Social Media Profile Fixes to Get You Hired

Social Media Profile Fixes to Get You Hired No matter what industry you work in, LinkedIn is a goldmine of professional opportunities. Savvy users know how to make the most of this social network to build their personal brand and get noticed. Here are a few lesser-known LinkedIn tricks you can start implementing today. 1. Put your best foot forwardrearrange your LinkedIn profile Did you know that you can play around with the layout of your LinkedIn profile? If you want to showcase your stellar recommendations or Ivy League education, LinkedIn offers you the flexibility to highlight those above all, enabling users to reorder the various sections on their profile pagea little like a jigsaw puzzle. To do this, hover your mouse over the arrow icon in the top right of each section, then drag and drop it into your desired position. (You'll need to be in 'editing' mode for this to work.) Don't go too crazy, howevermost people expect to see certain items in a certain order, and may be thrown off by a profile that bucks too many conventions. Take care to ensure your LinkedIn profile retains a logical and purposeful flow. 2. Use tags to categorize your LinkedIn connections Keeping track of all your professional contacts can be an onerous job, especially as your network expands, but LinkedIn makes the process easier with tags. Tags are simply keywords you can use to sort your contacts and are only visible to you. Go to your Contacts page, hover your mouse over each contact, and then click the 'Tag' option that appears. You'll also see an option to add new tags or manage existing tags in this menu. For example, you might have different tags for clients, prospects, vendors, alumni, colleagues, mentors, and former managers. You can create up to 200 unique tags at a time. There are a couple of other ways to sort through your LinkedIn connections on the Contacts page. You can sort them alphabetically or by most recent correspondence, or filter them by criteria such as location, job title, or company. 3. Export your LinkedIn connections Want a backup copy of your LinkedIn database? It's easy to transfer your list of connections. Head to your Contacts page, click the settings option (the gear icon) at the top right of the page, and then choose the Export LinkedIn Connections option under Advanced Settings. You'll then be able to export your database as a CSV or VSF file for your own records. 4. Message your fellow LinkedIn group members LinkedIn frowns upon cold contacting and spam. But one of the perks of LinkedIn groups is the fact that you can view the full profiles of other group members without being directly connected. More importantly, you can also message them privatelythere's no need to be a first-degree contact. 5. Supercharge your browser with a LinkedIn add-on Of course, not all your professional communication takes place within LinkedIn. That's where add-ons like LinkedIn Companion for Firefox come in. This enables you to see LinkedIn profile information for contacts who email you through Yahoo, Gmail and Hotmail. In addition, it offers other LinkedIn features right within your browser, including the ability to bookmark LinkedIn profiles, searches and jobs; and identify inside connections at various companies when you're scoping out potential employers. Be Well! Lisa

Extreme Job Change One Womans Story - Work It Daily

Outrageous Job Change One Woman's Story - Work It Daily Via CAREEREALISM-Approved Expert, Mary Sevinsky A multi year old female customer, Rhonda, was simply extended to her fantasy employment opportunity. Not very astounding until you hear the activity she was offered was with the FBI. She thought she was burning through her time, she educates: The FBI just recruited youthful (male) understudies. She had a partner's degree in managerial science (read secretary) earned 30 years prior and involvement with regulatory and IT positions. Most as of late, she worked in a commission just inside enlivening deals position. That is the place our work together began. At first, she messaged me to disclose because of the temperamental economy, she simply wasn't bringing in enough cash to gain a living. To put it plainly, she surveyed her vocation potential and chose to roll out an improvement. She took stock of her inclinations and abilities. Rhonda cherished being liable for her own timetable, the communication with clients, and the inventiveness engaged with focusing on proper accomplices to sell them. The main part of her IT and quite a bit of her administrative experience was with wellbeing and clinical related organizations: Insurance and Case Management. Rhonda sent me a duplicate of her resume which had a great deal of data, however it was not engaged. She was utilizing a sequential format that never really feature her aptitudes or capacities, not to mention interests! After some short counsels, she concluded she might want to come back to an increasingly steady condition, maybe taking advantage of her IT aptitudes and protection information. Be that as it may, she rushed to bring up her PC abilities were not forward-thinking. She consented to catch up on her PC aptitudes all alone however much as could be expected and would examine a few classes she may have the option to take that would make her progressively attractive in a brief timeframe outline. I had the option to change her resume fairly just by introducing her significant expertise territories into an utilitarian resume design. An impermanent measure. Rhonda noticed that she did even now have her business work and would keep on working in this limit until she discovered something that would bring an all the more consistent pay and which she delighted in. She was lucky her house was paid for and her kids developed â€" she had a touch of time to discover her concentration and work to find an occupation she truly needed in the wake of tolerating employments that went along every once in a while. At a certain point during our correspondences, I ran over a pseudo-legislative position identified with human services that necessary IT, administrative, and examine aptitudes. She turned out to be energized by this possibility and, when she pondered it, understood the most charming piece of every last bit of her employments had been inquiring about. Rhonda cherished looking into issues, betters approaches to process and track data, seeing how and why. She put these abilities to utilize becoming familiar with his position and the organization. She molded a fine introductory letter and even had the option to make sure about references from neighborhood legislators, whom she knew. We changed her resume to guarantee anybody could promptly observe she was a great counterpart for the position. She proceeded in her business position and looked and applied to different positions. Rhonda, caught up with the contact for the pseudo-legislative position. Sadly, she was always unable to get an arrival call, not to mention a greeting for a meeting. Her spirits were hosed. She turned out to be progressively disappointed by the absence of deals she had the option to make sure about in inside beautifying. She wasn't distinguishing whatever other open doors that appeared to be fascinating to her. I proposed a vocation directing meeting to solidify a lifelong arrangement for her. Getting a charge out of this article? You could get the best profession guidance day by day by buying in to us by means of email. She was 52 at that point â€" she didn't require a lifelong arrangement - she required a vocation! I didn't contend with her, yet proposed we go through an hour or so talking about her preferences, aversions, short and long haul life objectives. This, I clarified could assist us with making a profession arrangement that would give her the center she should have been effective in her pursuit of employment. We met at a café she knew close to her sea shore home. Fairly distrustful about how I could help, yet anxious to be helped in any case, she showed up with a scratch pad and pen close by. Rhonda was keen, prospective, and prepared to roll out an improvement. We discussed all the employments she had held. What did she like about them. Once more, the examination came up. PCs, obviously, she delighted in working with and individuals. She loved working self-sufficiently, yet was happy with working in an office at a work area too. As we talked, something just clicked and an idea struck me: I suggested she consider functioning as a private analyst. She halted and took a gander at me with her mouth open for one minute and shouted she had considered this before and even been offered a situation with a colleague to fill in as a private agent for protection claims. In any case, her significant other had simply kicked the bucket and she had two young men to raise. Low maintenance work in an untested field would not work for her. Despite the fact that she cherished the possibility of this sort of work at that point, she acknowledged a situation in a significantly more traditional job as a clerical specialist. It wasn't awful, she clarified. She was advanced from her administrative situation to an IT position when she indicated a bent for this. She had spring loaded up from that to in the long run fill in as an administrator in IT until the demise of a relative lead her to leave. She at that point assumed control over the privately-owned company selling inside enriching adornments. A major grin spread over her face. Filling in as a private criminologist! She had worked for a considerable length of time in a profession way that destiny had given her. My customer had not given any idea to what she may get a kick out of the chance to do as well as how to acquire work she enjoyed. She turned out to be exceptionally enlivened. She had been taking notes the entire time. She took a gander at quite a bit of what she composed and thought about this disclosure and inquired as to whether I would assist her with getting a new line of work as a private specialist. For some odd reason because of my involvement with the Workers' Compensation industry I had contacts with a few offices to whom to allude her. We arranged how to change her resume considerably further to make her increasingly alluring to this particular employment target. We talked about interpersonal interaction and different sites she could use as an asset: Delaware Job Network Examiner.com â€" Career Transition Non-conventional and work at home chances A National List of Career Fairs Activity Verbs for Cover Letters and Resumes America's Career Info Net Best Industry Job Boards Vocation Builder For sure More Resources She had the option to protect a few meetings with my gets in touch with (some of whom were not employing around then) and some with her own examination. She was generally welcomed and figured she may be offered a situation in the spring, when a portion of the organizations demonstrated they would be effectively recruiting. My customer proceeded with her pursuit of employment as she despite everything didn't have a winged animal in her grasp. She ran over an advertisement for the FBI that captivated her. She peruse and rehash it and went to the library to look at a couple of books about the FBI. She rode the web and picked up all that she could while she took a shot at her application. Rhonda called me while she was settling her application and chuckled when she revealed to me she could barely handle it: She would go after an expert job for the FBI â€" it sounded great! Be that as it may, she had concerns. They expressed they needed to enlist somebody with a four year certification and she proceeded to note they recruited school children and, she accepted, presumably chiefly male undergrads. At this point she had turned 53. She should not be applying for the FBI. Is it accurate to say that she was nuts, she addressed? I advised the government positions frequently thought about involvement with lieu of instruction in an equation based way and that, no, they didn't just recruit youngsters straight out of school. In the event that she was keen on the position and felt that she had the option to introduce the information, aptitudes, and capacities they were searching for then she ought to apply. What did she need to lose? She was required a meeting not long subsequent to presenting her application and kept on inquiring about her new potential business. Rhonda wouldn't discuss the meeting, however I envision it was extraordinary â€" a few people in suits with genuine countenances flame broiled her in a vacant white talk with room. In spite of the fact that she was anxious, she announced she felt certain and that she had progressed nicely. Rhonda was calling to tell me I was the principal individual she was calling to tell she was OFFERED the situation with the FBI. She was delighted and wary. Obviously, it filled my heart with joy, week, and possibly month. It is extremely promising to see individuals not exclusively can discover work, however ready to make sure about positions they would have never viewed as a couple of brief months back and in which they will discover joy. As grown-ups, we spend a huge piece of our lives working â€" why not plan to appreciate it? Did you appreciate this article? Peruse more articles by this master here. Mary is a Masters-arranged Career Counselor with more than 18 years involvement with continue composing, individual marking, vocation evaluation and directing. Work in non-customary specific professions and vocation changing, she can combine and center your remarkable aptitudes and capacities to get interviews for the positions you need with the businesses you need to see you. Follow her on Twitter at @MarySevinsky. Have you joined our vocation development club?Join Us Today!

Love Kids Top Careers That Will Get You Involved with Children CareerMetis.com

Love Kids Top Careers That Will Get You Involved with Children â€" CareerMetis.com It is safe to say that you are one of those individuals who have consistently thought that it was anything but difficult to construct associations with kids? Have you generally needed to make kids a piece of your career?Beyond the profoundly persuasive jobs of being a mother or father, there are unquestionably alternatives for you to consider which will offer you the chance to help with the improvement of children.evalMany of the best youngster centered vocations pay magnificent pay rates and offer you the opportunity to make a positive commitment to societyâ€"here are a couple of such professions that you should think about.1) Pediatric NutritionistevalWith the developing plague of youth stoutness, filling in as a pediatric sustenance can assist kids with receiving better dietary patterns that may profit them forever. By helping them to be more advantageous while they're youthful, you will set them up for effective and sound prospects. You can assemble dinner plans for youngsters th at incorporate nutritious nourishments that are as yet delectable enough for youthful palates.Children with certain ailments or dietary necessities may likewise look to you to devise their supper plans. You might be recruited by a school locale to administer their lunch programs or utilized secretly by a family.2) Education AdministratorIn this position, you will be liable for coordinating instruction programs for a specific childcare, preschool or elementary school. You will likewise need to oversee educators and other employees so as to ensure that they are carrying out their responsibilities correctly.Training and coaching employees might be another job that you should proceed as training chairman. Another significant obligation in this position is to speak with guardians of understudies so every youngster can have the most improving learning experience possible.3) Pediatric Nurse PractitionerIf you need a remunerating work in the medicinal services field, you might need to selec t an online pediatric attendant expert program or a program at a physical area and become a medical attendant. This sort of vocation will offer you the chance to help youngsters who require clinical consideration. Working in this position is the ideal method to assist youngsters with becoming solid and sound for later life.Your work obligations will incorporate diagnosing ailments and recommending prescriptions to kids and babies. You may likewise need to draft clinical reports and oversee new medical attendants who are entering the field. You can decide to work in an emergency clinic, pediatric office or one of numerous other clinical facilities.4) Child PsychologistevalYou can assist youngsters with managing their feelings and break down their practices by filling in as a kid therapist. Subjects that you may talk about with youngsters incorporate companion weight, harassing and communications with family members.Your position will likewise likely incorporate diagnosing and treatin g mental disarranges and helping kids adapt to specific fears. You can decide to work in private practice or in a school.Working in any of these positions will offer you the chance to assume a significant job in kids' lives. Helping youngsters since the beginning will build their odds of getting more advantageous, better balanced people as they develop into adulthood.

Things You Should Know About Resume Writing to Pass Screening Software

<h1> Things You Should Know About Resume Writing to Pass Screening Software </h1> <p>So, verify you are educated about the prerequisites and figure out how to compose continue plot first. Not continue does your resume need to contain the proper search queries and capacities, yet in any case, it likewise and to appear to be cleaned and proficient to get took note. An ATS-accommodating resume format may likewise flexibly you with a trace of what expressions to pick. </p> <p>So, as an approach to verify that the program picks your resume as a top candidate, it is important to know about the best possible approach to word and set up your resume. In opposition to what the vast majority figure, a PDF isn't the most ATS-accommodating document type. As PDF reports are now and again not discernible for ATS to begin with, in this manner it is obviously better to pick Word design. Additionally, reach data and area are clear and situated at the pinnacle of the archi ve. </p> <p>If composing are not completely happy with your new pharmaceutical deals continue, we'll happily handle any issues you may have until you are completely fulfilled composing your resume. At times once you present an application for an occupation which you will be mentioned to complete a lot of inquiries just as presenting your resume. The significant component is the way that it's extra completely free chips and attributes added to the beginning equalization gratis. </p> <h2>What to Expect From Resume Writing to Pass Screening Software? </h2> <p>To raise your chances of getting a work from home employment, you need to know how enrollment PC programming functions and the best approach to modify your resume in like manner. Additionally, it isn't about how you might want to apply your aptitudes, it's about how the business needs you to apply them. It's conceivable to discover things I'm acceptable at rather than abilities, or my absolute b est outcomes as opposed to accomplishments. In this way, 1 ability may have a bigger load in if a competitor is a fit for the activity. </p> <h2>Ok, I Think I Understand Resume Writing to Pass Screening Software, Now Tell Me About Resume Writing to Pass Screening Software! </h2> <p>Usually, businesses who hope to get colossal volumes of candidates use an ATS. In a perfect world, you wish to focus on the candidates who have just achieved the sort of objectives your position will focus on. There are heaps of individuals associated with the employing procedure. Our Professional Resume Writers know only the sort of data bosses are looking for in potential possibility to fill deals jobs inside their association. </p> <h2>Getting the Best Resume Writing to Pass Screening Software </h2> <p>Even however a human recruiting administrator may value a little pizazz, the resume robot will simply burn your resume without another idea. Realize that t he program is scanning for a particular match of the work title. The mystery is to look at the work portrayal. A business vocation specifies a mess of chances for profession advancement. </p> <h2> Most Noticeable Resume Writing to Pass Screening Software </h2> <p>Resume arranging for an ATS must be exceedingly simple to be certain the program peruses your resume effectively. There are a few procedures you may use to make an ATS enhanced resume increasingly alluring to human perusers without causing issues with the PC programming. On the off chance that you are needing a speedy synopsis about what a candidate following procedure is and how to comprehend on the off chance that it might be identified with your pursuit of employment, you can find it here. Past candidate following PC programming programs is houston's expert hand crafted thesis. </p> <h2> Most Noticeable Resume Writing to Pass Screening Software</h2> <p>Resume screening is t he system of figuring out resumes, either physically or non-physically, for the aim of distinguishing qualified applicants who may be accessible to fill a specific job. As a matter of fact, screening applications and resumes is among the most tedious enrollment process steps. The ideal method to beat the resume screening framework is to forestall it by and large. Candidate following strategies fill in as an electronic guard for a business. </p>

What Is Leadership Charisma - Personal Branding Blog - Stand Out In Your Career

What Is Leadership Charisma - Personal Branding Blog - Stand Out In Your Career What is the present appealling pioneer like: They are empowering influences enthusiastic, lively, gutsy, feisty, and possibly a tad of an ass-kicker. Research appears - They energize their staff by continually presenting new thoughts. - Have an imaginative capacity that rouses others. - Bring vitality and center to executing new thoughts. - Change with the time dangerously fast. - Consider all circumstances with one eye continually looking toward what's to come. - They accelerate procedures and produce an upper hand. They empower individuals, they don't oversee individuals. A magnetic pioneer gets millennial adherents just as Gen X and even Boomers. Regardless of whether it's called spunk, or attraction, or nearness, we search for that exceptional something in somebody who has that substance just as style. - Debra Benton is the co-writer alongside Kylie Wright-Ford of the new book The Leadership Mind Switch (McGraw-Hill, 2017)

Alexandra Levits Water Cooler Wisdom What Sets High Performers Apart

Alexandra Levit's Water Cooler Wisdom What Sets High Performers Apart Were you born to succeed? Not necessarily. As it turns out, even if you’re mid-career and feel you’ve never shined in school or work, you can completely transform your ability to contribute. I recently had the opportunity to meet David Sturt, author of the book Great Work: How to Make a Difference People Love. As he describes in his piece for Forbes, last year Sturt’s firm the O.C. Tanner Institute conducted a fascinating study on high performance work. The organization studied 1.7 million people across all industries, positions, and pay-grades and illustrated that high-performance is less an outcome of traits, but more an outcome of activity. What sets high performers apart isn’t a set of innate traits like perseverance, ambition, or intelligence, although those certainly help. Rather, high performers simply do things differently at work. O.C. Tanner found five specific activities high performers do to drive better results. These are: Ask the right questions Instead of adopting prevailing assumptions, high-performers pause and ask provoking questions that open up new lines of thinking. These questions include: “Why does this take so long?” “Why can’t we…” “What if we could…” See how things work High performers look at business and work in ways others haven’t. They always want to understand what’s working and what isn’t â€" and why. High performers enjoy taking a creation apart, searching for clues, and teasing out value. For the full post, please see Intuits Fast Track blog.

What Does Love Have To Do With Workplace Productivity - Personal Branding Blog - Stand Out In Your Career

What Does Love Have To Do With Workplace Productivity - Personal Branding Blog - Stand Out In Your Career Ill never forget my first marketing class in graduate school. My professor asked the class for the definition of marketing and we all attempted to give astute answers. I recall confidently answering with one of the most well-known, conventional definitions for marketing described as the four Ps (product, price, promotion and place) and was quickly knocked down for a more concise one: Love your customers. Admittedly, of all the lessons I learned in my MBA program, loving your customer is the one that has stuck with me most. Its wisdom is in its simplicity. It may sound corny, but loving  the source of your business and those who help make it happen is a secret to many businesses success. When you treat your employees and your customers with respect and make them a priority, they tend to reciprocate by being loyal and committed to your business. The most loving partner puts his loved ones needs first, speaks and thinks highly of that person, values her opinions, actively seeks out her approval and in every respect is extremely loyal. To quote my professor, Without your customers you have  no business so you need to know everything about them and consider all their needs as you would in a loving relationship. The most important thing in making your business successful is to fill the needs of your customers and care about their feedback.  A business is essentially reaching out to build relationships with its customers and the process is ongoing. Once a customer feels theyve been neglected, ignored or even worse, mistreated, you may hurt the loyalty youve built and could risk losing the relationship altogether.  Business owners and managers need to stay abreast of their customers’ outlook and never take their loyal customers for granted.  Nurturing relationships with your customers is a crucial part of growing a successful business. Maintaining loyal customers by loving them also holds true for maintaining loyal employees. If you want to improve productivity and increase employee retention, get your employees to love you!  Yes, I said love you. Love in the sense that they are dedicated to your cause and mission, thinking of how they can pitch in so they earn your respect, and desirous of spending time at their workplace. Glassdoors recent study, A Guide to Retaining Employees: The CLIMB Method, found that: Employees want to climb the corporate ladder in order to gain greater success, and employers should help. They suggested these five easy steps in what they call the CLIMB method so that new heights of performance and value are achieved. Challenge Loyalty Investment Measurement Building 1. Challenge.  One of the top reasons employees quit  is due to dissatisfaction with their job duties. If the employee starts a job that is different from  that which was described during the interview process, or if a long-time employee becomes dissatisfied because they are not busy, the end result can mean leaving the company. One of the easiest and least used tactics is delegation. As a leader, it is often faster and more efficient to handle something yourself. This behavior is the worst option, though, especially when you have an employee who needs and wants greater challenges. By taking time to teach and demonstrate what you need from the employee, you are building a challenging work environment for the employee to show their skills. Research shows that Millenials crave job enrichment. Offering employees more learning opportunities will decrease the likelihood of losing them to another firm who offers more stimulating work and job enrichment. 2. Loyalty. One thing you may have heard is that human resources took the “human” out of work relationships. While I don’t believe this is true, what is true is that employment laws that have been written and passed over the last forty years sometimes make people fearful of how much they can share at work. This often creates leaders who are cold and impersonal with their staff. One of the best ways to engage a staff member is to show your human side. Be sincere and honest as you share information with them. Additionally, provide feedback and recognition in a way that is meaningful to that individual. By being more personal with your staff, you will build the loyal relationship that is needed to increase the odds the employee will stay with your company. 3. Investment.  Does your company invest  in your employees? Do you provide training for all employees? Do you enhance their benefit options or lead the competition in providing matching funds for 401K plans? A key way to retain your talented employees is by showing that you are willing to give time and money to build their skills or personal wealth. 4. Measurement.  H.R. analytics  is top of mind for many HR professionals and business leaders today. Why? HR holds all the data on employees, and yet it is one of the hardest to obtain data due to lack of analytic tools. Whether it’s performance feedback, employee opinions, medical benefit usage or other data-based questions, employers need a way to collect this data in a timely and efficient manner if they are ever going to be able to analyze and use the results. As an employer, you need to do all you can to provide experiences that are not only based on measurement, but also provide opportunities so that people can  be  measured. 5. Building.  This may be the single most important step in retaining your top employees. Building is the way you not only look at their performance and value today, but it’s also the way you demonstrate your commitment to growing the team so that the existing superstar has opportunities to lead in the future. Many employers fail to recognize that it pays to develop strategies for retaining top talent as  they invest a huge amount of time and resources recruiting employees. That seems to be the consensus according to a new survey by the  American Management Association. They surveyed nearly 1,000 companies and discovered that most arent concerned about losing their employees. Heres what they found: Many employees have expressed their intention to seek a new position. How do you regard such sentiments? 69 percent:  Its nothing new for employees to keep an eye out for new opportunities, and I dont regard the present situation as something unusual.   24 percent:  This is a growing mind-set among our employees, and I expect many to seek a new job as soon as theyre able.   7 percent:  This has become a prevalent attitude among our employees and an urgent issue our organization needs to address.   In your opinion, how urgent does your senior management regard the potential or actual turnover situation? 9 percent: Very urgent 30 percent: Somewhat urgent 39 percent: Not so urgent 22 percent: Not at all urgent The problem is, if you ignore the turnover situation, it will become urgent, and then you will be severely limited in who you can hire. Harvard Business Review examines how to motivate people and discovered that while we pay lip-service to the idea that people may have non-financial motivation for their work â€" acknowledgement, appreciation, pride in accomplishment, enjoyment and so on â€" we spend all our time working out how to  incentivize  our workforce with financial rewards. Charalambos Vlachoutsicos says, “In my experience  by far the best way to motivate your employees is to find ways that they can take pride in their skills and their knowledge. When you do this, you very quickly discover that people stop being passive followers and start to share their insights and ideas. Instead of being loyal to their pay checks they become loyal to the company.” Taking an interest in your employees (by showing you are willing to give time and money to build their personal wealth) pays off in terms of building loyal employees who feel valued and therefore dont want to leave thereby reducing turnover. Great managers recognize that its their job to motivate their employees. They understand that the best way to lead, motivate and coach is to build a relationship with them. Communication is a powerful tool that leadership can use to create an environment that generates motivation. Fostering a strong relationship with employees parallels require that both parties believe that the others opinion matters, they have  mutual respect, and are committed to assisting the other person achieve success.  Communication provides information, makes employees feel important and recognized, and provides the glue that binds a workforce with their leadership and their organization. Communicate with transparency, authenticity, and clarity. Whether you have a scheduled morning meeting each day, make office rounds in the afternoon, or take your team to lunch, make it a priority to make time to talk to each and every member of your team on a regular basis. You may be busy, but, the truth of the matter is that you really cant afford not to,” Gordon recommends. The most successful coaches and best motivators  are those who develop meaningful relationships with their employees. Love for your work is obviously not the same as love in a romantic relationship but there are some parallels: A loyal employee is concerned with the businesss reputation and strives to spread good news about the firm. He shows appreciation for what the firm does for him and lets others know about his positive experiences there so the word often gets back to his manager.  The loyal employee works at enhancing the corporate culture, spends his energy seeking ways to better the business and is discreet in how he criticizes the firm. His main objective for criticism is to improve the firm and therefore he does it privately and strategically. Its the opposite of a one night stand The firm who loves  their employees will provide training and mentorship for new hires and enrichment for those who stay with the firm.  Hiring managers invest their own time in building a good rapport with their new hires and treat them with dignity. They recognize that to get to their sweet spot, where theyll be motivated to go above and beyond the call of duty, they need to consider their employees needs and find ways to accommodate them. Companies who both love their customers and who love their employees are ones who are most likely to be successful and cultivate an atmosphere of creativity, collaboration, innovation and progressiveness.  Heres twenty examples of companies that excel in the love quotient and who serve as models to all business owners! Glassdoor just released its ranking of the 50 best companies to work for in 2013.  20 of these companies are tech companies, including Apple, Google, and Facebook. Glassdoor compiled a bunch of quotes from employees at these firms, explaining why they love working where they work so much. 1. Facebook reaches about a seventh of the worlds population and gives every employee a chance to make a difference Company Rating: 4.7 CEO approval: Mark Zuckerberg, 99% Employee Feedback: “The companys leadership truly believes in Facebooks mission to make the world more open and connected. Teams are small and have a lot of autonomy, and its amazing to see how much of a difference a single person can make at this place.” â€" Facebook Product Manager (Menlo Park, CA) “Everyone there has an opportunity to make an impact. Company moves very fast and prides itself on running lean. This means autonomy and opportunity for almost every employee.” â€" Facebook Sales Director (Menlo Park, CA) “This is the best place in the world to be. Environment is all about engineers. Benefits, management, direction, culture all very very positive items about the company.” â€" Facebook Manager, IT (Menlo Park, CA) 2. Riverbed Technology specializes in networks and networked applications Company Rating: 4.5 CEO Approval:  Jeremy Kennelly, 96% Employee Feedback: “The company is evolving and growing with a cohesive story while capturing market opportunities. Working with a bunch of smart people in an open and collaborative environment is thoroughly challenging, stimulating and enjoyable.” â€" Riverbed Technology Technical Staff Member (Cambridge, MA) “Management maintains the agility and sense of community from when Riverbed was a start-up even as it grows into a billion dollar business.” â€" Riverbed Technology Senior QA Engineer (Sunnyvale, CA) “Exciting place to work with a great culture. Its great to see so many smart people pulling in one direction to get the job done.” â€" Riverbed Technology Product Marketing Director (New York, NY 3. Google received its highest employee satisfaction ranking ever and has tons of great perks. Company Rating: 4.3 CEO Approval:    Larry Page, 94% Employee Feedback:   “Lots of perks and great work life balance! Google really cares about their employees and their products and it shows. Its great to be a part of such amazing innovation, and having the opportunity to work with such great minds.” â€" Google Site Reliability Engineer (San Francisco, CA) “Google is very generous to its employees. Everyday it provides healthy and free food, drinks and snacks. There are lots of recreation and events inside Google. Employees satisfaction rate is also very high.” â€" Google Software Engineer (Mountain View, CA) “The people, the culture, and the constant innovation makes coming to work everyday a fun routine.” â€" Google Account Executive (Chicago, IL) 4. National Instruments has employee perks like on-site cafeterias and fitness centers Company Rating: 4.2 CEO Approval:    James Truchard, 0% Employee Feedback:   “They put their employees first. When other employers lay off in droves, NI hangs on, relying on cash they have consistently put away for the inevitable economic recession.” â€" National Instruments Digital Hardware Engineer (Austin, TX) “NI provides great feedback to employees in a systematic way so you know that you are doing your job correctly or if you need to improve in any way. Parties and happy hours in the office are common place and it is very easy to become great friends with your coworkers here.” â€" National Instruments Software Engineer (Austin, TX) “A youthful company with large growth and opportunities in a city that is good to start a career in. The vision of the company is unique and the upper management understands the need to invest in people (especially RD).” â€" National Instruments Staff Systems Engineer (Austin, TX) 5. LinkedIn fosters a work-hard, play-hard culture Company Rating:  4.1 CEO Approval:  Jeff Weiner, 91% Employee Feedback:   “The growth has been crazy and things are fast and loose as we figure out new space and continue to execute. I love working with so many people who are also working their dream job. You can feel it when you come to work each day.” â€" LinkedIn Employee  (Mountain View, CA) “Great people. Work hard/play hard culture. People care about each other. Nice facilities, free food.”  â€"LinkedIn Human Resources  (Mountain View, CA) 6. Rackspace management really cares about its employees and offers great perks like an on-site water slide Company Rating:  4.1 CEO Approval:  A. Lanham Napier, 98% Employee Feedback:   “Engaging, employee-centric, tech paradise full of energy and taking customer-focused leading edge technology to new places.” â€" Rackspace Product Manager III (San Antonio, TX) “Its a real joy to work with people that share your passion for service in conjunction with a love for technology. Its by far the best place Ive ever worked.” â€" Rackspace Manager (San Antonio, TX) 7. Akamai fosters a competitive culture and surrounds its employees with the best talent Company Rating:  4.1 CEO Approval:  Paul Sagan, 91% Employee Feedback:   “People, Management, Technology, and Customers that you cannot beat combined with good pay for performance, work place flexibility, and driven culture for those who like to compete and win.” â€" Akamai Employee (Cambridge, MA) “Its great seeing a company putting so much effort into getting the best talent. The people here are insanely smart, and the product set gives the company unique leverage to be successful.” â€" Akamai Senior Solutions Engineer (location n/a) 8. Workday employees know how to have fun and produce great enterprise tools Company Rating:  4.0 CEO Approval:  Aneel Bhusri, N/A Employee Feedback:   “Workday is a company full of smart and dedicated people that work their butts off. I love coming to work and being around professionals that are willing to help each other and listen to each other.” â€" Workday, Inc. Principal Consultant (Pleasanton, CA) “Great resources, great people, great culture, and free bagels! There are lots of things to do with Workday, both at and outside of work. We have fun, and we produce. Thats the way it should be.” â€" Workday, Inc. Associate Software Engineer (Pleasanton, CA) 9. Salesforce pays its employees incredibly well Company Rating:  4.0 CEO Approval:  Marc Benioff, 96% Employee Feedback:   “Great compensation, energy and culture. Integrated philanthropy from day one of your job and most managers and teams encourage it throughout your career at the company. Always innovative and usually a safe space to take risks and be creative.” â€" Salesforce.com Employee (San Francisco, CA) “Great compensation, lots of mobility win the company, great coaches among sales leadership. Market leading products and relentless pace of innovation that addresses problems customers didnt even know they had.” â€" Salesforce.com Account Executive (San Francisco, CA) . Citrix Systems provides lots of opportunities for growth within the company Company Rating:  4.0 CEO Approval:  Mark Templeton, 96% Employee Feedback:   “The career opportunities are excellent. Citrix promotes from within the company this means that managers know and understand employees.” “Very flexible and good work ethic, the people here are super friendly and they actually care about their employees.” 11. Orbitz Worldwide encourages its employees to do the right thing Company Rating:  4.0 CEO Approval:  Barney Harford, 87% Employee Feedback:   “Fast paced environment full of A players. Employees get lots of opportunities to innovate. Its the best hybrid of technology company and startup with a strong culture of doing the right thing.” â€" Orbitz Worldwide Enterprise Architect (Chicago, IL) “Orbitz seems to do a lot of promoting from within, so theres a lot of opportunity to grow and advance on both your team and in other departments in the company. Hard work is rewarded.” â€" Orbitz Technology Recruiter (Chicago, IL) 12. Mitre fosters a collaborative work environment Company Rating:  4.0 CEO Approval:  Alfred Grasso, 84% Employee Feedback:   “Very smart people, employees work together as opposed to competing against one another, valuable work, excellent work/life balance, great benefits.” â€" MITRE Lead Communications Engineer (McLean, VA) “MITRE has an extremely collegial atmosphere, where most employees are eager to help others. Education is highly touted and reimbursement is nearly unparalleled in this field.” â€" MITRE Senior International Tech Analyst (McLean, VA) 13. Agilent Technologies encourages both professional and personal development Company Rating:  3.9 CEO Approval:  Bill Sullivan, 76% Employee Feedback:   “Excellent benefits, a pension plan (!), tremendous work/life balance, and generally very skilled and dedicated colleagues.” â€" Agilent Technologies Business Process Analyst (Wilmington, DE) “Professional and personal development are highly encouraged for all employees, even if beyond the scope of your current job function.” â€" Agilent Technologies Firmware Development Engineer (Santa Rose, CA) 14. Intel provides lots of support for its employees  Company Rating:  3.9 CEO Approval:  Paul Otellini, 90% Employee Feedback:   “Education and job support is very important at Intel, which is refreshing. People are always hard working and willing to support someone who has questions or new ideas.” â€" Intel Corporation Safety Engineer (Hillsboro, OR) “Great work life Balance. Lots of Freedom to challenge yourself” â€" Intel Corporation Business Analyst (Folsom, CA) 15. Red Hat makes its employees feel like theyre making an impact Company Rating:  3.9 CEO Approval:  Jim Whitehurst Employee Feedback:   “You get to work with the brightest people in the IT industry. Pay is not bad and you get to work with fantastic open source software.” â€" Red Hat IT Consultant (Phoenix, AZ) “I feel like Im making an impact in the industry, and that my contributions are visible at an individual level.” â€" Red Hat Senior Software Engineer (location, n/a) ?16. Apple gives it employees great products to work on Company Rating:  3.9 CEO Approval:  Tim Cook, 93% Employee Feedback:   “Really great products to work on, exciting opportunities and smart interesting people to work with. There is a strong culture of focusing on the end-user experience and not irrationally obsessing with features/technology.” â€" Apple Software Engineer (Cupertino, CA) “The work you do changes the world. Love it or hate it, people know about your work. Thats more than most can dream for.” â€" Apple Software Engineer IV (Cupertino, CA) 17. MathWorks gives its employees opportunities for professional growth Company Rating:  3.9 CEO Approval:  Jack Little, 82% Employee Feedback:   “Company core values are demonstrated everyday, its not just words on the webpage. One reason I joined was the opportunity for professional growth, not only do they have courses, but the management and employees are knowledgeable and are great examples and mentors for the skills taught.” â€" MathWorks Manager (Natick, MA) “The company has had the same CEO since it was founded in 1984. Jack is building the company for the future and he is someone you want to work for.” â€" MathWorks Marketing Manager (Natick, MA) 18. Qualcomm pays its employees well and co-workers feel like family members  Company Rating:  3.9 CEO Approval:  Paul Jacobs, 94% Employee Feedback:   LIVELY is the word. Your work is well respected. Open door policy helps you to network to everyone in the office. Family like atmosphere. Many new interesting events help you keep energized with work.” â€" Qualcomm Applications Engineer (San Diego, CA) “Great benefits, competitive pay, good people, and a unique company structure and culture that sets things apart from other companies of similar size.” â€" Qualcomm Software Engineer (San Diego, CA) 19. SAP rewards its employees for taking initiative Company Rating:  3.9 CEO Approval:  Bill McDermott and Jim Hagemann Snabe, 0% Employee Feedback:   “The communication is a big factor that works for SAP. Teams can collaborate globally and get projects accomplished.” â€" SAP Sales Support Associate (Newton Square, PA) “There is always opportunity to learn at SAP. I also loved the fact that SAP values and rewards initiative. You can make anything you want out of your time there.” â€" SAP Knowledge Management Employee (Newton Square, PA) 20. Eaton empowers its employees by supporting them wholeheartedly “Management takes care of the employees.” â€" Eaton Leadership Development Program (Cleveland, OH) “This is a great opportunity to really make a difference. I feel empowered and supported by management to make positive changes. The company takes its culture and values seriously. We do business right!” â€" Eaton Product Planning (Cleveland, OH) Author: Beth  is Founder and President of Get Hired, LLC.   She advises students on how to bridge the gap from school to career.  Beth is the co-author of  From Diploma to Dream Job: Five Overlooked Steps to a Successful Career.  Her coaching assists students and career changers to successfully match their needs, interests, passions, skills, and personal goals with the needs of a sustainable industry in a sustainable location.  She is a resource for print and online media and offers workshops for University Career Service Departments, Executive Recruiters, Outplacement Services, College Guidance Counselors and College Alumni Associations. See website for more details about Beth’s services  www.fromdiploma2dreamjob.com.  Beth’s Webinar was sponsored by George Washington University’s Career Services Dept. for their worldwide alumni association:  Leverage Your College Diploma.  You can follow Beth on twitter @BethKuhel