Writing a resume for federal employment consideration

Writing a resume for federal employment consideration doesn't have to be daunting.  In fact, it's about providing an applicant's best qualities when it comes to showcasing workplace responsibilities, education and career accomplishments.


Keeping a current resume has a purpose and several benefits, from being able to respond and apply for an immediate job posting, to staying abreast of job duties and highlighting ongoing significant activities.


 "A resume is relevant information to give an employer an understanding of your duties and experience gained over a number of years.  It's very important that an applicant be clear and precise with information provided on a resume," said Amin Huffington, Dreamfedjob publisher.


When writing a resume, there are several key pieces of information that should be included when describing work experience and education. There's not a particular desired layout.


Personal information should detail your full name, mailing address and day and evening telephone numbers with area codes.


Social security numbers aren't required, however when completing your total application package, an occupational questionnaire will ask for it (It's used for verification purposes only).


On work experience, detailed information should include an employer's name and address,employment dates (from month and year to month and year, or month and year to present) and job title.


This area should include thorough descriptions of all paid and non-paid positions related to the job for which an applicant is applying as well as descriptions of all duties performed. Copies of job descriptions should not be included.


Other information to include: salary, number of hours worked per week, supervisor's name and phone number, series and pay plan or grade if for a federal position, and other accomplishments and related skills.


Education information should include the school or program name and address, type of degree or level attained, completion date with month and year, major field of study, total credits earned in semester or quarter hours, honors, relevant coursework, licensures and certifications.


Copies of transcripts will be requested as needed.


Other information: job-related training courses with title and year; job-related skills such as languages, computer software and hardware known, tools, machinery, typing speed, etc.; job-related certificates and licenses; and job honors, awards and special accomplishments, to include publications, professional memberships, leadership activities and  performance awards.


If applicable, include other languages known, and volunteer experience. References are optional.


Unlike in the private sector, when writing a resume for a federal job, there's no limit to the number of pages you can include. There's also no limit when including work experience.


"There's no one resume," said Huffington. "People may think there's one generic resume when there's not. Each job is different with specialized duties, so you may have to alter your resume just to include what's needed." 


All federal positions are posted on www.usajobs.gov, the federal government's official, web-based job board. You can store up to five resumes and 10 candidate documents on the site so they're ready to submit. It's free and available to everyone. There's also a helpful resume builder to take you through each step of the process.


One benefit to adding a current resume to the site is that recruiters can use it to help determine if there are qualified candidates for a job.


Always double check if a resume has been attached to specific job packages. 

Remember - keep it simple and easy to read, and focus on delivering the most current, best representation of yourself to prospective employers.

IT'S NOT TOO LATE - If you have a past criminal record you will not be excluded from a federal job.

“It’s not too late,” President Obama said in a speech at Rutgers University November 2, 2015. “There are people who have gone through tough times, they’ve made mistakes, but with a little bit of help, they can get on the right path. And that’s what we have to invest in. That’s what we have to believe. That’s what we have to promote.”


The move has been a highly anticipated step for activists seeking to reform a system that they say makes it difficult for former inmates to reintegrate into society. According to a poll conducted by The New York Times/CBS/Kaiser Family Foundation last February, 34 percent of men with criminal records are nonworking males between the ages of 25 and 54 – a number that has grown recently particularly among black men. The 2008 financial crisis exacerbated unemployment for those with criminal records, leaving many homeless and excluded from society.


“Prior to the prison boom, when convictions were restricted to a smaller fraction of the population, it wasn’t great for their rehab potential but it wasn’t having a huge impact,” Devah Pager, a Harvard sociology professor, told The New York Times. “Now such a large fraction of the population is affected that it has really significant implications, not just for those people, but for the labor market as a whole.”

Competency-based Interviewing for Federal Job Applicants

The Federal Government's greatest asset is the quality of its staff. To ensure that the very best people join the Federal Workforce team most agencies use a competency based interview process. Competency based interviews are also called "behavioral interviews" or "criterion based interviews." Such interviews are based on the concept that past behavior and experience is the best indicator of future performance. In other words, your history tells a story about you: your talents, skills, abilities, knowledge and actual experience in handling a variety of situations.

Competency interviewing questions can look like this:

• Tell us about a situation when you went above and beyond your manager's expectations.
• Give an example of a time when you used your problem solving abilities to resolve an issue?
• Tell us about a time where you had a number of demands being made on you at the same time? How did you handle it?

Useful tips for your interview:

1. Prepare a wide range of brief real life stories about your accomplishments. Be aware of the specific skills each story illustrates and remember to include the positive outcome or lesson learned from each experience.
2. Be ready to discuss your strengths and your ability to learn from past experiences. Also think about how you could contribute to the work of the United Nations and to the specific position you are applying for.
3. Review the competencies mentioned in the job opening. These will be probed in your interview, so your stories should show your skill in these competency areas.
4. You should be prepared to address positive results and achievements using these competencies and also challenges you have had in each of these areas.
5. The structure of your answer should be: Situation, Action, Result.
6. Share information you feel is appropriate and relevant.
7. Listen to the question carefully. Keep to the point. Be as specific as possible.
8. Do some research on competency, or behavior based interviews. There is a lot of material available about preparing for such an interview structure.
9. Learn as much as you can about the Department and Office you are applying to and the work it does.
10. Practice, practice, practice.

Apply these Tips when Applying for a Federal Job

If you're interested in working for the federal government, you'll need to navigate one very particular and time-consuming task—federal resume writing. You may have a perfect one-or two-page resume for career fairs or online profiles, but for your federal resume, you'll want to consider a few tips.

1. Rules of Brevity Do Not Apply

Your federal resume should be highly readable, but unlike with your typical resume, don't sweat the length. If it's 20 pages, that's a problem. A five-page word document is a good goal, but keep in mind that federal resumes generally ask for 10 years of employment history. That's more than you should include on a typical resume (I mean, that college tutoring job really helped me in my career as an Army civilian, but I can guarantee it wasn't the factor that got me the job). If you have more than 10 years of experience you can include that, but the closer you get to 20-plus years on the job, it's likely your first few positions are irrelevant—they don't need to be included on your federal resume, and they shouldn't be.

The general principle for a federal resume is to go in chronological order—much like filling out employment history on your SF-86. But keep in mind this is still a resume, and it will ultimately be viewed by human eyes (if you do a good job of writing it and meet the qualifications). A functional resume format (where you lead off with your most applicable jobs/skills) will probably serve you better once your resume is viewed by human eyes.

2. Write for the Human (and the Computer)

For most writing you're appealing to a human. A key takeaway is to have a resume that can be scanned in six seconds—that's how much time the average recruiter spends on a resume. Some federal resume writers get bogged down in all the details required and forget the six-second scan principle. View your resume two ways: as a screen shot and as a printout. Some government human resources specialists print out resumes to scan, particularly once the pool has been narrowed (sorry trees). Make sure in either format that there are key skills and qualifications that directly apply to the position and will catch a human's eye. These may be keywords that apply to the position or they may be unique skills, a cool credential or certification, or something else that will make the human scanning your resume stop and want to learn more.

This doesn't mean you should forget the computer; you need to include the relevant keywords from the job announcement. But if those are the only words you use, you won't make it very far. When scanning a resume, it's clear who just copied and pasted keywords and who incorporated them in a way that fits the arc of their skills. Your federal resume needs to tell a story, just like your resume does in any other job application situation.

3. Prove Your Grade

The General Schedule classification and pay system specifies certain levels of education and experience for each grade. All applicants, including veterans or those with prior government service, need to prove they have the requisite experience and education in their federal resume. Know the level of the position you're applying for and show you have the experience required. Many current GS employees wonder if they'll need to wait a certain period before applying for a new position at a higher grade. For annual promotions and merit-based increases, there are generally time-in-service requirements. In applying for a new position, however, there is generally no time-in-service requirement. The rules differ within agencies, and some departments, including the National Security Agency, having much greater flexibility on salary ranges and step increases within grade.

Regardless, do your research and make sure your resume fits the criteria. You're wasting an HR specialist's time when you don't meet the most basic jobs requirements.

4. Show Specialized and Similar Experience

This one is for veterans, in particular. You may not meet the minimum education requirements of the position, but if you can show equivalent experience, training or education, you're still qualified for the job. Also, be sure to list your veteran's preference or disability rating on your resume. Federal resumes speak the language of KSA—knowledge, skills and accomplishments. For your federal resume, don't hesitate to include relevant volunteer experience, military awards and certificates, and other topics you might leave off of a more concise nonfederal resume. Make sure these fit under the KSA umbrella—show how the training or experience you received applies to the job description. Sprinkle the relevant keywords across your resume, and across your KSAs.

5. Use Formatting

Many people treat their federal resume as a keyword search tool. Much of the advice around federal resumes focuses on the importance of key words. And key words are vital for every online resume—not just those submitted on USAJobs. But you also must include formatting to make your resume readable to the human who will eventually scan it. It should be visually appealing. You should use headers. You should divide your resume into a readable, visually appealing format. You should include relevant social media and career networking links, if appropriate. You should include an objective statement if it will better organize your resume.

The bottom line is, make your federal resume as easy to read and visually appealing as possible. Yes, it will be significantly longer than the one- to two-page resume you print out for career fairs. But you need to put as much, if not more thought, into the visual appeal and proper formatting of your federal resume.

6. Have a Nonfederal Resume

Many people assume the only way to apply for a federal job is on USAJobs. It is the primary government hiring tool but not the only one. Some federal agencies use their own or third-party application processing systems or job listing sites. If you're applying through one of these third-party sites, make sure you know the resume requirements. Your more concise, nonfederal resume may be a better fit for these agencies. When in doubt, reach out to the contact on the job announcement. This may be the most critical piece of advice to go along with your federal resume: Don't hesitate to pick up the phone. Showing your desire to apply for the job—and to do it right—makes a great first impression.

When it Comes to Hiring, the Government Could Do a Better Job

If government is to continue to reform the hiring system, it needs to take on reform that focuses on what is important. This means systematically reengineering the process to ensure that the best candidates are hired in a timely and cost-effective manner. Reform should: (1) provide agencies the flexibilities they need to effectively manage their hiring systems, (2) ensure employees and applicants receive the protections promised by the merit system principles, and (3) give the public a high-quality government workforce working toward its interests. We offer the following recommendations to guide reform and improve the Federal hiring process. We believe these recommendations would be relevant to the improvements DoD is also seeking in its hiring process.

First, agencies should manage hiring as a critical business process, not an administrative function. Recruitment and selection is about making a continuous, long-term investment in attracting a high-quality workforce capable of accomplishing the organization's mission. It should not continue to be viewed therefore solely as an HR function. This means integrating discussions of hiring needs, methods, and outcomes into the business planning process.

Second, agencies should evaluate their own internal hiring processes, procedures, and policies to identify barriers to quality, timely, and cost-effective hiring decisions. Often, agencies put processes in place that extend the time it takes to make decisions without even realizing they have done so. Many agencies will probably be surprised to see that many of the barriers they face are self-imposed.

Third, we recommend that agencies, with the assistance of OPM, employ rigorous assessment strategies that emphasize selection quality, not just cost and speed. In particular, agencies should develop and use assessment instruments that have a relatively good ability to predict future performance. Using several assessment tools in succession can make the assessment process even more effective in managing the candidate pool and narrowing the field of qualified candidates. In addition, OPM can work with agencies to develop assessment tools that can be used for occupations that cut across agencies. This would increase the government's return on investment for these assessments.

Fourth, we also recommend that agencies improve efforts to manage the applicant pool while making the process manageable for applicants. This means better recruitment strategies, improved vacancy announcements, more communication with applicants, and a timely, understandable application and assessment process that encourages applicants to await a final decision rather than abandon the Federal job search in favor of employment elsewhere.

Fifth, we believe it is crucial that agencies properly prepare HR staff and selecting officials to carry out the full range of services necessary to implement an efficient recruitment and hiring system. If agencies devoted resources to ensuring HR staff and managers are prepared to carry out their hiring duties, this would likely significantly reduce bottlenecks in the process. In particular, hiring officials need more information about their role in hiring, the importance of using good assessment tools, the assessment tools available to them, and how to use the probationary period to alleviate selection mistakes.

Finally, OPM should work with agencies to develop a governmentwide framework for Federal hiring reform. This framework should provide agencies with the flexibilities necessary to address agency needs while also preserving selection quality and employee and applicant protections. The framework could streamline and consolidate appointing authorities to simplify hiring procedures and make the process more transparent and understandable for HR staff, selecting officials, and applicants.


Send your comments to Support@dreamfedjob.com

New USAJOBS site is coming soon

The Obama administration is planning several tweaks to USAJobs, aiming to make the notoriously creaky federal jobs portal easier to use.

Officials at the Office of Personnel Management also hope to transform the site from a static repository of resumes into a more dynamic tool that helps federal hiring managers leverage data to make hiring decisions.

The planned website revamp is part of a series of workforce initiatives announced a few months ago during a webcast by former OPM Director Katherine Archuleta.

The site redesign has been in the works for a while. The agency turned its "innovation lab" loose on the problem-child of a website last year.

"We know that this important gateway to federal service does not currently meet the needs of the very large and diverse group of Americans who use it," said Tracy Orrison, who leads the site's user experience and data analytics team.

Orrison's team relied on focus groups and user surveys of hundreds of site visitors to come up with the areas most in need of overhauling. She promised a "beginning to end" look at the USAJobs experience.

However, don't necessarily look for a "big-bang" relaunch of the website. OPM, instead, plans to roll out new features and fixes every 12 weeks throughout the year, Orrison said.

That will allow users to get acclimated to site changes, she said. It could also prevent a repeat of what happened the last time OPM undertook a major update to the jobs site. A crush of jobseekers visiting the site in the days immediately after it relaunched in the fall of 2011 led to repeated site crashes . The near-"death spiral" proved a black eye to OPM, which had in-sourced the jobs site after previously contracting it out to Monster.com for several years.

The latest redesign also aims to turn the site into a veritable data mine for agency HR officials.

"USAJobs has a lot of data related to the federal hiring process, which until recently has never really been analyzed on a large-scale basis," said Graham Kerster, USAJobs data scientist.

A dashboard developed in consultation with the White House Office and Science and Technology Policy provides hiring managers with a better understanding of the applicant pool for federal jobs, particularly in the science, technology, education and mathematics fields. Hiring managers can also crunch the data to see why jobseekers for these STEM positions abandon the application process, he said.

Finding a Federal Job in 2015: What Works and What Doesn't

Federal job seekers do not tend to approach the search in a fruitful organized manner, using knowledge of themselves and their myriad talents. Instead they log onto USAJOBS, the official one-stop source for federal jobs and employment information, and scroll through thou-sands of "vacancy announcements."

 

An outside view of the federal government as an employer often renders it as an unapproachable, intimidating presence, allowing in only those who have the good fortune of being on the "inside." This foreboding aura is often intimidating to a job seeker hoping to "crack the code" of federal jargon and the seemingly endless array of hiring rules and regulations. Applicants often make errors that sabotage their chances at federal employment. Myths abound, and without guidance and information, jobseekers can find themselves in a maze of confusion, wasting time applying for jobs that do not fit them or their qualifications.

 

Tried Methods That  Don't Work
Some of the most common mistakes that federal jobseekers make include:

 

1. Beginning the job search without a target job or occupation. On any given day, the federal job site USAJOBS lists more than 5,000 job openings. Scrolling through vacancy announcements searching for terminology and language that is a loose fit for qualifications can waste countless hours.
2. Taking any federal job to get a foot in the door. This old adage is no longer solid advice in strategic career planning. Once federal managers have completed the arduous hiring process and successfully filled a position, they are reluctant to permit employees to move laterally, even if there's a better fitting position down the hall. In fact, the law states that job transfer is required only in the case of promotion. Therefore, it is not always easy to move around once an applicant has been hired.
3. Narrowing the search geographically with a focus only on Washington, D.C. The majority of federal jobs are located in areas outside of Washington, D.C. In fact, only 15 percent of federal jobs are located in Washington. Applicants may neglect many opportunities by restricting their search to the nation's capital.
4. Overlooking networking as a powerful federal job search tool. Many federal jobseekers focus only on online sites and electronic applications. Although federal law requires that the federal application process adhere to strict guidelines, there are many ways to find out about federal opportunities. By attending networking events or utilizing other methods in which they can become known personally and professionally by hiring managers, applicants can distinguish themselves in the crowded federal marketplace.
5. Applying with a generic resume. It is critical that applicants develop a targeted resume for every type of position for which they are applying. A "one-size-fits-all" resume robs them of the opportunity to market qualifications in the context of the job they are seeking. Federal jobseekers often are not aware of the amount of information available to them in the vacancy announcement, which details the skills and competencies needed to be qualified. Using the announcement as a guide provides applicants with a framework upon which to create a targeted resume.
6. Avoiding self-promotion. Fearing that they will sound as if they are bragging, many applicants operate under the myth that selling themselves in a job search campaign is not respectable. However, in a competitive marketplace, those applicants who have the ability to toot their own horn likely are the ones who get noticed, interviewed, and hired. It also is important to support one's claims with facts, circumstances, and examples that illustrate successes. These success stories add interest and depth to the application. They're a much better approach than recounting lackluster facts and dates.
7. Not spending enough time developing application materials. Applying for a federal job requires a definite commitment of time and energy. Some estimate that a careful and exhaustive examination of job requirements and preparation of targeted materials may take 10 to 12 hours. Much less than that means that applicants have not devoted sufficient time for systematic review and writing. Applicants should not only peruse the "Overviews" section, but analyze the "Duties and Qualifications." Jobseekers can increase their success rate by tailoring applications to job requirements and highlighting resumes with the unique applicable qualifications they bring to the position.
8. Insufficient knowledge of the federal government's agencies and missions. Applicants need to be aware of the variety of occupations and agencies within the government.
9. Inadequate research into their own career aspirations. Federal hopefuls need to take time to fully appreciate and articulate their worth to the government employment. They need to inventory their best skills and match them with federal job requirements.

Exploring Federal Careers
Federal job seekers and the professionals who guide them would do well to enter a career exploration process, in which they assess strengths, talents, passions, and goals and then determine the federal jobs which match. Career counselors conduct this process routinely with their clients in the private sector. Colleges and universities prepare their graduates for the work world outside federal service. But, for some reason, the career counseling field and jobseekers themselves have overlooked matching goals and talents to federal jobs.

 

Federal jobseekers also may wish to research the strategic plans of the agency in which they have an interest. In a quick online search, such as "DHHS Strategic Plan," applicants can find out which direction the agency--in this case homeland security--is headed, and other trends and plans. Using this information, applicants can determine if this is an agency whose direction coincides with their own goals. For example, if the strategic plan of a health agency shows that it is trending toward using technology to educate health professionals, a jobseeker may determine that this blend of technology and health education matches his career interest and past experience.

 

With recent reforms in federal hiring to streamline the process and provide selecting officials with tools to choose the most qualified applicants, it is more important than ever for jobseekers to specifically articulate their own worth and career ambitions in the context of the job for which they are applying.

 

Reaping the Rewards
A federal job search must include a process of self-selection. Job seekers need to rule out jobs that do not meet their own self-identified criteria. Without including a career plan in the job search, a government career can wind up dissatisfying and unfulfilling. Finding work that maximizes potential and expertise is an asset that pays dividends for years to come. Successful job seekers secure work that is meaningful, which increases their motivation and productivity. Managers reap the rewards of good hires. Satisfied workers perform better. And, the American taxpayer receives a return on its investment in employees who contribute positively and absolutely to the work of the federal government.

 

In a time of shrinking federal budgets, hiring freezes, and other mandates to do more with less, federal managers often worry if they will be able to conduct the business of their agency in accordance with mission priorities. Having the right person in the right job can heighten the success of federal managers and the agencies for which they work.

 

Hiring Reform Aims for Speed, Simplicity
On May 11, 2010, President Obama issued a memorandum to agencies, directing them to implement several important changes to the overall hiring approach, including moving the federal government to a more streamlined, resume-based system. Federal hiring reform, implemented in November 2011, recognized that the government's outdated and cumbersome recruitment and hiring practices presented a barrier to attracting and selecting qualified applicants. Concurrent with hiring reform, OPM is updating and modernizing USAJOBS.  The new webpage should be up sometime between now 2016.


The President's Requirements of Federal Hiring Reform


* Pathways for students and recent graduates. The federal government has had trouble competing with other sectors in recruiting and hiring students and recent graduates. To address these difficulties, President Obama signed Executive Order 13562, Recruiting and Hiring Students and Recent Graduates, on December 27, 2010, to improve the way the federal government recruits hires, develops, and retains students and recent graduates.


* Elimination of written essays. The use of essays, Knowledge, Skills and Abilities (KSAs), often considered burdensome and unwieldy by applicants, has been omitted as part of the application process. However, applicants may be required to complete essays at some later point in the process.


* Resume and cover letter. Applicants can submit resumes and cover letters that are similar to those used in private-sector applications.


* Category rating. With category rating, the names of all eligible candidates in the highest quality category are sent to the selecting official for consideration. Without being limited to the top three eligible candidates (previously called the rule of three), the selecting official chooses from among all qualified applicants, increasing applicants' opportunities for consideration.


* Manager accountability and involvement. Managers will be more involved in the hiring process, rather than conferring the primary responsibility to human resources offices.


* Quality and speed of hiring. One of the challenges facing federal agencies in attracting and recruiting qualified individuals is meeting applicants' expectations for user-friendly application procedures, clear communication about the hiring process, and an engaging orientation experience. This new approach to federal hiring is designed to focus on the applicants' expectations and needs and interests, and reduce the time to hire for critical positions.


* Applicant notification. Managers will notify applicants about the status of their applications at various points in the selection process.


In summary, there is little reason for federal jobseekers to create their application materials in a vacuum. They should know and illustrate their qualifications, tying both to a targeted vacancy announcement and the mission statement of the post's organization. Virtual access to strategic plans makes it possible for applicants to identify trends and demonstrate their employment potential by documenting past successes in similar circumstances. Success stories make the case that the applicant is the best fit for the job. Ultimately hires from a search well done results in greater job satisfaction for the individual, increased productivity for the organization, and a greater return on investment for the American public.

 

Federal job seekers must articulate their own worth and career ambitions in applications and tie their experience to agency missions and strategies. With hiring reform, current federal jobseekers may have more luck in a streamlined review process.

Kudos to USAJOBS: The Popular Government Hiring Site is About to Get a Pagelift

The Obama administration is planning several tweaks to USAJobs, aiming to make the notoriously creaky federal jobs portal easier to use.

Officials at the Office of Personnel Management also hope to transform the site from a static repository of resumes into a more dynamic tool that helps federal hiring managers leverage data to make hiring decisions.

The planned website revamp is part of a series of workforce initiatives announced Monday during a webcast by OPM Director Katherine Archuleta.

The site redesign has been in the works for a while. The agency turned its “innovation lab” loose on the problem-child of a website last year.

“We know that this important gateway to federal service does not currently meet the needs of the very large and diverse group of Americans who use it,” said Tracy Orrison, who leads the site’s user experience and data analytics team.

Orrison’s team relied on focus groups and user surveys of hundreds of site visitors to come up with the areas most in need of overhauling. She promised a “beginning to end” look at the USAJobs experience.

However, don’t necessarily look for a “big-bang” relaunch of the website. OPM, instead, plans to roll out new features and fixes every 12 weeks throughout the year, Orrison said.

That will allow users to get acclimated to site changes, she said. It could also prevent a repeat of what happened the last time OPM undertook a major update to the jobs site. A crush of jobseekers visiting the site in the days immediately after it relaunched in the fall of 2011 led to repeated site crashes. The near-“death spiral” proved a black eye to OPM, which had in-sourced the jobs site after previously contracting it out to Monster.com for several years.

The latest redesign also aims to turn the site into a veritable data mine for agency HR officials.
"USAJobs has a lot of data related to the federal hiring process, which until recently has never really been analyzed on a large-scale basis,” said Graham Kerster, USAJobs data scientist.

A dashboard developed in consultation with the White House Office and Science and Technology Policy provides hiring managers with a better understanding of the applicant pool for federal jobs, particularly in the science, technology, education and mathematics fields. Hiring managers can also crunch the data to see why jobseekers for these STEM positions abandon the application process, he said.

Five Tips to Help You Deal with Older or Much Younger Workers at the Office

1. CHALLENGE STEREOTYPES.
A powerful way to demonstrate respect for others is to move past labels and treat people as individuals with unique experiences, preferences, and interests. Begin by examining your own ideas about other age groups. Then help others recognize when age stereotypes may be hurting collaboration. To challenge stereotypes:

• Treat everyone as an individual.
• Assess how age stereotypes may color your views.
• Encourage others to reject age stereotypes.

2. FIND COMMON GROUND.
While each of us is unique, we share more than you might think. Invest time discovering what you share—needs, goals, interests, points of view—with individuals from other generations. What you share with and learn from them can strengthen the human connection and sense of community that support collaborative work relationships. To find common ground:

• Ask respectful questions.
• Listen with an open mind.
• Connect on the human level shared by all.

3. FIND THE TALENTS IN EVERYONE.
Regardless of generation, everyone has something important to contribute. It’s a matter of taking initiative to find those talents and match them with the challenges at hand. When you respectfully ask about the interests, abilities, and experience of others, you enhance their sense of competence and encourage them to contribute to a shared effort. To find the talents in everyone:

• Assume that everyone has value to contribute.
• Ask others about their interests, abilities, and experience.
• Allow for a range of productive work styles.

4. MIX IT UP.
Most of us prefer to spend time with people like ourselves, including those of similar age. Working across generations helps realize the tremendous value of diverse perspectives, which often spark creativity and innovation. Your daily effort to offer and ask for help builds strong connections among age groups and makes everyone’s job easier. To mix it up:

• Partner across generations.
• Find collaborative ways to share your perspective.
• Respectfully ask for and offer ideas and help.

5. EXPECT A LOT.
Low expectations due to age stereotyping wreak many forms of havoc, in particular the self-fulfilling prophecy. We tend to get what we expect of ourselves and others. In contrast, high expectations—for how and how well people apply their talents—demonstrate our respect for others and promote increasing competence over time. To expect a lot:

• Challenge yourself to learn, grow, and perform.
• Hold yourself and others to high standards.
• Observe how expectations drive effort and results.

The long-term success of any organization depends on contributions from employees of all ages. Employees who apply these practices to see one another as they really are, not as stereotypes, can help support a motivating, collaborative, and productive workplace.

What We Share
Everyone shares at least four universal needs in the workplace. People of any age feel highly motivated when the following needs are met:

RESPECT – feeling valued as a unique individual. A recent study found that respect from peers, superiors, and direct reports is the top-rated workplace need of all generational groups. Conversely, we found that expressions of lack of respect have a distinctly depressive impact on workplace productivity, creativity, and relationships.

COMPETENCE – feeling valued as knowledgeable, skilled, and experienced. People have a powerful need to hone and demonstrate skills, whether technical, interpersonal, or leadership. Opportunities to develop and show competence—as well as recognition for effort and results— are powerful motivators for every generation.

CONNECTION – collaborating with trusted colleagues and co-workers. Regardless of age, people want to collaborate. Studies show this intrinsic need more powerful than extrinsic needs, such as the desire to earn rewards or avoid punishment. Cross-generational effort brings results through a melding of views and experience.

AUTONOMY – exercising self-control within guidelines to achieve shared goals. No one has total autonomy in the workplace because all must contribute to shared results. Still, people crave autonomy, or freedom, to shape their work to support the work of others. This kind of flexibility helps people of all ages to thrive in an organizational setting.

Sources: Deci, E.L., and R.M. Ryan. “Facilitating optimal motivation and psychological wellbeing across life’s domains.” Canadian Psychology 49 (2008): 14–23.

Do you have the Skills to be a Manager?

By Elizabeth Butler, Dreamfedjob editor

A few weeks ago Dreamfedjob.com was looking to hire a new Marketing Manager. The position was advertised and we received a couple of hundred resumes, no kidding. There were so many applicants for this position that management divided the resumes between four of us and asked us to set aside resumes that showed leadership, people, thinking and work style skills.

Much to our surprise, the majority of the resumes we reviewed did not include examples or specific information addressing the skills listed below. This made our job easier since we could disqualify most of the resumes in a short period of time. If you are applying for a management job, make sure you address the skills listed below and don't forget to give examples or quantify results, where appropriate, throughout your work history.

1) Leadership Skills
Not surprisingly, Managers and Supervisors need to possess a strong set of leadership skills in order to be effective and constructive. Specific areas of leadership that have been found to be important to leadership success include one’s ability to effectively and willing mentor, coach, and develop their subordinates, one’s ability to empower and motivate employees, and the ability to provide behavioral feedback in a constructive way. Certain types of managerial roles require leadership skills that other managerial positions may not. For example, a Team Leader on the production floor would need to possess leadership skills related to employee safety that requires him or her to correct, address, or educate others about any hazardous situations on the job, where as our Marketing Manager would not.

2) People Skills
Let’s face it: if you aren’t comfortable working and communicating with others in the workplace, a managerial position likely isn’t going to work out. People skills that have been found to be predictive of successful leadership performance include one’s ability to effectively handle and resolve conflicts, one’s ability to work collaboratively and effectively with others, and having an awareness of one’s actions and how those actions impact others. Being able to engage in appropriate, interpersonal behaviors in the workplace is key to building successful and productive Supervisor-Incumbent relationships.

3) Thinking Skills
Having the ability to thoroughly and effectively make decisions and solve job-related problems is critical to supervisor success. One of the most common duties of a Manager or Supervisor is to make sure that client, customer, and employee obstacles are being removed or lessened. This includes making sure questions are being answered, proper actions are being taken, and problems are being resolved. All of these actions require one to use critical thinking and decision making skills. You can have the friendliest manager in the world, who possesses all the necessary leadership skills, but if they can’t solve problems, they will likely fail at being an effective Supervisor or Manager.

4) Work Style Skills
Becoming a leader does not mean that you get to stop being a working employee. Although Managers and Supervisors typically have the power to delegate, certain working skills are always going to be necessary to use and demonstrate. For example, it’s important to be and be viewed as reliable and accountable as a Manager or Supervisor. Other work style skills that are important to managerial success include one’s ability to plan and organize, stay proactive, and adapt to changing circumstances in the work place. Without these powers, becoming a successful manager is unlikely.

The Interview: Tell me what you know about our company?

By Elizabeth Butler, Dreamfedjob editor

This question falls into this category as the new employer will be assuming that you want to join their company because it is a sound and progressive career move for you. It is, isn’t it? That’s a hint … Again, this question will come up time after time. If you follow Dreamfedjob’s blog, this question has been addressed before. It is one that you expect to be asked. Right? So you ‘Googled’ them, right? You went onto the corporate website and took some notes, facts and figures.

Well, you employ some 23,000 people around the world, your main areas of operation are outsourcing and managed services, systems integration and consulting services, high-end server technology, cybersecurity and cloud management software, and maintenance and support services, your …Zzzzzz – I’m asleep already. Anybody can repeat facts from a website. It doesn’t mean you know anything about the company at all.

Now while I’m not suggesting that you don’t quote them some devastatingly interesting statistics around their niche market specialisms etc., what I am saying is get behind the facts that they present to you. What is their market share? Who are their competitors? What threats are there to their continuing growth? What opportunities might they wish to exploit? What did their CEO say in their last annual report?

By all means go the company’s website, but don’t just settle for the company line. Find out who their competitors are and what they are saying. Start by going to SEC.gov and see what the company is up to. For this example I am pretending to have an interview with Unisys Corp as a Data Analyst/Developer job.

After 10 minutes on SEC.gov I found this:

• Revenue for the nine months ended September 30, 2014 was $2,450.6 million compared with $2,460.6 million for the nine months ended September 30, 2013. Services revenue over the first nine months of 2014 declined 1% and technology revenue increased 2% in the first nine months of 2014 due to higher sales of enterprise-class software and servers.
• Revenue from the company’s enterprise-class software and servers increased 96.5% for the three months ended September 30, 2014 compared with the three months ended September 30, 2013. The increase was due to higher sales of the company’s ClearPath products.
• More than half of the company’s total revenue is derived from international operations.
• There is legal case pending regarding a lawsuit between Unisys Belgium SA-NV, a Unisys subsidiary, and the Ministry of Justice of Belgium.
• There is another legal case pending where Lufthansa AG sued Unisys Deutschland GmbH, a Unisys subsidiary (Unisys Germany), in the District Court of Frankfurt, Germany, for allegedly failing to perform properly its obligations during the initial phase of a 2004 software design.
• There is also a matter arising from the sale of Unisys’ Health Information Management (HIM) business to Molina Information Systems, LLC (Molina) under a 2010 Asset Purchase Agreement (APA).

Can you imagine interviewing five people and all of them trot out the same facts and figures taken from the same source? What if the sixth interviewee reminds you that in 2011 you were ranked number 7 in Information Technology Services by Fortune 500 Magazine; however, Peter A. Altabef, the new President and Chief Executive Officer effective January 1, 2015, with experience leading MICROS Systems, Inc., Perot Systems and Dell Inc. has a strategy in place to take you to number one in 2015, and that involves … No contest! Get him/her back for a final interview!

I’m asking you to be a bit smarter than the average bear on this one. Be creative about how you illustrate what you know about their company.

Life is not a Dress Rehearsal

by Elizabeth Butler, Dreamfedjob editor

I recently read a motivational article that talked about a "deathbed" exercise. This exercise aims at making you think of the things that you would think about in the last hours of your live, i.e. deathbed.

For example:

• What are you glad and sad about your work life?
• Your relationships?
• Your charitable efforts?
• Your hobbies?

Or in my case:

• I wish I’d had the courage to live a life true to myself, not the life others expected of me.
• I wish I didn’t work so hard.
• I wish I’d had the courage to express my feelings.
• I wish I had stayed in touch with my friends.
• I wish that I had let myself be happier.

Having gone through this exercise, I'd like to encourage you take a few minutes to complete the exercise and find out if you need or should make changes to your life, direction, goals, etc.

Years ago I came across a bumper sticker that said "Life is not a dress rehearsal."  I dismissed it and got on with my day.  A few hours later I started to think about it and the more I thought about it the more sense it made. At the time I worked as a phone collection specialist, for a horrible boss, who had an even more horrible boss. I believe my salary was 19K or so per year. I was a young, miserable, low-level employee at a very small company in Washington DC working for a horrible boss.

Like a plane flying on automatic pilot, I was going through my daily routines thinking I was never going to die and had all the time in the world to make choices, personal and professional. If John McLaughlin, executive producer and host of The McLaughlin Group had been by my side he would had said: "WRONG!"

Pretending you are going to live forever is detrimental to your enjoyment of life. It is detrimental in the same way that it would be wrong for a football player to pretend there was no end to the game he was playing. That player would reduce his intensity, adopt a lazy playing style, and, of course, end up not having any fun at all. Without an end, there is no game. Without being conscious of death, you can't be fully aware of the gift of life.

Yet many of us (including myself) keep pretending that our life's game will have no end. We keep planning to do great things some day when we feel like it. We assign our goals and dreams to that imaginary day called "tomorrow," or "soon." We find ourselves saying, "Someday I'll do this," and "Someday I'll do that."

Confronting our mortality doesn't have to wait until we run out of life. In fact, being able to vividly imagine our last hours on our deathbed makes the cliché “Life is not a Dress Rehearsal” something to really think about. James Dean once said “Dream as if you will live forever; live as if you will die today.”

Do you know who you are?

Myers-Briggs classification

Exploring yourself may help you to identify your general life style and your style in many fields of activity: work, business, education, communication, conflicts and teamwork.
According to the Jungian, Myers-Briggs, typology all people can be classified using four criteria:

• Extroversion - Introversion
• Sensing - Intuition
• Thinking - Feeling
• Judging - Perceiving

This model is used in a majority of personality tests. When you go through head hunter and recruitment interviews you might very well be exposed to tests like this. So knowing the drill beforehand, will help you go easier through.

Here is a good and quick personality test - and it's free.

The test will give you some lengthy (though generic) interpretation of your personality type, which is very useful. But you can take it further into your career potentials.

Proactive self assessment

Once you know your type (stated as four letters, e.g. INFJ), you should search for this combination on Google. Write the four letters in the search field, and voila! You will find lots of qualified interpretations on your personality type; how to develop yourself, how to identify lifestyle and professional orientation and not least: how to interact with people in daily working environment.

Knowing this much about yourself will make it a lot easier to update your CV and realistically sketch out your strengths and weaknesses. It might be painful to discover that some dreams and ideas about yourself do not lie within the prospect of your personality potential. On the other hand this is a direct shortcut into succeeding by who you are, and not by who you would like to be.

Tips for Writing a Federal Resume

Creating a federal resume that brings your qualifications to life and shows that you are a perfect fit for the job can be a challenge. The federal resume can either open doors or eliminate you from the running. Be sure to demonstrate how your skills, experience, training and education match the employer's needs. Avoid misspelled words and bad grammar. Few of us like to write and even fewer enjoy writing about themselves, but it is something you have to do if you want to succeed. Following are a few ways to make this easier.

Prepare

Attend job assistance training prior to departing the service. Contact your Transition Assistance Center as soon as possible and sign up for a TAP Workshop. If you are not near a Military Transition Center, you may use the services at Transition Assistance Offices operated by the other military services. Use your transition counselors. They have the tools and knowledge you need. If available, get their help in creating your first resume or filling out a draft application. Ask them to critique your work and then make the changes they suggest.

Focus

Set an objective and identify the kind of jobs you are interested in. How you present your skills and experience in your resume will help determine whether or not you are invited to interview for a job.

Tailor

One size never fits all. Do not assume that you can use one resume for many jobs. If you do, you will not succeed. As you apply for jobs, tailor your resume to the employer's requirements. It is important to portray yourself as a "doer" whose skills match the requirements of the position and demonstrate the ability to do the job. This is easy to do when you include results, achievements and accomplishments.

Translate

Minimize the use of military terminology, abbreviations, acronyms or jargon in your resume.

Format

Resumes are generally presented in one of three formats: chronological, functional or a combination of chronological and functional. While your counselor can help you to select the format that will best display your abilities, which you choose will depend, in part, on the type of work you have performed and whether or not you are going to continue to do the same work.

• Chronological resumes list work experience according to date, with the current job appearing first. Chronological resumes work well if your career has been progressive and you plan to continue in the same line of work.
• Functional resumes are organized by the skills you have used on the job. Functional resumes work well if you are contemplating a new career, do not have a lengthy work history, or have held a number of different positions because they sell your abilities based on the skills you have acquired during your career.
• Combination resumes both describe your work experience and highlight your skills. Combination resumes usually provide the most comprehensive overview of your career.

Content

The federal resume must include information that is not needed in the private sector. Your federal resume should include the following:

• Job announcement number, job title, and job grade of the job for which you are applying
• Your full name, mailing address, day and evening phone numbers and home e-mail.
• Last four digits of your Social Security number
• Country of citizenship
• Veterans Preference - List your Veterans Preference points. Ensure that you attach or upload supporting documentation (e.g., DD214 or Statement of Service if still on Active Duty; SF-15, Application for 10-point preference; and Disability Rating Letter of 30% or more from the VA, if applicable).
• Education - Include: college name, city, state, zip code, majors, type and year of degrees held or number of semester hours completed, and high school name, city, state, zip code, and date of your diploma or GED, if requested. Keep in mind that your military training may qualify you. Your Verification of Military Experience and Training (VMET) document (DD Form 2586), is the best place to start your training and education inventory.
• Work experience (paid and unpaid) - Include: job title; duties and accomplishments; employer's name and address, including zip code; supervisor's name and phone number, starting and ending dates (month and year); hours per week; and salary. List each experience as a separate entry on the resume. Forget about military job titles or occupational codes. Instead, look at what you did. Your VMET document is a great place to start. Employers prefer proven performers, so make sure you know what employers are looking for in comparison to your military work experience.
• Indicate if your current supervisor can be contacted.
• Job-related training courses (title and year).
• Job-related knowledge or skills - Showing how your skills fit the company's requirements starts with an extensive inventory. Skills fall into three categories:
  
  1. self-management skills refer to the way you manage yourself on the job (e.g., dependable, resourceful, etc.);
  2. functional skills are the skills you use on the job or have used in previous jobs (e.g., operate equipment, supervise, analyze, etc.); and
  3. technical skills relate to specific skills required to perform a described task (e.g., computer programming, accounting, sales, etc.)
• Current job-related certificates and licenses - Make sure you understand the licensure and certification requirements for your job objective.
• Job-related honors, awards, special accomplishments, leadership activities, memberships, or publications.

Appearance

Once you have spell checked your resume, take a good look at its overall appearance. Is it appealing and easy to read? Is there enough white space? Are the margins appropriate? Have the headings, font and formatting style been used effectively? Keep in mind that your resume is an employer's first impression of you. Make sure it makes the best one possible.

Remember Review the job announcements carefully for key words. Use verbs and adjectives (e.g., managed, implemented, created) that match key words identified in the job announcement. Eliminate military lingo (use words such as personnel instead of squad or platoon). Include your accomplishments; do not be shy, be truthful. Focus on the mission of the agency and translate your experiences. Your positive attitude and genuine enthusiasm goes a long way.

A Federal Resume Template You Can Follow

First and Last Name
Address
Town, State and Zip code Email address
Phone Number

Citizenship: (Yes or No, Work Visa)
Special Hiring Authority: (Veteran preference or Person with Disability - Schedule A)
Federal Experience: (Yes or No and Indicate Military, Federal or State Gov)

Clearance: (Indicate what level and if it's still active)



OBJECTIVE: To obtain a full time position in public service with (Indicate the federal Agency and
sub Agency) as a (Indicate the position including announcement Number if there is one)



SKILLS SUMMARY: (Has 3 elements: An introductory paragraph, list of skills directly related to the position, and your skills you have acquired throughout your career, that you want to highlight)




(1st Element: The introductory paragraph - Must be specific and highly detailed for each job series and position you're applying to. You need to outline all the specific skills you have that are directly related to the position you are seeking including Key Words identified in the positions description.)




Focused and highly motivated management professional, with 12 + years of extensive experience in Strategic Workforce Planning, EEO, OHR and Diversity Mgt. Utilizing my background in Disability,
Accommodations, Business Operations, Project Management, and Statistical Analysis to develop comprehensive programs based on the employment needs and mission of the agency. Deploying metric based solutions and maximizing our ROI. I'm an innovative and energetic team player, relationship builder, and highly effective communicator.




(2nd Element: List of skills directly related to the position and the Key Words you identified - Back up your skill summary with specific examples from you career or education. Identify specific accomplishments, length of time, highlight numerical results and awards derived from those duties and skills. This is the most critical area of the resume. You are relating an activity in your career to that of the position you are applying and showcasing your accomplishments.)

• Develop and create a Strategic Workforce Planning program to ensure were accurately utilizing all available resources. Good Example

• Expert in Diversity Mgt. and Employee Relations assisting managers and staff in identifying and solving EEO Policy questions on Accommodations, for the past 9 yrs. Better Example

• As Diversity manager I trained a staff of 100+ internal and external personnel on diversity rules and regulations. This lead to a 70% reduction in violations and improved the overall atmosphere at ABC Co. Best Example

(3rd Element: Acquired skills - These are skills you want every employer to know you possess and feel they are what defines you as a model employee. Remember you MUST quantify and qualify every  statement you make.)

• Analyze, develop, test and incorporated IT business solutions to enhance business process control and tracking. Good Example

• Supervised, motivated, mentored and lead by example, using experience backed judgment, strong work ethic, and irreproachable integrity, derived from my 12yrs as a Department Manager at ABC Co.  Better Example

• Developed and implemented a supply inventory program, which tracked our use of production and office materials. This provided us detailed reports of our available inventory at all times. Allowing us to make more informed purchasing decisions. Resulting in ABC Co. to save 500,000 per year. Best Example

EMPLOYMENT HISTORY




Name of Employer
Position & Title
GS level or Salary and Years of Service




(This section should be identical to skill summary. Write up a brief description of duties, and identify your major roles and responsibilities. Describe in detail each position you held for at least the last 10 years and quantify and qualify each statement).




TIP: Describe each duty like you are teaching it to someone for the first time. HR Specialists are not allowed to assume you can or can't do anything.




Ex: Cashier: A cashier can perform numerous duties, if you only list cashier they can only interpret that as someone we collected and distributed money).




As Diversity Manager I analyze develop and manage programs and projects related to the successful deployment of our department's initiatives. My duties included ensuring we provided an inclusive work environment, free from discrimination and ensuring we met all federal and state regulations. This was accomplished by collecting, analyzing human capitol data and statistics from various sources to get an accurate analysis of the programs and work environment we provided our employees.

• Performed labor market Statistical analysis and employment projections locally and nationally to determine our recruitment strategy to ensure we were recruiting from a diverse population. Good Example

• Coordinated with our OHR and EEO managers to develop programs to improve our diversity in the workplace. We preformed detailed analysis of the current workforce, and developed a strategy to ensure we targeted a broader workforce. This had an immediate impact on our community relations and a 20% increase in local sales. Better Example

• Diversity manager for the past 7 yrs I was responsible for a staff of 20 employees. I coordinated with our OHR to develop and measure our recruiting efficiency, to determine our cost per employee hired and accurate ROI. We identified various key elements related to recruiting and performed a statistical analysis on how we could reduce our cost per hire. This lead to a yearly savings of 15% on our recruiting expenses. Best Example

ACCOMPLISHMENTS


(This is where you can identify any areas of your career you feel an employer will get a better understanding of who you are and your additional activities, to included honors received by organizations, exceeding specific goals on projects, etc.)

• 2013 Supervised and developed the Specialty Hiring Program NonCompetitive Direct Hiring program at DOJ
  
• 2011 Liaised with union and management on contract negotiations and labor dispute settlements with global manufacturer.  Avoiding the loss of 200+ jobs and saving the company 1.3 million dollars.
  
• 2009 The Minority Entrepreneur Network - Assisted 5 minority startup companies in researching, forecasting, and drafting their business plans and applications for SBL's and Angel investing.
  
• 2007 Restructured vendor contracts for a gross savings resulting in $375K.per quarter.

COMPUTER SOFTWARE




(List all software and applications you are experienced in and at what level. Please indicate an formal training and where you received that training)




ADDITIONAL TRAINING




(List any formal or informal training including accreditations and amount of hours in the specific
field)

• I have attended various seminars on EEO compliance and diversity Good Example
  
• Extensive EEO Compliance Training: Laws & Discrimination, Diversity in the Workplace, Workplace Relationships, EEO Complaints and Resolutions: (80+ hrs of training) Better Example
  
• Extensive Project Management Training specializing in large scale projects and developing the project plans and schedule. All training was done at PMI Institute 2007 thru 2014 (120 hrs) Best Example

EDUCATION




MBA - Business Management, xxxxxxxxx University, city, state: year graduatedand (GPA 3.93)
BA - Business Management, xxxxxxxxx University, city, state: year graduated and (GPA 3.87)
*Graduated Cum laude      *Dean's List: (5 times)




HONORS AND AWARDS




(Any formal awards you would like to share)



VOLUNTEER WORK & COMMUNITY INVOLVEMENT




(Depending on the type of work volunteering can count the same as formal on the job experience if related to the position)




(2010 - current) I hold Diversity workshops at the ABC community center in Newport, Rhode Island 6 times each month. I provide employers with information on developing an inclusive and diverse workforce.




PROFESSIONAL ASSOCIATIONS




AAPD - American Association of Peoples with Disabilities
HAVA - Honored American Veterans Afield NRA - National Rehabilitation Association PMI - Project Management Institute
Wounded Warriors Project - Warriors to Work

REFERANCES: (List at least 3 reference including their contact information)

These companies are growing and hiring like crazy

This post is in partnership with The Muse. The article below was originally published on The Muse.


Business is a tricky game, and there’s no telling how long it can take to grow any small company. But when companies are able to strike their market when it’s incredibly hot, rapid growth in a short amount of time is inevitable.


These 10 companies have done just that, and the results are going to be incredible. Bonus: If you get in on the ground floor, you can say you helped make it all happen. Check them out, and land your next job at one of them.

1. Handybook

Where: New York
If you live in New York, you’ve likely seen this company’s ads all over the subway. This is just one way that Handybook, an online service that connects its users to top-notch professionals who help get household chores done, is making waves across over 26 cities in the U.S. With more and more professionals wanting to spend time at work and with family, this company is providing a resource that everyone is benefiting from. Get ready to see major growth.

See the Jobs

2. iCracked

Where: Redwood Shores, CA
Admit it: You’re as hooked to your phone as we are, and when something goes wrong, it’s the only thing on your mind until its fixed. iCracked makes repairing iPhones, iPads, and iPods super easy and convenient. With on-demand iTechs, customers around the world can get the help they are desperate for with the click of a button.

See the Jobs

3. Thinkful

Where: New York
Founded in 2012, Thinkful uses mentorship to teach students one of the most useful and necessary tools: coding. With easy to access web and mobile apps, users are provided with one-on-one training and a curated curriculum. The world is moving toward tech, and Thinkful is going to be part of it because of its awesome tools.

See the Jobs

4. Recombine

Where: New York
Recombine’s goal is to improve health outcomes based on actionable and responsible genetic testing. Using genetics as its platform, this company is able to help its patients make the best decisions for their families. Founded by experts in fertility, clinical genetics, bioinformatics, and computer science, Recombine knows exactly what it’s doing when it comes to the intersection of technology and science.

See the Jobs

5. OwnLocal

Where: Austin, TX
Print media is facing unprecedented challenges to its model, and OwnLocal has an ambitious goal: to be the digital ad agency for local media and help bring the whole industry into the digital age. And with more than 400 media companies using the platform, it’s clear the company is on the right track.

See the Jobs

6. Findr Group

Where: New York and Los Angeles
Named one of the fastest growing companies in the U.S. in 2013, there’s no question that Findr Group is going places. This full-service marketing agency helps clients effectively communicate with their audiences; clients including the likes of DISH Network, Prudential, and Caesars Entertainment. Get ready to see the company’s name—and potentially yours—on campaigns all over the world.

See the Jobs

7. TicketLeap

Where: Philadelphia
With events of all kinds taking place every day in every city, TicketLeap is making experiences way easier to enjoy and take part in. With apps for both Andoid and iOS, clients are able to control their ticketing experience with do-it-yourself technology. This company view culture as the world’s biggest asset, and its products reflect that.

See the Jobs

8. Virool

Where: San Francisco
Virool is a powerful video service that allows over 100 million viewers to connect to a global network of content. Plus, with affordable low-price campaigns, users can distribute their own YouTube video content to a series of online publishers. With multimedia leading the way for everything web-related, there’s no doubt that this company is going to seriously take off.

See the Jobs

9. Voxy

Where: New York
In a continually more globalized world and economy, Voxy is helping people learn different languages in an easy, realistic way. Forget about textbooks and weekly classes—this company provides an innovative context-based approach to language acquisition. You know that this company is going to be big whenBusiness Insider names it as one of the “10 Best U.S. Tech Companies to Work For.”

See the Jobs

10. Contently

Keeping up with your skills

Our work world is in full swing, yet there are rumblings of job insecurity everywhere.

Labor statistics are showing increasing volatility and rising unemployment rates. Concerned that this issue will lead to decreased economic growth, leaders of these dynamic economies are starting to focus much more attention on job-creation initiatives. They are feverishly looking at a variety of policy options to prevent a national job crisis. Indeed, our leaders continue to have a difficult role ahead of them.

However, in spite of the fact that pockets of the U.S. economy such as the North East have shown job growth and reduced unemployment, no individual working person should take this news as a signal of job security. That's because in today's world, the only job security you have are your own skills and expertise.

So the question arises, if you are in control of your career, and skills equal job security, what steps can you take to ensure you remain employable? Whether your employer is experiencing challenging times and/or whether a merger or acquisition is facing you, the following tips will provide some guidelines to assist during most volatile times.

Know yourself well -- I've written about this issue many times and may sound like a broken record, but I continue to be amazed at the number of people who really don't know themselves very well. They graduate from school, go to work and blindly follow along, even when they don't like their job. My advice then is to take time to analyze your skills, what motivates you and what environment best suits your personality and communication style. Then, examine your workplace and where you fit. Ask yourself if you will continue to fit.

Plan for continuous improvement -- Understand your industry sector and the jobs being created and upgraded. Learn what additional new skills you need to develop to stay current. Arrange either personally or through work to take courses for continuous improvement.

Learn teamwork skills -- People frequently experience weak skills in the area of teamwork. Teamwork means working for the collective good and this requires different roles. Understand which team role you are best suited for and improve your skills in this area. Do you like to initiate projects, plan them and then delegate the work to others? Or are you best suited to working on the implementation stage?

 

Seek out a professional certification -- Our workplace is becoming professionalized; by that, I mean official credentials and certifications are becoming the norm. Seek out the industry sector groups related to your job and research the various certifications and professional designations that can set you apart. Join these organizations and get that designation.

Develop a reputation -- Every worker, whether you like it or not, develops a reputation. Be sure yours is one that's recognized for taking responsibility, engaging in hard work, being flexible, sharing and helping one another, teamwork and quality work.

Become a known entity -- Many workers do not make much of an effort to become known within their organization; instead, they stick closely to their own work or their own department. Get out of your corner and get known. Volunteer to organize events. Volunteer for projects. Network with other people from your organization.

Be a good problem solver -- Individuals who can think through problems independently in light of the whole organization rather than from a narrow perspective provide good value as an employee. Think like a leader, act like a leader and new opportunities will come your way.

Be a good listener -- People who are good listeners attract people to them, especially if they instill confidence and help others solve problems. Listen to others, but don't get caught up in their negativity. Steer them toward positive solutions.

Live with a positive attitude -- People with a positive attitude typically have longer career paths than those that do not. Positive people see opportunities within challenging situations. They can make things happen because they take responsibility.

Wrestle down conflict -- Workplace conflicts, be it interpersonal challenges or working with a difficult boss, are all issues workers confront. Deal with conflict before it escalates and avoid making workplace enemies. Career longevity depends on your ability to effectively deal with conflict. Finally, don't hold a grudge.

Achieve top player status -- While organizational concerns may sometimes consume your thoughts, be sure you stay focused on doing quality work every hour of the day. Be on time and on budget. Bosses want to count on someone who is sincere, hard working and dedicated. Longevity comes for employees who can be counted on to get things done. However, be sure your job and your projects are focused on core business initiatives.

Develop a big picture view -- Employees who can see the big picture offer good value to their workplace. Watch your industry trends and identify the strengths and vulnerabilities of your organization. Know how your work contributes to the whole and determine how you can continue to fit into the organization.

Be creative and speak up -- Take your concrete and creative suggestions for making work-related improvements and speak up. Believe me, organizations value individuals who make suggestions and recommendations, especially those that save time and money and improve quality. Go for it!

Flexibility is key -- Employees who are more flexible and can more easily adapt to changes in projects and people are highly valuable to an organization. Take on more responsibility when needed, try new tasks. Do more than you were asked as flexibility, quality work and personal initiative gain trust and respect.

Keep the resume up to date -- Most people take themselves for granted and fail to give themselves credit for their skills. Not only that, they also neglect documenting the many great accomplishments experienced in the workplace. Get that resume up to date and keep it current. You may never have to use it but when the time comes, you are ready and don't have to struggle to recall the details of your many achievements.

Our work environment is constantly changing and this makes life somewhat uncertain. However, instead of living in a state of fear about losing your job, take positive steps to increase your value, build and refresh your skills. Keep in mind, that the only job security is you.

Can Positive Thinking Get you Hired?

Believe it or not, consistent positive thinking will help you develop inner peace, success, improved relationships, better health, happiness, personal satisfaction, and yes, get you hired. Applying for job after job creates a drain in your well being. Positive thinking will help you deal with daily challenges of life more smoothly, and will lead the future to be brighter and more promising. Positive thinking CAN be your key to success! Positive thinking is contagious. People around you do detect your mental moods and are affected accordingly.

Think about happiness, good health and success, and people will more likely appreciate you and want to be around you, because they enjoy the atmosphere that a positive attitude produces.

In order for positive thinking to produce results, you need to develop a positive attitude toward life, expect a successful outcome of whatever you do, and take action to do what is necessary to ensure your success.

Effective positive thinking that brings results is much more than just repeating a few positive words, or telling yourself that everything is going to be all right. It has to be your primary mental attitude. It is not enough to think positively for a few moments, and then letting fears and lack of belief enter your mind. Some effort and inner work are necessary.

Are you really willing to change the way you think; to make a real inner change? Are you willing to develop a mental power that can positively affect you, your environment and the people around you? Here are a few actions and tips to help you develop the power of positive thinking:

· First, STOP with the negative attitude and speaking negative words about everything you talk about!

· Use positive words while thinking and while talking. Use words like, "I can," "I am able," "It is possible," "It can be done," etc.

· Actively focus on thoughts of success, strength and happiness.

· Try to disregard and ignore negative thoughts. Refuse to think such thoughts, and substitute them with constructive good ideas.

· In your conversation use words that suggest feelings and mental images of strength, happiness and success.

· Before starting with any plan or action, visualize clearly in your mind its successful outcome.

· Read at least one page of inspiring book every day.

· Surround yourself with people who think positively.

· Watch movies that make you happy.

· Always sit and walk with your back straight. This will strengthen your confidence and inner strength.

· Walk, swim or engage in some other physical activity. This helps to develop a more positive attitude.

· Minimize the time you listen to the news and read the newspapers.

. Keep sending out resumes!

Think positive and expect favorable results and situations, even if your current situation is not what you wish. In time, your mental attitude will help you to position your life and circumstances and change them accordingly.

Focus on the Now

There is a saying that goes - "The past is already gone. The future is not yet born. Therefore, only the present is in our hand".

The present is our wealth. If we become aware of it, there is a choice for us to enrich it, enhance it, invest it and increase it manifold. Living in the present ensures exploring the possibility of advantages, looking at the brighter side of situations and future advantages. In practical life, some situations are to be left alone so that time can heal such situations. One must focus on what is happening at the moment. Appreciate what is right about the situation and build on it. Pay attention to what is important right now. Somewhere it becomes necessary to forgive and forget. Compassion is a powerful tool to release us from the clutches of botherations of the past and some situations in the present too.

Whenever we become unhappy in the present or are unsuccessful, it is time to learn from the past. When we understand that something is interfering with our enjoying the present, it is time to look at the past and learn from it. When we learn from past, we can improve the present better than the past. Past is past. By conducting a postmortem of the past, we cannot make better the past. But the lessons we learn out of the past events can be applied in the present by doing things differently to enjoy the present. By fully living in the present, we are able to appreciate the world around and we become more effective and make progress.

I hate my boss, what can I do?

If I had a penny for every time I have heard this, I would be writing this blog from my permanent residence in Costa Rica. Yes, some bosses are definitely extremely difficult to deal with but being angry about it is not going to help you or your career.  You may ask yourself, why play games and change the negative into a positive? Why do I have to pretend that I don't hate my boss?

Well... you don't have to pretend anything but you need to realize that a little change on your part, could go a long way with your relationship to your boss. If you feel like killing someone, will you be honest and kill him? I don't suppose so. When you are upset, be honest and say yes, I am upset. Then, will staying upset help you? I don't think it will, and for this reason I would encourage you to change. You'd be surprised how a small change in your attitude towards your boss can change your perception of him/her and make your job a lot easier.

I recently read this story and I think it is appropriate for this blog.

A lady approached a Taoist monk and told him, 'My mother-in-law is creating hell in my life, can you give me some medicine to be given to her that would make her die?'

The monk gave her some medicine and asked her to mix it in tea before giving it to her mother-in-law. The only condition, he said, 'Be very kind and loving to her, only then would the medicine work. Also when she dies no one will suspect you. She will die after two months.'

After one month she returned to the monk and pleaded, 'I do not want my mother-in-law to die, she has changed. She is very kind to me nowadays.' The monk said, 'More than the medicine, it is your love that worked.'

Enough said!