Marcus Steed - Work It Daily

Marcus Steed - Work It Daily Selection representative Info Name: Marcus Steed Title: Recruiter and Sourcing Specialist Email: msteed@extraspace.com LinkedIn: www.linkedin.com/in/marcussteed Organization Info Organization: Extra Space Storage Area: Salt Lake City, Utah Site: www.extraspace.com Professions Page: www.extraspace.com/vocations LinkedIn: www.linkedin.com/organization/additional room stockpiling For Job Candidates Favored Method To Be Contacted By A Candidate: Email Favored Process For Following Up On Application: Email - I'm regularly looking out for input from our recruiting administrators. When I get notification from them, I can return to the email and let our up-and-comer know! Things That Impress You In A Candidate: Enthusiasm! Competitors that have investigated the position and our organization consistently stick out. It's invigorating to talk with individuals who are energized (and sound amped up for) checking whether Extra Space is an extraordinary fit for them. Actually, I'm excited when individuals talk with like typical people rather than robots attempting to hit each popular expression in the book. Enthusiastic. Driven. KPI's. Propelled. Things Candidates Must Include To Be Considered For Job: Resume. We value it when individuals apply online since we'll need to get their data in our framework at any rate. Introductory letters are decent, yet just whenever composed like a genuine individual. Nobody comprehends what your aptitudes are the point at which you endeavor the accompanying expression (or those like it): A persuaded, enthusiastic, principled, critical thinking, persevering cooperative person. Things That Will Disqualify A Candidate From Getting Considered: A messy resume loaded up with spelling blunders or going after EVERY position on our professions page (200+ occupations). We've seen a couple of individuals apply to everything from our Sr. Chief jobs to our hourly positions. Can Candidates Apply For Multiple Positions And Not Get Penalized?: Yes Selection representative's Perspective What do you like to do in your leisure time? Soccer, longboarding, climbing, mountain biking, anything daring and somewhat perilous. In a sentence, for what reason do you appreciate working at your conversation? We've been developing like insane and I've adapted a considerable amount. Not regarding limits has been one of those exercises. In a sentence, how does your organization have a ton of fun all the time? Waffle Wednesdays, food truck occasions, ball games and friends trips to the zoo are on the whole occasions we've had in the previous scarcely any months. In a sentence, how might you portray the workers at your organization? Everybody is quite loose and they're continually ready to assist in the event that you have questions. Have you joined our vocation development club?Join Us Today!

Two Stories About Building Trust - Workology

Two Stories About Building Trust - Workology Two Stories About Building Trust Ask and you shall receive! As I continue on the journey to look at building trust at work, I wanted to hear from those I trust for their ideas. So naturally, I turned to Twitter my #HRTribe (all answers are below the stories). Most of what they said was similar boiling down to 4 main ideas. And honestly, its all so very simple, but its not. Im sure you have a story that could fit into these. Two Stories About Building Trust Communicate Be open and honest with your staff. Share what you can. Ask for feedback. I think Steve said it best in his book: Communicate with people directly and honestly. Drop the HRspeak and the Corporatespeak and talk to each other as humans. (pg 34) We need to communicate with our staff in language they understand. Flowery important language doesnt impress them. Get out and get to know your staff! They will trust you if they know you. It is so easy to just sit behind a desk (as I sit behind a desk write this). My friend Kyra  shared a great story about how getting to know each other can lead to awesome results trust: She was hired into a Director position, with a directive to get the Director level team to work together on a project regarding improving the patient experience throughout their medical practice. The first attempt lacked content and analysis. When Kyra started, they had 3 months to prepare their presentation for the Board of Directors. Each director had their area of responsibility, but there was clearly overlap they had failed to recognize. As we all know food is the ultimate ice breaker, Kyra got the team to meet at a local pub, ordered some hamburgers and beer and began asking the others about themselves. For 2 hours, they got to know each other and didnt talk about work or the project. At the end of the evening, Kyra told the team they needed to meet weekly and start looking at the business as a whole. In 3 months of meetings and offsite work sessions, and HOURS of data collection analysis, they had some amazing information that they were able to put together with visual and some new initiatives they were able to implement along the way to see how it would impact the patient experience. They presented this to the Board of Directors, who were amazed at the information and the resourcefulness of the team. The team had pulled internal resources together to participate, which led to a more engaged workforce. By getting the team together and talking, the trust grew. And not only did it lead to a good presentation to the Board of Directors, but a stronger Director team, employee engagement, better understanding of what each other does. The team was able to be honest and hold each other accountable. Do what you say you will and Own your mistakes Broken trust needs to be earned back. Follow through on your commitments. Apologize when you make a mistake. Have my own story here. Recently, I screwed up and forgot to make a request on an employees salary change. The employee emailed about it, oh, 2 months after it should have been completed. I immediately apologized and started thinking of excuses as to why it happened. As I got to probably the 3rd excuse (only in my head), I realized that the excuses where the wrong way to approach this. He asked to meet with me. I invited him over and apologized again. I told him that I could probably come up with a dozen excuses or reasons why he was forgotten, but that the bottom line was I screwed up, I was sorry and I was working to fix the mistake. He left feeling better about the situation and so did I. This takes a little vulnerability but the payback is worth it. The Tweets that lead to these stories I highly recommend following these folks on Twitter. They will keep you on your toes! Joseph Washington Jr: The 3 C’s of Trust By focusing on the concepts of character, connection, and conviction, employers can raise the levels of trust in their organizations and benefit from the rewards that accompany doing so Keith Enochs:  IMO #trust isnt something that requires a strategy. Keep it simple. 1. Mean what you say 2. Do what you say you will 3. Know what is private and what isnt. If we can stick to those 3, well be golden. Gemma:  Be transparent ask them how trust can be improved. It gives accountability and buy in. Jazmine:  I think trust for employees is all about leadership doing what we say and if we cant, at least following up with the ee to let the know why. EEs want honest answers from us. Lee Rubin:  Wendy, open honest COMMUNICATION is critical to building trust (not just at work). If the culture does not allow for ‘real’ communication particularly difficult conversations, it will be nearly impossible for team members to trust each other. #5Cs Layla Bonis:  Communication and allowing the employees to express their ideas or concerns without fear. Making them feel included when possible in decisions that may affect them or their work. Elaine:  @sbrownehr Steves new book had insight on how to build trust- walk the floor and ask questions. Lisa DV Poirier, CMP:  Oh this is such a good one! Yes transparent, genuine and use the feedback u ask for by doing greats comms Paige:  Sometimes mistakes are made. Own up. Ivette Dupuis:  Trust is merely an outgrowth of respect and understanding. Kelli S:  Getting to know your client base beyond name/title. Michelle Beale:  Trust is leadership doing what they say. When you say treat people with respect, empathy and value them then do that. Don’t just talk. Lead by example. Allow your HR people to be human. Annie Good:  Listen more than you speak, follow through on commitments or explain why something isn’t being done, admit mistakes and apologize then take steps to correct and prevent; treat others the way they want to be treated #PlatinumRule #Trust #HR #HRTribe

Job Rejection How to Deal with It - Top 5 Tips - How 2 Become

Occupation Rejection How to Deal with It - Top 5 Tips - How 2 Become Occupation Rejection SucksThe sentiment of dismissal is honestly very terrible. You go through hours composing and refining your application, going to appraisal focuses, heading out to meetings, and stressing consistently to be informed that your potential managers won't be proceeding with your application any more. It very well may be pretty crushing, particularly in the event that you give it your everything and still get dismissed from your fantasy work. In any case, dismissal can fill in as a phenomenal learning exercise. Here are our 5 top tips for finding the silver coating in the cloud which is work rejection. Face the RejectionIt can be enticing to avoid a whole application once you've been dismissed. All things considered, why spend any idea on an ineffective application when you can begin applying for something else?The issue with this methodology is that you'll never realize what turned out badly with your application, and maybe won't completely disguise the dismissal. As agonizing as it might be, investigate your application reports once you're over the underlying dissatisfaction or disillusionment. Regardless of whether you can't make sense of why you've been dismissed, confronting dismissal can assist you with grappling with it. At that point you can begin to manage it. Find out What Went WrongFollowing from the last point, attempt and discover what turned out badly with your application. It tends to be enticing to accuse the dismissal for misfortune, however this isn't generally the situation. There's continually something to gain from an ineffective application â€" you simply need to make sense of what it is.If conceivable, attempt and discover the notice for the job that you applied for, and perceive how your application matches it. Did you show that you have the entirety of the aptitudes that the business was searching for? If not, what was the explanation? Was your application top notch and simple to peruse, or was it loaded with spelling blu nders and organizing issues? Whatever the case, ensure that you recognize the things that turned out badly with your application. This implies you can figure out how to address them in the future. Get Some FeedbackYou can't genuinely realize what turned out badly without getting some contribution from the individuals who made a decision about your application. Fortunately, it is conceivable to get input with respect to your application. Endless supply of your fruitless application, send an email to the selection representatives cordially requesting some input on your application.If you made it to the meeting before being ineffective, the questioners can give some criticism also, conceivably via telephone or even on a similar day as your meeting. This data is incredibly significant, and can be the distinction between a bombed application and an effective one with regards to your next interview. Apply the Feedback to Your Next ApplicationGetting hold of criticism is a certain somethin g, however what's similarly significant is applying it to your application so it tends to be useful for the following occupation that you apply for. This may appear glaringly evident, yet numerous individuals get criticism and never disguise it. This implies they don't figure out how to improve, and wind up committing similar errors in their next application. Ensure that you accept all criticism, and invest some energy improving. Stay PositiveFinally, recall that only one out of every odd activity will suit you, and that it's totally ordinary to be dismissed from an occupation. Occupation rejection happens to such a large number of individuals that you shouldn't feel mediocre in light of the fact that you've been dismissed from one or even numerous employments. It's essential to stay as positive as conceivable all through the entirety of your applications. Right off the bat, a negative demeanor may affect your inspiration while going after positions, or could hurt your meeting possi bilities. Consequently, it pays to stay idealistic about what's to come. Also, getting distressed because of fruitless applications can be awful for your physical and psychological well-being, so it's fundamental that you keep up a positive outlook. From we all at How2Become, we trust that you beat your activity dismissal hardships and are effective in your future applications! This section was posted in Career Advice. Bookmark the permalink. Jacob Senior Why you Should Take a Police Officer Course5 Reasons You Should Study Abroad While You Still Can

LinkedIns New Look 5 Steps to Make It Work for You

LinkedIns New Look â€" 5 Steps to Make It Work for You ShareSharebut will it make you look good? Heres what you need to do to ensure your profile is branding you the way you want it to starting from the top and working our way down. One: Brand Yourself with that Summary Teaser. One of the first things someone viewing your profile will see, in the top box (often called the Snapshot), is the beginning of your Summary the first 92 characters on mobile, 220 on desktop along with a See more link. Not everyone will click to see more, so make sure those first words contribute to a relevant, positive first impression that supports your professional brand. The truncation process eliminates line spaces, so you may find that those first 92/220 characters include words or sentences jammed together with no space in between, like this: CATHY L. CURTISSustainability Consultant Corporate Social Responsibility Communicationscathylcurtis@gmail.com To prevent that, use dashes or symbols (from the Symbols font on your computer) to separate the words, like this: CATHY L. CURTIS Sustainability Consultant Corporate Social Responsibility Communications cathylcurtis@gmail.com Two: Pay Attention to Your Articles and Activity. Since your recent posts and post likes now show up at the top of your profile, theyre much more noticeable. So make sure your posts support your professional brand. If you wouldnt talk about a certain topic in a large meeting at work, dont post it on LinkedIn. And if the last time you posted was a long, long time ago, its time to share some news or an interesting work-related article. Three: With Job Descriptions Hidden, Make Sure Your Titles Speak for Themselves. Your job descriptions are now hidden until the reader clicks for more. If theres something super-important in the description like the fact that Analyst III actually means you built websites add some description to the job title field, in parentheses like this: Analyst III (Web Development Design). Thats actually been a good idea all along, since job titles are a very important field to load with key words if you want your profile to come up high in searches for people with those skills. Four: Claim Your Accomplishments. Several sections that once were separate are now grouped under the heading Accomplishments: Certifications, Courses, Honors / Awards, Languages, Patents, Projects, Publications, Test Scores and Organizations. You dont need all of these things, of course. But by labeling them Accomplishments, LinkedIn has made them more important. Enough said. Five: Be Aware of Other Changes. You no longer have a choice about the order of the sections. If previously you had Education or Certifications near the top of your profile to emphasize it, thats no longer an option. Instead, use your Summary (especially those first 92/220 characters) to draw attention to whats important. Groups have not disappeared, but its less obvious how to find and interact with your Groups. Click the magnifying glass next to the search field at the top and then click the Groups tab that appears. Or scroll down to Following near the bottom of your profile and See more. Various changes have been made to how your Groups function, mostly to make it less spammy. Advanced Search is still there, you just have to click the magnifying glass first. The new Notifications page makes it easier to engage with post activity. LinkedIn Posts is now called Articles and works differently in various ways. The bad news is that your articles are no longer shared with all your Connections. Exporting your LinkedIn connections is now done under AccountBasics. Theres a new messaging feature similar to Facebook Messenger with a chatbot for scheduling meetings with Google Calendar. Tagging of contacts is no longer available, but you can do that and more with add-ons like Dux Soup. Capitalize on the Power of LinkedIn to Build Your Brand Despite Facebooks recent entry into the job posting world, LinkedIn remains the preeminent professional networking site. Use it to your advantage! LinkedIns New Look â€" 5 Steps to Make It Work for You ShareSharebut will it make you look good? Heres what you need to do to ensure your profile is branding you the way you want it to starting from the top and working our way down. One: Brand Yourself with that Summary Teaser. One of the first things someone viewing your profile will see, in the top box (often called the Snapshot), is the beginning of your Summary the first 92 characters on mobile, 220 on desktop along with a See more link. Not everyone will click to see more, so make sure those first words contribute to a relevant, positive first impression that supports your professional brand. The truncation process eliminates line spaces, so you may find that those first 92/220 characters include words or sentences jammed together with no space in between, like this: CATHY L. CURTISSustainability Consultant Corporate Social Responsibility Communicationscathylcurtis@gmail.com To prevent that, use dashes or symbols (from the Symbols font on your computer) to separate the words, like this: CATHY L. CURTIS Sustainability Consultant Corporate Social Responsibility Communications cathylcurtis@gmail.com Two: Pay Attention to Your Articles and Activity. Since your recent posts and post likes now show up at the top of your profile, theyre much more noticeable. So make sure your posts support your professional brand. If you wouldnt talk about a certain topic in a large meeting at work, dont post it on LinkedIn. And if the last time you posted was a long, long time ago, its time to share some news or an interesting work-related article. Three: With Job Descriptions Hidden, Make Sure Your Titles Speak for Themselves. Your job descriptions are now hidden until the reader clicks for more. If theres something super-important in the description like the fact that Analyst III actually means you built websites add some description to the job title field, in parentheses like this: Analyst III (Web Development Design). Thats actually been a good idea all along, since job titles are a very important field to load with key words if you want your profile to come up high in searches for people with those skills. Four: Claim Your Accomplishments. Several sections that once were separate are now grouped under the heading Accomplishments: Certifications, Courses, Honors / Awards, Languages, Patents, Projects, Publications, Test Scores and Organizations. You dont need all of these things, of course. But by labeling them Accomplishments, LinkedIn has made them more important. Enough said. Five: Be Aware of Other Changes. You no longer have a choice about the order of the sections. If previously you had Education or Certifications near the top of your profile to emphasize it, thats no longer an option. Instead, use your Summary (especially those first 92/220 characters) to draw attention to whats important. Groups have not disappeared, but its less obvious how to find and interact with your Groups. Click the magnifying glass next to the search field at the top and then click the Groups tab that appears. Or scroll down to Following near the bottom of your profile and See more. Various changes have been made to how your Groups function, mostly to make it less spammy. Advanced Search is still there, you just have to click the magnifying glass first. The new Notifications page makes it easier to engage with post activity. LinkedIn Posts is now called Articles and works differently in various ways. The bad news is that your articles are no longer shared with all your Connections. Exporting your LinkedIn connections is now done under AccountBasics. Theres a new messaging feature similar to Facebook Messenger with a chatbot for scheduling meetings with Google Calendar. Tagging of contacts is no longer available, but you can do that and more with add-ons like Dux Soup. Capitalize on the Power of LinkedIn to Build Your Brand Despite Facebooks recent entry into the job posting world, LinkedIn remains the preeminent professional networking site. Use it to your advantage!

Featured Job Posting Service Director @ The Crescent Club - Copeland Coaching

Featured Job Posting Service Director @ The Crescent Club The Crescent Club, part of ClubCorp, is seeking a Service Director. This department head position oversees all front of the house food service within the club, including the daily operation of a la carte dining and banquet services. S/he will manage the hiring, training, and development of all front of the house food service employee partners. This position will ensure that all mandated training programs are implemented as well as full compliance with corporate beverage and purchasing procedures. S/he prepares an annual financial budget and achieves these goals throughout the year through proper forecasting, cost controls, labor management and revenue generating programs. The Service Director is an advocate and ambassador of STAR Service and understanding the critical role that Membership and exceeding expectations plays in the success of the operation. S/he must possess a proven track record of team management, organizational and coaching skills.  S/he should have a solid understanding of a la carte revenue generation, banquet revenue generation an d expense control as it relates to service payroll and the forecasting/budgeting of expenses. Must have experience with purchasing and inventory systems and strong technical literacy including Microsoft Word and Excel, payroll management and point of sale systems. To learn more or to apply online, visit the Crescent Club website here.