How to Promote Your New Job by Quitting

How to Promote Your New Job by Quitting How to Promote Your New Job by Quitting Quitting one job for a better one happens all the time but promoting that better job with the employer youre leaving? Whats that?Thats exactly what Chris Holmes, 31, an aspiring baker who resigned from his job as Border Agency official at Londons Stanstead Airport did He wrote his resignation letter in frosting on one of his cakes (note image of his cake is shown at the link)- a letter that included an invitation to order mora cakes from him, if the first was a hit.Written in delicate swirls, the letter declared,Today is my 31st birthday, and having recently become a father I now realize how precious life is and how important it is to spend my time doing something that makes me, and other people, happy. For that reason I hereby give notice of my resignation in order that I may devote my time and energy to my family and to my cake businesses which has grown steadily over the past few years.I wish the org anisation and my colleagues the best for the future and I remind you that if you enjoy this cake, you can order more at www.mrcake.co.uk.Beneath the sweet surface of that resignation cake and whimsical story is a savvy employment-segue strategy- indeed, a smart resignation strategy Find some way to strengthen your new job by promoting it with your soon-to-be ex-employer (without necessarily being cute).Two Kinds of Great Parting ShotsIn attempting this, it is important to distinguish two kinds of self-promoting parting shots1. Those, like Holmes resignation format, that not only offer some value to the current employer (e.g., in the form of a free quitting-day cake), while generating social and economic value for the departing employee (e.g., as a nice gesture and as potential future cake sales), but that are also designed to elicit that employers validation of the reason for quitting to take that new job (e.g., if the cake is a hit in the office, quitting to get rich and/or have fu n making more of them will be validated as the smart thing to do).Psychologically, this will put the current employer in a double bind the valued-employee resignation (a bad thing) takes the form of a free, fantastic cake (a good thing).This means, as a minimum, a certain level of employer ambivalence about the resignation (as well as about supporting the budding cake business that has pirated one of his valued employees). In some instances, this may eingabeaufforderung pleas to not quit and an employer offer of revised, improved working conditions.2. Resignations that promote the resigning employee, rather than that employees next job. Here, too, a cake can be used with good effect, as it ritualistically was at China Daily, Hong Kong (where I worked as an editor and writer a few years ago).Virtually all resigning Chinese staff in my department followed the tradition of providing a big box of choice cakes to mark their own departure, irrespective of what their next job was to be.In the case of an employee who is being let go, the farewell cake may have the effect or serve the intention of triggering some employer guilt, gratitude or ambivalence (even if only as evidence of employee self-redemption, atonement or self-validation).Common to both of these forms of parting shots is the intended or merely resulting employer gratitude or ambivalence, plus some form of self-promotion (of ones character or ones next job).If Holmes had himself been at all undurchsichtig about quitting or about his new job, the cake might have become a catalyst for a counter-offer from his employer, to make the job he was resigning from more attractive.The first form is unique and different from the second, inasmuch as it also provides a justification for resigning. To the extent that Mr. Cake Holmes baked resignation letter has gone viral on the Net, the justification for quitting and doing it in the manner that he did has and will become even stronger.This latter point suggests another variation of the self-promotional resignation Consider resigning in some spectacular fashion that will make you an Internet sensation and inundate you with job offers.This tactic approximates the cake model very closely, since the unusual form or circumstances of such a resignation, like Holmes cake, enhances the prospects for success with the next job.The key difference, however, is that a dramatic, off-beat resignation, such as lowering yourself on a rope or with suction cups outside a window on the 23rd floor to dangle both your body and resignation in view of your boss, will only enhance your chances of getting your next job, not of succeeding at a job you are leaving to take. (Of course, if you try this kind of Spider Man stunt, you may only enhance your odds of proving you are odd.)Following the Way of the CakeI offer the following as suggestions of ways in which to emulate Mr. CakePoliceman leaving to work for the federal government Write your resignation on a photo of an ar mored personnel carrier (APC) and mention that once you are working for Homeland Security, youll try to get your town police department a great deal on at least one new or refurbished DHS- subsidized Bear Cat APC.Accountant quitting to go to work for the IRS Use the back of an IRS audit authorization form and suggest that your current boss file his return in a timely, more accurate and complete way.Used Ford car lot sales manager moving on to a Mercedes dealership Tell the Ford manager that, since he knows the difference between a Ford and a Mercedes, he may be interested in a managers discount that may be arranged on a Mercedes lease.University staffer or instructor switching schools Suggest to your current department chairperson that a program affiliation between the two schools is something worth exploring, e.g., student exchange, technology sharing, which you could help facilitate. (Ive done that, more than once.)Some such ideas may be too whimsical or hard to pull off, e.g., th e APC deal others, such as the university affiliation plan, provide sober, feasible resignation options that can simultaneously promote ones next job and oneself.As a minimum, even if a resignation doesnt promote a next job, it should be designed to be as self-promoting as possibleespecially when its a piece of cake.

Another reason your 401(k) isnt coming back any time soon..

Another reason your 401(k) isnt coming back any time soon..Another reason your 401(k) isnt coming back any time soon..Posted by Phil Stott, Vault Staff Writer

How to List Your Accomplishments on Your Resume

How to List Your Accomplishments on Your ResumeHow to List Your Accomplishments on Your ResumeAs you begin towrite your resume for a new position, you should be aware that there is a common mistake job seekers frequently make in formatting their resume text. Oftentimes, people simply list what they have done in previous jobs without pointing to the impact of their accomplishments and contributions. Your resume should elend read like a set of job descriptions that convey only what your responsibilities were in past jobs.Instead, the focus should be onhow you made a good impression at work and made a difference to your department and organization. Its important to show what you have accomplished in your resume, rather than simply presenting a list of tasks. ExpandYour resume should communicate how you have been an asset to the past organizations with whom you have been affiliated. These details about your specific achievements will help you to stand out from your competition. How to Include Accomplishments on a Resume Here are tips for incorporating accomplishments into your resume. Follow the process for each of the jobs youve held so you can highlight what you have achieved in each position on your resume. Define How Success Was Measured Identify the bottom line for each of the departments or functional units where you worked.Ask yourself how one would measure the success of those units.This means knowinghow to include numbers on your resumewhen possible. For example, a recruiting department might be measured by whether or not it sourced the right talent.An accounting department might be graded by how clean their audits were.A purchasing department might be rated by the money it saved.A restaurant might be measured by the number of repeat customers or the quality of their online reviews. Highlight How You Impacted Success Itemize how your role was connected to the bottom line in each of your experiences. For example, a recruiter might note that she was resp onsible for selecting the best feeder schools for entry-level candidates. A purchasing agent might have evaluated the best vendors for computer hardware. A waiter might focus on the quality of service which he provided to restaurant patrons. Identify and document any baseline indicators related to the bottom lines for your departments at the time you took on your roles.For example, as an accountant, how many audit findings were there for your area of responsibility prior to your assuming that role? As a recruiter, what was the average cost per hire prior to your arrival?As a production manager, what was the average downtime for the assembly line before you took over that role? Quantify Your Accomplishments Estimate the level of change that you helped to engineer in your role and quantify it if possible. For example, you might state that you reduced negative audit findings by 50%. Perhaps you cut travel expenses in your department by 20% or reduced staff turnover by 25%. Its a smart strategy to highlight these percentages in boldface so that they pop on the page. Qualify Your Accomplishments If the change cant easily be expressed in quantitative terms, use qualitative language that appropriately points to the magnitude of change.For example, you could say Significantly enhanced morale.Resolved customer complaints much more quickly.Greatly reduced staff turnover.Increased response time significantly. Include Action Words Utilizeaction words on your resumethat imply an accomplishment or some results that you have produced.For example, begin your statements with words like increaseddecreasedreducedenhancedupgradedinitiatedcreatedreorganizedeliminatedinstitutedestablishedacceleratedadvancedinitiatedsurpassedpersuaded Accomplishment statements will be more convincing if you include references to how you generated the results.Point to the skills or strategies you employed to achieve each success. Examples of how this would look on your resume Improved staff productiv ity by establishing incentives for reaching volume goals.Increased the percentage of positive customer reviews by installing a system that tracked comments by employee.Evaluated alternatives for payroll vendors and selected a new partner resulting in savings of 15%. How to Add Value to the Accomplishments Listed on Your Resume Accomplishments dont need to be monumental in order toshow an employer how you can add valueon your resume.Think of how you have made things better, in even a minor way. For example, a human resources clerk might say, Recommended changes for processing new applications that reduced response time to candidates. A retail salesperson might say, Repositioned product displays to more efficiently move dated merchandise. Another way to validate an accomplishment is to cite recognition by a supervisor, employer, customer, or another stakeholder. For example, a server might say, Selected as employee of the month based on outstanding customer service. A Human Resour ces professional might say, Promoted to Assistant Director of Human Resources based on successful recruitment of graduates for IT jobs.A supervisor might say, Recognized during wertmiger zuwachs review for enhancing staff morale. After youve decided upon which of your career accomplishments you should showcase,review some resume templates and buildersto see what format would best help set them off to their best advantage.

Resettlement Specialist (31E)

Resettlement Specialist (31E)Become an Army Internment/Resettlement Specialist (31E)Military police are needed not just to protect a base and surrounding areas where military members live, but also to enforce laws like other law enforcement professionals. There are even corrections officers, or prison guards, in the military who work at the various military corrections facilities. In the Army, this military occupation specialty (MOS) is called an Internment/Resettlement (I/R) Specialist (MOS 31E) these individuals are primarily responsible for day-to-day operations in a military confinement/correctional facility or detention/internment facility. The MOS31Es are assigned to duty stations with military prisons, such as Guantanamo Bay in Cuba, Fort Leavenworth, and Camp Humphreys in Korea. Military corrections officers deal with two types of prisoners military members who have committed crimes while serving in the military, and foreign prisoners who were captured during combat situation s or who were involved in harming Americans through terrorist activities. If you are a 31E MOS in the army, you will likely be working with both types, either in established military prisons or temporary confinement areas in foreign countries. Duties I/R specialists perform the following duties Provide rehabilitative, health, welfare and security to U.S. military prisoners within a confinement or correctional facility.Conduct inspections, prepare written reports and coordinate activities of prisoners/internees and staff personnel.Assist with the supervision and management of military prisoners.Provide external security to confinement/corrections facility.Supervise, counsel and manage military prisoners in confinement facilities.Supervise confinement facility operations, counseling, management, training and employment of military prisoners in confinement/corrections facility. Training Required Job training for an internment/resettlement specialist requires 10 weeks of Basic Combat Training and eight weeks of Advanced Individual Training (AIT) with on-the-job instruction. This One Station Unit Training (OSUT) takes place at Fort Leonard Wood, Missouri. All military police get their MOS training at Fort Leonard Wood. Time is spent both in the classroom and in the field. Trainees learn Military laws and jurisdictions.Self-defense and use of firearms.Interpersonal communications skills.Search/restraint and custody/control procedures. Specific formal training opportunities for this MOS, including advanced training courses available at specific points of the soldiers career, can be found from theArmy Training Requirements and Resources System (ATRRS) 403. Qualifications and Requirements Candidates for MOS 31E must also satisfy the following requirements Red/green color vision discrimination.No court-martial convictions.No record of any disciplinary action under UCMJ which indicates behavior inconsistent with the high standards of corrections specialist.N o record of more than 15 days lost (AWOL) under section 972-10- USC.No record of civilian convictions other than minor traffic offenses.Must be a U.S. citizen.No record of psychological or pathological personality disorders.Must possess a valid state motor vehicle operator license.Minimum age of 18 at the time of entrance on active duty. No medically diagnosed history of alcoholism, psychotic disorders, antisocial behavior, objection to bearing and use of arms when necessary.No behavioral characteristic which may be considered prejudicial to the reliable wertmiger zuwachs of corrections specialist duties.No record of possession or use of any narcotic or nonnarcotic drug.ASVAB Score of 95 in Skilled Technical aptitude area (ST)Security Clearance ConfidentialStrength Requirement Moderately HeavyPhysical Profile 222221 Similar Civilian Occupations In the civilian sector, the internment/resettlement specialist can find their skills and talents valuable in these jobs Correctional officers and jailers.First-line supervisors/managers of correctional officers.Business operations specialists.Probation officers and correctional treatment specialists.Training and development specialists.Other careers with federal, state and local law enforcement. Options for Job Recruitment After the Army There is no shortage of work for correctional officers in the law enforcement world after serving in the military. After serving in the Army as an internment/resettlement specialist, you may be eligible for civilian employment by enrolling in the Army PaYS program. The Partnership for Youth Success (PaYS) program is a recruitment option that guarantees a job interview with military friendly employers that are looking for experience and trained veterans to join their organization. Organizations that participate in the PaYS program and actively seek skilled veterans with the MOS 31E designation as employees include LAPDNew York City assekuranzbrief Dept.Louisville Metro PoliceC learwater PDAlabama Department of CorrectionsLas Vegas Metro Police DepartmentKansas Highway PatrolCity of ChicagoBaltimore Police DepartmentCorpus Christi Police Department

Vital Pieces of Cvs Windsor

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How To Start Salary Negotiations Off On The Right Foot

How To Start Salary Negotiations Off On The Right FootTheres a slight disagreement about whether or not employees are being paid fairly. A 2016 report from Payscale found that while 73 percent of employers feel they offer fair pay, only 36 percent of employees agreed. As a recruiter, youre in a unique position to help close that gap because often youre the first person to begin discussion about salary negotiations with candidates.Its a big responsibility to make sure that both the candidate and the employer leave the negotiating table happy and feeling like their needs were met. Here are four expert tips on what you need to remember when you start talking numbers with candidatesHow to start the discussionIf youd like the person youre interviewing to suggest the salary range they were thinking first, you can ask what they were paid at their last job as a way to begin the discussion. If they feel comfortable disclosing that information, then go ahead and move forward by asking, What do you think would be an appropriate salary for this position? Keep in mind that this is just a way to start the discussion, nothings permanent at this stage just yet. Learning what your potential employee feels they should be paid can tell you a lot about the type of worker they think they are as well as their aspirations.Dana Case, Director of Operations, MyCorporationSalary ranges are just a way to get the convo about money started. recruitingtips MyCorporationClick To TweetKnow that some candidates are just in it for the moneyOne of the best ways to determine the underlying goals and interest level of a candidate is to lowball them on a contract offer. Before all the readers shake their heads in disapproval, here me out. Its a simple fact that people will take less money if they value the company, the position, and the experience. In my experience, an employee who is mora concerned with money will be thoroughly offended and usually back out. Those who begin to negotiate are the on es you want to keep. To sum it up, the people who would take the job at a significantly lower salary are those who are worth keeping.Pierre Tremblay, Director of Human Resources, DuprayIf a candidate is willing to take less money, they really want the job. recruiting DupraysteamClick To TweetIf you want to be transparent, you need to be realisticThe best way to make the discussion more honest and transparent is to simply be realistic. Its also important to understand the discussion is going to heavily depend on the experience of the employee. If youre hiring someone who has considerable job experience that is going to fill a critical senior role, the best thing to do is ask them for verification of their current salary. Typically, you need to offer a compensation package that is at least as strong. With a younger, more inexperienced candidate, you should make an offer that you truly believe is at the value of that role to your organization. Then give the candidate a clear path towar d increasing their pay.Leo Welder, Founder, ChooseWhatTo be honest with a candidate about salary you also need to be realistic. CW_LeoWClick To TweetNegotiations can help you get to know a candidateWhen it boils down to it, salary is just a number just one factor of many in making a potential hire. The best way to approach the salary conversation is to be understanding of both parties needs. Ask questions like, Do you feel valued at your current company? Where do you want to be a few years from now in your career? and What are you expecting if you made the jump to our company? The more information you obtain from the candidate, the better understanding you are of their needs, and the easier it is to empathize and truly see if this opportunity connects with them, both financially and personally. Seth Kuhlman, Talent Acquisition Manager, ScorpionUnderstanding both sides needs is the key to salary negotiations. ScorpiondotcoClick To TweetWhat other things are important to remember dur ing salary negotiations? Share in the comments below