The Myth and the Reality 4 Surprising Truths about Mobile Recruiting

The Myth and the Reality 4 Surprising Truths about Mobile RecruitingThe Myth and the Reality 4 Surprising Truths about Mobile RecruitingA recent online meme challenged modern teenagers to attempt to place a telephone call using a rotary phone. The resulting failure provided many laughs but also highlighted the increasing reliance on not just touch dial but mobile phones. As of May 2017, nearly 51% of US households had given up on their landlines altogether. Similarly, stationary technologies such as desktop computers and even large laptops are being replaced by increasingly portable phones with processors that would rival your home set up. In short, the mobile age is here. As a recruiting professional, why then would you limit your ability to connect with would be employees by not focusing your efforts on upping your mobile game? From scheduling interviews to resume submission, chances are your next hire will have some form of mobile interaction. Many recruiters, however, have a few outdated misconceptions about best practices in the field. Not embracing and understanding mobile applications could mean you miss out on connecting with your next top recruit. With that in mind, here we deal into our top four surprising truths about mobile recruiting.Myth 1 Mobile job seekers are young and tech-savvy.Many recruiters and hiring professionals fail to focus on mobile applications. Perhaps youre recruiting for a company in a low-tech industry or are targeting only older candidates with many years of experience. If you think that mobile job seekers are limited to young software engineers, think again.Data shows that applicants across all industries and age groups have embraced accessing their data while on the go. Employers regularly issue smartphones as part of their first-day onboarding process and all but the most stubborn of older candidates are answering emails and browsing open positions via their handheld smartphone. Toss out the myth that mobile friendliness isn t important in your industry if you want to attract top talent to your position.Myth 2 Mobile is plateauing. It will settle out and people will keep using the desktop web.If youre hanging on to the hope that mobile is a new fad and desktop web browsing is the next big comeback, weve got bright yellow 70s leisure suit wed like to sell you. Tech behemoths are seeing huge increases in spending to help develop the next faster, sleeker, thinner smartphones. Desktop advancement, on the other hand, is stagnant at best. If the money spent isnt convincing, consider that advertisers have all but given up on traditional media when it comes to reaching customers. Short banner ads, memes and smartphone notifications are all the wave of the future. Take a nod from the commercial space and realize that recruiting is advertising by another name. Mobile is here to stay and will only become more relevant to your hiring process as technology advances.Myth 3 Job seekers are not very engaged when they a re searching on mobile. They are just snacking.Sure, it may be easier to quickly peruse content while browsing on a mobile device, but that doesnt mean vermgen candidates are not actively engaging with your job listings. The truth of the matter is that browsing information on a smaller screen allows for more rapid processing and reviewing. Instead of larger monitors with ads, navigation bars, and other distractors, listings for potential job openings are delivered succinctly.This rapid processing of information isnt just myth busting. Its also a large clue to how recruiters and hiring managers should approach the format of their open positions. Keep titles succinct and be sure to include meaningful information in the first several lines of the job description. Leaving out these critical elements could mean your listing is overlooked by even the most serious of job seekers.Myth 4 Reaching job seekers on mobile is time-consuming and expensive.In the early days of the internet and mobi le access developers often had to design separate web pages for mobile or desktop viewing. Newer technologies have helped eliminate this unnecessary step, allowing users to access platforms that automatically optimize the display of the content depending on which type of device is being used to view.In the hiring world, sites such as SimplyHired.com ensure that your job listings are optimized for the individual viewer. ur mobile friendly website is designed with all levels of tech-savvy job seekers in mind when hosting the application process direct. Have your listing on Simply Hired but dont know whether the link to your personal hosted application is up to par? Take our Application Process Self Audit to determine how well you score from a candidate perspective, both on desktop and mobile.At Simply Hired, were committed to providing the best experience for both hiring professionals and candidates. As best practices change, so do we, leading the industry in making meaningful connect ions between company and employee. When you list your open position with Simply Hired, you can rest assured that youre getting industry-leading experience, wherever your candidates may be.

4 Speech Patterns That Can Diminish a Woman#8217;s Credibility at Work

4 Speech Patterns That Can Diminish a Woman8217s Credibility at Work 4 Speech Patterns That Can Diminish a Woman8217s Credibility at Work PerceptionsThey form quickly and set like cement.Unfortunately, other peoples perceptions of us often form in our blind spots. It is hard to really know just how we are coming across to others. You may think you are just having a casual conversation or making a post on social media, but people are forming opinions about you instantly based on what you say or write.Relationshipscan be formed or broken over words spoken. Countries can be split or united. geschftliches miteinander covenants are made (or broken) in meetings and contracts.As women, we are often unable to see how the words we use on a daily basis in the office can affect peoples perceptions of us.Here are four small ways women discredit themselves over and over again without even realizing it.1. ApologizingConstantlyIm sorry. Im sorry. But what are you sorry about? Constant apologizin g can be the kiss of death for a women in the office. Unless you stepped on someones foot, there is no reason to be sorry.2. Asking Questions When You Know the Answers Often, when women end their sentences as if they werequestions on purpose to keep the dialogue going. This is called upspeak.Silence is powerful. Be okay with sitting in the silence, especially at meetings. If you know you tend to talk too much when you get nervous, focus on your breath. Feel your chest rise and fall. Disengage the wild thoughts and the compulsion.3. Wishy-Washy SpeakNothing on earth discredits a women especially with a man in a meeting more than words like perhaps, just, actually, maybe, a little bit, etc.Be definite in your speech. You are not a little bit concerned aboutyour disruptive employee. You are concerned.This isbusiness. No one in the room feels comfortable with maybe or a little bit of anything. Be firm. Be definite. Have an opinion. Its okay.4. Fear of Being a WomanIve been asked man y times if Ive had to act more like a man to get ahead in business.Never. This isnt about changing who you are or asking you to shelf yoursensitivity, compassion, and collaborative spirit. Find your voice and style. Women can be very powerful without coming off asauthoritarian.Heres what it boils down to at work Like it or not, men rule the business world still. If that werent true, wed see more than five percent of SP 500 CEO roles belonging to women.There is a game that is being played in the office. Know that there is a game and figure out the rules. Once you know the game, you can play it successfully.A version of this article originally appeared in Plaid for Women.Elizabeth Lions is an executive career coach. You can learn more atElizabethLions.com.

4 things successful women do in every meeting

4 things successful women do in every meeting4 things successful women do in every meetingWhat feeling does the word meeting inspire in you? Maybe an annoyed eye roll or feelings of anxiety. Meetings are a necessary evil in the workplace, but lets flip the script a little bit and use meetings an opportunity to show your coworkers and your boss that youre ready to get stuff done like the boss babe you are.Here are four things that successful women do in every meeting.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThey come preparedOne of the worst feelings in the world is hearing your boss say, Where are we on this project? and you have no idea what shes talking about because youre behind on your emails. Coming prepared is crucial to a productive (and hopefully quick) meeting. If its a weekly meeting that you dont need to prepare anything for, just take a quick skim 15 minutes before your meeti ng to make sure youre setting yourself up for success.They engage in active listeningMeetings can easily tempt you to zone out and justchillwhile someone else is talking - resist the urge Practice active listening by sitting up straight or taking notes to keep you from taking an open-eye cat nap, and remember to thank us when you get your next raise.They check their body languageBody language makes up ahuge majority of human communication, so successful women know how to use it to their advantage in a meeting. The next time you have to present a pitch in a meeting, practice your power posing for a better chance of getting your bosss full support.They summarize the meetingAt the end of every meeting, its always a good idea to give a quick executive summary of what everyones next steps are. Just a quick, Great, so Jason will follow up with the vendor, Emily will connect with the client, and Ill submit the paperwork reminds everyone of their tasks and ends the meeting on a positive no te.This article originally appeared on The Everygirl.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

This is what you take home from a $100K salary in Americas biggest cities

This is what you take home from a $100K salary in Americas biggest citiesThis is what you take home from a $100K salary in Americas biggest citiesThe recent tax cut has been in effect for several months now, and the US Congress might, in fact, make it permanentbeyond 2025. Republicans would argue that the tax cut should never be allowed to lapse so that businesses can have confidence in their rates. What about average workers? Total take-home pay actually depends to a great degree on where people live.Click to enlargeWe created our map by first taking thelargest cityin each state, and calculating the total tax burden associated with living there according toSmartAsset. We wanted to keep things simple, so we used $100,000 as a baseline annual salary. $100k comes out to $8,333 in monthly net income, from which we subtracted state and local income taxes for each city, if applicable. We also subtracted tax levies that apply equally to everyone, like the federal income tax and FICA. The s ize and color of each circle correspond to total take-home pay after taxes. This lets you easily see where an upper-middle-class professional salary goes the furthest, and which places have comparably high tax burdens.Here are the ten cities where workers earning $100,000 a year end up with the lowest take-home pay each month.1. New York City, NY $5,5742. Portland, OR $5,6633. Louisville, KY $5,6914. Baltimore, MD $5,7015. Honolulu, HI $5,7266. Philadelphia, PA $5,7467. Los Angeles, CA $5,7528. Boise, ID $5,7729. Wilmington, DE $5,79110. Detroit, MI $5,797Our map reveals a few key things about the total tax burden facing Americans living in large cities. First of all, there are lots of small circles scattered throughout the Midwest and South, indicating that its not just coastal cities with comparably high tax burdens. Granted, the heaviest burden falls to New Yorkers, where workers earning $100,000 a year only keep $5,574 each month, but Louisville, KY isnt too far off at $5,691. F rom Boise, ID to Detroit, MI and Little Rock, AR to Billings, MT, many landlocked cities nowhere near the coasts have substantial local taxes.Whats the best place to live if youre only interested in keeping as much money as possible? Luckily, there are several cities with zero local and state taxes, and you dont necessarily have to move to Wyoming or Alaska to find them. Cheyenne, WY or Anchorage, AK are perfectly fine places to live (and quite beautiful), but there are other diverse cities with low taxes too, such as Houston, TX and Seattle, WA. You can keep a full $6,329 in take-home pay each month in the largest cities in 9 states.Almost everybody loves the idea of keeping more of their own paycheck, even if theydont realizethe difference Trumps tax cut made. Regardless of what polls say, our map proves that tax rates have more to do with location than what people often realize. Learn more about thegeography of taxationin the US, howTrumps tax planaffected workers (and especially thetop 1%of earners).DataTable 1.1This article first appeared on HowMuch.

President of ManpowerGroup on why employers need to be transparent

President of ManpowerGroup on why employers need to be transparentPresident of ManpowerGroup on why employers need to be transparentLadders recently spoke with Becky Frankiewicz, North American President of workforce solutions firm ManpowerGroup who previouslyheld a variety of senior leadership roles at PepsiCo across its portfolio of brands including head of Quaker Foods North America. Read on as she discusses recruiting challenges, how businesses can secure the best talent, and which markets currently have the strongest hiring intent.What are the biggest challenges, from a technical and/or business standpoint, that those in recruiting and talent acquisition face nowadays?I meet regularly with business leaders from companies across sizes and industries and I hear a common challenge companies are struggling to find and retain the skilled people they need to be competitive. We see this in our research too,46% of U.S. employers say they cant find talent to fill open jobs.In many cases , there is a disconnect between the skills employers desire and the skills people have when applying. Organizations have open positions and cant find skilled talent to meet demand. Workers tell us theyre struggling to keep their skills up to date and discouraged from applying to jobs because of the long list of very specific requirements.The data tells us there is an unprecedented opportunity for jobs today in the U.S. Employers are hiring and millions of people can benefit. The best employers know that as technology continues to change jobs, people need mora specific skills. Thats why weve seen a surge in commitments from Amazon, Walmart, ATT, and others to upskilling people for in-demand jobs.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraBecky FrankiewiczHow important of a role does technology, like data science, for example, play in the field of HR and recruiting and specifically in your work?HR technology has shifted from focusing only on driving efficiencies and streamlining processes, to data-driven innovation which enables us to deliver a better candidate and employee experience. Employee and candidate experience is more important than ever in a tight labor market and data-driven insights help organizations curate this experience throughout an individuals career journey from attracting people to matching them to the right role, managing and developing their careers and predicting performance.We expect assessment to play an increasingly important role in helping people understand their strengths and companies understand their people. With the right assessment, we can shift from hiring and developing people based on gut instinct and past experience to data-driven insights predicting future performance. This change can only be good for people and for employers.All that said HR is about human beings, and although we have access to more data than ever before, we ha ve to remember that helping people achieve their potential is really at the heart of what we do.What the key steps that businesses should take to secure top talent? What criteria should they focus on?I would say challenge your criteria Think about the skills (both soft and technical) you truly need versus desire for a role. Ask yourself, whats more important, time in education or the ability to learn quickly and adapt? Looking for the candidate that might not possess all of the skills yet can upskill quickly, will have a positive impact on your pool of available talent.Then think about what workers want and the changes you might need to make to your work models to attract top talent. Theres no doubt pay attracts, yet work-life blend, benefits, great culture and opportunities to develop and learn are all important levers companies can pull to make their organizations a great place to work.Remember too that people expect more transparency than ever before. You need to live up to your reputation. Glassdoor is the new Better Business Bureau and its just one click away.What sectors and markets now have the strongest hiring intent, and why?Were seeing increased demand across all sectors, from data analysts to delivery drivers. Unsurprising, Professional Technical Services (IT) continue to be top growth sectors in the U.S.Demand changes fast in the digital age. In 2010, our smartphones called for the skills of mobile application engineers and online shopping sparked demand for virtual systems management skills. Today, we need workers with coding and cybersecurity skills as data protection has moved from box-ticking to business-critical. The bottom line for employees focus on developing in-demand skills and nurturing your learnability, the desire and ability to continually learn, apply and adapt to remain employable for the long-term. The bottom line for employers focus on attracting todays talent and hiring with learnability for tomorrows jobs.Where do you see th e field of HR/recruiting/talent acquisition headed? Crystal ball view?The impact of automation and technology creates opportunities for HR to be much more data-driven and create more personalized experiences for people. Its important to remember that technology should enable a business strategy rather than the other way around and that investing in technology without ensuring people are up-skilled is a wasted investment. For HR and talent acquisition, finding the right balance of people, skills, and technology is key. That also means we must become learning experts helping people develop their skills so that technology can complement their capabilities and help them achieve more.What has been the most satisfying moment of your career/proudest career achievement, and why?I wanted a career. I also wanted to be a mom. It wasnt an either-or option. There was a moment in my 25-plus year career when I realized I could be a great employee and a great mom. I reject the idea those are mutual ly exclusive and embrace the idea that they are mutually beneficial. I never hide my mom role and always strive to live out loud sharing the decisions I make daily to achieve both. Ill change my work schedule for a dance recital and yes, Ive missed a few recitals for work meetings. I decided to never hide my blended life, yet always to Say it. Live it. Own it. And light the path of those behind me.

The Forbidden Facts About Summary for Resume with No Experience Examples Exposed by an Expert

The Forbidden Facts About Summary for Resume with No Experience Examples Exposed by an Expert If you do decide to move forward with a resume summary statement, be sure to deal with it as your own private highlight reel. You need to have five objective statements. Youre going to compose a resume summary which gets many more interviews. You may want to think about a qualifications summary which we outlined in last weeks postbut if only you need to have a summaryhere are a couple examples to help you begin.For some additional inspiration, take a look at these resume templates. Whilst you write your summary for your resume, attempt to think of what you want them to discuss with you, and what exactly you desire an opportunity to discuss. Fortunately, it isnt too complicated to compile a solid resume as soon as you own a format in mind. You might also have extra-curricular activities which you didnt list below the Experience section that may be included in a sub-section. Ensure it is simple for them to find you by including the hyperlink to your profile at the peak of your resume. Make a list of absolutely all youve done that may be useful on a resume. You make the finest vodka-based beverages. Moreover, describe any provable traits or experiences which are related to the position youre applying for. However, you lack achievements. You dont require experience to get achievements. Including each one of your titles from prior experiences. Your no-experience resume is the sole introduction you have before landing that coveted job interview, therefore its critical that you make a great impression and provide a well-rounded look at your abilities and talents. At the peak of your resume, you can provide a statement that summarizes your educational background, your abilities and where you would like to go in your career. Now you need to know how to compose a resume with no experience thats compelling and distinctive, ideal for a high school resume or a b eginners resume for teens. If you continue seeing a skill or tool mentioned you dont know a lot about, start looking for free or low-cost on-line courses on the topic to bolster your skill collection. The Debate Over Summary for Resume with No Experience Examples Lets look at a good example of a job posting, and what a strong overview of qualifications may be. Different job postings are likely to have different keyword phrases, different job duties listed, etc. While its not obligatory to have a resume summary, it is imperative to include one if you truly need the job. The summary goes at the exact top of the webpage. Not only does this summary match precisely what the job description is searching for, but it sneaks in different skills. Even in the event that youve never held an official job, its still true that you have life experience thats applicable to the work search. For instance, if youre asking for a job as an administrative assistant, you dont will need to discuss t he way your position for a babysitter helped improve your childcare skills, but you might share the way the experience helped you cultivate time management abilities and the capacity to juggle several tasks simultaneously. Scan the work description. The Demise of Summary for Resume with No Experience Examples However tempting it may be to stretch the truth, lying on your resume is always a poor idea. If you dont have a fantastic summary, however, the additional work theyll have to place in to review the resume will diminish your chances. Sinceemployers care mostabout what kind of value it is possible to increase their organization, its niveauvoll to follow in the footsteps of this sample and apply most of your summary to emphasize not just what you do, but why its vital. This option is a significant method to allow the employer know youre a flawless fit, and why. Experienced Professional Resume A seasoned expert security guard is somebody who has about a decade of experience i n the business. Additionally, it is an ideal place to list out various computer programs youve got experience with. There are scores of unique methods to design your resume. This is a significant example because the candidate makes it crystal clear that her or his experience isnt in the new field, but that theyre still able to bring relevant experience to the table.

4 Ways to Give Unqualified Candidates Feedback - Spark Hire

4 Ways to Give Unqualified Candidates Feedback - Spark HireTelling someone they didnt get the job they applied for is uncomfortable, particularly when you know that individual was excited about the opportunity. However, providing feedback can be beneficial for the candidate. Here are some tips for offering useful feedback to unqualified candidates Dont try to avoid it.While it may seem easier to fire off an automated Thank you for your interest but weve gone in a different direction e-mail, this makes you seem insensitive and does nothing to help the candidate find success on the job hunt. If at all possible, try to give the individual ten minutes of your time so you can offer tips on ways in which they can improve as an employee, thus boosting their chances of landing a job offer. Are there skills they can sharpen? Programs they need to learn? Things that they can do to present themselves better in an interview? The candidate will find these pointers immensely helpful and will be ap preciative that you took the time to share them.Dont make it personal.Though you may actually have liked one candidates personality more than someone elses, its important to keep the focus on skills and abilities when youre giving feedback. A person can learn new computer programs, become a better editor, or slow down the pace at which they speak during an interview. They cant get a better sense of humor. Make sure the feedback youre giving is actually helpful.Offer some positive thoughts too.While you want to give constructive feedback so that the candidate can improve, you shouldnt rattle off a list of all of the things that the individual did wrong. This can be disheartening. Make sure to throw in a few compliments about what you found impressive about their resume, or what they did well during their interview.Dont beat around the bush.These types of conversations are often unpleasant. Because of this, theres the natural tendency to stall as you try to sugarcoat the message. This doesnt benefit anyone. Instead, deliver the information in a way thats easy to understand.As the conversation is wrapping up, give the candidate time to ask you any questions that they may have. Encourage them to stay in touch about future openings. They may not have been right for that exact position, but may prove to be the perfect person for a job that becomes available down the road.To learn more about attracting qualified job applicants, check out this episode of The Recruiting Reel How to Attract Qualified Job Applicants Spark Hires video series where we discuss real recruiting challenges with prominent recruiting experts to provide your with actionable tips you can apply to your own recruiting.

An App Can Check Cholesterol

An App Can Check Cholesterol An App Can Check Cholesterol Today you can monitor your heart rate, take your blood pressure, check your glucose, and also test your eye sight, using smartphone apps or attachments. Now you will also be able to read your cholesterol level, using a device developed by Cornell engineers. The Smartphone Cholesterol Application for Rapid Diagnostics, or smartCARD, is developed by David Erickson, associate professor of mechanical engineering and his colleagues at Cornell University. The smartCARD accessory optically detects biomarkers in a drop of blood, sweat, or saliva. An app then discerns the results using color analysis. The test takes about a minute from the time when one puts a drop of blood on the test strip, says Erickson. When a user puts a drop of blood on the cholesterol test strip, it processes the blood through separation steps and chemical reactions. The strip is then ready for colorimetric analysis by the smartphone app. Accurate Results The ad vantages of doing this over a phone are the convenience and ease of use, says Erickson, Everyone already knows how to use a smartphone. The smartCARD accessory clamps over the phones camera. Its built-in flash provides uniform, diffused light to illuminate the test strip that fits into the smartCARD reader. The application in the phone calibrates the hue saturation to the images color values on the cholesterol test strip, and the results appear on your phone.The smartCARD accessory clamps over the phones camera and an app then discerns the results using color analysis. Image Cornell University With many years of experience in molecular diagnostics behind him, Erickson acknowledges that the technology was very difficult to deploy to the consumer level earlier. Several years ago, when it became obvious that smartphones will become omnipresent across the world, we started looking at ways we could adapt that technology with the smartphone ecosystem. The smartCARD reader is a result of E ricksons extensive collaboration with nutrition scientists, electrical engineers, and bioengineers. We already have an established market of people using home-based cholesterol diagnostics devices but this technology breaks out of the business model that those types of devices are based on. The devices we have shown in our paper (published in the journal Lab on a Chip) are equivalently accurate, he says. Currently, the test measures total cholesterol. Erickson and his colleagues are working to break out those numbers in LDL (bad cholesterol), HDL (good cholesterol), and triglyceride measurements. They are also working on detecting vitamin D and B12 levels and developing nutritional markers. There is going to be a broad swath available, says Erickson. Diagnostics for Developing World Other smartphone-based diagnostic devices, such as the one developed by Dr. Aydogan Ozcan of UCLAs School of Engineering and Applied Science that enables the imaging of objects at nanoscale, highlight th e efforts being made to bring diagnostic options to the developing world. Erickson envisions a huge potential for smartphone-based low-cost diagnostics in the developing world and going forward he is also considering cancer-based diagnostics for those regions, It seems very clear to me that mobile health is the next big thing. Tapping into the mobile network in those areas can be very impactful. The smartCARD, says Erickson is ready to be brought to market immediately, adding that when the reader hits the market, the cost will be significantly lower than what exists now. We can meet the state of the art in accuracy and beat the state of the art in cost and variability. Listen to a podcast with Prof. David Erickson discussing the challenges of developing smartphone-based diagnostics applications. For Further Discussion We can meet the state of the art in accuracy and beat the state of the art in cost and variability.Prof. David Erickson, Cornell University

How I measure happiness

How I measure happinessHow I measure happinessThe dialogue about happiness has not changed much for the past 3000 years since ancient Greek and Roman times.But people pretend that everything has changed and that more people are unhappy than ever. Thats supposed to be because were more connected than ever.You read it all the time. Technology makes people feel lonely and depressedI agree that technology itself has changed. But human nature has not. People have been unhappy, lonely, miserable, and sad since the abflug of modern civilization. We still ask ourselves questions likeDo I like my job?How about my house?Does my partner make me happy?How much money do I need to be happy?Weve been thinking like that for centuries. And if you have a similar thinking process, I can tell you that its wrong.Conventional thinking about happiness implies that other things or peoplemakeus happy. Have you ever thought about that?Why is it that we believesomethingalways has to make us happy?I think thats the biggest problem with happiness. Why do we keep associating happiness with external things like career, love, and money?When are you happy?When you have a job that you love? A good relationship with your partner? A bunch of money?But what about when you get bored with your job? Or when your relationship becomes impossible to bear? Or when your money never seems enough?Ive written about how I pursue usefulness instead of happiness.And that when you make yourself useful, you feel happy.A lot of people resonated with that idea because it puts ourselves in the drivers seat. But that raised an important question.How do I know Im happy?Its a question you can only ask when you think about this concept on a deeper level. You see, most of us never think about measuring happiness. Or, we simply assume we know how to do it.Yes, we can define our career, money, relationship, and health goals- and we make those things measurable.And yet, we dont measure the one thing that makes all those thi ngs worth it Our own happiness.Never rely on externals for your happinessThats my only measure for happiness. I ask myself Am I relying on something or someone to make me happy?I want my answer to be no. Let me explainI love my work, but it doesnt make me happy.I love my family, but they dont make me happy.I love my other half, but she doesnt make me happy.I just AM happy.Life is too short to go through personal suffering. We cant put our own happiness in other peoples hands.Happiness is astate of mind. Its entirely within your control.Just like you can make a decision to do something useful with your time, you can decide that you are happy.But nothing in my life makes me happy.There you go again Youre trapped in the old way of thinking. Its easy to blame your job, spouse, family, or even the world for your unhappiness.I meet people all the time who say that the world is an evil place. Yes, bad things happen to people. And yes, some people are evil. Im not going to pretend those thi ngs do not happen.But is that within your control? No. So get over yourself and dont let other thingsmakeyou miserable. Its time to stop being a cynic.Remember You dont need a reason to be happy. Thats the whole idea in one sentence. But saying it is very different from truly living it.All you need to do isbehappy - and you are.If you want to hear more thoughts on measuring happiness, listen to my latest podcast episode about it, oniTunes,Stitcher, orOvercast.This article first appeared on DariusForoux.com.

What Person should a CVs be written in

What Person should a CVs be written inWhat Person should a CVs be written inOne of the primary choices you should make when you start composing your CVs. Whether you need to write in the first or third individual.Your resume ought to never be composed in the third individual. Use the first individual. Yet forget the pronoun I. For instance, in case youre a clerical specialist. Rather than saying I facilitated travel for senior administration,. You should say Composed travel for senior authority.It is additionally more straightforward, drawing in an individual, advancing the archive. The aptitudes and the accomplishments as exceptional to you. In the event that you need the spotter to see the individual behind the vocation. This might be the approach you must, as it likewise enables you to prove your energy.Use the third person in CVsTo more sort out your resume, use bolded and stressed words. Be reliable. In the event that you strong an organization name in your experience segment. S triking all the organization names in that segment. On the off chance that you stress dates for one position. Do likewise for all your different positions.The genuine truth is that both contracting supervisor. Selection representatives need a straightforward, legitimate CV. They get confounded by whatever else. Remaining by our prior point, we are keen guarantee At last, customers are utilizing your CV to judge your reasonableness. While they may think you are peculiar for utilizing the third individual, as a general rule. They will lean towards the competitors whose CVs are simpler to process. This may appear to be clear, but, is there any good reason why it shouldnt be?It expected to happen The commonplace list of references is exhausting and good for nothing. To a great extent since it is composed in the free third individual. The pattern toward the first-individual list of references. In which competitors manufacture an association amongst themselves and their potential boss. I t is one-way work candidates are getting through.The primary advantage of the third individual approach is that is acknowledged as a standard resume tradition. Its more formal and influences it to appear as though you recognize whats normal.In any case, the primary individual list of references not puts a few specifics around encounter. That would somehow or another be undefined from different hopefuls, but, it additionally gives a look into every applicants identity. Note how the rundown of this promoting proficient separates the activity searchers novel offer.