One thing most job seekers don't know is that fall is the best time of year to look for a job. But, it's also the most competitive, so it's important to know how to conduct a strategic job search to stand out to employers. Fortunately, we can help with that. If you need to find a job this fall, sign up today to save your seat for our next online job search summit!
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I've been in HR for many years and find it to be a reflection of the outside world. It's ever-changing and those involved in the industry have to be ready to adapt at a moment's notice.
Fortunately, those involved in human resources have places to keep track of the latest industry trends, discuss best practices, network and learn, and work together to continue to move the industry forward.
SHRM Leads The Way On The Latest Industry Trends<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="6278d03b17cccd06bae65b61f65b1be6"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/T5mQ50uwsvs?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p>Nothing stays the same in human resources, and that's a good thing since workplaces are always evolving. The trick is staying up to date on the things that impact human resources the most. This is an area where SHRM excels.<br></p><p>The <a href="https://www.shrm.org/hr-today/news/hr-news/Pages/default.aspx" target="_blank">HR Today</a> section on the organization's website is a great way to track the latest happenings in HR, along with sharing research and survey insights. Prominent members in the HR industry also take to the <a href="https://blog.shrm.org/?_ga=2.259142474.157541327.1599581266-1483442225.1594321382" target="_blank" rel="noopener noreferrer">SHRM Blog</a> to tackle timely topics, such as technology's impact on the industry, remote work's impact on company culture, and diversity and inclusion in the workforce, to name a few topics.</p><p>In regards to diversity, national conversations about racial equity and social change have naturally expanded into the workplace. As a way to help encourage such conversations, SHRM launched a call to action called <strong>Together Forward @ Work.</strong> The goal of the initiative is to drive action and solutions that will ultimately bring racial equity to the workplace.</p><p>As part of the <a href="https://togetherforwardatwork.shrm.org/?_ga=2.1733873.157541327.1599581266-1483442225.1594321382" target="_blank" rel="noopener noreferrer">Together Forward @ Work</a> initiative, SHRM has put together a Blue Ribbon Commission on Racial Equity where top business executives from within, and outside, of HR will help come up with actions and solutions. SHRM will also be sharing research on the current state of American workers' viewpoints on racial inequity.</p>For those looking to start a conversation about workplace racial inequity, SHRM has put together these <a href="https://prodtfw.wpengine.com/wp-content/uploads/2020/08/20-1407-TFAW-Conv-Cards_v2-1.pdf" target="_blank" rel="noopener noreferrer">conversation starters</a> as a resource for all workplaces. As these important conversations continue, SHRM will continue to play an important role in moving them forward.
COVID-19 Resources<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="b1ed5bbf0d22d50841b755724fc28a69"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/h8gA8REZZVU?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p>COVID-19 and its impact on the workplace is an important topic in HR that is expected to extend into 2021 and beyond. </p><p>The news around COVID-19 is changing on a daily basis and it can be hard to keep up, particularly for businesses working hard to stay productive while focusing on the well-being of employees.</p><p>Fortunately, SHRM has put a lot of emphasis on staying on top of the news surrounding the pandemic and how it impacts the workplace. Many workforces are walking a fine line in balancing a remote work environment and safely returning the workforce to the office.</p><p>SHRM tackles these issues and more on its <a href="https://www.shrm.org/ResourcesAndTools/Pages/communicable-diseases.aspx" target="_blank" rel="noopener noreferrer">COVID-19 resources page</a>. Among the important resources that you'll find on the page are articles from SHRM members that address important COVID-19-related issues happening right now in the workplace, including establishing an employee temperature check policy, return to work guidance, and how federal COVID-19-related programs impact the workplace. The page also includes vital HR forms in relation to the pandemic.</p><p>A lot of focus is also put on best <a href="https://shrm.org/resourcesandtools/pages/remote-work.aspx" target="_blank">remote work</a> practices for employers and human resources professionals. These resources will continue to be valuable even after the pandemic, as remote work is expected to be a growing trend moving forward.</p><p>Articles and other resources related to COVID-19 are updated on an almost daily basis, making this a valuable benefit of having an SHRM membership.</p>
A Community Of Support<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzkyMTIyNi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwNzY1NjM0MX0.ShSLFAc3P0Cd9VHMrYdWzzQXIeLQ3VELGM2ct6RbtCA/img.jpg?width=980" id="b683f" class="rm-shortcode" data-rm-shortcode-id="8335c3b58a784b6e3300d7abee34ea7c" data-rm-shortcode-name="rebelmouse-image" alt="SHRM Connect feature includes daily threads where those in the HR industry can share insights." /><p>No matter where you are in your career, it isn't always easy to do things alone. Many who achieve career success and come up with great ideas do so with their networking efforts, and by collaborating with others in their industry.<br></p><p>SHRM offers a number of different ways for professionals to collaborate with each other.</p><p>Through <a href="https://community.shrm.org/home?_ga=2.98065375.157541327.1599581266-1483442225.1594321382" target="_blank" rel="noopener noreferrer">SHRM Connect</a>, professionals can find a discussion group that relates to their needs (i.e. employee relations, employment law, COVID-19, labor relations), and bring up topics or post questions to the message boards. Not only do these message boards help with potential problem solving, but they can start important discussions where multiple professionals with various backgrounds can offer their insights. In addition, the professionals that you interact with could eventually become important contacts that you start to interact and collaborate with outside the message boards. </p><p>SHRM also holds a number of events throughout the year (check website to monitor potential COVID-19 impacts). The organization's biggest event is the SHRM Annual Conference & Expo, where the largest gathering of HR professionals in the world discusses all the important issues going on in the industry. The next <a href="https://annual.shrm.org/" target="_blank">annual conference</a> is scheduled for June 20-23, 2021 in Chicago.</p><p>In October, SHRM is hosting a virtual conference, <a href="https://conferences.shrm.org/inclusion" target="_blank">Inclusion 2020</a>, where diversity, equity, and inclusion leaders will talk about meaningful ways to make positive changes in the workplace. SHRM's <a href="https://www.shrm.org/Events/Pages/default.aspx" target="_blank" rel="noopener noreferrer">events</a> calendar is regularly updated.</p><p>SHRM members are encouraged to join SHRM <a href="https://www.shrm.org/Membership/communities/chapters/Pages/default.aspx" target="_blank">local chapters</a>. While memberships in local chapters are separate and apart from membership in SHRM, being a member of a local chapter gives you access to networking opportunities in your local community, and is also a great way to stay attuned with local trends and legislation. SHRM also has networks for young HR professionals and <a href="https://www.shrm.org/Membership/student-resources/Pages/default.aspx" target="_blank">students.</a></p>
Making Education A Priority<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="70481e0c70741e13c352dbafa417f4c2"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/_wrgc7nJ61I?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p>The best way to build credibility and earn respect as a professional is constantly being willing to upscale and learn new things. A SHRM membership provides you with the opportunity to accomplish that mission.</p><p>On an almost daily basis, SHRM holds sponsored <a href="https://www.shrm.org/LearningAndCareer/learning/webcasts/Pages/default.aspx" target="_blank">webcasts</a> where HR leaders from the company sponsoring the lecture will share their expertise on a particular topic. Recent examples include a webcast about company culture from BambooHR, and a webcast about facilitating collaboration in a remote workforce from Paychex. All the webcasts are made available on demand for three months after the original webcast date. SHRM's on-demand library has almost 300 webcasts.</p><p>More advanced online courses are available through SHRM's <a href="https://www.shrm.org/LearningAndCareer/learning/Pages/SHRM-eLearning.aspx" target="_blank" rel="noopener noreferrer">eLearning</a> and<a href="https://shrm.org/LearningAndCareer/learning/Pages/EducationalPrograms.aspx" target="_blank" rel="noopener noreferrer"> educational programs</a> catalogs.</p><p>Those looking to apply the important lessons they have learned can seek <a href="https://www.shrm.org/certification/apply/eligibility-criteria/Pages/which-exam-to-take.aspx" target="_blank" rel="noopener noreferrer">SHRM Certification.</a> SHRM Certification is for experienced HR professionals and makes you a recognized professional and leader in the HR industry. Courses offered by SHRM earn professionals credit for their recertifications.</p>
Additional Perks Of An SHRM Membership<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="76fcf81235bda3ce73359bbbb19306f9"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/4sGfTMPrixI?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p><strong>Stay Compliant - </strong>Keeping up with the latest regulation and laws is especially important in human resources. Having an SHRM membership is a great way to make sure that you're remaining compliant. In addition to publishing state updates and the latest <a href="https://www.shrm.org/resourcesandtools/tools-and-samples/hr-forms/pages/default.aspx" target="_blank">HR forms</a>, members can ask an SHRM HR expert questions about compliance and other HR-related matters. Members have access to 15 such inquiries a year.<br></p><p><strong>Interactive Tools -</strong> SHRM members get exclusive access to a suite of <a href="https://www.shrm.org/ResourcesAndTools/tools-and-samples/Pages/Interactive-Tools.aspx" target="_blank" rel="noopener noreferrer">interactive tools</a> aimed at making their jobs easier. These interactive resources include tools that allow you to compare state labor laws, perform salary benchmarks, generate performance reviews, and compile an employee cost calculator, to name a few resources.</p><p><strong>SHRM App -</strong> In this modern world, everyone wants to have information at their fingertips, and SHRM members have this benefit with the <a href="https://pages.shrm.org/shrmapp" target="_blank">SHRM App</a>. The app allows members to customize the topics they care about most and receive relevant content and articles on a daily basis, along with breaking news about the issues impacting the workplace.</p><p><strong>Career Tools -</strong> No matter what industry you're in, career planning and growth are essential to professional success. SHRM is helping its members level up in the HR field with its <a href="https://www.shrm.org/LearningAndCareer/Career/Pages/Accelerate-Your-Career.aspx" target="_blank" rel="noopener noreferrer">Accelerate Your Career</a> resources. With these resources, members can take a Competency Self-Assessment to identify key strengths, then use the Development Activity Wizard to get recommended learning and development activities from SHRM, and from there members can create a Competency Development Plan to start taking actionable steps to reaching their career goals. </p><p><br>If recent events have taught us anything, it's that the workplace is quickly changing and will continue to do so. SHRM is on top of all these changes, and now is a great time to take advantage of the above benefits and more!<br></p>Check out these additional benefits of being an SHRM member, and find the <a href="https://shrm.org/about-shrm/Pages/Membership.aspx" target="_blank">membership</a> that works best for you.
Sweaty palms. Shaky voice. Blank mind. These symptoms of nervousness can seriously sabotage a job interview, no matter how prepared and qualified you are. To quell these natural responses and help you muster more confidence in anxious situations, consider these quick pre-interview confidence boosters so you can perform better right before your next job interview—no energy drinks or cheesy motivational speeches required!
1. Strike A Power Pose For Two Minutes<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDQyMTUzOC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMzMyODk1Mn0.OfRCkLyYpKtaDx-VKe2DhdkCHPTmqOp2Ui7tLDWXfNY/img.jpg?width=980" id="36812" class="rm-shortcode" data-rm-shortcode-id="f509d757aadbaa628b035caf4d4027ff" data-rm-shortcode-name="rebelmouse-image" alt="Confident job candidates wait to be interviewed" /><p>According to Cuddy, rather than hunching up and making yourself small in the waiting room chair as you scramble to soak up last minute notes or practice one final <a href="https://www.workitdaily.com/common-interview-questions-and-answers" target="_blank">interview question</a>, you should actually find a private place to do what Cuddy calls a power pose.</p><p>There are a few different variations, but the Wonder Woman pose is really easy to remember. So, 10 minutes before your interview, go somewhere private, like the bathroom, and strike a strong pose where you can take up as much space as possible.</p>
2. Repeat A Positive Affirmation<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDQyMTU2Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxMTkzMTA2MX0.aOniOTj2Zhb8KmVpj7qC-YGvTqAhT8-pG7CKASTMmlI/img.jpg?width=980" id="7ed8f" class="rm-shortcode" data-rm-shortcode-id="887735d987de3c59b53c1489666ebb25" data-rm-shortcode-name="rebelmouse-image" alt="Confident man waits before his job interview" /><p>"Repeating a positive affirmation can reduce production of cortisol and <a href="https://www.workitdaily.com/adaptogens-manage-stress-at-work" target="_blank">stress hormones</a> by almost 50%, slow the mind, lower your blood pressure and heart rate and make you feel confident and powerful," says Kathleen Hall, founder and CEO of The Mindful Living Network and the Stress Institute.</p><p><strong>Hall offers the following examples:</strong></p><ul><li>I am confident in all things.</li><li>I have unlimited potential.</li></ul><p>Joyce Marter, psychotherapist and CEO of Urban Balance, would agree and suggests deep breathing while you recite a positive mantra in your head, "using language you will want to use in the interview, such as 'I absolutely will succeed in this job if given the opportunity.'"</p><p>You might feel a little silly at first, but these words will help you emit a more positive appearance—and that sure beats a nervous one!</p>
3. Read Over Nice Things People Have Said About You<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDQyMTUzNC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNTM5NDg3M30.8WC0o5vwX9o0fGO15jBEN_FfKnFV29VvhxTE29RhOjQ/img.jpg?width=980" id="3d1f0" class="rm-shortcode" data-rm-shortcode-id="5845b6b819fc0134c5c6ccba51945999" data-rm-shortcode-name="rebelmouse-image" alt="Confident woman greets the hiring manager during a job interview" /><p>Thinking back to a time when you were successful and confident is a great way to recreate that confidence right before an interview. A quick and easy way to do this is to print out and compile anything nice someone has said about you. Read old letters of recommendation, <a href="https://www.workitdaily.com/linkedin-endorsements" target="_blank">LinkedIn endorsements</a>, letters, or notes from colleagues or teachers that have boosted your confidence in the past.</p><p>If you're not really feeling this method, "Quickly review your biggest accomplishments in your head before going into the interview," says Katherine Walker, founder and executive director of Lifetime Behavioral Health. "This trip down memory lane will instantly create a sense of confidence and serve to get your brain thinking about items the interviewer will no doubt ask you about." It's the best way to remind yourself that all of your previous experiences have helped shape you and prepare you to succeed in this job interview!</p>
Every industry has professionals with success stories, and others who have tales of their failures. But what causes someone to fail in one industry won't necessarily cause them to fail in another.
Jon Weisblatt, Global Business Development Executive<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzMxMC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzMDEyNjMyMH0.70s1SNUjy-NJl_9TUYp9dVey4dta29KEVFpsWV5_WlA/img.jpg?width=980" id="6673a" class="rm-shortcode" data-rm-shortcode-id="8552ddbfdb57f67294dddda02ad917f1" data-rm-shortcode-name="rebelmouse-image" alt="Two coworkers talk about their industry" /><p><strong>The kind of person that fails in my industry is one who won't actively listen to what customers are telling them about what they need and value, insisting that they know better.</strong> It's very easy to sell or market an existing solution and move on to the next opportunity if there's not an immediate "yes" or clear fit. While that's appropriate in some circumstances, not taking the discussion a little further will eventually limit how far that individual can go in their career and can put blinders on where the company and its products/solutions can go.</p><p>Those who find the most success are people who take the time to understand why a customer pushes back, what their pain points really are, and can offer both immediate relief as well as a longer-term plan to address all of their issues. Most customers are willing to hear the pitch, but they also want to be heard. <strong>Listening and empathy leads to loyalty and patience.</strong></p><p>And if one customer can articulate an acute pain, chances are others have it as well, which only helps marketing and product unlock better programs and solutions.</p><p><br></p><p><em><a href="https://www.linkedin.com/in/jon-weisblatt/" target="_blank">Jon Weisblatt</a> is a global business development executive with 20+ years' experience in B2B technology, marketing, sales, and partner development. He has developed and implemented programs that have reduced customer acquisition cost (CAC) to almost $0. His most recent position was leading a strategic relationships team for an e-commerce marketplace in the transportation/logistics space.</em></p>
Steve Barriault, Global Technology Sales Leader<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzMxNi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYyOTMzMjQ5Nn0.3CxjzWDPtLet95SC9ZR6q_c4nkyLDykusuln0-r6gIo/img.jpg?width=980" id="517c5" class="rm-shortcode" data-rm-shortcode-id="eaad8d1d6877f0e2fa91fcdcd0fe2609" data-rm-shortcode-name="rebelmouse-image" alt="Coworkers talk about their industry during a meeting" /><p>What type of person fails in embedded software (or software in general for that matter)? <strong>The arrogant ones.</strong><br></p><p>You know precisely who I am talking about. </p><p>That salesperson that constantly boasts how aggressive he is—and leaves a trail of disgruntled team members in his wake, both in his department and in others (and sometimes with clients, too). That field engineer that believes he or she knows the craft much better than anyone else and goes out of his or her way to make it known, belittling colleagues in the process.</p><p>They fail because our field is way too vast for anyone to understand how everything works. Software is the land of the million solutions. No solution is truly commoditized, and customization of all sorts abound. </p><p>If you are a field engineer, it becomes even more daunting—each environment or challenge you encounter will be different from the previous one. Because of this, field engineers need to be like doctors. They need outside consults at times. They often need to address problems as a team and leverage the synergies of their respective knowledge. </p><p>Even teams of one engineer need to do it. Want proof? Just look at how popular <a href="https://stackoverflow.com/" target="_blank">Stack Overflow</a> is. It contains questions from individual developers and a massive chest of answers volunteered by peers—for free. Arrogance stands in the way of that type of collaboration. <strong>Being too arrogant may cause you to adopt a lesser solution and prevent you from honing your skills to their fullest.</strong></p><p>For sales and business development pros in my field, arrogance obliterates trust, the essential currency of any business relationship. Let us be frank: many of our clients already have a stereotyped vision of what a salesperson is—and it is not pretty. Clients may even try to ensure a cocky salesperson loses.</p><p>In one particularly glaring example I remember, the salesperson that went to a customer before us tried to teach (very snobbishly) what the client should do. Or so the client told us, before giving us the contract. Because, you see, we actually listened to their needs first.</p><p>None of this should be construed as an encouragement to practice false humility. You don't want the client to feel you don't trust your solutions. But as the great Greek philosopher Socrates put it, "You need to know what you do not know." And building trust internally and externally means not being perceived as a jerk. So, leave your arrogance at home.</p><p><br></p><p><em><a href="https://www.linkedin.com/in/steve-barriault/" target="_blank" rel="noopener noreferrer">Steve Barriault</a> is a global technology sales executive with 18+ years of experience in business development on three continents. He is currently serving in a 3,000 employee-strong company providing embedded software testing solutions in multiple industries such as automotive, avionics, industrial systems, telecom, and others. Multilingual, he holds advanced degrees in business, science, and computer science.</em></p>
Susan Leys, Healthcare Coach, Consultant, And Career Navigator<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzMyMS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYyODQwMjI1N30.ClbXw5jRR1zVB5llrpQT18-hT-_Nzebs0Od7madpQNw/img.jpg?width=980" id="2c6ce" class="rm-shortcode" data-rm-shortcode-id="7416e254e122b5e46849ac20dd445a20" data-rm-shortcode-name="rebelmouse-image" alt="Professionals talk about their industry" /><p><strong>The type of person who fails in healthcare is the person who does not have a strong "why" about why they decided to become a healthcare professional.</strong><br></p><p>Throughout your career, you will make mistakes and experience challenges daily. You will need to think analytically and critically in frequently stressful situations that also require insight, knowledge, compassion, and tact. In acute care departments such as emergency departments, intensive care units, or neonatal intensive care units, your patients' status may change daily. If you don't know your "why," the compassion and authenticity necessary to have conversations with patients and families will be difficult. </p><p>There is a flow to working in healthcare, which is impressive to witness when you are with a top-notch team that is cohesive and collaborative. Whether it's preparing for a code or helping your colleagues transition patients through your department, the more adaptable and flexible you are, the easier your relationships with your team will be and the more successful you will be in your career.</p><p>Additionally, as hospitals don't close, you will most likely be asked to work on a holiday. The more prepared you are in deciding which holidays you are willing to cover, or which shifts you are ready to cover, the easier it will be to accommodate the members of your team who prefer to work different holidays or shifts. The patients and families in your care probably don't want to be in your hospital during Christmas either, so the more grounded you are in the decisions you make, the easier it will be to provide care for them.</p><p>A healthcare career can be extremely stressful and overwhelming, especially when there is a pandemic, threats of hurricanes or floods, and fires affecting our nation.</p><p><strong>Here are five ways you can manage your stress during the difficult days ahead:</strong></p><ol><li>Remember your "why": why you became a healthcare professional and the lessons you have learned and the success you've had throughout your career.</li><li>In healthcare, the term "leadership" is relative; anyone can be a leader. In high-stress situations, remain grounded and model the leadership necessary for your team to navigate your shift successfully.</li><li>Check in with your team: ask them how they are doing and if they're okay. Peer support in healthcare is essential and can be easily done when you are all together at the end of your shift.</li><li>Take care of yourself: make sure you get enough rest, nutrition, exercise, support, and spend quality time with your family and friends.</li><li>Be mindful of how stress affects you: if your stress is physical (such as muscle tension, body aches, pain, or difficulty sleeping), talk to a healthcare provider, or use physical coping strategies (such as relaxation, massage, or meditation) to manage them. If your stress is manifested emotionally or psychologically, consider writing down your feelings (or video blogging), speaking to your employee assistance provider, counselor, coach, or spiritual support to let them know how you feel. Most importantly, know that help is available for you.</li></ol><div><br></div><div><em><a href="https://www.linkedin.com/in/susanleys/" target="_blank">S.A. Leys</a> is a coach, consultant and career navigator at <a href="http://www.coachingfornurses.io/" target="_blank" rel="noopener noreferrer">http://www.coachingfornurses.io</a>. We provide coaching, consulting, and debriefing for the healthcare professionals and teams who care for all of us. Follow our hashtag #debriefyourteam on LinkedIn to receive information and strategies to assist your team with coping and retention strategies.</em></div>
Rosanne Mao, CFO/Finance Director<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzMyNC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMzAwMzk2OX0.E_OX3eY0dQao4DFI832NqR69yY7mGLVM3u8DBZ4GPBI/img.jpg?width=980" id="f153d" class="rm-shortcode" data-rm-shortcode-id="cd11450654b47341e4a69488f37af1f6" data-rm-shortcode-name="rebelmouse-image" alt="Two coworkers talk about failures in their industry" /><p><strong>The finance executive who lacks persistence and gives up too soon fails in the industry.</strong> Failure isn't permanent. Even if you're at a low point right now, that doesn't say anything about your talent or potential. Don't worry that failure will negatively impact your career. Instead, think of how it just might help.<br></p><p>Finance executives could fail if they are not persistent in learning new skills and developing leadership capabilities. Today, we look to finance leaders to embrace digital technologies and use data analytics to drive consistent and measurable growth for businesses. The CFO is perceived by the board of directors and CEO as a critical strategic business partner. Modern CFOs are expected to be key drivers of business innovation. But to successfully innovate, failure, not initial success, is the key...again and again.</p><p>Failure should be looked at as a long-term positive. When we succeed, we continue to do things exactly the same way. It's human instinct. If it isn't broken, why would you fix it? Evan Spiegel, Snapchat's co-founder, is the world's youngest billionaire. As an undergraduate at Stanford, his girlfriend broke up with him and his fraternity chapter was kicked off campus. The only user of his first company was his mom. "I really had nothing going on," he later said. His persistence went a long way, even when it felt like nothing went right.</p><p>Albert Einstein said, "If you've never failed, you've never tried something new."</p><p>Finance executives should allow employees who make mistakes to share what they've learned and what they'd do differently next time. By showcasing failure, you allow the staff to fail and learn together. <strong>Removing the stigma attached to failure will help create a workforce of innovators, and people willing to take risks on something different.</strong> Updated financial management tools are developed with the concern of business failure. Finance executives develop business continuity plans, the most important value a strategic CFO can deliver to the board and CEO. They manage financial risk to prevent loss, reduce costs, and improve margins.</p><p>Finance executives have the responsibility to drive business transformation and believe that failure leads to success. Put together a standardized set of financial metrics to share with the board of directors. Improve cash flow management and forecasting, and keep the board abreast of liquidity concerns. Increase the use of data analytics to drive improved decision making. We need to understand and conquer failure if we are ever to master success. </p><p>"After all, success is often just a moment—a goal fulfilled, soon to be replaced with new goals. But failure is the ambitious person's constant companion, often dogging us for months, years, or even decades before we finally reach our aim," the leadership coach Siimon Reynolds writes in <em>Why People Fail</em>.</p><p><br></p><p><em><a href="https://www.linkedin.com/in/rosanne-mao/" target="_blank" rel="noopener noreferrer">Rosanne Mao</a> is a CFO/finance director with more than 20 years of financial management experience in a multinational company. She's helped the company enhance cash flow, maximize corporate profitability, improve investor relationship, and reduce risk. Her leadership strategy has successfully driven company EBIT to increase by 15%. She has strategically led the enterprise digital transformation with 37% improvement in financial productivity.</em></p>
Amy Hinderer, Business Management & Operations Executive<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzgyOC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYyNTA1MTY5M30.2fc6sngWAuxfepnfIU08xBOhUd4s_694xRpc4s018ho/img.jpg?width=980" id="1a698" class="rm-shortcode" data-rm-shortcode-id="8175c4156bd337d3c53d00d8cbbed9c0" data-rm-shortcode-name="rebelmouse-image" alt="Group of coworkers discuss industry trends" /><p>As humans, we have the desire to be successful in all facets of life, whether it be professional, emotional, spiritual, or physical. We also know that we are not perfect and are bound to fail at some point in our lives. Some individuals will learn from their failures and go on to be hugely successful while others continue in a downward spiral, unable to achieve their dreams. Why do these individuals fail and the others succeed? Here are a few of the top reasons why I believe people fail, regardless of their industry:<br></p><p><strong>Lack of persistence -</strong> Quite simply, people give up too soon due to the obstacles encountered along the way. They lack the perseverance to continue and are unable to see their way forward.</p><p><strong>Lack of belief/confidence -</strong> The "self-doubt" monster creeps into one's mind and affects their actions, causing them to question all that they do.</p><p><strong>Failure to adapt/lack of flexibility -</strong> Individuals who want to maintain the "status quo" because of the "we've always done it this way" attitude will fail to learn and grow in new environments, especially the one we are currently experiencing. </p><p><strong>Plays the blame game -</strong> When the situation goes bad, unsuccessful people like to blame others. They do not want to take accountability for their mistakes. It is easier for these individuals to attribute their failures to something outside of their control.</p><p><strong>Avoids taking risks -</strong> It is easier to stay in one's comfort zone because taking risks means uncertainty, and uncertainty creates fear. </p><p><strong>Fails to admit when they are wrong -</strong> These types of individuals view themselves as infallible. If they admit to mistakes, then this could be viewed as a sign of weakness and vulnerability and their leadership may be in question. </p><p>We all can be successful. Accept the fact that we are imperfect humans and know that it is an individual's choice on how they respond to failures that will determine their destiny. </p><p>I leave you with a thought from one of my favorite books by John Maxwell, <em>Failing Forward</em>. He believes, "the difference between average people and achieving people is their perception of and response to failure."</p><p><br></p><p><em><a href="https://www.linkedin.com/in/amyhinderer/" target="_blank" rel="noopener noreferrer">Amy Hinderer</a> is a business management & operations executive with 18+ years of experience in global enterprise and start-up businesses. She has managed teams ranging in size from 10 up through ~35K supporting revenues between $2M - $9B.</em></p>
Andrea Bjorkman, HR Executive<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzY5MC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzOTY3NDA5Nn0.FPUY0yiukkqTqgV0kHNfJh7I1RqIlgULSEoGgzj587o/img.jpg?width=980" id="b8f6b" class="rm-shortcode" data-rm-shortcode-id="0ed64b2822c2c521f93b18f833df866d" data-rm-shortcode-name="rebelmouse-image" alt="HR professional talks to coworker about the industry" /><p>In human resources today, it is imperative to understand that HR should be a business partner to the entire organization, and they represent the most essential asset—the people, or human capital. Gone are the days when HR was the "HR Police" and transactional, not strategic. <strong>An individual who is not able or willing to build relationships to become a trusted partner to leadership across the organization will not be successful.</strong><br></p><p>I am a huge believer that the power of a team is the unique, individual strengths of its members. My best HR teams have the strengths identified in the <a href="https://www.gallup.com/cliftonstrengths/en/252083/relationship-building-domain.aspx" target="_blank" rel="noopener noreferrer">CliftonStrengths in the Relationship Building Domain.</a></p><p>The strengths include:</p><ul><li>Adaptability</li><li>Connectedness</li><li>Developer</li><li>Empathy</li><li>Harmony</li><li>Includer</li><li>Individualization</li><li>Positivity</li><li>Relator</li></ul><p>These strengths are a combination of talent and intentional development of skills. I really like the practices or upskilling called out in the <a href="https://www.inc.com/jeff-haden/9-habits-of-people-who-build-extraordinary-relationships.html" target="_blank" rel="noopener noreferrer">9 Habits of People Who Build Extraordinary Relationships</a>:</p><ol><li>Take the hit.</li><li>Step in without being asked.</li><li>Answer the question that's not being asked.</li><li>Know when to dial back.</li><li>Prove they think of others.</li><li>Realize when they have acted poorly.</li><li>Give consistently, receive occasionally.</li><li>Value the message while always valuing the messenger.</li><li>Start small...and are happy to stay small</li></ol><p>Be aware daily of people in your organization or community who are relationship-building experts and ask them to mentor you. It doesn't matter their role or level or even their age. Then, learn and practice every day!</p><p><br></p><p><em><a href="http://www.linkedin.com/in/andreabjorkman" target="_blank" rel="noopener noreferrer">Andrea Bjorkman</a> is an HR executive with broad-based business and HR experience. Most recently, she has taken her passion for innovative ideas to help meet underserved markets to her new role as Co-Founder/Managing Director (USA), Brand Knackstor Global, Blue Hour Moon Technologies Corp.</em></p>
Chris Rankin, Marketing Executive<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxNzkyOS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0ODY0NTE3Mn0.ovxIpCBKu4rmRGxYVab6Ur9evy6W0_sM4pTeZbu9870/img.jpg?width=980" id="7ce25" class="rm-shortcode" data-rm-shortcode-id="382482954664afe9bd76397278edef9b" data-rm-shortcode-name="rebelmouse-image" alt="Team works on a project together" /><p>Marketing has historically been a difficult profession/industry to define success and failure around. Digital, email, direct mail, call campaigns, billboards, television, and radio all have different measurements around effectiveness and tracking attribution across these non-equivalent metrics, making calculating "return on investment" difficult. Brand as defined by every touchpoint a customer has in connection with the organization can include conversations and associations outside of an organization's direct control. To add to the fun, there is no universally accepted standard for calculating the worth of emotional brand equity, an essential component driving demand. So it is understandable that success and failure in this industry is also difficult to define with marketing success examples like Facebook (worth more than their financials) and marketing failures like Halliburton (still a multinational powerhouse despite the brand's poor public reputation).</p><p><strong><a href="https://www.youtube.com/watch?v=UtKt8YF7dgQ" target="_blank">Inattentional blindness</a>, or tunnel vision, is especially dangerous for a marketing and advertising professional during an era that has been dubbed the "age of acceleration."</strong> The core of marketing and advertising is to make connections which requires attentiveness to changes and feedback. Think of it as a conversation—talking to yourself at best will get you a few raised eyebrows on the subway. Starting a conversation after buying a round for the table at happy hour will cause people to remember your name. However, if you buy a round for the table failing to notice half of them were designated drivers, then introduce a topic about raising kids failing to notice the group are a bunch of college kids on spring break, your successful tactic failed because you as an individual or brand were not attentive to who you were trying to interact with. Worse, time and technology has made people, even complete strangers, come to expect a level of familiarity from anyone that approaches them making your inattentiveness an insult.</p><p>Defining success and failure early is important. <strong>But in the marketing and advertising industry, metrics should be seen as baselines to larger aspirational and contextual definitions of success, otherwise tunnel vision can result in failure despite succeeding in meeting established metrics of success.</strong></p><p><strong></strong>Here is the<a href="https://www.youtube.com/watch?v=vJG698U2Mvo&feature=youtu.be" target="_blank" rel="noopener noreferrer"> invisible gorilla </a>exercise from Daniel Simons and Christopher Chabris studies on <a href="https://www.youtube.com/watch?v=UtKt8YF7dgQ" target="_blank" rel="noopener noreferrer">inattentional blindness</a> (also linked above). Try it on your colleagues. Remember, this is an industry about connection; the goal is not how many people watch this or how many people see the gorilla. That would be tunnel vision, excluding the insight and opportunity of the other person's reaction to the content. Instead, consider success as eliciting a reaction that leads to additional back and forth down the line.</p><p><br></p><p><em><a href="https://www.linkedin.com/in/see-a-rankin/" target="_blank">Chris Rankin</a> is a marketing executive who specializes in brand and digital strategy. Her specialty is in reimagining e-commerce to deliver digital branding experiences that augment a customer's real world. She believes social influencers are the content creators brands should partner with and enable to achieve better targeting and authenticity. She holds 20 years in marketing experience for health, technology, and fashion with an MFA from the Academy of Art University and a BA from Principia College. She believes learning from each other is the fastest path to growth and she welcomes anyone interested in swapping stories.</em></p>
Looking For A Job In The Fall? What Job Seekers Should Know As Companies Like Amazon Continue To Hire.
As the summer comes to a close and schools reopen, it's also the time of year many professionals put more focus on their careers. Whether you're unemployed, looking for a better paying job, or want to change careers, fall is the best time of year to make the career move you've been thinking about for months.
Take Advantage Of Job Fairs<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxMDczNS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1NDA5MzIyNn0.2ER2nAjhxRjfeORrspFtRg3T0fuzx8PboqudfTxa19I/img.jpg?width=980" id="f0e20" class="rm-shortcode" data-rm-shortcode-id="126a9f1879c48c7951fe34036edcb47f" data-rm-shortcode-name="rebelmouse-image" alt="Recruiter talks to job seekers at a job fair" /><p>Recently, <a href="https://www.cnn.com/2020/09/09/tech/amazon-career-day/index.html" target="_blank">Amazon announced that it will be holding a Career Day</a> with a goal of filling 33,000 job openings from corporate to tech roles. Many other large companies are also currently hiring, and you should check your local community to see if the big employers in your area are holding their own job fairs.</p><p>As a job seeker, don't underestimate how much job fairs can help your job search. Attending a few in-person or <a href="https://www.workitdaily.com/virtual-job-fair-tips" target="_blank">virtual job fairs</a> not only gives you an opportunity to grow your professional network, but you could very well connect with an employer, drop off your resume, and successfully network your way into the company. </p><p>When it comes time to interview job candidates, the hiring manager will remember you if they had a compelling conversation with you. So, what are you waiting for? Fall is the time to put yourself out there! </p>
Give Your Resume & LinkedIn Profile The Attention They Deserve<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMxMDk4OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMTA0NzU2MH0.I5aHo7zFFR4EU52rMxKhA4lR3zL3eY6iJYBQDMctWCM/img.jpg?width=980" id="cb2eb" class="rm-shortcode" data-rm-shortcode-id="9659981f3fa0ad16da860a5afe7c7778" data-rm-shortcode-name="rebelmouse-image" alt="Woman looks for a job" /><p>Everyone knows your resume and LinkedIn profile are important in your job search. But many professionals don't understand how valuable these career materials are, especially when the job market is as competitive as it is in the fall. </p><p>There are two things you can do on your resume to make it stand out to employers: <a href="https://www.workitdaily.com/quantify-work-experience-on-resume" target="_blank">quantify your work experience</a> and accomplishments, and use keywords (hard skills) to <a href="https://www.workitdaily.com/get-resume-past-ats" target="_blank">get your resume past the ATS</a>.</p><p>As for your LinkedIn profile, make sure it's helping, not hurting, your job search. Never use your <a href="https://www.workitdaily.com/linkedin-headline-mistakes" target="_blank">LinkedIn headline</a> to display your employment status. <a href="https://www.workitdaily.com/how-to-optimize-linkedin-profile" target="_blank">Optimize your LinkedIn profile</a> by incorporating as many keywords and skills as you can in your headline, summary, and skills & endorsements section.</p><p>Having a satisfactory resume and LinkedIn profile won't impress recruiters and hiring managers during competitive times of the year, like fall. Whatever you do, don't skimp on these career materials!</p>
Don't Know Where To Start? Attend Work It Daily's Next Job Search Summit.<a href="https://workitdaily.lpages.co/how-to-find-job-search-summit/" ><img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDMwNjM3NC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYwNzA3MjA4Mn0.v2WNk4FYo9MfaYHND1ICBgCgxeDljqRulGawgLMhTvY/img.png?width=980" id="d9259" class="rm-shortcode" data-rm-shortcode-id="be5f0f36741ac69ee9197d2fa4952075" data-rm-shortcode-name="rebelmouse-image" alt="Work It Daily's online job search summit agenda" /></a><p>Now is the time for you to get the education you need to improve the effectiveness of your job search. Nobody is going to do it for you. The good news is, it's not rocket science. All you need is the right tools and teachers. And at Work It Daily, we have both, all at an affordable price.</p><p><strong><span></span>Join </strong><strong>Work It Daily's founder and CEO, </strong><strong>J.T. O'Donnell, and head career coach, Ariella Coombs on Tuesday, September 22nd, 10am-4:30pm EST and learn everything you need to know about online job search in real-time, for just $10!</strong></p><p>Interested? Sign up <a href="https://workitdaily.lpages.co/how-to-find-job-search-summit/" target="_blank">here</a>!<br></p>
There has been—and most likely will always be—discussions over the “best" format for resumes. While there's no debate over the need to ensure your resume is free from spelling and grammatical errors, the debate over several key areas remains.
Duties vs. Accomplishments<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDIzOTI1NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzNzY0MjU1NH0.YXu0Yy6lJzOnqxZVwEKZpxT-5TIetMqQyM_EgfkTBj4/img.jpg?width=980" id="ecccb" class="rm-shortcode" data-rm-shortcode-id="ee7aa815580714381bd1c82bc61fd433" data-rm-shortcode-name="rebelmouse-image" alt="Woman writes down how she wants to organize her resume" /><p>The majority of resumes that we receive for review still contain descriptions of "typical" job duties, not accomplishments. The lists are often long, attempting to cover every (boring) basic duty performed without any real sense of what the person actually achieved at their previous jobs. And, typically, these lists don't even get close to describing the results of the work.</p><p>Occasionally, a resume will contain something like "Improved customer service training program." That might be a good start, but if it was a true accomplishment, it would state how it was done and what the result was—at a minimum. </p><p><strong>Here's an example of what <a href="https://www.workitdaily.com/quantify-work-experience-on-resume" target="_blank">quantifying your work experience</a> and accomplishments should look like on your resume:</strong></p><p><em>"Improved customer service training program by implementing experiential learning and a custom developed simulation that increased customer satisfaction index by 30%."</em></p><p>See how this example stated a number? That's how you get a hiring manager's attention on your resume—numbers backing up your statements.</p><p>Organizing your resume the right way starts with quantifying your accomplishments, not listing your job duties. Each of your accomplishment bullet points should spark interest and curiosity. Do this and you'll surely stand out in the hiring process. </p>
Most Important First<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDIzOTUxMi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNzQyMjQ3Nn0.ncl96YJidt-ZZNnpHF0aijjw1_DDAg6gFA0IuR9RK-Q/img.jpg?width=980" id="bfe3d" class="rm-shortcode" data-rm-shortcode-id="e7456938341a9df451df2837a2c7c4da" data-rm-shortcode-name="rebelmouse-image" alt="Man changes how he organized his resume" /><p>While in 95% of cases, your resume needs to be organized chronologically, the bullet points for each of your positions should recognize a couple of key points.</p><p>First impressions can be examined in a cyclical process. For each of your positions, a recruiter may react to the first bullet point you list in a different way than the second or third. There's a key point right there as well.</p><p><strong>Your resume is not a laundry list of everything you've done in a position.</strong> At Work It Daily, we recommend three to four solid, accomplishment-based bullet points, not eight to nine short statements that don't say much.</p><p>There's a lot of truth to the Latin phrase "omne trium perfectum" which means "All things perfect come in threes." But beyond that, the first thing listed should be the accomplishment you want a recruiter to read first. Remember, many recruiters or hiring managers are quickly scanning your resume, not studying it to see if some valuable secret is hidden in the third bullet.<br></p><p>The sooner you can stand out to the hiring manager, the less likely your resume will be passed over. </p>
Objective vs. Summary<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDIzOTU3OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwODU3Nzg4N30.STSZcxkicFJ3waT5M3-_025sxSLw9kp4phJLZcTFNbY/img.jpg?width=980" id="584b7" class="rm-shortcode" data-rm-shortcode-id="cf238dfc99df6be6f9938a73ee6a54c1" data-rm-shortcode-name="rebelmouse-image" alt="Woman organizes her resume" /><p>There is still an ongoing debate over objective versus summary statements. But let's make it simple: having an objective statement on your resume isn't doing you any favors. </p><p>Neither is a normal summary, though. </p><p><strong>At Work It Daily, we recommend an experience summary.</strong> It's much more effective at getting a hiring manager's attention than an objective statement or other type of summary, mostly because it increases your chances of <a href="https://www.workitdaily.com/get-resume-past-ats" target="_blank">getting your resume past the ATS</a>.</p><p>Basically, an experience summary is a list of skills you have that are needed for the job you're applying for. Once you organize your resume in this way, you'll never go back to an objective statement or normal summary ever again.</p>
References Not Necessary<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yNDIzOTYzMy9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY2MTg5Mzc0N30.zyErS7c1y5HbPNqwK9FKQgewkS4LG4apV_lt2ERWwjE/img.jpg?width=980" id="e3aec" class="rm-shortcode" data-rm-shortcode-id="86526e241120998ab641648496f7fae4" data-rm-shortcode-name="rebelmouse-image" alt="Man works on his resume organization skills" /><p>In today's world, often with organizations trying to make decisions quickly, your references need to be both relevant and timely. Alternatively, many organizations completely ignore any references you might provide and submit your name for a more formal background check. </p><p><strong>The bottom line is that employers know they can get references from you—you don't need to tell them that as the "footer" to your resume.</strong></p><p> The value of <a href="https://www.workitdaily.com/linkedin-endorsements" target="_blank">LinkedIn endorsements</a> is also notable here because they are a very different form of a reference. Of course, they can be driven by friends and relatives, but they can also be driven by a high volume of colleagues, bosses, and clients. They can be presented in a priority order and edited to the extent that you can discard the two endorsements you got for a skill you don't want to present as a strength. </p><p>Don't waste precious space on your resume by telling the hiring manager your references are available upon request. If you're able to follow the other resume organization tips, this one should be pretty easy to put into practice.</p>
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