The Most Important Networking Question Who do you know (Degrees of Separation)

The Most Important Networking Question Who do you know… (Degrees of Separation) Last week someone in my LinkedIn Group asked some clarifying questions about Degrees of Separation.  We disagreed on what a Degree of Separation (DoS) is. Heres how I see it: If I know you, your are my 1st DoS contact. If you introduce me to your spouse, they are my 2nd D0S contact. If your spouse introduces me to to their colleague, they are a 3rd D0S contact. and so on. It kind of looks like this (thanks for the image, Shari at Delivering Happiness): Lets say the 3rd D0S contact is Shari My position is that Shari is always and forever a 3rd DoS contact, regardless of how strong our relationship becomes later. In other words, lets say that Shari and I go into business together we become business partners.  Our relationship is clearly very, very strong. But she is still a 3rd DoS contact, isnt she? That has been my position for years until Lamar challenged it. Honestly, thats still my position, but I can see his point. If you come to me and say can you introduce me to Shari?  You know her, right?  Im going to think of course I know her, I work with her.  As far as you are concerned Im YOUR 1st DoS contact, and Shari is your 2nd DoS contact. To me, shes a 3rd DoS contact, so shes really YOUR 4th D0S contact, but that doesnt seem to matter. I have such a strong relationship with her, she seems like my 1st DoS and your 2nd DoS. Okay, I can see that, and in that way I agree with Lamar. And, thats how LinkedIn does it.  Once Shari says I know and trust you, lets connect she becomes my 1st DoS in LinkedIn. But Ive never really liked that. For practical reasons, I guess its okay (thanks Lamar, for helping me think through this).  But one day Shari and I will be chillin and shell say how did we meet, anyway??  And Ill say, John Smith introduced me to his wife, who introduced me to you. And I can see that Shari was, and still is, my 3rd DoS contact. Does any of this matter? YES, it matters, and heres why: In your job search you MUST drill down on your network contacts.  You must ask them the magic, powerful question: who do you know. Who do you know that works at my target company? Who do you know that is a programmer? Who do you know that is in this industry? You can vary it by asking: Who should I talk to?  Who can you introduce me to? The point is to get them, a 1st DoS contact, to introduce you to someone else. This is absolutely critical in your job search. If you dont do it, but you network a lot, you can have success.  But this single question is THE question that should get you closer and closer to a hiring manager, a decision maker, and someone who is in a position to end your job search. More on this idea tomorrow for now, what do you think?  How have you seen the DoS equation like I described it, or as Lamar describes it? The Most Important Networking Question Who do you know… (Degrees of Separation) Last week someone in my LinkedIn Group asked some clarifying questions about Degrees of Separation.  We disagreed on what a Degree of Separation (DoS) is. Heres how I see it: If I know you, your are my 1st DoS contact. If you introduce me to your spouse, they are my 2nd D0S contact. If your spouse introduces me to to their colleague, they are a 3rd D0S contact. and so on. It kind of looks like this (thanks for the image, Shari at Delivering Happiness): Lets say the 3rd D0S contact is Shari My position is that Shari is always and forever a 3rd DoS contact, regardless of how strong our relationship becomes later. In other words, lets say that Shari and I go into business together we become business partners.  Our relationship is clearly very, very strong. But she is still a 3rd DoS contact, isnt she? That has been my position for years until Lamar challenged it. Honestly, thats still my position, but I can see his point. If you come to me and say can you introduce me to Shari?  You know her, right?  Im going to think of course I know her, I work with her.  As far as you are concerned Im YOUR 1st DoS contact, and Shari is your 2nd DoS contact. To me, shes a 3rd DoS contact, so shes really YOUR 4th D0S contact, but that doesnt seem to matter. I have such a strong relationship with her, she seems like my 1st DoS and your 2nd DoS. Okay, I can see that, and in that way I agree with Lamar. And, thats how LinkedIn does it.  Once Shari says I know and trust you, lets connect she becomes my 1st DoS in LinkedIn. But Ive never really liked that. For practical reasons, I guess its okay (thanks Lamar, for helping me think through this).  But one day Shari and I will be chillin and shell say how did we meet, anyway??  And Ill say, John Smith introduced me to his wife, who introduced me to you. And I can see that Shari was, and still is, my 3rd DoS contact. Does any of this matter? YES, it matters, and heres why: In your job search you MUST drill down on your network contacts.  You must ask them the magic, powerful question: who do you know. Who do you know that works at my target company? Who do you know that is a programmer? Who do you know that is in this industry? You can vary it by asking: Who should I talk to?  Who can you introduce me to? The point is to get them, a 1st DoS contact, to introduce you to someone else. This is absolutely critical in your job search. If you dont do it, but you network a lot, you can have success.  But this single question is THE question that should get you closer and closer to a hiring manager, a decision maker, and someone who is in a position to end your job search. More on this idea tomorrow for now, what do you think?  How have you seen the DoS equation like I described it, or as Lamar describes it? The Most Important Networking Question Who do you know… (Degrees of Separation) Last week someone in my LinkedIn Group asked some clarifying questions about Degrees of Separation.  We disagreed on what a Degree of Separation (DoS) is. Heres how I see it: If I know you, your are my 1st DoS contact. If you introduce me to your spouse, they are my 2nd D0S contact. If your spouse introduces me to to their colleague, they are a 3rd D0S contact. and so on. It kind of looks like this (thanks for the image, Shari at Delivering Happiness): Lets say the 3rd D0S contact is Shari My position is that Shari is always and forever a 3rd DoS contact, regardless of how strong our relationship becomes later. In other words, lets say that Shari and I go into business together we become business partners.  Our relationship is clearly very, very strong. But she is still a 3rd DoS contact, isnt she? That has been my position for years until Lamar challenged it. Honestly, thats still my position, but I can see his point. If you come to me and say can you introduce me to Shari?  You know her, right?  Im going to think of course I know her, I work with her.  As far as you are concerned Im YOUR 1st DoS contact, and Shari is your 2nd DoS contact. To me, shes a 3rd DoS contact, so shes really YOUR 4th D0S contact, but that doesnt seem to matter. I have such a strong relationship with her, she seems like my 1st DoS and your 2nd DoS. Okay, I can see that, and in that way I agree with Lamar. And, thats how LinkedIn does it.  Once Shari says I know and trust you, lets connect she becomes my 1st DoS in LinkedIn. But Ive never really liked that. For practical reasons, I guess its okay (thanks Lamar, for helping me think through this).  But one day Shari and I will be chillin and shell say how did we meet, anyway??  And Ill say, John Smith introduced me to his wife, who introduced me to you. And I can see that Shari was, and still is, my 3rd DoS contact. Does any of this matter? YES, it matters, and heres why: In your job search you MUST drill down on your network contacts.  You must ask them the magic, powerful question: who do you know. Who do you know that works at my target company? Who do you know that is a programmer? Who do you know that is in this industry? You can vary it by asking: Who should I talk to?  Who can you introduce me to? The point is to get them, a 1st DoS contact, to introduce you to someone else. This is absolutely critical in your job search. If you dont do it, but you network a lot, you can have success.  But this single question is THE question that should get you closer and closer to a hiring manager, a decision maker, and someone who is in a position to end your job search. More on this idea tomorrow for now, what do you think?  How have you seen the DoS equation like I described it, or as Lamar describes it?

17+ Things Recruiters Must NOT Do

17+ Things Recruiters Must NOT Do Regardless of  who you are and what you do, there is always room for improvement. Its safe to assume that all  top-performing recruiters must continually  strive for best practice  and find ways to make their operations better, slicker, more efficient and strategic. However, honing  good habits only works when there is synonymous attention  on  breaking bad tendencies, too. With the new year just around the corner, its the perfect time to start reflecting and taking action. To  give you some pointers on where to start with your critical self-analysis, we  called in our expert panel. Heres what 13 recruitment leaders say recruiters simply MUST  stop doing: Billy Smith Recruiters need to stop relying purely on job boards. Candidates are more savvy and know how to market themselves with less and less good people using a job board to search for a new role. Good quality job seekers will go out to their network first and will prefer to apply for a job via recommendation before trying other methods. Recruiters need to also work on headhunting passive candidates with the majority of jobseekers open to new opportunities not on the open market. Billy Smith  is Managing Director at FGS Recruitment Iain Hamilton The rhetoric of passive and active candidates is old news, in fact, it is bad news. I still hear agencies saying we are so niche we dont advertise or post on social and this, in my view, means they potentially miss a huge market of candidates. I am not saying advertising on social is right for every profession, but making the decision because you are niche, is wrong. The way forward is to take a total addressable market approach and then to understand exactly what influences people to join you, or your clients company. Iain Hamilton is Founder of People Traction Adam Glassman What do they need to stop? Ironically, they need to stop moving so fast! In so many of our businesses, we are challenged with meeting high volume recruitment needs or finding a needle in a haystack. Which means we push, we push and we push … so much so that we’re buried in the weeds and can’t even remember what we’re looking for. In 2017, let’s commit to slowing down a tad and thinking through our strategies more clearly. Let’s connect with candidates personally, one on one where possible, and being proactive instead of reactive. Adam Glassman is Recruitment Strategies Manager at Alorica Lysha Holmes Spamming people on LinkedIn with Inmails which are clearly copy and paste with their contrived personalised email. Cold calling clients and candidates- this is not a 1990s movie- be authentic. And STOP mistreating other people. Call people back. Give timely feedback. Stop messing peoples lives around by focusing on your commission cheque. In such a congested market it is time recruiters focused on what their unique approach is and be true to their values. Lysha Holmes  is Founder of Qui Recruitment Gill Buchanan Stop relying on emails and look for more opportunities to talk to people on the phone or face-to-face. Email is an everyday fixture in everyone’s lives and it can be easier, and more practical, for both candidates and clients to communicate in this way. However, recruiters are far more likely to have a successful outcome if they can also speak direct to people. Only communicating via email can limit the opportunities to really get to know the candidate or client, and to find out the information which will lead to a successful, long-term placement. Gill Buchanan  is Director at Pure Resourcing Solutions Chad MacRae Stop treating your projects like transactions. Recruitment is about people. The people who hired you, the people you’re working with to complete the project, the people you’re recruiting a new teammate for, the people you’re recruiting. How do *you* want to be treated by the companies you pay money to? The companies you interact with in your business life? Like a human being, not a number â€" and *definitely* not like a cash cow. Chad MacRae is Founder of Recruiting Social David Morel 1 â€" Being too salesy â€" the market has moved on from hard core sales calls and the reaction generally will be negative. 2 â€" “Spraying and praying” â€" for the same reason as above. Hirers want a discerning service and candidate profiles tailored towards the vacancies they are recruiting for. 3 â€" Trying to be “all things for all people”. I believe hirers are more interested in recruiters that are experts in one or two verticals only.. David Morel  is CEO Founder of Tiger Recruitment Lisa Jones I have real thing about what to stop in 2017 Writing poor adverts and justifying this with the its admin statement, blogging and tweeting without having anything innovative or interesting to say, leaving marketing only to marketers, enter awards like you mean to win, telling me you are sick of distraction and disruption, then using too much kit to source / place, too many systems and not enough process. Stop measuring ROI incorrectly cash and placements are not the only way to measure success, even though they are clearly critical. And stop assuming that younger recruiters have a handle on tech they may do, but do they have a handle on recruiting and selling with it? Lisa Jones  is Director at Barclay Jones Bronwen Hann Recruiters need to stop feeding candidates lines. They need to stop ignoring candidates who aren’t right for their jobs and start responding, even to say they won’t be able to help them. They need to stop sending resumes to clients without the candidate’s permission, and breaching candidates’ privacy in other ways. They need to stop thinking in terms of databases and start thinking in terms of relationships. Recruiters also need to stop being completely submissive to their clients. They need to work so that clients see them as consultants and partners in the hiring process. They need to give clients market intelligence, and demonstrate that they’re experts. They need to make sure that clients give detailed feedback on candidates, because they owe it to those candidates to give them feedback. Bronwen Hann is  President   Senior Partner at Argentus Supply Chain Recruiting James Nathan Please, please, please put down the keyboards and start picking up the phones. Relationships cannot be built using words on a screen, you must interact with people directly, first on the telephone, and then in person. Stop hoping that a load of emails sent to potential candidates will attract them onto the market. Stop trying to persuade and influence by email, negotiate by email, and offer manage by email. It won’t work, you will lose control and you will become an order taker. As one of my first managers told me “you pick up the phone and money comes out of it” was there ever a truer statement made? James Nathan  is  Founder of The James Nathan Experience Dualta Doherty Stop sending generic inmails â€" As found in my article Why Developers Hate Recruiters â€" Recruiters need to invest in learning how to specifically tailor their approach on line to niche skill types such as developers. Dualta Doherty  is Founder of Pro Recruitment Solutions Angela Bortolussi Assuming assumptions can be flawed and for us (recruiters) it’s hard not to assume that someone: Doesn’t want to leave their job because they’ve been there for 6 months. Doesn’t want to leave their job because they’ve been there for 10 years. A candidate wouldn’t be interested in networking because he/she declined your career opportunity. Why should we (recruiters) stop assuming?  Well for starters, I think in 2017 we are going to be seeing the ‘boomerang’ effect make more of an appearance (i.e. employees going back to past employers (after a 2 year hiatus); in addition, there may be a lot more movement happening within the workforce employees wanting to get into management or decide to take the entrepreneurship path and switch to consulting. Whatever the case may be keeping the door open for conversation with candidates will always be an important aspect to recruiting.   Angela Bortolussi is Partner at  Recruiting Social Caroline Stokes Hustle without understanding hurts everyone. Recruiters are renowned for this, and it’s rare for talent, HR and hiring managers to report of a great recruiter experience’.  I’d like recruiters to stop trying to recruit on the fly, and to really and truly understand the environment, the people, the motivations and the vision of every person that is connected to the vision. My recruitment philosophy ‘from understanding comes growth’. Caroline Stokes  is Founder of FORWARD

Bartending Resume Sample

Bartending Resume SampleA bartending resume sample, also known as a bartender resume or employee resume sample, is an ideal way to see what you should be writing. It is an organized list of credentials and information for potential employers. Whether you have recently graduated from a bartending program or the basics of your bartending career, you can use this as a guide.When you get into the job, you will need to know where to begin. This bartender resume sample gives you a good starting point to write. You will want to consider all the details of the employment as well as the responsibilities and duties of the job. This includes your skill set, education, and experience.You will also want to be sure that you have completed all the basic skills and required education in the bartending industry. The business owner may require some background information about the bartending industry. Some bartenders and owners may find the inclusion of this information on the resume helpful.Next, you will want to look at the history of the bartending resume sample. You can find these in person by going to an interview, or you can use one online. Either way, you will need to see what the minimum qualifications are and go from there.Once you know how the qualifications are worded and what they are used for, you can put them on your resume. Any special qualifications that may be necessary for the bartending position should be listed here. These special qualifications should include any awards that you may have received, as well as other special skills that you may be able to offer to the company.Finally, the most important part of the bartending resume sample is your training. This will include how long you have been working in the industry. You can even provide the length of time you worked in your current job.You can add in any bar management certification you may have completed. This may be the bar management program you attended or the best bar management courses you have take n. If you have completed bar management training and certifications, then this should be included on your resume.In summary, the bartending resume sample is a great place to start when you are attempting to create your own professional bar card. You will have some specific criteria to follow in order to get hired, so do not be afraid to spend some time on the details. By getting some practice at creating your own resume, you will be ready to apply in no time.

On the Job by Anita Bruzzese What I Learned From the Generosity of Others

On the Job by Anita Bruzzese What I Learned From the Generosity of Others This post is a bit different for me. Robert Hruzek at Middle Zone Musings put this challenge to me, and I decided to accept. (Anyone can participate.) You'll note, however, that this post actually does have something to do with the workplace, and the difference one person can make on the job.Everyone has a story about 9/11 where they were and who they were with when they learned of the terrorist attacks. I was in a class with about 50 other journalists from around the country as part of a fellowship for The Knight Center for Specialized Journalism at the University Maryland. As you can imagine, half the class left immediately to head back to their newspapers to help with the coverage, while many were dispatched for nearby Washington, D.C. or even New York. As the days went by, the rest of us continued to meet for classes. We phoned home as often as we could, talking to our families and trying to figure out when the heck (or even if) we could get home. Several days lat er, it was time for me to catch my flight home. Unbelievably, the Baltimore airport had opened just that day and was offering limited flights. Things were touch and go the airport was offering no guarantees about flight times. Of course the airport was swarming with National Guard troops, Maryland Highway Patrol and what appeared to be additional private security. People were jumpy an abandoned backpack immediately sent up an alarm and security came immediately. (The guy who left it while he went to the bathroom was greatly embarrassed when he was questioned and had to reveal the pack contained an extra set of underwear and a novel.) Hour after hour I sat in the airport, watching it grow dark outside as the disembodied voice over the intercom system continued to note another flight had been cancelled. Eight hours went by when it came time for my flight which had been rescheduled numerous times and I stepped up to the ticket counter to be checked in once again. A woma n behind me asked me where I was headed. Im headed home, I hope, I said. Im trying to get home to my husband and kids. Conversation died after that as we watched a group of intoxicated young men begin to harass a ticket agent who appeared to be Middle Eastern. It was clear they had passed the time in the airport bar. By that point, I was numb. Both my parents had died recently, passing away within 17 months of each other, followed by my grandfather three months later. All the grief from the attacks and my own personal loss was a lead ball in my stomach. I waited for my turn to get a ticket. As I finally stepped up to the counter, the employee began tapping into his computer. This is our only flight tonight. Well see what we can do. Were obviously overbooked, he said. I nodded and headed back to my seat, prepared to wait some more. I figured Id be spending the night in the airport. Within minutes, he called my name. I heard you say you have children, he said. Yes. And you want to get home. Yes. Have a good trip, he said, handing me a ticket. Thank you, I said, smiling. I gazed at him for a moment, and he smiled back. A world of understanding passed between us at that moment. He was the Middle Eastern employee who had taken the abuse from the drunken men. But I saw him only as a man trying to get a mother back home to her children. As I got onto the plane, I began making my way toward the back, figuring my seat was somewhere just shy of the onboard toilet. A flight attendant looked at my ticket, and soon corrected me. Youre in first class, she said. Surprised, I found my seat. As I was served a wonderful meal, my weary head resting on a soft pillow, I thought of that employee who decided to make sure I got on that flight not just because it was his job, but because he had chosen to step away from all the ugliness and simply do a generous thing for a stranger. I found this quote from Quaker missiona ry Stephen Grellet that sums up my thoughts on what I learned: I expect to pass through this world but once. Any good thing, therefore, that I can do or any kindness I can show to any fellow human being let me do it now. Let me not defer nor neglect it, for I shall not pass this way again. Social BookmarkingLijit Search

Debuts ultimate focus playlist - the best music to listen to while studying - Debut

Debuts ultimate focus playlist - the best music to listen to while studying - Debut Finding the motivation to do work is often hard, particularly if it is that essay you just do not want to start, or revising for an exam you have in a few weeks. The best way to focus is to put your headphones in and listen to Debut’s carefully selected focus playlist with tunes perfect for concentration. There are two different types of people in the study and revision world and they are those who can work while listening to music with lyrics and those who cannot. Let’s start with music with lyrics, for those who like to sing along as they type away.   Focus playlist pt. 1 with lyrics Billie Marten â€" Milk and Honey Billie Marten is mellow, acoustic heaven for your ears. Her entire album, Writing of Blues and Yellows, is soulful and sweet. It almost feels as though there are no lyrics as her voice melts between the soft guitar chords. Milk and Honey is a beautiful track which will keep you calm, collected and concentrating. Cigarettes After Sex â€" Nothing’s Gonna Hurt You Baby This tune will take you into the deep recesses of your mind, with the lead singer’s hazy, settling voice and accompanying smooth percussion.   If you need something faster, why not increase the speed to 1.5x and enjoy your increase in productivity. Although your deadlines might be stressing you out, in the wise words of Cigarettes After Sex; ‘nothing’s gonna hurt you baby’. Ben Howard â€" Small Things Ben Howard will bring you straight out of your writers block and into a focused stream of thought. Small Things has fantastic guitar riffs and a steady beat to keep your motivation at a high. Ben’s mellow composition builds up to the chorus without you even realising the power of the piece paired with the brilliant lyrics. Billie Eilish â€" Ocean Eyes Billie is by far the youngest artist on this playlist, at only fifteen-years-old her dreamy, melodic voice is layered in this song to create an unreal tune to listen to while studying. So stop letting Netflix continue onto the next episode, buckle down and let Billie motivate your work. Alt-J â€" Every Other Freckle Alt-J’s strange, metaphorical lyrics will have your brain wide awake while you listen to Every Other Freckle. The addictive percussion will have you hooked to your laptop screen. For a quick revision break why not watch the two different versions of their music video, one called revolving around boys and the other girls. But make sure you get back to work straight after! Tame Impala â€" ‘Cause I’m a Man Be prepared for funky, psychedelic music with Tame Impala. This song will make you instantly relaxed, putting you in the zone to wack out that word count in no time. If you like this, make sure you check out the whole album ‘Currents’ for an enchanting musical study buddy. CamelPhat, Elderbrook â€" Cola It is time for something a little different. House music is motivational and upbeat and if you are in the zone this is a great song to pop on. The track is nearly seven whole minutes in duration so you will not have to worry about your flow being interrupted. Focus playlist pt. 2 Instrumental music There are plenty of people who cannot listen to songs with lyrics while they are working, so we have made sure not to leave you out. Here are a selection of the best tracks keep your mind focused and motivated.   Tycho â€" A Walk Tycho is the epitome of chilled out electronica. A Walk has a good bass line, upbeat tempo â€" everything you need for a productive study sesh. Ludvico Einaudi â€" Nuvole Bianche If you have not listened to Ludvico Einaudi before â€" where have you been? His compositions are stunning, he manages to take you on a journey which will guide you through your essay with ease. Hans Zimmer â€" Day One Hans Zimmer is another brilliant composer. You may have heard this piece as part of the Interstellar soundtrack. It is will make you feel poised and in control of the work you have to complete. Rachel’s â€" Music for Egon Schiele Rachel’s is a lesser known artist but you will no doubt be left feeling serene and completely chilled after listening to this piece. The piano melody accompanied by string instruments is exactly what you did not realise you needed to hear. Core â€" A Spark, A Beginning So you may have realised by now that the theme is relaxation with a steady beat to keep you awake without the need for that extra cup of coffee. A Spark, a Beginning is the perfect start to your day in the library. Kenny Garrett â€" Before It’s Time To Say Goodbye It is time for some soulful jazz, the perfect tune to make you feel sophisticated and classy even if you are sat at your desk in your jogging bottoms and a hoodie. Little People â€" Moon Moon is a piano track with a strong, steady beat. It is an instrumental classic to aid your deadline stress and pull you through. The perfect music playlist for working is often a work in progress, just like that essay you need to finish by next week. Hopefully these tracks are a start in the right direction to kick your brain into gear and keep the focus on your writing rather than that new series everyone is watching. More Debut playlists: The ultimate pre-drinks playlist Debuts Valentines playlist Debuts Anti-Valentines playlist The feel-good playlist the science of happy listening. Connect with Debut on Facebook, Twitter, and LinkedIn for more careers insights.

What to Look for in Your Executive Employment Contract - Hire Imaging

What to Look for in Your Executive Employment Contract - Hire Imaging Although there are other variables in your employment contract (flex time, remote work, etc.), compensation is in the spotlight. It’s helpful to be aware of some of the jargon you might see. Base Salary. Focus on being upwardly open-ended … at least “X” and “to be reviewed annually,” if increases aren’t included. First-Year Guarantee. Make sure you’re making â€" at least the first year â€" 25% to 30% more than if you stay where you are. Maybe your new salary will cover the incentive to move. If not, you can probably get the first-year’s bonus “guaranteed” by pointing out that, after years of experience, you know precisely what your bonus will be where you are. You’re far less certain of the new situation. In the second year, you’re happy to be treated just like everyone else. “Signing,” “One-Time,” or “Special” Bonus. To balance not immediately coming under intermediate â€" and long-range compensation programs and to make your relocation more painless than under standard policy (while not putting your base and bonus out of line with other executives at your level), you may be given a “signing bonus,” which occurs only one time. It can be a good solution to take care of varied issues, and these days, large amounts of money may be included. Short-Term Bonus Plan. This is the traditional annual bonus, and it is the most globally used incentive compensation. You may have to meet goals to get paid, and the amount may align with performance. Typically, whatever you get paid is in cash and subject to income tax. Long-Term Bonus Plan. This is paid years after it is earned as if it were deferred compensation and typically depends on your individual performance, rather than that of the company. Payment may even be at the time you exit the company, whether by leaving, retirement, or death. Stock Option Plans. These vary from employer to employer, and the same company may have more than one plan. Incentive Stock Options. These are sometimes called ISOs, and are often attractive to employees, because the profit they generate may be treated as a capital gain, rather than ordinary income. There are also Non-Statutory Stock Options that have no legal requirements on issuance other than compliance with state and security laws. Always check with your financial advisor on both these stock options. Other Stock Potentials. You may see Stock Grants and Restricted Stock Grants. The former means you don’t have to buy stock; the company gives it to you â€" usually as a reward for performance or tenure. Restricted Stock Grants are where the company gives you stock, but you have to stay a certain period or meet performance goals. Tax implications are always changing; check with your financial advisor on both these. Others to look for are Company Stock with Non-Lapse Restrictions, Phantom Stock Options, Stock Appreciation Rights, and Phantom Stock Plans. Performance Shares. This type of program encourages meeting long-term performance goals by the overall company. Measurements can be in units (dollar amount) or tied to the value of share of stock. Companies can design them to their liking. But to earn 100% of the amount targeted to be paid at the end of the program, the compounded growth performance during the period has to be X%. Performance at 90% of goal might earn a lesser amount. Lower performance might earn correspondingly even less at the end â€" or even nothing, depending on the plan’s terms. Performance Cash Plan. Similar to Performance Shares, but these often have shorter duration until the proceeds are paid. Others to Look For: Other negotiables may include Deferred Compensation, Interest-Free or Low-Interest Loans, Golden Handcuffs, or a Golden Parachute. They encompass a range of taking care of you, to making it hard for you to leave. I’m of course not offering legal or tax advice regarding compensation jargon. For this, engage a competent professional to advise you on your particular situation. You’ll typically have to deal with the compensation programs that serve you along with many other executives. But make it a point to find out what programs the company has and try to get yourself included in the highest-level ones you qualify for. Protect your own interests! Document and save everything in writing that makes a promise to you. I always love to hear from you! Please comment below.

Resume Activities Examples

Resume Activities ExamplesResume activities examples are great ways to learn more about how to write a resume. In this article I will discuss the different types of resume activities and how they can be used in your resume. Hopefully you will get some ideas on how to proceed with your resume. It is important to note that you do not need to stick to one activity; there are many different types of resume activities you can do.Resume activities can be fun and exciting to do if you choose them carefully. However, if done wrong it can also make a resume look unprofessional and amateurish. Below are a few examples of how you can incorporate resume activities into your resume.Activities can be divided into two categories: passive and active. Active activities are the ones that will tell the reader something about you, while passive activities can be seen as repetitive. A passive activity can consist of writing down a sequence of information about yourself; this could be a description of som e of your hobbies or something else. A good example of a passive activity would be writing down an outline of your education; by doing this you have given yourself a little bit of information about yourself. By using activities in your resume you can also give the reader a chance to relate to what you have written.While passive and active activities are two different types of resume activities, they should both be included in your resume if you want to have a professional looking resume. Resume examples would suggest active resume activities which would be 'I am the chairman of the board of trustees at the local YMCA' which includes all the important information for your resume and will probably be read by any employer who has done his or her research properly.For passive resume activities you might like to use a template which can be downloaded from many websites; these include examples of how to organize your resume into a professional looking document. The templates are very easy to use and allow you to addin any information you like without having to search for it. As long as you use this template you will find it a lot easier to fill in the blanks on your own.There are other ways to organize your resume such as grouping the topics in chronological order. This will help you remember the different information about yourself; this will be handy when it comes time to apply for jobs.Another thing you should consider when arranging your resume is to keep it as short as possible. Many employers want to see a well written resume so only include relevant information that is relevant to your job. You will have less trouble with your resume if you only have to actually write your resume once, instead of two or three times.As you can see resume activities are not just about writing as much as possible on your resume; they are also about organizing it and providing interesting content for the reader. A good resume can be done by anyone; it only takes practice and a bi t of effort to get good at it. As with anything else in life, practice makes perfect.