Landing an entry-level job can be difficult without enough work experience, but using these tips for an excellent cover letter can get you the entry job according to Glassdoor experts. The cover letter should start with a clear introduction, followed by relevant skills and accomplishments, then a paragraph focusing on your best qualities and finishing with a call to action, writes Heather Huhman.
With the new year approaching, new jobs are on their way and 2020 will have a number of tech skills in high demand, according to CEO of MobileMonkey Larry Kim. Kim says the top 3 tech skills for 2020 will be machine learning, chatbot marketing and artificial intelligence.
More than 50% of police officers, firefighters and other protective service workers reported they sleep less than seven hours regularly, creating a concern about the effects of sleep deprivation on the safety of their work. The findings were reported in the Journal of Community Health and also revealed that 45% of health care workers and 41% of transportation workers said they were dealing with similar sleep issues.
A survey by HR.com and Sense of companies employing contingent workers found that 45% of these organizations have poor communication with these individuals. Companies can address this problem by implementing a formal communication plan designed for managers and contingent workers.
A casino in Wisconsin has created a program aimed at helping employees who have transportation issues. The program, which begins Monday, will provide workers with free or discounted Lyft rides for specific times of the day or in certain weather conditions.
Picking the right subject line is crucial to opening up communications because 47% of people decide whether to open an email based on the subject line alone, according to a study by Salesforce. Using the subject line to ask for advice, using a referral or meeting place and making it personal have the highest open rates, advises Stephanie Lee.
Chief HR officers are critical to helping boards plan for executive succession, as well as understanding whether the talent exists to execute strategic plans, says Wina Woodbury, who has served on boards and as a finance chief. "Being up to date on trends in executive compensation, new skills training, and what associates and candidates look for from their employers will make the CHRO most effective in their position and most valuable to the board," she says.
Challenging people fall into two categories: jerks who need to go and disrupters with legitimate criticism. Companies that learn to manage the well-meaning challengers can tap into their passion and dedication, entrepreneur Mary Juetten writes.
Men are often perceived to have high levels of leadership potential and hired for that, while women often require proven track records and accomplishments to receive the same perception, according to University of Kent research. For leaders to really be inclusive, they have the be aware of unconscious biases and actively try to correct them for themselves and their teams, writes Robin Moriarty.
Employers should address gender pay gaps by examining and revising hiring, promotion, compensation and talent management guidelines, write Tom McMullen and Andres Tapia from Korn Ferry. "For example, it has been well established that women tend to get promoted based on past performance, while men often receive promotions based on their perceived potential," they write.
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