Master Cold CallingThe Most Dreaded Task in Sales

Master Cold CallingThe Most Dreaded Task in SalesMaster Cold Calling- The Most Dreaded Task in SalesJumping into something without any sort of a warmup- doing it cold- can be as unpleasant as it sounds. Cold calling involves getting on the phone with potential customers without an introductionat a time when the people youre reaching out to are not expecting you to do so. Its no wonder it has a reputation for being one of the least liked tasks in sales. What Exactly Is Cold Calling? The term cold in cold calling refers specifically to the fact that you havent laid any groundwork for your call. If youre calling prospects who already have shown an interest in your products, such as someone who has filled out a postcard or website request for information, its referred to as warm calling. Different sales experts refer to physical drop-in visits as well as phone calls as cold calling, but most salespeople think of cold calling purely in terms of the telephone. When in doubt, you usuall y can assume that a reference to cold calling relates to phone calls rather than physical visits. The Challenges Cold calling is emotionally demanding because receiving a cold sales call can bring out the worst in people. When launching into a round of cold calls, you can expect verbal abuse, prospects who hang up on you, and even occasional threats. The best approach is to remind yourself that they are not rejecting you personally. Theyre simply reacting to the situation. Just let any hostility roll off, disconnect, and move to the next name on the list. Another challenge of cold calling is getting in touch with a decision maker instead of getting stuck in voicschmelzglas and never getting a callback or talking with someone who cant authorize a purchase and probably wont reisepass along a message as promised. Some business-to-business salespeople find that calling either early or late in the day increases the odds of getting an actual decision maker on the phone since many exec utives work either early or late, and a gatekeeper wont be there to deflect your phone call. The best time for business-to-consumer cold calling is outside normal working hours when people are more likely to be at home. Be careful to respect dinner time and kids bedtimes, however. Youll also need to be aware of time differences in different geographic locales. Is It Effective? Salespeople have mixed views as to the effectiveness of cold calling. Many believe its the most efficient and effective way to reach new leads. Others feel that the many new sales channels available today, such as email, social media, and text message marketing, have eclipsed cold calling. While some sales experts have extremely positive or negative opinions of cold calling, most accept the practical viewpoint that unless you have enough warm leads from other sources to fill your pipeline, youll have to do at least some cold calling to make up the difference. To increase chances for success, consider these tips The first few seconds are the most important. How you begin the phone call might be the biggest determining factor in whether you will be successful. Be up front about why you are calling, and state it- succinctly- in a way that keeps the recipient of the call on the line.Dont worry if youre doing most of the talking. If the recipient of the call is listening and hasnt hung up the phone, youre doing your job. Its important to gather information from the potential client, but an initial silence might be a sign that youve got their attention and theyre interested. Use that opportunity to make your pitch. Engage the subject in conversation. While that initial silence might be OK, you still want to get the person talking about the business specific needs. Ask about how they are doing and lead your contact into discussing issues that your product or service can address.Direct the conversation to the next level. To make the sale or achieve your objective with the call, you need to g et beyond the conversation stage. Once the subject begins to show some interest in what youre pitching, move the conversation toward the next logical step, whether that be a meeting or details of a sale. Get the subject thinking about the next step before actually committing to it. Take advantage of social media for research. While the rise of social media might be one factor why cold calling is less effective, it also can be a tool to help salespeople. Most people have accounts on popular sites like LinkedIn, Facebook, and others, and if you do a quick search before making a call, you might be able to glean some helpful information from the profile pages of the people you are calling. Since volume is important for cold calling to be successful, limit such searches to what can be found quickly and easily. Avoid using a script. A lot of salespeople will swear by the effectiveness of a good script, but people are good at recognizing someone reading from a script and will hang up befor e you get through the first sentence. Be conversational instead. If youve done some homework or have warmed up the lead with another marketing approach, open by acknowledging that you know they opened your email or liked your post. Ask them to tell you what their needs are. People will be more responsive to talking about themselves or their own problems than they will be to listening to a scripted sales script. Learn how to use this point to your advantage.

This new study may convince you to try a vegan diet

This new study may convince you to try a vegan dietThis new study may convince you to try a vegan dietMedical professionals from various fields have begun zeroing in on the importance of gut health. Ladders has previously reported the potential effect gastro bacteria has on mental stability and now a recent study suggests certain gut hormones could be instrumental in weight loss and could even lower the risk for Type 2 Diabetes.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreGut Hormones and a vegan dietThese beneficial gut hormones can help keep weight down, enhance insulin secretion, regulate blood sugar, and keep us feeling full longer, says Hana Kahleova, head of the Physicians Committee for Responsible Medicine.Additionally, gastrointestinal hormones aid in regulating d-glukose metabolism and the processing of energy-both beneficial to healthy young adults and sufferers of Type 2 Diabetes. A new study published in the journal, Nutrients disclosed a vegan diet to be a heterogeneous aid to a healthy wealth of gut hormones.The study focused on a 60 men-some eating vegan meals and some eating meals with meat and dairy. The group was comprised of 20 obese men, 20 men with diabetes, and 20 completely healthy men. They all consumed the same amount of calories and ratio macronutrients.The majority of men that were restricted to vegan diets reported feeling full, even without the added calorie intake associated with many non-vegan diets. The men were also reported as having significant boots to their gut hormones.If youre not careful, a clumsy adherence to a vegan diet can lead to protein and vitamin deficiency. However, the health benefits of following a regiment correctly have been confirmed by several studies. All of whichherald its ability to lower blood sugar, improve kidney function, lower risks of obesity, prevent many forms of cancer and ultimately raise mortality rate s.The fact that simple meal choices can increase the secretion of these healthy hormones has important implications for those with Type 2 Diabetes or weight problems, saysKahleova.Vegan diets have also been independently linked to heart health. On balance they reduce damaging inflammation.Those that cut outmeat, poultry, dairy, eggs, seafood, and fish were found to have 32% lower C-reactive proteins in their bloodstream. Higher C-reactive proteins increase your risks for heart attacks.As a weight loss companion and prevention for Type 2 diabetes, vegan based diets boats the most impressive results.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

4 Ways to Job Search Using Social Media

4 Ways to Job Search Using Social Media4 Ways to Job Search Using Social Media4Business Insider reports that Americans spend more time on social media than any other major Internet activity, including email. With so much of our time devoted to liking, commenting, retweeting, and sharing, it makes sense to utilize these powerful tools in our job search. Lets discuss different ways to job search using social media.If youre unsure about how social media can be used in your job search, check out these statistics according to Jobvites 2014 Job Seeker nationalstaat survey, 76 percent of social job seekers found their current position through Facebook. The same survey reports that 83 percent of recruiters are using Facebook and 94 percent are using LinkedIn to find candidates. Whether you have active social media profiles, or you have none at all, the current job search market demands its use.Embrace these four ways to job search using social media1. NetworkNo longer does networking only ha ve to happen within your community. Social media provides a way to reach individuals in your career field, no matter where they are located. Facebook, LinkedIn, and Twitter can be great ways to interact with others professionally- you never know where those connections may lead. Be sure to connect with your friends as well, and keep them updated on your job search status. Perhaps the friend you went to college with can connect you to an HR director at a potential new company.2. Research and discover new jobsSearching for jobs on social media can lead to diamonds in the rough, particularly if youre searching for a freelance and/or remote job. Expand your horizons from the typical job board, and use Twitter to search hashtags to uncover jobs. Searching something as simple as freelancewriting can uncover jobs with companies you never even knew existed. LinkedIn is also a common place for companies to post their job openings. Utilize the same keywords to find new jobs and new companies. 3. Cultivate your professional imageLike the above-mentioned study reported, recruiters are in social spaces searching for new talent. Make sure your profiles are findable and professional. Clear out those old college feier photos, review what pages and people you like or follow, and craft your about me sections. In other words, set up your social media accounts to reflect the best of your personal brand.4. Increase your professional knowledgeInstead of using social media to waste away your time, use it to grow in your profession. What are the latest topics of interest in your industry? Are there any new programs being used? What is the latest lingo? Look at others profiles in your industry, read their blog posts, join industry-specific LinkedIn groups, follow thought-leaders on Twitter, etc. These things will keep you at the forefront of your industry.Readers, how else do you job search using social media? Share with us below

Top 10 Business Schools for Job Placement

Top 10 geschftliches miteinander Schools for Job PlacementTop 10 Business Schools for Job PlacementThese are the top 10 business schools for job placement, according to themaster of business administration Rankings Calculatorfrom Foster School of Business at University of Washington in Seattle. The Calculator uses the ranking data from several sources, including Bloomberg Businessweek, U.S. News and World Report, Forbes, and Financial Times. They revealed the master of business administration programs at these schools had the greatest number of graduates with jobs within three months of graduation. 1. Temple University Fox School of Business Philadelphia, PA215-204-7676foxinfotemple.edu Graduates Employed at Three Months100 percent Average Salary of Graduates (including bonus)$98,828 Areas of StudyAccounting Entrepreneurship Finance Human Resource Management zwischenstaatlich Business Legal Studies Management Information Systems absatzwirtschaft and Supply Change Management Real Es tate Risk, Insurance, Health Care Management Statistical Science Strategic Management MBA ProgramsExecutive MBA, Global MBA, Online MBA, Part-Time MBA 10 Employers Who Have Hired Fox MBA GradsAstraZeneca, Comcast, Crayola, ExxonMobil, Merck, Nationwide Insurance, Olympus, SAP, TD Bank, Vanguard 2.University of Washington Foster School of Business Seattle, WA206-543-4661mbauw.edu (Full-Time and Evening MBA)206-685-1333embauw.edu (Executive MBA)206-221-6914tmmbauw.edu (Technology Management MBA)206-543-8560execeduw.edu(Global Executive MBA) Graduates Employed at Three Months98 percent Average Salary of Graduates (including bonus)$133,299 Areas of StudyAccounting Business Administration Business Communications Business Economics Entrepreneurship Finance Information Systems International Business Management Marketing Operations Management Quantitative Methods MBA ProgramsFull-Time MBA, Evening MBA, Executive MBA, Hybrid MBA (Online), Technology Management MBA, Global Executive MBA 10 Employers Who Have Hired Foster MBA Grads 3M Company, Accenture, Amazon, Boston Consulting Group, Citigroup, Deloitte Consulting, Microsoft, Providence, Starbucks, T-Mobile 3. Rutgers, State University of New Jersey Rutgers Business School Newark and New Brunswick, NJ973-353-1234admitbusiness.rutgers.edu Graduates Employed at Three Months96.3 percent Average Salary of Graduates (including bonus)$96,814 Areas of StudyAnalytics and Information Management Finance Global Business Marketing Marketing Research Insight and Analytics Pharmaceutical Management Real Estate Strategy and Leadership Supply Chain Management Technology Commercialization, Innovation, and Entrepreneurship MBA ProgramsFull-Time MBA, Part-TIme MBA, Executive MBA, MBA in Professional Accounting 10 Employers Who Have Hired RutgersMBA Grads Bayer Health Care, Bristol-Myers Squibb, Dell, Deloitte, Pfizer, Johnson Johnson, MT Bank Corp., Prudential Financial, Quest Diagnostics, Samsung 4. Washington University in St. Louis Olin Business School St. Louis, MOOlinGradAdmissionswustl.edu Graduates Employed at Three Months96.3 percent Average Salary of Graduates (including bonus)$115,830 Areas of StudyConsulting, Corporate Finance and Investments, Entrepreneurship, Marketing, Operations and Supply Chain Management MBA ProgramsFull-Time MBA, Professional MBA, Executive MBA 10 Employers Who Have Hired Olin MBA GradsADP, Amazon.com, Apple, Cisco, Eli Lilly Company, General Mills, Kimberly-Clark, LOreal, Rolls Royce, SC Johnson Son 5. Northeastern University DAmore-McKim School of Business Boston, MA617-373-5992 Graduates Employed at Three Months96.1 percent Average Salary of Graduates (including bonus)$82,849 Areas of StudyFinance, Entrepreneurship, Health Care Management, Marketing, Supply Chain Management MBA ProgramsFull-Time MBA, Part-Time MBA, Online MBA 10 Employers Who Have Hired DAmore-McKimMBA GradsAccenture, Cognizant Technology Solutions, Dana Farber Cancer Institute, Dunkin Brands, Hasbr o, IBM Corporation, National Grid, Novartis International, The Raytheon Company, Zipcar 6. Dartmouth College Tuck School of Business Hanover, NH603-646-3162tuck.admissionstuck.dartmouth.edu Graduates Employed at Three Months95.6 percent Average Salary of Graduates (including bonus)$148,997 Areas of StudyFinance, Marketing, Strategy MBA ProgramsFull-Time MBA 10 Employers Who Have HiredTuckMBA GradsAmazon, Anheuser-Busch inBev, Apple, Colgate-Palmolive, CVS Health, Google, Intel, Microsoft, Walmart, Wayfair 7. Michigan State University Eli Broad College of Business East Lansing, MI517-355-7604mbamsu.edu Graduates Employed at Three Months95.5 percent Average Salary of Graduates (including bonus)$119,424 Areas of StudyFinance, Human Resources Management, Marketing, Supply Chain Management MBA ProgramsFull-Time MBA, Executive MBA 10 Employers Who Have Hired Broad GradsAmazon, Apple, Dell, Ford Motor Company, GE, General Motors, Intel, Mars, Mattel, Nike 8. University of Pennsylvani a The Wharton School Philadelphia, PA215-898-2575 Graduates Employed at Three Months95.5 percent Average Salary of Graduates (including bonus)$155,058 Areas of StudyAccounting Actuarial Science Business Analytics Business Economics and Public Policy Entrepreneurial Management Environmental and Risk Management Finance Health Care Management Information Strategy and Economics Insurance and Risk Management Management Marketing Marketing and Operations Operations, Informations, and Decisions Organizational Effectiveness Real Estate Statistics Strategic Management MBA ProgramsFull-Time MBA, Executive MBA (also available in San Francisco) 10 Employers Who Have HiredTuckMBA GradsA.T. Kearney, Accenture, Amazon, Bain Company, Boston Consulting Group, Capital Group, Credit Suisse, Google, Morgan Stanley, Walmart 9. University of Chicago Booth School of Business Chicago, IL773-702-7369admissionschicagobooth.edu Graduates Employed at Three Months95.2 percent Average Salary of Graduates (inc luding bonus)$147,475 Areas of StudyAccounting, Analytic Finance, Analytic Management, Econometrics and Statistics, Economics, Entrepreneurship, Finance, General Management, International Business, Managerial and Organizational Behavior, Marketing Analytics, Marketing Management, Operations Management, Strategic Management MBA ProgramsFull-Time MBA, Evening MBA, Weekend MBA, Executive MBA 10 Employers Who Have HiredBoothMBA Grads3M Company, Abbott Laboratories, Avon Products, BASF Corporation, Bloomberg, Kraft Foods, Metlife, Orbitz Worldwide Pepsico, Procter Gamble 10. University of Rochester Simon Business School Rochester, NY585-275-3533admissionssimon.rochester.edu Graduates Employed at Three Months95.2 percent Average Salary of Graduates (including bonus)$113,515 Areas of StudyBrand Management, Business Systems Consulting, Competitive and Organizational Strategy, Computers and Information Systems, Corporate Accounting, Entrepreneurship, Finance, Health Sciences Management, I nternational Management, Marketing, Marketing Strategy, Operations Management, Pricing, Public Accounting, Strategy and Organizations MBA ProgramsFull-Time MBA, Executive MBA, Professional MBA 10 Employers Who Have HiredSimonMBA Grads3M Company, ATT, Cigna, Citigroup, Kellogg Company, KPMG, McGraw Hill Education, Nestle Purina, New York Jets, Whirlpool

How Data Analysts Can Improve Healthcares Bottom Line

How Data Analysts Can Improve Healthcares Bottom LineHow Data Analysts Can Improve Healthcares Bottom LineHow Data Analysts Can Improve Healthcares Bottom Line BoernerIn your hospital right now, theres a patient getting ready to be discharged thats already on the path back to the hospital.Thats because theres some marker, some problem in his results, thats sowing the binnenseeds for a preventable readmission and possibly a ding from the Centers for Medicare and Medicaid Services.But to find that thing that would prevent the readmission and consequences from CMS, you have to wade through a dizzying amount of data in your electronic medical records. And unfortunately, most organizations, whether big or small, simply arent prepared to do it.In an environment of ever-growing regulation, value-based payments and accountable care organizations, data isnt just an issue of performance. Itsan issue that impacts the bottom line.Data Analysts to the Rescue Thats where data analysts come in an d thats exactly why you need to start hiring for data aggregation, says Mike Garzone, solutions director the Advanced Technology division of CTG Health Solutions, a healthcare IT and business solutions consulting company in Dallas.When the data can tell me that a patient in a bed today has a high probability of returning in September, I want to know about it now, he says. And to do that, you need to have and train data analysts.Differentiating Data and InformationData and information are often thought of together, but in fact theyre bedrngnis the same thing.Data is a list of facts it takes a data analyst to cull through the static to produce intelligible information that you can use to improve care in reimbursements.In order for clinical data to be effective, it must be precise and consistent across all enterprise computer systems.The Data Analyst Role Data analysts cleanse, transform, and model data to create information.They can also play another role as data stewards. In this rol e, they transform information as they create and maintain data definitions in metadata registries to promote quality and consistency.Think of them as your own catchers in the rye who catch important data that can save patients from readmissions, infections and overuse all the things that the CMS is working hard to reduce.Getting Ahead of the Data CurveTheres another frontier after Meaningful Use and ICD-10, says Dayna Sessa, principal of New York-based Datanomy Group, which creates meaningful healthcare IT programs, including data aggregation, for medical centers.You want to be ahead of it, creating a more efficient hospital out of the EMR system youre spending so much money on.This may seem like a stretch.After all, Sessa says that most providers in private practice already feel overwhelmed by the push to install electronic health records. They simply want to practice medicine, not deal with data aggregation.But if you find the right person on your team or hire the right addition al staff it could save you money in the long run.Outsource or Staff Up?If youre a small medical practice, hiring another person may not be possible as data analyst. So should you outsource? Garzone doesnt think so.The data, he says, often means nothing if the staff isnt motivated to act on it. And that takes someone on staff to explain why it matters beyond the fact that it will save you money.When data quality initiatives come out of IT, theyre seen as an IT thing, he says. Ideally, you need someone whos part of the organization to drive quality. They have to not only perform the role of data analysis, they have to be an evangelist for it.Finding a Data Analyst The good news is that your data analyst might already be on staff.Look to department managers and the quality department first, says Garzone. The quality department gets this, he says. Theyve been doing this for a while now, but on paper.These may be nurse case managers who deal with quality issues every day. Or, alternate ly, it may be lab techs who are accustomed to using data tools, or pharmacy managers who understand the clinical side but have a mind for data.The key is finding someone who can think deductively and identify patterns in what seem like random events.How to Hire a Data AnalystSessa, who hires data analysts for her company, confirms that the best approach is to look for someone whos familiar with data and medicine. They might have a background like hers, in biomedical engineering. Or they might have a background in medicine, with an interest in statistics.Then, ask them the preemie question. Or something like it.Ill ask, How would you go about figuring out how many MMs it would take to fill a three-story building? Or ask, How would you figure out how many coffee shops there are in the US? she says. Or, If I told you that 60 percent of the women in an area have premature babies, how would you go about figuring out why that is?If the candidate starts running through data points race, m edian income, smoking habits, asbestos, etc. she knows she has a winner.Its not about the finite answer, she says. Its to see the deductive reasoning and logic they use to work through the problem to a solution. Im always looking for the question, the data point that someone else might not think of.Read more about healthcare hiring trends Five Ways to Improve your Healthcare Hiring ProcessIT Staffing for Healthcare Recruiting for HITECHHealthcare Recruiting Solutions

What You Need to Know About Download Linkedin Resume

What You Need to Know About Download Linkedin Resume Download Linkedin Resume Can Be Fun for Everyone Freshers or experience and If you are searching for impressive resume for your job interview then youre on right location. If you really need to get work, you need to be there. Make certain you didnt miss whatever could cost you the job that you dream about The most suitable job for you is closer than you might imagine. Look for a job which you would want to submit an application for that has the LinkedIn easy apply option. LinkedIn is among the most effective career tools for your job search apart from your resume. When you spot a job which you like, go right to the work opening on LinkedIn to find out mora concerning the chance and apply. After you spot a job that you like, you can go right to the work opening on LinkedIn to find out more regarding the chance and apply. The point is, every sort of communication differs and everyone should be tailored correctly for the mediu m and the audience. There are two primary trends in 2016. When youre asking for a job which relies on the strengths of the person, you will need a resume vorlage which you can inject a little more personality into to make it pop. You may choose to use one of the coloured variety for a single kind of job and the Exectuive style for a different. Rumors, Lies and Download Linkedin Resume The PSD is quite simple to edit and customize. There you will understand an ideal theme for your CV. LinkedIn also provides a feature you may not be acquainted with, via their Labs, called ResumeBuilder. If you would like to change your resume on LinkedIn later, just stick to the process above. Definitions of Download Linkedin Resume Resumunks resume templates consist of free resume layouts in addition to 17 premium templates offered for a yearly subscription of $19. There are lots of free resume templates readily available online but sometimes it can be very tricky to choose the best one tha t is most suited to you. Sometimes all you will need is a timeless style template thats clean, clear and right to the point. You can pick from different templates on the left-hand side of the site. This template gives you the ability to create a top-notch CV. You may download the resume template at no cost and can readily edit the template using Microsoft word. In some cases what you will need isnt a resume template in any respect. The template was created by A distinctive and modern resume template with experience timeline together with education timeline. How to Get Started with Download Linkedin Resume? Moreover, your LinkedIn profile can boost your visibility online and help you construct your professional brand. LinkedIn will conserve the past three resumes you uploaded. LinkedIn offers users several techniques to create an impressive profile. LinkedIn is a great chance for developing a specialist story in a nice and genuine voice. If youre on the lookout for ways to produce your resume stand out whether thats on your own personal site, video hubs, document-sharing sites or LinkedIn here are a few suggestions to get you started, together with examples for each format. Now rather than having to work with different tools to create a professional image, you can make LinkedIn your professional hub on the internet. Including a hyperlink to a lousy LinkedIn profile will do more damage than good. It is possible to also incorporate links to your private site and other social networking accounts (if relevant). There are two methods to acquire your resume onto LinkedIn. Last, be absolutely sure to devote the opportunity to complete your profile so you that its visible and youll match with the most suitable search terms to raise your chances of being found. Even when you arent sending people to your LinkedIn page, its likely to be among the initial results for everybody who Googles you to learn about your professional qualifications and experience. Th erefore, if you choose to use more action words, examples an always simple to discover.

This female HR leader has a message for Women In Tech

This female HR leader has a message for Women In Tech We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no farther than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines belastung month when an offended participant leaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforceul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like good haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ulpThe women, there to invest in their professional development, were not learning how to be better leaders or combat sexist stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves.pWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even more burdened by dress code policies based on gender. pImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing.pTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, are extra burdens for black employees, particularly those who want to wear their hair in natural styles. In 2010, Chastity Jones got a job offerto be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. pAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head titelings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropriate for a woman at work.pThe possibility for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has led the Human Rights Campaign to recommendthat if an employer has a dress code, it should modify it to avoid gender stereotypes and en force it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the geschftszimmer or unit in which an employee works are gender-neutral.h3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) form, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global human resources for the automotive giant, she replaced their 10-page dress code with two words/a Dress appropriately. pIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. pFor workplaces that need more specificity about what employees can wear, HR should f ollow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools.pAfter a wave of protests, social media outrage, and thoughtful advocating, several schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or the width of a cami strap versus a tank top, a Virginia high schools new gender-neutral dress codesimply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs.pstrongWhat does that look like at work?/strong pSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on their gender, and try to empower e mployees to manage their own appearance in accordance with professional expectations.pFor business casual workplaces, try this, adapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment.pFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. pAnd for casual workplaces, which are on the riseaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, adapted from The Balance/a Dress comfortably for work, but please do not wear anything that could offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism.pNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive.p----pstrongWant to share these tips with your company? /strongShow them this natel one-page guide on creating a gender neutral dress code p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTU3NDc2NjEyMX0.5akget5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7I/img.jpg?width=980 id=a14b6 type =lazy-image/ pbr/

This study says supplements can be unhealthy and even harmful

This study says supplements can be unhealthy and even harmfulThis study says supplements can be unhealthy and even harmfulIf youve been making up for a less-than-exemplary diet by stuffing vitamins and supplements down your throat or if youre enticed by the latest celebrity-endorsed supplement du jour you may want to seriously reconsider your strategy, new research from Tufts University finds. Dietary supplements wont extend your life, according to the research published in the Annals of Internal Medicine says. Not only that, but some vitamins can hurt you and even shorten your life if taken at excess amounts.The bottom line eat something. Its that adequate intake of certain nutrients that reduce all-cause mortality, but only when that source of nutrients is food not supplements.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreOur results support the idea that, while supplement use contribute s to an increased level of total nutrient intake, there are beneficial associations with nutrients from foods that arent seen with supplements, said Fang Fang Zhang,M.D., Ph.D., associate prof at the Friedman School of Nutrition Science and Policy at Tufts University and senior and corresponding author on the study, in a release. This study also confirms the importance of identifying the nutrient source when evaluating mortality outcomes.Researchers analyzed data from nearly 30,000 adults ages 20 and older to evaluate the association between dietary supplement use and death from all causes, cardiovascular disease, and cancer, according to a news release. Participants filled out a 24-hours food questionnaire two times and answered questions about using dietary supplements during an interview.Heres what researchers found you should be eating enough of for your vitamins but not relying on supplements forAdequate intakes of vitamin K and magnesium associated with a lower risk of deathA dequate intakes of vitamin A, vitamin K, and zinc are associated with a lower risk of death from cardiovascular diseaseFood has nutrients tooAccording to the National Institute of Health (NIH), here are food sources are these vitamins.Vitamin K include leafy greens such as kale, spinach and broccoli.Vitamin A is found in orange and yellow fruits, eggs, and vegetables.Zinc is found is red meat, beans, nuts, chickpeas, lentils, and other legumes.Vitamin A includes eggs, as well as orange and yellow fruits and vegetables.Magnesium is found in leafy greens, legumes, nuts, and whole grains.Supplements you shouldnt be getting too much ofExcess calcium intake was linked to an increased risk of cancer death supplement doses of over 1,000 mg/dayIt was found that the use of Vitamin D supplements by people with no sign of vitamin D deficiency may be associated with an increased risk of death from all causes, including cancer, but further research is necessary.As usual, the lesson is to eat mo re whole foods, and that theres no shortcut to being healthy.As potential benefits and harms of supplement use continue to be studied, some studies have found associations between excess nutrient intake and adverse outcomes, including increased risk of certain cancers, said Zhang. It is important to understand the role that the nutrient and its source might play in health outcomes, particularly if the effect might not be beneficial.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Aerospace Maintenance Job Description

Aerospace Maintenance Job DescriptionAerospace Maintenance Job DescriptionAerospace maintenance airmen in the United States Air Force maintain aircraft, support equipment (SE), and forms and records. They also perform production supervisor, flight chief, expediter, crew chief, support, aero repair, and maintenance functions. A related DoD cccupational subgroup is 600. Duties and Responsibilities Advises on problems maintaining, servicing, and inspecting aircraft and aerospace SE. Uses technical data to diagnose and solve maintenance problems on aircraft systems. Interprets and advises on maintenance procedures and policies to repair aircraft and SE. Troubleshoots and maintains aircraft structures, systems, components, and SE. Tests repaired components using mockups and test equipment. Adjusts, aligns, rigs, and calibrates aircraft systems. Performs engine run-up. Accomplishes weight and balance functions. Jacks, tows, and services aircraft. Inspects aircraft structures, systems, components, and SE. Supervises and performs aircraft and component inspections. Interprets inspection findings and determines adequacy of corrective actions. Inspects and checks components for clearances, tolerances, proper installation, and operation. Inspects and operates powered and nonpowered aerospace ground equipment. Inspects and identifies aircraft corrosion for prevention and correction. Reviews maintenance forms, aircraft records, and reports to ensure complete documentation. Inventories and maintains alternate mission equipment. Performs production supervisor, flight chief, expediter, crew chief, aero repair, support, and maintenance functions. Coordinates maintenance plans to meet operational commitments. Supervises and assists in launching and recovering aircraft. Reviews maintenance data collection summaries to determine trends and production effectiveness. Performs crash recovery duties. Performs staff and supervisory management functions. Specialty Qualifications Knowledge Knowledge is mandatory of principles applying to aircraft systems concepts and application of maintenance directives and data reporting using technical data Air Force supply procedures and proper handling, use, and disposal of hazardous waste and materials. Education For entry into this specialty, completion of high school with courses in pneudraulics, physics, and electronics is desirable. Training For award of AFSC 2A531X, completion of a suffix specific basic aerospace maintenance course is mandatory. Experience The following experience is mandatory for award of AFSC indicated (Note See Explanation of Air Force Specialty Codes.) 2A551X Qualification in and possession of AFSC 2A531X. Also, experience in functions such as repairing and maintaining aircraft or related installed equipment.2A571 Qualification in and possession of AFSC 2A551X. Also, experience performing or supervising functions such as installing, repairing, inspecting, or overhauling aircraft structures, systems, and components. Other. The following are mandatory as indicated For entry into this specialty, normal color vision as defined in AFI 48-123, Medical Examination and Standards. For award and retention of AFSCs 2A531X/51X/71, eligibility for a Secret security clearance, according to AFI 31-501, Personnel Security Program Management. Specialty Shredouts Suffix Portion of AFS to Which Related A... C-9/C-20/C-21/C-22/C-141/T-39/T-43 B... C-12/C-26/C-27/C-130 C... C-5 D... C-17 E... B-1/B-2 F... B-52 G... C-18/C-135/E-3/VC-25/VC-137 H... KC-10/E-4 J... C-5/C-9/C-12/C-17/C-20/C-21/C-22/C-26/C-27/C-130/C-141/T-39/T-43 K... B-1/B-2/B-52 L... All C-135/C-18/E-3/E-4/KC-10/VC-25/VC-137 NOTE Shredouts A, B, C, D, E, F, G, and H are applicable to the 1- and 3-skill levels only. Shredouts J, K, and L are applicable at the 5-skill level only. Shredouts A, B, C, and D merge to form shredout J at the 5-skill level. Shredouts E and F merge at the 5-skill level to form shredout K. Shredout s G and H merge at the 5-skill level to form shredout L. There are no shredouts at the 7-skill level. Strength ReqL (2A5X1D and 2A5X1H requires a K) Physical Profile 333132 Citizenship Yes Required AptitudeScoreM-44 (Changed to M-47, effective 1 Jul 04). Technical Training Course J3AQR2A531A 000 Length (Days) 83 schauplatz S Course J3ABP2A531A 000 Length (Days) 10 Location MC Other Possible Courses(Depending on assignment andshreadoutassigned) Course 3AQR2A531A 002 Length (Days) 23 Location S Course J5ABO2A531A 002 Length (Days) 40 Location Sct Course J3AQR2A531B 000 Length (Days) 83 Location S Course J3ABP2A531B 000 Length (Days) 20 Location LR Course J3ABP2A531C 000 Length (Days) 30 Location Dover Course J3ABP2A531D 023 Length (Days) 23 Location Chr Course J3ABP2A531EE003 Length (Days) 27 Location Ell Course J3ABP2A531E 004 Length (Days) 33 Location Whi Course J3ABR2A531F 001 Length (Days) 59 Location S Course J3ABP2A531G 002 Length (Days) 70 LocationTnk Course J3AQR2 A531H 001 Length (Days) 33 Location S Course J3ABP2A531M 001 Length (Days) 30 Location McG Course J3ABP2A531T 001 Length (Days) 30

How to Build your First HR Department

How to Build your First HR DepartmentHow to Build your First HR DepartmentHow to Build your First HR Department Smith, PayScale.com At first it seemed like your company was getting along just fine without an HR department. After all, the work that HRdoes is often easily outsourced and seems mundane in the grand scheme of things.However, it is indisputable that certain work needs doing and tasks such as employee relations compliance, employee training, payroll, andbenefits administration are all vital functions of a business as are other functions, such as onboarding, employee terminationand keeping up with employee performance reviews.Recordkeeping outside of the business can be aufgabeatic in itself, and issues such as conflict resolution simply cannot be handled using outsideresources.While outsourcing ansicht tasks may have been a feasible solution for your company in the past, you have come to the realization that your business is probably better off handling these things intern ally. Your business is growing and evolving and with that you have recognized that the time has come for you to build your first HR Department.How HR Has EvolvedTraditionally, HRs purpose was to focus on determining who does what and to screen out the undesirables during the hiring process. Yet times are changing.Over the past decade, HR has started to transition out of this cookie-cutter role. Today, there are huge variances in the tasks they handle. Some HR departments still perform standard roles, but many are responsible for a variety of business functions.Before building your first HR department, you must first decide what tasks you want to hold HR accountable for, and most importantly, what you want out of your potential HR professionals.HR Skills that Matter MostWhen searching for your human resources managers, you should put your focus on seeking out candidates who have high-detail orientation, strong written and oral communication skills, and an open and pleasant dispositio n.A senior-level HR professionalshould possess all of these basic skills plus additional knowledge about the nuts and bolts of HR - compensation, employment law, benefits management and design, and problem resolution skills. A qualified senior level HR pro-fessional should also be highly empathetic and possess strong public speaking abilities.Integrating your New HR TeamInitially the introduction of your new HR team members can wreak havoc on other de-partments, especially when they first take on the tasks previously performed by other team members. Here are some pointers on how to introduce your new department without causing a major upset.Be clear about why you need an HR department. If you dont know why you need HR, then the process of creating a department is bound to be frustrating for everyone involved.Prepare your managers. The tasks that your newly-hired HR professionals will be taking on may have been previously handled by your managers who have de-veloped their own system s of hiring, firing, and counseling employees. That makes it imperative to speak with your managers about why you are hiring HR professionals and stress that you need their full hilfe of the new team members.Provide Support. Your new HR department will need financial, technological and emotional support to get the job done. Financial support might come in the way of a budget that allows for continuing education, professional memberships, consultant fees, and monies for programing supplies.Technological support may include a modern compensation management system and the training to go along with it. Even more important, however, is providing them with emotional support as HR works with management.Set High Expectations. Set a high standard for your HR Department. Your new department should be reliable when it comes to responsiveness, trustworthiness, and accuracy. The department should regularly generate new ideas, initiatives, and programs that add value by driving employee retention , reducing risk and liability, increasing employee productivity and profits.Be Inclusive. If HR is routinely excluded from significant discussions about work matters, it wont take long for everyone to realize that the organization doesnt re-spect the function. Once that happens, HR wont have the credibility to influence outcomes.There are many things to take into consideration when building your first HR department. If done correctly, your HR people will help your business to function much more efficiently.Ultimately, finding qualified individuals who are motivated to learn the business and help employees thrive will prove to be critical in whether or not your new HR department sinks or swims.Learn more about building a successful HR department or fixing an existing one in this new PayScale whitepaper.