Colbert explains extraordinary steps it took to get a diverse staff

Colbert explains extraordinary steps it took to get a diverse staffColbert explains extraordinary steps it took to get a diverse staffSimply saying you want a diverse staff is not enough to get you one. Just ask Late Show host Stephen Colbert. In an interview with Sopan Deb for TimesTalks, he talked about his naivet with thinking that he could ask for more diverse candidates to apply for his writers room at his previous show The Colbert Report, and that would be enough.I had been very frustrated at the old show about my inability to find diverse candidates for the show, he said about how he thought the usual process would get you the unusual room.Under typical application processes, agents and managers rely on word of mouth and referrals to fill up application pools and get writers to send packets of their best material. But that was not working, so Colbert took his call for diversity one step further.It wasnt until we said, no please, dont send us anyone but women. Because we would say, you know its very important, we want writers of color, we want women, and you would get 150 packets and there would be eight women. And were like, God, thats so frustrating. Until I said no, only women, and then I got 87 women, he said. And I thought, where were these people before? And that was sort of the realization of mynaivet - that its not enough to say you want it.Colbert explains how to go beyond the typical hiring processLate night television comedy is historically a white, male-dominated space at all levels.Ninety-one percent of TV showrunners are white,86% of writers are white and 80% of showrunners are men, according to a UCLA study.Colbert said his call for strictly diverse candidates was an extraordinary step to get an extraordinary room, and that now at his show, half of his writers staff are women or writers of color. But to get the best people at your table, putting in the time and effort to get the best hires should become ordinary. Relying on who you know is not going to give you an inclusive staff, a 2017 PayScale survey proved. The researchers found that job referrals disproportionately help white men and that out of every 100 employees referred, 44 of them will be white men, 22 will be white women, 18 will be men of color and only 16 will be women of color, holding constant industry, location, and other relevant variables.Getting an inclusive staff means going beyond word of mouth and actually putting in the work. You need to go beyond the hiring pipeline of your network.As Shani Hilton, executive editor at BuzzFeed News, explained.Everyone starts with their networks.But maybe your network isnt sufficient.If all youre turning up is white dudes, thats a feature, not a bug, in the system, she said about diverse hiring practices. Look at the sources of your references, beyond your friends and immediate colleagues, and evaluate whether youve done all you can to make sure youre considering a wider variety of backgrounds than, say, white guys from different parts of the country.

5 Tips to Help You Manage Millennial Employees

5 Tips to Help You Manage Millennial Employees5 Tips to Help You Manage Millennial EmployeesMillennials generally are described as those born in the 1980s and 1990s, which means the oldest members of the generation- also known as Generation Y- began entering the workforce in the late 1990s and early 2000s. According to the Pew Research Center, Millennials surpassed all other generations in 2016 as the largest portion of the workforce. As of 2017, 56 million members of the workforce were born between 1981 and 1996, compared to Generation X, which accounted for about 53 million, and baby boomers, who accounted for about 41 million. While most generations are connected to certain stereotypes and cliches, its important to remember that employees still are individuals and should not be judged solely on the basis of when they were born. Still, there are some measurable differences in when and how millennials were raised and educated, and understanding behauptung differences can make it eas ier to manage them in the workforce. 130 Watch Now 7 Tips for Managing Millennials Make Teamwork a Part of Your Companys Culture One of the changes in approaches to education during the decades when millennials went to school was an increased emphasis on teamwork and group projects. From elementary school through college, it was common for members of this generation to be asked to accomplish tasks as part of a team. By structuring your staff in a way that relies on everyone working together with defined roles, youll be able to take advantage of what might be a strength for some of your younger employees. Take Advantage of Their Electronic Literacy Millennials are the first generation to grow up with the internet as an everyday part of their lives. They are the first to embrace and take advantage of technology that connects people electronically. This experience and knowledge can help expand communication both internally and externally for your firm. Embrace Diversity an d Flexibility Pews research shows that millennials account for more people who identify as multiracial than any other generation. A survey by Deloitte shows that more than 40 percent of millennials expect to leave their jobs within two years and fewer than 30 percent want to be in the saatkorn job for more than five years. The same Deloitte survey shows that millennials value and are most willing to stick with companies that have diverse management teams flexible work environments. Taking advantage of this means building a diverse leadership team and staff in addition to seeking out diverse clients. As well, provide a work environment with opportunities for advancement and new challenges. Focus on Results When technology company Qualtrics did research into millennials it found the perception that the generation is lazy is based on a disconnect between millennials and older generations when it comes to prioritizing structure and processes. While older generations value things l ike fixed work schedules and dress codes, millennials are more focused on end results. This means its important to relax the rules a bit. A lot of millennials are hard workers who get results, but to connect with them and retain them, you might have to be willing to live with a more flexible schedule and a less restrictive dress code. Allow Telecommuting or Working Remotely Combine different traits like technological savvy and being results-oriented, and you get employees who are capable of doing good work in ways that werent as easily available to previous generations. Many millennials believe they should have the option to work remotely on occasion or even exclusively as long as they are getting their work done. Be flexible in this regard, and youll have more success attracting and retaining members of this generation.

What Is Included in an Employment Credit Check

What Is Included in an Employment leistungspunkt CheckWhat Is Included in an Employment Credit CheckWhen applyingfor jobs, you make sure yourresumeandcover letterare well written, up to date, andtargetedto show that you are the best candidate for theposition. When you go to an interview, you do thoroughresearch on the company beforehandandpractice answering typical interview questions. However, one thing you mightnot think to prepare for is anemployment leistungspunkt check. In addition tobackground checks, some employers alsogroe nachfrage leistungspunkt checkson applicants and usethat information to make hiring decisions. ANational Association of Professional Background Screeners (NAPBS)survey reports 95 percent of employers conducted some type of employment background screening, 31 percent ran leistungspunkt checks on some applicants, and 16percentchecked the credit of all applicants. A CareerBuilder survey reported that 29% of employers who responded checked credit. Most backgrou nd screening occurred after aconditional job offer. Most often, employers checkthecreditofthoseapplyingfor jobs that deal with money. For example, jobs that require confidentiality and financial integrity (including positions in banking, accounting, and investing) will likely require credit checks. The best way to prepare for an employment credit check is to know what is inyours. What is (and is Not) Included in an Employment Credit Check An employment credit check is one of many common background checks. Employers who check an applicants credit typically use a third-party company. An employment credit report includes identifying information, such as your name, address, previous names and addresses, andSocial Securitynumber. It also shows the debt you have incurred, including credit card debt, mortgage and car payments, student and other loans, and your payment history of those debts and loans- including late payments. However, there is certain information that is not included i n an employment credit report. For example, your dateofbirthis not included on the report. It also does not include your credit score. Laws Restricting Credit Checks TheFair Credit Reporting Act(FCRA) is the federal legislation that sets the standards for employment screenings, including credit checks. Under the FCRA, here are some things employers must do (or must not do) when conducting a credit check on a potential or current employee The employer must get your written approval.Before an employer conducts a credit check on you, the company must notify you in writing and get your written authorization. If you do not consent to the credit check, the employer might go forward with theinterview process, but he or she may also reject your application on the spot. The report cant include old information.Generally, the credit report cannot include negative information that is sevenormoreyears old. It also cannot include bankruptcies that aremorethan 10 years old. There are lawsregar dingbankruptcy information.According to the FCRA, you cannot be discriminated against solely because you filed for bankruptcy. However, bankruptcies are public record, so it is easy for employers to obtain the information. You must be told if the report is used against you.If the employer does not hire you because of the report, the company mustinformyou. The employer alsomustgive you the contact information for the third-party agency used to get your credit report. You can see what is in the report.You have a right to receive a copy of your credit report for free. You alsoareentitled to a free report any timeitis used against you by an employer. You can dispute the information.Ifthedatainthe report is inaccurate, you can dispute thefindings. Here is more information onhow to dispute errors in credit reports. Some cities and states have laws that restrict or prohibit employment credit checks. Check with your states department of labor if you want to know the local laws about credit checks. Legal Issues with Credit Checks TheEqual Employment Opportunity Commission(EEOC) oversees employer practices regarding applicant credit checks. If you suspect that an employer has used credit checks to negatively impact candidates because of race, ethnicity, age or gender, you can report the organization to the EEOC. Most states allow employers to utilize credit reports in a fair and equitable manner within the hiring process. However, some locations have regulated the use of credit reports and placed restrictions on how the information can be used. California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, Washington, and other states have statutes on the books limiting the use of credit reports. In these states, the use of credit checks is restricted to specified occupations or situations where financial transactions or confidential information are involved. Many other states have legislation pending that might prohibit the use of credit re ports by employers, or place restrictions on their use. In addition, some localities also have restrictions and prohibitions on job applicant credit checks. For example, New York City prohibits credit checks on fruchtwein job applicants. Exceptions include top-level executive candidates with fiduciary responsibilities, and applicants who would manage assets or oversee financial agreements worth more than $10,000. Chicago and Philadelphia also are among cities that restrict the use of employment credit checks. How to Prepare for a Credit Check The best way to prepare for a credit check is to get a copy of your credit report as soon as possible. This way, you can check for any issues or errors, and dispute them before an employer sees them. You are legally entitled to one free copy of your credit report every year from each of the three nationwide credit reporting companies. Here is more information onhow to access your free credit reports. If you know that a credit check is going to turn up questionable issues, its a good idea to be honest with the company and address those issues up front, but only when you know for sure that the employer intends to do a check. It is best to mention such issues on a need to know basis. When the employer asks permission to run the check, you should explain as succinctly and honestly as possible what they might find, and what you have done to rectify the situation. Keep in mind that red flags on a credit report dont automatically mean you wont get the job. Particularly if you went through a period of unemployment, or some other financial hardship- which so many of us have- the hiring manager might make a case for offering you a job despite what they find out about your past. The information contained in this article is not legal advice and is not a substitute for such advice. State and federal laws change frequently, and the information in this article may not reflect your own states laws or the most recent changes to the la w.

Watching reality TV can make us less sympathetic to the poor

Watching reality TV can make us less sympathetic to the poorWatching reality TV can make us less sympathetic to the poorWhen you get obsessed with the rich and glamorous lives on Keeping Up With the Kardashians, X Factor, The Apprentice, and Made in Chelsea, there can be a downside to your binge-watching habits. A new study inMedia Psychologysuggests that the ritz and glamour on screen can warp your sense of reality and make you less sympathetic to social programs aimed at helping low-income people.How materialistic TV shows can change how we see the worldFor the study, Rodolfo Leyva of the London School of Economics and Political Science recruited 487 British adults, ages 18-49, to explain their television viewing habits, so that he could see if the portrayals of extreme wealth depicted would impact how they saw the world. Levya said he focused on television shows known for glamorizing wealth and material success. The Apprentice and X-Factor emphasize luxury goods as highly desirabl e, and promote cutthroat competition for the chance to become rich and famous, the study noted. Keeping Up With The Kardashians and Made In Chelsea center on the glamorous lifestyles of wealthy famous people, and heavy consumption of these types of shows has been found to be positively correlated with materialism.When we watch the lives of the Kardashians, we may be absorbing more than plot lines. The study found that heavy consumers of these shows rated as more materialistic and had more anti-welfare attitudes than lighter consumers of the shows. They were more likely to strongly agree that, Benefits make people lazy and should be cut or eliminated and The majority of people in poverty are mostly poor because they didnt work hard enough and/or value education. The study concluded that because the shows are engineered to absorb audiences into the glamorous world of wealth and celebrities, they have a strong potential to function as cultivators of materialistic values and attitudes. When material wealth becomes your narrow measure of success, you may look at the rest of the world with less sympathy. Humans are inherently materialistic but also very social and communal. The way this is expressed depends on our culture,Leyva said. If there is more emphasis on materialism as a way to be happy, this makes us more inclined to be selfish and anti-social, and therefore unsympathetic to people less fortunate.

Do you have what it takes to become a superboss

Do you have what it takes to become a superbossDo you have what it takes to become a superbossSydney Finkelstein is the Steven Roth Professor of Management at the Tuck School of Business at Dartmouth College and the director of Tucks Center for Leadership. A consultant and speaker to senior executives around the globe, he is listed in Thinkers50, the worlds fruchtwein prestigious ranking of leadership gurus. Author and award-winning podcaster David Burkus recently hosted him on Radio Free Leader to talk about the surprising makings of a superboss, and what steps we can all take to become one ourselves.David How did you transition from studying the terrible decisions that people make to studying superbosses that attract and grow talent?Sydney After writing a couple of books on failure, I felt like there welches mora to the story that I hadnt really gotten to. If theres one thing that you need to do to thrive and live longer as an organization, its the ability to generate and regenerat e talent on a continuous basis.And that realization got me to think, Well, whos good at that? That brought me to Alice Waters, the famous chef and restaurateur from Chez Panisse in Berkeley. She pretty much created, or resurrected, the organic, farm-to-table local sourcing of high-quality food, and if you look at the number of people that worked for her and later opened up their own restaurants, its in the hundreds. I said, Okay, let me figure out what it is she did, and then I started asking, Well, who else is there?I started looking at one industry after another, from the National Football League, to jazz, to consumer packaged goods, to hedge funds, to advertising, to American comedy - really diverse industries. And in every industry I looked at, I was able to identify one, sometimes two, but mostly one person that had this outsized influence on the development of great talent. And those were the people that I came to call superbosses.David Thats an interesting insight, because I ve found that the moment you lay out some best practices or evidence-based suggestions to people, one of the most common responses is, Well, yeah, that works great for this, but it would never work in our industry. One of the things I like about unterstellung superbosses is that they come from every industry, sector, company, and geography. There are things that are tried and true, regardless of where you find yourself in a leadership role.Every industry is made of people, right? So people are a lot of times at the core of these problems. Its not like your industry would be exempt from that, unless your industry is run entirely by robots. But if it was, we wouldnt be talking about how to attract, retain, develop talent.Speaking of talent, one of the traits of superbosses is that they look for talent in unlikely places, or they look for new, untapped pools of talent. Tell us about how you found that insight.Sydney Well, every large company has sophisticated HR practices and standard methods. But superbosses Theyre not against any standard methods, but they also add their own thing. Theyre talent spotters, always on the lookout for great talent. I interviewed hundreds of people for this research, and you keep hearing the same story, in some version or another.Theyre not stuck to following the job description and saying, Who checks the most boxes? Theyre looking for people that check boxes they havent even thought about.One story was about Bill Walsh, the San Francisco 49ers head coach who won three or four Super Bowls in his time. One year, he went to recruit a highly touted quarterback, and he went out to see him practice. The quarterback was throwing some passes to his roommate, who was just helping him out. The roommate was on the football team, but not a star or anything like that. Walsh is watching, spending a few hours with them. He goes back, and on draft day, he ends up bypassing that highly touted quarterback and picks the guy that was catching the bal l for him. And that guy turns out to be Dwight Clark, the legendary 49er receiver who made the catch in the end zone to win a Super Bowl.When superbosses find someone, theyre willing to create an opportunity for them. Theyre not stuck to following the job description and saying, Who checks the most boxes? Theyre looking for people that check boxes they havent even thought about. Theyre looking for unusual talent, and to do that, youve got to look for it in different places - diamonds in the rough, if you will.David I love that insight, that when they find that talent, theyre willing to adapt the job, or even adapt a division of the organization, to fit that talent. They dont see it as just, We have this box on the org chart that is now empty because somebody left or got promoted, so weve got to find a carbon copy of that person. Sometimes its, Okay, theres this vacancy, and theres this really talented person. So lets rearrange things to make the best use of this new talented person . No new talent is going to be the same as the talent that created that opening. So every time theres an opening, we have to kind of rewrite the org chart to figure out the best way to use that new source of talent.One of the other insights I thought was really interesting in Superbosses was the effect of talent in teams, what you call the cohort effect - this idea that even though were encouraging teamwork and collegiality, were also encouraging internal competition. Superbosses navigate that balance perfectly, and it leads to far greater performance than if you stress one over the other.Sydney Yeah, within a team you want to create both collaboration and a degree of competition. One of my favorite examples of that is Lorne Michaels, the creator of Saturday Night Live. Hes been doing it for decades.Think about that show - you have to collaborate with writers and other performers to create a skit. But as you get later and later in the week, all these skits - three hours of materi al - have to get winnowed down into an hour. And that, in a sense, is the definition of competition When you have only so many seats around the table, and youve got way more people - or in this case, skits - than will fit.So if you want to succeed at SNL, youve got to learn to cooperate, to work with other people. But at the same time, you cant lose a bit of that edge that makes you want to win - you still want to get your skit out there on Saturday night. Thats the special combination.Within a team, you want to create both collaboration and a degree of competition.David One of the other insights I thought was really cool and counterintuitive was this idea of saying goodbye. In so many organizations, if you decide to leave, thats the end of the relationship youll probably never hear from anybody again. But superbosses say goodbye on good terms, not saying, Farewell but Keep in touch. Instead of responding with anger, they allow that relationship to continue, even if the departin g employee no longer serves the needs of the organization.Sydney Managing the flow of talent is going to be one of the biggest differentiators in business over the next decades. We know that many people are going to be looking for new opportunities. And the best people, of course, are always looking to grow. So its important to not only develop and motivate people, but also manage them out of the organization.And you get a big bonus, by the way, when you do this - you can become known as a talent magnet. Because if youve had people on your team that work for you for a while and then move on and are very, very successful, thats not a secret. People hear about that. Especially today, with LinkedIn and so much data thats out there, its not hard for us to figure out what the background is of the people that have done well. So new talent can look for where they came from and say, That could be a good breeding ground for me. Im going to go see if I can connect with some of those people.D avid Yeah, I agree. And if youre saying farewell on good terms, they can sometimes act as a source of new talent for you. If you let them grow and take on a leadership role in a different company, or even a different industry, youre now tapped through that relationship to whole areas of new talent.Sydney Thats absolutely right. Superbosses will even rehire some of those people after theyve had a tour of duty somewhere else for two, four, five years. But as you say, they can also tap into the community that their former protg are now part of.Because you helped them get better, theres this powerful bond. All it requires is for the boss, the leader, to continue to interact and to manage that network as a key asset. And its not networking 101 where you just talk to people now and then - its looking for business opportunities, its continuing to help other people even when theyve moved on. Its a lot more than just staying in touch.David I wonder if we could switch a bit What is the best advice youve ever received?Sydney The best advice Ive received Pretty early in my career, I had a masters degree. I didnt know what I was going to do, but I ended up being hired by my undergraduate institution to be an instructor. I wasnt doing any research or in a PhD program - I was just a teacher. I loved doing it, and when my two-year contract was coming up, Id done really well. And the department chair - I still remember this meeting - he says, You know, were not going to renew your contract, Sydney. And of course, my heart plummeted.Im firing you, and its for your own good.He said, The reason were not going to renew your contract is that if youre really serious about this, youve got to go get a PhD. Youve got to learn to do research, earn your stripes. You have to accomplish more than just coming here and teaching. Even though youre highly competent at that, its not enough. That, of course, pushed me in the direction of the career I ended up having, and it would not have been possible without that advice about getting your credentials, paying your dues, and doing what you need to do to become an expert at something.So the advice was, Im firing you, and its for your own good. And it was exactly right.David And, Im firing you on good terms, right? Which is exactly the insight we were just talking about.What do you believe that most people dont?Sydney I believe that no matter who you are - whether youre a CEO, a president, or a candidate for president - you are very, very similar to me and just about everyone else. And it might not look that way, because sometimes people are unbelievably wealthy, and have different skills, and intelligence, and experiences, but theyre just people. We dont like to get criticized, we stick our head in the sand, we procrastinate, and we have certain biases and emotions that affect our decisions. Everybody is like that.Its a great equalizer when you realize that, because it means that no one is truly better than you. The y may have accomplished things youve never dreamed of, but thats not the point. The point is about who you are as a person and what youre made of, and when we level the playing field, it allows everyone to say, You know, I dont need to be intimidated by someone that has this incredible rsum. Thats the path they chose. But I can choose my own path, and Im going to have an impact in my own way, in my own community, over the course of my own life. I find that very inspiring and meaningful.David Im right there with you. Even from a young age, I remember my brother would make fun of me about this, because wed go to different rock shows, and I never got starstruck, and he always did. I was always like, Hes just another guy. He might put his gold pants on one leg at a time, but he puts them on one leg at a time.Sydney Were talking about rock stars and CEOs and presidential candidates, but the people who shovel snow or come in to clean your office are people too, and they deserve our respec t. They deserve an opportunity to accomplish goals that are meaningful for them.Were all born with certain skills and capabilities from our genetic makeup, and its what you do with those that really means something to me. If youre born with all kinds of advantages - high IQ, wealthy family connections - what are you going to accomplish from there? And if youre born in much tougher circumstances, whats your contribution to the world? Its a different contribution, but its just as meaningful.This article originally appeared on Heleo.

Salesman Resume - What Is It?

Salesman Resume - What Is It? For instance, if youre writing in for a software programmer job, do set your programming skills first and elaborate more on which kind of programming language you understand best, and list out all of the application youve developed. Its certainly recommended to include as many of the subsequent examples of information as possible. If you do get to your career chronology, make sure the whole section is stuffed with results. Instead, utilize a generic description of the essence of the company. When it has to do with hiring car salespeople the automobile salesman resume will rarely be the conclusive factor, but if it isnt hard to read and on a single page its going to be read. The success of an auto salesperson is dependent on their skill, verstndigung im strafverfahrenership and merchandise. With a great vehicle salesman resume, you are going to be in a position to articulate why you ought to be hired for a specific job. Just like he should. The very first and foremost duty of a Car Salesman is to sell cars by completing all the vital steps involved with selling. To compose a good resume for the auto salesman position, you should find out and produce the act of resume writing. What salesman can car inside this guide. The Little-Known Secrets to Salesman Resume Theres a good deal of skills requires to sell any item particularly a vehicle. If youve sold cars before you ought to be searching for a bigger, better dealer that will enable you to excel and place your sales skills to good use. The same as selling a brand-new car, your resume needs to highlight your strong capabilities. Car salesmen work at brand-new car dealerships or used car dealerships, and are also referred to as sales representatives. Sure a vehicle is a must but its still not a simple product to sell. Car businesses know that and are always watching for those who have the capability to convince prospective buyers that their brand is the very best. Th ey know that and are always on the lookout for people who have the and to convince potential buyers that their brand is the best. Words mean everything in regards to making the correct impression on employers. Sadly, the incorrect example has nothing to take a look at. The Salesman Resume Cover Up Make your points, outlining why you believe you are ideal for the sales associate role. In case you have any experience writing a car sales resume, feel free to talk about your thoughts, including a few of the challenges you might have faced. To compose a very first class resume you want to make it predominantly results oriented and concentrate on your achievements and contributions during your career. Making your resume attractive and simple to read can further this objective. Employers wish to observe how your efforts influence a corporations business. Bear in mind that the employer is particularly interested to understand how much you will enhance the bottom line for the corpo ration. Whether you work as a retail salesperson or manage a significant account with a global corporation, you want to comprehend your customers needs. In case it consists of pertinent info and it appears like its been prepared by a prospective employee thats prepared to go the excess mile it will make you distinguish yourself from the crowd. Sometimes hiring managers play landlords, they are sometimes somewhat picky. When you submit an application for work, it is crucial to have a strong CV so that hiring managers see what skills and experience youve got to offer you. Entry-level candidates especially should try and show all sales experience from prior jobs. Its vital that you dont simply apply behauptung resumes verbatim. Once you comprehend the essentials of effective resume composition, you can set them to work for you while you make your own document. By reviewing our guide, you will learn more about what things to have in your document in bestellung to stick out fro m the competition. Utilize our cover letter sample to polish your abilities and receive the job that you want. Please look at my resume and this cover letter to find out more. Office assistants efficiently carry out an assortment of clerical tasks in hectic small business environments. To stand out, youre want to produce your experience and skills shine. Possessing some industry connections will help you to get that very first job youve been dreaming of. Start looking for opportunities to develop your people skills. The Truth About Salesman Resume You should make certain to emphasize any work in sales you have, even supposing it isnt directly related to auto sales. The job searching campaign is in fact very alike to an advertising campaign, in which you yourself as the product that you need to sell to your possible employer, which serves as the buyer. If you wish to work as a Salesman, concentrate on the subsequent. A great salesman is not going to fall for these tactics.

Career FAQs welcomes Southern Cross and Deakin University

Career FAQs welcomes Southern Cross and Deakin University Career FAQs welcomes Southern Cross and Deakin UniversityPosted April 12, 2012, by Josie ChunCareer FAQs is pleased to welcome two new tertiary education partners Southern Cross University and Deakin University, adding their unique selection of online university courses to our current range of over 650 distance education courses. Southern Cross University (SCU) is a leading Australian university whose courses cover a broad range of disciplines. The universitys emphasis is on providing quality education of regional, national and international significance, and many SCU courses are available through distance learning for maximum accessibility and flexibility. SCU courses are developed in consultation with industry and often involve a practical workplace component to produce job-ready graduates with relevant skills. SCU offers popular undergraduate and postgraduate degrees through online study, such as theBachelor of geschftsl eben, Master of Professional Accounting, Master of Education, Master of Business Administration and Associate Degree in Law (Paralegal Studies). SCU also enjoys particular strength in its tourism, event and hospitality management courses. It operates The Hotel School Sydney in partnership with Mulpha Australia, so youll receive practical, industry-relevant education of the highest standard. Deakin University is one of Australias new generation universities one which combines traditional teaching and research with an innovative approach to course development and delivery. Recognising the increasing need and demand for alternative and especially online course delivery methods, Deakin has developed a strong niche in distance education, with more than 25 per cent of its students now studying off campus. That means that you can study one of Deakins degrees online, according to your own schedule and from any location. You can choose from undergraduate offerings like the Bachelor of Business (Sport Management), Bachelor of Engineering, Bachelor of Public Health and Health Promotionor Bachelor of Property and Real Estate, all of which can be studied online. With behauptung new partnerships, the Career FAQs website adds even more breadth and depth to its range of online course offerings to help you find the course thats just right for you.See our full range of distance education courses from leading Australian providers. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice Administrator CoursesBachelor of Social WorkEnquire ansprechbar Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJosie ChunRelated ArticlesBrowse moreEMPLOYER RESOURCESW ork etiquettePreventing the spread of flu in the officeWith winter almost upon us, flu season is approaching so it would be wise to start thinking about what you can do to help prevent catching and spreading the dreaded lurgy.Allied HealthHealthAllied health career fact sheetLooking for a rewarding career in allied health? This fact sheet will provide you with a brief insight into this fulfilling industry.Aged CareWORKFORCE TRENDSAged care workers demand pay riseAustralian aged care workers have lodged a claim for a 60 per cent pay increase a rise that would add up to $10 an hour to the hourly wage.

Finding Startup Success

Finding Startup SuccessFinding Startup SuccessChoosing to make a career out of your idea for a startup is a huge decision that should not be taken lightly. Startup success requires a unique idea, extensive dedication, and the geschftliches miteinander skills to make it happen. In fact, becoming the head of a new, growing company might call for more career skills than any other job out there.Running with Creative IdeasCreative ideas can strike anywhere. In fact, many students find start up success while they are still taking classes. Some famous examples include Steve Jobs, the co-founder of Apple, and Mark Zuckerberg, the founder of Facebook. Coming up with the basic idea for a new company may be the easiest aspect of kick starting your career, however, developing the model to actually get things up and running might be the most difficult.Once the idea is in place, the hard work begins. Much like becoming widely successful in most aspects of life, developing a company takes a lot of brainstorming and finding answers to tough questions. How will your geschftlicher umgang offer unique services that people want? How will you, as the leader, make financial ends meet and create a complete business plan that is ready to be executed?Planning the Next MoveAfter some of the more difficult planning and financial questions are out of the way, it is time to move forward with making everything happen and implementing the business plan. As work gets under way, it is time to start thinking about business branding and building a name for your company. This is how customers will find you and eventually rate you, so it is imperative to get it right early on and handle your social engagements like a pro. As information and clients begin rolling it, it might be worth considering tools such as business analytics to get the most out your data and gain a competitive advantage in your market. Upwards of 54 percent of business professionals say that their companies need to be more anal ytics driven. Getting ahead of the game early on can help build a solid customer base, manage a tight budget, and help make future predictions about the market.Hiring the Right PeopleFinally, as the company grows it will be important to make sure that you are taking the time to hire the right people. Finding a group of employees that meet the needs of the company, are enthusiastic about the direction, and work well together can be a tough combination, but it can be detrimental if the wrong individuals are brought on. As your business grows and youve officially settled into a career as a company CEO, the people you place in your company and delegate tasks to will continue to be of monumental importance. Opening a new business and gaining success is never easy. Coming up with the winning combination of creative ideas, business planning, and employees takes a significant amount of career skills. But with the right amount of determination and business know-how you will be well on your w ay to success in your new career as company CEO.About the authorBrittni Brown is a recent graduate of The College of Idaho she currently works for a local marketing company. In her free time she enjoys a variety of outdoor activities including hiking, biking, and camping.

Is someone in your life bringing you down Heres how to handle it in a way that will push you both forward

Is someone in yur life bringing you down Heres how to handle it in a way that will push you both forwardIs someone in yur life bringing you down Heres how to handle it in a way that will push you both forwardThe fact is, most of us have someone in ur lives whomaybe without even knowing itbrings us down and saps our energy.But the catch, most of the time, is that these are people we cant just remove ourselves entirely from.They might be a brother or a sister, or a parent, or a boss. And because of how important they are to our family or our work, we cant just get rid of themin spite of the fact that they could be holding us back.For a lot of us, these people are serious sources of stress. Just being around them could be a source of stress. We get anxiety over our conflict with them. As a result, we end up arguing with themconstantly. Fighting with them. Confronting them to prove thatwereright and the person on the other side of the desk or dining room table iswrong.Follow Ladders on F lipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreOf course, if your goal is to live the best, healthiest, happiest life possible, this isnt the right approach.The fact is, most of us have someone in our lives whomaybe without even knowing itbrings us down and saps our energy.But the catch, most of the time, is that these are people we cant just remove ourselves entirely from.They might be a brother or a sister, or a parent, or a boss. And because of how important they are to our family or our work, we cant just get rid of themin spite of the fact that they could be holding us back.For a lot of us, these people are serious sources of stress. Just being around them could be a source of stress. We get anxiety over our conflict with them. As a result, we end up arguing with themconstantly. Fighting with them. Confronting them to prove thatwereright and the person on the other side of the desk or dining room table isw rong.Of course, if your goal is to live the best, healthiest, happiest life possible, this isnt the right approach.Its better, instead, to try andempathizewith the controversial people in yourlifeThe reason is simple. By seeking to understand the people in your family or professional orbit, you give yourself a chance of bridging whatever disconnects are causing so much disruption and animosity in your relationships. And, if you give connecting with those people a genuinely fair shake, even if it doesnt work out, youll have at least gained the knowledge and sense of finality you need to distance yourself from them.But you should really give this process a chance before you reach that point you have to reallytryand empathize.And the reason you have to try so hard is because empathy itself is hard. Humans are hardwired to concern ourselves first and foremost with our own problems, sacrifices, and struggles. It takes real effort to disentangle ourselves from our own minds so we can thin k for a moment about the problems other people are dealing with. To understand where they are coming fromwhat inspires their aggression, their fears, and their anxieties.This is a valuable thing to try and do across many aspects of your life, whether it be with foes across the political aisle or the boss who seems irrationally uptight.What youll find is that you really cant understand anyonefriend or enemyuntil you tryreallyhard to step for a second into their shoes.When people feel like theyre being understood, theyre more open to trying to understandyourpoint ofviewThere are more benefits to this than just you gaining a better understanding of the people in your life.When the person bringing you down feels thattheyare understood, theyre more likely to be empathetic towards you, too.And restoring these relationships should ultimately be the primary goal. Moreover, we have to know its possible with effort. Personally, through my work and in my life, Ive watched husbands and wives an d brothers and sisters fight foryearsseemingly to the point that there was no hope. But after making a mutual effort to empathize with each other, Ive seen them improve their relationships. Stop fighting so much. departure loving more.Whats often the most popular weapon used in a fight?You dont understand.As it happens, thats often true. We dont really know the history or events informing the lives and behaviors of the people around us. When relationships flourish, however, is when you try and educate yourself to that end. In fact, your entire relationship could change if you both can commit to this effort.The personal benefits, too, are boundlessLiving empathetically makes us happier and healthier. Youll see. After trying to live empathetically for a week or so, youll feel better. Youll see youre able to recognize the fights for the petty, meaningless things they so often are.Plus, youll give yourself the intelligence and perspective you need to distance yourself as much as you can from the people who deplete your happiness and invest more time in the people whochargeyour batteries instead.No, you cant remove important people from your life. But you can do your best to understand them as people and let them know youcare.Once youve done this, you can then focus on surrounding yourself with people who lift you up.Again, though, before you get to this point, you need to recognize that the people you think you hate or cant stand are complicated and containing multitudes and histories, just like you. The boss who seems to bully you might be struggling with some very real issues born from his past. Your brother might secretly look up to you and resent your success.It benefits you on a personal level to consider those things. It will make you a better person to consider those things, those possibilitieshow the world looks from a perspective different than your own.To deny yourself this chance is to live in willful ignorance. And regardless of if you end up being abl e to save certain relationships, thats just not something successful, healthy people do.This article first appeared on Medium.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Learn About Jim Spanarkel

Learn About Jim SpanarkelLearn About Jim SpanarkelDuring his brief career as a professional basketball player in the NBA (the National Basketball Association), Jim Spanarkel recognized that there were opportunities in financial careers for athletes. He thus spent his summers studying and preparing for the next phase in his life, which has been as a highly successful financial advisor at Merrill Lynch. Jim Spanarkel also has been able to juggle this career with another simultaneous one as a basketball broadcaster. From Athlete to Financial Planner Jim Spanarkel was born in 1957 in Jersey City, NJ. A local high school basketball star, he went on to play at Duke University. After graduating in 1979, Spanarkel was drafted by the Philadelphia 76ers of the NBA. During the summer of 1980, he studied for and obtained a real estate brokers license. After his rookie season in Philadelphia, Jim Spanarkel was drafted by the Dallas Mavericks, an expansion team that commenced operations in the fall of 1980. After his first year in Dallas, during the summer of 1981, he obtained a Series 7 license, qualifying him to work as a financial advisor. When his 5th pro season ended in the spring of 1984, Spanarkel became a free agent. A marginal player in the NBA, he was not greatly in demand by other teams, and also lost his enthusiasm for the game. He made a brief appearance in the Milwaukee Bucks free agent tryout camp before the start of the 1984-85 season but decided to retire at the still-young age of 27. Upon retiring, Jim Spanarkel applied to and was accepted by the Duke and Seton Hall Law Schools. He also interviewed for jobs at several financial services firms and accepted an offer from Merrill Lynch to become a financial advisor in their Paramus, NJ branch office. Forming a partenership with two other Merrill Lynch financial advisors in 1999, Spanarkels new team would claim to manage over $1 billion of client assets by the year 2000. If accurate, this would suggest that each member of the team probably was earning at least $1 million annually at that time. In order to add extra value for clients, Jim Spanarkel also has become a certified financial planner (CFP). As of 2016, he remains the lead partner in a Merrill Lynch financial advisor team that still includes two other advisors, plus tworegistered senior client associates (that is, registered broker sales assistants). One of the latter also serves as an investment analyst. The Spanarkel Browne Granizo Group This team, the Spanarkel Browne Granizo Group, focuses specifically on serving high net worth individual clients, as well as nonprofit organizations and institutional clients. They boast of being among 80 or so financial advisors within Merrill Lynch who are accredited by that firms Global Institutional Consulting (GIC) group to serve small institutions in matters such as employee benefit and retirement plans, philanthropic and nonprofit management, portfolio strategy and investment cons ulting. This indicates how, under Bank of Americas ownership, Merrill Lynch has adopted certain degrees of retail sales force segmentation, in support of client segmentation. Spanarkel and his team also hold various other specialized certifications. In the meantime, Jim Spanarkel also has juggled another contemporaneous career as a television analyst on basketball games. In 1998 he joined the broadcasting team for the (then) New Jersey Nets of the NBA and has continued in that role after their move to Brooklyn. He also is a longtime analyst on CBS telecasts of NCAA college basketball, and more recently as a studio analyst on the NBA cable channel. Spanarkels Life Lessons Jim Spanarkel showed great foresight in preparing for his life after basketball while still a pro player. In interviews, he has cited persistence as a vital characteristic of successful athletes and business people alike. This, indeed, is one of the personal characteristics that financial services firms seek whe n recruiting former athletes. Meanwhile, Spanarkels ability to maintain dual careers as financial advisor and basketball announcer speaks to an incredible work ethic on his part, as well as to the benefits of working as part of a team of financial advisors. His frequent absences due to announcing commitments would not be sustainable for a lone practitioner.