How to Make Your Company Culture Stand Out During Interviews - Spark Hire

How to Make Your Company Culture Stand Out During Interviews - Spark HireCulture, in general, is defined as the beliefs, values, and practices shared by a particular group of people. As such, company culture represents beliefs, values, and practices shared by a companys employees.Every company has its own specific culture. It shows through the way their employees and people in charge communicate and do business with those within and outside the company, such as clients and external partners. Its not always shown in a written form its usually a set of rules, including the way the company hires people, how it makes decisions, and resolves issues and differences in attitudes.Company culture can also affect how a potential employee landsees your company. Todays market is crowded with work opportunities, meaning that many new talents have a lot of choices when it comes to where they work next. Companies compete against each other in attracting new talent, and their company culture is how they can stand out even during the interview with a candidate. Careful arrangement of your interview structure can make you the number one company a skilled candidate would like to work in. Heres how to do it1. Your interview style should set the tone of your company cultureThe first impression really tells candidates a lot about a company. Pay attention to where and how you organize the interview. Maybe youll choose to meet in the conference room, or maybe you think that the break room is the perfect place. Some companies choose to interview over Skype and some prefer a chat over coffee. Whatever it is, make sure it is in accordance with the overall style of the company.2. Include your staffNo reason to let the whole interview be led by your HR department and line managers. Your staff can be really helpful in several ways. First of all, it will demonstrate your company culture to the candidate, where everybody assists and involved in the decision. It shows the candidate different departments and lets them meet people who they may get to work with. Whats even better, it will make it easier for you to decide which candidate would fit in best with your team.3. Focus on the detailsWhen you are expecting a candidate to show up for the interview, let everybody know. That way, you can plan out the whole process. Decide where the candidate will wait for the interview and who will escort them to the interview room. It shows the candidate you are thoughtful and organized.The next step is deciding which parts of the company to show them. You may think its unnecessary, but it will give the candidate a better insight into what it would be like to work for you. You can create a comfortable atmosphere choose the music played in the office, have another look at the decor and layout see if the break room really offers things that help the employees relax, like a recliner massage chair or a ping pong table. The candidate needs to feel their free time will be appreciated.4. A sk open questions, tooOf course, it is important to check your candidates previous experience and skills. However, open questions will allow them to show you more of what type of person they really are. Their personality wont be so noticeable if you ask questions strictly focused on their skills. Letting them first know a few things about yourself will help them open up about themselves. It will also show them that your company culture includes open conversations and a relaxed atmosphere.5. Dont stick solely to the candidates CVOf course, a CV is incredibly important when choosing the right candidate for the job. CVs are the one thing that will help you decide which candidates you want to interview and which wont make it to the next round. Their education, qualifications, experience, and skills are what guide you into deciding whether its worth interviewing them.However, if the CV was all that it takes for you to make the final decision, you wouldnt be setting up the interview in th e first place, right? The interview is an opportunity to show off your companys goals, values, and achievements in order to make your company more desirable to the right candidate. In case you really like a specific candidate, you want to do everything possible to make them really like your company, too. So leave the CV aside at some point and have a real conversation with the candidate. You will learn a lot about them but heres the trick, they will also learn plenty about you. The important thing is that they realize your company isnt just about hiring nameless workers you want to get to know the people who work for and with you.Final notesThe interview with a candidate is a two-way street it allows you to pick out the best people for the job and for your team but it also sells your company and you to the right person. If you invest your time into a high-quality interview, it will definitely help you end up with a valuable employee.About the AuthorEmma Williams is an Australian wr iter with a masters degree in business administration, who has a passion for anything lifestyle and design related. She spends most of her time redecorating and participating in house projects. As a great nature lover, her biggest pleasure is spending time in a small cottage by the river.

How to Avoid a Bad Lawyer

How to Avoid a Bad LawyerHow to Avoid a Bad LawyerCases are won and lost based on the quality of your legal team. Not all lawyers are equally skilled, competent or ethical. Knowing how to find a good lawyer, and how to avoid a bad one, is elend always easy. Trust your instincts and watch for the red flags below. Work Habits An attorneys work habits are one of the largest indicators of competence. The following red flags may indicate that its time to find new legal representation. Unreturned phone calls A lawyer who fails to return phone calls promptly, or at all, does not place a premium on client service. He may be too busy with other cases, uncertain with how to proceed with your case or ignoring your matter altogether.Unanswered e-mails Like unanswered phone calls, unanswered emails can indicate that the lawyer is too busy, ?stressed or overwhelmed to handle your case or is not making your matter a priority.Missed deadlines Missing deadlines, especially court filing deadlin es, can seriously damage your case. If a lawyer consistently misses deadlines, it is best to terminate the relationship and move on. Poor attitude A lawyer who displays a condescending, uncommunicative, rude, impatient or otherwise poor attitude may be difficult to work with. A poor attorney-client relationship may create conflict, tension, and ill-will.Lack of proper calendaring system A reliable, organized calendaring system is critical to meeting deadlines and prioritizing multiple obligations. A lack of a proper calendaring system can lead to missed deadlines and other disasters.A promise of a court victory or successful outcome An attorney should never promise his client a specific outcome, no matter how likely that outcome may be. Be wary of promises of a sure-fire victory. Refusal to provide references A refusal to provide references or let you talk with past clients indicates that the lawyer had problems with past clients that he does not want you to know about. Work Premises A lawyers work premises, from the building location and exterior to the reception room, conference room and offices, can speak volumes about a lawyers work practices and clientele. Below are a few signs that all is not well. Office space in a state of disrepair Office space or property in poor disrepair can signal financial problems on the part of the lawyer.A large number of empty offices A high number of empty offices can signal significant employee turnover, too-rapid growth or financial problems.Unkempt, disorderly office A messy, cluttered office is a red flag for disorganization and inefficiency. Perhaps the lawyer thrives in chaos but do you want to risk losing important paperwork or missing a deadline? Stacks of unfiled papers or unopened mail A backlog of filing or unopened mail may indicate that the lawyer lacks proper support staff or is disorganized, unmotivated or overwhelmed. Lawyers Staff A look at the lawyers staff members and how he interacts with personnel can provide clues to his effectiveness, competence, reliability, and ethics. Unhappy staff members Disgruntled employees or low workplace morale can signal poor lawyer-staff communication, strained relationships and a lack of caring. A lawyer who treats staff poorly- through bullying, verbal abuse, rudeness, and other behavior- can fuel conflict, tension, and ill-will. If the lawyer fails to treat his employees well, will he treat clients well?High turnover rate High employee attrition can signal dissatisfaction with the law firm in general or the lawyer specifically. Committedand satisfied employees are more likely to remain with a firm, regardless of pay or benefits. Lack of staff - A lawyer who lacks adequate support staff may be difficult to work with or may be experiencing financial difficulties. Billing Practices A lawyers billing practices can also raise red flags. Below are a few billing practices to watch. Overbilling or excessive billing Overbilling is a s ign that a lawyer or paralegal is inflating the time it took to perform a task (known as padding time).Vague billing Your legal bill should explain in detail the tasks performed, who is performing them and when. For example, a phone call should include information as to who made the call, what party they were calling, the nature of the matter and the duration of the call.Surcharge on legal expenses Some law firms add a surcharge to routine expenses such as copying or postage fees as a way to boost profit levels. In most cases, such charges are inappropriate and unethical. Hidden expenses Watch for hidden expenses that were not disclosed at the outset or in the fee agreement or retention agreement.

How to Create a News Website That Makes Money

How to Create a nachrichtensendung Website That Makes MoneyHow to Create a News Website That Makes MoneyMaking a news website starts with finding content. But thats only the first step. Chances are, you want to make money. While it can be difficult to generate dollars in addition to traffic, you can boost your chances with four easy steps. Decide if You Need a Paywall It is the easiest decision to make, but also the most dangerous. A paywall requires people to pay you to get your content. But it could also drastically cut your number of visitors. To make your paywall successful, you must have a rationale for why your site is worth money to your visitors. How much of your news content is unique? If the answer is not much, then your visitors will simply go where they can get the same information without paying. If you deutsche bundespost content faster than your competitors, you could position yourself as the first source for news. But what you offer has to be so compelling that peop le wont be willing to wait to get it somewhere else. There are also complexities in setting up a paywall that you should consider, which can cost money up front. If you cant recoup that investment easily, you may want to look elsewhere for revenue. Earn Money by deutsche post dhling Google Ads Youve likely seen Google ads on many websites. Its easy to set up these advertisements on your media site and customize them to reflect your content. If you target these ads to your audience, its much more likely youll get clicks and compensation. The design of the ad space will not take away from your content or graphics, so readers will still focus on your information. But realize that the key to making money with Google ads is to have a lot of site visitors. If you have a niche site, you wont make a fortune with these types of ads. You will have to work to get your site as much attention and clicks as possible. Post Traditional Ads to Boost Website Revenue Banner ads are nearly as o ld as the web itself. They are the most traditional way of making money from a news site because they arent much different than ads youd find in a newspaper or on the radio or TV. Ideally, an advertiser would pay you a flat rate to place an ad. That way, you wouldnt have to worry about how many people visit your site or click on the ad to receive payment. The advertiser will likely want to know your site stats before paying for ad space and will base their payment on how many eyeballs view the ad or click it. Be prepared to offer accurate numbers and accept that the payment will probably be less than what youd like. That makes it tempting to put banners, buttons and other ad links everywhere on your site so that these small amounts of money add up. But you risk turning off your readers. Too many ads diminish the professionalism of your site, so design the areas that youll reserve for advertisers and save the rest for content. Also, remember youll have to design a trafficking and inv oice system to organize the ads. You may spend most of your time posting and removing ads and tracking payments instead of on your content. Beware Adding an Affiliate Program to a News Site An affiliate program is a popular website revenue generator for many sites but should be approached with caution for any media website. People make money by producing content about a product, then linking to a place where readers can buy it. For a media pro, this probably sounds like an infomercial. If youre a journalist, that presents a problem for adding an affiliate program to your news site. It could easily appear that the reason you posted a story on this years most popular political novel was solely to provide a link for people to buy it. The reputation you have built for yourself and your site isnt worth tarnishing it in this way. But if your news site is less journalism-oriented, an affiliate program may work well. A radio station could link its list of the weeks Top 10 hits to a plac e where listeners could purchase the music, provided it doesnt break the rules on payola. A magazine could highlight spring fashions and link to stores where the items can be found. A media website can be a moneymaker. By planning carefully, avoiding overselling and being patient with the results, you will lay a foundation for revenue. Then you can fine-tune your efforts, possibly to include several methods, to maximize your return.

Tips for the Young and Jobless

Tips for the Young and JoblessTips for the Young and JoblessMany victims of layoffs this year were young, entry-levelor near entry-level- employees. And if you were one of those perhaps-now-not-so-newly laid off youngsters, youve probably considering going back to school to make yourself more marketable. But if youre on the fence about spending thousands of dollars on a JD/MBA/MA/MFA/MD/PhD, consider some other things you can do to make your resume fresh and relevant. Volunteering is a big one. Learning a new skilleither by reading up, taking a continuing ed course or earning a certificateis another. On his blog, Seth Godin recommends the followingSpend twenty hours a week running a project for a non-profit. Teach yourself Java, HTML, Flash, PHP and SQL. Not a little, but mastery. Clarification I know you cant become a master programmer of all these in a year. I used the word mastery to distinguish it from familiarity which is what you get from one of those Dummies type books. I would hope you could write code that solves problems, works and is reasonably clear, not that you can program well enough to work for Joel Spolsky. Sorry if I ruffled feathers. Volunteer to coach or assistant coach a kids sports team. Start, run and grow an online community. Give a speech a week to local organizations. Write a regular newsletter or blog about an industry you care about. Learn a foreign language fluently. Write three detailed business plans for projects in the industry you care about. Self-publish a book. andrang a marathon.While successfully completing everything on Godins list may take the same amount of time as an MBA program, youll still come out on the other end with a great resumeand no new student loans. Posted by Carolyn Wise, Vault Senior Education Editor

Questions to ask your future manager before joining the team

Questions to ask your future manager before joining the teamQuestions to ask your future manager before joining the teamThe fish rots from the head, they say. Dont hesitate to use job interviews as a two-way street. Ask your interviewer these pressing questions to reveal the character of the team you are considering joining as well as that of its leaders.On our quest to find the best possible job with the coolest benefits, we often end up overlooking one of the most important aspects of any job. One that will ultimately define our experience in a new company a great manager.Dont just look for a great job, look for a great bossThe people you work with will influence your career, aspirations, your health and even self-image in a profound way. A great manager makes even tedious jobs exciting, while a toxic manager will make you feel horrible even in the best of companies.Before you go to your next interview, ask yourself What am I looking for in my future employer?First things first, do they even let you ask questions of your own? If its all about asking you those tricky questions and never letting you have a word in, be ready for an authoritative and no-feedback-welcome environment.Good with questions? Great, then move on and try to learn as much as you can about both the partal and professional qualities of your potential boss.Personal Qualities Emotional IntelligenceIn his book Emotional Intelligence 2.0, Dr. Travis Bradberry summarized his learnings from a study of 1 million professional profiles. The research included everyone from workers from the frontlines to the C-suite. What he discovered was that for every job title in the study, the top performers are those with the highest EQ scores.CEOs and managers with higher EQ have led their teams and companies to measurably better results than what businesses with low-EQ management reach in the same environment. The teams with a high-EQ boss have also reported higher levels of both motivation and productivity .For a quick EQ check, here are the questions to ask your potential managerQuestion 1 What do you love about your job? What keeps you going every day?If this person is bedrngnis afraid to share their motivation or, even better, inspires you with their answer, they understand the value of personal connection and the power of being vulnerable. However, if a manager sounds like they feel burdened by their job, thats a red flag.Related articlesWhat stops us from changing careers?Robert scored a point against autism and found a job thanks to The 3 types of colleagues you wish werent at your Christmas partyQuestion 2 Could you tell me about a time when the team experienced failure? What about success?Questions like these will show you how the interviewer handles difficulties and victories. Do they expect one person to carry the full responsibility for a flop? How does this team usually deal with obstacles? Is it a culture of fear or one of mutual support? Are visibility and growth impede d by laying blame?Also, this is a good moment to look for clues on how they manage personal stress and whether they let it influence their professional relationships.Question 3 Would your team describe you as fair?Posing a question this way seems to effectively bring out the honesty in people and make them steer away from the pre-packaged polished answers. If the answer is dishonest or manipulative, you will notice it too. An honest answer should take them a few moments to think about and would probably not end up being pure self-praise (unless they have 100% employee approval score).Professional QualitiesWorking with a manager who has strong interpersonal skills is great. However, unless they know what theyre doing professionally, youll end up with a well-liked leader who doesnt know where they are going. These are the questions to ask your future manager in bestellung to get a glimpse into their professional qualities.Question 4 Experience Is this your dream job?Asking you future manager this question should help you tell if they are passionate about what they do. Did they grow into this position or simply got the right diploma? Are they following their dream or just aiming for a big paycheck?You want your boss to know what they are doing and have a deep understanding of their own role as well as the one for which you are applying. It is even better if theyve had a long career in the field and are excited to share their experience with you.Question 5 Vision Where do you see your team in 2 years?In other words, are they a proactive strategic thinker or someone who follows the inertia? A humble strategist will often recognize the challenges associated with the team goal and mention how you will help the organization achieve its vision.Question 6 Leadership How do you measure success?The definition of team success becomes the definition of your personal success as soon as you join the company. How will you know if you are doing good? KPIs and metrics will eithe r empower you or cut your motivation at its root. Measuring success should be about quantifying the value you bring with your work. Think of questions to ask the manager about the metrics that are specifically relevant to your position. Make sure they measure the value of your contribution towards reaching teams goals and not just counting the hours you stayed in the office.The Choice Is YoursWe spend over half of the time we are awake at work. Wouldnt you want to spend that much time around people who inspire you to do more and be better? To spend that time actually enjoying your work?A survey by Paychex shows that out of top 15 reasons why people leave their jobs only 3 dont directly depend on or couldnt have been solved by a great boss. Working with bad leaders can make or break your career. Dont be shy to ask your manager what your future at their company would actually look like.To secure your next interview, use the platform and upgrade to a more human-centric and performance -based resume.

West Point Majors and Fields of Study

West Point Majors and Fields of StudyWest Point Majors and Fields of StudyThe United States Military Academy (West Point) offers more than 40 academic majors. While they will all complete a degree as a Bachelor of Science, the fields of study are not limited to technical areas of knowledge. West Point wants graduates to have a well-rounded education in the humanities as well as science and technology. They want to stimulate critical thinking and problem-solving. West Point says that they strive to bring together a diversity of students, so cadets learn from each other as well as from the instructors. The learning experience is often team-based.Seniors also engage in a Senior Capstone experience to solve real-world problems and present their findings. Below are degrees you can earn. Academic Majors at the United States Military Academy (West Point) Cadets choose their major in the punkt term of their sophomore year. Until the end of their sophomore year, all cadets are taking the same basic core classes. These 31 courses give a balanced education in the arts,sciences, and the humanities. Majors in the Social Sciences Department Comparative Politics Major ProgramEconomics Major Program Can also pursue a major with honors.International Relations Programs Can also pursue a major with honors. English and Philosophy Department Art, Philosophy and Literature Major The ideal is from Achilles, To be a speaker of words and a doer of deeds. Majors in the Department of Chemistry and Life Sciences Chemical Engineering Major ProgramChemistry This major offers an American Chemical Society Certified Degree Program in addition to the baseline major.Life Science Major Program Majors in the Department of Civil and Mechanical Engineering Civil Engineering MajorMechanical Engineering Major Majors in the Department of Electrical Engineering and Computer Science Computer Science Major ProgramElectrical Engineering Major ProgramInformation Technology Major Prog ram an additional degree is offered for Bachelor of Science in Electronic and Information Technology Systems. Majors in the Department of Foreign Languages ArabicChineseFrenchGermanPersianPortugueseRussianSpanish Majors in the Department of Geography and Environmental Engineering Environmental EngineeringEnvironmental GeographyEnvironmental ScienceGeospatial Information Science MajorHuman Geography Major in the Department of History History Major in the Department of Law Law and Legal Studies Majors in the Department of Mathematical Sciences Mathematical ScienceOperations ResearchMinors in Applied Statistics and Network Science Majors in the Department of Physics and Nuclear Engineering Advanced PhysicsNuclear EngineeringInterdisciplinary Science Majors in the Department of Systems Engineering Engineering ManagementSystems EngineeringOperations Research Studies Major Majors in the Department of Behavioral Sciences and Leadership Applied General Psycho logyOrganizational Psychology and LeadershipEngineering PsychologyLeader Development ScienceManagement Department of Physical Education Kinesiology Department of Military Instruction Defense and Strategic Studies The United States Military Academy Accreditation The United States Military Academy at West Point has been accredited by the Middle States Commission on Higher Education since 1949. It is reaccredited every 10 years. Programs in Civil Engineering, Electrical Engineering, Engineering Management, Environmental Engineering, Mechanical Engineering, Systems Engineering, and Nuclear Engineering are accredited by the Engineering Accreditation Commission of ABET. United States Military Academy programs in computer science and information technology are accredited by the Computing Accreditation Commission of ABET.

The Hidden Facts About Resume Examplers

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