5 Trends HR Pros Are Preparing For in 2018

By Corey Hubbard - DreamHighr - Man About Town

Human Resources is one of the most exciting domains to be working in these days. With such fluctuation in the type of work available (remote vs in-house) and a slowly diminishing gender disparity (thanks to more women entering skilled positions), it looks like 2018 will be another interesting year for HR departments across the world.

Here are some of the major trends to look out for as the year unfolds:

  1. Retaining Talent Via Recognition Software

Companies are well aware that employee loyalty is a tenuous rope that could snap at any moment. According to data compiled by HR Drive, as much as 75% of employee turnover could be prevented. When you consider that losing an employee costs the employer $15,000, the incentive to hold on to talent is real.

Recognition rewards are now in action for many companies, the goal of which is to provide small cash rewards to an employee when they have done something out of the ordinary. While it certainly keeps people motivated in their current position, whether it keeps them from looking for another job is still unclear.

  1. More Flexibility

While remote workers often have the luxury to plan their own hours, this open orientation to productivity is being applied more and more to in-house staff as well. The flexibility to work from home has been seen across a number of companies – as has the tendency to hire more freelancers. What does this mean for position responsibility? Plenty of change in these waters too, as traditional positions are being replaced by hybrid jobs based on an individual’s talents and proclivities.  

  1. Better Pay for All Talent

Wages are going up for the most in-demand talent out there, and that has a trickle-down effect on all employers and employees. In order to keep their top talent, many of whom are looking to get the best work/life balance for themselves, companies are offering all kinds of benefits they would never have had to make in the past.

  1. Analytics is Taking Over HR Too

Every industry will benefit from big data analytics – and HR is seeing the change as we speak. One excellent example can be seen in the way Salesforce used HR talent analytics to help them hire web developers. HR analytics isolated key gaps in the talent market that had been overlooked by other employers, and Salesforce was able to fill their positions expediently and with low cost.  

  1. Accountability Scores

What is HR other than an exploration of accountability in business? The #MeToo movement has galvanized female minorities in the workforce to demand better ethical standards and a positive working environment for all. HR departments must take a more proactive approach to setting and enforce workplace standards for existing employees and future hires – an approach that can start with the government's definition of sexual harassment.  

HR Will Help Guide the Future

One thing is certain about the role of human resources in 2018: it will be a stabilizing force in what is otherwise a very turbulent time for companies navigating work from home packages and female employees dealing with the menace of sexual harassment in the workplace.

Six Things to Cut from Your Resume (And Two You Should Add)

By Corey Hubbard - DreamHighr - Man About Town

Most people spend hours tearing up resumes and sweating over each and every word until the ideal picture of themselves shines through, which, ironically, might only reflect the stylized version of yourself that society wants to see. This is all played out in much more dramatic fashion for women, who remain a minority in the tech industry and as such are exposed to assumptions and negative stereotypes on a regular basis.

So how do you do justice to your intelligence and ambition without accidentally objectifying yourself? Aside from removing that personal headshot, here are six things to absolutely cut before applying to your next job:

1. The Buzzwords

Billowing, grandiose, and superlative language is all empty from the perspective of a recruiter or a hiring company.

2. General Descriptions of Duties

Going fully objective may come across as too ice cold, too rudimentary. You want to write about how you innovated the position you held by finding unique ways to solve problems. If you need to be slightly creative in this regard than go for it – it’s better than listing rudimentary duties.

3. Basic Software (like Microsoft Office)

Why state the obvious when you only have 30 seconds to make an impression?

4. Don’t Use Paragraphs

The most frustrating thing for a recruiter or boss is having to read through sentence after sentence to get to the point. It shows you are not clearly focused as an individual and therefore not cut-out for the position.

5. No Hobbies or Interests

Assuming it’s not your first job in the field, anyone with a little experience should have more valuable things to add than what they like to do on the weekends. If you want to keep the conversational tone flowing, putting a Skills section below your work experience is a better fit.

6. A One-Size Fits All Resume

A study from CareerBuilder found that most employers (61% to be exact) want to see a resume tailored to the specifics of the open position. Getting into specifics by showing how your skill set matches the particular responsibilities of the job will set you apart like nothing else.

What Helps My Cause?

Like every industry, the world of tech is all about skills. All kinds of skills. But how do you get them in there?

  1. Divide and Conquer. The first thing you need to do is make a ‘Professional Skills’ section AND a ‘General Skills’ section (which emphasizes the soft skills like communication and diligence)

  2. Super-Short Objectives Statement. Focus on a one sentence phrase that defines what you are looking for in the job.

The Stakes Are High

A dream job only comes around once in a blue moon, and you want your resume to be that deciding factor in calling you for an interview. We also know that being true to yourself as a woman in the tech industry means carefully avoiding stereotype potholes that give the wrong impression. Start making the right impression by taking these things off your resume and adding these two!

Colleges and businesses team up to fill demand for skilled workers


DENVER — David Andy went to college after graduating from high school, spent his first two semesters drifting through introductory classes, then had to pick a major.

That was when he had an unfortunate epiphany: He had no idea what he was doing there.

“I just didn’t like anything,” said Andy. “Nothing stood out to me.” He didn’t know what he’d do with, say, a degree in English. “There was no end goal for that.”

So he quit school and went to work at a factory, rising up the ranks to journeyman. Before long, he was running two departments. Then he hit another roadblock.

“I couldn’t go any higher,” he said. “I needed a degree.”

Andy, 29, is now enrolled at Metropolitan State University in Denver in an unusual program designed to provide him with the precise degree he needs for a career in advanced manufacturing.

It brings together university and employers, with labs crammed with equipment recommended and often contributed by industry partners. With corporate logos covering the walls, the building is so new that construction workers are still putting on the finishing touches.

David Andy, who is enrolled in a program in advanced manufacturing at Metro State University in Denver designed in collaboration with employers. Photo by Jake Holschuh for The Hechinger Report

The $60-million collaboration is meant to help solve the confounding disconnect between what colleges teach and what graduates need to know to fill jobs that are sitting empty in some of the nation’s fastest-growing industries.

And Colorado has become a test case for ways to close that gap. There the unemployment rate is 2.7 percent, the third-lowest in the country, and employers say they’re turning away business because they can’t find workers with the right skills.

It uses labor-market data from sources such as LinkedIn to track and share what skills are in the most demand in a fast-changing economy.

It pushes apprenticeships for students who are still in high school, giving them experience not only on state-of-the-art automated factory floors but in the offices of banks and insurance companies.

It encourages employers to come up with detailed job descriptions, rather than just listing the credentials they want applicants to have — such as bachelor’s degrees that have often proved poor measures of whether workers are career-ready.

And it’s brought together businesses with universities to connect those degrees more directly with what students need to know for work.

If he had seen this kind of payoff to a university degree, said Andy, “I wouldn’t have bailed” on his first try at a higher education.

The fact that it’s unusual for universities to think about their graduates’ employability may come as a forehead-slapping surprise to students. But while these conversations have occasionally happened among community colleges and neighboring businesses or when public institutions are prodded by lawmakers, they’re only now beginning to occur on a scale as large as what’s happening in Colorado, driven by frustration on all sides.

Metro State University’s new Advanced Manufacturing Sciences Institute, a $60 million collaboration between the university and Colorado employers. Photo: Jake Holschuh for The Hechinger Report.

For so long we’ve used a degree as a proxy for employability, but it doesn’t work that way anymore,” said Noel Ginsburg, CEO of a plastics and medical-equipment manufacturing company and founder of a statewide apprenticeship and job-training program called CareerWise Colorado. “Education changes slowly and what’s happening out here in a factory or in an office is moving at the speed of light.”

That reality has driven technology companies such as Microsoft to create their own online courses in data and computer science, impatient with the pace at which universities and colleges can do it.

Ginsburg, a Democratic candidate for governor running largely on a platform of training a skilled workforce, said he once asked an administrator at a public university why it wasn’t trying to compete with high-priced, wildly popular so-called bootcamps that teach people how to code.

“He buried his head in his hands and said, ‘The culture is, we don’t really think in those terms.’” It would take two years for his university to set up a program like that, the administrator told him, and “by that time, the codes have changed. They never can catch up. It’s a cultural thing in education where you have a process that worked in the 1930s, but it doesn’t work today.”

This complaint is getting less and less pushback these days from universities and colleges. Contending with a punishing decline in enrollment and growing public skepticism about families’ return on their investment in tuition, higher education is increasingly seeking, rather than resisting, partnerships with business.

For example, a standing-room-only crowd of educators, government officials and employers piled into a daylong summit in December at the Federal Reserve Bank in the heart of Boston’s financial district. The event was organized by the New England Board of Higher Education with a goal that also seemed obvious: to come up with ways to “increase the career readiness of graduates” of colleges and universities.

“We heard employers saying, ‘We need grads who can hit the ground running,” said Gloria Larson, president of Bentley University and one of the speakers. Bootcamps and other “disruptors,” said Worcester Polytechnic Institute President Laurie Leshin, “are making us think about things differently.”

Apprenticeships are also getting fresh attention as an alternative to going to college. More than 74 occupations, from tax preparation to graphic design, could be filled by people trained solely through apprenticeships, according to a new study by the Harvard Business School Project on Managing the Future of Work and Burning Glass Technologies, a software company that analyzes job data.

There remain opposing voices. Some faculty critics, for example, worry that collaborating with employers will transform their work from academic to vocational — that there will remain no room in the curriculum for such things as humanities courses that have been shown to teach such skills as critical thinking and problem solving, which businesses say they also want.

But students also clearly expect to learn job skills. Eighty-five percent of freshmen in an annual survey said they went to college to improve their employment prospects.

Already, demand from students for degrees they think are more closely connected to work has pushed down the number majoring in the humanities from a high of nearly one in five in the late 1960s, to one in 20, according to the American Academy of Arts & Sciences.

Noel Ginsburg is the CEO of a plastics and medical-equipment manufacturing company, founder of an apprenticeship program called CareerWise Colorado, and a Democratic candidate for governor who is running largely on a platform of training a skilled workforce.

“There will always be pockets of resistance, no matter where you are. But on the whole there was an openness to participate in this,” said Robert Park, director of Metro State’s Advanced Manufacturing Sciences Institute.

That doesn’t mean that pairing faculty with industry is easy.

“There tends to be a significant amount of inertia in academic institutions in general,” Park said. “And being responsive to industry’s needs is not necessarily a top priority for conventional or traditional academic programs.”

Nor are employers necessarily equipped for this.

“Business and industry tends to sit on the sidelines as an observer and then as a critic when they don’t get what they want,” said Ginsburg, in a Denver conference room overlooking the 24-hour-a-day manufacturing plant of his company, Intertech Medical.

In the bright, clean room webbed with pipes and wires, workers in lab coats, gloves and hairnets were inspecting tiny plastic parts coming off fully automated assembly lines that moved inexorably by themselves.

“Businesses have to think about their role and that is as big of a challenge, I think, as universities changing,” Ginsburg said.

In Colorado, at least, employers have begun that work.

“They have to do this,” said Beth Cobert, who as former acting director of the U.S. Office of Personnel Management oversaw millions of federal employees and who is now CEO of Skillful, another effort to bring together colleges and corporations. Colorado has “a terrific economy and growing demand. So from employers’ point of view, there’s a willingness to try new things.”

Francisco Hansen has already benefitted from that. He just graduated from Metro State with a degree in astrodynamics and aerospace operations after interning with a satellite company that has an office right on campus.

Hansen mapped out his own education with input from faculty and industry advisors. He said his department chairman told him, “‘This is what employers are looking for, so we need to include these classes in your degree.'”

The result, said Hansen: His education “was tailored for what I want to do, rather than, ‘It’s just the way we’ve taught this stuff for 30 years.’”

Skillful, which is underwritten by the New York-based Markle Foundation and so far operates only in Colorado, will soon expand into more states — though the foundation won’t say which ones.

“The real goal,” said Andi Rugg, its Denver-based executive director, “is that the system itself begins to change.”

This story was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up here for our higher-education newsletter.



Six Social Media Posts That Can Get Your Rejected for a Job

by Corey Hubbard

When looking for a job, you want your resume to present you at your very best. But what about your social media accounts? In our social media-obsessed world, your image in social media is just as important as your resume. Recruiters today will view your Facebook, LinkedIn, Twitter, and Instagram accounts in their attempt to get to know you better. Your social media accounts are extensions of yourself and if they like what they see, they’ll most likely call you for an interview. While it seems easy to maintain a respectable image on social media, it’s also easy to make mistakes that can jeopardize your job search.

Here are six social media posts that you should avoid while looking for a job:

Post inappropriate comments, pictures and videos

The general rule is, do not post anything you wouldn’t want your grandmother to see. I’m talking about nude and semi-nude photos, sexy videos, inappropriate angry outbursts, comments that suggest or encourage illegal activity, etc. Be responsible because your image is on the line and your future employer is watching.

Post nothing

It’s a bad sign if employers can’t find you online or if you’re not posting anything online. It suggests that you’re hiding something or you’re a terribly boring person who has nothing to show. The solution is to start posting. Post a picture of your cat or even the beautiful view outside your window is a great start. The key is to appear active online.

Post everything about your life

On the flip side, employers also don’t want anyone who posts all their private thoughts by the minute or hour. A little privacy helps. Posting constant status updates on Facebook is annoying not just for some of your friends but for prospective employers as well. Oversharing is worrisome because prospective employers may see you as someone who has the propensity to share confidential information.

Post any disparaging comment about your previous employer

Bad-mouthing a former boss can turn off future employers. It shows bad judgment and says so much about your character. Employers prefer people who can make good decisions. Remember that it’s important to be aware of your own emotional response not just in the outside world but in social media as well.

Post a picture of yourself drunk or doing drugs

You might think it’s cool or even funny for your friends to see you drunk or enjoying recreational drugs, potential employers will most likely reject you. Although a few snapshots of you in intoxicated condition certainly don’t mean that you won’t be a good employee, employers would rather stay on the safe side and look for an applicant who strikes them as someone responsible, self-disciplined and conscientious.

Post any politically incorrect statements

Any statement that is disrespectful or objectionable to a particular group of people should be avoided. These include racist, bigoted, homophobic and sexist statements, biases against religion, and other discriminatory comments.


Source: www.dreamhighr.co

Three Lessons Inspired by the Life of Michelangelo

Three Lessons Inspired by the Life of Michelangelo

by Corey Hubbard


Michelangelo once said: “The greater danger for most of us lies not in setting our aim too high and falling short, but in setting our aim too low, and achieving our mark.”

And aim high, he did. He was a true Renaissance man who mastered many different fields. He was an accomplished sculptor, painter, poet, and engineer. His famous works, like the magnificent frescoes of the Sistine Chapel, the grand statues of David, and the Pietà, all expressed deep emotionalism, realism, and intensity never before seen.

He remains relevant today not only because of his glorious creations, but his work ethic continues to provide valuable insights and inspire us today.

Here are some life lessons we can learn from the great Michelangelo, the greatest artist of all time:

The complex folds of the Virgin's robe form a rich background to the body of Christ and are carried out lovingly to the smallest nuance of detail. Its strong naturalism is nonetheless ...

1. Quality is in the details

The works of Michelangelo are known for their extraordinary attention to details. You can see it in the complex folds of the Virgin’s robe in the Pietà, in the veined hands the statue of David, and in the elaborate ceiling of the Sistine Chapel. The ability to pay attention to the smallest details is important because it allows you to reach a level of excellence not easily achieved by others. If you carry this into your work—whether you’re in customer service, marketing, and more—then you have a chance to create something of real quality.

2. Step out of the box

Michelangelo was passionate about sculpture. It was his true love. When he looked at a piece of marble, he could already see the statue inside it and all he had to do was to chisel away to set it free. His love for sculpture did not stop him from painting. He worked on the ceiling of the Sistine Chapel with little knowledge of frescoes. He ended up employing the same meticulous attention to detail, discipline, and radical insight and created two of the most astounding frescoes the world has ever seen: the scenes from Genesis on the ceiling of the Sistine Chapel, and The Last Judgment on its altar wall. If you want to expand your knowledge, step out of the box and push yourself. You might discover a hidden talent.

3. Believe in teamwork

In creating his masterpieces, Michelangelo was never quite the romantic lone wolf everyone thought him to be. He drew sketches, created miniature models, and directed a team of artisans to help bring his vision to life. Experts believed that he worked with at least 12 other painters to complete the ceiling of the Sistine Chapel. This is a prime example of teamwork. Other people are on the team supporting and helping each other to achieve success.

What have you learned from Michelangelo’s life and incorporated into your own?