“I’m looking to make a career change, and keep hearing about transferable skills. Do they matter, and how can I showcase them on my resume?”
Ask any business executive about transferable skills, and they’ll tell you the same thing: not only are they important when making a career change, but essential to getting ahead. Once you reach a certain level, your hard-line training and education take a backseat to things like:
- Managing Change. Entire industries are being disrupted like never before. Can you navigate these waters successfully?
- Communication. Can you build relationships, manage conflict, and influence varied audiences?
- Leadership. Can you coalesce people around a vision for the future?
- “Just in Time” Learning. Are you skilled at rapidly gathering ONLY the information necessary to execute quickly?
- Complex Problem Solving. Can you find the opportunity in adversity?
So now let’s break down how to communicate skills like this on your resume:
1. Identify the Key Transferable Skills You Need to Highlight
Use a resource like O*Net to quickly look up your targeted position and get a breakdown of essential transferable skills.
Now spend some time thoroughly assessing the transferable skills you currently possess. In most cases, you’ll have at least 50% of those required by your targeted position.
Ask yourself: What are all the skills I need to do my current job? Write them out.
Now review your list and circle those skills which correlate with your targeted position.
Finally, underline those circled skills which can be proven on your resume. These are the ones you need to focus on.
2. Show, Don’t Tell in Accomplishments
The CAR technique is a great way to to break down transferable skills into accomplishments that really sing on resumes. You must tie down transferable skills with accomplishments, or else it’ll just feel like fluff.
For each highlighted skill, ask yourself:
Challenge. What big challenges did you face in this area? Think entire career, not just your current job.
Actions: What specific actions did you take to overcome them?
Results: What was the impact of your work?
Here are some examples of CAR-based transferable skills accomplishments:
-Managing Change: Mitigated the effects of a $42M revenue shortfall as a result of new policy affecting direct marketing efforts. Led multi-pronged digital marketing campaign which cut a $42M loss into a $5M loss in 8 months.
-Leadership: Transformed staff retention rates through ground-development of a “Career Pathways” program, initially rolled out across Sales & Marketing prior to company-wide adoption.
3. Utilize a Resume Structure that Plays To Your Strengths
The bigger the career change you’re attempting to make, the MORE important a role transferable skills will play.
If you’re looking to make a more-or-less linear shift upwards, say from Senior Marketing Manager to Marketing Director, then a Chronological Resume Format will be your best best. Here’s its structure:
CHRONOLOGICAL RESUME FORMAT:
Highlight 3-4 key attributes that directly address the pain points of employers.
Keep this very industry-centric. A Marketing Director would have terms like Brand Management, E-commerce, Social Media, Web Analytics, Direct Marketing, and others here.
Professional Experience Section.
Jobs here are listed most recent to least. For each relevant position, start with a “Scope Statement” that highlights the bottom-line impact you had, then back it up with concrete, bulleted accomplishments.
Education & Closing Sections
Pay special attention here to any advanced training you took in your field, relevant volunteer work, anything else to further establish credibility as a leader in your “niche”.
If you’re looking to transition back to a career path you were previously on, then a Selective Resume Format will probably be the most effective.
SELECTIVE RESUME FORMAT:
Opening Section & Keyword Section
Both of these sections should be tightly focused on what you want, not what you’ve been doing recently. For example, if you’re looking to get back into a high-level Process Improvement role, but have spent the past few years teaching, then what you’re highlighting here is 100% about what you can do on the Process Improvement front. Collect and utilize relevant job postings to help focus your efforts here.
Professional Experience Section
Use the “Scope Statement” and accomplishments approach for only those positions that are directly aligned with your job target. Everything else can be consolidated into bulleted sections (ex. Professional Experience 2008-2014).
Education & Closing Sections
Start by highlighting job target-relevant details here.
Finally, if you’re looking to move into a position that you have little-to-no experience in, then a Skills-Based Resume might be the best option.
SKILLS-BASED RESUME FORMAT:
Summary of Skills Section
This is designed to showcase key skills, and cherry-pick accomplishments throughout your career to support them. Here’s an example:
- Developed 5K subscriber email list for XYX College newsletter, significantly impacting turnout for Alumni events.
- Supported social media advertising efforts on ad hoc basis for [company name], including strategy sessions with Marketing team and regular tracking and analysis of performance.
Professional Experience Section
Simply list job title, company name, dates and location for each position.
Education & Closing Sections
Think about value-adds here. If you’ve done anything that supports your current target in a volunteer capacity, now is the time to provide some details about it!
Also on Glassdoor:
Want to make a major career change in 2017, but don’t kno…
March 15, 2017 at 09:36AM
Oh, Reddit. We can always count on you to provide us with crowdsourced wisdom. Whether it’s instructions on how to fix a leaky sink, get six-pack abs or even solve a Rubik’s cube, there’s no shortage of valuable nuggets of information from people who have been there and done that. And naturally, that includes career advice too. But with such a deluge of knowledge available, who has the time to sort through what’s useful and what’s not?
Luckily for you, we’ve done the legwork this time. Below are a collection of some of the best career pointers from Reddit’s r/lifeprotips forum as they relate to the job search, new jobs, communication, and more. Read on, and prepare to hack your way to greatness.
Job Search Tips
Of course, you’ll want to still engage in all the regular job seeking activities — filling out applications, scheduling informational interviews, etc. — but volunteering can be a great way to expand and tap your network for new opportunities. As the original poster of this tip says, “I joined my local Firehouse two years ago and have met hundreds of people through the firehouse itself, trainings, social events and they all want to look out for one another and help. I have a job, but I’ve seen many many people get an ‘in’ for jobs that they may not have had [otherwise]!”
At this early of a stage in the application process, you need to be careful about what you share around salary expectations. You certainly don’t want to price yourself out of a job opportunity, but you don’t want to sell yourself short either. Putting “negotiable” right in the application lets a recruiter know that you’ll be willing to work with them to find a salary that works for both of you.
This may seem like a minuscule change, but according to this tip’s original poster, this simple trick “will help employers already start picturing you as an employee while they are reading it… it prompts your potential employer [to] picture you as a member of the company instead of thinking about what you might be able to do.”
New Job Tips
Everyone wants to make a good impression when they start out at a new company. What better way to do that than going off of the criteria you’ll be eventually judged against anyway? Bonus: “after some time has passed, and you’ve acquired new job responsibilities, you can show your supervisor your job description and then provide a list of your additional tasks in order to negotiate a raise,” says the original poster.
5. “If you’re just starting a new job, know that the first week or so will be an emotional roller coaster. But trust that it will all get better soon when things settle in.”
The new job jitters can hit hard, but don’t mistake that for meaning you made a mistake leaving your old company (or that you’ll never be happy at your new one). Give it at least a few months before you make your mind as to how you feel about a newer position.
6. “When you start a new job make sure to keep the job description. That way you can easily update your [resume] or LinkedIn with the new job at a later date.”
Even if you’re in love with your new job, you never know when a great new opportunity will come up, so hold onto those job descriptions. You won’t want to copy it verbatim — besides being poor form, it’ll likely fail to cover the extent of what you’ve accomplished — but an original job description can serve as a great reference to make sure that you’re highlighting all the key responsibilities of your position to potential employers.
7. “When making an argument, a single strong point is better than one strong point and multiple weak points. Weak points become targets and weaken your entire position.”
It can be tempting to throw everything you’ve got at the wall to see what sticks, but this is actually a counterproductive move. Keep this in mind whether you’re trying to make the case for a particular business decision, asking for a promotion, or any other instance in which you have to convince a colleague to see things your way.
8. “A real, effective apology has three parts: (1) Acknowledge how your action affected the person; (2) say you’re sorry; (3) describe what you’re going to do to make it right or make sure it doesn’t happen again. Don’t excuse or explain.”
There’s no way around it — everyone messes up at work at some point. But if you have an effective damage control strategy, you don’t need to sweat it too much. Just keep this apology format on hand to help things return to normal as soon as possible if and when you eventually need it.
“Telling your boss you are overloaded can bring with it negative connotations such as: you are bad at prioritizing, bad at time management, or just slow,” says the original poster of this piece of advice. “A more tactful way is to… [create] a list of all your major tasks and prioritize them. Then go to your manager and ask them to verify the priorities as you have outlined… This lets them see on paper that you have a lot on your plate. This also lets them know you are thinking ahead and that you are practicing prioritization skills.”
Sorry is a word that we tend to rely on entirely too often. Flipping the script like this helps stop the epidemic of over-apologizing and serves as a nice compliment to whomever you’re talking to — now that’s a win-win.
It’s easy to fire off a one-sentence email without thinking much about spelling, grammar, tone, or even content, but while it may be a timesaver, it can come back to haunt you. Taking a couple of minutes to review what you’ve said and how you’ve said it can not only prevent an email snafu — it can also improve your standing in the eyes of your colleagues.
“Telling your supervisor you ‘assumed’ something typically results in a reprimand,” says this tip’s original poster. On the other hand, “saying ‘My understanding was…’ will instead be attributed to a miscommunication or a lack of clarity in their original instructions.”
13. “I find the best way to communicate ‘how’ to do something is to explain *why* it’s done like that. The inclusion of ‘why’ creates a mental framework to understand what someone is doing rather than just correctly following steps.”
How-tos can be a bit overwhelming. With so much information to distil into a short amount of time, the person you’re teaching often feels pressured to memorize everything you’re saying. But much more important than rote memorization is processing and understanding the task as a whole — and when you provide a ‘why,’ you allow this to happen much more naturally than if you were to just recite the process step by step.
14. “When you are writing a professional email, leave the To: field blank until you have checked it over and are completely ready to send.”
Want a sure-fire way to guarantee that email mishaps are a thing of the past? Wait to fill out who you’ll be sending the email to until you’re *certain* that the body of the email is in tip-top shape.
15. “When telling a boss about a problem, propose at least one solution to resolve it. It will show that you are working to resolve it instead of just passing the buck.”
Ever afraid that you ask too many questions? This is the perfect solution for you — it allows you to gut-check your response with your manager while still coming off as the thoughtful, proactive rockstar that you are.
16. “If you’re already having a terrible day, do as many things that you’ve been dreading that you can.”
“At a certain level of bad day, you’re unlikely to feel much worse,” says the original poster of this comment. “After you complete your tasks, you’ll feel better, or you’ll at least keep those things from ruining another day.”
17. “When writing a thesis or a scientific paper, don’t end your day with a completed section. Write at least one or two sentences into the next topic to make it easier for your future self to continue writing the next day.”
Don’t let the terms “thesis” and “scientific paper” throw you off — this piece of advice isn’t just for college students. If you’re working on a deck, brief or even substantive email that you can’t finish all in one sitting, writing a little bit extra beyond a clean break can help you organize your thoughts and jump right back into it whenever you’re ready.
Few feelings are worse than heading home from the office and realizing you forgot to complete a bunch of small, easy tasks. Get these quick but urgent to-dos out of the way as soon as you possibly can to avoid having them pile up or worse, get forgotten. As a perk, crossing these off your list can give you just the feeling of accomplishment that you need to ride a wave of productivity.
19. “Dress well even for the small things- If you look good, you’ll feel good. Feel good, you’ll do well. Do well, you’ll succeed.”
The confidence that comes with looking your best gives you a serious advantage towards whatever you’re trying to accomplish — so when faced with an important task, do as Barney from How I Met Your Mother so often says, and “Suit up!”
20. “When you go back to work after having a good amount of time off ([maternity] leave, vacation, surgery, etc) don’t ever go back on a Monday, instead start back up on a Wednesday or Thursday.”
Coming back from a long break is a big transition — make it easier on yourself by starting with a shorter workweek. Jumping into the middle of the week also means that you likely won’t be expected to complete as many end-of-week deadlines, which can help you gradually ramp up to your normal workload.
21. “Running late to work in the morning? Stop and grab donuts. Then you’re not the guy who’s running late, you’re the guy who grabbed everyone breakfast.”
Don’t make a habit of it, but honestly… who can be mad at the guy or gal that brings in donuts?
22. “Don’t recommend a friend for a job unless you’ve seen them work or you are willing to risk both relationships. A good friend isn’t always a good worker.”
It may be tempting to go after that referral bonus, but, as the original poster of this tip points out, “Someone who is a good friend doesn’t necessarily translate to someone who has a strong work ethic. Recommending them only for them to mess up reflects badly on you and could ruin the friendship and your relationship with the employer.”
23. “When trying to solve a computer error code by doing a google search, include the word ‘solved’ in your search.”
Get on IT’s good side by solving your problems for yourself whenever possible. That way, when you really do need them, they won’t think you’re just crying wolf.
24. “If you’re a manager at work, keep some ‘get well soon’ and ‘congratulations’ cards in your desk for your team to sign. Opportunity will arise.”
“After four and a half years of management I have 14 people on my team, and it’s astonishing how often someone goes on medical leave or has a baby,” says the original poster. Stockpiling cards at the office like this is a great way to ensure that you don’t forget to buy them at the last minute when they’re truly needed. Trust us — your employees will appreciate your thoughtfulness.
25. “Treat your own time off work as if it was your second job and you are the project. Invest in [yourself] by doing things to learn new skills, give you a sense of accomplishment, and make you happy. You work hard for someone else’s business; work just as hard to make your happiness your business.”
Work is a big part of your life, but it’s not the only part of your life. To truly be fulfilled, you need to make the best of the two-thirds of the time you don’t spend at the office. Vegging out on the couch and binge-watching Netflix has its time and place, but don’t forget to balance that with meaningful and enriching activities.
Also on Glassdoor:
March 15, 2017 at 09:24AM
Several years ago I was asked to run a negotiation workshop for the sales staff of a major magazine publisher. It was—and is—a much-admired company, so I welcomed the chance to get an inside look at how it operates.
I met in advance with senior management to learn what’s negotiable when they sell their advertising pages and how they judge success. One guy sketched what he described as a typical deal, but the woman sitting next to him said, “That’s crazy. I’d never approve those terms.” The two of them went back and forth about where the company should draw the line between saying yes or no to a deal.
Trap #1: Negotiating without a license.
I got into the exchange. “I think we’ve surfaced a problem here,” I said. “No matter how skillful your sales people are, how can they succeed if they don’t know whether a deal made will get them a pat on the back or kick somewhere else?”
I see other versions of the same dynamic time and time again. Upper management lacks consensus about goals and objectives. Their negotiators in the field have to guess at their peril about what’s acceptable and what isn’t. That’s risky for them and bad for their companies. In any negotiation, the old adage applies: If you don’t know where you’re going, any road will take you there.
Before you negotiate—whether with a client, customer, or vendor—confirming the scope of your authority with your own manager is imperative. The license that you’re granted must:
- Identify what you’re aiming for, both short and long term;
- Allow enough creativity to let you craft agreements that meet the legitimate needs of your counterparts;
- Set your walk-away. (Not everything is negotiable. Coming home empty-handed sometimes will be the best possible outcome.)
You have to nail down all these points. If you don’t, you set yourself up for criticism and second-guessing.
Solid preparation is only part of the story, though. After the negotiation is done, learning the right lessons from your experience is a great way to improve your performance. Doing after-action reviews requires discipline and honest self-reflection, but it’s standard practice in the military and, increasingly, in medical teams.
Trap #2: Squandering the chance to sharpen your skills.
In a nutshell, all it requires is doing a before and after comparison of your strategy—identifying what worked well and what, in hindsight, you’d now do differently. If you’re diligent, you’ll soon develop a repertoire of best practices to draw on for future negotiations. A simple journal will suffice. (I’ve also developed an app—Negotiation 360—that provides a structure for self-assessment and learning on Apple and Android devices.)
It’s bad enough to waste this opportunity when you’re negotiating on your own. It’s even worse when companies overlook the chance to collect and share the best practices of all their negotiators.
There’s a third kind of trap that is especially costly in an organizational setting. It’s illustrated by a scenario I present to my on-campus and online students. I’ll pose it to you here.
Imagine that you’ve been negotiating the sale of some property owned by your company. When the buyer made an attractive offer, you orally accepted. Your boss is pleased with the terms you reached, but wants you to back and tell the buyer they have to sweeten the deal a bit “to get buy-in back at the office.”
Which of the three following options is closest to what you would do?
A. Do exactly as he says. It’s a familiar bargaining tactic, after all.
B. Ask the buyer if they can sweeten the price, though make it clear your request isn’t a deal breaker.
C. Tell your boss that you’ve already given your word to the buyer and you’re uncomfortable going back on it.
Trap #3: Betraying your values.
This scenario always sparks a lively discussion. Most people—though not everyone—favor Option C, telling the boss that as a matter of personal integrity, they don’t want to play the good-cop/bad-cop game. That’s easy to say, of course, when the question is only hypothetical. In actual practice, standing up to your boss may be harder. He or she might say, “So, are you working for us, or are you working for them?”
Nevertheless, every time we negotiate, whether for ourselves or on behalf of others, we should consider what—if anything—we owe others in regard to fairness, honesty, and the use of pressure tactics. Reasonable people can debate what principles apply and whether they vary case to case.
Sometimes the choice may be hard—as in this scenario, when the desire to be fair to others must be weighed against the responsibility to serve the interests of those who employ you. Such decisions shouldn’t be made on the fly. They need to be worked through in advance, especially when you’re representing somebody else.
Your boss needs and deserves to know your own moral compass, specifically, what you are and are not willing to do for the company. Having such a conversation may not be easy, but it’s far better to have discussions over general principles, than to deal with them piecemeal. If you take the latter route, over time you risk compromising your values.
Michael Wheeler has taught Negotiation in Harvard Business School’s MBA program since 1993. He also teaches in a wide variety of on-campus executive courses, including Strategic Negotiation.
Also on Glassdoor:
March 15, 2017 at 09:24AM
Everyone’s done it: hit “reply all” when they meant to just hit “reply,” sent a snarky email to someone other than the trusted colleague it was meant for, or attached the wrong file—a confidential one—to an email going outside the organization. In a world where interoffice communication is instantaneous, it’s incredibly easy to make an error when you’re tired, overwhelmed, or unfocused. We’re only human, after all. Because of the sheer volume of emails most people send, it’s nearly inevitable that you’ll have a snafu at some point. The difference between an incident that blows over in 24 hours versus a drawn-out saga? How you handle it. Here’s everything you need to know about how to handle an email emergency, no matter the situation.
If it was a minor mistake:
Not all email mistakes require action, according to Marla Harr, a former HR professional who is now a business etiquette consultant. “If the reply doesn’t contain anything confidential or inappropriate, I would just let it go,” she says. “The last thing people need is another email in their inbox.” Most people don’t even read all of their emails, so if you accidentally cc’d someone on a totally innocuous message, made a spelling error, or did something similarly harmless, don’t sweat it.
If you feel like you need to say something even though the infraction was minor, Harr says you should keep it short and sweet. “If it was just a normal email responding to general business, for example, such as an update on a project or asking a question, I’d suggest you email the person and let them know you added their email address by mistake and to please disregard the email,” she says. This is a considerate way of letting an unintended recipient know that you caught your mistake and will make sure it doesn’t happen again in the future.
If it was something major:
So, let’s say you said something unkind about a coworker, sent the sales contract for another company to a competing organization, or mistakenly shared something way personal with the wrong person. Harr’s biggest advice in these more serious situations is to fess up as soon as you realize what you did. Why? Because management hates being blindsided. “I would recommend notifying your supervisor immediately to get support and understanding of how serious the mistake could be. If damage control is needed you want to start that as soon as possible,” she notes. Considering how quickly emails can make the rounds, it’s a good idea to take action as soon as possible.
If you get an email you weren’t supposed to receive:
In this situation, it can be tough to know whether you should acknowledge it or not. The best course of action? “Reply and let them know you received the email and ask them politely to delete your address from further streams,” says Harr. If the email contains sensitive information, the procedure is the same, but Harr recommends adding that you’ve deleted the message since it’s “confidential” or “private.” “Using these words lets them know you will not share the content,” she says.
Lastly, Harr emphasizes that you shouldn’t be afraid to say you’re sorry when you’re the one who made the mistake. In fact, that’s probably the most important thing you can do. “When you apologize, you acknowledge that you did something wrong and then work at repairing the damage,” she suggests. And don’t just shoot off a random grouping of words hoping that they’ll have the intended effect. “Apologies should be thoughtfully conceived, clearly stated, and genuine,” she says. Though an apology via phone call is ideal, she adds that if you’re going to do it via email, one to two sentences is a good length. Your message should convey a concise explanation of what you did that was wrong, that you understand the repercussions of your actions, and that you’re not making excuses. It might be slightly painful to go through this process, but the silver lining is that fessing up will probably make you double and even triple check your emails before hitting “send” in the future.
Also on Glassdoor:
March 15, 2017 at 08:54AM
Today should be a national holiday: It’s Supreme Court Justice Ruth Bader Ginsberg’s birthday! She turns 84 years fabulous today and has been on the Supreme Court for nearly 24 years. She became the second female Supreme Court Justice (after Sandra Day O’Connor) when she was appointed in 1993 by then-president Bill Clinton. The Brooklyn-born justice has become an icon and champion for women’s rights, civil rights and was instrumental in Obergefell v. Hodges that made same-sex marriage legal in all 50 states. She’s affectionately known as the Notorious RBG and on her big day, we thought it would only be appropriate to look back at some of her best one-liners and memes.
March 15, 2017 at 08:29AM
These days, many companies are progressive enough to treat their female and male employees equally, but this is sadly not the case in all workplaces. Even when a company makes a concerted effort to be inclusive, unconscious bias can play a role in decision-making and which ideas are primarily considered by upper management. While the burden of equalizing the workplace between genders ultimately falls on employers, there are some tactics that women who find themselves in situations of bias—unconscious or otherwise—can employ to make sure people pay attention to their viewpoints and positions.
1. Make yourself known.
One of the most important things you can do is resist any urge to blend into the background, says Cristina Lara, an HR & diversity consultant for startups who served as the National Diversity Manager for Hillary Clinton‘s presidential campaign and has managed global diversity programs at Amazon and Cisco. “When you go to a meeting and don’t know everybody there, introduce yourself,” she says. It sounds simple, but sometimes women forget that they have just as much of a right to be in that meeting, be heard, and be known as everyone else. “Walk towards each new person you meet, shake their hand, and remember their names,” Lara advises. This is particularly important for women who are just starting out. “My advice for women who are early in their career, in any industry, is that they ought to make themselves known and introduce themselves every chance they get. I worry that women in the workplace have been conditioned to do what is asked of them and oblige.” While it’s important to follow through on your tasks and goals, it’s equally important to show that you deserve a seat at the table just as much as anyone else does.
2. Take up space.
“I always tell women to take up space,” says Lara. “Have you ever gone to a meeting and you see men sitting with their legs wide open, with their arm casually over the chair next to them? Or leaning forward at the table? Rather than making ourselves smaller—with our legs perfectly crossed, attempting to accommodate others in the room—I encourage women to physically take up space.” In fact, Lara says that before you do anything else, you should take note of your current physical behaviors in meetings and then work on developing your body language to give yourself more of an executive presence. “Lean in at the table, not just in the Sheryl Sandberg way, but literally lean in,” she suggests.
3. Find a mentor.
Having friends in high places can certainly help you understand the bigger picture of what’s going on at your company, as well as which actions on your part are more likely to be effective and recognized by others. “To be heard at all levels of a company, it is important to find someone in the organization that you can establish as a coach or mentor to you,” says Emily Key, Director of Operations at Bench, a startup that takes a new approach to bookkeeping. “This a great step toward understanding how to navigate the maze that the workplace can sometimes be.” Don’t be afraid to go straight to the top, either. In order to find someone who is a good fit, “you may have to step out of your comfort zone to engage various levels of management,” she notes.
4. Listen to what’s going on around you and show off your expertise.
“To be heard, you have first stop to listen. And listen hard,” says Key. In order to understand how you can contribute, you need to evaluate the needs and dynamics at your company. Where do they need help? Where can they improve? Once you’ve done that, it’s time to speak up. “Establish yourself as a subject matter expert, or as a very curious, productive, and invested stakeholder,” she says. “You must summon all of the confidence you can muster, and be prepared to present your ideas to the right audience via the appropriate platform.” By showing that you have an authoritative voice on one or more areas of expertise or a passion for a particular issue, people will be more likely to automatically start coming to you for your ideas and input when that topic comes up.
5. Get involved with a like-minded community and hold your company accountable.
It’s tough to make big changes to how women are seen in the workplace without help from others. “Form a powerful coalition of men and women who are actively addressing this in your workplace or your industry,” Key suggests. From this network, you’ll be able to get more details on the gender-specific struggles others in your company or industry are facing and how they’re dealing with them. Then, “find out what your company is doing to keep these issues top of mind.” Don’t give up on this endeavor even when it gets tough, because it definitely won’t be easy. “Be sure to remain productive in addressing this issue because I assure you that you’ll feel defeated,” Key explains. “The stats don’t lie and this has been a long-standing issue that is yet to be resolved, particularly in the STEM fields. But be empowered that you are joining a very loud, very active chorus of thousands of men and women who are working to change the numbers. As a result of this, and in an effort to be more transparent and accountable, many large companies now publish their diversity numbers.”
Not all companies are advanced in this sense, and sometimes it’s necessary for employees to point out the need for diversity programs. “At Bench, we openly discuss diversity and inclusion in the workplace, and always make time for employees to voice concerns to or ask questions of the leadership team at our monthly company-wide meetings. You could suggest similar openness and transparency within your own workplace, or inquire with your HR group about diversity statistics at your company,” suggests Key.
6. Know when it’s time to move on.
Though it should be treated as a last resort, it’s important to know that you do always have the option of leaving if your company culture is not promoting equality or allowing women to take equal part in company business. Lara says that she doesn’t like to encourage women to leave because of unconscious bias (after all, how will it change if women don’t stay in male-dominated companies?), but “you should leave the moment you feel that the company will not support your internal career progression,” she says. “While we want businesses and management to be aware of the many ways sexism can subtly creep into meetings, emails, and promotions, ultimately it’s not your responsibility to do that education.” That’s right. Though there are some things you can do to help fight gender stereotypes and discrimination at work, it’s ultimately up to human resources to reshape negative or biased work cultures. “HR and diversity consultants exist to educate workplaces, to design diversity interventions, and to really promote progressive change among upper levels of management. Women should feel supported at work, and if you don’t, it’s time to leave.” She adds that if you do make an exit, it’s absolutely okay to productively and respectfully explain why you’re leaving. “You can absolutely educate on your way out the door,” she says.
Also on Glassdoor:
March 14, 2017 at 09:19AM
Looking for a new gig in the Midwest? Look no further.
We took a look at some of our Best Places to Work along with some of the region’s biggest employers to highlight companies that are looking for top talent like yourself. From freight to Fortune 500s, whether you’re into architecture or manufacture, there’s a little something for everyone in this list. The commonality between them all? They’d be lucky as hell to hire you.
1. Goodway Group
Company Rating: 4.8
What They Do: Goodway is the largest independent programmatic media company on the planet supporting over 100 local, regional and Fortune 500 ad agencies in the United States.
What Employees Say: “Goodway embraces what it preaches. It’s about family, work/life integration and doing business the right way. From the owner to leadership and on down, I have never worked at a company that is so on point with doing what they say they are going to do. They have been very successful with continued growth and remain humble and focused on their clients. Love the virtual atmosphere and they create a great structure to allow for that.” —Current Account Director
2. FedEx Freight
Company Rating: 3.9
What They Do: For overnight shipments that won’t fit in an envelope, there’s FedEx Freight.
What Employees Say: “Great pay and benefits. Great place to get a CDL. They pay you while you learn. I started on the dock loading trucks and made it into the driver training program two months later. If you are motivated and a hard worker you should able to do the same. They make you hustle, but they really do put safety first.” —Current Class A Truck Driver
Company Rating: 4.0
What They Do: Gensler is a global architecture and design firm grounded in the belief that design strategy optimizes business performance and human potential.
What Employees Say: “Amazing talent and wonderful coworkers. Information sharing happens every day, all the time. It feels like you grow just by being in that environment and breathing the same air to so many talented individuals. Everyone was incredibly open and friendly from my first day with the company and this never changed. I love everyone I work with and I love the fact that there are not cliques and no gossip. We all work hard and play hard together. The company is invested in mentoring and growing each team member and they actually listen to everyone’s desires and concerns and try to address them immediately. For such a large organization, they are very successful at making it feel like a small team where you quickly get to know and care about everyone.” —Current Project Manager
Company Rating: 4.1
What They Do: Founded in Vancouver BC in 1998, Lululemon creates technical yoga clothes and apparel.
What Employees Say: “Awesome place to work! Positive environment where they truly care about you and your future. Great to be apart of a team where everyone helps each other out.” —Current Educator
5. Power Home Remodeling
Company Rating: 4.4
What They Do: Power Home Remodeling’s mission is to provide clients with the finest energy-saving home systems which will enhance their lives, their homes and their futures all while creating a gratifying remodeling experience.
What Employees Say: “The people I work with, I consider almost family. The company’s values are unlike anything I have ever experienced. There is a clear path for advancement but like everything else in life, your level of dedication will determine your success. The big difference at Power is that the path for advancement is not blurry and very clearly laid out. It has been a life changing experience and look forward to continuing to grow with the business.” —Current Marketing Manager
Company Rating: 3.2
What They Do: Walgreens provides the most convenient, multi-channel access to goods and services, and pharmacy, health and wellness services while developing a new customer experience.
What Employees Say: “I’ve gotten multiple raises and promoted quickly. All of my bosses have been amazing and since I’m a hard worker it has paid off! Always have opportunities for overtime.” —Current Shift Lead
Company Rating: 3.6
What They Do: Boeing is the world’s largest aerospace company and leading manufacturer of commercial airplanes and defense, space and security systems.
What Employees Say: “Boeing has great benefits and interesting projects all over the country. The company encourages us to work on different types of projects and also to pursue a graduate degree. They pay 100% of a M.S. in engineering at any of the top schools like MIT and Georgia Tech. Boeing also shuts down for almost 2 weeks every year at Christmas and they pay overtime.” —Current Electrical Engineer
Company Rating: 3.3
What They Do: For over 90 years, Caterpillar Inc. has been making sustainable progress possible and driving positive change on every continent.
What Employees Say: “The employees who work at Caterpillar are committed to delivering the best most innovative competitive product in each industry they serve. Employees work together to help each other. Integrity is a key value that is honored among the people who work there.
Salaries are good and benefit package is comparable.” —Current Engineering Supervisor
9. Baxter International
Company Rating: 3.4
What They Do: Baxter International Inc. provides a broad portfolio of essential renal and hospital products, including home, acute and in-center dialysis; sterile IV solutions; infusion systems and devices; parenteral nutrition; biosurgery products and anesthetics; and pharmacy automation, software and services.
What Employees Say: “The fact that your job does make a difference in the world makes a difference. The company’s moto is to Save and Sustain lives. That made me feel like what I did made a difference even if I do work in an office.” —Current Proofreading Specialist
10. LaSalle Network
Company Rating: 4.1
What They Do: LaSalle Network is the premier provider of professional staffing and recruiting services in Chicago and San Francisco.
What Employees Say: “Everyone is held accountable. Professional and personal development is emphasized. Friendship is common. Caring is apparent. It is 100% a meritocracy. People with bad attitudes are confronted and if it doesn’t change, they [exit]. It’s refreshing for a company to let producers go in the name of culture. Everyone is encouraged to laugh and to engage with clients and candidates. Great environment to learn and grow.” —Current Employee
Company Rating: 3.3
What They Do: Avant is an online lending platform that is lowering the costs and barriers of borrowing for consumers. Avant offers unsecured personal loans ranging from $1,000-$35,000 with funding as soon as the next business day.
What Employees Say: “You can’t beat the benefits, culture, team and challenging work combination. From the initial interview I felt complete transparency of communication.” —Current Analyst
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March 14, 2017 at 09:06AM
So you’re negotiating your salary and benefits package, and you’re told you’ll be covered through the company health insurance plan. Awesome, right? Don’t celebrate too fast – read the fine print and ask the right questions so you know that you aren’t getting yourself (or your family) into and health insurance surprises. Don’t be shy about asking HR the most important questions about what the health insurance they’re offering means, and which plan is right for you. Here are some of the most important questions to consider:
Is the plan you’re offering an HMO or PPO?
And by the way, what do HMO and PPO refer to anyways? In short, Health Maintenance Organizations (HMOs) give you access to certain doctors and hospitals within its network. A network is made up of providers that have agreed to lower their rates for plan members and also meet quality standards. On the other hand, PPOs offer a wider network of providers and more coverage, but often come with a higher price tag. It depends on your specific situation to understand which option is right for you – just make sure you know what you’re getting into when you decide.
Does the plan cover special procedures and pre-existing conditions?
If you have a condition that you know you’ll need medical help for, or anyone in your family who will be covered under the plan for that matter, it’s important to understand how much coverage the plan is going to offer you. Ask plenty of questions in this vein about what’s covered, and what’s limited.
Is there a monthly premium? What about deductibles?
If there is a monthly premium, and if so, is it being deducted from the paycheck, or do you have to provide it in a different fashion? Is there a deductible, and if so, what things does it include, and to what level? These are really the essential questions when you are trying to find out what the health insurance policy is going to mean for your budget – especially if you foresee frequently paying a deductible for, say, prescription drugs.
What is the waiting period before the plan kicks in?
There can sometimes be a period of time you’re left without health insurance before the company brings you onto their plan. You can cover yourself by using a COBRA, which is a short-term health insurance policy. Talk to your employer about whether they have resources available in order to get you onto a COBRA.
What is the geographical coverage network like?
Does the plan apply only in the state you live in? Can you rely on it internationally? It’s important to find out what type of coverage you’ll get in different states. And remember that the network corresponds to the plan you have – not necessarily the umbrella company your insurance is coming from.
Is my current doctor covered under this plan?
If it’s important to you to keep seeing the doctor, remember to ask whether your doctor is covered over the new health plan. If they’re not sure, some insurers publish directories, but you can also find out through your doctor’s office or hospital.
If I’m not married, will the plan still cover my partner?
If the plan doesn’t have domestic coverage, you’ll need to talk to your partner about health insurance options for the two of you. This point is particularly pertinent for same-sex partners, who can still run into discriminatory policies on domestic coverage.
Do you have a summary of health insurance plans you’re offering?
Things can get especially confusing when your employer is offering multiple insurance plans. Unless you have one or two well-defined criteria that you can easily compare the plans on, you might want to make comparisons based on a summary, instead of delving into the fine print. Employers often have at least some sort of summary of the health insurance they provide, so see if HR can rustle one up for you.
Still have questions? Go to the experts for answers. Healthcare.gov offers a handy Q&A section to answer all of your questions about healthcare coverage. No matter what changes come in the future with the new presidential administration, you’ll be ready and informed by checking this site.
Also on Glassdoor:
March 14, 2017 at 08:58AM
It’s rare for anyone to go from Engineering Manager to Engineering Director to Head of Infrastructure Engineering within nine months of joining a company. But when that employee is a woman in tech, she’s defied the odds even more. After all, women make up 14 percent of engineers and 22 percent of senior management.
But Julia Grace, Head of Engineering at Slack, is all about defying the odds. She’s been coding for decades, ever since she first learned to program on a Commodore 64 computer (think: the big clunky box that Bill Gates-types clacked away at in the 80s). And that passion for computer science has fueled her throughout her entire career. After receiving both undergraduate and graduate degrees in computer science, she moved to California and has been climbing her way up the tech ladder ever since. Now, at Slack, Grace is solving some of the hardest problems in tech as she leads a team responsible for maintaining and enhancing the performance of a real-time collaboration platform that millions of people use each day.
Along the way, Grace has gathered plenty of valuable insight about working as a woman in tech, how to advance in your career, and what it takes to become a Slack team member. Recently, Glassdoor’s Emily Moore sat down to pick Grace’s brain on these topics and more.
Glassdoor: You’ve quickly advanced within Slack and scaled up your team dramatically since you first arrived at the company in October 2015. What do you credit that to?
Julia Grace: It’s really critical for anyone to deeply believe in the product and the mission of the company they work at. Before [my current role], I started a small company called Tindie where we used Slack and it totally transformed how we communicated. So when I was deciding what to do next, one of the immediate things I thought of was that I should work at Slack because I totally believed in the transformational potential of the product. I joined the platform team first, and that was a really natural fit because I could emphasize with our platform’s audience of external developers. Then I moved into infrastructure when it became clear that we needed a dedicated team to work on the large-scale problems that we had. Drawing from my background — I have an undergraduate and a graduate degree in computer science focused on distributed systems — I could take my deep understanding of the product and how we build it to help us scale up through the next stage of our growth.
Glassdoor: Which accomplishments, both as a team and as an individual, are you most proud of?
Julia Grace: Within a couple months of when I joined Slack, we launched the app directory, and this was the effort of many more folks than just me. We started pretty small, but in about 13-14 months, the app directory has grown to 900 apps. What’s so cool about that is that I used to be the person reading the documentation and figuring out how to build my integrations using other companies’ apps. Now I can say that I’m on the other side of the fence. I’m enabling people to build these things, and that was really amazing and empowering.
Glassdoor: It’s no secret that women in engineering and leadership roles face some unique challenges. What are some that you’ve come across in your career, and how have you dealt with them?
Julia Grace: Going through undergrad and graduate school in the late 90s and early 2000s, those programs weren’t very diverse, but I deeply loved and cared about what I was doing. One of the things I started to realize after finishing grad school and coming to California [was] that building engineering teams and being an engineer is much more than just writing code — [it’s also] fostering and creating inclusive, empowering cultures. I have always tried to speak out and be a catalyst for creating some of those cultures, and at Slack, that’s with the support of our fantastic leadership team.
It can be very isolating if there aren’t people like you at the company who are able to empathize and understand what it’s like to walk in your shoes, [but] what’s been really powerful about Slack is that empathy is one of our core values. I had to learn very early on to be empathetic because a lot of people weren’t like me. Being a person of a slightly different background has been an incredible asset, and it’s very important at any company to understand that that type of diversity — whether it’s background, gender, ethnicity, you name it — means we’re going to build a better product. But a big part of that is having support from leadership, which luckily we have here.
Glassdoor: Slack definitely seems to be one of the companies leading the charge when it comes to diversity and inclusion in the tech world. What do you think sets Slack apart from other companies in this aspect?
Julia Grace: It’s important to note that a company is not only the products they sell, but the culture that is built inside. And we’ve been very deliberate from the beginning to build a diverse and inclusive culture. What that specifically means is diversity and inclusion are priorities when hiring, and they are everyone’s priorities. So there’s not just one dedicated person to think of diversity and inclusion, it’s all of us. It’s a very fundamental part of our workplace and all of the policies and processes we’ve instituted.
I think that during very rapid growth, it can be tempting to put some of the priorities around diversity and inclusion aside, [but] that is something we’ve ensured does not happen. Even though we’re growing at a rapid rate and hiring people across the board, especially within engineering, we’re willing to make sacrifices to find the right people for those roles knowing that they may come from a different background. Our goal is to avoid becoming a place where underrepresented minorities exit the technology industry. We want to foster a culture that creates the next generation of tech leaders and entrepreneurs because we’ve given them the opportunity to come here and then we focus on ensuring that they’re set up for success.
Glassdoor: What type of people are you looking for at Slack, and what does it take to be hired?
Julia Grace: Within infrastructure, we’ve got a ton of very hard problems to solve — sending messages in real time with hundreds of thousands of simultaneous users is incredibly difficult to do in a stable, efficient, and performant way, so we really look for people who are eager to solve very large scale challenges. That doesn’t necessarily mean [you] need to have had experience in the past, but it’s really important that when you build a product that millions of people use that it can’t ever go down. We pay very close attention to ensuring that our uptime and performance are at the very highest level. So [we need] an extreme eagerness and enthusiasm to tackle challenges and a deep passion for building software.
Glassdoor: I know you work with a mentoring program for young women studying computer science at Cal Poly. What’s your advice for them?
Julia Grace: One of the things that Cal Poly has done is set up events and situations where students can interact with people from the industry and get a better understanding of what it’s like in the day-to-day world at those companies and in those roles. I can remember quite well myself where I didn’t really know what it was like to be an engineer every day. I had internships where I would work on projects by myself or with other interns, but I didn’t understand what it was like to be part of a team. So I think it’s really important that students seek out the opportunities to speak with as many different people as possible.
If you’re someone studying computer science now, try to talk to as many of your peers that leave and join the industry as possible and stay in touch with them. They can give important insights, and the technology world is small—maybe you’ll cross paths one day!
Glassdoor: Okay, now for a few fun questions. What was your first job?
Julia Grace: My very first job was waiting tables at a diner in New Mexico when I was 16. You never know what will come up when you’re interacting non-stop with new people all day, and it was excellent training on the importance of communication and adaptability! I also created several spreadsheets for the owner to better manage the waitstaff and cook schedule, and even attempted to convince him I should create the very first website for the diner (this was in the age of YellowPage ads).
Glassdoor: What’s on your work playlist?
Julia Grace: I listen to Pandora whenever I’m not in meetings. I don’t have the time to pick out individual artists, so I created a few stations that auto-play music I enjoy. I generally keep it very upbeat and listen [to] the same fast-paced music at work and at the gym. These days, the station has a lot of Sia remixes.
Glassdoor: Finally, do you have any morning rituals that set you up for success?
Julia Grace: I leave the house at 6:25 AM every morning to catch the train to work, so I have a very tight schedule (I don’t check my phone at all until I’m out the door). Once I’m on the train, I take 5-10 minutes to plan out my day — I check my calendar, taking inventory of all my meetings to ensure I’m prepped for each, and then start responding to DMs, channels, and emails.
Also on Glassdoor:
March 13, 2017 at 09:21AM
Whether playing a sport in high school, college or pro, many athletes enter the workforce after their athletic careers, and lucky for them, they enter with a competitive advantage.
At NCSA, we hire many former athletes because we know that lessons learned as an athlete can translate into great performance in the workplace. We also know many former athletes just don’t know how to sell the value of their athletic skills, team experience, and training during a job interview.
After spending years playing a sport, athletes have developed at least seven key traits they should play up to score their next job:
1. They excel at time management.
Managing academics and athletics is no easy feat. Between morning and night practices, and a full class schedule in between, athletes need to find the time to complete homework and study to maintain a minimum GPA. Not to mention making time for social events or spending time with friends. In the workplace, former athletes excel at creating a schedule and hitting deadlines.
2. They don’t make excuses.
Given the all of the tasks they have to balance, athletes can’t and don’t make excuses. They need to create solutions. If they have an exam to study for while on the road traveling for a game, they stay up all night or spend every off-minute studying. Athletes don’t make excuses; they figure it out and do whatever it takes to stay ahead.
3. They make sacrifices.
Athletes understand how to prioritize their schedules based on importance and are okay with making sacrifices. They may miss a social event to work on a paper they didn’t have time to get to during the day because of their full class and practice schedule. They don’t back burner important things for personal preference, but understand how to prioritize to hit goals.
4. They don’t take things personally.
Athletes know a coach’s feedback, as direct as it may be, is for the better good of their development as well as that of the team. Also, given the amount of coaches they have had throughout their athletic careers, athletes also have experience receiving feedback from different types of leaders, allowing them to be receptive regardless of what type of manager they work for. They’ve been exposed to a vast range of personalities and management types.
5.They are resilient.
Athletes are their own toughest critics. They want to be the best and will be harder on themselves than any coach or manager could be. If there is a flaw in the process, they will be relentless about getting better. If they have a failure in the workplace, former athletes won’t dwell on what went wrong, but instead learn from it and push to improve.
6. They’re team players.
Athletes understand the concept of success being a team effort. They are not selfish. If a coworker is behind, they will stay at the office late to help them finish a project. They understand that leaving a coworker behind won’t benefit the team or the company in hitting a goal and achieving success.
7. They’re manageable.
Every manager wants employees who are easy to manage. This means people who are receptive to feedback and are open to learning new processes. Athletes have been coached their entire lives, having had to adapt to different feedback and approaches, which translates effortlessly into the workplace.
Lisa Strasman is President and COO of NCSA, Next College Student Athlete, whose mission is to help families realize their collegiate dreams by fulfilling the genuine need for today’s student-athletes to become better college recruits.
Available Jobs at NCSA in Chicago, IL
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March 13, 2017 at 09:20AM
While it may be still snowing on the east coast, spring is coming and there’s no better time to have a new job than when the blossoms start to bloom. New energy, new environment, new challenges—spring is all about a reawakening of sorts and it’s the perfect opportunity to step into a new role.
Whether you’re going from contract to full-time, looking to up-level or ready to simply jump ship, there are companies nationwide ramping up their hiring this season. With thousands of jobs to choose from, we thought we’d help make the hunt a little easier by honing in on 13 cool companies hiring like mad this March.
Apply now and make this your season of success!
1. HealthCare Employment Network
Number of Open Jobs: 81k
Where Hiring: Las Vegs, NV; Albuquerque, NM; Washington, DC; Minneapolis, MN; Denver, CO; Huntington, WV; Jackson, MS and more
What Employees Say: “I am responsible for the internet marketing, our social sites and keeping fresh content on the HealthCareTravelers.com site. During my time at HCEN the amount of positive feedback I have received from Nurses, Therapist and Allied Health professionals is amazing. Over the last 6-7 years the philosophy of HealthCareTravelers.com is not only assisting HealthCare Professionals in locating that next employment opportunity, but also creating an agency network comprised of nationwide staffing agencies that provide the largest number of opportunities as well as industry leading compensation packages. HealthCareTravelers.com really takes the guess-work out of who to contact.” —Current Employee
2. Fusion Medical Staffing
Number of Open Jobs: 3.4k
Where Hiring: Omaha, NE; Kalamazoo, MI; Cincinnati, OH; Kansas City, KS; South Bend, IN; San Francisco, CA; Burlington, VT and more.
What Employees Say: “At Fusion you truly know that you are valued as an employee and as a person. Every department works especially hard to provide the best possible for the employee, and the recruiters feel more like a good friend than a recruiter.” —Current Employee
3. BNP Paribas
Number of Open Jobs: 3.4k
Where Hiring: New York, NY; Jersey City, NY; Belgique, MO and more.
What Employees Say: “Great company benefits. 34 days of vacation in a year. Very well located in NY. Values diversity. Cares about its people. Very good work life balance. Encourages internal mobility.” —Current Vice President
4. The PNC Financial Services Group
Number of Open Jobs: 2.2k
Where Hiring: Pittsburgh, PA; Fairfield, CA; Highland Hills, OH; Morgantown, WV; Atlanta, GA; Brecksville, OH; Minneapolis, MN; Chicago, IL and more.
What Employees Say: “PNC does a phenomenal job of training and supplying new hires with the resources they need to succeed in a new role. The programs are well structured and the expectation is to add value to the firm as soon as you are able.” —Current Employee
Number of Open Jobs: 2.6k
Where Hiring: Sun Prairie, WI; Halstead, KS; Fort Mill, SC; Somersworth, NH; Culpeper, VA; Mount Vernon, IL; Germany, GA and more.
What Employees Say: “Perfect environment to start or to boost your professional career. Fresh and highly motivated team with a good blend of vast experience and new additions to the topic of automotive engineering. Great opportunity to work with and to shape top technology for autonomous driving. Being a full part and at the forefront of the current hype in the automotive industry is amazing. Even as a starter you are engaged and involved from day one. Hands-on experience as well as high level skills are passed on very efficiently. Within brief period of time you are a full member of the world-wide Continental family. The core values are not just there by definition, but are really lived in daily work. Great commitment from the local managers being a perfect role model and living authentically the true work ethics of engineering.” —Current Test & Validation Engineer
6. Ernst & Young
Number of Open Jobs: 4.1k
Where Hiring: Alpharetta, GA; San Jose, CA; New York, NY; Cleveland, OH; Dallas, TX; St. Louis, MO; Houston, TX; Phoenix, AZ; McLean, VA; Los Angeles, CA and more.
What Employees Say: “A good place to work. Very inclusive work environment. The one thing i liked the most is the feedback process where the senior leadership provides real time feedback and takes an active interest in your career development.” —Current Manager
Number of Open Jobs: 2.4k
Where Hiring: South San Francisco, CA; Irving, TX; Chicago, IL; Cleveland, OH; Atlanta, GA; Southfield, MI; Bloomfield, NJ; Marlborough, MA; Eagan, MN and more.
What Employees Say: “The work environment in Capgemini is healthy, my bench period was only 15 days before i was completely billable to a client in a support ABAP developer role. Had good exposure to complex problems, if you want you can showcase yourselves at any time.” —Former Employee
Number of Open Jobs: 4.0k
Where Hiring: Turkey, TX; San Francisco, CA; Murray Hill, NJ; Arlington Heights, IL; Meriden, CT; Raleigh, NC; Centennial, WY; Redmond, WA and more.
What Employees Say: “Fantastic European based company focused on skills and culture without the overly overt, necessity of degrees and diversity requirements seen with may other U.S. based companies. Great benefits, bleeding edge product and great people.” —Former Regional Care Manager
Number of Open Jobs: 3.3k
Where Hiring: Round Rock, TX; New York, NY; Columbia, MD; Reston, VA; Seattle, WA; Albany, NY; New Bedford, MA; Atlanta, GA; Hopkinton, MA and more.
What Employees Say: “Focus on work/life balance, with a supportive team atmosphere that foster trust to makes you feel like if you take time off you won’t be coming back to a large amount of work that just hasn’t been completed. It is a very energetic company with a passion to push the boundaries forward and do to truly make the world a better place.” —Current Solutions Architect
10. Enterprise Rent-A-Car
Number of Open Jobs: 3.8k
Where Hiring: Tulsa, OK; Nashville, TN; Fairfield, CT; Folsom, CA; Portland, OR; Chantilly, VA; Bismarck, ND; Reno, NV; Yonkers, NY and more.
What Employees Say: “I have been with Enterprise Holdings for 7+ years now. I can’t say enough about how great of a company Enterprise is to be a part of. I am currently an Area Manager and just like everybody else in the company started my career as a Management Trainee. The MT program is an all inclusive program that gives you the tools needed every step of the way to learn the business. The company truly promotes on success. The company truly has an employees first mindset. Our mission statement states that if we take care of our employees and customers then profits will follow and we see that with every action throughout my career. Once you become a manager you have a fantastic ability to increase your own paycheck by being successful. I recently was able to achieve a promotion where the company paid on their own expense to move me and my family across the country.” —Current Area Rental Manager
Number of Open Jobs: 1.5k
Where Hiring: Branchburg, NJ; Santa Clara, CA; Tampa, FL; Riverside, CA; Indianapolis, IN; Boston, MA; Knoxville, TN and more.
What Employees Say: “Roche/Genentech has a strong mission. Employees have many global opportunities with lots of ways to develop and grow. There is a good focus on people. The pipeline of products is strong. There is an environment of play hard and work hard.” —Current Manager
Number of Open Jobs: 3.3k
Where Hiring: Dublin, CA; Plano, TX; Newtown Square, PA; Boston, MA; Pittsburgh, PA; Scottsdale, AZ; Bellevue, WA; Cincinnati, OH; Newtown Square, PA; Guaynabo, PR and more.
What Employees Say: “SAP is very in-touch with the reality of today’s workforce. Many employees have a variety of needs – SAP helps connect employees to those needs. Based on my assignment, I have the privilege to work from home – and can move anywhere in the world that I choose. I also have benefits that meet my family’s needs. My manager is great – and we always connect at least 2-3 times per week to check-in.” —Current Applications Consultant
Number of Open Jobs: 1.6k
Where Hiring: New York, NY; Piedmont, CA; Wausau, WI; Aurora, CO; Spokane, WA; North Logan, UT; Peoria, IL; Rockville, MD; Pompano Beach, FL; Henderson, NV; Newport News, VA and more.
What Employees Say: “The organization really values your touch bases and check ins with your progress. You can truly own your destiny. I started out as an assistant store manager in a small retail division and am now, 5 years later, working my way onto a corporate management role with our Professional Products Division. Work hard, be a good person, and own your progress… It’s all part of the entrepreneurial spirit of L’Oreal.” —Current Branch Manager
Editor’s Note: The companies and jobs highlighted in this article are curated by the editorial staff, listed in no particular order, and do not necessarily reflect the official methodology of Glassdoor’s official awards or honors. The number of open jobs listed are as of 3/10/2017. For more details about how companies and specific roles are considered for editorial coverage, please visit Glassdoor for Employers.
March 10, 2017 at 04:47PM
Your resume perfectly fits the job description, you’ve been hearing positive feedback from HR, and… what?! You weren’t hired? Don’t take it personally – there are a whole slew of reasons outside your control (and sometimes in your control) why you may have been passed up for the job you wanted. Often, the reason you weren’t hired is only distantly correlated to your strength and fit for the position. Here are 7 reasons why you may not have gotten the job:
1. You weren’t qualified
Recruiters say that over half of job applicants for a given job aren’t qualified – and sometimes even more. Don’t be surprised when you don’t hear back if you only met 50 percent of the qualifications. But on the other hand, myopically applying for only the jobs you are fully qualified you for can limit your options. Applying for a job that asks for 6 years of experience when you only have 4 isn’t overly idealistic. Go for It.
2. The company is going through a hiring freeze
Sometimes HR will post jobs online even though the company is going through internal turmoil, and actually hasn’t hired anyone in a year. A hiring freeze could also take effect when you’re in the interview process, in which case you could unceremoniously be dropped out of the running. This might also be something HR doesn’t want you to know, because they don’t want news to spread about why the freeze had to happen.
3. The position was filled internally
Internal candidates generally have first dibs on a role than a new hire coming into the company. In fact, sometimes an internal candidate was the only one being considered all along, but the company has a policy about publically posting jobs. The job could have only had the illusion of being open, but was actually reserved for someone else from the start. Again, don’t get down on yourself.
4. They were hiring for fit
Even if your resume perfectly fit the qualifications and your cover letter was stellar, there’s no guarantee you’ll land the job. It depends on where you’re interviewing, but many workplaces are increasingly concerned with building a cohesive company culture. Research company culture on Glassdoor beforehand so you have a better idea of what they’re looking for.
5. You made a not-so-great impression on HR
When HR is looking at a talented pool of applicants, even one misstep can be reason enough to cost you the gig. No matter how talented you are, it’s always important to be courteous, professional and kind to the people who are hiring you.
6. You were over-qualified
If a hiring manager is looking for someone to do a specific job that you seem over-qualified for, they might take the less-qualified applicant for budget reasons or because the role was more junior than your qualifications. Hopefully, you will quickly be rewarded for your skills elsewhere!
7. The company went through a restructuring
Hiring can be put on hold during a major restructuring, during which HR will be reevaluating their priorities for what kind of job positions they need. If you’re still really excited about the company, don’t give up hope – let HR know that you’re interested in any future positions that might come up.
Whatever the reason, not landing a particular job shouldn’t prevent you from continuing to search. There are plenty of ways to address each of the previously mentioned reasons why you may not have landed the job. Review your resume, tap your network, get a referral and get back out there. The job search may not be easy, but scoring a job you love is well worth the wait.
Editor’s Note: The views and opinions expressed in this article are those of the author.
Also on Glassdoor:
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March 10, 2017 at 09:30AM
The United States is one of the very few countries in the world that does not have a federal law requiring paid maternity leave, leaving it up to individual businesses to decide whether or not they’ll provide time off for new mothers that is compensated. It is perhaps due to this fact that the number of women who take a leave of absence from work after having a child has remained unchanged for the past 22 years, when a law requiring employers to provide unpaid leave was passed. Research shows that taking maternity leave is important to the health of both new mothers and babies, making it clearer than ever that something needs to change with the way parental leave is handled in general.
At the moment, the organizations making the biggest difference are companies themselves. Certain American businesses have recognized the need for paid time off for new parents, often regardless of gender, and have changed their benefits packages accordingly. While there is still a lot to be done when it comes to improving parental leave offerings in the U.S., these are the companies that are doing something right. Here’s to hoping that others will follow their lead.
1. Netflix (Benefits Rating: 4.2)
The TV and movie streaming giant is currently the leader in parental leave benefits and was one of the first companies to announce a new and improved plan for their employees. Their policy, which was introduced in August 2015, allows full-time workers to receive up to a full year of paid time off when they become parents. The policy applies to both new mothers and fathers, and employees can take time off, return to work, and then take more time off within that year if needed. Regardless of how much time they take, they’re paid their full salary. Pretty amazing, right?
2. Bill & Melinda Gates Foundation (Benefits Rating: 4.9)
Announced just a few months after Netflix’s revolutionary policy, the charitable organization’s parental leave policy is very similar and offers new parents up to 52 weeks of paid leave during the first year after their child’s birth. “This will enable parents to participate more fully in their children’s lives, while also allowing them the flexibility and financial certainty to meet the needs of their growing families,” said Steven Rice, the foundation’s chief human resources officer. “Ultimately, our parental leave program is focused on healthier babies, parents who are able to thrive professionally, and strong and resilient families.”
3. Etsy (Benefits Rating: 4.4)
In March 2016, the company introduced 26-week paid parental leave benefit, which includes biological, adoptive, and surrogate parents of both genders. What sets this policy apart is its inclusivity to all types of parents, which is something not all of these companies offer. The time can be taken over the two years following the birth or adoption of a child, although the first 8 weeks must be taken consecutively following the birth or adoption. “We also provide a stipend for assistance with the costs of adoption or surrogacy. All of our offices have well-appointed Parents Rooms. These rooms are primarily used for nursing mothers, but are gender neutral when not in use for pumping,” says Etsy HR.
4. Spotify (Benefits Rating: 4.5)
This music streaming company was started in Sweden, a country that has one of the best parental leave policies in the world, with 480 days available to all parents. Because of this, Spotify wanted to provide a full 24 weeks of paid leave for both moms and dads, which can be taken over a period of three years. One employee raved adding, “6 months 100% paid and 1 month that you can transition back to your job by working from home or working part-time.”
5. American Express (Benefits Rating: 4.0)
In December 2016, Amex upped their offering to 20 weeks for all new parents, including full-time and part-time employees, which is incredibly rare. Plus, expectant parents will have access to a parent concierge, whom they can go to for information on the company’s family benefits and resources. And employees who wish to have a child will receive up to $35,000 for adoption or surrogacy for up to two children. Those undergoing infertility treatments, meanwhile, will receive up to a lifetime maximum of $35,000 to help defray costs.
6. Amazon (Benefits Rating: 3.7)
After being heavily criticized by employees for how they treated women returning from maternity leave, Amazon decided to revamp its policy. Not only did they increase their benefit to 20 weeks of paid leave, but they now offer parents the option of splitting up some of that time with their spouse. For example, if an Amazon employee’s spouse did not get any paid leave at their company, they could take up to six weeks on Amazon’s dime.
7. Twitter (Benefits Rating: 4.3)
Twitter also offers 20 weeks of paid leave to both moms and dads, regardless of whether they had the child by birth or adoption. “The goal of this change was to expand how we think about parental leave,” said Jeffrey Siminoff, Twitter’s VP of inclusion and diversity. “Primary caregiving is something that’s hard to define. We want to lead by example and by doing so we can influence the decisions of others.”
8. Adobe (Benefits Rating: 4.6)
At Adobe, birth mothers receive up to 26 weeks of paid leave if they are the primary caregiver, and all other parents get 16 weeks of paid leave. “Our employees are our intellectual property and our future,” said Donna Morris, senior vice president People & Places, Adobe. “The investment is unquestionably worth it.”
9. Facebook (Benefits Rating: 4.7)
If you’re starting to notice a theme here, it’s because all the biggest tech companies in the U.S. have adopted more generous policies. Facebook provides four months of paid parental leave, regardless of gender or country of residence. This year, COO Sheryl Sandberg announced Facebook employees will have up to 20 days paid leave to grieve an immediate family member, up to 10 days to grieve an extended family member, and will be able to take up to six weeks of paid leave to care for a sick relative.
10. Microsoft (Benefits Rating: 4.4)
Birth mothers get 20 weeks of paid leave, while all other parents (fathers, adoptive parents, foster parents) get 12 weeks of compensated time to adjust to their new family life. One employee says, “Microsoft takes pride in employees and family living. Thank you!!!” And another adds, “Most importantly, people do take 5 months off or longer. So you are not pressured or expected to come back earlier.”
11. Google (Benefits Rating: 4.6)
When the tech company increased their parental leave from 12 to 18 weeks several years ago, they saw a 50% decline in new mothers quitting their jobs. If you need proof that maternity leave is important, there you have it. A new Google dad shared, “Fantastic benefit – I took paternity leave and am grateful for that opportunity to spend that time with my child; the company also provides a care package for new parents which was also much appreciated.”
12. Ikea (Benefits Rating: 4.4)
The Swedish furniture giant changed their U.S. policy late last year to offer its 13,000 salaried and hourly employees in the U.S. up to four months of paid parental leave. Furthermore, Ikea’s policy change is a part of its initiative to foster better relations with employees. Over the past two years, Ikea has reportedly increased pay consistently and has brought the average minimum hourly wage to $11.87.
Editor’s Note: The companies and jobs highlighted in this article are curated by the editorial staff, listed in no particular order, and do not necessarily reflect the official methodology of Glassdoor’s official awards or honors. Benefits have also been verified by cross-referencing third party sources, such as an employer’s official site. Each company’s Benefits Rating (based on a 5-point scale) is based on at least 10 maternity & paternity leave reviews shared on Glassdoor by employees as of 3/7/17. For more details about how companies and specific roles are considered for editorial coverage, please visit Glassdoor for Employers.
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March 10, 2017 at 09:26AM
Even in pictures, you can tell that Kara Goldin, CEO of Hint Water, radiates the kind of confidence that most people would do anything to have. This intrepidity has served her well throughout her career, like when it came to building up a billion-dollar business within AOL as VP of Electronic Commerce and Shopping. She’s never been afraid to take charge or follow her instincts, even when others doubted her, which became especially important once she started Hint.
As Goldin will gladly tell you, she’s been fighting big soda since before it was cool. When her Diet-Coke-a-day addiction began to take its toll on her, she created a sugar- and sweetener-free flavored water in a beverage category all of its own. And, of course, there were doubters, including many bigwigs in the beverage industry who had the experience, scale, and brand name-recognition that Hint lacked in its infancy.
But despite it all, Goldin has managed to build a growing beverage empire, going from a home-cooked (literally) operation to distribution around the nation. And as the company scales, Goldin has become recognized more and more often for her leadership, business savvy and passion for health.
Recently, Glassdoor’s Emily Moore got the opportunity to sit down with this business maven to pick her brain on entrepreneurship, women in the workplace and working with her husband as COO. Here’s what she had to say.
Glassdoor: Hint has a pretty interesting and personal story behind it — can you talk a little bit about that?
Kara Goldin: I had just had my second child and was pregnant with my third and thought I’d sit on some boards and do some advising, as well as take the time to get healthy. I didn’t really think I was unhealthy — I shopped at Whole Foods and Trader Joe’s, and hiked the Marin headlands for 40-45 minutes every day but I couldn’t get off the extra baby weight. I was almost 50 pounds overweight from where I was in college, and developed some adult acne that I had never even had as a kid. So I was really trying to get to the bottom of why this was happening. According to the doctors, I was hormonal or my metabolism had slowed down, but instead of taking the medication the doctors were suggesting I wanted to take a look at everything I was eating and drinking to make sure it wasn’t one of those. Then I happened to read the label of the Diet Coke that I was drinking every day and thought I don’t even understand what these ingredients are — so I decided I was just going to stop drinking them for now. And from doing nothing else but switching from soda to plain water, two and a half weeks later I lost a little over 20 pounds.
I was getting healthier, but plain water for me was super boring. I started taking fruit in my kitchen, boiling it down on the stove and putting 2-3 drops of this concoction into a big bottle of water. I went to Whole Foods in San Francisco and said “Hey, what if I developed this product since no one else is doing it?” and the [employee] said “Okay, lady, go ahead.” I don’t think he thought I was actually going to go through with it, but I took on the task and, fast forward years later, we’ve created an entirely new category. We’re available nationwide, not just in grocery stores but lots of colleges, tech firms and our own consumer platform. We’ve also created a sunscreen where we use our essences from the water to scent the sunscreen, and it doesn’t have oxybenzone or parabens which are in 95 percent of sunscreens today and have been called out by the Center for Disease Control as probably encouraging pre-cancerous growths.
Glassdoor: Was starting your own business in an area you didn’t have professional experience in scary in any way?
Kara Goldin: I was just setting out to solve a problem — I never sat in my seat and said, “I’m going to develop the next Red Bull.” My focus has always been, “How do I help consumers get healthier?” So I never really felt scared.
Glassdoor: You’ve talked publicly about your challenges as a female entrepreneur, including the time a representative from a major beverage company called you “Sweetie”. How has that shaped your experience?
Kara Goldin: A long time ago [that] guy sort of poo-pooed my idea of recognizing unsweetened flavored water as a category, and I think that’s one example where some would say he was not being sensitive to my gender. But I always encourage all of our employees to stand up for themselves if something doesn’t sound right. No matter what company you’re working at, you want to go in and feel like you can focus and really enjoy it. If you’re not being spoken to in the right way or your team doesn’t respect you and want to see you succeed, then you either have to fix it or find a better place to be.
Glassdoor: I know that your husband is COO of Hint — you must work really closely together! How has that been?
Kara Goldin: It’s been great! We have very different skill sets. He was an intellectual property attorney in technology prior to joining me in building out this company, so he always had a science background. I always tell entrepreneurs whether it’s your husband or friend, make sure you and your partner have different skill sets.
And I think building a family with your work partner is great, because the two of you both have the same goals. If you’re working with a cofounder and you both have different families, or one has a family and one doesn’t, you don’t really know what’s going on in that person’s life. But I know everything that’s going on in his life, so it makes it easier to see what we have to focus on in our family as well as in our business.
Glassdoor: Speaking of incredible people you’ve gotten to work with, I know you’ve partnered with some pretty notable figures like John Legend and Michelle Obama. What’s that been like? Do you ever get starstruck?
Kara Goldin: I’ve met so many people along the way, and it’s been really amazing. Michelle Obama was certainly someone where I thought, “Oh my gosh, it’s crazy that I had a conversation with her!” But at the end of the day, what I realize is that these people are really passionate about health. That’s the key thing I’ve noticed — I haven’t been as starstruck as I thought I would because they want to ask me lots of questions about what I’ve done and how they can help. They’ve been very normal conversations, like with friends.
Glassdoor: Last question, what’s your best piece of career advice?
Kara Goldin: I think I’d say trust your gut. [I could have] thought I can’t do this because I don’t have the experience, but if you think you can’t do it, you’re not going to be able to.You have to change your mindset and think, “I’m smart. I can do this. I just have to figure out how.” Trust your gut that if you’re a problem solver, then you probably can go do this if you let yourself stay focused long enough to actually figure it out.
This interview has been edited and condensed for clarity.
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March 09, 2017 at 09:09AM
Have you ever had a hard time saying no to a new project or task at work? You already have a full plate and the idea of piling an additional item on top seems impossible, but you say “yes” anyway? If this sounds familiar, chances are you’re a woman. Women, in particular, can have a hard time declining to add to their workload, even when they’re overwhelmed. Though it might seem easier to just accept the extra work and move forward, here’s why you should bother going through the effort of sticking up for yourself and saying no, plus how to do it without offending anybody.
For starters, taking on too much can cause everything from elevated stress levels to lower quality of work. “It’s a huge problem because it leads to burnout and inability to focus on the most important things,” explains Kim Scott, CEO of Candor, Inc., and author of Radical Candor: Be a Kickass Boss Without Losing Your Humanity. If you can’t hone in on your priorities then your effectiveness as an employee goes way down. Aisha Stephenson, VP of People Operations at Quizlet, agrees. “The challenge is that by taking on more, we are not able to focus and can frequently get spread too thin to feel a sense of accomplishment or complete tasks one hundred percent,” she notes.
In itself, not being able to perform to the best of your ability is a good enough reason to turn down extra work, but unfortunately, not everyone recognizes this reasoning when it comes to women saying no. “Research shows that women are more apt to be penalized for saying ‘no’ than men,” explains Scott. “A man who doesn’t help is seen as ‘busy’; a woman is seen as ‘not a team player.’ Women have a harder time saying no to doing additional work not because they are pushovers, but because they get penalized more than men do for saying no.” In the short run, it might seem like a good idea to say yes, but in the long run, it can be a recipe for disaster.
If you’re curious what makes women more likely to say yes to additional projects in the first place, Scott has insight on that, too. “Women often feel that they have to prove that they’ve earned a seat at the table, whether that’s an ‘executive’ table or an ‘entry level’ table. We feel pressure to raise our hands and demonstrate to our managers, peers and direct reports that we are capable of taking on more than falls within our scope of responsibilities.” If you’re feeling this way, it’s important to remember that you were hired for your very specific role. That doesn’t mean that you can’t do things that go outside your job description, but it does mean that you’re not obligated to.
So now that you know why you should take the time and effort to turn things down that you don’t want to do, here are some strategies for getting it done.
1. Be honest and confident.
“If you feel that it’s someone you can’t say no to directly, provide a succinct and honest explanation of the current priorities and deliverables on your plate and offer to help another time,” suggests Jig Grooms, Senior Vice President of Human Resources for Epicor Software. Of course, this strategy does require some follow-through. “The best way to build credibility around this practice is to follow up when you have time and ask to help. This way, you establish a good brand as someone who is willing to take on additional work and also able to prioritize what is most important to the business.”
2. Keep it light.
Don’t feel like you have to explicitly teach a lesson in gender biases to every person who unfairly asks you to take something on. “In today’s climate, where gender is such a hot topic, most people feel chagrined when they realize they’ve asked you to do some grunt work because you’re a woman,” explains Scott. Instead of calling them out, show them their error constructively, allowing them to draw their own conclusion. “Recently I was a speaker at a conference for mostly-male technology CEOs,” Scott says. “I was getting myself a water, when a participant came up and asked me to get him a safety pin, assuming I was one of the young female organizers. I said I had no idea where a safety pin was. He was visibly annoyed at my unwillingness to find him a one. I touched him lightly on the arm and adjusted my badge so he could see who I was, and said, ‘Now, Al, how in the world would I know where a safety pin is? Do you know where one is?’ He realized his mistake and I burst out laughing. Relieved, so did he.” Sometimes, a gentle reminder can do more than a lecture.
3. Be flexible and human.
You probably know better than anyone else what you have time for and what you don’t, but that doesn’t mean you should totally disregard the needs and viewpoints of others. When you’re saying no to something, Scott recommends that you “explain why you are saying no, what else you’re working on, and why you think what you are working on is a higher priority for the broader team. It’s not that you’re being selfish. You have to say no to a lot of things to focus on the most important things. But that doesn’t mean you have to be utterly inflexible. Maybe the other person will convince you that their new request is actually more important than what you are working on.” If they manage to persuade you, it’s okay to change your plan. Additionally, it’s a good idea to take the time to listen to the other person even if you know you’re not going to come around to their side of things. This shows them that you care about them and their goals, but ultimately yours need to take precedence.
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March 09, 2017 at 09:05AM