Children of divorce are less likely to receive higher education

Children of divorce are less likely to receive higher education Children of divorce are less likely to receive higher education Understanding The Mechanisms Of Parental Divorce Effects On Child’s Higher Education  is a new paper hailing from The National Bureau of Economic Research, conducted by teams from the National Chinan University and the National Taiwan University. Authors, Yen-Chien  Chen, Elliot Fan, and Jin-Tan Liu analyzed 1 million siblings to understand how divorce affects educational achievement.Their review found children whose parents divorced when they were between the ages of 13 and 18, exhibited a 10% less likelihood of university admission at 18. In order to determine if this figure was informed in any way by economic factors, the researchers observed the very same age range in instances of job-loss, finding it had very little effect of educational attainment. Follow Ladders on Flipboard! Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more! The study’s abstract more neatly summarizes with the following: “These results imply a minor role played by reduced income in driving the parental divorce effect on the child’s higher education outcome. Non-economic mechanisms, such as psychological and mental shocks, are more likely to dominate.” Not only did job loss prove to be an unreliable measure of the likelihood  of a child getting into a university the researchers found no notable correlation between job loss and the dissolution of family dynamics. Family dissolution and education attainmentGirls and boys were found to be equally vulnerable to this divorce predictor, with younger teens being the most susceptible. In fact, the younger the child was when the divorce occurred the less likely they were to receive higher education.  Younger children are more likely to feel  disbelief after a divorce and to describe their disposition as anxious, whereas teenagers were more likely to say they felt angered.An independent study published in The Proceedings of National Academy of Sciences,  also published this year, noted a similarly adverse divorce-educational attainment relationship documented more recently by the Taiwanese researchers. Much of the data overlapped, except the former additionally observed divorce to be more traumatic for kids from well to do families, wherein divorce stats are comparatively low. The researchers reported in the study, “Parental divorce may trigger an acute sense of deprivation among these relatively a dvantaged children, whose peers tend to be likewise advantaged and for whom family instability is uncommon and comes as a shock.”These children expressed the most difficulty with their schooling. To put it more directly, children that were apart of families with a  low likelihood of divorce seem to have the highest rates of educational attainment, though they were also those most impacted when the divorce occurred.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Customize this Outstanding Restaurant Management Resume Template

Customize this Outstanding Restaurant Management Resume Template Customize this Outstanding Restaurant Management Resume Template Crafting an excellent resume is the perfect way to demonstrate your unique skill set for the restaurant industry. Restaurants are always in need of skilled managers, and a resume provides an invaluable opportunity to display your qualifications to a potential employer.List previous restaurant work history in the experience section to distinguish yourself from other job seekers. Strong leadership skills and experience working in a team environment are valuable traits to put on your resume. Also, most management positions require a high school education, but you can list any additional courses related to leadership training in the education section.Take a look at the restaurant management resume template below to find more ways to create an effective resume. Create ResumeRenee Ellington100 Main Street, Cityplace, CA, 91019Home: (555) 322-7337Cell: (555) 322-7337example-email@example.comSummaryI will have my associates degree in December of 2013, with a few business classes. I have work ed for Subway over two years. I am the assistant manager at Subway in Moscow Mills. I was also the acting manager for two months while the full time manager was out of the country. I have done all the requirements through corporate Subway to be a manager. I also do all daily requirements of the job and any left over manager tasks like inventory, deliveries, and scheduling.HighlightsStrong leaderSupervisory skillsHiring and trainingAdaptableStable work historyOperations managementAccomplishmentsWhile I was acting manager both cooperate inspections were very good.In less then a years time I was promoted twice.ExperienceSubway October 2012 to Current Assistant ManagerMoscow Mills, MissouriI am the supervisor over the night shift specifically. I do all the main tasks for the night including cash in, cash out, daily inventory count, prep, and also customer service. I take over all other responsibilities when the manager is out of town. I do the weekly inventory count, do change order th rough the bank, unload truck, inter in deliveries, and making the schedule.EducationSaint Charles Community College 2013 Associate of Science Cottleville, MO, United StatesCoursework in Business, Restaurant and Hotel ManagementCustomize ResumeMore Food and Beverage Resume TemplatesExperienced Restaurant Management Resume TemplatesEntry Level Restaurant Management Resume Templates

Where The Federal Jobs Are - Department of Agriculture

Where The Federal Jobs Are - Department of Agriculture Where The Federal Jobs Are - Department of Agriculture Where The Federal Jobs Are Department of Agriculture “WHERE THE FEDERAL JOBS ARE” FEDERAL AGENCY SERIES PART 6: WHAT YOU SHOULD KNOW ABOUT The DEPARTMENT OF AGRICULTURE (USDA) Website: usda.gov/wps/portal/usda/usdahome Secretary: Tom Vilsack (2009 â€" present) Headquarters: USDA Headquarters are located in Washington, D.C. The Department also has more than 4,500 locations across the country and abroad. Mission: To facilitate the marketing of livestock, poultry, meat, cereals, oilseeds, and related agricultural products, and promote fair and competitive trading practices for the overall benefit of consumers and American agriculture. The USDA has also adopted “mission areas” relating to a number of its component agencies. Strategic Goals: USDA adopted 5 Strategic Goals articulating its priorities for Fiscal Year 2014-2018: Assist rural communities to create prosperity so they are self-sustaining, re-populating, and economically thriving Ensure our national forests and private working lands are conserved, restored, and made more resilient to climate change, while enhancing our water resources Help America promote agricultural production and biotechnology exports as America works to increase food security Ensure that all of America’s children have access to safe, nutritious, and balanced meals Create a USDA for the 21st century that is high performing, efficient, and adaptable Number of Civilian Employees: Close to 100,000 employees. USDA Organization Structure: Comprised of 17 Agencies and a number of policy and administrative Offices. USDA Agencies: Agricultural Marketing Service. Administers programs marketing U.S. agricultural products, including food, fiber, and specialty crops. Identifies and promotes development of marketing opportunities;  conducts and supports research and information on farmer direct marketing activities. Approximately 4,000 employees including agricultural commodity graders and marketing specialists. TIP 1: The Agricultural Marketing Service recruits employees for AGRICULTURAL COMMODITY GRADER positions (GS05/09) across the country. These are often entry-level positions filled through either open, continuous Announcements or via the RECENT GRADUATES PROGRAM as 1-year appointments. Access these positions through the USAJOBS.GOV website. Agricultural Research Service. USDA’s principal in-house scientific research agency. Administers 17 National Programs conducting over 750 research projects in animal and crop production and protection, human nutrition, food safety, bioenergy, and the environment. Has 90+ research locations, including overseas laboratories. Approximately 8,000 employees (including 2,000 scientists and post docs) in D.C., across the country in area and state offices, and at 3 biological control laboratories. The Service has opportunities for scientists, postdoctoral research associates, budget specialists, IT specialists, program analysts, international affairs specialists, and other professional, trade, and support occupations. TIP 2: Recent recipients of PhDs may find the Agricultural Research Service’s POSTDOCTORAL RESEARCH ASSOCIATE PROGRAM to be an interesting opportunity. The program provides for short-term, non-career appointments; for further information see ars.usda.gov/careers/postdoctoralresearch.html Animal and Plant Health Inspection Service. Protects U.S. agricultural health, manages wildlife damage, regulates genetically engineered organisms, and administers the Animal Welfare Act. Develops and advances science-based standards with trading partners. Approximately 5,500 employees including biologists, veterinarians, plant health specialists, agriculturalists, and financial/contract/IT specialists. Center for Nutrition Policy and Promotion. Develops and promotes guidance linking scientific research to consumer nutritional needs. Sets priorities for nutrition research. Establishes federal nutrition policy through Dietary Guidelines. Located in Alexandria, Virginia, its staff includes nutritionists, nutrition scientists, dieticians, economists, and policy experts. Economic Research Service. Principal social science research agency. Serves as a primary source of economic information, research, and policy on agricultural issues. Conducts research; analyzes food and commodity markets; produces policy studies; and develops economic and statistical indicators. Approximately 300 employees, many specializing in agricultural economics, economics research, and social science analysis. TIP 3: The Economic Research Service was ranked #40 among 320 Agency subcomponents (the highest ranking of any Department of Agriculture agencies).in the Partnership of Public Service’s Best Places to Work in the Federal Government, 2015. TIP 4: The Service has a Postdoctoral Program in Washington, D.C. providing temporary, 2-year appointments for economists and social scientists. For more information, see ers.usda.gov/about-ers/careers-at-ers/employment-opportunities/ers-postdoctoral-program.aspx. Farm Service Agency. Administers farm commodity programs; farm ownership, operating, and emergency loans; conservation and environmental programs; emergency and disaster assistance; and domestic and international food assistance. Its programs are delivered through an extensive network of field offices in over 50 State Offices and 2,200 USDA County Service Centers. Approximately 4,000 employees in positions including loan specialists, and county operations technicians. Food and Nutrition Service. Administers the USDA nutrition assistance programs (Including Women, Infants, and Children [WIC], Supplemental Nutrition Assistance Program, and school meals) that provide children and low-income people access to food, a healthful diet, and nutrition education. Approximately 1,400 employees including nutritionists and program specialists, program and management analysts, financial managers, and IT specialists. Food Safety and Inspection Service. Public health agency ensuring that the Nations commercial supply of meat, poultry, and egg products is safe, wholesome, and accurately labeled. More than 9,500 employees work in D.C., numerous field offices and laboratories. The Service coordinates inspection and enforcement activities in over 6,000 federally inspected establishments across the Nation. Staff include food inspectors, consumer safety inspectors, veterinary medical officers, scientists, data analysts, policy writers, contract specialists, financial analysts, IT specialists, investigators, food safety health educators, and risk managers.   TIP 5: The Food Safety and Inspection Service posts ‘continuous job announcements’ (typically open for 1 year) for intermittent Entry level (GS 05/07) Food Inspectors at hundreds of locations throughout the country. Intermittent positions are “excepted service” appointments and may be limited in hours and shifts. There are also full-time permanent openings across the country, under continuous job announcements, for GS 11/12 Public Health Veterinarians. Foreign Agricultural Service. Improves foreign market access for U.S. products and administers market development and export financing programs. Helps U.S. exporters develop and maintain markets overseas for U.S. food and agricultural products. Assists developing countries improve their agricultural systems and build their trade capacity. Its programs include trade policy, export assistance, data and analysis, and food security. Approximately 600 employees including economists, trade and data analysts, program managers, and engineers/architects. In addition to its D.C. office, the Service has a global network of 93 offices covering 171 countries staffed by agricultural attachés and locally hired agricultural experts.   TIP 6: The Foreign Agricultural Service has international development positions in Washington, D.C. at USDA headquarters as well as positions detailed to U.S. Agency for International Development (USAID) headquarters. Occasionally, positions are available overseas. These are a mixture of career positions  and  â€œSchedule B” appointments (non-career, excepted service, for a limited term up to 5 years, often with the possibility of 1 or more renewals). Forest Service. The largest forestry research operation in the world â€" managing 193 million acres of public lands in 155 national forests and 20 grasslands. The Forest Service has more than 30,000 employees engaged in hundreds of occupational series including biological science, forestry, forestry research, and natural resources. Also employs a team of wildland firefighters. TIP 7: The Forest Service (as well as the Department of Interior’s Bureau of Land Management, National Park Service, and U.S. Fish and Wildlife Service) employs many wildland firefighters. See fs.fed.us/wildlandfire/. Grain Inspection, Packers and Stockyards Administration. Facilitates the marketing of livestock, poultry, meat, cereals, oilseeds, and related agricultural products. Promotes fair and competitive trading practices for the overall benefit of consumers and American agriculture. National Agriculture Library. One of the world’s largest agricultural research libraries and 1 of 4 national libraries in the U.S. Located in Beltsville, Maryland, the Library employs approximately 200 staff in library services, information systems, and data engineering and management positions. National Agricultural Statistics Service. Federal agricultural statistical agency providing objective, accurate, and timely statistical information and services. Conducts hundreds of surveys every year and prepares reports on broad range of U.S. agricultural issues. Every 5 years, the Service conducts the Census of Agriculture, the only source of uniform, comprehensive agricultural data for every county in the U.S. In addition to D.C., the Service has 12 regional offices and 46 state field offices across the country. It also provides technical assistance and training to international agricultural projects and conducts surveys for other agencies and organizations. Careers include: mathematical statisticians, agricultural statisticians, survey statisticians, and IT specialists. TIP 8: RESEARCH FELLOW AND ASSOCIATE PROGRAM. The American Statistical Association in cooperation with the National Agricultural Statistics Service (NASS) conducts a Research Fellow and Associate Program providing research opportunities in statistical theory for Ph.D. applicants. Selected Fellows and Associates typically work for an academic year and receive stipends. They conduct research in residence in Fairfax, Virginia. For more information, go to: nass.usda.gov/Research_and_Science/asa-nass.php. National Institute of Food and Agriculture. Supports research, education, and extension programs in the Land-Grand University System by helping to fund the System at the state and local level and providing program leadership. Collaborates with over 100 partner organizations such as Historically Black Colleges and Universities, Hispanic-serving institutions, and Tribal colleges. Approximately 350 employees. Natural Resources Conservation Service. Provides leadership in partnership efforts to help people improve natural resources and environment on private lands through scientifically based, locally led voluntary conservation efforts. 90% of its approximately 11,500 employees work in the 2,900 offices outside of Washington, D.C. The Service includes State Offices, Service Centers, and National Centers. Positions include conservationists, agronomists, natural resources specialists, scientists and engineers, and program analysts. TIP 9: The Natural Resources Conservation Service has an excellent career planning website to help prospective and established employees identify career paths and browse careers in soil conservation, soil science and engineering. See nrcs.usda.gov/wps/portal/nrcs/main/national/careers/plan/ Risk Management Agency. Improves economic stability of agriculture through a secure system of crop insurance and risk management tools. Administers the Federal Crop Insurance Corporation programs. Employs approximately 450 staff in regional and compliance offices around the country. Rural Development. Offers rural business and cooperatives loans, grants, loan guarantees, and technical assistance to support housing, economic development, health care, first responder services, and infrastructure needs. Has a $200+ billion loan portfolio to bring enhanced economic opportunity to rural communities. Employees operate from Washington, D.C, St. Louis, Missouri, and In 47 State Rural Development offices across the country. Staff include agricultural economists and rural sociologists. USDA Offices (with brief mission descriptions if not otherwise evident) Departmental Management National Appeals Division (conducts administrative appeal hearings of USDA adverse program decisions and reviews hearing officer determinations) Office of Advocacy and Outreach (improves access to USDA programs and improves the viability and profitability of small farms and ranches) Office of the Assistant Secretary for Civil Rights Office of Budget and Program Analysis Office of the Chief Economist Office of the Chief Financial Officer Office of the Chief Information Officer Office of the Chief Scientist Office of Communications Office of Congressional Relation Office of Ethics Office of Environmental Markets (supports development of emerging markets for carbon, water quality, wetlands, and biodiversity) Office of the Executive Secretariat Faith-Based and Neighborhood Partnerships Office of the Inspector General Office of the General Counsel Office of Tribal Relations TIP 10:   VETERANS AND PERSONS WITH DISABILITIES (SCHEDULE A) RESUME DEPOSITORY.   USDA established a portal to facilitate submitting Schedule A resumes for noncompetitive appointments.   The website also has a robust “Veterans Employment Toolkit.”   It may be accessed at usda.gov/wps/portal/usda/usdahome?navtype=SUnavid=USDAEMP_SERVICES.   Civilian Career Fields: Scientists and Engineers: USDA employs a large number of employees with backgrounds in the sciences, including: Agriculturists (Job Series 0401) Agronomists/Soil Scientists (Job Series 0435) Biologists and Microbiologists (Job Series 0401; 0403; 0404) Chemists (Job Series 1320) Hydrologists and Soil Scientists (Job Series 1315; 0470) Nutritionists (Job Series 0630) Ecologists (Job Series 0408) Plant Geneticists (Job Series 0440) Plant Physiologists (Job Series 0435) Research Animal Scientists (Job Series 0487) Entomologists (Job Series 0414) Plant Protection and Quarantine Officers (Job Series 0401; 0421) Forestry and Range Technicians and Specialists (Job Series 0462;0454; 0455) Soil Conservation Technicians (Job Series 0458) Natural Resource Specialists (Job Series 0401) Loan Specialists and Assistants (Job Series 1165) County Operations and Program Technicians (Job Series 1101) Accounting, Budget and Finance positions (Job Series 0500) Economists and Social Scientists (Job Series 0100) Statisticians (Job Series 1529/1530) Program Specialists (Job Series 0301) Program and Management Analysts (Job Series 0343) IT Specialists (Job Series 2210) Nutritionists (Job Series 0630) Librarians (Job Series 1410) Current Vacancies: There are currently 146 Department of Agriculture General Schedule (GS) vacancies for civilian positions posted in USAJOBS for “U.S. Citizens.” Many are between the GS-5 and GS-13 levels. Occupations with the most current vacancies are: Natural Resource Specialists (Job Series 0401) Forestry Technicians (Job Series 0462) Biologists/Microbiologists (Job Series 0401/0403) Entomologists (Job Series (Job Series 0414) Program Technicians (Job Series 1101) Economists (Job Series 0110) Chemists (Job Series 1320) Veterinary Medical Officers (Job Series 0701)  Research Agricultural Engineer (Job Series 0890) The NEXT BLOG IN THE FEDERAL AGENCY SERIES WILL FOCUS ON The Department of Interior. Need Help with your Federal Resume for a Career with the Department of Agriculture? Complete our Request Quote for Federal Resume to ask for a QUOTE for professional writing services for your federal resume.

8 things that set truly confident people apart from others

8 things that set truly confident people apart from others 8 things that set truly confident people apart from others Successful people often exude confidence- it’s obvious that they believe in themselves and what they’re doing. It isn’t their success that makes them confident, however. The confidence was there first.Think about it:Doubt breeds doubt. Why would anyone believe in you, your ideas, or your abilities if you didn’t believe in them yourself?It takes confidence to reach for new challenges. People who are fearful or insecure tend to stay within their comfort zones. But comfort zones rarely expand on their own. That’s why people who lack confidence get stuck in dead-end jobs and let valuable opportunities pass them by.Unconfident people often feel at the mercy of external circumstances. Successful people aren’t deterred by obstacles, which is how they rise up in the first place.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!No one is stopping you from what you want to accomplish but y ourself. It’s time to remove any lingering self-doubt. With proper guidance and hard work, anyone can become more confident. Embracing the following behaviors of truly confident people will help get you there.1. They Take an Honest Look at ThemselvesJohnny Unitas said, “There is a difference between conceit and confidence. Conceit is bragging about yourself. Confidence means you believe you can get the job done.” In other words, confidence is earned through hard work, and confident people are self-aware. When your confidence exceeds your abilities, you’ve crossed the line into arrogance. You need to know the difference.True confidence is firmly planted in reality. To grow your confidence, it’s important to do an honest and accurate self-assessment of your abilities. If there are weaknesses in your skill set, make plans for strengthening these skills and find ways to minimize their negative impact. Ignoring your weaknesses or pretending they’re strengths won’t make them go away. Likewise, having a clear understanding of your strengths enables you to shake off some of the more groundless feedback and criticism you can get in a busy, competitive work environment- and that builds confidence.2. They Don’t Seek Attention People are turned off by those who are desperate for attention. Confident people know that being yourself is much more effective than trying to prove that you’re important. People catch on to your attitude quickly and are more attracted to the right attitude than what, or how many, people you know. Confident people always seem to bring the right attitude.Confident people are masters of attention diffusion. When they’re receiving attention for an accomplishment, they quickly shift the focus to all the people who worked hard to help get them there. They don’t crave approval or praise because they draw their self-worth from within.3. They Seek Out Small VictoriesConfident people tend to challenge themselves and compete, even when their efforts yield small victories. Small victories build new androgen receptors in the areas of the brain responsible for reward and motivation. This increase in androgen receptors increases the influence of testosterone, which further increases your confidence and your eagerness to tackle future challenges. When you have a series of small victories, the boost in your confidence can last for months.4. They Speak With Certainty It’s rare to hear the truly confident utter phrases such as “Um,” “I’m not sure,” and “I think.” Confident people speak assertively because they know that it’s difficult to get people to listen to you if you can’t deliver your ideas with conviction.5. They ExerciseA study conducted at the Eastern Ontario Research Institute found that people who exercised twice a week for 10 weeks felt more competent socially, academically, and athletically. They also rated their body image and self-esteem higher. Best of all, rather than the physical chan ges in their bodies being responsible for the uptick in confidence, it was the immediate, endorphin-fueled positivity from exercise that made all the difference. Schedule your exercise to make certain it happens, and your confidence will stay up.6. They Dress for SuccessLike it or not, how we dress has a huge effect on how people see us. Things like the color, cut, and style of the clothes we wear- and even our accessories- communicate loudly. But the way we dress also affects how we see ourselves. Studies have shown that people speak differently when they’re dressed up compared to when they’re dressed casually. To boost your confidence, dress well. Choose clothing that reflects who you are and the image you want to project, even if that means spending more time at the mall and more time getting ready in the morning.7. They Are Assertive, Not AggressiveAggressiveness isn’t confidence; it’s bullying. And when you’re insecure, it’s easy to slip into aggressiveness without intending to. Practice asserting yourself without getting aggressive (and trampling over someone else in the process). You won’t be able to achieve this until you learn how to keep your insecurities at bay, and this will increase your confidence.8. They Get Right with the BossA troubled relationship with the boss can destroy even the most talented person’s confidence. It’s hard to be confident when your boss is constantly criticizing you or undermining your contributions. Try to identify where the relationship went wrong and decide whether there’s anything you can do to get things back on track. If the relationship is truly unsalvageable, it may be time to move on to something else.Bringing It All TogetherYour confidence is your own to develop or undermine. It’s the steadfast knowledge that goes beyond simply “hoping for the best.” It ensures that you’ll get the job done- that’s the power of true confidence.This article first appeared on LinkedIn.You might also enj oy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people 8 things that set truly confident people apart from others Successful people often exude confidence- it’s obvious that they believe in themselves and what they’re doing. It isn’t their success that makes them confident, however. The confidence was there first.Think about it:Doubt breeds doubt. Why would anyone believe in you, your ideas, or your abilities if you didn’t believe in them yourself?It takes confidence to reach for new challenges. People who are fearful or insecure tend to stay within their comfort zones. But comfort zones rarely expand on their own. That’s why people who lack confidence get stuck in dead-end jobs and let valuable opportunities pass them by.Unconfident people often feel at the mercy of external circumstances. Successful people aren’t deterred by obstacles, which is how they rise up in the first place.No one is stopping you from what you want to accomplish but yourself. It’s time to remove any lingering self-doubt. With proper guidance and hard work, anyone can become more confident. Embracing the fol lowing behaviors of truly confident people will help get you there.1. They Take an Honest Look at ThemselvesJohnny Unitas said, “There is a difference between conceit and confidence. Conceit is bragging about yourself. Confidence means you believe you can get the job done.” In other words, confidence is earned through hard work, and confident people are self-aware. When your confidence exceeds your abilities, you’ve crossed the line into arrogance. You need to know the difference.True confidence is firmly planted in reality. To grow your confidence, it’s important to do an honest and accurate self-assessment of your abilities. If there are weaknesses in your skill set, make plans for strengthening these skills and find ways to minimize their negative impact. Ignoring your weaknesses or pretending they’re strengths won’t make them go away. Likewise, having a clear understanding of your strengths enables you to shake off some of the more groundless feedback and criticism y ou can get in a busy, competitive work environment- and that builds confidence.2. They Don’t Seek Attention People are turned off by those who are desperate for attention. Confident people know that being yourself is much more effective than trying to prove that you’re important. People catch on to your attitude quickly and are more attracted to the right attitude than what, or how many, people you know. Confident people always seem to bring the right attitude.Confident people are masters of attention diffusion. When they’re receiving attention for an accomplishment, they quickly shift the focus to all the people who worked hard to help get them there. They don’t crave approval or praise because they draw their self-worth from within.3. They Seek Out Small VictoriesConfident people tend to challenge themselves and compete, even when their efforts yield small victories. Small victories build new androgen receptors in the areas of the brain responsible for reward and motivatio n. This increase in androgen receptors increases the influence of testosterone, which further increases your confidence and your eagerness to tackle future challenges. When you have a series of small victories, the boost in your confidence can last for months.4. They Speak With Certainty It’s rare to hear the truly confident utter phrases such as “Um,” “I’m not sure,” and “I think.” Confident people speak assertively because they know that it’s difficult to get people to listen to you if you can’t deliver your ideas with conviction.5. They ExerciseA study conducted at the Eastern Ontario Research Institute found that people who exercised twice a week for 10 weeks felt more competent socially, academically, and athletically. They also rated their body image and self-esteem higher. Best of all, rather than the physical changes in their bodies being responsible for the uptick in confidence, it was the immediate, endorphin-fueled positivity from exercise that made al l the difference. Schedule your exercise to make certain it happens, and your confidence will stay up.6. They Dress for SuccessLike it or not, how we dress has a huge effect on how people see us. Things like the color, cut, and style of the clothes we wear- and even our accessories- communicate loudly. But the way we dress also affects how we see ourselves. Studies have shown that people speak differently when they’re dressed up compared to when they’re dressed casually. To boost your confidence, dress well. Choose clothing that reflects who you are and the image you want to project, even if that means spending more time at the mall and more time getting ready in the morning.7. They Are Assertive, Not AggressiveAggressiveness isn’t confidence; it’s bullying. And when you’re insecure, it’s easy to slip into aggressiveness without intending to. Practice asserting yourself without getting aggressive (and trampling over someone else in the process). You won’t be able to ac hieve this until you learn how to keep your insecurities at bay, and this will increase your confidence.8. They Get Right with the BossA troubled relationship with the boss can destroy even the most talented person’s confidence. It’s hard to be confident when your boss is constantly criticizing you or undermining your contributions. Try to identify where the relationship went wrong and decide whether there’s anything you can do to get things back on track. If the relationship is truly unsalvageable, it may be time to move on to something else.Bringing It All TogetherYour confidence is your own to develop or undermine. It’s the steadfast knowledge that goes beyond simply “hoping for the best.” It ensures that you’ll get the job done- that’s the power of true confidence.This article first appeared on LinkedIn.

RiseSmart Offers New Employee-centric Career Management Solution

RiseSmart Offers New Employee-centric Career Management Solution RiseSmart Offers New Employee-centric Career Management Solution Sanjay Sathe, CEO of RiseSmart, said, “Disengaged employees cost the U.S. economy up to $550 billion annually in lost productivity, based on a June 2013 Gallup report. One of the primary causes for this lack of engagement is a perceived absence of career opportunities. A 2012 study by Randstad indicates that a full 86 percent of employees who leave their jobs cite lack of career development as a factor. This is the problem RiseSmart Compass was specifically created to address. The primary features of the platform include: A career roadmap allowing employees to set their own goals, milestones, and action items. On-demand career coaching where employees can access resources for specific career coaching paths. An internal mobility tool where employees can search and apply for opportunities within their organization that can move them along their career development path and improve retention. A networking and community tool where employees can build internal networks through community forums, contact-management tools, and a mentor-matching platform. A real-time feed where employees can see how their colleagues feel about their jobs or company. HR analytics for an organizational view of skills, job activity, and goal tracking. Too many workers today just go with the flow when it comes to their careers, often because they arent getting the direction they need to grow and succeed. This results in workers who are disengaged and dissatisfied. RiseSmart Compass encourages people to be proactive and goal-oriented when it comes to their careers â€" pick a direction and get there as opposed to just letting your career happen to you. Its a win-win for employers and employees,” concluded Sathe.

An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer.

An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. An inquiry letter is similar to a cover letter. The big difference is you send it uninvited (or as a cold contact) to an employer. Use an inquiry letter to ask about working for an employer who has not advertised a job opening. In the letter, match your qualifications to their needs and show your interest in, and knowledge of the employer. To find out the needs of an employer, use employment advertisements, position descriptions, phone conversations, and informational interviews. This format can be effective to show how well you fit: Your Needs My Qualifications Detail-oriented, experienced Administrative Assistant Four years Administrative Assistant experience with responsibility for numerous detailed reports Assist Customer Relations Manager Assisted Customer Relations Manager for two years Corporate experience with major clients a must Regularly served purchasing agents at Fortune 500 companies PC knowledge a plus Proficient in Microsoft Word and Excel In addition, an inquiry letter should include: A specific contact name and title at the company An introduction with why you are writing A polite request for a follow-up meeting or phone call A thank you to the reader for his or her time Your signature - blue ink is best to show the letter is an original Your resume as an attachment View a sample inquiry letter for layout and format suggestions. Source: Creative Job Search, a publication of the Minnesota Department of Employment and Economic Development.

How to Write a Resignation Letter - Resumonk Blog

How to Write a Resignation Letter - Resumonk Blog How to Write a Resignation Letter You’ve just finalized an employment contract with a new company. You’re excited about the new opportunity, and you’re ready to get started. You just need to depart your current place of employment - gracefully. Ideally, your first step should be to  setup a meeting with your boss.  Inform her/him that youve decided to quit the job and express gratitude for all the opportunities you received in your tenure there. Keep a positive tone and show your commitment for transitioning your responsibilities.   Then, send out a formal letter of resignation to your boss. It  should be professional, appropriate and respectable.     Why Do You Need to Write a Resignation Letter? Resignation letters are a formal way to  provide notice that you’re leaving. It makes it easy for the direct supervisor to share this information with their boss and the Human Resources (HR) department. Also, it removes any scope for confusion in the actual date of resignation.   Through written documentation, HR and your supervisors will know they need to begin the search to find your replacement. HR will also initiate all the exit related formalities based on this formal notice. Here is a step-by-step guide on what content to include in your  resignation letter. Writing Your Resignation Letter: The Subject In most workplaces, youll be sending the resignation via an email. The subject line should be very clear and it should immediately draw the attention of the recipients. Remember, supervisors and HR people  receive a lot of email and you dont want them to miss out on this one. You can use any of the following subject lines: Resignation [Your Name] Notice of Resignation [Your Name] Writing Your Resignation Letter: The First Paragraph The first paragraph of your resignation letter may seem like the most challenging to write, but it is actually quite simple. Instead of looking for a creative way to begin the letter, you’ll want the first paragraph to provide all the information your boss and the HR will need to know. Following a simple greeting of “Dear [Boss’s name],” you’ll want to immediately let them know why you’ve written the letter. Within the first paragraph, you’ll need to directly state that this is your resignation notice from your position. Be specific about the position you are resigning from. Next, you can include the final date of employment. Be sure to include a specific date in your letter rather than saying you will be leaving in two weeks. Dear [Boss’s Name], Please accept this note as my formal resignation from my position as [Job Title]. My last day of employment with Company Name will be [Date]. However, if you wish to leave earlier than your notice period, you can make a polite request for releasing you early.     I understand that my notice period is X days, but I would request you to release me from employment [by DATE]  OR  [as early as possible]. I will  do my best to ensure complete  handover of my current responsibilities before I leave. Writing Your Resignation Letter: The Thank-You Don’t feel like you need to get too deep into the reasons why you’re looking to leave the company. You also don’t need to include information about the job you’ve accepted or where you’ll be going after leaving the company if you do not wish to. However, you should take the time to  thank your boss for the opportunity they have given you. If you had an extremely positive relationship with your boss and the company you’ve worked for, you may go into deeper detail in this section than others. If you are leaving the company on poor terms or you have negative feelings for your boss, still thank them, but stay generic. Highlight a few of your favorite parts of the job and what you’ve enjoyed during your time in the position. State what skills you’ve learned while doing the job and how those skills will move with you as you grow your career. Here is a generic thank you section you can customize to your liking: I appreciate the opportunity you have given me and have learned many different skills on the job. Over the past few years, I’ve particularly enjoyed learning [Skill #1, Skill #2, Skill #3]. Thank you for helping me to develop these skills. They will stay with me for the rest of my career. Writing Your Resignation Letter: The Closing To end your resignation letter, let your boss know you’re happy to help with the transition process until your final employment date comes. You should also try to mention a few key projects you’re willing to close out before you go. The closing is especially crucial if you’re hoping to leave the company with strong relationships. Leaving the position without considering how it may make things difficult for your boss or co-workers is a good way to burn bridges. Instead, offer to work with them  to determine what they need from you before you go. You will also want to wish the company well. If you hope to maintain a professional relationship with your boss, mention how you hope to keep in touch when you go. This example can get you started with writing a resignation letter closing: Before my final work day, I will work with you and the team to complete my projects and train other team members. I would like to help make this transition as easy as possible for you and the [Company Name] team, so please let me know what I can do. I hope the [Company Name] has many successes in the future, and I look forward to keeping in touch. Thank you, Your Name What to Avoid in Your Resignation Letter If you’re leaving the company on poor terms, you may be tempted to tell your boss exactly what you think of the company and their leadership or your coworkers. While you may think this will help you feel better about leaving your job,  it is best to avoid doing so for obvious reasons. You never know who coworkers are connected to or who you may run into in the future. Also, many companies reach out for background or reference check to the candidates previous employer. If you leave an insult-filled resignation letter on your boss’s desk complaining about the company or your colleagues, they certainly wont talk about you in glowing terms.   If you don’t have positive feelings about the job, don’t get too specific in your resignation letter. Remain respectful, but keep the letter short and to the point. Simply writing a letter that states you’re leaving and the date of your departure is enough. Finally, keep in mind that your resignation letter may not be the time for jokes and humor, even if you have an extremely positive relationship with your boss. Your resignation letter should be formal because it will probably be shared with many different people in the company. From upper-level management to the HR department, your resignation may pass through many different hands. Don’t write a letter you’d be embarrassed for the CEO to read. Keep It Short And Simple While resignation letters may seem intimidating, they are actually fairly simple to write. When creating your resignation letter, keep in mind the basics we’ve laid out. If you’d like to further discuss an issue, your departure or the projects you’re working on, save them for an in-person conversation. A letter with only the basics will make it easy for you, your boss and the company you’re leaving. Use the provided examples to get started in drafting your resignation letter. They will serve as excellent starting places to create a unique letter explaining your departure - and your exit will exude grace and poise rather than be a flurry of chaos and hard feelings. p.s. Resumonk helps you create a beautiful résumé cover letter in minutes. Stand out from the crowd and multiply your  chances of landing your dream job. Check it out now.