May 2017 Jobs Report

May 2017 Jobs ReportMay 2017 Jobs ReportIn May, the U.S. economy hit a notable mark 80 consecutive months of job growth. Employers added fewer jobs than many analysts expected, however, with payrolls growing by 138,000 positions. The Bureau of Labor Statistics (BLS) also revised the number of jobs created in March and April, noting that 66,000 fewer jobs were added during those two months than previously reported.All told, the economy has added about 810,000 jobs since the departure of 2017. Thats an average of 162,000 jobs per month.Industries that created the most jobs in May include professional and business services, and healthcare. Employers in professional and business services added 38,000 jobs last month. That industry has added about 46,000 jobs per month, on average, since the start of the year. Healthcare employment rose by 24,000 jobs. Job growth in healthcare has averaged 22,000 per month thus far in 2017.According to the May jobs report, the national unemployment rate d eclined slightly to 4.3 percent - a 16-year low. The unemployment rate for workers who are 25 or older and have a college degree also decreased to 2.3 percent from 2.4 percent in April.Also of note The BLS released its latest Job Openings and Labor Turnover Survey in May. According to the report, there were 5.7 million job openings in March. Thats up from 5.1 million two years ago.

A Managers Guide to Coaching for Executives

A Managers Guide to Coaching for ExecutivesA Managers Guide to Coaching for ExecutivesAt some point in a managers career, there may be an opportunity to consider hiring an executive coach. Here are 10 questions and answers that managers may have about executive coaching. What Executive Coaching Is An executive coach is a qualified professional that works with individuals (usually executives, but oftenhigh potential employees) to help them gain self-awareness, clarify goals, achieve their development objectives, unlock their potential, and act as a sounding board. They are not consultants or therapists (although many have consulting or therapist backgrounds) and usually refrain from giving advice or solving their clients problems. Instead, they ask questions to help an executive clarify and solve their own problems. What Executive Coaches Do Executive coaches provide a confidential and supportive sounding board for their clients. They ask questions, challenge assumptions, help provide clarity, provide resources, and yes, sometimes, with permission, provide advice. They often administer and help interpret360-degreeand behavioral assessments, conduct confidential interviews to help a client gain self-awareness, and establish development goals. What It Takes to Become an Executive Coach Unfortunately, (or perhaps, fortunately, if you are interested in becoming a coach), not much. Just about any retired executive, consultant, ex-HR or training practitioner, ortherapist can call themselves an executive coach. There is no formal or required certification, although many have turned to theInternational Coach Federation(ICF) for formal certification. Who Hires Executive Coaches Companies used to hire executive coaches to come in and fix broken executives. Nowadays, most companies hire executive coaches as a way to invest in their top executives and high potentials. Its no longer a stigma to have a coach its a status symbol. While executives can hire their own coaches (usually CEOs or business owners), its more common for companies (often Human Resources) to recommend a coach to an executive as a part of an executive development program. The coachee could be newly promoted (transition coaching), be facing a number of challenges (usually involving people relationships), or is being groomed for larger roles. And yes, coaches are still hired to correct behavioral problems and help leaders resolve interpersonal conflicts. When a Manager or Company Should Not Hire an Executive Coach An executive should not hire an executive coach if They dont believe they need coaching, are not interested in feedback, and dont believe they need to change (or dont want to).They are looking for business advice or consulting, i.e., someone to solve their problem for them.Executive coaching is only a last-ditch, Hail Mary spielstein attempt to fix a failing executive who is already on their way out the door.The executive is not at the appropriate level in the organization to justify the expense of coaching.The executives manager should be working with the executive (coaching should not be simply a way to outsource challenges). What the Typical Executive Coaching Process Looks Like While there are many variations, executive coaching usually involves a series of phases, starting with intake, assessment, goal setting,and development planning, and then progressing through the development plan, with periodic check-ins with the executives manager. The process is over when the development goal(s) is achieved, or when the coach and/or coachee decides that it should stop. The typical duration of a coaching engagement is seven to 12 months. The Confidentiality of Executive Coaching When it comes to executive coaching, conversations are completely confidential between the coach and coachee. If an organization is paying for the coaching services, they may receive periodic status updates (dates, milestones achieved), but nothing else is shared without the coachees permission. Where Executive Coaching Happens Face-to-face is ideal, given that so much ofcommunication is non-verbal and it helps in building rapport initially. Its becoming more common to coach virtually over the phone (or through Skype). How Much Executive Coaching Costs Coaching is a $3 billion per year industry worldwide, and, as the Harvard Business Review estimated, the median satz for an executive coach is$500 an hour. Many coaches will charge for a six or 12-month engagement, but some will work on an hourly basis. Where You Can Find an Executive Coach There are many ways to find an executive coach. Your own company may already work with a number of trusted coaches. Executive recruitment or outplacement firms often provide coaching services or work on a referral basis with independent executive coaches. Word of mouth referrals from other executives can be a source in fact, many of the most successful coaches dont even advertise. When selecting an executive coach, chemistry is important, so its best to interview a few for fit.There are also several resources for locating an executive coach, including The Center for Creative LeadershipThe International Coach Federation(ICF)The Coaches Training Institute(CTI)Right ManagementThe Marshall Goldsmith Coaching Network

Can You Name 10 Companies Youd Work For

Can You Name 10 Companies Youd Work ForCan You Name 10 Companies Youd Work ForUse this career planning guide to figure out where else you may want to work, and to have a plan if you get fired.There was a time when you could count on your employer to take care of you for the long haul. Youd graduate college, join a large corporation, stay there for forty years and retire clutching a gold watch. The company laid out your career path, your pension, and your progression through assignments.Yep, there was a paternalistic moment in American corporate history.This is not that moment.Given upheavals this past decade, you never know when your present employer is going to retrench, reboot, release you. Theres nothing less welcome than an unexpected and involuntary separation from a decent paycheck and a warm cubicle.So it is far, far better to keep yourself in the drivers seat and do heads up career planning keeping one eye on the future of where youre going is the best way to make sure you s tay geldschrank and comfortable in where you are.Youd prefer a running start should something ever go wrong with your current company, which is why its smart to have an updated list of 10 companies that youd like to work for in the future should the occasion require.Can you name 10 companies youd like to work for, or that youd enjoy working for? Can you do it right now?The important thing is to have a list - a list of companies youre seeing on the side - and for you to keep tabs, develop relationships, and ingratiate yourself further with the people and operations of those ten businesses. Keeping the number somewhat small is the only way to keep it manageable. You cant possibly track 20 or 50 companies, so by keeping your efforts focused on just 10, youll get far more deeply entrenched in your select list.By taking interviews, collecting information insights, and steadily growing your contacts at each of those ten companies, youll create a safety web for yourself in case of emerg ency. The bonus is that this strategy also pays benefits today by keeping you apprised of whats happening in your industry.InterviewsYou should interview at one of your side companies each season taking the opportunity every three months to keep your interview skills sharp, and dig deeper into the business and people of that company.Its fine to interview on the basis of informed curiosity. You cant do it at the same company every year, because youll lose credibility, but interviewing at a rotating cast of interesting backup employers over a four or five year period makes sense.When pressed, you can share Im not looking, but Im always interested in what opportunities are developing, networking with people in the industry, and frankly, seeing how effective the competitions recruiting process is.Its a great way to keep up on whats going on in the market and understand what your competitors or peer companies are up to. Youll better understand the motivations and viewpoints of other peop le in your industry and may come away with inspiration for your own day-to-day work.One important wrinkle make sure to send gracious thank you notes thanking the contacts youve made for their generous time and attention. Mentioning a particular insight that you gleaned from your conversation is very helpful for establishing rapport for the future. Especially as youll be doing this regularly, you want each person in the industry to feel as great as possible when you turn them down.Information insightsGetting closer to your ten companies isnt just about interviewing with them but also networking with people who currently work there. And networking is something that you can do far more frequently than interviewing its easier to get started, its far less awkward, and its good to be a little bit social with your peers.Set a goal of meeting with somebody from just one of your target companies each month. Could be a friend, a fellow college alum or a former co-worker who has landed there. Or you could be trying to meet wholly new people you could go to a Meetup, a speaking event, or a product launch.Share your interest, and feel free to indicate that its not deadline-driven, and that theres no particular outcome youre looking for other than learning more about one of your company crushes Im not looking, but Im just so intrigued by what youre doing in my area of expertise that Id love to learn more.Increasing your contact baseUse your networks - your online social networks, your offline social networks, your college alumni and former work colleagues - to steadily increase the number of people you know at each of your ten companies.Who else should I get to know here? is a particularly effective way to leverage your existing contacts.Over a five-year horizon, youll have interviewed 20 times at these companies. Youll have met 60 people working there. And youll know far more about their internal workings, market outlook, and employment possibilities than any other cand idate or person looking for work there.So should a downturn come, or the Grim Reaper snatch your company from this mortal coil, youll have your ten lifelines at the ready.And thats how you stay ahead and stay afloat in this modern, maddening economy.Have a great week, ReadersIm rooting for you.

What wall climbing taught me about powerful presentations

What wall climbing taught me about powerful presentationsWhat wall climbing taught me about powerful presentationsOn belay Belay onIf youve ever taken rock or wall climbing lessons, you are familiar with this call and response. Belaying refers to a variety of techniques climbers use to communicate and keep each other safe during a climb. When the lower climber (the belayer) has secured the rope, she calls up, On belay. My translation Ive got your back. Youre good to go. The higher climber then responds, Belay on, before moving to the next hand or foothold.Tethered together and perched on the side of a mountain (even one made of concrete), its not hard to see why strong communication is essential for a team. Your life is literally in anothers hands. But the concept of being on belay applies to any activity requiring a high level of performance. Lets consider how this concept applies to giving presentations as a team or individually.Belaying is all about mindsetYes, I first learned ab out belaying when wall climbing with my son. But Ive since applied the concept to many aspects of my life because at the core, belaying is all about mindset. Its knowing that you arent going to fall. Its knowing that a small mistake doesnt spell failure or disaster. Whenever I prepare for a presentation, I come back to the idea of being on belay. I ask, what do I need to feel confident that Im good to go?The answer, of course, varies depending on the type of presentation, the anticipated audience, the venue and whether Ill be alone on stage or speaking as parte of a team. Let me explain further.How to be on belay as a teamIf youve ever been part of a group presentation, you know its very different from presenting by yourself. For one thing, theres a lot more to think about.For exampleContinuity of content.Presentation dynamics.Each team members specific role.The approach (or tone) of individual components.The logistics of the interactions between team members during the presentation .You want to make aya every member of your team understands each element to avoid any weak links in the chain. Additionally, maximizing the expertise of each speaker depends on ensuring everything runs like clockwork from start to finish. When its done right, the results speak for themselves. Whether youre presenting with a team of two, three or seven, its absolutely critical to be on belay for each other.Here are a few keys to a winning team presentation.Practice out loud both individually and as a teamRealize that a presentation thats well done on paper is only about 70% done in reality. Until youve rehearsed out loud, you cant truly tell what works and what doesnt, what wording trips you up, what concepts are too complicated for even the most attentive audience or what just doesnt sound like you.This is especially true if youre presenting as a team and several team members have contributed to the writing of the presentation. It is essential that each team member practices his par t and feels comfortable with the wording and ideas contained there.Rehearsing together as a whole team is also crucial to success. I once worked with a sales team who came to me after a pitch had fallen flat. The client feedback was that they didnt present themselves as a team. Yikes One of the first questions I asked was whether they had rehearsed ahead of time. Their answer, of course, was that they practiced on the drive in. Sorry. Thats no substitute for a complete team rehearsal. Put in the time and see the results for yourself.Rehearse handoffsBesides making each team member comfortable with his role, rehearsing also helps teams develop smooth transitions. Decide in advance who will open, who will close and - especially important - how youll transition from one speaker to the next. A strong open and close, as well as smooth transitions speak volumes and differentiate you from your competition. Figuring it out on the fly also says a lot - and not in a good way.The whole team is always onAnother element of a truly polished team presentation is remembering that the whole team is always on during the presentation. You want to look and act like a team throughout. Keep in mind that even when you dont have the mic in your hand, members of the audience can see you. If you look bored, grimace, or interrupt a teammate while shes presenting, it reflects poorly on the whole team.Team members should all look engaged, supportive, and affirming from beginning to end. Being on belay for your team means that you are all responsible for the success of the presentation. Dont single anyone out. Work together and youll have the audience eating out of the palm of your hand.How to be on belay as an individualWhile it may not be as obvious, you can also be on belay when giving a presentation individually. Again, go back to the belay mindset. What do you need to feel confident that you are good to go? This is what I call being on belay for yourself.Practice out loudJust as su ccessful teams practice and rehearse together, successful individual presenters always practice out loud. While you might think youre ready to go after reading through your presentation and practicing in your head, remember your reading speed likely varies from your speaking speed.Practice out loud to locate awkward phrasing and word choices that might trip you up. Consider gathering a group of trusted friends or colleagues for a practice session. That has the added bonus of giving you feedback from live audience members. Those listening dont need to know much or anything about the subject matter to give you meaningful feedback.Profile the vorstellung and logisticsEven experienced speakers can get tripped up by an uncommon venue or logistics that catch them off guard. Remember giving a presentation requires a high-level of focus. If youre not on belay for yourself, even small surprises can throw you off.For instance, if youre used to speaking with a lapel microphone, using a handhel d mic might feel awkward. Suppose you like to use hand gestures to emphasize points. Having to hold a mic in one hand can feel really constricting. It may also hard to know how close to your mouth you should hold the mic.Knowing ahead of time exactly what youre walking into helps you avoid these types of awkward moments that can erode confidence. So, if possible, visit the location where youll be giving the presentation ahead of time. At the least, talk with the event organizers and ask them about the logistics. While these may seem like small issues, Ive seen presenters stumble and lose their audiences for even less.Have a plan for any unpredictable issuesOne of the most important reasons to be on belay for yourself is so that you can handle any unpredictable issue during the presentation with poise. In a perfect world, audiences would judge our words and our words alone. In reality, your audiences perceptions are colored by all kinds of things from how you dress to how you deal wi th issues that are not your fault.What if your PowerPoint doesnt work? What if your clicker stops working? What if youre using a teleprompter and it stops scrolling in the middle of your speech?I recall one big government presentation I was giving regarding environmental regulations. With legal presentations, precise wording is critical. So, the speech was carefully scripted. I was also presenting with a partner, who spoke first. When my turn to speak came, I realized my partner had accidentally taken two of my pages.Fortunately, because we had practiced together, I had the presence of mind to walk over to him and calmly ask for pages 9 and 10. He quickly found them, gave them to me, and I continued with the presentation.Because I was on belay for myself in that moment, I stayed calm and handled the unpredictable issue almost without skipping a beat. Thats the power of having a plan and knowing you wont fail.Concluding thoughtsWhen youre on belay for your presentation team or for yo urself, you can maintain a controlled mindset. You are confident and have the presence of mind to stay focused even during unpredictable situations. This is one huge key to giving a powerful presentation. Are you on belay?Stephanie Scotti is a strategic communication advisor specializing in high-stakes presentations. She has 25-plus years experience of coaching experience and eight years teaching presentation skills for Duke University. She has provided presentation coaching to over 3,000 individuals in professional practices, Fortune 500 companies, high-level government officials and international geschftlicher umgang executives. Learn more at ProfessionallySpeaking.net and ProfessionallySpeakingBlog.com.This article first appeared on If you enjoyed this article, sign up for SmartBriefs free e-mail on leadership and communication, among SmartBriefs more than 200 industry-focused newsletters.

Customer Service Supervisor Resume Secrets That No One Else Knows About

Customer Service supervisorin Resume Secrets That No One Else Knows About The Customer Service Supervisor Resume Stories Take note of the various strategies and tactics implemented in the customer service delivery so you may attribute the results with the correct actions. By listening effectively to discover the source of issues, and communicating in a very clear and friendly way, the Customer Service Representative has the capability to address the matter and offer a positive customer experience. To compose the objection section of a customer service resume, you will need to discover the big tasks to be done at work. This advice will be able to help you land your next position in the present job marketplace. You dont need to include things like every very small responsibility held in each position. After you have your objective statement listed, you wish to incorporate any expert experience you have thats related to the position. For instance, lets say youre unable to manage a customers problem and will need to transfer them to a different department. You cannot permit a customers negativity to influence the manner in which you treat them. As a result of array of people who may apply, recruiters find big volumes of consumer service resumes in their inboxe. Mention related products and unique offers though you assist customers, how you convince customers searching for information. Customers will encounter an issue that isnt covered in the organization training guide, or else they wont respond how you expect them to. The 5-Minute Rule for Customer Service Supervisor Resume There are a lot of soft skills you should cultivate if you intend on working in customer support. For those who have a lot of experience in customer support, you can want to use a combination format to highlight both your years of expertise and accolades. Leadership abilities and the capability to multitask are a few of the most essential qualities a customer service free can po ssess, in my opinion. Candidates with good customer-service abilities and who have experience utilizing computer computer software applications should have the very best job prospects. Think of the main portions of your qualificationsthe things which you would want to have an employer to know right off the bat. There are lots of things to consider and most importantly, is the trustworthiness of the service you decide to use. For starters, you will need an opening statement thats interesting completely free makes your intentions clear. In reality, admitting that you arent sure of the solution, but reassure the customer youll discover a person who can, is an excellent way to demonstrate transparency and build trust.Find out whether you are eligible for practically any unemployment benefits. If youre ready to demonstrate that youre a dedicated employee, then your resume has a greater possibility of making its way to the peak of the stack, above applicants with the exact saatkorn skill collection. Then ask how youre able to be of service, without assuming that theres a problem to start with. A good deal of training enters the introduction of a superior customer service person. New Step by Step Roadmap for Customer Service Supervisor Resume Writing an acceptance letter is truly very simple. Check to guarantee youre providing all of the info required and clearly define your skill sets concerning application requirements. Skills lists generally speaking are tools you may utilize to help craft your application materials before you decide on a particular position. Some customer service resume samples are offered on the net, and they might have the ability to give additional practical tips regarding inclusions, but they might not always have the most optimum structure. The Fundamentals of Customer Service Supervisor Resume Revealed All that hard work can be undone in a couple of minutes with negative customer support. There are a couple skills hiring ma nagers search for on your customer service resume. If youve ever worked in customer assistance, you are aware that it is a job which might not be glamorous, but is totally required. Every customer would like to feel important, although your attention could be pulled in many directions. Be proactive, and make it quite clear what you are going to be following up on and when youre going to be contacting the customer. Such feedback may give the supervisors valuable information concerning the customers degree of satisfaction. Its not useful to the customer with the complaints in the event the customer service representative doesnt understand how to offer assistance over the telephone. As youre going to learn how to create a kickass customer service resume. An energetic and quick learner whos committed to excellent customer support. A premium quality sample customer service resume will incorporate numerous suitable key terms and phrases that could include things like phrases like cu stomer satisfaction, customer retention, processes or efficiency, based on the particular job.

[Webinar] Tricks to Getting More Applicants - Spark Hire

Webinar Tricks to Getting More Applicants - Spark HireConsistently Attract the Right CandidatesHalf of HR managers have open positions without qualified applicants, according to CareerBuilders 2019 Hiring study. Yet the same study found a wealth of workers willing and anticipating changing positions within the year. So where is the disconnect coming from?Some hiring pros would blame the job market and superior offers from companies competing for similar talent.But the best hiring pros rise above market conditions and learn to make the job market work for them.Best yet, next level hiring teams overcome these common hiring challenges without spending more money. Think you can become the hero of your stagnating open positions?On Wednesday, July 17th at 1200 pm CDT, youll find out Spark Hires Growth Recruiting Webinar series hosts Ryan Kohler, Founder and CEO of ApplicantPro as he explains how you can master the application process and drive more qualified candidates into your open posit ions.Click here to register for the webinarHeres what this webinar means for youConsistently Attract the Right CandidatesWhen you deutsche post dhl a job ad you want applications to flood your inbox. Ideally, you receive tons of top tier, qualified candidates to review. If your flood is more like a small stream, frustration builds for the hiring team and especially the hiring manager. Its crucial to be able to hire a quality new employee, no matter the position, time of year, or external factors.Understand the Markets ImpactThe best way to wrestle control away from the job market is to understand it. Beyond understanding the market, you have to figure out where your organization fits into the mix. This knowledge will allow you to learn how to change with the flow of the market and stay relevant to potential candidates.Increase Candidate InterestEven for passive candidates and job seekers happy with their current job, your company can carry a positive employer reputation. When youre known as a company that supports its employees, pays fair wages, and has a positive company culture, you become a point of first application when someone opens themselves up to a new job search, or recommends a company to someone looking for a new position.About the WebinarJoin Spark Hire, and ApplicantPro for a presentation webinar on Wednesday, July 17th, 2019 at 1200 pm CDT. Founder and CEO of ApplicantPro, Ryan Kohler, has a mission to help companies, managers, and HR teams improve their hiring results. He understands the gaps between an organizations vision and your teams goals. Learn his strategies to drive more applicants, increase candidate conversions, and more on the webinarClick here to register