Social Media Job Consequences Get College Students Attention - Workology

Social Media Job Consequences Get College Students Attention REAL EMPLOYMENT CONSEQUENCES In a recent post here at Blogging4Jobs, I asked for your best advice to college students on managing their social media. I got good feedback from recruiters and others on the need for students to realize that what they post online today will greatly affect their future employment opportunities. My presentation a few days later to some 150 students at The Ohio State University went very well. The students were very engaged, despite the fact that I was the only person standing between them and Spring Break. (They inspired me to write about spring break tips for students to manage their reputations.) REAL EMPLOYMENT CONSEQUENCES The key to the students’ engagement, perhaps no surprise, is that I focused on the very real consequence for their employment. In the beginning, I asked how many were currently seeking a job. About a third raised their hands. Then I asked how many would be looking in a year, two or three, which raised most hands. To that I showed a slide with “91%” on it. That, I told them, is the percentage of employers who, in a 2011 study by Reppler.com, said that they used social media in screening job candidates. GOOD NEWS, BAD NEWS I told them there was good news and bad news from this study. The bad news is that 69% said they rejected a candidate based on social media findings. The good news is that 68% said they’d hired a candidate based on social profiles. (The same employers might have rejected or accepted candidates.) I asked the students to guess the reasons in each category and they did well. For rejection, it was inappropriate photos and posts, discriminatory remarks and poor communications skills, among others. For accepting applicants, the reasons were, among others, presenting a well-rounded person, showing a positive personality and qualifications and strong communication skills. CLEAN UP ONLINE IDENTITY This seemed to gain their undivided attention for the rest of the program, which focused on specific online strategies for cleaning up their pasts, safeguarding their current and managing their future posts. When I finished and dismissed them, I offered to answer questions. The majority stayed and asked strong questions. I had given the students a Twitter hash tag to use and their Tweets reflected an understanding of the importance of their online reputations, which was pleasing. Given that it was almost Spring Break, my favorite Tweet was from a woman who said she was “Glad she showed up for class.” Now, I hope they put my advice to use and begin to seriously manage their online identities.

Uber 3 management lessons we can learn from the scandal

Uber 3 administration exercises we can gain from the outrage Uber 3 administration exercises we can gain from the embarrassment On Tuesday, Uber CEO Travis Kalanick declared an uncertain time away around the same time his company discharged the proposals of an inward examination concerning its working environment culture, particularly around its treatment of women.The organization began the examination after a previous specialist at Uber, Susan Fowler, asserted lewd behavior, separation - and a HR division that overlooked these claims.Kalanick, 40, has gained notoriety for brash leadership and congested terrible kid conduct including nicknaming the organization Boober for how it supported his dating life. The organization has been seeing how Kalanick's conduct tends to stream down to different officials, and subsequently he had been working with an official mentor and taking up contemplation before he went on leave this present week.Kalanick's stamp on Uber is unavoidable, showing the intensity of an official's way to deal with structure the way of life of an organization. Uber is just about a $70 billion org anization, and it arrived through Kalanick's administration style of not letting anything-legal claims over work rehearses for drivers, God see observation of its clients' private information, rehashed lewd behavior charges by its officials, and government guidelines disrupt the general flow of the organization's growth.Now, the organization is paying for it. Here are three exercises we can figure out how we can utilize Uber as a contextual analysis on avoidable mismanagement.1. Make esteems you can be pleased with and satisfy themUber had a lot of qualities. Tragically, they were really forceful and boosted workers to treat each other gravely in the quest for their very own prosperity. These grating sayings enlivened representatives to act with impunity.Among those qualities, which sound ready for struggle: Let Builders Build, Consistently Be Hustlin', Meritocracy and Toe-Stepping, and Principled Confrontation.One of the proposals from the Eric Holder-drove examination was to dispe nse with those qualities which have been recognized as excess or as having been utilized to legitimize poor behavior.It's not surprising that under the work environment culture of Meritocracy and Toe-Stepping, a top Uber official would feel constrained to acquire and keep the clinical records of a Uber driver's assault casualty he accepted may be lying. That official was among the many individuals the organization fired after the law office's examination revealed different cases of lewd behavior, reprisal and amateurish behavior.What's noteworthy about that: the high number of individuals being accounted for and terminated shows that this poisonous work culture was encouraged and empowered by Uber's forceful culture.And for the nice individuals that stay at Uber, working in this condition despite everything influences their current state of mind and future business openings. New York Times' correspondent Mike Isaac said employing supervisors were careful about recruiting individuals who worked at Uber after the scandals.It's an update that even when you're not legitimately adding to its harmfulness, a bad workplace culture still straightforwardly impacts you. likewise am being told many individuals are stopping every week within Uber. steady loss is getting to them. - rodent ruler (@MikeIsaac) June 13, 20172. Tune in to your representatives' interests early and oftenThis cerebral pain of an inside examination could have been maintained a strategic distance from if the executives had tuned in to Fowler's interests sooner.She adhered to the correct procedures to be heard and said she was excused and disregarded. At the point when she revealed a representative who was compelling her to have intercourse with him, she was told by HR that they wouldn't do anything since he was a high performer.To fix this behavior, Uber would need to change how it treats reactions and protests. It would need to make an enabling domain where representatives like Fowler could step forward without fear.Now Uber needs to make that culture in any case - yet in a truly debilitated position they could have maintained a strategic distance from in the event that they had quite recently tuned in any case. Uber's answer: The inside examination suggested actualizing a powerful a nd compelling protest process that would incorporate numerous roads for housing a grievance, including a representative's prompt administrator or next-level supervisor, the association's Human Resources Business Partner, or the Integrity Helpline.3. Have zero resilience for bad conduct, especially at the topCreating zero-resistance arrangements for badgering and discrimination is an essential HR practice that ought to be sufficiently simple to follow, and it was what the examination recommended.But as one Uber board part appeared, practices don't change overnight.In the prompt consequence of the proposals being discharged, board part Arianna Huffington talked about what Uber approaches could be changed before workers. At the point when she said that including increasingly female board individuals prompts more ladies joining sheets, her individual board part David Bonderman reacted with a misogynist comment: Really, what it demonstrates is that it's significantly more prone to be mor e talking.Bonderman left the board hours after sound of the trade had been spilled. The speedy reaction to his comments shows that post-examination, senior authority will be considered progressively responsible out in the open. That is something beneficial for Uber, in spite of the fact that Kalanick despite everything remains CEO. In spite of the fact that Kalanick himself was not prescribed to leave, the examination finished up that Uber ought to diminish his responsibilities.Overall, the proposals are a wake up call of what happens when you let originators and superior workers pull off terrible conduct for a really long time. With the arrival of its suggestion, Uber is flagging that it will change. The truth will surface eventually if these composed guarantees will prompt action.For now, tidying up your act means cleaning house.

6 Questions to Ponder About Retirement Transition - Hire Imaging

6 Questions to Ponder About Retirement Transition - Hire Imaging For those thinking about retirement, expectation and arranging can help facilitate the dread of the obscure and guide the change, whatever that may be! Start with these inquiries to kick off applicable conceptualizing. 1. Who am I after I find employment elsewhere? Dread of lost character can linger with loss of an occupation. Take a stab at reframing an alternate perspective on occasion by changing your language. Rather than, I used to be, attempt I'm investigating ___. Replace I was a ___ with I'm altering course and seeking after ___. Think about pushing ahead, not in reverse. Vital reframing can permit you to detach intellectually from an old recognizable proof and experience opportunity to see yourself in a completely extraordinary job! 2. In what manner will I invest my energy? Tissue out a visionary day by day plan. It doesn't need to be unchangeable; be adaptable. Incorporate an action that will keep you included and associated with others. Set aside some effort to investigate. Seek after your enthusiasms, and don't be hesitant to treat yourself and evaluate something you generally needed to do. 3. Will my associations with my loved one change? It may. Get ready and plan how you mean to invest your energy. On the off chance that you depended on work for socialization, investigate how you may discover it outside the workplace. Try not to depend on your life partner to fill in the hole and possess your time. Build up your own companions and interests. Obviously, this doesn't imply that you and your accomplice can't appreciate common interests or exercises! Every individual methodologies retirement diversely relying upon life encounters and connections. Talk with your life partner and work out an arrangement that will keep you both occupied, either together or autonomously. The key is correspondence and arranging! 4. Will I have enough cash to live on? This is a monetary arranging question, and your budgetary needs change as you age. Think about likely increasing expenses in clinical consideration, medications, and protection; required necessities (utilities, lease, food, and so on.); needed necessities (mobile phone, vehicle, PC, contraptions, and so forth.); optional costs (excursions, pastimes, eateries, diversion, and so on.); rising swelling; migration costs; capital things (new rooftop, home fixes, and so on.); progressing care (sick, older, crisis); taking care of obligations; and abrupt cutting back. 5. Would it be advisable for me to move? Investigate your alternatives. In the event that you've thought of moving, research. Converse with individuals who have lived in the territory. Do Internet research. Visit and remain a piece. In the event that you are migrating to be near developed youngsters and grandkids, discover how they feel about it. What are your desires for what amount time you'll have together? Is there a distinction? Examination the network. Does it line up with your necessities and needs? 6. I need to continue working. Who will recruit me at my age? This is your discernment. On the off chance that you trust it, at that point others will as well. As Jackie Joyner-Kersee stated, Age is no obstruction. It's a constraint you put at the forefront of your thoughts. Think as far as retirement profession or reprise vocation as you quest for new employment at over age 50! I generally love to get notification from you! Do you have questions or bits of knowledge on retirement change? If it's not too much trouble remark underneath.

The Resume Helper Chronicles

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