There are many nationwide companies hiring now for remote work and more. Diversity in STEAM Magazine connects you with our Job Postings Board.
Click here to view the many current job openings for companies looking for candidates now.
There are many nationwide companies hiring now for remote work and more. Diversity in STEAM Magazine connects you with our Job Postings Board.
Click here to view the many current job openings for companies looking for candidates now.
Most advice about how to make working from home actually work focuses on the practical: The right office space. The right desk. The ergonomically perfect chair. The right software, the right messaging platform, the right apps…all the “stuff” you need to make remote work actually work.
Yet, ask most people who made the transition to working from home what they struggled with most – and continue to struggle with—and they will list things like staying motivated, managing their time wisely, avoiding distractions and staying on task—none of which has anything to do with “stuff.”
When I first started working from home, I instinctively replicated my old office environment. I bought a big desk. Nice credenza. Conference table. Large filing cabinet. Fancy chair. A cool land-line phone. To paraphrase the eminently quotable Chris Rock, that’s what I was accustomed to.
So, I assumed that’s what I needed.
But none of those things made me efficient, much less effective. I missed the “structure” of the workplace, the natural rhythm of a workday that, even though I was in charge, was still only partly under my control.
So, more often than I like to admit, I sometimes drifted. I was easily distracted. I was easily bored. I missed the structure. I missed the sense of urgency that the presence of other people helps foster.
Then I took a step back and thought about my most productive days. Not just the days I got a lot of things done, but the days I also got a lot of the right things done.
They all had one thing in common: A mission. An outcome, a deliverable—something tangible that created a real sense of purpose.
If you’re struggling to work as effectively from home—or if your employees are struggling to work as effectively from home—shift from focusing on tasks to focusing on outcomes. (Don’t worry; tasks are the foundation of outcomes.)
Before you end your workday, list what you need to get done tomorrow and determine the single most important thing you need to get done tomorrow.
Then, before you step away, set up your workspace (which, if like mine, is simply your computer desktop) so you can hit the ground running the next day. Have the reports you need open. Have the notes you need handy. Make sure the questions you need answered already have answers.
Then sit down and dive in.
And commit to completing everything you need to get done. Allowing yourself to give in to excuses, rationalizations, etc. is a slippery slope—and becomes a habit extremely hard to break.
But will be less of a problem when you get your most important task done right away. Starting your day with a productive bang naturally creates the momentum and motivation you need to move on to whatever is next on the day’s outcome list.
And the next. And the next.
Because completing a task is fine, but achieving an important outcome is satisfying, fulfilling, and motivating.
So never forget: What matters is what you accomplish from wherever you work. Success has nothing to do with your desk, or your chair, or your office space. (Today, my “office” is my backpack and my computer and wherever I feel like sitting.)
Success is all about what you achieve, and achievement always starts with knowing what you want to accomplish. And more importantly, why.
Jeff Haden is a keynote speaker, ghostwriter, LinkedIn Influencer, contributing editor to Inc., and the author of The Motivation Myth: How High Achievers Really Set Themselves Up to Win.
Source: Owl Labs
TECHEXPO Top Secret, the Nation’s premier producer of professional job fairs for the defense & intelligence industry, has proudly announced that they are launching a Virtual Hiring Event for Security-Cleared professionals. For over 25 years, TECHEXPO has consistently produced the leading cleared in-person hiring events for the most sought-after positions in IT, Engineering, Cyber Security, and a multitude of other industries.
During these unprecedented times, TECHEXPO understands the need for both job seekers and employers to be able to interview for open positions, all while practicing social distancing. Through this virtual Hiring Event, TECHEXPO provides a safe way to interview from the comfort of each individual’s own home or office. The distinguishing feature that sets TECHEXPO apart from the rest is the ability for job seekers and recruiters to conduct full interviews via live video, in addition to text chat.
The TECHEXPO Virtual Hiring Event will be held on May 14th and will be for professionals with any level of active security clearance.
The event will run from 12 PM – 5 PM EDT.
Some of the top defense & technology companies have already confirmed their participation in this event, including Deloitte, L3Harris, Amazon Web Services, Boeing Intelligence & Analytics, Raytheon, Northrop Grumman Technology Sector, AT&T Government Services, Leidos and many more! “We are thrilled that so many top tier companies have stepped up and are participating in these virtual hiring events!” states Bradford Rand, CEO of TECHEXPO Top Secret.”
The team at TECHEXPO also produces the Official Cyber Security Summit series throughout the nation and Canada, whereby some of those conferences are going virtual with a monthly “Cyber Summit Power Hour” held throughout the USA. Details: www.CyberSummitUSA.com
Companies looking to recruit security-cleared talent safely and efficiently can secure their virtual booth by contacting Bradford Rand, CEO of TECHEXPO, at BRand@TechExpoUSA.com / 212-655-4505 ext. 223.
Security-Cleared Professionals, Transitioning Military and or Veterans are encouraged to explore & interview for hundreds of jobs all across the country.
To view the growing list of companies recruiting and to register to attend as a job seeker, please visit TechExpoUSA.com
As a result of the coronavirus, the workplace will never be the same. Even the word “workplace” suddenly seems obsolete, as the physical location in which we now work has merged with the places in which we eat, sleep, learn, exercise, and play.
The COVID-19 crisis has created the ultimate “burning platform”—an unexpected, overnight opportunity for people to see the impact of swift and meaningful change, and to witness the negative consequences of trying to ignore this aberration from everyday life. Within organizations, the virus has been driving significant change in how their employees operate with each other, as well as with clients, customers, and vendors.
Now that companies are shifting past their immediate response to the crisis, we’ve entered into a temporary “new normal.” However, what will the long-term impacts of our new normal be on the world of work? Winning organizations will be those that integrate and master digital work, community, and collaboration.
To succeed, companies need to begin planning now for five key shifts:
Companies have quickly figured out how to serve their customers and clients remotely, and there’s no going back. From telemedicine in hospitals to remote learning for public schools and streaming fitness classes, every industry has accelerated its own digital transformation. As a result, the demand for highly skilled remote workers will continue to increase.
With a surge of candidates in the market, organizations should be preparing to recruit and integrate these key individuals into the organization quickly and seamlessly, so they can capitalize on the cost savings and broader access to rockstar talent.
Being the first one in the office and the last one to leave is no longer a measure of commitment and performance. In a post-COVID-19 world, employees will be measured on what gets done and the value of their work rather than on the individual tasks and the time it takes to get the work done.
Leaders must provide crisp, outcome-driven expectations so that their people can deliver on goals successfully. Motivating employees to perform will require modeling and measurement of their outputs and being clear on those metrics. Companies must level-set expectations for what drives organizational priorities and goals, rather than discrete tasks.
More than ever before, companies are recognizing that working “nine to five” is unsuited to the demands of a modern workforce. If leaders can place greater emphasis on flexibility for people to accomplish their best work—when and how it meets their personal needs (as well as the needs of the company)—they can reinforce the cultural shift of measuring staff based on performance, which can result in exponential benefits for the organization.
Organizations must remove stigma and support employees’ needs to make time for self-care–including exercise, meals, and family time. Policies and procedures need to reflect these shifts, and leaders must model a true work-life blend so that it becomes part of the company culture.
Now that companies have gone fully virtual, individuals are communicating more efficiently and more frequently across a networked environment. To do this well, everyone, at every level, must make opportunities for dialogue by employing numerous channels.
Leaders can make communication easier for their people. They can remove roadblocks, create a governance structure that pushes decision-making out and down, and provide employees with the tools and training they need to empower them for ongoing communication and local decision-making. With traditional hierarchies gone, true leaders must step up to facilitate information flow across the organization.
We are witnessing a revolution in leadership. In a recent leadership study of Fortune 500 executives and entrepreneurs, respondents cited behaviors such as humility and listening skills as essential qualities of great change leaders. And leadership experts such as Kim Scott and Brené Brown have long proselytized about the importance of candor and vulnerability. Now, leaders and employees must understand and support each other like never before. People are sharing more about their personal situations with colleagues, and as a result, they are creating an expectation of humanity, active listening, support, and connection.
Continue on to Fast Company to read the complete article.
It’s hard to imagine now—as most of us are reading this in quarantine, with our feet propped on Costco boxes of spaghetti noodles—but we will one day have to go back to our offices. COVID-19 won’t be eradicated, and not everyone will be immune. But we’ll still be expected to sit at a desk and work. So how will work…work?
That’s the question that commercial real estate company Cushman & Wakefield is answering already, because in the past month, the company has helped 10,000 organizations in China move nearly one million people back to work. Using learnings gathered in China, along with World Health Organization data and the advice of medical specialists, the firm developed a new concept inside its own Amsterdam headquarters dubbed the Six Feet Office. It’s both a working laboratory and a showroom for the firm’s clients meant to call attention to how people might safely go back to work in offices (which is, of course, in Cushman & Wakefield’s financial interest).
Jeroen Lokerse, head of Cushman & Wakefield in the Netherlands, led a rapid, one-week redesign of the company’s own office space to encourage better hygiene and social distancing. The core premise is to ensure that six feet, the recommended measurement for safe social distancing, stays between people at all times. This behavior is encouraged through properly spaced desks, but also visual signals, such as a circle embedded in the carpeting around each desk to ensure people don’t get too close.
“[We’re] using design to nudge behavior,” says Despina Katsikakis, head of Occupier Business Performance at Cushman & Wakefield. “And part of this is, how we shift very ingrained behaviors and expectations of how we work.”
Using arrows on the floor, people are also encouraged to walk clockwise, and only clockwise, in lanes around the office. This one-way traffic is the same approach that healthcare workers take in hospitals to help avoid the spread of pathogens.
Each morning, employees are also asked to grab a paper placemat for their desk. At the end of the day, the paper is thrown away, which could help mitigate some contact-based spread of COVID-19 on office surfaces.
Cushman & Wakefield is even installing beacons into its office, which track the movements of employees throughout the space via their phones. Those beacons will be a way for the company to audit the efficacy of its own design—did people get too close or not?—and they may be used to audibly alert people when they break the invisible six-foot barrier. (Yes, to anyone who works outside an office management company, this sounds extremely invasive.)
While these ideas do hold some promise, the question remains whether or not a six-foot buffer really is enough to prevent the spread of a virus as contagious as COVID-19. The virus can live on surfaces for days at a time, and it can float for three hours in the air, waiting to infect people who breathe it in. Through that lens, the efforts to keep people separated may help for a brief encounter, but they probably don’t go far enough in spaces that many human bodies are sharing for eight or more hours at a time—especially spaces that are as notoriously poorly ventilated as office buildings. Most office HVAC systems don’t bring in much, if any, fresh air. Instead, they recirculate what’s already inside, which is a mix of carbon dioxide from our exhalations, chemicals that off-gassed from building and decorating materials, and, of course, airborne pathogens. (Studies for indoor air quality get 100 times less funding than outdoor air, which is why you might not have heard much about this.)
Cushman & Wakefield agrees. “Improved air filtration is probably the single most important lesson learned from China,” says Katsikakis. One reason that the labor force has returned to work so quickly is that China’s office buildings have been installing high-end air filtration systems for several years now, and the country even introduced its own indoor air certification standard, in response to rising pollution. (Many offices are also running in rotational shifts, to keep the number of people in an office at once to a minimum.)
Continue on to Fast Company to read the complete article.
Photo Credit: Cushman & Wakefield
They were leaders in building the early foundation of modern programming and unveiled the structure of DNA. Their work inspired environmental movements and led to the discovery of new genes.
They broke the sound barrier — and gender barriers along the way. And inspiring more young women to pursue careers in science starts with simply sharing their stories.
Rear Admiral Grace Murray Hopper, pictured bottom left, was at the forefront of computer and programming language development from the 1930s through the 1980s.
One of the crowning achievements of her 44-year career was the development of computer languages written in English, rather than mathematical notation — most notably, the common business computing language known as COBOL, which is still in use today.
Hopper’s legacy is still honored by the annual Grace Hopper Celebration of Women in Computing Conference.
Lillian Moller Gilbreth was an American psychologist and industrial engineer at the turn of the 20th century. She was an expert in efficiency and organizational psychology, the principles of which she applied not only as a management consultant for major corporations, but also to her household of twelve children, as chronicled in the book Cheaper by the Dozen. Her long list of firsts includes first female commencement speaker at the University of California, first female engineering professor at Purdue, and first woman elected to the National Academy of Engineering.
Ruth Rogan Benerito was an American chemist and pioneer in bioproducts. Benerito is credited with saving the cotton industry in post-WWII America through her discovery of a process to produce wrinkle-free, stain-free, and flame-resistant cotton fabrics. In addition to this work, Benerito also developed a method to harvest fats from seeds for use in intravenous feeding of medical patients. This system became the foundation for the system we use today. After retiring from the USDA and teaching university courses for an additional eleven years, Benerito received the Lemelson-MIT Lifetime Achievement Award both for her contributions to the textile industry and her commitment to education.
Katherine Johnson, an African-American space scientist and mathematician, is a leading figure in American space history and has made enormous contributions to America’s aeronautics and space programs by her incorporation of computing tools. She played a huge role in calculating key trajectories in the Space Race — calculating the trajectory for Alan Shepard, the first American in space, as well as for the 1969 Apollo 11 flight to the moon. Johnson is now retired, and continues to encourage students to pursue careers in science and technology fields.
Edith Clarke was a pioneering electrical engineer at the turn of the 20th century. She worked as a “computer,” someone who performed difficult mathematical calculations before modern-day computers and calculators were invented. Clarke struggled to find work as a female engineer instead of the ‘usual’ jobs allowed for women of her time, but became the first professionally employed female electrical engineer in the United States in 1922. She paved the way for women in STEM and engineering and was inducted into the National Inventors Hall of Fame in 2015.
Ana Roqué de Duprey was born in Puerto Rico in 1853. She started a school in her home at age 13 and wrote a geography textbook for her students, which was later adopted by the Department of Education of Puerto Rico. Roqué had a passion for astronomy and education, founding several girls-only schools as well as the College of Mayagüez, which later became the Mayagüez Campus of the University of Puerto Rico. Roqué wrote the Botany of the Antilles, the most comprehensive study of flora in the Caribbean at the beginning of the 20th century, and was also instrumental in the fight for the Puerto Rican woman’s right to vote.
Mollie Orshansky was a food economist and statistician whose work on poverty thresholds pioneered the way the U.S. Government defines poverty. By using the cost of the cheapest nutritionally adequate diet to calculate a cost of living expense for families of various sizes, Orshansky developed guidelines which eventually became the federal government’s official statistical definition of poverty. Her work provided a way to assess the impact of new policies on poor populations, which to this day remains a standard measure of new policies, demonstrating the enduring impact of her work on American public policy.
Mary Engle Pennington was an American chemist at the turn of the 20th century. At a time when few women attended college, Pennington completed her PhD and went on to work as a bacteriological chemist at the U.S. Department of Agriculture. Shortly after arriving at the USDA, Pennington became chief of the newly established Food Research Laboratory. During her 40-year career at the USDA, Pennington’s pioneering research on sanitary methods of processing, storing, and shipping food led to achievements such as the first standards for milk safety as well as universally accepted standards for the refrigeration of food products.
In 1993, Dr. Ellen Ochoa became the first Hispanic woman to go to space when she served on a nine-day mission aboard the space shuttle Discovery. She has flown in space four times, logging nearly 1,000 hours in orbit. Prior to her astronaut career, she was a research engineer and inventor, with three patents for optical systems. Ochoa is also the first Hispanic (and second female) to be named director of NASA’s Johnson Space Center.
Isolating enriched uranium was one of the most difficult aspects of the Manhattan Project, which produced the first nuclear bombs during World War II. Wartime labor shortages led the Tennessee Eastman Company to recruit young women, who were mostly recent high school graduates, to operate the calutrons that used electromagnetic separation to isolate uranium. Despite being kept in the dark on the specifics of the project, the “Calutron Girls” proved to be highly adept at operating the instruments and optimizing uranium production, achieving better rates for production than the male scientists they worked with.
Virginia H. Holsinger was an American chemist known for her research on dairy products and food security issues. Holsinger developed a nutritious and shelf-stable whey and soy drink mixture that is distributed internationally by food donation programs as a substitute for milk. She also created a grain blend that can be mixed with water to provide food for victims of famine, drought, and war. Additionally, her work on the lactase enzyme formed the basis for commercial products to make milk digestible by lactose-intolerant people. Through these discoveries, Holsinger’s work has had a major impact on worldwide public health.
Rachel Carson was a marine biologist and environmentalist — whose groundbreaking book, Silent Spring, has been credited as the catalyst for the modern environmental movement. Carson passed away in 1964, but her work has been credited with the legacy of “awakening the concern of Americans for the environment.”
Despite growing up as a self-described outcast, Maria Klawe pursed her passion for technology and became a prominent computer scientist. Klawe is now the first female president of Harvey Mudd College and works hard to ignite passion about STEM fields amongst diverse groups. During her tenure at Harvey Mudd College, her work has helped support the Computer Science faculty’s ability to innovate, and has raised the percentage of women majoring in computer science from less than 15 percent to more than 40 percent today.
Lydia Villa-Komaroff is considered to be a trailblazer in the field of molecular biology. She faced many adversities she faced throughout her lifetime — at one point, an advisor told her that women did not belong in chemistry, fortuitously inspiring her to switch her major to biology — but she pursued her passion in spite of opposition. In 1978, Villa-Komaroff made waves with a published paper detailing her most notable discovery — that bacteria could be engineered to produce human insulin. She currently serves as the Chief Scientific Officer (CSO) at Cytonome/ST.
Ada Lovelace is considered to be the founder of scientific computing and the first computer programmer. Her algorithm — which history has come to know as the first one designed for a machine to carry out — was intended to be used for Charles Babbage’s Analytical Engine, which Lovelace would sadly not see built during her lifetime. Lovelace passed away in 1852, but her previously little-known work and “poetical” approach to science has broken through to inspire present-day young women interested in computer programming.
On June 18, 1983, Sally Ride transformed history when she became the first American woman to fly into space. After her second shuttle flight, Ride decided to retire from NASA and pursue her passion for education by inspiring young people. As a result, she founded Sally Ride Science, an organization dedicated to supporting students interested in STEM. Ride passed away in 2012, but her work continues to inspire young women across the country.
Barbara McClintock was an American geneticist and is still considered to be one of the world’s most prestigious cytogeneticists. In 1983, McClintock won the Nobel Prize in Physiology for her discovery of the “jumping gene” or the ability of genes to change position on the chromosome. McClintock passed away in 1992, but her publications still influence geneticists across the world.
The Mercury 13, also sometimes known as the “Members of the First Lady Astronaut Trainees” (FLATs), were a group of women who participated in training to become astronauts for the country’s first human spaceflight program in the early 1960s. FLATs was never an official NASA program, and was unfortunately eventually discontinued, but the commitment and determination of these women to get into space has been credited with paving the way for such astronauts as Mae Jemison, the first African-American woman in space.
As part of a secret World War Two project, six young women programmed the first all-electronic programmable computer. When the project was eventually introduced to the public in 1946, the women were never introduced or credited for their hard work — both because computer science was not well understood as an emerging field, and because the public’s focus was on the machine itself. Since then, the ENIAC Programmers Project has worked hard to preserve and tell the stories of these six women.
Rosalind Franklin was a British chemist and crystallographer, best known for her research that was essential to elucidating the structure of DNA. During her lifetime, Franklin was not credited for her key role, but years later she is recognized as providing a pivotal piece of the DNA story. Franklin spent the last five years of her life studying the structure of plant viruses and passed away in 1958.
Globally, there has been 1.5 billion people who have been ordered to work from home due to the coronavirus pandemic. Many executives and managers are finding that managing remote workers blindly is is like conducting an orchestra without seeing or hearing the musicians. One company, TransparentBusiness, provides the solution that will allow a business to remain productive and profitable, while protecting their employees from the virus risks.
“Our TransparentBusiness platform, designated by Citigroup as the Top People Management Solution, makes remote work easy to monitor and coordinate, allowing many businesses to operate efficiently despite the shelter-at-home orders,” explains Alex Konanykhin, co-founder and chief executive officer of TransparentBusiness. “The goal is for companies to be able to allow their employees to work remotely, but yet still ensure they are being productive. That’s exactly what our collaboration software provides, giving business owners the peace of mind they need to give the green light to work from home.”
Employee engagement has been an issue with many companies, and the ability to work remotely is believed by some to be a solution to the problem. Employees who work remotely three or four days per week report that they feel the most engaged with their team.
In addition to improving employee engagement and providing a way to reduce the risks of spreading viruses, there are additional benefits to allowing employees to work remotely. These include improving employee retention rates, saving commute time, offering a better work-life balance, increased productivity, lower costs, and having access to a large pool of talent. Working remotely allows more flexibility, as well as prevents people from unnecessary distractions in the workplace.
While many companies are aware of some of the benefits of allowing their employees to work remotely, they are hesitant to allow it because they feel there is no accountability. That’s where TransparentBusiness comes in, providing the solution to that problem. TransparentBusiness offers a unique tool that will allow them to bridge the gap between working from home and still being a connected part of the team. The software offers such solutions as:
“TransparentBusiness is the ideal solution when having your employees work from home, or to make it easier and more cost-effective to work with freelancers,” added Silvina Moschini, co-founder and president of TransparentBusiness. “TransparentBusiness is a win-win solution for employees and employers.”
There are various ways that businesses can help employees stay productive when working from home. Some tips to help with that transition include:
One look at the data and trends and it is easy to see that working remotely is the future of how business will be conducted. It is estimated that two-thirds of employees around the world work remotely at least one day each week. In some countries, such as Switzerland, it’s estimated that 70% of the professionals work remotely at least one day per week. An estimated 53% of the workers there work remotely for half of the week. This is a trend that is taking place worldwide. It’s predicted that soon, half of the U.S. workforce will work remotely, at least part time.
TransparentBusiness has been expertly designed to cover all the bases and provide businesses with a unique solution to holding employees accountable who work remotely. The software is available for purchase through ADP, making it easy to streamline the process of adopting its use. It has also been designed with the same software as a business service model, making it easy to understand, efficient, and thorough, providing meaningful insight to business leaders worldwide.
Co-founded by Silvina Moschini and Alex Konanykhin, TransparentBusiness recently received a second round of funding, for a total amount raised of $6 million. Moschini was dubbed “Miss Internet” in 2003 by Fortune, and has made hundreds of appearances on major media outlets. Konanykhin has been referred to as the “Russian Bill Gates” and is also the founder if KMGi, an advertising company started in 1997 and known for innovation. For more information about TransparentBusiness, visit the site: https://transparentbusiness.com/
TransparentBusiness is a unique solution for businesses, helping to provide them with the tool they need to allow their employees to work remotely. The software offers full transparency and real-time coordination, boosts productivity, and eliminates overbilling. For more information about the software, visit the site: https://transparentbusiness.com/
CNBC. 70% of people globally work remotely at least once a week. https://www.cnbc.com/2018/05/30/70-percent-of-people-globally-work-remotely-at-least-once-a-week-iwg-study.html
Forbes. 50% of the U.S. workforce will soon be remote. https://www.forbes.com/sites/samantharadocchia/2018/07/31/50-of-the-us-workforce-will-soon-be-remote-heres-how-founders-can-manage-flexible-working-styles/#5242d43c5767
The impacts of COVID-19 are being felt throughout the U.S. right now and one of those is the fact that many people who previously commuted to an office are at least temporarily working from home, some for the first time. While this surge in work from home employees may only last for a relatively short time, I also wouldn’t be surprised if many new companies embrace the policy going forward. As someone who has worked from home exclusively for the last few years, I thought I would provide a few useful tips for people who are entering this new territory in their workplace culture and environment.
First off, let me say that I love working from home. It suits my work style, personality, and role with my company. It may be that your situation is very different in any of those areas or others. However, I think these strategies should be beneficial for just about anyone adapting to a remote work environment.
You Must Be Disciplined
This is the single most important part of being both happy and successful in a work from home situation. For many managers and companies, a hesitation they may have had around letting their team members work from home is the idea that they won’t actually work as much as at the office. This is certainly a fair point. Working from home naturally introduces a whole host of new distractions and situations that may pull employees away from their jobs.
One big key for new home-based workers is the ability to shift from home to work mode, while not actually leaving the house. The daily commute and office setting help people make this transition. But, if you work from home, your commute may simply involve getting out of bed and walking to your home office or kitchen table. The fact that you’re working in a place where you previously were able to decompress and get into personal mode may feel a bit strange initially. This is where discipline first comes in. You have to make the switch regardless and be able to stay focused during the day, when distractions like your TV, dog, kids, significant other, etc. are right there. This takes discipline and focus.
But, the flip side of this is that people who work from home can also fall into a situation where they are now at the ‘office’ all the time. It may suddenly become easier to work earlier and later every day. Your evening family time might now be pushed aside in order to finish up a project, answer emails, or otherwise stay caught up with work. You also may find that without the distraction of interacting with other team members or needing to leave the ‘office’ to get lunch, you spend much more time in front of your computer.
Neither situation (being easily distracted or working 24/7) will make your work from home situation successful in the short or long term. So, you need to find ways to stay focused while you’re ‘at work’ but also unplug after hours. Whether this means simply adopting the same work hours you had when you went to the office or setting an alarm for yourself in the morning and evening, find a way to keep some level of balance between your work and home life.
One challenge that many remote workers encounter is feeling disconnected from their company and co-workers and potentially even loneliness. You aren’t going to be able to walk over to a team member’s office (or vice versa) and have a quick chat about a work topic or even last night’s baseball game. This can be a real adjustment for even fairly introverted people and if you are more of an extrovert it really can be challenging.
While it isn’t a true substitute for in-person conversations, there are plenty of communication and collaboration tools that can help address feelings of disconnection. Platforms like Slack or similar chat-based systems can do a great job of keeping team members connected on work-related topics and also provide a social outlet for just catching up and chatting about personal topics. When it comes to projects, there are numerous tech platforms like Google Docs, Confluence, Hive, etc. that support collaboration on projects and documents. Hopefully, your company has already adopted many of these tools or will do so to better support remote team members. Make sure you are taking full advantage of them. While they aren’t a complete replacement for in-person contact, they can go a long way toward helping everyone feel more connected.
Set up an Office Space
This ties into being disciplined and it may or may not be as readily available to every home-based employee. One good way to help separate your work and home life is to set up a specific place in your home that will function as your dedicated workspace. The best-case scenario is likely a dedicated home office with a door you can close. This allows you to closely approximate your actual work environment, with a desk and other typical office supplies.
However, if you don’t have a spare room that you can use as a dedicated home office, look for another area of your house, apartment, etc. that can feel separate from the rest of the house. This isn’t to say you can’t have a laptop and work from the couch in your living room, but that is also an area that is likely to offer the most distractions during the day. It might be setting up a small desk in the corner of your bedroom, or setting up in the dining room that you don’t use very often. Whichever option you choose, try to set up a semi-permanent location that you can identify as your ‘office’ and it should help you maintain that separation from the rest of your home.
Embrace the Positives
While the last few points may have seemed to focus on the challenges of working from home, there are also plenty of benefits. As I mentioned previously, I absolutely love working from home and wouldn’t change it, even if there was an office for me to commute to each day. Here are just a few obvious benefits to keep in mind.
There are tons of others that may apply to you as well. You might be able to throw in a load of laundry in the middle of the day, run to the grocery store over lunch, or take care of other quick household chores when you need a short break. All of these offer real benefits that aren’t available when you commute to an office.
Working from home isn’t for everyone and I’m sure many people who are required to work remotely in the upcoming weeks or months may find it not to their liking. They may breathe a big sigh of relief when they get to go back to their old working routine at the company office. But, I also bet there are a lot of people who will enjoy the experience and may just push their companies to let them continue working from home either permanently or at least more often than previously.
This article was written for Business 2 Community by Tom Wozniak.
Whether it was bagging groceries, manning the fast food drive-through, or babysitting, many of us had jobs in high school. Entry-level roles give us our first workplace experience and help shape our work ethic. But do they belong on a résumé?
According to a report by recruitment software provider iCIMS, 70% of recruiters identified past work experience as being more important than an entry-level applicant’s college major. But there is not a one-size-fits-all approach for knowing how far back to go on your résumé, says Amy Warner, iCIMS director of talent acquisition.
Think about what you want to convey to the employer,” she says. “Highlight the roles or skills that are relevant.”
Career experts often recommend going back about 10 years on your résumé. Here are five times when adding your part-time positions to your résumé could be helpful within or even after that timeline:
1. If the experience is relevant
If the role is relevant and you can connect the dots to the job you’re applying for, keep it on your résumé, says William Ratliff, career services manager at Employment BOOST, a professional résumé writing and career services firm.
“For example, a job you had bussing tables or serving coffee in college won’t help much if you’re applying for a marketing management role five years out of school,” he says. “If you’re fresh out of college with no job history, those positions can help showcase your work ethic and customer service skills, but they lose relevance as soon as your professional career begins in earnest.”
Be strategic in how you present your customer service-oriented roles. Ratliff recommends searching job descriptions for skills and traits that crossover, like team leadership, problem-solving, financial reporting, relationship building, or anything you else you can feasibly connect to the positions.
“Focus your résumé’s content on those skills, how you used them, and the concrete result of their application,” he says. “That way, your résumé will include the right key terms while illustrating how you benefited your former employers in those roles.”
2. If the job was in the same industry
Listing high school and college jobs can be helpful if they demonstrate you’re familiar with the industry, says Dr. Wanda Gravett, academic program coordinator for Walden University’s MS in Human Resource Management program.”Listing that early experience could advocate for your foundational knowledge and learning from the bottom up,” she says. “Coupled with your education, this might be a good sell and get you in the door for a low- to mid-level position.”
Candace Nicolls, senior vice president of people and workplace at Snagajob, an hourly job marketplace, agrees. “If you’re applying for a role that’s related to an hourly job you once had, list it,” she says. “If you want to get into merchandising, list your retail experience. Mention your restaurant experience if you want to work at their corporate headquarters. Nothing teaches hustle like hourly jobs.”
3. If you were promoted
If you started washing dishes and worked you way up, include your experience, says Louisiana restauranteur Chris McJunkins. “If you show growth, such as starting as a busboy and making it to manager, it is something I would want to show,” he says. “Your future employer would see that you started here and were respected enough to keep getting promoted.”
McJunkins started in the restaurant business at age 15 bussing dishes and now owns his own independent restaurant, eight Walk-On’s Sports Bistreaux locations, and one Cantina Laredo. He says if you can do restaurant work, you can do anything.
“You deal with people on every single level, he says. “If you’re in management, you’re dealing with employees of all different educational and financial backgrounds. And you’re dealing with all levels of people with customers. You learn to communicate with people.”
4. If you want to demonstrate work ethic
High school or college jobs often demonstrate your level of motivation, says Dena Upton, vice president of people at Drift, a conversational marketing and sales platform. “These jobs can be a great indication of your work ethic and drive—particularly if you are early in your career,” she says.
For example, if you were a manager of a restaurant when you were in college, it can speak to leadership experience. Or if you were a retail salesperson, it can demonstrate your customer service abilities.
If you had a part-time job and participated in extracurricular activities, this can be especially telling, says Upton. “You shouldn’t shy away from showcasing things like sports achievements or volunteering, as not only do they paint a fuller picture of who you are and what makes you tick,” she says, “but they can be a great indication of your leadership, time management, and teamwork skills.”
5. If you plan to talk about the job in an interview
Employers often ask behavioral-based questions during an interview, such as “Tell me about a time when you had to deal with a difficult customer.”
Continue on to Fast Company to read the complete article.
Suddenly thrust into remote work? Here’s how to cope – and thrive – as a telecommuter.
The past decade has seen the rise of remote work or teleworking for a number of professions, but with the coronavirus outbreak, many people who might never have left the comforts of a traditional office are suddenly thrust into remote life.
A number of companies throughout the U.S., large and small, have either asked or mandated that employees work from home, and as the outbreak continues to spread, there’s no sign of that slowing down.
Massachusetts-based biotech firm Biogen has asked its 7,400 employees worldwide to work from home after employees tested positive for the coronavirus. In Indianapolis, pharmaceutical giant Eli Lilly requested that all its U.S.-based employees work from home and restricted all domestic travel. And in the tech hubs of the Bay Area and Seattle, several companies, including Twitter, Airbnb, Google, Facebook, Amazon, Microsoft and more, have asked employees to stay away.
Those experienced in teleworking have greeted the news with a virtual shrug, while others are working to adjust to their new realities. Consider the following advice if you’re new to full-time telework:
To those who are working from home for the very first time, comedian and author Sara Benincasa, who wrote “Real Artists Have Day Jobs,” offers this sound advice via email: “Strap in. You’re about to get to know yourself a LOT better.”
“What I’ve found is that regardless of perceived social cache or any so-called cool factor, your work-from-home job can be dismal or pleasant. That’s because so much of the work-from-home experience depends on YOU,” Benincasa says. “When you work from home, you are your only in-person co-worker and supervisor.”
Benincasa recommends establishing a routine, creating a dedicated workspace and taking periodic breaks. “Do not overdo the caffeine. If you need to write down everything you eat and drink each day in order to keep your caffeine, sugar and alcohol intake low, do it,” she says.
“Also, don’t drink during work hours, please,” she adds.
Isha Kasliwal is a senior developer at Twitch, the video live-streaming service and Amazon subsidiary, based in San Francisco. She and her co-workers were asked to work from home if possible, for their own safety, at least through the end of March. While Twitch has long had a fairly flexible work-from-home policy, Kasliwal says the prolonged experience of remote work is something new for many of her colleagues.
“I’ve had to make adjustments with regards to how I get myself ready in the morning, still getting semi-dressed for the day and not staying in pajamas all day,” she says, “and making sure that I set some time to take a walk outside during the middle of the day so I get fresh air and can get some steps in.”
Kasliwal says she doesn’t mind working from home temporarily but is looking forward to getting back to the office when she and her colleagues are able.
“I’m actually enjoying working from home because I don’t have to deal with commute times, which is great,” Kasliwal says. “But I do miss seeing my co-workers and the Twitch kitchen, which is amazing.”
While it might seem foreign to those who work independently or remotely full time, some people do actually like going into an office and spending time with co-workers. Kelly Hoey, author of “Build Your Dream Network: Forging Powerful Relationships In a Hyper-Connected World,” says managing interpersonal relationships remotely can be an often-overlooked challenge in suddenly having to work from home.
“For managers, it’s important to keep some sort of routine for your team. There’s a structure to getting up, getting dressed and the community in the office. Some of your staffers might feel lost without it,” Hoey says. “If you usually have Monday meetings or Thursday lunches, for instance, try to arrange a video chat or brown-bag virtual gatherings. Check in with each other.”
She reminds managers to ask their employees if anything else has changed in their lives or routines due to the outbreak. For instance, if an employee’s child’s school is closed or if they’re suddenly caring for an elderly neighbor or relative, that might impact how and when they’re able to log in every day. And if a manager doesn’t ask, Hoey suggests employees communicate that information directly.
Hoey warns teams against simply using the same tools in the same way as they do in a traditional office setting. “If you’re using Slack or email in the office, many times you have that line of sight. You can look up and see if your colleague got your message, and if it came across the way you meant it,” she says. “Now that you’re remote, maybe now you leverage other, more personal technology – even hop on a call – to really connect.”
And for all those conference calls and video chats that will suddenly be required? Hoey recommends setting up a dedicated video space with a neat background, good lighting and no distractions. After all, it might not just be fellow employees also in their pajamas on the other end of the call. Salespeople might need to speak with clients, managers might need to speak with board members and other stakeholders. Working from home is no excuse not to keep it professional. (At least from the blazer up!)
Continue on to U.S. News to read the complete article.
Finally, an organization posted your dream job. You crafted a flawless resume and now you’re ready to apply. You land on the cover letter section of the application and see that it is optional. Is it truly optional?
Will not submitting make me less likely to land the job?
Where do I even start and how long should the cover letter be?
These are some things that might run through your head.
But don’t panic, we are here to help. No matter what your career level is, your cover letter can set you apart from the other applicants. But how much do you have to write?
This can be a complicated question.
Too much text? The hiring manager might glance over it.
Too short? The recruiter may think that you didn’t put much thought or effort into writing the cover letter.
Cover letters should range from a half page to one full page.
Your cover letter should never exceed one page in length.
Perfect Cover Letter Length Characteristics
Tip #1: Keep it Concise
While the cover letter is a great way to showcase your personality, it is also very important to be concise. Hiring managers are sifting through dozens, and maybe even hundreds, of applications.
They do not have time to read a full two-page article about your daily tasks. Instead, highlight any relevant experiences that show your qualifications for the specific job.
Demonstrate your passion for the industry and end the letter. The decision-maker will appreciate your brevity and may even reward you with an interview.
Tip #2: Highlight Only Relevant Experiences
Unless the employer requests a specific word count, keep it short. Take only the amount of space required to show that you are an ideal candidate for the job.
Highlight your qualifications and any relevant stories. It’s important to be specific, and not regurgitate the content on your resume.
It is very important here to showcase how your past achievements can help the company solve their current challenges and how you will use your skills if chosen for the position.
Doing so will show the recruiter or hiring manager the value you can bring to their organization.
Tip #3: Break Your Cover Letter into Sections
An effective cover letter contains three to four paragraphs. It’s important to keep the sentences short so the reader can quickly navigate your cover letter.
Paragraph #1: The Intro
The first paragraph should grab the decision-maker’s attention. This is an opportunity to show your interest in the position and knowledge of the company. Make sure you address your cover letter to the correct person or department. Always be sure to research the company and customize each cover letter to the position you are applying for.
Example: “I am excited to submit my application for the position of [insert position name] with [insert company name]. I have watched your growth for years and really appreciate the devotion to serving your customer’s needs.”
Paragraph #2: Your Qualifications
The second paragraph should highlight relevant stories or stats that impress your qualifications. For example, “In the previous company, I grew sales by 150% in my first year and 200% in my second year.” It is helpful if you can be specific in how you achieved success or benefited the company in some way. This highlights what you bring to the table and how you can make an impact on the hiring manager’s business.
Paragraph #3: Your Interest in the Company
The third paragraph, if you choose to include it, can speak to what drew you to apply to the specific company. This can sway the hiring manager’s decision by showing passion and loyalty to the company.
Paragraph #4: The Closing
The final paragraph should reiterate your interest in the position. It is a great time to thank the reader for their consideration and request an in-person meeting. It’s important to have a call-to-action so the reader knows what to do next. Always include detailed contact information.
Tip #4: Experience Level
Cover letters can vary based on your experience level. If you are applying for jobs right out of college, don’t include metrics measured in school, such as GPA, unless requested. Instead, focus on your experiences, projects and achievements that make you a strong candidate.
If you are in the middle of your career, pick out relevant accomplishments and state your experience level. For example, “With 12 years of teaching experience, I am writing to express my interest in the open position in your Mathematics Department.”
If you have more experience, you likely have more relevant qualifications and stories. This may entice you to make your cover letter longer. Do not fall into the trap.
Longer does not mean better. Select a few key successes and leave others for the interview process.
Tip #5: Formatting
The format is just as important as the length of your cover letter. Pay attention to the amount of white space on the page. More white space keeps the content easier to read for the recruiter or hiring manager.
You want to make sure that you use a font that is legible (as the ones handpicked by our team together with recruiters). Keep standard margins and align your text to the left.
Writing a cover letter can be intimidating. If you remember to keep your writing concise and highlight only your relevant experiences, you will be on your way to snagging an interview in no time.
Article Author Andrei Kurtuy – Resume, CV and Cover Letter Writing Expert