How Can Recruiters Avoid Being Replaced by AI

How Can Recruiters Avoid Being Replaced by AI Love it or hate it, there are many advantages to using AI in recruitment, like using an algorithm to find the best candidate or eliminating unconscious bias in the recruitment process. But could its rise mean the end of the need for human recruiters? Weve teamed up with 10 recruiting experts who will be sharing their insights in our new expert panel.  Read on  to find out whether they think AI will replace human recruiters in the future. Craig Fisher Any job that will require an element of empathy is not easily replaced by AI. The jobs that require finesse, and feeling  and subtlety will still be needed long after the robots take over. Someone still has to wind the clock. Craig Fisher is  Head of Employer Brand, CA Technologies, and Allegis Global Solutions Leela Srinivasan Rather than fretting about being replaced by AI, recruiters should rejoice about the role AI will play in reducing the administrative burden on their shoulders. AI will save recruiters a ton of time by automating simple tasks, stack-ranking resumes and more. Recruiters should then re-invest that time in the very things that AI can’t replicate, like building real human rapport and relationships with current and future candidates, as well as developing strategic and mutually respectful business partnerships with hiring managers. The bots won’t be taking over those aspects of their jobs any time soon. Leela Srinivasan, Chief Marketing Officer at Lever Amy Volas A good recruiter will never be replaced and has an integral part of the hiring process.   Technology is our friend and is here to create efficiencies to allow recruiters to concentrate on the important elements that will always require personal interaction.   Remember, we’re talking about making meaningful connections between humans â€" until that goes away, A+ recruiters are here to stay. Amy Volas is  Chieftain of Avenue Talent Partners Lars Schmidt This idea that AI will replace recruiters is a bit naive in my view. AI certainly has a place. In time will augment some of the sourcing, matching, application, and talent community elements of recruiting that are now done by humans. However, good recruiters who can manage expectations, build relations, and provide strategic counsel will always be needed. Lars Schmidt  is the Founder of Amplify Chad MacRae Until AI develops emotional intelligence, I wouldn’t worry about it. People are emotional creatures and make emotional decisions. Part of my job as a recruiter is to match a candidate to a manager or a team based on their ability to connect: to laugh together, to intuit what each other are thinking, to work together in sync. Show me an algorithm that can figure that out. Chad MacRae is the Founder of Recruiting Social Stacy Zapar While AI is a great advent in our industry and is capable of doing remarkable things, I think there are aspects of recruiting that should never be automated No matter how advanced technology and automation becomes, that personal, human interaction is key and the relationships we build with candidates and hiring managers are more important than ever. Stacy is the Founder of Tenfold The Talent Agency John Feldmann Despite the recent news about a Japanese insurance company replacing a portion of its staff with IBM software, recruitment is ultimately about hiring people, so it’s unlikely the human element can ever be completely removed from the hiring process. As automation continues to play a more prominent role in talent acquisition, recruiters should learn to be more and more adaptable. AI will continue to replace certain functions of the recruiting process, but not all. Those recruiters who are unable to integrate automation into their daily process may eventually see themselves being replaced by more tech-savvy workers. John Feldmann  is a writer for Insperity Recruiting Services Maren Hogan Recruiters don’t have to avoid being replaced by AI because AI is being created to aid recruiters and boost their performance. Chatbots like Karen.ai work with candidates and recruiters during the sourcing process like recruiters have longed for for years, but never had the time to do so. These cognitive assistants are able to chat with candidates on skill sets, interests, goals and more and align them to other job positions available once other opportunities they applied for have closed. This is simply filling gaps while recruiters take care of the HUMAN side of things. AI cannot replace soothing a nervous candidates’ nerves or talking a hiring manager down from unreasonable requirements. Maren Hogan is CEO and Founder of Red Branch Media Erin Wilson Continue to learn about business. The more you understand business models, product roadmaps, user segmentation, etc. The more you can learn and share in a dynamic way that AI cannot. Also, embrace the AI. Products like Teamable are designed to help recruiters, not replace them. Erin Wilson  is Founder and Talent Engineer at Hirepool.io Will Staney Recruiters will never entirely be replaced by AI because there will always be a need for human touch when it comes to recruiting new employees. Technology will never be able to get to know someone and make recommendations they way a recruiter is able to. By working with candidates recruiters are able to provide real feedback and find roles that are ideal based on skills and personalities. AI replaces tasks not people. If anything, it will helps recruiters once again focus on less transactional, high-value activities that make them a true consultative partner to the business. Will Staney  is the  Founder Principal Consultant at Proactive Talent Strategies

Personal Branding Blog Lisa Orrell - Personal Branding Blog - Stand Out In Your Career

Personal Branding Blog Lisa Orrell - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Lisa Orrell, who is The Generation Relations Expert and author of Millennials Into Leadership.   In this interview, Lisa explains some Gen-Y stereotypes, what it takes to be a millennial leader, what millennials complain about in the workplace, and how shes built her own personal brand. Name at least 3 Millennial stereotypes and how they can impact the workplace for better or worse? The first stereotype I hear a lot is that Millennials aren’t loyal to employers. I don’t agree with this. Millennials are very loyal by nature; they simply have less tolerance than generations before them. If they are not being treated well by their managers or employers, or don’t feel challenged and supported, they’ll leave. Whereas older generations were raised to “put up with” these things and stay at a job no matter what, Millennials won’t. Millennials are really making front-line managers step up their game in terms of being effective leaders, and I think that’s a good thing. Another stereotype I hear from audience members during presentations is that Millennials need a lot of handholding. This is somewhat true, but it’s not a bad thing. It’s simply something that older managers aren’t used to. Millennials are basically forcing older managers and leaders to improve their communications styles, and their communication frequency, and I don’t see that as a bad thing. The third thing I hear often is that Millennials require a lot of praise. Again, this is not a bad thing. The number one reason employees of any generation leave a job is due to not feeling valued. So Millennials are causing companies and managers to improve their employee rewards and recognition programs, and it’s improving the retention of all employees. The bottom line is that Millennials really don’t want anything hugely different than older generations at work; they’re just being more vocal about it. And it’s shaking things up for many companies…, which I think is positive. What makes a Millennial leader? Wow. Well, this is a big question and something that my new book is all about, “Millennials Into Leadership”. The whole book was written for Millennial employees about how to be effective, respected young leaders, so clearly I could go on and on about this question. But for the purposes of this interview I’ll keep my answer short. A couple of things Millennials need to be aware of as they enter management roles are: Treat everyone with respect and really get to know your employees and co-workers. You cannot build rapport and lead effectively if you don’t know whom you’re working with. Another key point is to realize that an effective leader focuses on bringing out the best in their employees, and doesn’t make the relationship all about them. If you are not constantly looking at ways to empower each employee individually, and as a team, and you find yourself always de-powering them, you are blowing it. Being an effective leader is about creating employee commitment, not creating employee compliance. There is a very big difference between those two approaches, and I discuss them a lot in my book and in my leadership seminars. One last thing (out of a million) is an effective Millennial leader takes the time to develop their personal leadership brand. I have a whole chapter on this in my book, and it’s a topic many Millennials in my seminars get excited about. The sooner you can determine “who” you are, and how you want to be known in the workforce, the better off you’ll be. I know people in their 50’s who have never even thought about this, so if I can get people in their 20’s thinking about it, I’ll be ecstatic. Knowing who you are and what you stand for provides a road map for everything you say and do at work…and that can also keep your moral compass on track, too. What do Millennials complain about in the workplace most? The Millennials I coach, or conduct seminars for, tend to vent about not feeling respected at work. They get frustrated that the older generations, co-workers or their managers, don’t take their ideas seriously and feel these older employees are “stuck in their ways”. I let them know that if they keep working hard, that over time that will change. It’s very naïve to think you’ll attract followers quickly. It takes time for people to build trust in your abilities and ideas, but it will happen. They also complain about lack of guidance and support. This is why I educate employers on the importance of developing mentorship and training programs for their younger employees. Not only will those strategies build loyalty in their Millennial employees but they will also increase retention. Luckily, companies who hire me take this advice seriously and typically notice a benefit quickly by implementing good programs for their Millennial talent. Your first book, “Millennials Incorporated”, focused on how to recruit and manage Millennials, but your new book was written for the Millennials. Why? I saw that many employers were struggling with understanding this new generation entering their worlds, so I felt a book filled with tips and strategies would be helpful. That first book led to many companies hiring me for seminars and consultation, so it clearly struck a cord with many companies, executives, and front line managers. The book is still selling well and companies still hire me to come in and discuss Millennials and how to improve generation relations. Plus, I just got booked to conduct a seminar at a large HR conference in Brazil, so the focus of my first book certainly hasn’t become passé yet. But I saw Millennials starting to expand out of their entry-level positions and enter management roles, so I decided to write a book to help them enter leadership roles effectively. I have many Millennials come to me entering leadership roles that are between 24-27 years old. They often struggle with this new responsibility because “leadership” is not typically taught in college, and they lack workforce experience, but are expected to lead their teams effectively. Many companies move them up the ranks but don’t train them for management and leadership. It boggles my mind. So my new book is a guide to help younger employees get a good grip on what leadership means and how to be a good one. And I also explain things like the difference between a leadership and management mindset. That topic alone is confusing for many young people…it’s even confusing for members of older generations, but knowing the difference is critical for career success. Did you need a second book to expand your platform? Yes. Although I’m still being booked in 20 to conduct seminars “about” Millennials for industry conferences and corporations, I know this won’t be a hot topic forever. And, as a certified Leadership Coach, I really like expanding into working with younger employees about leadership. Millennials are obviously the future of our world and workforce, so if I can impact them in a positive way, we’ll all benefit. Another bonus is that my Leadership and Career Coaching for Millennials is also attracting young entrepreneurs to me. I have quite a few clients in their 20’s who have started their own businesses and are hiring me to help them build their leadership skills so that they can run their businesses effectively. Plus, I have a 20-year history of owning a successful marketing agency so they benefit from my consultation in that area, too. I believe my leadership platform has longevity to it, and I truly enjoy traveling down this new path of working with Millennials directly. They are a terrific, bright, enthusiastic generation, so I’m excited about supporting their personal and career growth. - Lisa Orrell, The Generation Relations Expert, is an in-demand corporate speaker, consultant, and professional Leadership Career Coach for Millennials. She is the author of the award-winning book “Millennials Incorporated”, and her new book, “Millennials Into Leadership”, was just released on Amazon and praised with 5 star reviews. This new book is the ultimate handbook for Millennials aspiring to be respected, effective young leaders at work. And based on her workforce dynamics expertise, she has also been featured by countless media, such as: MSNBC, ABC, NPR, The NY Times, Wall Street Journal, BNET.com, FoxBusiness.com and Human Resource Executive. For more info about Lisa’s seminars, keynotes, workshops, coaching, and books, visit: http://www.TheOrrellGroup.com. People also follow Lisa’s insights on Twitter @GenerationsGuru

A Classic Example of How NOT to Resign! - Personal Branding Blog - Stand Out In Your Career

A Classic Example of How NOT to Resign! - Personal Branding Blog - Stand Out In Your Career As I have pointed out in “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!, as well as in numerous other forums (including previous blogs on this site), when the time comes to leave your current job, for whatever reason(s), there clearly is a right way to resign, i.e., with a great deal of “class” and a high degree of professionalism. There is also a wrong way to resign, which usually is characterized by engaging in what I refer to as “spewing venom” on the way out the door. Two TV newscasters in Bangor, Maine, clearly and unmistakably demonstrated the latter approach when they resigned, together, “on-air” two days before Thanksgiving. Without question, it would be difficult to come up with a more classic example of how NOT to resign! The two co-anchors, Cindy Michaels and Tony Consiglio, announced to their audience that they both were quitting at the end of Tuesdays (November 20) 6 p.m. newscast. They reportedly told no one else of their plans before making their “bombshell” on-air announcement. (This story received wide play across the Internet and in other mass media, so you may have seen or heard it, but in the event you haven’t, here is the link to the story on CBSNews.com: http://tinyurl.com/aj6pec7) While they didn’t cite specific reasons on the air for their decision to resign, they soon thereafter said it was primarily due to their frustration with station owners and management, whom they characterized as consistently displaying a “lack of knowledge” regarding how a newsroom ought to be run. On air they simply said their resignations were the result of “some recent developments,” and that they both felt that departing together was the best alternative they could take. “I couldn’t do everything I wanted to as a news director,” Michaels, the station news director for the last six years, was later quoted as saying. “There was a regular undoing of decisions.” She told Bangor Daily News that she and Consiglio thought that, if they had resigned off air, they would not have been allowed to say goodbye to their (emphasis mine) viewers. (Maybe they “overlooked” the fact that the station owners probably spent a little time, effort and money promoting the TV station, in order to generate viewers in the first place?) There was a constant disrespecting and belittling of staff,” Michaels added. What the Resigning Pair ‘Gained’ OK, let’s stop here and take a deep, deep breath and briefly analyze the “wisdom” of the approach that these two newscasters took when they decided to resign. What did they actually accomplish? Did they actually gain anything? Well, they certainly had the opportunity to thoroughly “vent their spleens” against their bosses, didn’t they? That probably felt really great, too, and gave them a chance to release literally years of built-up anger and frustration to a large group of people (the viewing audience) who could be expected to be quite sympathetic to their cause, at least initially. (I explain momentarily why I added the qualifier “at least initially” here.) They also got the chance to “showâ€"and tell!â€"the ‘world’” how really, really inept, uncaring and insensitive the people they worked for were, how “unfairly” they (the broadcasters) as employees were treated. They definitely got the chance to “get even” with those people who were their superiors in the workplace, by holding them up for public ridicule and exposing them for what the two broadcasters apparently see them as beingâ€"ogres! What the Resigning Pair Lost But what can be expected to happen once “the smoke clears”? What, ultimately, will the decision to take this approach to resignation do for this pair’s professional brand and future career prospects? Will they be remembered as two very good, highly professional TV broadcasters (if in fact they were) who, primarily because of “principles,” chose to take “the high road,” resign with class and then simply move on to bigger and better career opportunities? Despite the fact that they chose to make their “announcement” on the air, had they limited their remarks to those rather innocuous ones made on air, i.e., that they were resigning because of “recent developments,” they might actually have been able to salvage such an image, such a professional brand, going forward. Now, that is extremely doubtful. Rather, this pair more likely will be remembered as two professionals for potential future employers to strictly avoid! Why? Because most employers will view the pair as “trouble-makers,” “malcontents,” who couldâ€"and most certainly would!â€"“spew venom” on them and their companies, if they were not kept completely satisfied, completely content. In today’s job market there are plenty of highly qualified professionals   to be considered for most positions. Therefore, most employersâ€"and just coincidentally, this is especially true in a profession as highly competitive as TV broadcasting!will not even consider someone who has branded himself/herself as potentially “volatile” and unpredictable. Sympathy from Duo’s TV Audience to be Short-Lived Now, let me briefly explain why I said that the pair’s viewing audience would probably be sympathetic to their “plight” at least initially. Remember the last time you may have complained to a friend or colleague (or even your spouse) about how “awful” you had (or have)  it at your job? How ‘unfair” your boss is, how you’re not allowed to perform your job in the manner you would like, ad nauseam? Maybe, just maybe, you were shown at least a little sympathy for a moment or two, but that’s about it, right? Why? Because, chances are, the person you complained to, if he or she is also employed, could certainly equalâ€"and perhaps even top!â€"your complaints with his or her own! I would fully expect that these two broadcasters will soon experience the same “ho-hum” attitude from their erstwhile TV audience. They will get (and probably already got) a little sympathyâ€"“Oh, that’s really too bad,” etc.â€"and then their audience will rather quickly refocus their attention on their own challenging lives and careers! Hey, there is a reason why recent surveys indicate a relatively high degree of dissatisfaction among currently employed men and women! In the past I have had occasion to resign from various positions I have held and probably so have some of you reading this blog. To be truthful about it, sometimes I had what I believed, at least at the time, were some legitimate reasons (“gripes”) that I felt sorely tempted to “air,” but I instinctively knew that the real “loser” in that situation would only be me! I hope you will feelâ€"and actthe same way if and when you should resign a position. Certainly, you definitely do NOT want to take the approach these two broadcasters did! Author: Skip Freeman  is the author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!  and is the President and Chief Executive Officer of  The HTW Group (Hire to Win), an Atlanta, GA, Metropolitan Area Executive Search Firm. Specializing in the placement of sales, engineering, manufacturing and RD professionals, he has developed powerful techniques that help companies hire the best and help the best get hired.

Control Your Brands Search Results With BrandYourself - Personal Branding Blog - Stand Out In Your Career

Control Your Brand’s Search Results With BrandYourself - Personal Branding Blog - Stand Out In Your Career Establishing a brand becomes increasingly difficult when you can’t be found online â€" and it’s a common scenario. When you type your name into a search engine, how many links that belong to you show up? If you’re lucky, you might find just one on the first page of results, while the rest belong to those doppelgangers who share your name and just happen to engage activities that are either irrelevant to your expertise or downright problematic. An incident like the one described above is what happened to  BrandYourself’s  co-founder Pete  Kistler, which in turn inspired him to team up with  current  co-founder and CEO of  BrandYourself, Patrick  Ambron. Together they created a free website that boosts your links with  SEO  to make you more visible in search results. When you first sign into  BrandYourself, using your email or through Facebook or Twitter, you are guided through a series of steps to improve your search ranking. Here are some of the key features: Search Score:   Typing in your name, you’re presented with the first page of Google’s search results where you determine your search score. Your score, on a grading scale of A+ through F, is based on  the likelihood people will find positive content on your first page versus  negative or other peoples results. Link Boosting:  Don’t be discouraged if your  score is poor, as  BrandYourselfprovides  SEO  to bolster the links you want to be seen.  Submitting your first three links is free â€" any more and you will have to upgrade to  a  premium  account. Track Progress:  Whether your link is a social media profile or an article that mentions you,  BrandYourself  tracks both the rank on Google and percent it’s been boosted. Site stats are provided, as well as email alerts and real-time alerts  when any results change. Profile:  Along with a listing your bio, education, and work, your profile hosts your boosted positive links â€" which helps improve their rank.  You also have the option to submit your  BrandYourself  profile to improve its own visibility, making it an all-in-one place to focus on boosting your ranking if you have numerous links to share.? Pros of  BrandYourself: Sign up and basic features  (as listed above)  are free Easy to use Provides real-time and email alerts Open and transparent  about how it works through steps and explanations Provides hotline and representative to contact for help or consultation Cons of  BrandYourself: Cannot erase negative results completely Other features, such as submitting unlimited links, tracking the first ten Google pages, and getting more in-depth stats require a paid membership Results are not immediate (taking from 2 â€" 6 weeks) and are not guaranteed(although paying members may receive a refund) For those wanting to become more proactive about controlling which links surface when you’re being searched,  BrandYourself  is a great, free, and easy do-it-yourself tool. What do you think about  BrandYourself’s  features? How important is it to manage your search results for your personal brand? Author: Heather R.  Huhman  is a career expert, experienced hiring manager, and founder president of  Come Recommended, a content marketing and digital PR consultancy for organizations with products that target job seekers and/or employers. She is also the author of  Lies, Damned Lies Internships  (2011),  #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle  (2010), and writes career and recruiting advice for  numerous outlets.

10 Professional Tips for Switching to Remote Work CareerMetis.com

10 Professional Tips for Switching to Remote Work Photo Credit â€" Pexels.comWorking remotely has grown from a mere novelty to a standard-issue practice across industries. According to a 2017 New York Times piece, 43% of workers reported doing at least some of their work from home the previous yearâ€"and the trend is growing. Remote work is a win-win situation for many businesses.Companies can reduce office costs and on-site expenses, while workers benefit from more autonomy and freedom from tedious commutes.Switching to a remote work environment is a welcome change for many people, though once the novelty of logging on while in your pajamas wears off, there’s work to be done.evalWorking remotely comes with its own set of challenges beyond managing the flexibility and accountability that come with the territory. For those thinking of making the switch here are ten tips to help you make the transition while maintaining accountability and professionalism.1) Sort Out Your Tech Setup Right AwayevalNo matter what your business, a secur e, high-speed internet connection is vital to any remote office. Some companies offer to help pay some of the cost of internet service, but regardless, having the bandwidth to run the programs relevant to your job is your responsibility.In some cases, a residential internet connection might not cut it, meaning you’ll have to look for a business internet plan instead. And either way, make sure to pair your high-speed internet with an equally robust Luckily, many cities now offer co-working spaces to mimic the flow of a workday while sharing costs for printers, internet service, and other office essentials. And there are always coffee shops, libraries, and bookstores that welcome remote workers who will benefit from a good jolt of caffeine and people nearby.Just be sure that any offsite workspace doesn’t compromise the security needs of your job.3)Introverts, You Must Be Proactive in CommunicationIn contrast to the extroverts in tip #2, introverts often consider working from home a dream. No idle small talk, no awkward company meeting rooms, and no more feigning interest in the big game! Streamlining work to its essential functions in a private environment does not, however, give you a license to tune out the rest of the world.Most jobs still require communication on a daily basis, from company-wide chat programs like Slack to online meeting spaces like UberConference.evalThe trade-off for more freedom is an added responsibility to be available during work hours. This may include adding programs to your smartphone and your personal computer.Be sure to communicate with your team on a regular basis, even if it’s just to let them know your work is done or you’re enjoying the project you’re working on together. Resist the temptation to bury yourself in your work, and make sure you’re available to your team when needed.4) Master the Tools of Your Tradeâ€"No Excuses!Whatever your area of expertise, remote work introduces a new set of tools and programs. It ’s often easy to dismiss the quirks of ubiquitous cloud-based software like Google Drive, Dropbox, and OneDrive.But all of these apps have features that require a more profound degree of mastery. This is especially true for apps that need you to lead a conference call or present a slideshow online.Many people are content to stumble through their presentations with lots of “Hold on a minute” and “Let me figure this out” interruptions in the midst of a live meeting. That’s less easy to do when you’re not in the same room as the other meeting attendees.Master using screen share, muting video feeds, running slideshows, and moderating calls before presenting. Set up mock meetings with co-workers to test your skills. They may seem like minor skills to master, but they go a long way in establishing your professionalism as well as the fluidity of your meetings.eval5) Establish Clarity Around Expectations and FlexibilityRemote work leaves a lot of wiggle room for both managemen t and workers. Obvious criteria, like work hours and established break times, are easy to figure out. More complicated are the expectations around availability, deadlines, and time away from the computer.Other issuesâ€"like who pays for internet, who is responsible for computer security, and even what time zone you’re working inâ€"can be overlooked in remote office settings until they arise in real-time problems.Having a central hub where remote work policies are outlined, and expectations are easily accessed is criticalâ€"as are reminders from management that these hubs exist.Photo Credit â€" Pexels.com6) Build Trust by Asking QuestionsevalA remote work environment makes it easy to Google a lot of problems that come up in a typical workday, though the answers provided by the search giant may not be the same solutions your company uses. The very nature of remote work means there will be lots to learn, and as tip #5 mentions, misunderstandings can crop up if there aren’t clear ex pectations.Don’t be afraid to ask questions. This includes not only understanding the suite of apps you use but also questioning processes that may not make sense from your isolated perspective.If you’re curious why deadlines fall at an inconvenient time in your schedule, ask your manager. There’s likely a good reason behind it, and if not, there may be some room to adjust. Either way, bringing up the conversation will help find a solution or identify a need.7) Quarantine Dogs Kids During MeetingsMaybe the first time Fido yaps at the mailman or your kids crawl into the background of your webcam is charming, but the novelty can wear off quickly.Just because you’re conducting an important meeting in bunny slippers doesn’t mean the rest of your workspace should be amateur hour. Account for any distractions ahead of time, and excellent communication with your team and clients with the same respect you would like in a traditional office setting.evalThis includes avoiding place s where you can’t control background noise and turning off bandwidth-sucking programs like Netflix or Youtube when you’re running meeting apps (even with high-speed internet, your computer may lack the power to run your meetings at the best quality settings with other programs open).8) Reach Out for a Little Phone or Face-to-Face TimeWorking with a disembodied team of co-workers is a unique phenomenon of remote work. You may potentially work for years with individuals who you wouldn’t recognize in person if they walked by you in the supermarket.There are real advantages to having conversations getting to know your co-workers or meeting up with them in person, if possible. Some companies offer work retreats for just this purpose.There is, of course, a line between personal and work lifeâ€"one that tends to get blurred in the online world of Facebook, Instagram, and other expressions of the self that are often public but not intended to be shared with co-workers. Chats with co-w orkers and managers can help establish boundaries and build trust as you navigate those waters.9) Don’t Abuse Open Communication ChannelsAnother exciting aspect of remote work is how easy it is to reach co-workers directly. An E-mail was once the primary culprit here, so much so that some companies had policies where employees could only check their e-mail at specific times so they wouldn’t be distracted. Today’s instant chat programs can be even worse.As mentioned in tip #6, relevant questions directed to the right person are the exact reason why such communication platforms exist. However, bugging your co-workers for problems you can resolve on your own will eventually cause friction.For example, if you have a shared calendar that lists office days off, make a point to check that calendar before burdening a co-worker to check on your behalf.Use your communication apps with respect and responsibility. It won’t take long to figure out which of your co-workers are fine with t he occasional banter and which are genuinely bothered when you interrupt their workflow. When in doubt, ask your co-workers how and when they prefer to be contacted.10) Be Careful Your Home Office Doesn’t Become Your PrisonOur final tip comes from the growing pool of data that shows that remote workers are more productive than their traditional counterparts. Initially, many companies feared remote workers would abuse their freedom and flexibility to slack off on the job. But the opposite is trueâ€"often to a fault!Remote workers have a hard time stepping away from work, especially those with home offices. With e-mail and chat programs embedded on smartphones, work can become a 24/7 presence, and even with liberal time-off programs, many remote workers take far fewer days off than traditional office workers.The freedom of remote work isn’t a substitute for real-time away from your job, so get clarity from your manager about how to set work-life boundaries.Finding a balance is one of the most challenging aspects of home/remote office work. Letting your job into your home requires respect for your position at the company as well as your home as a place of rest.Remember: the option to work remotely brings excellent benefits, but it’s not without its pitfalls. If you’re considering switching to a remote situation, make use of the tips above to ensure you’re prepared for the change.

Zero7 When it falls - The Chief Happiness Officer Blog

Zero7 When it falls - The Chief Happiness Officer Blog Good news from zero7: Zero 7 have now completed their new album When It Falls which will be released on March 1st 2004. The first single to be lifted from the album will be Home released on February 23rd 2004. The single will also be available via download from this site from 12th Februaryso watch this space! Zero7s debut album Simple things is one of my favourite albums of all time. It is downbeat electronica, alternating between beautiful vocals and haunting instrumental tracks. It is groundbreaking, alive, flowing, complex. I had the pleasure of seeing them perform live in Copenhagen, and the joy they took in their music was plain to see. They have three different singers, and when one was performing, youd find the others out among the audience, dancing with the rest of us, rather than chilling backstage. They seemed more like a club than a band. Its been a loooong while since Simple things was released, so Im REALLY looking forward to the new album. In the meantime, if you absolutely cant wait, check out Healing is difficult by Sia, one of their singers. This has more of a funk/soul feel, and Sias very characteristic voice suits the songs perfectly. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Why You Should Use a Company Like Alison Johnson Resume Writing Service

Why You Should Use a Company Like Alison Johnson Resume Writing ServiceWhy you should use Alison Johnson resume writing service? This is one of the first questions which are asked by people who get a resume writing done from this company. It is because they see a lot of people getting their applications approved. Since the quality of these applications is better, more people hire the services of these companies so that they can receive an application for whatever purpose they have in mind.To understand why you should use a company like Alison Johnson, we have to know the concept about resume writing. When you choose a certain company for your resume writing needs, you would be making a very important decision which would help you a lot during the whole process of applying for jobs. One way of ensuring a successful job application is to make sure that the resume that you are going to submit is professionally written. Since this is an important part of the application process, it shoul d be handled carefully so that your application gets through as quickly as possible. Otherwise, you would be wasting time in terms of your application not being accepted.What you need to know about a company like Alison Johnson is that they are known for providing their clients with an efficient and professional approach in hiring employees. These companies are also known for helping people who are looking for jobs in their respective fields. These companies are usually staffed by very experienced professionals who have great knowledge about jobs and the way things work.If you think that you do not want to hire a company like Alison Johnson, you might consider hiring their own employees who have their own resumes to submit. But you must be aware that when you hire people directly, you would be risking your application to be rejected or it might not get approved at all. Your application might be sent to different people or it might be rejected in its entirety. That is why you should avoid hiring companies that only provide their own staff to do the resume writing for you.You can see many companies offering this service but if you look into their credentials, you will see that they are not able to do resume writing well. Their resumes are mostly of poor quality since they do not have enough expertise in this field. But if you are lucky enough to get through with an application from them, it can mean big savings for you.Another thing that you need to consider is the fact that Alison Johnson specializes in both formal and informal writing. They can handle applications for a variety of purposes and you do not have to worry about them having to revise your resume after every now and then. The way they do things makes them stand out among other companies.Aside from that, the amount of their staff that is available is also very impressive. They have people available round the clock to help you with your application. When you have a problem, they can be the first peopl e to call. They know a lot about what things you would like to see on your resume, how to write your own cover letter, how to go about choosing a good career path, etc.Before hiring an Alison Johnson resume writing service, you need to take a look at some of the advantages that they offer. Since you are going to use their services for the resume writing needs, you would be needing it to be of the best quality possible.