Female scientists get less federal funding than men

Female scientists get less federal funding than menFemale scientists get less federal funding than menMen and women have always competed against each other in science. Take this true-life taleGabrielle-Emilie Le Tonnelier de Breteuil, the daughter of the French courts chief of protocol, married the Marquis du Chatelet in 1725. She lived an upscale domestic life and had three children, but at age 27, took a serious interest in mathematics and physics. Then she began an affair with the philosopher Voltaire, who also had an interest in science. The illicit couple stoked their love of the subject by installing a laboratory at her husbands chateau, and the pair each entered an essay into a contest where the subject was the nature of fire. (Neither won).Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreBut at least de Breteuil and Voltaire competed against each other on equal grounds. Todays female sci entists face formidable odds to secure federal funding in an amount that even pretends to come close to what their equally-capable male colleagues receive.First-time women principal investigators get $41,000 less from the National Institutes of Health than men on average, and even at top research institutions. That was one of the many key findings of gender disparity found in a study released this week published this week in JAMA by researchers at Northwestern University and Kellogg School of Management.The study analyzed 54,000 grants awarded from 2006-2017 and used key criterion to make sure recipients were at similar points in their careers. Researchers did their best to ensure that the male and female grant recipients they studied were equally qualified by comparing metrics like how many papers the men and women published every year, and how often those papers were cited by other scientists.While there was grant inequity overall, the study also found that inequity varied by inst itution.The disparity was the largest for female principal investigators at Big Ten universities. There, women received an average grant amount of $66,365 versus $148,076 for male principal investigators. At Ivy League schools, the disparity was smaller, with women receiving an average grant amount of $52,190 versus $71,702 for men, and at the top 50 NIH-funded institutions, first-time female awardees received an average grant amount of $93,916 versus $134,919 for men.This means that female scientists have less money to buy lab equipment, hire grad student researchers, and take on major experiments.Women did do better than men in one area, an NIH grant called the R01. In this case, they received $16,000 more than men.National Institutes of Health issued a statement and did not dispute the studys findings in fact, they acknowledged the problem. We have and continue to support efforts to understand the barriers and factors faced by women scientists and to implement an intervention to overcome them, they said in a statement. The NIH has done their own reporting showing the inequity in grant dollars between women and men.The disparity of grant money can arrest a young woman scientists careerIf women are receiving less grant support from the very beginning of their career, they are less likely to succeed,said Teresa Woodruff, a professor of obstetrics and gynecology at Northwestern University who worked on the study, in a release. A funding disadvantagein the formative years of a woman scientists career can be especially handicapping because research shows that it is likely to snowball over time.And of course, money isnt just money, it buys prestige and access, says another person who worked on the study.If you dont have the right kind of grant from NIH, you are less likely to be promoted, saidco-corresponding author Brian Uzzi, professor of management and organizations at Kellogg. The prestigiousness of a grant award are the things that make or break someones care er.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 nestkken 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

Navy Enlisted Classificationa (NECs) - Fire Controlman

Navy Enlisted Classificationa (NECs) - Fire ControlmanNavy Enlisted Classificationa (NECs) - Fire ControlmanThe Navy Enlisted Classification (NEC) system supplements the enlistedrating structure in identifying personnel on active or inactive duty and billets in manpower authorizations. NEC codes identify a non-rating wide skill, knowledge, aptitude, or qualification that must be documented to identify both people and billets for management purposes. For example, if a Navy police officer ( MA Master at Arms ) receives specialized training as a K-9 Dog Handler, he/she would be awarded NEC MA-2005. From that point on, the sailor could be assigned to Navy law enforcement duties involving military working dogs. Below are the NECs for the FIRE CONTROLMAN community area 1101 - Fire Control ordnungsprinzip (FCS) MK-92 MOD 6 Coherent Receiver/Transmitter (CORT) Technician (APPLIES TO FC ) 1102 - MK-92 Fire Control System Technician (APPLIES TO FC) 1104 - AEGIS Combat System (BL4) Maintenan ce Supervisor (APPLIES TO FC ) 1105 - AEGIS Weapon System MK-7 Technician (APPLIES TO FC ) 1107 - AEGIS radargert System (SPY-1A) Technician (APPLIES TO FC) 1109 - MK-31 RAM Mod 3 OM (APPLIES TO FC) 1111 - AEGIS Combat System Computer System Maintenance Technician/AEGIS Ballistic Missile Defense Computer Technician (APPLIES TO FC) 1112 - AEGIS Ballistic Missile Defense Weapon System Supervisor (APPLIES TO FC) 1113 - AEGIS SPY-1B/D (TK II)/AEGIS Ballistic Missile Defense SPY Radar Operator (APPLIES TO FC) 1114 - AEGIS Fire Control System MK-99/Operational Test System MK-1 Technician/AEGIS Ballistic Missile Defense Fire Control System Operator (APPLIES TO FC) 1115 - AEGIS Combat System Display Maintenance Technician (APPLIES TO FC) 1116 - Gun Computer System (GCS) MK 160 MOD 11/Electro-Optical Sensor System (EOSS) MK 20 MOD 0 Fire Control Technician (APPLIES TO FC) 1119 - AEGIS Radar System (SPY-1B/D) Technician (APPLIES TO FC) 1120 - GCS MK-160 MOD 4 Fire Control Technician (APPLIES TO FC) 1121-1169 - Automatic Gunfire Control Systems TechniciansPerforms preventive and corrective maintenance on assigned equipment at the organizational and/or intermediate level using ordnance publications, circuit diagrams, and other appropriate documentation. Performs casualty analysis and fault isolation, and operate, test, align and repair individual equipment, the system and the interface with other systems. Operates the director(s), computer(s), radar console(s) and associated equipment as applicable in support of the ships weapons system in a tactical situation and during test and evaluation. 1121 - CIWS MK-15 BLOCK 11-14 Technician (APPLIES TO FC) 1122 - Phalanx Close-In Weapon System MK 15 MOD 21, 22, and 25 (BLOCK IB) Technician (APPLIES TO FC) 1136 - Tactical Tomahawk Weapon Control System (TTWCS) Operation and Maintenance (OM) Technician (APPLIES TO FC) 1139 - GCS MK 160 MOD 8/OSS MK 46 MOD 1 Fire Control Technician (APPLIES TO FC) 1140 - AN/SPS-48E Search Radar Techn ician (APPLIES TO FC) 1143 - AEGIS Fire Control System MK-99/Operational Readiness Test System Technician (APPLIES TO FC) 1144 - AEGIS Combat System (BL 4) Computer System Maintenance Technician (APPLIES TO FC) 1145 - Rolling Airframe Missile (RAM) MK-31 Guided Missile Weapons Systems Technician (APPLIES TO FC) 1146 - Gun Computer System (GCS) MK 160 MOD 9/10 Fire Control Technician (APPLIES TO FC) 1147 - NATO Sea Sparrow Surface Missile System MK-57 MOD 2, 3 Technician (APPLIES TO FC) 1148- AEGIS Fire Control System Technician, Track III (APPLIES TO FC) 1149 - Improved Point Defense Target Acquisition System MK-23 (IPD/TAS) (APPLIES TO FC) 1152 - AN/SYQ-27 Naval Fire Control System (NFCS) leiter I Fire Control Technician (APPLIES TO FC) 1156 - NATO Seasparrow Surface Missile System (NSSMS) MK 57 Mods 10 and Above (APPLIES TO FC) 1157 - Improved Self Defense Surface Missile System Technician (APPLIES TO FC) 1164 - Ship Self Defense System (SSDS) MK1 Maintenance Technician (APPLIES T O FC) 1165 - Ship Self Defense System (SSDS) MK1 Systems Technician (APPLIES TO FC) 1169 - HARPOON (AN/SWG-1A) Maintenance Technician (APPLIES TO FC)

10 career mistakes I wish I had never made

10 career mistakes I wish I had never made10 career mistakes I wish I had never madeIts good to learn from your mistakes. Its better to learn from other peoples mistakes. - Warren BuffetIn the last decade, I went from student to entrepreneur to freelancer to climbing the corporate ladder to blogger to teacher.Yes, thats bedrngnis a normal career path, and its also not what I ever expected. But life hardly turns out the way you expect.Thats because were only human. And humans make mistakes.Recently I received an email from a reader. He asked about my biggest career mistake.That got me thinking. And writing. A lot.And after writing more than 2000 words about my career mistakes, I thought Wow dude, youve made every single mistake you possibly could.Anyway, Ive cut out the obvious stuff and I made a list of my top 10 mistakes. I hope that one of the points is useful to you.1. Assuming that your career is linearThat is, by far, the fruchtwein important lesson Ive learned. Firstly, Ive le arned that assumptions are always bad. We collectively assume a lot of things without ever asking or researching.One of those assumptions is that careers progress linearly. Who ever said that? When I think about it, I have no idea why I believed that in the first place.It goes like thisYou get an education.Get an internship.Stay put for three years.Then try to become a low-level managerAfter a few years you move up.And if you stall, you move to another company for a better paying position.OrYoure a freelancer.You start doing work for free.You keep doing that for years.You cant make ends meet.You get a job.You quit your job because you hate it.You start charging for your work.And you increase your rate a little bit every year.Last one youre an entrepreneur, you start a geschftsleben, you grow, you think youre awesome, you spend more than you make, you try to get investors, they own you, and you fuck up.Again Why do we do that stuff? Its so predictable. Lifes way too short for that bo ring stuff.Accelerate your learning curve. Focus on value. Learn more, earn more. Make leaps. And sometimes when you learn, you take a step back. But thats fine because you will earn more in the future.In todays economy, its more about what you have to offer. For the first time in history, a lot of companies (not all) dont look at age, gender, race, degrees - they care about what you have to offer.So offer some great work. How? Learn faster. Access to information has never been this easy. Use it.2. Prioritizing moneyIve done this. And if you do that, there are three things that can happenYou end up in a sales job you hate.You become an aggressive sales oriented business or freelancer.You say yes to work that crushes your soul.Theres nothing wrong with those things, but they are not sustainable. Im not trying to stop you from earning some cash money.But instead of focusing on money why not focus on other things that are more fulfilling? Things like learning, experience, doing work t hat you are interested in, adding value to other peoples lives.Will most people follow this advice? Probably not because they cant say no to money. Theres only one simple rule to money and freedom Live beneath your means. And yes, thats hard.If you want to know more about how you can train yourself not to depend on money, please read Seneca - Letters From A Stoic. He writes about it a lot.3. Wasting timeYou wont believe how many evenings and weekends Ive lost by watching tv, going out, pointless shopping, or whatever leisure activity.Sure, entertainment is good, but you dont have to relax every SINGLE free minute you have.Look, this is your life, and this is your career. Take it seriously.Can I ask you something? Whats your skill? What are you exceptional at?If you dont know the answer, its time to get down to it. Start learning, practicing, doing, whatever. Do something that turns you into an expert at something.4. Choosing a job over an industryIn the last decade, Ive tried my lu ck in several industries, including hospitality, fashion, IT, and banking. But in recent years, Ive only committed to consulting and education.I wish I did that earlier. Hopping from industry to industry has huge costs. You have to learn the industry, market, people, unwritten rules, you name it.Most people decide what they want to be (or they just roll into a profession). And then they try to find a job - they dont care about the industry as long as it pays. Or, they want to be an entrepreneur or freelancer and they follow the money.But thats not an effective strategy on the long-term because you will never become an expert at something. Instead, spielblttchen one or two industries that you love, and commit to finding an opportunity there.5. Getting comfortableAh, Ive worked hard and now Im good. Think again. Youre never safe.Life is competition. The next person is waiting patiently until you mess up, and then they will swoop in and take your position.Is that really true? Well, to be honest, I dont know. But I sure like to think thats the case.Why? Because that keeps me on my toes. The last thing you want is to become comfortable.6. bedrngnis asking for thingsYes, youre a nice person. We get it. But dont be too nice.Other people will take your spot, push you over, and you will end up with nothing. You dont have to be a dick. Just know that when youre in business, its business.And everything is business Art, sports, media, work-relationships, colleagues, you name it.If you want to get something, you have to ask for it. Want a raise? Ask. No one will give it to you. What did you expect?Oh hey, youre such an awesome person. Heres a free bag of money. Never going to happen.7. Not following your interestsThere are two camps on this topic. People who say you should follow your passion, and people who say you shouldnt.The funny thing is, the people who say that you shouldnt follow your passion, didnt follow their passion. Get it? Why on earth would they encourage o thers to follow their passion? And vice versa.Now, I dont really like the word passion- and I dont like the whole discussion. But all I can say is thisLife is not infinite. Do you really want to spend your time doing shit you hate?8. Not listening to peopleWhen I got my Masters degree in Business Administration years ago, I thought I was the man. I didnt listen to people who were more experienced than me. Big mistake.Practice is different from books. I didnt realize that.Now I prefer to be humble and listen to everyone. Also, that means listening to less experienced people. They often have the best ideas.9. Wanting too much, too quicklyEven though your career doesnt have to progress in a linear fashion, you cant make giant leaps every single day. And in the beginning, I especially tried to move too fast.But now Im more patient. Before I started blogging, Id written hundreds of essays when I was getting my degrees, and not to forget two big ass theses.And Ive worked in the trenches o f business and marketing for years before I started coaching/consulting. No one ever saw that. And thats fine because thats how you learn.10. Not asking for helpMaybe youre too proud. Maybe you think people will believe that youre stupid. Maybe youre not raised that way.But if you dont ask for help, one thing is sure You will never get it.Almost everything in life is a team effort. Even if you work entirely for yourself, you still need people. And they need you.The Self-made success stories are all fake.Whenever youre spreading too thin, reach out to others. Reach out to colleagues, partners, friends, family. They will help you, and if they dont, theyre not your friends.Finally This is your careerWhy NOT take it seriously? Thats one thing I didnt do enough until a few years ago. I was too passive.If you find yourself unhappy with your career, or how its progressing Change. Thats the only universal advice there is.And do it today. You know why? If you dont do it today, when will you? You and I both know the answer to that.Thisarticlefirst appeared onDarius Foroux.

5 things women leaders should stop doing. TODAY.

5 things women leaders should stop doing. TODAY.5 things women leaders should stop doing. TODAY.Over the last couple years, Ive had a front-row seat to career challenges women leaders face across industries, geographies, worldviews, cultures, experience levels, and generations. Certain issues strongly correlate with specific identifiers, while others are universal. Both observation and conversations have given me an interesting window into the minds and hearts of women.As accomplished as we are, and we are, there are counter-productive behaviors we unconsciously adopt that can get in our way. In some cases, they stop us cold before we ever step foot on the path to greatness. And even when we do achieve high levels of career satisfaction, these thoughts often cause stress along the way.If you desire to be your best professional self and make the difference only you can make, here are five things you should stop doing. Today.1. Stop making yourself small so someone else can feel bigEve r meet someone who seems more comfortable when youre quiet, disengaged, or otherwise minimized? Does it feel easier to hang back, because when you lila drink forward, he or she becomes defensive and starts angling for position? Newsflash Thats not your problem, and you shouldnt limit your contribution to make others feel better about theirs. Let me be clear. Im not suggesting you abandon discernment and get all high and mighty. Im talking about refusing to shrink in order to enhance anothers sense of importance.The most self-respecting way to help others is to truly help them by sharing your ideas, offering your talents, and lending your energy and support. You dont serve anyone by diminishing yourself.2. Stop apologizing for having a difference of opinionIm sure youve heard the saying, If two of us are exactly the same, one of us is redundant. Its true. You dont have to agree with everyone else. In fact, women at work tend to be more collaborative, more holistic in their thinking, and often take a long-range view of business issues. Your female view is additive, and you have an opportunity to meaningfully contribute to your company vision, culture, and strategies.Additionally, working through divergent points of view improves problem solving. By thoughtfully sharing your unique perspective, you can help your team make better decisions. Speak up. And dont apologize.3. Stop assuming you cant have a family AND a careerI met a woman at a conference earlier this year who expressed concern about her opportunity to be a mom and have a flourishing career. I understand the sentiment, but this woman wasnt even married yet, never mind pregnant. It occurred to me that she was already succumbing to the narrative about work-life balance well before she had any real choices to make.Heres the deal If you assume you cant, you wont even try. Any woman who has successfully navigated both realms will admit that she absolutely has to make difficult choices at times. But it can b e done, if you want to do it. Whats more, the sooner companies embrace creative ways to unleash the power of womens leadership while respecting their various roles, the more desirable those companies will be in the eyes of female and Millennial talent. This will help those companies thrive in the long run. Dont deny what you want. Say yes to your goals, and honor your needs in the process. Everyone will benefit, including the women who come behind you, and the men who share the same needs but are less likely to request flexibility.If your employer isnt supportive, I offer you the immortal words of my good friend and workforce expert Trudy Bourgeois If your company doesnt work for you, dont work for it.4. Stop compromising your health, for anything especially workEvery now and then, you need to hop off the hamster wheel for a bit. You usually know when youre about to hit a wall. Dont wait for it. Take a mental health day, plan a weekend getaway, hide in your bedroom for a couple hou rs. If you live with other people, ask them to give you some privacy.The older I get, the better I understand why people say good health is our greatest gift. Without it, everything else deadlines, difficult bosses, challenging employees, shortsighted clients, projects going off the rails becomes unimportant. Take care of yourself, physically and emotionally, so you can reach your full potential.5. Stop confusing what you do with who you areI believe its critical to know who you are (beliefs, values, purpose, and skills), so you can align who you are with what you do. Job satisfaction increases exponentially when there is harmony between the two. But while they complement each other, they are not the same thing.Sometimes we attach our esteem to work activities, and when our performance takes a hit, our self-worth takes one, too. Feedback is a valuable and necessary tool it allows you to refine your skills and improve your overall effectiveness.That said, you have to be careful not to interpret constructive criticism as a character assassination. It sounds extreme, but Ive found that even though women know this in theory, we still struggle to distinguish between a job and a person doing the job.If you desire a more fulfilling career, take time to reflect on which of your behaviors enable your goals versus detract from them. Ask yourself, What should I start doing? Keep doing? Stop doing? Consider this list a springboard to start your own introspection.Wishing you renewed energy in the months ahead, and the confidence to know you are worthy and ableThis article first appeared on Be Leaderly.

Top Jobs for Marketers

Top Jobs for MarketersTop Jobs for Marketers From advertising to branding, retailing and sales to Internet marketing , geschftslebenes grow and thrive on thanks to powerful messages and compelling imagery. Marketers make these messages and images come to life to achieve core business goals and drive revenue.If youre considering a career in marketing or looking to pivot to a role in your organizations marketing department, check out the following top jobs. Companies in every industry are hiring, nows your big breakBrand Ambassador Average kusine Pay $40,659 Number of Open Jobs 3,271 Description Brand ambassadors serve as the face and voice of a company, build brand recognition, and successfully promote its products and services. You will communicate and engage with customers, both online and offline, in meaningful ways to increase a companys brand awareness and add generate new sales opportunities.Social Media Strategist Average Base Pay $54,500 Number of Open Jobs 2,534 Description This role develops and implements a comprehensive social media strategy to increase a companys web traffic and brand awareness. The strategist plans social media content and fan engagement campaigns across social media platforms.Content absatzwirtschaft Manager Average Base Pay $93,125 Number of Open Jobs 15,247 Description The primary focus of the job is content development related to a companys products, services, and value prolocation in a variety of formats including white papers, eBooks, video scripts, brochures, blogs, website copy, and email campaigns. Working closely with the product managers, the Content Marketing Manager will help plan and provide support for inbound and outbound projects including product launches, trade shows, webinars, and other programs.Community Manager Average Base Pay $61,818 Number of Open Jobs 79,222 Description Community Managers are your online voice to the world. The role requires strong writing and c ommunications skills, social media and public relations experience. The Community Manager manages and leads a companys front-line communication efforts including strategy, content creation, PR, social communication, analytics, and more.Digital Advertising Specialist Average Base Pay $45,411 Number of Open Jobs 5,523 Description The Digital Advertising Specialist is responsible for setting up, optimizing, and reporting on digital advertising campaigns for a companys clients. This position is primarily focused on paid search ads within the Google and Bing advertising platforms. Campaigns will include retargeting, display, and video ads on platforms like Google and Bing advertising platforms.Email Marketing Manager Average Base Pay $93,125 Number of Open Jobs 10,285 Description Working closely with the email marketing team and leadership, this position is responsible for building, deploying and analyzing email marketing campaigns. S/he analyzes campaign results and develop key insights, trends and make appropriate recommendations to senior management through accurate and effective data analysis.Field Marketing Manager Average Base Pay $82,575 Number of Open Jobs 24,249 Description The Field Marketing Manager is responsible for owning the entire process of leading field events from working with the sales team to plan the strategy and message, drive the email communications and manage the logistics and execution day of. You also work cross-functionally with the digital marketing team to promote through paid and social channels when possible. Working closely with the Inside Sales team to ensure leads are worked appropriately to drive ROI.Partnerships Manager Average Base Pay $60,435 Number of Open Jobs 15,343 Description Strategic partnership managers are responsible for building and maintaining strategic relationships among business partners while also developing strategies to increase revenue for their companies.Product Marketing Manager A verage Base Pay $133,133 Number of Open Jobs 42,987 Description Product marketing managers undertake market research on new products, establish timescales for developing products, influence pricing and packaging, guide sales teams, develop messaging and market positioning around products and take part in presentations and events.Director of Communications Average Base Pay $93,171 Number of Open Jobs 9,441 Description Communications Directors control the flow of information between an organization and the public. Along with the management of a communications team, Communications Directors determine marketing strategies, direct public relations campaigns and are often the face of the company at media events.Are you an employer? Check out our Talent Solutions Blog .Thanks for finding us We cover everything from career advice to the latest company headlines.Were always looking for experts, executives and trends to feature on the Glassdoor blog. Interested? Contact us. And if youre looking for the latest in employer solutions and advice, we recommend our Talent Solutions Blog . It only takes a second see whos viewing your profile and monitor your reputation.

The Ideal Approach for Uptowork Review

The Ideal Approach for Uptowork Review Vital Pieces of Uptowork Review Furthermore, G2 Crowd is beneficial for its comparison section. The templates are largely popular resume formats that are commonly accepted by many businesses. Resume Builder The resume builder is quite simple to use. When youre pleased with the final item, VisualCV Resume Builder lets you quickly share it in PDF format by merely pushing a couple buttons. Resume Builder The resume building process is quite simple. Select a resume builder template to start. A fantastic first impression is likely to make a fantastic imprint and what things to expect of you in the employers mind. This tips can help you adapt your resume to the font of job youre looking forward to apply. No matter what it is that youre attempting to sell (or buy), one of the simplest approaches to do so and also make money on the internet is by writing great on-line product reviews. You may find several great resume templates, but youre goi ng to have to decide if theyre likely to help or hurt your likelihood of landing an interview. How to Choose Uptowork Review Theres additionally a 30-day full access program and a 90-day package. Fiverr is a far better choice for starters. Its subscription fee is just somewhat higher LiveCareer, and you are able to create attractive and good-looking resumes, in spite of its absolutely free edition. Pay attention when you subscribe, however, because most services offer you a number of different plans and a few plans limit the characteristics or number of resumes it is possible to create. Possessing a strategy for managing the review will alleviate some of your stress and may even enhance the outcome. Amazon stays the obligatory supply of information for buyers. Major online freelancing sites offer escrow systems to avoid payment disputes. While Pongo has fewer editing features than other resume software, it delivers a whole lot of support to users at each phase of the job search practice. After you are awarded the job, you must obtain a little manual that will direct you in your everyday tasks. Offering a sample work is an essential part of the recruitment procedure, because it assists the client to appraise the candidates. All the clients with blank profiles arent necessarily bad. Free resume builders help you to save money, but you need to consider what youre giving up in return. From customer experience, their customer service really isnt the best so you may have trouble getting a refund in case you dont cancel. You are able to also carry out a web-based job search or earn a price of living comparison through its online offerings. The Battle Over Uptowork Review and How to Win It Natalie Severt includes some good, useful links within this piece. For that reason, its important to learn the hottest lessons in review writing. It might appear counterintuitive to consider about what things to do if things dont go well, but it is going to hel p you respond effectively to a lousy review if needed. When you open the webpage, you find the authors name right at the very top, followed by a list of the companies which have mentioned Zety. Luckily, there are websites out there whichll do nearly all of the resume-related heavy-lifting for you. While it is still possible to download your completed resume in PDF format, the service encourages you to make a link which you are able to share with friends and prospective employers. Becoming in a position to comprehend cause-and-effect in any particular situation is extremely important to reaching our targets. The site will inform you exactly how many views your resume has. Best Features Very user friendly. Have a replica of your transcript or grades prepared to give to the interviewer.

Construction industry expected to flourish

Construction industry expected to flourish Construction industry expected to flourishPosted October 13, 2011, by Josie Chun Permanent recruitment has risen in the last three months from four per cent to seven per cent of recruitment agency jobs, with engineers topping the skills shortages list, according to the latest RCSA (Recruitment Consulting Services Association) survey. On-hired and contractor placements have dropped from 97 per cent to 92 per cent in that time. This is a positive sign of employment and economic recovery, according to Julie Mills, CEO of the RCSA. When theres a rise in permanent hiring, its a sign that employers are confident they have the work and the revenue to keep people on long-term. And in past downturns, its been a sign for the recruitment sector that the worst is over and the recovery has begun in earnest, said Ms Mills. Australian Constructors Association (ACA) President, Wal King AO, says, The survey confirms the strengthening outlook for Australias non-residential building industry, supported by significant planned infrastructure work and the expanding pipeline of resource- related construction projects. Key findings of the AIG/ACA survey Australias leading construction companies predict that the total value of construction work will rise by 4.1 per cent through 2010 and 7.4 per cent in 2011, up from 2.7 per cent in 2009. Engineering construction is expected to experience the strongest growth with a forecast rise of 6.5 per cent this calendar year and 8.9 per cent in 2011. This should result from improved demand for commodities, the re-start of projects in the resources sector, and the large number of planned transport infrastructure, oil and gas ventures. Non-residential building (commercial construction) will decline 1 per cent this year but will return to growth (3.9 per cent) in 2011. Private sector work is predicted to be down by 7.6 per cent this year but will bounce back with a 2.1 per cent rise next year. However, publ ic sector work is expected to experience continued growth (10.5 per cent in 2010 and 6.5 per cent in 2011), mainly due to critical support from the Federal Governments education building stimulus program. The total value of apartment building is predicted to continue its decline (22.7 per cent) but is expected to turn around with a 15 per cent rise next year. Higher workloads and increased investment is expected to lead to a rise in employment in the construction sector, particularly in 2011 (4.8 per cent). Federal budget to boost construction industry The recently announced Federal Budget is expected to give a big boost to the construction sector with the Critical Skills Investment Fund. The government is investing $200 million to pay for 39 000 extra training places in trades with the biggest skills shortages and has identified resources, construction and infrastructure as its highest priorities. This is great news for the building and construction industry. The survey suggest s the recovery in the construction sector will gradually gather the momentum lost during the in aller herren lnder Financial Crisis with a return to strong growth during 2012. As the construction sector returns to pre-crisis levels of growth, the demand for skilled labour will grow further and it is vital that we act now to ensure we are well equipped to meet this higher demand, says AIG Chief Executive, Heather Ridout. The Federal Budget contains positive news for the pipeline of infrastructure projects and measures that make important inroads into emerging skill shortages. The industry needs to actively and deeply engage in these skills initiatives if damaging skill shortages are to be minimised, says Ridout. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchescertificate iii constr uction managementbachelor of construction management onlinedegree in building or constructionconstruction plan reading coursebuilding and construction courses darwin CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJosie ChunRelated ArticlesBrowse moreStimulate your career juices at the Good Food & Wine ShowIf you are fascinated by all things gastronomic, then you cant miss this weekends Good Food & Wine Show at Sydneys Convention & Exhibition Centre.Digital MarketingEMPLOYER RESOURCESHow social media can work for your businessThe popularity and ubiquity of social networking is forcing businesses to think hard, not only about how to regulate its use by employees, but how to take advantage of the business opportunities it presents.AU Labour LawsCAREER ADVICEWill That Get Me Fired ? The 10 Tests Every Employee Needs To TakeEver had a bad day and vented about your boss on social media? Ever broken a sweat when youve hit send on an inappropriate email? Youre certainly not the first employee to think will that get me fired? but how do you know where the line is?

How to Start a Pet Sitting Business

How to Start a Pet Sitting BusinessHow to Start a Pet Sitting BusinessA pet sitting geschftsleben is a great way to enter the animal industry. As the owner of the business, you are free to set your schedule, define your service area, and expand your business to include additional options for clients. gestalt Your Business Many pet sitters are required to register for a business license before accepting clients. Make koranvers to find out what is required by contacting your local city hall or business advisory group. Most pet sitters operate their businesses as either sole proprietorships or limited liability companies (LLCs). Sole proprietorships are businesses formed by one individual whose personal and business assets are not separated the owner is responsible for all business debts. An LLC separates personal and business assets this makes the business owner not personally liable for the debts of the business. It would be advantageous to consult an accountant while setting up y our business if you do not have previous experience with the process. Consider Insurance Insurance is available for pet sitters. A policy will protect you from potential legal action if a pet should cause damage or gets hurt while under your supervision. The cost is only a few hundred dollars and could save you a legal headache down the road. There are many companies offering this service, such as Pet Sitters Associates LLC and Pet Sitter Insurance. Get the Word Out Design a flyer and business card to place on entryway bulletin boards in vet clinics, supermarkets, dog groomers, and pet stores. Leave several business cards or flyers if possible so potential clients will feel free to take one with them for future reference. You can also place ads on Craigslist, in church bulletins, and in neighborhood newsletters. Consider having your contact information and logo made into large magnets to schirm on your vehicle. Create a website with a personalized domain name and detailed in formation about the services you provide. You can also advertise while you work by wearing clothing customized with your business logo and phone number. Word of mouth will generate much of your business. When clients come to you, make a note of where they heard about your service (referral from a friend, website, flyer), so you will know what areas to focus on. Keep Detailed Records For each owner who uses your pet sitting service, maintain a contact sheet that includes their address, phone number, email, and emergency contact numbers. Be sure to record complete information on each pet including breed, color, date of birth, health history (allergies, previous injuries), veterinarians name and clinic contact information. For repeat clients, make sure to ask if there are any updates or changes to what you have on file for the pet. You should also include a daily care sheet for the owners to fill out. It should detail the pets feeding, medication, and exercise schedules. Make sure to leave a space for any special instructions. A basic veterinary release form will allow you to take the pet to the vet with the owner agreeing to pay any resulting bills. It is very important to discuss a veterinary contingency plan with the owners prior to their departure, as they may be unreachable at their vacation destination. Make sure everything is in writing. Pricing and Services Most pet sitters charge for their services based on numberof visits required per day. Additional options such as grooming, obedience training, or pooper scooper service may also be offered for a fee. House sitting services such as watering plants and collecting mail may also be negotiated for a fee or offered free as an extra perk of using your service. The best way to get a feel for pricing is to check out the local competition to see what the going rate is for pet sitting services in your area. You should also call vet clinics and boarding facilities to see what they charge. Owners often pref er to keep their pet in a familiar home environment rather than expose them to the more stressful boarding situation. If your costs are competitive, you should have an edge with in-home service. Obtain a Signed Contract Terms of service agreements spell out in detail the relationship between the client (pet owner) and service versorger (you). It is the place to outline exactly what your service offers, pricing, payment options, cancellation policies, damages, veterinary situations, etc. Make sure you have a signature before you begin work for a new client. Start Working Always remember, word of mouth is your best advertisement. Doing a great job for one client can lead to a dozen referrals.

What I Wish I Knew When I Graduated College

What I Wish I Knew When I Graduated CollegeWhat I Wish I Knew When I Graduated CollegeThis spring, colleges around the country are holding commencement ceremonies- the official process of pushing young adults out of the educational nest and into the real world.I remember this stage of life vividly, and cant think of a more startlingly disruptive rite of passage. When I transitioned from a full-time student to a full-time employee, I felt my entire identity morph into something new. From the clothes I bought to my bedtime, everything changed, and it welchesnt always pretty.Like they say, hindsights 20/20, and its easy to reflect back on what I couldve done differently that would have made this change less stressful. And while I cant time travel back to being 22, I can share what I learned with you. Heres a list of a few things I wish Id known when I graduated college and first started working.1. You Have to Grow UpWhen I started my first job, I had a lot of friends who were mucksmusch enstill in school, and I struggled to balance my work persona with my former student identity. I wanted the best of both worlds to stay up late and party, and to still be able to wake up and perform at the office.After a few months I realized, begrudgingly, that this wasnt going to work. Being prepared, attentive, and engaged at 8 AM, five days a week is simply not possible with a hangover (or even without a good breakfast).So, amid chiding from my still-in-school peers, I started taking small steps toward more adult behaviors- like getting enough sleep and eating food other than pizza- which made it much easier to be on my game at work.The biggest lesson here was that I didnt have to totally change who I was overnight when I started working, but I did need to prioritize a little more. Gradual changes made this totally manageable, and within a few months I felt much more comfortable juggling my personal and professional obligations.2. There are No Gold StarsWhen I was in college, my grades every semester told me exactly how I was doing in different areas. I liked getting regular feedback and knowing exactly what I had to do to be successful.But this all changed when I started working. No longer was I recognized for every achievement, nor was I evaluated by a simple, consistent system like letter grades. Extra credit? Forget about it. When I entered the workforce, I was working on all kinds of projects and tasks, at different paces, for various bosses. There was no clear path to success, and I realized that I was now responsible for paving my own way.This was a bit of a rude awakening, but one that pushed me to grow dramatically. It also made me realize how important it is to have professional mentors. No, they didnt give me a grade every semester, but they did provide advice, guidance, and feedback when things got especially challenging.3. Friends in Low PlacesIn college, I spent 99% of my time with my friends, roommates, and sorority sisters. I could choose w ho I wanted to hang out with, eat meals with, and socialize with almost all the time.But when I started working, I was spending 40-50 hours per week with a lot of new people- and shockingly, I didnt connect with, or even like, all of them.This was tough. But I soon learned that just because the people I worked with werent exactly like my typical friends, they could still be awesome to hang around- and I could learn a lot from them. I started accepting the occasional offer to attend a happy hour or birthday lunch, and over time, I started to fit in with my surroundings.Just as with family, we dont generally get to pick who we end up with as co-workers. But, with a little work and an open mind, youll be surprised at how easy can be to build meaningful relationships at work.4. When the Going Gets Tough, Life Still Goes OnSimply put, life gets a lot harder after college, and at the risk of sounding melodramatic, things never seems quite as carefree as you grow older. But no matter how r ough things seem at first, a lot of cool stuff comes along with being forced to grow up (and not just cheaper car insurance).In addition to greater financial independence, the opportunity to be pushed and exposed to all new things is exciting. Youll meet new people, try new things, enjoy life outside your comfort zone, and change and grow as a person.Looking back, if I had known how much my life would change and all the obstacles Id face after college, I probably wouldve packed up and moved to a remote island to avoid it all. Fortunately, I lacked a crystal ball, so I entered the workforce with rose-colored glasses and fancy new suits.But despite all the ways I could have prepared and planned for my future, I think that the youthful optimism I had as a new grad was really all I needed.New grads, remember Its not going to be easy, but its going to be awesome. And one day, youll look back on all of the craziness, and youll yearn to do it all over again.Photo courtesy of Steven Depolo.

How the human cloud could shape the future of the staffing industry

How the philanthropisch datenwolke could shape the future of the staffing industryHow the philanthropisch cloud could shape the future of the staffing industryHow the human cloud could shape the future of the staffing industryIn case you havent heard, zugreifbar staffing models, aka the human cloud, have begun to permeate the staffing industry. In fact, talk of this tech trend was a recurring theme at the Staffing Industry Associations SIA Executive Forum in February 2019.So do staffing professionals have a real worry on their hands? Industry leaders dont seem to think so at least for the time being but its not a topic that can be ignored.As we look at thinktank research on occupations that will be disrupted by technology, recruiters are pretty far down on the list, says Richard Wahlquist, president and CEO of the American Staffing Association (ASA).This core value add that our industry brings to clients screening talent, sourcing talent and deploying talent that makes the match i n a way that generates high degrees of fit, productivity, and engagement takes the human touch.Still, as human cloud platforms continue to develop, they could become an attractive, less expensive means to purchase labor. Thats why its more important than ever that staffing professionals upgrade their skills and find ways to stay competitive.What exactly is the human cloud?The human cloud refers to all of the angeschlossen platforms that help workers find work, typically with very limited human intervention, explains Barry Asin, president of Staffing Industry Analysts (SIA).The most relevant parte of the human cloud in the staffing world is the online staffing platforms, including companies like Upwork, Fiverr, or Freelancer, he says, most of which are connecting individual workers with project-based work.Another area of the human cloud (the biggest one) is online work services, most notably companies like Uber and Lyft.Those are the biggest players, but there are a whole range of o thers such as translation services, outsourced customer service, and legal services, says Asin.The final and smallest category is crowdsourcing in which a company puts out microtasks that it needs to be done and people bid or compete for the project.In total, about $80 billion is spent annually on human cloud technologies, with online staffing accounting for about $5 billion of that, says Asin.For the most part, online platforms align best with work that can be done remotely, such as knowledge work (IT, marketing and creative). But were also beginning to see platforms emerge that focus on local work (like hospitality shift work or industrial, assembly-line type jobs). Where it hasnt made much headway, however, is in placing highly skilled workers into full-time roles.But if the human cloud continues to evolve, and large corporations begin to explore them as viable options to help source candidates, what impact might that have on traditional staffing firms? Lets break it down by expl oring some of the potential advantages and limitations of the human cloudThe ProsSpeed. The process is tech-driven so algorithms and business rules decide which jobs get shown to which workers, and that can happen instantly, says Asin.Cost savings. In some ways, the platform can be less expensive since theres just the tech in between the candidate and the hiring manager, says Asin.The ConsIt can be a free for all. If you need someone for full-time, on-site work, platforms right now cant do the proper vetting to find that fit, in the way human conversation can. One of the things recruiters and staffing firms do is convince imperfect candidates to take imperfect jobs, says Asin. Its a sales role it takes a person to convince people to try things that are not just a slam dunk.There could be legal issues. Platforms have been mostly geared toward the gig economy essentially, 1099 independent contractors versus W-2 employees. But the Uberization of work has brought into question the lega l definition of independent contractor. Uber is the target of the most scrutiny from drivers who allege that they should be treated as employees and have access to benefits that traditional employees have, says Wahlquist. Hence, the California Supreme Courtslandmark rulingthat has changed the test for independent contractor status in the state.Asin agrees Its true that online platforms tend to use an independent contractor model, and thats problematic for large enterprise companies concerned about making sure hires are classified properly.Its not conducive for full-time work (yet). On the candidate side, staffing platforms thus far are really about picking up short-term projects here and there but ultimately, most job seekers would prefer to find full-time jobs. Individuals that have been attracted to the pure online platform companies are getting relatively short, defined engagements, says Wahlquist.Staffing Firms are Leveraging TechnologyThe good news is that many top staffing co mpanies are already staying ahead of the curve, incorporating bots and AI to do lower-level screening as people are making inquiries, says Wahlquist.And companies across different sectors are giving talent the opportunity to go online and bid for jobs and allowing clients access into the database to make matches as quickly and efficiently as possible. Technology is creating tremendous flexibility at a time where were looking for growth drivers and are facing talent shortages, says Wahlquist.For Hire Dynamics a staffing firm that has been matching talent with employers needing to fill roles in call center, admin, and warehouse and distribution jobs for over 18 years the decision to launch its Work4HD app last year was a no-brainer.We have them download the app, and do their whole application through it, says Larry Feinstein, CEO, but then we bring them in and vet them, drug test them, do a background, and an interview so we can get the right cultural fit.Combining the best of tech with the face-to-face human connection is what Feinstein says will separate a staffing company from a human cloud model.So far, app adoption has exceeded expectations, says Feinstein, with about half of applicants using it.In a competitive market, the app helps the jobs get filled pretty quickly. If someone calls us on a Saturday that needs workers on Monday, we can put it out on our app and its filled by Monday, he says.Thats because the app is built to target and push out notifications to not only people with the right skill set (for instance, a forklift operator certification), but also those in the right geographic area. But even more so, the data and insights shared via the app is helping the staffing associates better understand and engage the candidates so they can provide a better, streamlined experience, he says.Next up, Hire Dynamics is working on technology to support the client side as well. However, at the heart of all these technology upgrades, relationships and emotio nal connections will remain a top priority, says Feinstein. Its about solidifying our relationship with our talent so we can be better career advocates for them.And make no mistake thats what candidates want. As the ASA Workforce Monitor survey found, while 83% of individuals believe that tech has made finding a job easier, 7 in 10 believe the job search has become too impersonal.Our message is that high touch remains critically important and that organizations that rely too much on high tech are doing themselves a disservice and probably wont be able to make a connection, says Wahlquist.Looking Ahead The Convergence of Traditional Staffing and Technology While online staffing models have some potential to cause a shakeup, Wahlquist says its nothing that staffing firms havent faced before. Staffing has been on a tech continuum for the past 20 years. And as tech has advanced, it has enabled the world of staffing, he says. However, he points out, it can be a disruptive force for those who fail to embrace technology.Asin thinks the most likely outcome will be a convergence between traditional pure service providers like staffing firms, and the platforms like Upwork.Like it or not, he says, staffing professionals will have to get more and more tech savvy, but youll always need people to understand the nuances of organizational culture and the career aspirations of the workers.Technology simply offers an opportunity for staffing firms to do what theyve been talking about becoming more of a consultant to the buyers, and more of a career coach to the candidate, says Asin.Or, put another way, todays staffing professionals are seeing online staffing as another arrow in their quiver, says Wahlquist. Its another tool in their toolkit to source and match candidates with clients even faster than had been done before, he says.But as we know, speed is hardly the only measure of success. If they become over-reliant on tech, they are going to lose a big piece of what makes th eir companies successful and that is an engaged workforce. Talent is a differentiator, says Wahlquist. You cant afford to risk your companys reputation with talent that is unqualified or not engaged.Thats also why Asin predicts that if platforms like Upwork want to successfully support the hiring needs of enterprise organizations, they, too, will have to take a more hybrid approach by adding a human layer to their platform offerings.The bottom line The staffing industry cant ignore trends and must stay current with would-be disruptors, but not at the expense of what it does best. Says Feinstein The companies that match the best experience with the best technology will prevail.