data analytics, consider online training or a certification program. Once youve got the basic data analytics skills under your belt, you can volunteer for an analytics or informatics project gearing up at your workplace.4. Information technologyFinancial analysts with the job skills to work with IT management on issues such as cloud migration, data security and privacy are definitely a step ahead. Fortunately, picking up new IT skills is a relatively straightforward process. For instance, you can pursue a certification, such as those given in recognition of proficiency with as Hyperion or Microsoft Dynamics GP, the Certified Information Technology Professional (CITP) designation from the American Institute of Certified Public Accountants, and the Certified Information Sys tems Auditor (CISA) program from ISACA.Honing your financial analyst skill set will bring you other rewards, of course. The Robert Half Salary Guide for Accounting and Finance gives you the latest starting salaries for financial analysts, whether they have one to three years of experience at a small or midsize company, or theyre senior financial analysts. Those with professional certifications and graduate degrees can see offers higher than the national average.Learn more about financial analyst salaries in a sortiment of U.S. cities, and take a look at open positions in your area, too.

Senators call for better data collection to measure economic impact of sexual harassment

Senators call for better data collection to measure economic impact of sexual harassmentSenators call for better data collection to measure economic impact of sexual harassmentA group of 22 senators, led by Kirsten Gillibrand (D-NY), sent a letter to the Department of Labor on Monday requesting that the department establish better, and more detailed, methods of collecting data on sexual harassment in the workplace.In recent weeks and months, the MeToo movement has brought to light the experiences of countless workers who have endured sexual harassment for far too long, the letter states.The senators, all Democrats, want labor officials to measure the extent of discrimination and how it impacts the American labor force. Harassment and discrimination affects minimum-wage workers, middle class workers and white-collar workers, and Gillibrand points out that in addition to the emotional costs, there are also economic onesThe personal costs of sexual harassment are often invisible, yet ar e no less real, and are often coupled with negative economic consequences. Sexual harassment can have both and physical consequences, including depression, anxiety, muscle aches, headaches, and high blood pressure. These ailments can result in missed workdays and reduced productivity.The letter also cites statistics showingwomen who have been harassed are 6.5 times more likely to change jobs than those who have not These consequences are particularly concerning in science, technology, engineering, and math fields, where approximately one in five women report experiencing sexual harassment at work.It also points to a report stating that 90% of female workers in the restaurant field have experienced sexual harassment, with over 50% doing so on a weekly basis.Gillibrand has asked for a prompt response from the Labor Department.

9 Reasons Why You Didnt Make It Past The First Interview

9 Reasons Why You Didnt Make It Past The First Interview9 Reasons Why You Didnt Make It Past The First Interview You breezed through the phone screening and your first interview went surprisingly well.But weeks go by and you never hear back. If you do end up getting a rejection schmelzglas, youre left staring numbly at an auto-response with too many clichs and not a single explanation of why you didnt make the cut. And so, the vicious circle continues. How can you improve your interview game when no one is telling you what youre doing wrong?While there are may be different factors at play , Glassdoor Senior Talent Acquisition Partner Jamie Hichens sheds light on nine red flags that can knock job seekers out after the first interview. Before speculating on a whole host of things that you could have done wrong, ask yourself honestly if you did everything you could to prepare for the interview. According to Hichens, coming to your first interview unprepared is an immediate red flag. While some things like personality and culture fit are harder to control, anyone can look up interview questions on Glassdoor , check out the LinkedIn and Twitter profiles of your interviewers, and do a Google deep dive on all aspects of the industry.Arriving to your interview at least 10-15 minutes early and bringing extra copies of your resume are also a must, adds Hichens.The first interview is an incredibly important way for an interviewer to gauge if you are truly interested in working there as opposed to just looking for any old job. Thats why Hichens says its crucial to prepare a solid explanation as to why you are interested in the company and position. Ask yourself What first attracted you this company? What about the companys mission/industry resonates with you? How does this position fit into your professional journey and your career aspirations? Visit the companys press page and see what big news its being featured in. Look up the profiles of key leaders in the company and see if the specific work they are doing inspires you. If you have mutual connections that are company employees, reach out to them and get to know more about why they love working there. Showing that you have gone above and beyond to make sure this company and position is the one for you will definitely set you apart.Along with preparation and passion, make sure to stay proactive throughout the entire interview process. Interviewers want to see you walk the walk, and asking insightful questions and sending thank you emails are great ways for you to show them just how interested and responsible you are. Hichens is always impressed when candidates ask interviewers questions that help them better understand the job. Bring a notebook and take notes on their answers. After you finish your first interview, Hichens says it is vital to send a thank you email to your interviews within 24-48 hours. Hiring managers always share a candidates thank you ema il with me when they receive one. Handwritten notes can go far as well, although only as a supplement to thank you emails.If being passive is not your problem, then be wary of having too much of a presence during the interview process . Acting too eager or arrogant will give the interviewer the impression that you are hard to manage . During the interview, your hyper-excited or know-it-all tendencies may compel you to cut the interviewer off mid-question, but avoid interrupting at all costs. It says a lot more if you take a moment to develop a well-thought-out answer with concrete examples. Avoid saying Like and Um repeatedly, Hichens further advises. If you get flustered, take a minute to gather your thoughts and start your answer again.As for emails, quick response times and occasional follow-ups are a plus, but make sure not to overdo it on the communication, Hichens warns. When a candidate overly emails , its a turn-off.According to Hichens, first impressions are everything. Eye contact is very important as is a firm handshake. Dont slouch or cross your arms you can keep your hands folded on your lap or right in front of you on the table.As for interview attire , Hichens recommends always dressing a notch up from the dress code (and cleavage is never appropriate). Avoid distracters such as large amounts of makeup/jewelry, strong perfume or flashy hair so that the interviewer can truly focus on what youre saying. And lastly, always practice proper hygiene protocol.During the first interview, its really critical for an interviewer to assess a candidates long-run potential for the position. Its always a hiring managers worst nightmare to invest time and resources on an employee who doesnt intend on sticking around. Be prepared to answer questions such as Where do you see yourself in 2/5/10 years?According to Hichens, questions like ansicht help the interviewer understand what your career aspirations and progression plans are and if that fits int o what they can offer you as well as if youll stick around long term.When it comes to personality, different types of companies are looking for different types of candidates. For example, at a more formal company (i.e. a bank or law firm) a big personality and sense of humor might not go over as well as it would at an ad agency, Hichens says. Make sure to do some corporate culture research to see how your social skills fit into the picture. It will save time and energy for both parties involved and help you get closer to the job that is best for you. Its also important to learn more about the social dynamics of the specific team you are applying for. If your interviewer says that communal efforts are critical to the teams success, your independent work habits may not be considered a big plus. Hichens notes that being rude or having a bad attitude can be a huge red flag in the first interview. Avoid badmouthing your current company or manager/peers. Treat everyone you encounter w ith at the company whether it be the front desk manager or the CEO with friendliness and respect . It definitely wont go unnoticed. Moreover, always be gracious and appreciative of the interviewers time, even if you decide halfway through the interview that this isnt the best position or company fit. Hichens explains, Making a positive lasting impression will help you not only in this situation but in the future if you cross paths with these people again, even if you dont get the job.Unless there has been a death in the family or a critical emergency, canceling an interview on the day of is tantamount to saying I dont really want this job and I dont respect you or your time.If you need to adjust the time or youre running late, be transparent. Being late to an interview with no explanation or without emailing or calling ahead to say they are running late. This one will knock out 99% of interviewees, says Jamie Hichens. Senior Manager of Talent Acquisition at Glassdoor. At the very least, if youre running late, call and offer an ETA, an explanation, or an offer to reschedule. And remember to apologize for the inconvenience.