Google employees around the world are walking out to demand change

Google employees around the world are walking out to demand changeGoogle employees around the world are walking out to demand changeOn Thursday, thousands of Google employees and contractors around the world are staging office walkouts at 1110 a.m. to protest the companys handling of sexual harassment claims. The walkout follows aNew York Times report, which said that Google had paid male executives millions of dollars in exit packages after sexual harassment claims were made against them. Android creator Andy Rubin, for example, reportedly received a $90 million exit package even after the company concluded that a sexual harassment claim made against him was credible.The report sparked employees outrage that Google executives apologies have been unable to quell. Google has already been accused of mistreating women before. The Department of Labor is investigatinga claim that the tech giant has underpaid women.In an internal email to staff, CEO Sundar Pichai said that at least 48 peop le have been fired for sexual harassment without receiving a payout.It is in the midst of this polarizing climate that employees said they had had enough. All employees and contract workers across the company deserve to be safe. Sadly, the executive team has demonstrated through their lack of meaningful action that our safety is not a priority, organizers of the Google walkout said in a statement. Weve waited for leadership to fix these problems, but have come to this conclusion no one is going to do it for us. So we are here, standing together, protecting and supporting each other.Google staff in New York City, Georgia, Massachusetts, Zurich, London, Tokyo, Singapore and Berlin are among the offices taking part.An end to forced arbitration among demands being madeIn addition to the walkouts, the organizers of the Google walkout have published a list of demands on social media accounts.1) An end to forced arbitration in cases of harassment and discrimination.2) A commitment to end p ay and opportunity inequity.3) A publicly disclosed sexual harassment transparency report.4) A clear, uniform, globally inclusive process for reporting sexual misconduct safely and anonymously.5) Elevate the chief diversity officer to answer directly to the CEO and make recommendations directly to the board of directors. In addition, appoint an employee representative to the board.Arbitration agreements are a common contract clause within tech companies that prevent employees from banding together to take on companies directly in a class-action lawsuit. Instead of taking cases to court, employees handle their cases internally with their employer. This is good for the company. Investigations into the practice have found that when cases go into private arbitration, companies overwhelmingly win those cases.In an internal email, Google CEO Sundar Pichai said that he and the companys management were aware of the activities planned for Thursday and that he would ensure that employees woul d have the support they needed.

40 questions to ask before you accept a job offer

40 questions to ask before you accept a job offer40 questions to ask before you accept a job offerCongratulations Youve made it through the most difficult part of the job hunt. All the job applications, interview rounds, and thank-you notes have paid off Now, it might be tempting to jump right in and accept a job offer, but hold on for the more grueling decision is yet to be taken. Before you accept a job offer, you need to ensure that you are going into the new role with clarity about what it will entail.Most people are so nerve-wracked during an interview that they dont want to rock the boat or say the wrong thing. This keeps them from getting more information about the role, the compensation, the team and the company. How would you know if its the right job for you? The key here is to imagine a job interview as a sales pitch. If you know your role well, youve got to sell yourself into the role and let the results do the talking. At the end of the day, youre selling your time for m oney.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe HR Digest has a checklist of sensible questions to ask before you accept a job offer.The roleInterviewing is a two-way street. The employer is offering you the job, and you are offering the talent. Remember, the person interviewing you might very well be your working partner. Talk to them, ask for clarification so you have more details about the role you have been offered. There is a slight chance that no one has ever asked this question. It can help you break the ice and give you the edge when its time to select a candidate.When you ask questions, it shows interest in the company, gives you more information, and makes the conversation flow between you and the interviewer.When do I abflug?How did this position come to be open?What does success look like in this role?Could you give an example of a typical working day?What would my immedia te priorities be?What are the expectations of this position over the first twelve months?How would you measure my success, if I were chosen for this role?Do you have any reservations about me or my hintergrund for this position?ansicht questions would serve multiple purposes. It would give you a brief idea about how well suited you are for the role or the management style. It also lets the company know youre motivated, passionate and ambitious in life. Moreover, they will open doors to discuss training, what projects youll be working on, and whom you would be working with.The teamIs there anyone I can reach out to and get guidance from?What are the biggest challenges people face when they start out in this position?Who will I work with most closely?Who will I report to directly?What is your vision for the team?What is the biggest achievement this department has made?What is the biggest challenge facing this department right now?These questions will help you see if you have the same values as the people the company has employed. Moreover, asking these questions will prevent situations in which youll take up a job with almost no work, no supervisor, and no idea what your basic responsibilities are.Salary benefitsIs the salary negotiable?Is the amount provided base pay?What is included as a part of your benefits package?What kind of opportunities exists for personal growth?Will I be getting any additional wellness perks?What is the performance review process like here?What metrics or goals will I be evaluated against?Can I know about the 401K program?Do you offer dental and vision insurance?How many sick days and personal days will I get?How much paid vacation time will I get per year?Can I carry over the paid vacation time if I dont utilize it?What are the core working hours?Will I get the flexibility of working from home once in a while?These are specific questions you can ask when considering a job offer. It will make it much easier for you to negotiate on yo ur contract before you join the team.The company cultureIve read about the companys founding, can you tell me more about?Where do you see the company in the next five years?Can you tell me about your new products or plans for growth?Would you mind giving me a tour of where this job would take place so I can get a feel of where Id be working and who I would be working with?How is work-life balance in the company?What is the company culture here like?Does anyone on the team hang out outside the office?What are the long term prospects for the person who takes up the job?What do you offer in regards to training the staff?Would I be able to represent the company at industry events and conferences?Can I answer any final questions for you?These are some very good questions to ask before you accept a job offer. It means youre already thinking about the role you have been offered. You can also find out whether a company is right for you. Of course, you wont use all of the questions mentioned here, so pick the ones that are most important to you. It will also help you make a better decision when youre deciding between multiple offers so you can compare responses.Remember, its okay to decline a job offer if it isnt the job for you. If they already answered all your questions, just reply Well, youve answered all my questions already, thank you for your time.This post was originally published on September 25, 2017 and appeared on The HR Digest.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 people40 questions to ask before you accept a job offerCongratulations Youve made it through the most difficult part of the job hunt. All the job applications, interview rounds, and thank-you notes ha ve paid off Now, it might be tempting to jump right in and accept a job offer, but hold on for the more grueling decision is yet to be taken. Before you accept a job offer, you need to ensure that you are going into the new role with clarity about what it will entail.Related from Ladders6 things recruiters are looking for in 20184 tips on salary negotiation from the $20-million-plus star of Greys Anatomy, Ellen PompeoHeres how to be less anxious while waiting to hear back about a jobMost people are so nerve-wracked during an interview that they dont want to rock the boat or say the wrong thing. This keeps them from getting more information about the role, the compensation, the team and the company. How would you know if its the right job for you? The key here is to imagine a job interview as a sales pitch. If you know your role well, youve got to sell yourself into the role and let the results do the talking. At the end of the day, youre selling your time for money.The HR Digest has a checklist of sensible questions to ask before you accept a job offer.The roleInterviewing is a two-way street. The employer is offering you the job, and you are offering the talent. Remember, the person interviewing you might very well be your working partner. Talk to them, ask for clarification so you have more details about the role you have been offered. There is a slight chance that no one has ever asked this question. It can help you break the ice and give you the edge when its time to select a candidate.When you ask questions, it shows interest in the company, gives you more information, and makes the conversation flow between you and the interviewer.When do I start?How did this position come to be open?What does success look like in this role?Could you give an example of a typical working day?What would my immediate priorities be?What are the expectations of this position over the first twelve months?How would you measure my success, if I were chosen for this role?Do you h ave any reservations about me or my background for this position?These questions would serve multiple purposes. It would give you a brief idea about how well suited you are for the role or the management style. It also lets the company know youre motivated, passionate and ambitious in life. Moreover, they will open doors to discuss training, what projects youll be working on, and whom you would be working with.The teamIs there anyone I can reach out to and get guidance from?What are the biggest challenges people face when they start out in this position?Who will I work with most closely?Who will I report to directly?What is your vision for the team?What is the biggest achievement this department has made?What is the biggest challenge facing this department right now?These questions will help you see if you have the same values as the people the company has employed. Moreover, asking these questions will prevent situations in which youll take up a job with almost no work, no supervis or, and no idea what your basic responsibilities are.Salary BenefitsIs the salary negotiable?Is the amount provided base pay?What is included as a part of your benefits package?What kind of opportunities exists for personal growth?Will I be getting any additional wellness perks?What is the performance review process like here?What metrics or goals will I be evaluated against?Can I know about the 401K program?Do you offer dental and vision insurance?How many sick days and personal days will I get?How much paid vacation time will I get per year?Can I carry over the paid vacation time if I dont utilize it?What are the core working hours?Will I get the flexibility of working from home once in a while?These are specific questions you can ask when considering a job offer. It will make it much easier for you to negotiate on your contract before you join the team.The Company CultureIve read about the companys founding, can you tell me more about?Where do you see the company in the next fiv e years?Can you tell me about your new products or plans for growth?Would you mind giving me a tour of where this job would take place so I can get a feel of where Id be working and who I would be working with?How is work-life balance in the company?What is the company culture here like?Does anyone on the team hang out outside the office?What are the long term prospects for the person who takes up the job?What do you offer in regards to training the staff?Would I be able to represent the company at industry events and conferences?Can I answer any final questions for you?These are some very good questions to ask before you accept a job offer. It means youre already thinking about the role you have been offered. You can also find out whether a company is right for you. Of course, you wont use all of the questions mentioned here, so pick the ones that are most important to you. It will also help you make a better decision when youre deciding between multiple offers so you can compare r esponses.Remember, its okay to decline a job offer if it isnt the job for you. If they already answered all your questions, just reply Well, youve answered all my questions already, thank you for your time.This post originally appeared on The HR Digest.

Tap Into Different Learning Styles to Build a Better Team

Tap Into Different Learning Styles to Build a Better TeamTap Into Different Learning Styles to Build a Better TeamThe Society for Human Resource Management (SHRM) blog recently shared a blog deutsche post dhl about the pros and cons of using gamification in the workplaceto facilitate learning. While the blog post itself was inconclusive, its an excellent reminder that some workplace learning strategies speak to certain learning styles over others, and that the most effective work environment comes from a combination of diverse learners. What are learning styles?Learning styles refer to the education worlds research of how individuals learn. There are three main types visual learners who learn by seeing (65 percentof the population), auditory learners who learn by listening (30 percent of the population), and kinesthetic learners who learn through physical activity (5 percent of the population).The implications in the classroom are obvious, but effective recruiters should be aware of how these learning styles play out in the workplace, too. Variations in learning styles are far from detrimental to a workplace. Different learning perspectives blend to make a workplace more creative, analytical, and collaborative and provide recruiters with another way to build a diverse, flourishing team with a wide variety of skill sets and ways of comprehending information. For example, having a group that represents visual, auditory, and kinesthetic learners means that your team will be able to pick up on subtle clues from the body language, tone of voice, and movements of clients and team members. Each person will be able to provide eintrag based on the information they gather using these learning styles, which will combine to create a comprehensive picture of the situation. In this segment of our series on diversity, well look at how learning styles play out in the workplace and how you can identify the learning style of a prospective employee to build a better team.How lear ning styles play out in the workplaceMuch like cultural diversityand age diversity, variation in learning styles brings some challenges into the workplace along with the benefits. Individuals who grasp information differently often experience difficulties in communication and clashes in management styles.Heres a look at how different learning styles take in data to give you an idea of how different teammates will interact in the workplace. Understanding visual learnersVisual learners in the workplace learn through seeing. These employees typically prefer to be introduced to information with visual displays such as reports, diagrams, videos, flipcharts, and handouts. During meetings, visual learners also prefer to take detailed notes to help them absorb the information. Visual learners tend to be analytical and thoughtful. Theyre capable of deep analysis and insight so long as they can access and organize the information visually. When they communicate, they often prefer to receive i nformation visually through handwritten notes or emails. Understanding auditory learnersAuditory learners learn best through listening. Instead of reports and diagrams, they prefer speeches and presentations. In-person speeches are better because give the opportunity to observe tone of voice, speed, pitch, and other nuances of live speakers. Auditory learners will often need to hear something said out loud or say it out loud to themselves before they truly understand the information. Auditory learners tend to be good communicators. They can often vokalist auditory clues quickly and respond eloquently with little preparation. When they communicate, they often prefer to talk over the phone or in person. Understanding kinesthetic learnersKinesthetic learners learn through doing, moving, and touching. Rather than read or listen to information, these learners prefer to jump right into the work to understand the details. These employees may find it difficult to sit still for a long time, and they may become distracted easily when confined to a meeting or cubicle. Kinesthetic tend to be creative and energetic. They can solve problems intuitively once they can jump in and get their hands on the problem, and they thrive in an interactive environment. When they communicate, they often prefer to do so while they are doing something else, such as reorganizing their cubicle, doodling, or walking around the office. Identifying candidate learning stylesIdentifying learning styles is not an exact science. Some employees will have basic competency in all three learning styles as a habit of practice from their educational experience, while others will distinctively learn from one style or another. The first step in identifying a candidates learning style is to ask them if they know their learning style thanks to the widespread use of learning styles in public and higher education, many employees will be familiar with the way they interpret information. Then you can ask clarifyi ng questions throughout the interview to verify the candidates comfort level with each learning style. For example, ask the candidate if they prefer to take notes during meetings or to give their full attention to the person speaking. Visual learners tend to take notes, while auditory and kinesthetic learners do not. You can also ask how they prefer to communicate (by email, by phone, or in person) to understand how they would fit in with other learning styles within your workplace.As you recruit to build an effective team for your company, keep learning styles in mind so that you can build a diverse team that will look at and understand projects and problems from all angles.

Being a superstar at work may be hurting your peers (and how to fix it)

Being a superstar at work may be hurting your peers (and how to fix it)Being a superstar at work may be hurting your peers (and how to fix it)Almost every office has a star employee who carries the weight for their colleagues. And if that star is you, chances are there are never enough minutes in the day to fulfill everyones demands of your time.Still, it may seem like the best choice just to keep on keeping on. But the truth is your ambition and capacity may be holding back some of your colleagues while leading to undue frustration on your part.According to SueShellenbarger, the work and family columnist for the Wall Street Journal, star employees risk burning out, becoming a bottleneck on their teams or overshadowing co-workers who stop learning and growing. This means that all your good intentions may actually have unwanted consequences for your peers and your company.Its true that high achievers have merit.Shellenbarger cites Michael Mankins, co-author of Time, Talent and Energy and a partner with Bain Co., who says star performers are 51% mora productive than others in their field.That means that a really great employee can make the whole operation more efficient, just with their presence.But in more creative fields, these high-achievers actually tend to hold back their less brilliant co-workers, according to a new study that has yet to be published.You somehow create a dependency, so that others rely on you,Ning Li, who conducted the study, told the Journal.Always being the achiever also puts a lot of pressure on workers, which can create tensions that cause employees to leave their jobs.Executives are left scratching their heads, wondering how they lost their superstar, saidDana Brownlee, founder of corporate-training firm Professionalism Matters.There are plenty of things bosses can do to make sure their top performers dont burn out. But if youre the star on your team, what can you do to take care of yourself?Shellenbargers made a list of dos and donts for the high achievers out there and theyre rules to live by if youre one of them. Here are her suggestions, in her own wordsWhat not to doTake over important projects.Agree to every demand on your time.Extend your work hours so you can do it all.Allow work to back up because youre too rushed to help.Deprive colleagues of learning opportunities.Allow your ideas to eclipse everyone elses.What to doPrioritize demands on your time.Delegate unmanageable work to others.Invite coworkers ideas and suggestions.Guard against overload and burnout.Notice teammates problems and offer help.Help coworkers grow their careers.

What Does Cv Mean in Resume for Dummies

What Does Cv Mean in Resume for Dummies The CV should also have relevant information like contact details. Irrespective of whether you make the most of a CV or resume, you need to thoroughly edit your document. Besides beginning with your contact info, there isnt any typical format for a CV. Creative CV templates are a superb source of design inspiration. A cover letter shouldnt be confused with a resume as it doesnt include all the particulars of a resume. Regardless of whether you take advantage of a CV or resume, you have to thoroughly edit your document. Request clarification if youre not certain which sort of document to submit. Its not acceptable for an expert document. What Does Cv Mean in Resume Features The very first paragraph is the initial and most important part a recruiter will concentrate on. CVs are often tailored to modify the emphasis of the information according to the specific lage for which the work seeker is applying. Verb phrases are a strong method to spell out responsibilities. Resume CV is a little bit of a misnomer. This handout explains what a curriculum vitae cv is the way that it differs from a resume and the way youre able to decide which to use. Besides jobs, CVs may also be employed by students to submit an application for internship positions. A CV stipulates an overview of someones education, work experience, and skills and its tendered when one is applying for work. What is Truly Going on with What Does Cv Mean in Resume Thus, theres no need to attempt to build one resume profile or write one particular profile title that fits every position you need to submit an application for. Precisely what you include depends partly on your kind of work. You could also say that you are searching for a different job because of ethical facets. If you are uncertain, its worth your time to get hold of the agency and ask which would be most suitable for the position. In a CV, as an instance, if youre asking for work in education, you might want to set your teaching experience in addition to your CV. In addition, if one has friends with CVs, be sure to ask to see them, so one can find a sense of the procedure. Have another person review your CV, ideally someone in your area. A CV contains an exhaustive description of someones work experience, educational background, and abilities. To increase your odds of catching the eye of a recruiter, your CV needs to be up to standard. Bullet points are frequently used to conserve space and only the most relevant accomplishments ought to be included, instead of all of them. Needless to say, you will likely be applying to numerous different but associated jobs with this one resume profile, therefore its important not to be too specific your profile title no longer is logical. While searching for a work online, there are times when you will notice employers requesting a CV instead of a resume. So, when you put in an application for work in Greece, the uni ted kingdom, or Denmark, your possible employer will ask you for a CV. Among the substantial differences which you will come across is that some EU employers wish to find photographs on your CV. Employers are uninterested in your journey up to now, more whether you can do the task required and fit in their organisation. The rest of The items are supported by the necessities of the jobs youre interested in and your unique strengths. Personal loans are provided by private lenders and there are not any federal forms to finish. In the United States, resumes are used for the overwhelming majority of job applications. Speak to Professional CV writers in Australia to figure out concerning the appropriate balance within this circumstance. CVs are the norm in the majority of European nations and can differ from the conventional American CV. A CV is the initial point of contact between you and a prospective employer. The CV needs to be accompanied by a cover letter. Your CV may incl ude everything which youve done thus far.

The Definitive Guide to How to List Research on Resume

The Definitive Guide to How to List Research on Resume How to Find How to List Research on Resume on the Web If you currently have an existing resume, you must make sure your information is updated and presented in a manner that will generate interest from the Hiring Manager. One reason you are going to want to do this is something named Applicant Tracking Systems (ATS). Research is a significant function for each and every business irrespective of industry. Simply take this Senior Digital advertising Manager job ad, for example. Utilize our market research analyst resume sample for a guide to create your application stick out. During that very first pass, a recruiter is most likely trying to find a couple of keywords they associate with the position. Examine the research job description and search for skills-related keyword phrases. If youve printed work that you need to include as part of your resume, there are lots of means of documenting publications on a resume to be a ble to intrigue hiring managers. Casual articles published in a hobbyist magazine most likely dont will need to get shared. 1 approach to highlight your publications is to make a distinct section in their opinion. The region of study matters too. Youll realize this info in all good resume templates. Fortunately, youve got several options when it regards publications in your resume. No matter which option you decide on, it is necessary to use the appropriate formatting when including publications on a resume. Compare this keyword list by means of your college transcript to get the appropriate coursework. Adding keywords naturally from the work description can help ensure it is a lot easier for recruiters to locate your resume faster. Following that, youre drop down a line or two and offer a brief list of your prior job titles. Take a look at the list below, and get prepared to make your resume way more exciting. Keep your references in a different list. Ultimately, addin g references poses a danger of the applicant. According to her, its also the reason putting your information just in the header or footer isnt a good idea. When dealing with data and statistics, as well as ensuring the info is accurate, its important to have the ability to meet project deadlines and manage your time to do your aims. Some information should be emphasized more than other based on what precisely the reviewers might be searching for. There are a lot of resume strategies to master which will help you land the job that you desire. You may not have much work experience to include, so concentrate on personal and professional skills and your educational background. Key skills are work-related skills that you want to do a job. To begin with, you will likely not get the job, because companies are so specific concerning the skill sets they are interested in finding. If you are in possession of a wide variety of technical abilities, however, your abilities may wind up bei ng precisely what gets you hired. Hard skills are quantifiable and frequently learned from school or at work. If youve got these general abilities, you are going to improve your marketability. 3 First, you must select the best skills for your resume. Characteristics of How to List Research on Resume Research assistants review print and internet resources to assemble information. Whether youre an undergraduate or somebody who wants to break into an area of interest, you are able to always locate job openings for a Research Assistant. Its important to discuss your studies when you make an application for work. You just arent able to slacken off when it regards research. Writing publications on a resume is not among the most frequent sections since its quite specific and is largely employed by academics or PR and advertising professionals. Be Organized Effective research is one thats simple to comprehend and navigate through. Someone straight out a PhD program is going to ha ve an extremely different objective than a person who has 5-10 decades of industry experience. Its essential to understand how to list your education on a resume at each stage.

How to Attract the Best Candidates with Your Talent Brand - Spark Hire

How to Attract the Best Candidates with Your Talent Brand - Spark HireEmployer branding is the way in which a company positions themselves to job seekers and is an essential part of an organizations talent acquisition process. Ninety-one percent of job candidates say that employment brand plays a key role in their decision to apply with a certain company. However, gone are the days of companies only having to think about maintaining their employer brand.The increasing popularity of social media sites has played a big role in the conceptualization of talent brand, which is defined by LinkedIn as the highly social, totally public version of your employer brand incorporating what talent thinks, feels, and shares about your company as a place to work. Simply put, a companys talent brand is in the hands of the very candidates they are looking to connect with and hire. Furthermore, talent brand often plays an even larger role in attracting (or repelling) job seekers.Below are tips on how c ompanies can ensure a positive talent brand to gain the interest of top-notch talent, from wherever they are in the world, that will help their organization growMonitor online reviews and commentsAnyone can say just about anything on the Internet about any particular company. Its important to designate people on your team to frequently monitor LinkedIn and websites such as Glassdoor for reviews and comments by talent towards your company.If a negative review or comment about your company happens to be posted somewhere, dont let it sit unacknowledged and affect the views of potential candidates. Address it right away so you can nip the problem in the bud immediately.Get on cameraShowing will always be better than telling when it comes to convincing candidates why they should want to work at your company. Consider incorporating company culture videos showcasing your organization on your careers page and promote them across all social media accounts. The videos could be of office tours , comments from current employees, company events, etc.Be active and visible on social mediaA study by CareerBuilder found that over sixty percent of candidates will tell others about a good experience with a company and fifty percent claimed they wouldnt hesitate to share a bad experience. Additionally, sixty-two percent of candidates utilize social media to confirm that what companies are selling them about their brand is accurate.These statistics show the importance of being active and visible on social media. A large population of job seekers are on sites like Twitter and LinkedIn, therefore, people from your company should be on there too. Establish social media strategies such as posting content relevant to job seekers to pique their interest and sharing photos from around your office to anzeige your fun, unique company culture. Moreover, developing a strong presence on social media will enable your company to connect with job seekers that may live in a different state or coun try.Job seekers are increasingly depending on the insight of their peers when determining if its worth their time to apply at a certain company. Therefore, its crucial that companies invest time and resources into ensuring a positive company talent brand so as to avoid missing out on the rockstar talent theyre looking for.Download your copy of our whitepaper, Connecting with Talent Across Borders, for more tips to help enhance your talent acquisition strategies.