10 Best and Worst Cities for Starting a Career

10 Best and Worst Cities for Starting a Career 10 Best and Worst Cities for Starting a Career The study by WalletHub, a financial advice website, says, While Americans in their 20s are now 40% less likely to move than they were 30 years ago, according to U.S. Census data, employment opportunities do vary significantly based on simple geography.So, where should they relocate?The Top 10 Best Cities for Starting a Career areWashington, DC 3/3Denver, CO 9/5Irving, TX 32/2Seattle, WA 4/20Minneapolis, MN 11/24San Francisco, CA 18/11Austin, TX 8/30Dallas, TX 27/27Charlotte, NC 7/63Houston, TX 30/23The numbers after the city names represent each as it is ranked for quality of life and professional opportunities.The Top 10 Worst Cities for Starting a Career (with the worst on top) areModesto, CA 147/146Port St. Lucie, FL 146/139Stockton, CA 141/138San Bernardino, CA 148/126Akron, OH 125/144Detroit, MI 126/143Columbus, GA 89/150Fayetteville, NC 101/147Cleveland, OH 97/149Riverside, CA 128/12 8According to the study, WalletHub analyzed and ranked the 150 most populous cities in the United States based on the following 18 metrics, which were designed to collectively represent most of the issues that young people have in mind when looking for a place to set down roots from professional opportunities to the odds of finding a mate. With that said, the two overall categories listed below were intended for organizational purposes only. In other words, they were used to group the metrics but were not taken into account when deciding the weight assigned to each metric.The metrics for Quality of Life were (including their weight)Average Annual Income, Adjusted for Cost of Living 1Arts, Leisure Recreation Establishments Per 100,000 Inhabitants 1Percentage of the Population Ages 25-34 1Mating Opportunities (share of bevlkerung that has never been married) 1Strength of Social Ties 1Percentage of the Population with a Bachelors Degree or Higher 1Population Growth 0.5Average 2-Bedro om Rent 0.5Housing Costs 0.5The metrics for Professional Opportunities were (including their weight)Number of Entry-Level Jobs Per 100,000 Inhabitants 1Monthly Median Starting Salary 1Technology Jobs as a Percentage of Total City Employment 1Annual Job Growth, Adjusted for Population Growth 1Median Income Growth Rate 1Economic Mobility 1Workforce Diversity 1Current Unemployment Rate 0.5Entrepreneurial Activity 0.5John S. Kiernan, writes at the WalletHub site, With many employers adopting a wait-and-see approach to both the economic recovery and Obamacare and many young people refusing to adjust expectations in the face of stiff competition, the effective unemployment rate for Americans ages 18 29 is currently 15.5 percent. There is nevertheless reason for optimism among the graduating class of 2014 as well as the scores of young people who have become so disillusioned with the job market that they have given up their search for employment. Not only do more employers plan to hire re cent college grads this year, according to the National Association of Colleges and Employers, but hiring in general is also on the rise.Other fun tidbits from the survey include the fact that Atlanta, GA., is considered to have the highest quality of life but is only ranked 106th for professional opportunities for a combined rank of 16th. Apparently, quality of life is rated much higher than professional opportunities.The best city for professional opportunities is Aurora, CO., which flips its statistics with Atlanta. It is only 106th when it comes to quality of life and that results in a combined ranking of 17th, just one tick below Atlanta.

How to regain focus at work by slaying the messaging monster

How to regain focus at work by slaying the messaging monsterHow to regain focus at work by slaying the messaging monsterTechnology is taking over our lives, especially in the workplace. What can we do to put technology in its place to finally get focused work done?Below are resources, tools, and articles for regaining focus in your digital life. These are tools I use myself but is not meant to be an exhaustive list.Full disclosure I am an investor in Pana.com, one of the companies mentioned in the presentation.Heres my presentation on how to find focus at work bySlaying the Messaging Monster.Turn off external triggersHow to Clear Your Computer of Focus-Draining DistractionHow to turn off Android notificationsHow to turn off push notifications on iPads and iPhonesHow to have a distraction-free iPhone(Video)Make your own do (not) disturb monitor sign(PDF)Tiny $13 distraction-free phoneHow to use Gmail Delegate(Video)Newsfeed Eradicator for Facebook(Chrome)Distraction Free YouTube(Chro me)Ad blockeruBlockMake the undesired action more difficultMy article on removing tech from the bedroom Strange Sex Habits of Silicon ValleyFor finding a focus friend FocusmateForest appFreedom appSelf-control app(Mac)Stop using tech in meetings Time for Digital Hat RacksBut some actions you want to make easier, like sending emaille faster. To send canned responsesIn GmailIn any email client, use anote app like NotefileRemove or delay the rewardLatest Tech Trends Products to Eliminate Distractions and Increase WillpowerUsePocketto read (or listen) to articles later This Will Be the Last Article You ReadOld fashioned word processor(for sale on Amazon) Neo 2 Word Processor Keyboard by AlphaSmartSpace(iOS, Android, Chrome)To banish certain emails into a black hole so you never hear from sender again, useSaneboxSlow the investmentTo send email laterIn Gmail useMixmaxInOutlookDo work that matters assessmentUse bots toSchedule meetings X.aiBook and change travel plans PanaEngage sales lea ds ConversicaUses virtual assistants to do repetitive tasksLeverageFinNir Eyal is the author ofHooked How to Build Habit-Forming Productsand blogs about the psychology of products at NirAndFar, where thiscolumn first appeared. For more insights on changing behavior,join myfree newsletter and receive a free workbook.

Marketing 101 for Recruiters, Part 5 Pay for Performance

Marketing 101 for Recruiters, Part 5 Pay for Performance Marketing 101 for Recruiters, Part 5 Pay for Performance Recruiting and marketing are two distinct parts of an organization, and rarely do workers cross from one field into another, but the departments have some key traits in common. In fact, when it comes to recruiting, there are many benefits you can reap when you put on your marketer hat. In the coming weeks, we will discuss how adopting five tried and tested marketing techniques can lead to lower cost per application, higher quality candidates, and better overall performance of your recruiting campaign. In Rule No. 4 we discussed the importance of testing your job description as a marketer would test its “marketing copy.” Our fifth and possibly most important fundamental rule for job marketing involves testing channels and paying for performance.   This is an area that distinguishes good marketers from great ones. Paying for performance is an undisputed standard for the modern marketer and should be the same for the modern talent acquisition professional. Tracking the source of your candidates and matching them to the overall investment in ad spending is something most forget to do. Historically, it has been a challenge for job marketers to do this effectively. Today this is becoming a much more streamlined and easy task with great opportunity for increasing overall performance in attracting quality candidates. The ability to track source and ROI from each channel depends on the tools. If you’re still using traditional mediums and don’t have tracking tools or an ATS, a simple solution is to incorporate a response form to track the source. When using a flat-rate job board or similar service, divide the overall spend by the candidate list received. This should give you a breakdown of the number of candidates and the degree of cost to acquire them. If you can break this down by the degree of quality and or hire rate, you’re in an even better position. If you’re using social media channels be careful about spending. It can get out of control. Monitor your click-through-rate (CTR), and compare this to your spending.   If you’re tempted to increase your advertising spend on a campaign, be sure to assess the candidates received to date before you click the ever so tempting “continue campaign” or “boost budget” button. Finally, try job search engine sponsoring if you’re not already doing so. Job search engines offer a true pay-for-performance model, which means you have greater control, lower costs and budget certainty. You set a budget, agree on a price-per-click for traffic, and you pay when someone actually clicks and views a job posting. The cost per viewer is significantly less than that of a fixed-rate job board. In fact, a Forrester study showed that the Simply Hired job search platform costs a third as much as traditional job boards. This advertising model has been a staple within the consumer advertising community for several years and only recently has become a major tool for recruitment advertising. The key differentiators with this model are campaign flexibility and ease of measurement. In terms of flexibility, it allows you to adjust your campaign to your needs. When you have enough candidates, you can pause or end the campaign instantly. In terms of measurement, you only pay for the traffic you receive, so you won’t blindly assess the value of your spending using data from third parties or outdated stats supplied by the vendor. Regardless of the channel or tool you decide to use, measurement is essential. A professional marketer always knows the ROI from an advertising campaign. The professional job marketer should understand this and adjust spending accordingly. After all, if you’re spending money and not getting the results you need, you have options.

3 Bad Ways Youre Comparing Yourself to Others -The Muse

3 Bad Ways Youre Comparing Yourself to Others -The Muse 3 Bad Ways Youre Comparing Yourself to Others You’re surrounded by the competition. You may be working like a machine to build your career, but in this competitive world, there’s a grinding of metal on metal- a tension that makes you compare yourself to others. Colleagues with higher salaries. Peers with faster career advancement. Friends with better titles and greater freedom. It’s everywhere. And it’s inevitable. However, those comparisons always take away from your sense of self and never actually get you ahead, so it’s vital that you learn how to stop comparing your professional path to others’. To help you do that, here are three common beliefs that people often impose on themselves- and how you can turn your mindset around. Belief #1: “Other People Have All the Luck” Part of me wants to be Benedict Cumberbatch. He’s smart and funny and looks pretty good in a suit. He’s insanely talented and could fill 221b Baker Street to the roof with all his cash. He’s engaged to someone gorgeous, and he’s been cast as Dr. Strange in the Marvel cinematic universe (trust this geek- that’s huge). Lucky son of a gun. Why do I have to struggle in a small town in Kent, when I could be on the red carpet with Hollywood throwing money at me? The injustice of it all. The notion that others have all the luck, while you get none of the breaks, is nasty. More than a simple demonstration of envy, it’s envy without recognition of your own capability. It's envy without effort, with a sprinkling of ignorance. Luck isn’t a passive experience where the world simply gives you something on a silver platter; it requires you to make effort and notice an opportunity to make something happen. If I choose not to recognize Mr. Cumberbatch’s talent, his years of craft, or his love for what he does, then I’m really missing the point. Instead of looking at the guy who just landed the promotion or the girl who just scored some major praise and chalking it up to blind luck, look for opportunities for how you can do great work, too. Belief #2: “Other People Have Something I Don't” Other people are younger than me. Many are more talented. Some are better looking. A handful are funnier. But even though I know that, I sometimes catch myself thinking, Why are they so much better than me? I know you’ve had similar thoughts. You look at that guy in your department and wonder how everything comes so easily to him. You watch a woman lead a meeting or a workshop and convince yourself that you couldn’t do it as well as she did. You see the new employee and wonder if you were ever that talented and passionate. Everyone makes these comparisons, because we all fear that we’re not good enough. We all fear that we’ll be called out for our shortcomings. We all fear that we’ll screw up. But these aren’t healthy comparisons. It’s one thing to compare avocados for ripeness or bed linens for luxuriousness, but comparing your insides with someone else’s outsides is BS. Comparing your worst thoughts about yourself with the best possible perception of other people is crazy- like having a dream that you’re in a board meeting without your clothes on, and then getting a full-body tattoo of a business suit just in case it actually happens. So stop it. Face it: Some people are more talented than you, and some less so. Some have more experience, and some less so. Some have whiter shirts, and some less so. Those facts only detract from your capability if you think they do. Belief #3: “Other People Are More Successful” Success is a bizarre concept. It suggests that if you work and work and work, there’s a tipping point where things suddenly move from being “unsuccessful” to “successful.” It suggests that other people easily achieve this thing called success, while you have to work harder to attain it. And perhaps worst of all, it suggests that success is some kind of endgame, a place where you can sit back, stop trying so hard, and enjoy the good life. But the truth is, success is too often just a mirage; a constantly moving target that never really existed in the first place. To truly achieve success, you first have to unpack what it really means to you. For example, maybe you value being your own boss, creating something that matters, being part of something bigger than yourself, surrounding yourself with talented people, or any one of a million other things. Until you define your version of success, it will forever remain a comparative concept where others are always more successful than you. All of this leads us to one important question: What would it take for you to let go of the urge to compare yourself to others?

Law Firm Dress Code for Women

Law Firm Dress Code for Women Law Firm Dress Code for Women Appearances matter in the legal industry. The way you dress can help you command respect, inspire trust, and convey a polished, professional image. Your wardrobe is a tool you can use to win the trust of supervisors, clients, opposing counsel, and judges. You don’t have to spend your entire paycheck on looking good. Adhering to your firm’s dress code and following some simple guidelines can help women dress to impress. Business Attire for Women Many law firms adopted casual dress policies in years past, but the industry is trending toward more formal business attire again. Exercise good taste and common sense when youre selecting appropriate business attire, and err on the conservative side if youre unsure. Stick to a well-cut suit in a conservative shade such as black, brown, gray, or navy for interviews, court appearances, client meetings, presentations, and related events. Skirted suits were formerly the rule, but pantsuits are now acceptable. Skirts should fall at or below the knee. More Casual Events Pantsuits and dressy coordinated separates are acceptable for less formal business events and casual work days. Tailored jackets, tasteful sweaters, and pretty blouses paired with a skirt or dress pants are always good choices. Other acceptable clothing for women includes sweaters- lightweight, turtlenecks, crew, V-neck, and cardigans- and vests worn with short or long-sleeved shirts. Knit tops, collared polo shirts, and pants, including khakis, linen blends, silk or twills, will work, too. Both casual and business attire should be clean, pressed, and wrinkle-free, without holes or frayed areas. Unacceptable Work Clothing for Women You should never wear certain garments to work or to any business event, and theyre forbidden by most law firms and their dress code policies. These include tight, sheer, and low-cut clothing of any style, as well as sweatshirts, T-shirts, denim of any type or color, spaghetti straps, open backs, midriff tops, tank tops, halter tops, stretch pants, stirrup pants, jogging or warm-up suits, casual shorts, dress shorts, miniskirts, and Capri pants that end close to the knee. Avoid neon colors and tight-fitting clothing, especially anything that shows cleavage. Your Hairstyle A neat, well-groomed hairstyle is a must. Long and short styles are both appropriate for women, as long as the style is neat and professional. Classic hairdos such as a low ponytail or bun look polished and professional for longer hair. Avoid  wild, untamed or overly teased styles, and never dye your hair in unnatural colors such as pink or blue. Dont use excessive hairspray. Hair thats longer than waist-length and juvenile styles such as pigtails are out. These hairstyle faux pas detract from your image as a respected professional. Shoes Matter, Too Closed-toe heels or dress shoes in conservative colors such as black, brown, gray, tan, or almond are appropriate for formal business events. Hosiery is essential, and the shoes should be in good condition. Acceptable footwear for casual business attire includes thin- to medium-sole leather shoes and loafers, or any updated style with a low or stacked heel and open-toed or dress sandals.   Avoid  athletic shoes, moccasins, flip-flops, platform heels, and any footwear thats worn or in poor condition. Accessories Jewelry and accessories should be tasteful and limited. Hosiery should be sheer, tan, nude, or another light color.   Avoid  excessive perfume, extremely long nails, heavy makeup, and excessive, dangly, or cheap jewelry. Large, visible tattoos or piercings, and visible underwear such as bras and bra straps are inappropriate as well.

How She Overcame Hiring Stereotypes as a Mother Returning to Work

How She Overcame Hiring Stereotypes as a Mother Returning to Work How She Overcame Hiring Stereotypes as a Mother Returning to Work In January 2018 I hired my newest rockstar employee and I could not be happier with her performance. To me, she was just that â€" a rockstar employee. She crushed her interview, passed my test, and meshed perfectly with the team. I was shocked to hear the bias that she had been facing in her nearly 9-month job search. Below are some of the stereotypes that Kiara faced and how she was able to overcome them. “Hiring a Mother = Decreased Productivity” Time and time again, Kiara was told that being a mother would decrease her productivity at work. The assumption is that with kids, things come up that would take away from one’s work productivity or cause distractions. A kid could get sick and need a ride to the hospital, have a sporting event, need a diaper changed, etc. Many hiring managers believe that there is no way a stay-at-home mom could be effective working from home when she has two small children. How she overcame: Kiara had proved her worth from the very beginning. To explain how she was able to stand out from other applicants, I first have to tell you a bit about the job posting. Being that attention to detail was a huge requirement for the position, I snuck into the job description a line that said, “Bonus points if you find the typo in this job description”. Out of over 300 applicants (most of which did not have children), Kiara was one of five applicants to find the typo. This caused her to immediately be shortlisted for an interview. “Hiring a Mother = Outdated Skills” Time and time again, recruiters scan resumes using the 6-second rule, automatically eliminating talented individuals because of an “Employment Gap”. The assumption is that if someone has been unemployed for an extended period of time (usually over 1 year), they are not improving their skills or staying relevant with industry trends. Unfortunately, this method of screening has affected countless mothers looking to return to work. How she overcame: This is actually a freebie for any mother out there. Being a mother is not considered an employment gap. In fact, being a mother is more than a full-time job. Your official title as a mother is CEO of Your Household. Don’t be afraid to explain on your resume why you have been out of work. Kiara did, and it worked out great for her. Any hiring manager in his or her right mind will value someone who has been a full-time mother. Try something like this on your resume: Job Title: CEO Company Name: Santiago Household Description: Worked 100+ hour weeks with little sleep and very high maintenance clients (my children). Responsible for budgeting, planning, nurturing, customer service, and all household operations. “Hiring a Mother = Poor Culture Fit” It’s not uncommon for an employer to feel a bit awkward when hiring a mother. Is a mother going to blend in with the “work hard play hard” culture that the company has established? This happens more at startups than any other companies. For those employers who expect their team to live and breathe work, hiring a mother is not at the top of their agenda. A mother is likely to spend time with her family, rather than going out and getting drinks with the team after work. How she overcame: This can be a challenging objection to overcome and quite frankly, it is not worth overcoming. This is a sign you should move on and find a new company. At the end of the day, finding the right company to work for will make all the difference. Kiara found the right company to work for. She didn’t try to make it work at a company that did not truly appreciate her life outside of work. She did not have to hide anything or pretend to be someone she was not. She did her due diligence to make sure that our company culture was aligned with her own and I could not be happier to have her as a part of the team.

Entry Level Medical Technology and Equipment Resume Template 2018s Top Format

Entry Level Medical Technology and Equipment Resume Template â€" 2018’s Top Format Entry Level Medical Technology and Equipment Resume Template - 2018’s Top Format If you just finished your training to become a medical technology equipment operator, a professional resume is your ticket to a job in this field. Emphasize your area of expertise in the summary to help busy employers find it quickly and encourage them to invite you to interview.Hiring managers at private offices or large medical facilities expect a technician to be able to interpret X-rays, digital scans, and other deliverables from the equipment they operate. A generous skills section laden with certifications, makes, and models, as well as specialized training, gets your foot in the door of your targeted organization. Apprenticeships and internships quickly move inexperienced candidates to the top of the pile.Use the entry-level medical technology and equipment resume template below for ideas on how to spruce up your own document. Create ResumePriscilla Flannigan100 Main Street, Cityplace, CA, 91019H: (555) 322-7337C: (555) 322-7337example-email@example.comProfessional SummaryDili gent CT Technologist focused on the timely, quality completion of all radiology procedures. Works well under pressure within high-volume testing environments. Very attentive to patients needs. Always try to anticipate Drs next steps in procedure environment. Great IV starter.SkillsARRT certificationVery fast learnerGreat team player also a great leader if need beWork HistoryCT Technologist, 08/2006 to Current Alina Abbott Northwestern HospitalConducted venipuncture and other CT procedures.Entered patient, procedure and equipment into computer system.Prepped and draped patients in a sterile fashion.Explained procedures to patients to reduce anxieties and increase patient cooperation.Oriented and trained new staff on proper procedures and policies.Tailored care to meet the specific needs of each patient.Collected, organized and restocked supplies in all units.Offered age-appropriate patient care before, during and after exams.Assisted patients and families in achieving positive outco mes through thorough assessments.Completed fluoroscopy exams and other special procedures.CT Technologist, 04/2004 District One Hospital District One, Faribault, mnBalanced, calibrated and recorded appropriate hemodynamic data.Entered patient, procedure and equipment into computer system.Conducted venipuncture and other CT procedures.Explained procedures to patients to reduce anxieties and increase patient cooperation.Maintained detailed records of test results by entering data and patient information into computer.Tailored care to meet the specific needs of each patient.Offered age-appropriate patient care before, during and after exams.Followed all appropriate procedures to minimize patients exposure to radiation.Completed clinical procedures and gathered patient data for interpretation by a physician.Completed fluoroscopy exams and other special procedures.EducationAssociate of Science: Radiologic technologist, 2005 Veterans Memorial Hospital Minneapolis, MNAffiliationsASRTSiem ans and a lot of GE experienceCRCustomize ResumeMore Healthcare Resume TemplatesPharmacology and Pharmaceuticals Resume Templates