Find a Great Job Right Now—Even During the Pandemic
Find a Great Job Right Now—Even During the Pandemic

Employment seekers should see a job hunt in the COVID-19 climate as an opportunity: This is the time to find the perfect job.

The key is finding the company that's looking for you. We'll help.

If you're ready to interview, we're ready to set you up with someone who will value your special skills and experience. The best step you can take is to enroll in our candidate database so we can help you find a perfect match. 

Consider this—if an organization is hiring right now, it means they have their stuff together. They know their staffing needs, and they are in search of an outstanding fit. You should prepare to show your potential employer you are the right person to fill their needs.
Here is a free, downloadable guide to getting prepped for your job hunt. Get your application materials ready, then call us at 530-891-1955 or get started right away. We'll guide you to your new job from there.

Prepare to be Professional

For most of us, the last three months have featured minimal human contact. If you've been sheltering in place, you might need to brush up your professional interfacing skills a bit. If you get to an interview, you still have a first impression to make—make it count.

Once you complete your hiring materials, give your social media accounts a once-over. Make sure there is nothing there that would give an employer pause. And, even if your interview is over Zoom or Skype, look the part. A fresh haircut and a professional outfit contribute to your first impression. Don't be the person who didn't get the job because they interviewed in a T-shirt.

Ensure a Proper Fit

The hardest part about finding a perfect job is knowing where to look. But rest assured, employers are looking as hard as you are. Working with us can ensure that you end up not only finding a job but finding the right job. Our recruiters specialize in knowing what employers want, so they will know a great fit when they see it. If a position is right for you, it's their job to make sure you have the best opportunity to fill it.

If you're ready to connect with a recruiter to find your perfect landing spot, we're ready to help! Let's get started.

Relief for Employees | COVID-19
Relief for Employees | COVID-19

Because of COVID-19, many workers are experiencing reduced hours, or even suffering a layoff.  If you are one of those workers, we want to help you understand your options during this strange and difficult time.

Unemployment Benefits

If you’ve had your hours reduced or been laid off because of COVID-19, you likely qualify for unemployment benefits.

To qualify you must be:

  • Totally or partially unemployed;
  • Unemployed through no fault of your own;
  • Physically able to work;
  • Available for work;
  • Ready and willing to accept work immediately; and
  • Actively looking for work

If you qualify, you can expect benefits ranging from $40 - $450 weekly.  Furthermore, the Federal Government passed the CARES Act, which increases state unemployment benefits a pretty spiffy and helpful additional $600 per week for up to four months, meaning if you would have received $340 per week, you'll now receive $940.  The act also adds 13 more weeks of benefits onto the standard state allotment of unemployment insurance (26 in California, making it now 39 weeks).

Click here to learn more about how to apply for unemployment.

Many types of aid come from this bill, but there is one main benefit we want you to point your eyes at.

The $1,200 One-Time Check

Most individuals earning less than $75,000 can expect a one-time cash payment of $1,200.  Married couples will each receive a check and families will get $500 per child.  That means a family of four earning less than $150,000 can expect $3,400.

These payments are based on either your 2019 or 2018 tax filings, and the IRS expects to begin sending checks around the end of April.

To learn more about the aid provided by the CARES Act, click here.

What can you do now?

If you are out of work or thinking about pursuing other job possibilities, this is an amazing opportunity to spiff up your resume and connect with our recruiters.  If you're already in our candidate database, log into our job portal and make sure your information is current.  If you haven't applied with us before, now's the time to position your name in front of our faces.  Employers are holding back on posting positions until the stay-at-home orders are lifted.  Position yourself to be found when jobs start opening up.

If you know of someone seeking work, please refer them to our website to apply.

Allevity is dedicated to taking care of the needs of our community.  Look to us as a resource during these difficult times.  We're here for you.  Together we'll get through this.  Stay safe!

10 High-Paying Jobs That Don’t Require a College Degree
10 High-Paying Jobs That Don’t Require a College Degree

Are you seeking a high-paying job, but don't want to invest in a four-year or graduate degree? You don't need to have a college degree to get a good job. There is a new kind of job that emphasizes skills over education and work experience.

“New-collar jobs,” also known as “middle-skill jobs,” are those that require certain hard skills, but do not necessarily require a four-year college degree (or an extensive work history). Often, employees can get the skills they need for the job through vocational training, a certificate program, an apprenticeship, or a two-year degree program.

These skill-based jobs can be found in a variety of industries. They are particularly common in service, healthcare, information technology (IT), and manufacturing. Hospitals, state governments, schools, manufacturers, IT companies, and other organizations have begun to search for employees with the right skills, rather than the right degree. Some companies even offer paid training programs for job candidates, which are similar to apprenticeships.

Here is a list of 10 of the top new-collar jobs. These are jobs that do not require a four-year degree, offer good salaries, and are in high demand. Read the descriptions of each job, and see which new-collar job is right for you.


Computer Programmer

Computer programmers create, write, and test code that allows computer programs and applications to function. They typically need to know a variety of computer languages, including Java and C++. They might work for a computer systems design company, or they could work for software publishers or financial companies, among others. Because this work is done on the computer, many programmers telecommute, which allows for flexibility.

While many computer programmers do have a bachelor’s degree, some only need an associate degree, or extensive experience in coding. Programmers can also become certified in specific programming languages, so these certificates can also help a job candidate get hired. Another option is to get the skills you need to get hired by attending a bootcamp.

The median pay for a computer programmer is $84,280 (2018) according to the Department of Labor’s Occupational Outlook Handbook.


Computer Security Analyst

A computer security analyst (also known as an information security analyst) helps protect an organization’s computer networks and systems.

Some employers want analysts with a bachelor’s degree in computer science or a related field, and sometimes they even want candidates with a master’s degree in information systems. However, some companies are emphasizing skills in computer science, programming, and IT security over a specific degree.

This job is experiencing a much faster than average growth rate. A computer security analyst earns an average of $98,350 (2018), according to the Occupational Outlook Handbook.


Computer Support Specialist

A computer support specialist provides help for people and companies with their computer equipment and/or software. They might help IT employees within an organization, or help non-IT users with their computer problems. They help people in person, over the phone, or online.

Computer support specialists generally do not need a college degree. Instead, they need computer knowledge, as well as communication and people skills. Often, they need to have taken a couple of computer or IT courses, or have an associate degree. Some companies require their computer support specialists to go through a certification program.

This job is experiencing a faster than average growth rate. A computer support specialist earns an average of $53,470 (2018) per year, according to the Occupational Outlook Handbook.


Database Manager

A database manager (also known as a database administrator) is someone who stores and organizes data using specialized software. He or she makes sure that data is secure and available to the people who need access to it. Database managers can work in almost any industry, but they typically work for companies in computer systems design and support.

While some database manager jobs require a bachelor’s or master’s degree in management information systems, some employers have look for database managers who simply have strong knowledge of database languages, such as Structures Query Language (SQL).

This job is experiencing a faster than average growth rate, with the average salary at $90,070 (2018) per year, according to the Occupational Outlook Handbook.


Diagnostic Medical Sonographer

Also known as an ultrasound technician, a diagnostic medical sonographer works under the direction of a physician to produce ultrasound images for patients. Medical sonographers work in hospitals, doctor’s offices, medical centers, and laboratories.

While some people have a bachelor’s degree in sonography, there are also associate degrees and one-year certificate programs.

This job is experiencing much faster than average job growth. Medical sonographers earn, on average, $67,080 (2018) per year, according to the Occupational Outlook Handbook.


Tool-and-Die Maker

Tool-and-die makers are a type of machinist that set up and operate various mechanically and machine-controlled tools used to produce tools needed for the manufacturing process.

These workers can learn through apprenticeship programs, vocational schools, technical colleges, or through on-the-job training. If the job involves computer-controlled machinery, a tool-and-die maker might need more IT coursework or IT experience.

Tool-and-die maker positions are among the higher paying manufacturing employee positions. The median pay for this position is $44,950 (2018) per year, according to the Occupational Outlook Handbook.


Network and Computer Systems Administrator

Network and computer systems administrators install and operate computer systems for companies. Because almost every industry has network and computer systems, these administrators work in every field, from IT to finance to education.

While some network and computer systems administrator jobs require a bachelor’s degree, more and more job openings require only a postsecondary certificate and strong computer skills.

The average salary for this position in $82,050 (2018) per year, according to the Occupational Outlook Handbook.


Pharmacy Technician

A pharmacy technician assists pharmacists with dispensing medications to customers and/or health professionals. Most of them work in pharmacies and drug stores, but others work at hospitals or in private practices.

Because most pharmacy technicians learn through on-the-job training, a four-year degree is generally not required. Many vocational/technical schools offer programs in pharmacy technology, some of which award students with a certificate after a year or less.

This job is experiencing a faster than average growth rate, with the average salary at $32,700 (2018) per year, according to the Occupational Outlook Handbook.


Radiologic Technician

Also known as radiographers, radiologic technicians perform X-rays and other diagnostic imaging on patients. They work under physicians, taking images requested by physicians, and helping physicians evaluate images. They work in hospitals, physicians’ offices, laboratories, and outpatient care centers.

Most radiologic technicians have an associate degree in MRI or radiologic technology. These programs typically take 18 months to two years to complete. There are also certificate programs that take one to two years.

This job is experiencing faster than average job growth. Radiologic technicians earn, on average, $61,240 (2018) per year, according to the Occupational Outlook Handbook.


Service Delivery Analyst

A service delivery analyst ensures that clients receive high-quality service. He or she analyzes how services are being delivered, and how they can be improved. He or she typically uses software to track the quality and efficiency of the user’s experience. While the requirements of service delivery analyst jobs vary by industry, the analyst generally needs strong computer skills.

Service delivery analyst jobs require experience (generally at least three years) in the industry, as well as knowledge of the service delivery software the company uses (this can sometimes be learned on the job). However, the job generally does not require a four-year degree.

According to Glassdoor, the average salary for a Service Delivery Analyst is $54,733.


More New Collar Jobs

Below is a list of new-collar jobs, including those described above. The list is organized by industry. Look through the list and see if there is a new-collar job that is right for you.


New-Collar Healthcare Jobs

Cardiovascular Technician

Cardiovascular Technologist

Dental Hygienist

Diagnostic Medical Sonographer

Medical Records and Health Information Technician

Occupational Health/Safety Specialist

Occupational Therapy Aide

Pharmacy Technician

Physical Therapy Aide

Radiologic Technician

Radiologic Technologists

Respiratory Therapists

Surgical Technologist


New-Collar IT Jobs

Business Intelligence Analyst

Cloud Administrator

Computer Network Architect

Computer Programmer

Computer Security Analyst

Computer Support Specialist

Computer Systems Engineer

Cybersecurity Architect

Database Administrators

Information Security Analyst

Network Administrator

Network Support

Service Delivery Analyst

Server Technician

Software Developer

Software Engineer

Software Quality Assurance Analyst

Software Quality Assurance Tester

Systems Support

Technical Sales Assistant


New-Collar Manufacturing Jobs

Blender/Mixer Operator

CAD Drafter

Chemical Operator

CNC Operator

CNC Programmer

Computer-Controlled Machine Tool Operator

Electrical/Electronics Repairer

Electromechanical and Industrial Engineering Technician



Manufacturing Machine Operator

Manufacturing Production Technician

Molding/Casting Worker

Plant Operator

Printing Press Operator

Production Supervisor

Quality Control Inspector

Security Manager

Tool-and-Die Maker

Warehouse Supervisor

Water Treatment Specialist

Manufacturing Machine Operator

Manufacturing Production Technician

Press Brake Operator

Water Treatment Specialist



Key Takeaways

You Don’t Necessarily Need a Four-Year Degree to Land a High-Paying Job: “New-collar jobs” are those that require certain hard skills, but not necessarily a bachelor’s degree.

Many New-Collar Jobs Require Some Training and Education: Depending on the role, you may need to invest in an associate degree or certification.

Pay and Growth Rates Vary: Research an occupation before committing. Some new-collar jobs offer higher pay and a better occupational outlook than others.


SOURCE: The Balance

5 Ways to Keep Your Small Business Team Motivated
5 Ways to Keep Your Small Business Team Motivated

You’ve probably listened to motivational speakers like Tony Robbins, who focus on how to make a better you. But, in your small business, you need to know how to motivate a team—not just yourself. And you need to help focus their motivation on factors that will allow your team to work together successfully. It’s not about self-actualization; it’s about success for your team and your business.

Here are five ways to keep your small business team motivated.


1. Understand the Team’s Specific Carrots and Sticks

When you’re working on motivating a company of 2000 people, you have to work with generalities. But when your team is five people, it is easy to learn what things they really like. (You should actually avoid sticks if at all possible.)

For instance, a big catered lunch from everyone’s favorite restaurant may be a great way to celebrate the successful completion of a project. But, if your five-member team consists of one vegan, one person with religious diet restrictions, one with allergies to seafood and soy, one with gluten intolerance, and another one on a keto diet, a group lunch sounds implausible.

Bonuses, praise, and time off are common carrots, but you need to determine what is specifically wanted by the group to choose the most effective carrot. You can approach motivation creatively but also ask your team members what they find motivating. Their answers may surprise you.


2. Become a Great Manager to Motivate Your Team

Becoming a great manager is a serious challenge for most individuals. Very few companies offer effective management training, which means that you probably need to pursue training on your own. Gallup polls found that 75% of voluntary turnover is due to factors that the manager can influence. If your team members have one foot out of the door, they are not going to be motivated, so it’s time to get training.

You can learn how to become a great manager by finding a mentor, taking a formal class, or hiring a coach. You can also read management books and apply what you’ve learned. No perfect answer exists that will work for every manager. But, when your team knows you are there for them—are supportive, honest, and have their backs—their motivation will increase.


3. Share the Big Picture to Motivate Your Team

A lot of work is, well, work. You need to write reports. You need to file tax returns. Payroll runs every other week, rain or shine. Sometimes your team may only see their own portion of the job and their outlook can become depressing. Make sure your team gets the big picture view and knows how their piece fits in with everyone else’s.

They need to understand why their work is necessary for the success of the whole team and the whole business. They need to know what happens to their work after it leaves their desk. Knowing how work coalesces is important for the good of the team, the clients, and the business as a whole. Understanding the big picture can help motivate your small business team to do a great job.


4. Fire the Bully to Motivate Your Team

A Tiny Pulse study found that the number one way to get employees motivated to “go the extra mile” for the team is good camaraderie with their peers. You can’t force friendships, although you can encourage team building. More importantly, you can get rid of the people who tear their teammates down, or who work hard to put themselves at the top by stepping on everyone else.

A good manager stops the bully in their tracks. Sometimes coaching can fix the problem, but other times you may need to fire the bully. No matter how good the bully is at their job, if they are damaging the team, that person needs to go. Your team will become far more motivated if all of the team members practice positive workplace interaction.


5. Make the Physical Environment Pleasant to Motivate Your Team

A team manager may have difficulty influencing the work environment the team experiences. You may find that the environment is out of your reach—if a manager above you is calling the shots. Acknowledge that this is tough but try to identify factors that you can affect.

The Harvard Business Review found that access to natural light and views of the outdoors make employees happier with a better sense of wellbeing in the office. Happier employees are more motivated to perform productively.

Likewise, an open office plan can actually make employees less effective, less collaborative, and less motivated. Another Harvard study found that people in open offices spend:

73% less time in face-to-face interactions

67% more time on email

75% more time on instant messenger

This does not sound motivating or effective for your employees. Any physical environment where they don’t feel comfortable will affect their motivation. Make sure that your employees have space and the resources they need to do their job.


The Bottom Line

Overall, employee motivation comes and goes, so don’t panic if your team is having a dull day. As the manager of a team, you’ll need to keep motivation in the forefront. If your team isn’t working well, knowing how to motivate the team—and specifically your team—can make a world of difference.

Get to know your people; provide support, praise, and resources; get rid of the bad apples, and you’ll find that your employees are motivated and effective.


SOURCE: The Balance

Best Foreign Language Jobs
Best Foreign Language Jobs

Globalization has resulted in a world that seems to be getting smaller and smaller with each passing year. As goods and services flow more freely internationally, and people immigrate to countries where another language is the primary one, so does the need for workers who are bilingual, or even multilingual.

Here are nine of the best foreign language jobs based on job outlook predictions by the U.S. Bureau of Labor Statistics (BLS). Fluency in a foreign language is mandatory to work in some of these careers—without it, it is impossible to perform the job duties. It is helpful to be bilingual for other occupations on this list, but it is not a requirement for all positions. Fluency in a foreign language, however, may make an applicant a more competitive candidate and will qualify them for a job that requires it.


Interpreters or Translator

Interpreters convert the spoken word from one language to another. Translators do the same with written information. Not only are individuals who pursue this career required to be fluent in both the source and target language, they must also be knowledgeable about both cultures, and the subject matter.

Although a bachelor’s degree isn’t required to be an interpreter or translator, most employers prefer to hire applicants who have one. It doesn’t have to be in a foreign language, though—it can instead be in any field of study. Specialized training is required to work in a hospital or courtroom.

Median Annual Salary (2018): $49,930

Number of People Employed (2016): 68,200

Projected Job Growth (2016-2026): 18% (much faster than the average for all occupations)

Projected Jobs Added (2016-2026): 12,100


Foreign Language Post Secondary Teacher

Post secondary teachers of foreign languages teach students above the high school level. They work in community colleges, vocational schools, and four-year colleges and universities. They must be able to read and write in the language in which they specialize, as well as instruct students to do the same.

Most institutions require a doctorate in the language one teaches. Some community colleges and vocational schools may hire a candidate who has only a master’s degree.

Median Annual Salary (2018): $67,640

Number of People Employed (2016): 35,000

Projected Job Growth (2016-2026): 12% (faster than the average for all occupations)

Projected Jobs Added (2016-2026): 4,100


Flight Attendant

A flight attendant’s primary responsibility is the safety of their crew and passengers. They respond to in-flight emergencies. They also tend to passengers’ comfort, serving them snacks, beverages, and sometimes meals. Many airlines favor job candidates who are bilingual or even multilingual.

Some employers prefer applicants who have completed some college courses but, typically, only a high school diploma is needed. Airlines provide three to four weeks of formal training on a specific type of aircraft. Upon completion, a flight attendant must get certified by the Federal Aviation Administration (FAA).

Median Annual Salary (2018): $56,000

Number of People Employed (2016): 116,600

Projected Job Growth (2016-2026): 10% (faster than the average for all occupations)

Projected Jobs Added (2016-2026): 11,900


Chef or Head Cook

Chefs and head cooks prepare food in restaurants and other dining establishments. They also run kitchens, which includes supervising other workers. A working knowledge, if not fluency, in the language spoken by their staff will help them be effective managers.

Chefs and head cooks do not need formal training and can instead learn on the job. However, some choose to attend culinary programs at community colleges, technical schools, culinary arts schools, or four-year colleges. One may also do an apprenticeship.

Median Annual Salary (2018): $48,460

Number of People Employed (2016): 146,500

Projected Job Growth (2016-2026): 10% (faster than the average for all occupations)

Projected Jobs Added (2016-2026): 14,100


Registered Nurse

Registered nurses, also called RNs, care for patients who are ill or recovering from surgery or injuries. Being bilingual can help them in this endeavor. Some positions require it, and it is preferable for others.

RNs need a diploma or associate or bachelor’s degree in nursing. To practice, one must graduate from an accredited program and pass a national licensing exam.

Median Annual Salary (2018): $71,730

Number of People Employed (2016): Over 2.9 million

Projected Job Growth (2016-2026): 15% (much faster than the average for all occupations)

Projected Jobs Added (2016-2026): 438,100



Doctors diagnose and then treat patients’ injuries and illnesses. Like other healthcare professionals, their ability to communicate with patients and their families can benefit from proficiency in a foreign language.

To become a doctor, also called a physician, one must attend medical school after graduating from college. Medical school graduates must then complete a three to eight-year residency. Doctors must be licensed.

Median Annual Salary (2018): $208,000

Number of People Employed (2016): 713,800

Projected Job Growth (2016-2026): 13% (faster than the average for all occupations)

Projected Jobs Added (2016-2026): 91,400


Mental Health Counselor

Mental health counselors treat people who have emotional and mental disorders, as well as addictions. To communicate with their clients, fluency in a foreign language may be helpful and even required by some employers.

A master’s degree in a mental health-related field of study is necessary to be a mental health counselor. Options include clinical mental health counseling, social work, or psychology. A state-issued license is required.

Median Annual Salary (2018): $44,630

Number of People Employed (2016): 157,700

Projected Job Growth (2016-2026): 23% (much faster than the average for all occupations)

Projected Jobs Added (2016-2026): 36,500


Physician Assistant

A physician assistant, commonly called a PA, is a primary care professional who examines, diagnoses, and treats patients. Knowledge of a second language can be beneficial.

To enter this field, one must earn a master’s degree from an accredited PA training program after graduating from a four-year college. A professional license is required to practice in all states and the District of Columbia.

Median Annual Salary (2018): $108,610

Number of People Employed (2016): 106,200

Projected Job Growth (2016-2026): 37% (much faster than the average for all occupations)

Projected Jobs Added (2016-2026): 39,600


Marketing Manager

A marketing manager is in charge of an organization’s entire marketing team. They predict demand, identify markets, set prices, and develop ways to promote products and services. Fluency in a foreign language, as well as cultural knowledge, is required when marketing products and services abroad.

Most employers require a bachelor’s degree in marketing. Courses in business law, computer science, finance, management, and economics make a job candidate more competitive.

Median Annual Salary (2018): $134,290

Number of People Employed (2016): 218,300

Projected Job Growth (2016-2026): 10% (faster than the average for all occupations)

Projected Jobs Added (2016-2026): 22,100


SOURCE: The Balance

7 Mistakes Employees Make and How to Deal With Them
7 Mistakes Employees Make and How to Deal With Them

One of the joys of managing is supporting the development of your team members. One of the challenges of managing is navigating the many mistakes your employees make over time. And while the mistakes are potentially aggravating, your response to the mistakes serves as a powerful learning opportunity for your team members.

This article outlines seven of the most common employee mistakes and offers guidance on the best ways for managers to deal with them in a constructive manner.

1. Asking, “What Should I Do?”

Many employees are uncomfortable taking risks or doing something in a manner that disappoints or angers the manager. If you feed this habit by providing direction, your workers may not feel empowered to take action and fix problems or make decisions.

The Solution: Respond to the “What should I do?” inquiry with, “I’m not certain. What do you think you should do?” Let the employee think about and offer an answer. If it is in the neighborhood of correct, offer, “That’s a good idea. Why don’t you try it.” If it's not quite right, then ask questions that encourage them to think critically.

Consistent use of this technique will support employee development and improve feelings of empowerment and engagement.

2. Not Communicating With the Right Level of Detail

Employees are in one of two directions on this issue. They either share too much with you or not enough. The former is annoying and the latter potentially damaging to your credibility if you are caught unaware of key issues.

The Solution: Educate new employees on your communication preferences for detail. If you enjoy looking at the entire picture, encourage your employees to provide detailed briefings and reports. If you prefer just the top-level details and key points, offer them some examples and, for the first few updates or reports, sit down with them and provide specific feedback.

Helping your employees understand how to communicate with the right level of detail will strengthen your ability to do your job and eliminate guessing on the part of the employee.

3. Not Communicating With the Right Frequency

Much like the “level of detail” described above, every manager has a preference for communication frequency with subordinates. Some managers prefer daily communication and status updates. Others prefer to engage periodically for status updates, but daily communication is not required.

The Solution: You owe it to your employees to highlight your communication protocol. Let them understand your style and needs and offer positive reinforcement as they adapt their habits to meet your needs. Of course, as a manager, you have the responsibility to also understand their preferences and flex to adapt to their style for your own interactions with your employees. Also, remember to highlight to your employees that they must immediately notify you of emergencies and big problems.

Cultivating an effective communication routine with your employees will help them structure their own work and operate with the assurance that they are properly supporting you.

4. Withholding Bad News

If you’ve ever been caught by surprise about a problem one of your employees was involved in or knew about, you understand how aggravating this issue can be. Your tendency may be to display some combination of anger and frustration. Instead, bite your tongue and follow the solution described here.

The Solution: Draw upon your feedback skills and remind yourself that when tempers are hot or the situation is emotionally charged, you should have a cooling-off period before delivering feedback. Once you’ve calmed down, open your discussion with an unemotional description of how not sharing the bad news impedes your ability to help solve the problem and do your job. Indicate that you were upset about being caught unaware and that this was a mistake that cannot happen again. There’s no need to dig into why the employee held off on informing you. Simply reinforce that it is critically important for them to involve you in future situations. Ask if they understand and then end the discussion and move forward.

The willingness to share bad news with the boss is a function of trust. It is possible your employee assumed that you would be angry and that the news might jeopardize their employment or at least your evaluation of them. You must reinforce that it is both expected and safe for people to share bad news with you. Just remember to not metaphorically shoot the messenger.

5. Gossiping

It’s nearly impossible to eliminate dialog about issues and people in the workplace. However, we all know that gossip is potentially misleading and even malicious. If you observe employees gossiping, it offers an opportunity for you to reinforce positive core values.

The Solution: Go out of your way to share with your team members the destructive potential of gossip. Let them know that the individuals engaging in and spreading gossip are risking damage to their own reputations. Reinforce the need for people to ignore gossip, and encourage them instead to seek people out and ask questions if they have workplace issues or concerns.

Open, honest dialog is better than questionable allegations raised behind someone’s back. Your work in eliminating gossip will pay dividends in the form of a healthy workplace where individuals feel respected at all times.

6. Not Finishing Projects

One manager described this as the “70-Percent Effect,” where an employee would start but never finish major initiatives. “He would get most of the way there, but never quite finish,” was the manager’s complaint.

The Solution: Reinforcing a culture of accountability for results is critical to your success. Teach employees to use proper project management techniques, including identifying their completion and delivery dates. While dates sometimes slip, it is incumbent upon you to ensure your employees keep their word and bring every project to closure.

Too many lingering projects drains resources and management attention. If you are struggling with a “70-Percenter,” redouble your efforts to observe, coach, and take action. Just as your employees expect 100% from you as the manager, you expect the same from them.

7. Not Cooperating With Coworkers

If you’re not careful, you can end up serving as the referee for your employees. It is not uncommon in close quarters for employees to disagree. However, when they begin pleading with you to resolve their communication issues, it is time to take a different form of action.

The Solution: Meet individually and then as a group to review their communication challenges. Again, drawing upon your best feedback skills, describe in specific detail how this behavior detracts from workplace performance and success. Amplify that it detracts from their own performance. Offer to provide training on conducting difficult discussions. Observe the parties in action and offer ample coaching and feedback.

Teaching your team members to conduct difficult discussions strengthens the opportunity for high performance to emerge and minimizes your need to serve as a referee. Instead of taking sides, train the individuals to resolve their own issues.

Navigating employee problems and mistakes is simply a part of your role as manager. Always view the problems as opportunities to teach, train, coach, and improve performance. Your positive approach to these often frustrating activities will set a powerful example for everyone on your team.


SOURCE: The Balance

Tips to Make Your Resume Stand Out From the Competition
Tips to Make Your Resume Stand Out From the Competition

How can you get your resume to stand out from the competition? Online resume submission has made it much easier for candidates to apply for jobs than it was in the past. Unfortunately for job seekers, it has also increased the number of applicants for most positions.

Catching the eye of the typical recruiter who is wading through scores of resumes can be quite challenging. Here's how to make it more likely that your resume will get noticed.

Power Verbs Emphasise Accomplishments

When describing your previous employment experiences, emphasize how you solved problems and added value to the company.

Begin phrases with keywords like "increased," "initiated," "resolved," and "improved"; these power verbs go beyond simply stating your duties to emphasize how you produced results.

Quantify Successes

Numbers jump off the resume page. Identify the bottom line for your department. Is it sales volume, profit margin, donations generated, savings on expenses, expanding memberships, grants secured, or something else?

Figure out the rough baseline level of activity before you arrived at the company and calculate the difference that you or your team has made. For example, you can include phrases such as "Developed PR initiative to increase the number of donors by X%" or "Implemented Fiscal Plan that Reduced Expenses by 10%."

Also consider incorporating numbers to show how many staff, how large a budget, or how many customers you are responsible for. These numbers will help demonstrate the weight of your responsibilities.

Tip: Although you should use a simple, conservative font for your resume and avoid the use of excessive underlining or italics, it can be very effective to boldface your quantifiable numbers or percentages so that they “pop” on the page.

Highlight Awards and Recognition

Demonstrating that others value your contributions often has a greater influence than you tooting your own horn. Include a category heading for honors and awards if you can fill it with formal recognitions.

In your descriptions of the awards, use keywords that imply recognition, like "selected," "elected," and "recognized." Quality recommendations are another form of recognition. Beef up your recommendations on LinkedIn and be sure to include a link to your profile on your resume. If an employer asks for written recommendations, select recommenders who know your skills and accomplishments well.

Show How You Have Been a Strong Leader and Team Player

Most organizations value leadership and teamwork very highly. When writing descriptions of your previous jobs, try to include examples of how each job required you to demonstrate these skills. Incorporate words that show formal and informal leadership and teamwork, such as "led," "mentored," "drew a consensus," "collaborated," and "sought input."

Target Your Document to the Job

Emphasize skills, accomplishments, and responsibilities which are most related to the requirements of your target job. To do this, find keywords in the job posting and incorporate them into your resume. You can also consider including a summary at the top of your resume that makes reference to the most relevant skills, accomplishments, and other qualifications.

A resume title or headline is another excellent way to get your resume noticed. This brief statement will go at the top of the resume just under your contact information and should highlight your primary strong points for this position.


Resume Title and Core Competencies Sample:

Resume Title

Detail-oriented Accountant leveraging 7 years’ experience in corporate accounting to ensure on-time preparation and review of key financials. 

Core Competencies

GAAP Best Practices - Risk Management - Budget Development
Accounts Receivable - Asset Allocation - Cash Management
Accounts Payable - General Ledger Review - CFP Designation


Consider Using a “Core Competencies” Section

The use of keyword phrases is vital in getting your online resume application reviewed because many companies utilize applicant tracking systems (ATS) to sort and “rate” the scores of job applications they receive. These systems are programmed to identify and rank certain keywords (typically, the ones utilized in the job descriptions). Thus, you should utilize as many keywords as possiblethroughout the text of your resume and cover letter. A good way of incorporating these words is to use a bulleted “Core Competencies” section in the initial qualifications summary of your resume that utilizes these keywords.

Important: If you decide to include a core competencies section, this needs to be formatted either with a table or with bullets. Text boxes and columns do not transfer well into online application systems and may destroy the text formatting of your resume in transit, making it either garbled or illegible.

Show Evidence of Your Eagerness to Continually Upgrade Your Knowledge and Skills

Include a category for training, certifications, publications, presentations, and professional development. Emphasize any leadership roles with professional groups and any publications or presentations.

Think of Your Resume as Ad Copy

As mentioned above, use boldface font for words that draw the eye to key accomplishments or recognition. Make sure important information is situated towards the top of your resume or at the beginning of your descriptions, so it isn't overlooked.


SOURCE: The Balance

5 Meaningful Ways to Thank Your Employees This Holiday Season
5 Meaningful Ways to Thank Your Employees This Holiday Season

When it comes to thanking your employees with gifts, branded pens and gift baskets are good, but there are more meaningful ways to show your appreciation. Here are five things you can do this holiday season to break from from the generic employee gift-giving pattern and try something different.

1. Unexpected Perks

You probably already offer your employees perks that provide an incentive for their hard work and dedication. The holiday season is a great time to give a little extra. Unexpected perks can cost your business very little, such as an extra day off, shortened work days during the holidays, casual dress days, or even the ability to work from home for a day or two. Or you can invest a little bit to give your employees an office party or a holiday bonus. 

2. Handwritten Notes

Take your holiday cards to a new level by handwriting a personal note to each of your employees. Specifically mention some of his or her biggest accomplishments during the year and express your gratitude for the hard work that was required to meet those goals. This is a great way to show your appreciation in a way that makes your employees feel valued by you and the company.

3. Business-Funded Family Days

Many of us struggle with finding work-life balance in our day-to-day lives. Give your employees a chance to achieve the perfect balance for a day by paying for them to take a local day trip with their family for a little relaxation time. You can fund the entire day (admission fees, meals, travel), or you can give a gift card for part of the day, plus a "free" day off from work. This is not only meaningful for the employee receiving the gift, but he or she is also likely to come back refreshed and ready to be productive. 

4. Practical, Personal Gifts

You know a lot about your employees by working side-by-side with them on a daily basis. Let that knowledge guide your gift selection to ensure you are giving something that will be valued and appreciated by each employee. If an employee is into health and fitness, consider giving a fitness tracker or a healthy snack of the month subscription. If she has a candy addiction, a baskets filled with her favorites is a great idea. What about the employee who loves his pets? Giving a gift that is meant for hiis cat or dog can be the perfect pick.

5. Dinner with the Team

If you have a relatively small team, you can treat everyone to dinner to show your appreciation and create an opportunity for team bonding. Consider taking everyone out to a favorite local restaurant, then pick up the tab. Or, consider hosting dinner at your house for a relaxed and enjoyable evening. It doesn't matter if you cook the meal yourself or have it catered, the end result is the same: time to unwind and let your employees know how much your appreciate their hard work.

Small businesses generally do not have big budgets for gift giving, but that doesn't mean you have to skip showing your appreciation to your employees or simply go with the quick and easy options. These and other meaningful gift ideas will help you thank your employees for their hard work over the year.


SOURCE: The Balance

Holiday Open House
Holiday Open House

Join us Friday, December 13th from 11am - 4pm for our Holiday Open House. Swing by our office, have some refreshments, and speak with one of our Recruiters about current job opportunities and how we can help guide you in your employment journey. Hope to see you there!

Open House - Assemblers Needed
Open House - Assemblers Needed


Allevity Recruiting & Staffing is looking to hire temporary assemblers for long term positions for a well established manufacturer in Chico, CA.

Requirements: Fine dexterity skills, basic math skills, and ability to perform repetitious tasks.

Full Time: 6:00am -2:30pm Monday-Friday


Pay: $13.00/ hour


Overtime paid at $19.50/ hour!


If interested, come by our office at 383 Connors Court, Suite A, Chico, on Tuesday, December 3rd anytime from 3:00pm - 5:30pm to speak with one of our recruiters and learn more about this great opportunity.


We look forward to seeing you!


If you're unable to attend apply online through the link below. ��

Executive and CEO Lunches With Employees Help Build Bridges
Executive and CEO Lunches With Employees Help Build Bridges

One of the top jobs of the Chief Executive Officer (CEO) and senior executives is to maintain good relations with all of a company's various stakeholders. These stakeholders include shareholders, board members, customers, suppliers and business partners, and of course, employees.

However, it is sometimes challenging for CEOs and other top executives to get to know their employees and importantly listen to their ideas and concerns. This article offers suggestions for strengthening top executive and CEO communication through a simple, valuable lunch-and-learn program. 

A Simple but Effective Format for Executive and Employee Interaction

An executive outreach program does not have to be complicated or costly. This simple format helps top executives prioritize and realize face time with employees, and importantly, it gives employees an opportunity to ask questions and suggest ideas in a comfortable setting. 

Employees have the opportunity to raise questions about a firm's results, strategies, and overall direction. 

Executives have the opportunity to gauge employee understanding and buy-in to strategies and programs. 

Both groups get the chance to bond at a level beyond the traditional hallway greeting. 

The CEO and executives leave these meetings informed and better aware of the concerns and challenges of their employees. Employees typically appreciate the effort and opportunity to hear from and ask questions in a more intimate setting than the common and much larger town hall meetings. 

New Employee Orientation With the Executives

One software firm set up a monthly lunch meeting where the executives and new employees met and shared backgrounds and got to know each other. This was a nice, low-cost method of breaking the ice with new employees and helping them feel comfortable engaging with the firm's top management.

As time progressed, the program was expanded to include all employees. As the company grew, the executives each took responsibility for meeting with a set number of employees to ensure that every person had a chance to join a lunch once per year. 

An example that highlighted the importance of this event was when a new employee looked at the person next to her and asked, "What do you do here." The individual answered, "I'm the CEO, and I am interested in what you think I should do." They had a great laugh and a good exchange of ideas. 

Establishing a CEO and Executive Lunch Program

The logistics of a Lunch with the CEO program depend on the size, location, and culture of the company. Sample programs are described below. Elements from these examples can be rearranged to create a "Lunch with the CEO" program that is appropriate for your company.

Small company or small program: Once a month, the CEO or a small group of executives select a few individuals to invite to lunch. If the company is very small, the CEO or coordinating executive should invite the employee directly. If the company is a little larger, the executives may ask for recommendations from their direct reports. 

Medium-sized company or program: Each department nominates someone to have lunch with the executives. The department manager can select a representative or ask for volunteers. Some departments may let the employees within the group pick the person to attend. Some may vote on who to nominate. If the company has a cafeteria or lunchroom, it can be a good idea to let all employees see the meeting in progress. After all, a good program will ensure that everyone gets their chance at some point in time. 

Large company or program: Nominations are submitted by the various departments. A small group or 3 or 4 is selected based either to reward superior performance or by rotation. These individuals go to a conference room or boardroom for a catered lunch and their opportunity for dialog with management. 

Critical Success Factors in Making a Lunch With the Executives Program Work

It is easy for programs like this to stray into something less than positive. Here are some important success factors in bringing these programs to live and keeping them valuable for all parties:

Commitment is commitment. If the executives roll out this idea for a monthly lunch and do not consistently live up to this commitment, then the program will earn a bad reputation and quickly lose the interest of employees. 

The executives must come to the table ready to share information about the firm's strategies and key programs.

Employees must come to the events and quickly move beyond their discomfort over engaging with the firm's senior leaders and start asking challenging questions. 

If the executives commit to taking action or following-up on an item, well, commitment is commitment. 

The executives should consider publicizing the key questions raised by employees at lunch, to the broader organization...along with appropriate answers. 

The Bottom Line for Now

Lunch is never the issue with these meetings. The value comes from the chance for all parties to meet each other, raise issues, offer ideas and to begin forging new relationships. This is one low cost, high touch way to strengthen morale and improve employee engagement.


SOURCE: The Balance

Best Sites for Job Seekers with Disabilities
Best Sites for Job Seekers with Disabilities

Employment prospects for people with disabilities are growing, aided by the growth of the Internet and a related movement by employers to create more remote and telecommuting jobs.1

 Many employers are eager to hire disabled employees, not only out of altruism but also because doing so allows them to apply for work opportunity tax credits from the Internal Revenue Service.

Employers are also often interested in hiring particular types of disabled people. Some prefer to hire disabled veterans, while others might focus their hiring on the elderly or people with mental disabilities.

Reasonable Accommodations

Employers are required by law, under the mandates of the Americans with Disabilities Act (ADA), to provide reasonable accommodations for the disabled both in the workplace and during the interviewing process. Hiring qualified disabled employees for telecommuting or remote jobs is ideal for them, because fewer workplace accommodations are required.

How to Find the Right Job for You

Take a personality test. Personality and career assessment tests are wonderful tools for helping to decide what sort of job would be right for you. Taking them for yourself will enable you to explore different career options; many employers also request that job candidates take personality and other psychological tests in order to gauge their strengths and predict whether they would fit well into their company culture.

Make a list of your skills. Write down a list of all of your professional hard skills (that you have achieved through your education or training) and of your soft skills(interpersonal skills like good communication, dependability, and flexibility). Then, review job announcements to see how your skills measure up to those requested in the “Preferred Qualifications” sections of ads.

Be willing to develop new skills. Although you probably have many of the competencies that employers are seeking, it never hurts to expand your skillset. For instance, if most of the interesting job ads you read request that you know a specific computer program, you’ll garner an excellent return on your investment of time and money by learning the software.

Tip: Continuing training also demonstrates to employers that you are open to acquiring new skills in order to add value to their organization.

Think about your schedule. Many telecommuting jobs require that employees be willing to work odd hours or swing shifts. Before you apply for jobs, think about the hours you would be available to work and decide whether you have the flexibility to work at night or on the weekends.

Avoid scams. Scams are very common on job sites that advertise telecommuting positions. Although the remote job sites listed here have been vetted, you should nonetheless be thorough in checking the credentials of any employer with whom you choose to interview. Here are tips about how to avoid hiring scams.

10 Top Job Sites for People with Disabilities

The following job boards are designed to optimize the career search process for disabled job seekers. When visiting these sites, enter keywords such as “remote,” “work from home,” or “telecommute” into the search filters in order to narrow the field down to telecommuting opportunities.

1. AbilityJobs

AbilityJobs self-professes to offer a lengthy resume bank of active job seekers with disabilities, and caters exclusively to employers specifically looking for disabled employees. 

The site is quite user-friendly, with large text and buttons to navigate each page. If you are a job seeker, the site will ask you to create an account and post your resume. Disabled job seekers can create their account free of charge and view open positions by company, or create job alerts for their profession of choice.

2. CareerCast Disability Network

CareerCast allows disabled job seekers to search for open positions within specific industries, or to search by keyword and location. While creating an account is free, the site also lets users find and apply for jobs without creating an online account.

Like Ability Jobs, CareerCast job seekers can create their online account and set up alerts for jobs specific to their industry and location. There are “extras” by way of job search tools available to members. Additionally, disabled job seekers get access to a variety of informative content to assist them in their job search.

3. Disability Job Exchange

This site works similar to CareerCast in that users are not required to create an online account to view jobs. Users may even upload their resume without creating an account, if they’re just passively looking for work.

While there does not appear to be a job search by industry, Disability Job Exchange still provides an easy-to-use search tool by keyword and location. Also, the site offers many of the standard job hunting tips, such as vocational training, interviewing, and resume building.

4. AbilityLinks

AbilityLinks caters primarily to employers seeking disabled employees and sponsors. On the surface, this can appear discouraging to job seekers, but it is quite the opposite. Typically, a job board nurturing strong relationships with employers and sponsors means that job seekers are better and more quickly matched.

Therefore, this site brands itself as a “disability employment community,” hosting a job board, resume bank, virtual job fairs, and more. This community extends to disabled-owned businesses and advocacy groups fighting for the rights of the disabled.

5. Enable America

This site is not strictly a job board. Instead, it is a richly informative site for disabled job seekers. On the home page, Enable America features employers going above and beyond to hire and serve their disabled employees, as well as educating readers regarding relevant legislation and training pertaining to the disabled workforce.

At first glance, the site appears to only cater to disabled veterans, but that is not the case. Enable America’s resources apply to all job seekers with disabilities who wish to enter (or re-enter) the workforce.

6. DisabledPerson

DisabledPerson’s website is well-organized, fully accessible, and even fun to navigate. Aside from the usual job search by keyword and location, the site has sections for available jobs organized by states, by industries, and more. For example, according to Disabled Person, the most disabled employee-friendly states are California, Texas, and Florida. 

While the job board allows users to peruse open positions, they are required to create a free online account before applying. Disabled job seekers can also learn from relevant articles on the site, including a “Marketable Skills” section, to help them hone their employability.

7. The Sierra Group: looks and works very similarly to CareerCast above. The site provides the standard job board where users can search by keyword and location. Users need to create online accounts in order to access all features, including job alerts and a resume building tool.

Disabled job seekers can use the site to find disability-friendly employers, industries seeking disabled workers, and even a salary comparison tool to help them understand what pay structures are competitive for their skills and experience.

8. Getting Hired

Getting Hired looks and feels much like AbilityJobs. The site is easy to navigate, clean, and uses large letters if one’s disability affects their ability to see and use screens. Also, Getting Hired allows for three different viewing options on the top right-hand side of the screen.

The website features all the standard job board options, including keyword search, industry, and company categories. Users are required to create a free account to find open positions. Disabled job seekers will be able to find “trending jobs” displayed on the home page. And finally, Getting Hired hosts a number of virtual job fairs for members.

9. Land a Job

This site is primarily for disabled job seekers that qualify for disability benefits through the Social Security Administration. Land a Job specializes in helping the disabled claim their benefits while simultaneously job hunting for that ideal position.

Counselors at Land a Job are available to guide users through their IWP (Individual Work Plan), which is typically required for those receiving disability from the government. Additionally, the site offers an online course for job hunting, including how to interview and build a resume. All services on Land a Job are free to disabled job seekers.

10. USA Jobs

USA Jobs is not a job board specifically for disabled job seekers. However, an entire section of the website is dedicated to disabled job seekers. This site posts government jobs, and while government jobs can be more difficult to acquire (due to multiple screenings and security clearances), benefits are usually much better than what is offered in the private sector.

Among the other job board sites, USA Jobs thoroughly covers the process of Schedule A eligibility, which provides opportunities for candidates without them having to compete for the job. Proving your Schedule A eligibility can give disabled job seekers an advantage over their peers, particularly when it comes to government jobs.

Bottom Line

KNOW YOUR VALUE:Employers are generally eager to hire people with disabilities, both out of altruism and because this enables them to claim tax credits from the IRS. 

SHARPEN YOUR JOB SKILLS:List your job skills and look for opportunities to develop new ones that are in demand by employers in your industry.

EXPLORE MULTIPLE JOB SEARCH SITES: There are many job boards dedicated solely to helping people with disabilities find employment. It’s well worth it to explore all these sites and post your resume on them.


SOURCE: The Balance

How to Give Positive Feedback
How to Give Positive Feedback

Performance feedback is one of a manager'spower tools used to support behavioral change or reinforce positive behavior in the workplace. While constructive and negative feedback gets most of the attention in training programs and leadership materials, positive feedback at work is every bit as important. Not every manager in an organization knows instinctively how to give positive feedback, but a few simple tricks, such as providing useful detail when offering the feedback, can make all the difference.

'Great Job' Isn't Enough

Imagine that you have just wrapped up a presentation to the executives in your organization, and your manager approaches you in the hallway, shakes your hand, and says, "Great job!" You probably appreciate the accolade, but does it prepare you to repeat your performance in the future? No, not if your manager doesn't tell you specifically what you did well.

Feedback, whether positive or negative, must be specific to have an effect on future performance. A comment like, "You sure messed up that presentation," does not offer helpful guidance either, because it tells you nothing about your errors or what you need to change.

Add Some Detail 

Consider the positive feedback on a presentation as described above, but add in a few useful details: "Great job on that presentation today. Your competitive analysis was spot on, and your recommendations were backed with facts. I'm sure the executive team loved your enthusiasm for the initiative, too."

In the first example, you're left to wonder what, if anything, really impressed the executives. In the second, you know that your competitive analysis, the facts that backed up your recommendations, and your obvious passion for the topic all played a part in the presentation's success.

While you might want to drill down even more to the specifics of what worked best, you are already much better prepared to repeat in future presentations all of the factors that brought you the initial positive feedback. 

Keeping Feedback Positive

Giving positive feedback can be a little trickier than it sounds. Keep the following tips in mind:

Always deliver feedback as close in time to the event as possible. 

Be specific in your comments. The more detailed you are, the better able the recipient will be to implement the feedback into future behaviors. 

Link the positive behavior to real business results if you can. 

Unlike negative feedback, positive feedback can be delivered in front of others, if you think they'll benefit as well.

As a rule of thumb, positive feedback should outweigh constructive or negative feedback by a ratio of at least three positive comments to one negative comment. 

Benefits of Positive Feedback

Once you start learning how to give positive feedback to your staff, you'll reap the rewards in more ways than you might imagine. Many people, not just in the workplace but also in life, want to feel appreciated. When you offer specific, positive feedback, your employees will feel valued and connected to the team, and will know that you have noticed their efforts.

When employees receive positive feedback and appreciation, they start to find more meaning in their jobs, which can increase their engagement at work and result in increased productivity.

When you give positive feedback, you're giving employees clarity about what you want and expect, which makes their jobs easier. Additionally, when employees feel appreciated and find meaning in their work, they tend to stay at their jobs, which reduces turnover and saves money for the organization.

Pitfalls to Avoid

The first and foremost pitfall to avoid is never giving positive feedback at all. If you don't commonly give positive feedback, start doing it now:

Start slowly and phase feedback in over a few weeks. Otherwise your employees will wonder what's gotten into you.

Avoid giving positive feedback for trivial actions. "Great job making the coffee today!" is the kind of comment that infuriates people and holds no positive guidance.

Take care to avoid using a condescending tone or manner when delivering positive feedback, and use tact when offering positive feedback to people who have seniority over you in the office.

Don't save up all of your praise for an employee's annual performance review. Constructive and positive feedback are best served warm. When you deliver feedback as close to the event as possible, you ensure that it's cemented in the recipient's mind.

The Bottom Line

Constructive feedback helps to change or eliminate behaviors that detract from performance, while positive feedback helps reinforce those that strengthen performance. Both are essential for success. Use them carefully and regularly to bring the best performance out of your staff.


Source: The Balance

How to Explain a Gap Year on Your Resume
How to Explain a Gap Year on Your Resume

A gap year can take many forms: A year in a kibbutz in Israel. Volunteering in Guatemala. Teaching English in Vietnam. Skiing on slopes across the globe. Caring for a sick parent post-college. This year can often be a world-opening, beneficial experience. While they primarily occur in the year preceding or following college, you may also choose to take a gap year between jobs. That can seem particularly appealing if you are laid off with generous severance or quit a high-stress job that doesn’t feel like the right path forward.

A gap year can be, as its name implies, a year long. When you end your gap year and seek to return to the workforce, you might find it challenging to figure out how to list this time on your resume. It won’t necessarily fit into the “experience” and “education” sections.

And yet, you likely gained a lot of experience and knowledge during your time away from the workforce.

Here is some key advice on how to approach mentioning your gap year on your resume.

Create a Non-Chronological Resume

One option, of course, is to leave your gap year off your resume and diminish its visibility. There are many different types of resumes, and while a chronological one, which lists your most recent experience first, is most common, it’s not the only option. You can also create a functional resume, which focuses on your skills and experience, rather than when you gained them.

Tip: A functional resume might be particularly appealing if your gap year has a more recreational feel or if it happened because of personal family circumstances that you’d prefer not to detail.

With a functional resume, you can include any skills you picked up during your gap year while not listing how you spent the time outright.

List Your Gap Year Under Experience

If you worked, taught, or volunteered, this is a valuable experience. Why hide it? You can list this just like any other role in the “experience” section of your resume. Your gap year may also show that you’re a leader, independent, or possess other qualities desired at many companies.

As you write up a description of your gap year experience, take note of the job posting. Tailor your points to emphasize the skills mentioned in the job description as well as the required tasks. (Here's advice on how to match your qualifications to a role.)

Aim to use powerful, action-oriented verbs and quantify your accomplishments and tasks as much as possible.

Here are examples of how to list a gap year in your experience section:

ESL Teacher — September 2018-August 2019

Taught conversational English to adult learners in Tokyo, Japan.

Developed curricula for two levels of English speakers, basic and intermediate

Taught 6 three-hour classes per week

Brainstormed and implemented program improvements during weekly meetings


Volunteer at California Resettlement Nonprofit Organization — August 2018-December 2018

Worked to coordinate volunteer efforts in the wake of the California wildfires.

Assigned tasks and work rotations to 500+ volunteers

Coordinated with FEMA and other organizations to find shelter options for people displaced by wildfires


It can sometimes be helpful to include only the year (and not the month) when you worked or volunteered at jobs for short periods of time.

Include Your Gap Year in a Breakout Section of Your Resume

If your gap year time feels discordant with the rest of your resume — for instance, if you have a string of accountant jobs and then spent a year building access to clean water — you might want to set it off in a different section.

You might call this section “International Experience,” “Volunteer Experience,” “International Travel,” or “Additional Activities & Experience.”

Do Highlight Gap Year Accomplishments Throughout Your Resume

Most likely, you learned and grew a lot as a person during your gap year. And while some of what you learned may not help in the business world (like the ability to find the cheapest hostel, say), other skills may be applicable.

Add Skills to Your Resume: Some skills you may have gained are: speaking a foreign language, communication, planning and coordinating, and budgeting. Depending on how you spent your gap year, you may have other skills to add (or remove) from this list. You can include these skills in the write-up of your gap year experience as well as in the skills section of your resume.

Use the Summary Section: Think of this section as telling a (short) story about you — who you are, what you’ve accomplished, and what you want to work on next. In that framing, it makes logical sense that your gap year might be helpful to include. For instance, your summary section may read: “World-traveler and experienced ESL teacher looking for a role teaching the Spanish language to middle school students.”

Bottom line

Go beyond thinking of your gap year as a fun break and consider what achievements and skills you’ve gained along with how they potentially apply to your next role. Then, include this insight on your resume.


Source: The Balance

Work Sierra Nevada Oktoberfest
Work Sierra Nevada Oktoberfest

Allevity Recruiting & Staffing is hiring for Oktoberfest at Sierra Nevada Brewery!

Available Positions: food servers, bussers, ticket takers, and more.

MUST BE at least 21 years old and able to work the following schedule:

2 Hour Orientation: Wed, Sept. 25th 5:30p-7:30p

Event: Sept. 27th & 28th, Oct. 4th & 5th 4:30p-10:30p

Join us for our Open House Tues, Sept. 24th from 3:00p-6:00p at 383 Connors Ct, St A, Chico.

Bring a resume and speak with one of our recruiters.

See you there!

*Please DO NOT contact Sierra Nevada about this position*

How to Boost Productivity With the Pomodoro Technique
How to Boost Productivity With the Pomodoro Technique

Hourly workers (freelancers included) account for 60 percent of the U.S. workforce, and according to a brief from the Aspen Institute’s Expanding Prosperity Impact Collaborative (EPIC), nearly one-third experience income volatility. Translation: Americans need financial stability, and making the most of your time is a vital part of the equation. If you struggle to stay on task, the Pomodoro Technique could be the answer to your workflow problems.

What Is It?

The Pomodoro Technique was developed in the 1980s by Francisco Cirillo, a college student looking to make better use of his time. Named for the tomato timer Cirillo used (pomodoro is the Italian translation), the technique gained popularity in businesses in the 1990s and is now widely used by professionals to help them stay focused. Here’s how it works:

Identify a goal to complete, e.g., writing an article, submitting an invoice, designing a graphic, etc.

Set a timer for 25 minutes and begin working. Avoid any other tasks or distractions during the allotted time.

When the timer beeps, take a short break (usually five minutes) to stretch, surf the web, and generally clear your mind.

Repeat the process for a total of four rounds, or until your goal is complete.

At the end of the fourth round, take an extended 30-minute break to relax and refocus before returning to work.

Why It Works

As a freelancer, you’ve probably experienced mental burnout or found yourself surfing the web when you should be working. Good news: Science says distractedness is your brain’s natural response to prolonged focus (i.e., it’s not your fault). Working in intervals can improve efficiency according to a study conducted by Alejandro Lleras, a professor of psychology at The University of Illinois. Lleras’s research found that spending too much time on a single task reduces your “attention resources,” or your ability to maintain the same level of work performance over an extended period.

Small breaks allow your brain to reactivate its attention and focus without sacrificing quality.

Harnessing Your Freelance Focus

Living the freelance lifestyle can be polarizing: Either you’re too focused on work to step away and enjoy life, or you’re too distracted to buckle down and get the job done. In any case, the Pomodoro Technique can help you establish boundaries with incremental accomplishments—a positive force that can lead to greater achievements. Here’s how to make the technique work for you:

Find Your Intervals: The standard Pomodoro intervals might suit your needs, but there’s nothing wrong with adjusting the timing to fit your personality. If you’re easily distracted, for instance, you might begin with a 15-minute work interval before taking a five-minute break. It’s also prudent to note when you’re most productive during the day. If mornings are when your brain power peaks, save the administrative tasks for the afternoons and tackle the bigger jobs when you can give one hundred percent.

Eliminate Temptation: If your freelance work involves sitting in front of the computer, it’s easy to stray from your goals by clicking around on Facebook or checking out the latest news. Remove willpower from the equation by using a web browser extension like Strict Workflow. The app serves as a standard timer while allowing you to block your most-visited sites during active intervals. If accountability is an issue, use technology to help you break bad habits.

Track Your Progress: We learned that listing your goals is step one in the Pomodoro Technique, and analyzing each accomplishment will help you stay on track. Psychologists have long praised to-do lists as a way to boost productivity, and logging your progress can help you take the strategy a step further. Let’s say you work as a freelance copywriter in addition to your full-time job. You charge a flat rate of $75 per 500 words, which once required about three hours of focused attention at an hourly rate of $25. Using the Pomodoro Technique, you’re able to accomplish the same work in two hours, effectively raising your rate to $37.50. Make note of these improvements to illustrate how the technique benefits your lifestyle, and use the motivation to push yourself further.
Beyond earnings and morale, tracking your progress is likely to help you secure the tangible work/life balance that freelancers crave, which means you can use your interval breaks to do the things you enjoy: read a book, go for a walk, wash a load of laundry, or even better, do nothing. The options are there if you can afford it, and setting goals is the first step to financial security.

Americans are undoubtedly hardworking, but that doesn’t mean our methods couldn’t use the occasional tune-up. Consider your time-management shortfalls and use the Pomodoro Technique to close the gap between ambition and action. When it comes to freelancing, time really is money.

SOURCE: The Balance

15 Best Weekend Jobs to Boost Your Income
15 Best Weekend Jobs to Boost Your Income

Are you looking to work some extra hours on weekends? Are you interested in supplementing your income or juggling your schedule to work when it’s convenient for you? Why work during weekends? There are many reasons to look for a weekend job. For example, some individuals need to supplement the income from their Monday–Friday position.

Other workers with children have a partner who is available at the weekend to care for their children, giving them availability to work. Students with heavy class schedules during the week may choose to allocate weekend hours to paid employment. Still, others prefer to schedule their working hours on the weekend, freeing up weekdays for other activities.

Types of Available Jobs

Some jobs are available for weekend work because you can set your own schedule. For others, there is a demand for employees who are available to work a weekend schedule. The emergence of the freelance 'gig' economy and remote/work from home options offer a broad range of opportunities to concentrate work at the weekend voluntarily.

These opportunities are available at a variety of skill and education levels. Other major areas of opportunity include industries like hospitality, retail, travel, and real estate that experience peak demand at the weekend.

Good Weekend Jobs to Earn Extra Income

Here’s a look at some of the best jobs for people who want to work weekends, including a job description and earnings potential.

1. Rideshare Driver

Driving for a service like Uber or Lyft enables an individual to work whenever they want, including just on weekends. Weekends are a time when potential customers want rides to entertainment and shopping venues like restaurants, bars, theaters, and malls. Many drivers work for multiple services to expand their earning opportunities.

Rideshare drivers need to be good drivers with a decent sense of direction, and must own a vehicle in good working condition. Uber estimates that its drivers earn $19 per hour on average, with rates over $30 per hour in New York City.

2. Retail Sales Worker

Stores in many areas experience peak volume of shoppers at the weekend when they allocate staffing more extensively. Retail sales clerks (and other personnel who stock and organize merchandise) need strong customer service skills and attention to detail to process transactions accurately. Retail positions require staff to spend long hours on their feet.

According to the Bureau of Labor Statistics (BLS), retail sales workers earned an average of $11.24 per hour as of May 2017, when the BLS estimated that there were 4,854,300 retail sales jobs available. These jobs are particularly plentiful during the holiday shopping season. 

3. eBay/Amazon Seller

eBay sellers and Amazon sellers have the flexibility to focus most of their efforts on promoting products at the weekend. They may need to respond to some buyers during the week, but uploading listings, packaging and mailing orders can be done on the weekend. eBay and Amazon keep 10 percent to 15 percent of the proceeds from sales. Make sure you sign up to sell as an individual on Amazon to avoid a monthly fee.

According to, 34.3 percent of eBay sellers make under $10,000 per year, versus only 9.0 percent of Amazon sellers, and 3.9 percent of eBay sellers make over a million dollars per year, versus 16.7 percent of Amazon sellers. The seasonal peak for online sales tends to correspond with the holiday shopping season.

4. Wedding Photographer/Videographer

Weddings are mostly scheduled on weekends, so this job can be perfect for photography and videography enthusiasts. You may need to meet with prospective clients during the week, but most of the work, including building a website with portfolio samples and editing photos and videos, can be done at the weekend. Wedding photographers and videographers can earn big bucks, with an average charge of $1,700 to $2,000 according to Most weddings are held in spring and summer.

5. Handywoman/Handyman

Most working families would prefer to have home repairs done at the weekend, during their off hours. Potential customers often don't have the skills or the time to complete jobs like minor carpentry, installing light fixtures, painting, repairing drywall, or light plumbing work. The average hourly rate for handyman services is $60 to $65 according to Aspiring handywomen or handymen can build references by taking on jobs with friends and neighbors.

6. Wedding Musician or DJ

Weddings are typically weekend events, and bands can also schedule much of their practice time at the weekend. You might need to schedule some time to meet with prospective clients during the week, but most of the work can take place on the weekend. Wedding musicians must master a broad range of tunes to satisfy diverse generational and musical tastes at weddings and parties. The average wedding band charges $4,000, according to

7. Bartender

Bars experience high traffic levels at weekends. Sports bars are very busy around weekend sporting events like college and professional football. Wedding and event venues will also provide weekend-based opportunities. The BLS reports that there were 611,200 bartender jobs in the U.S. economy during 2016.

Bartenders need to have knowledge regarding mixing drinks, a lively personality, good listening abilities, and customer service skills. They earn most of their income from tips, so there is a wide range of potential compensation based on customer traffic. Successful bartenders can earn $200 or more per day.

8. Golf Caddy

Most golf courses experience high levels of weekend traffic. Caddying opportunities are mainly available during the warmer seasons in areas with temperate winter weather, but can be year-round in states like Florida and Arizona. It helps to have first-hand knowledge of equipment and how to approach different holes. Physical stamina is required to walk courses and carry clubs.

Income for caddies varies greatly based on the level of the course and golfer, and the tips received. Forbes estimated that caddies could earn between $20 and $30 per hour plus tips.

9. Registered Nurse

There is a high demand for nurses, particularly per diem nurses, to supplement regular staff and to work weekends. Registered nurses follow treatment plans, administer medications, treat wounds, and monitor patients' health status.

The BLS reports that there were 2,955,200 nursing jobs in 2016, with an average hourly wage of $33.65 as of May 2017. The BLShas projected registered nurse jobs to much grow faster than average through 2026.

10. Tax Preparer

Organizations like H&R Block train and hire seasonal workers to help clients to prepare tax returns. Weekends are a prime time for customers to seek tax assistance. Tax preparers interview clients to extract information about income and expenses and seek to maximize deductions. Tax preparers consult with senior staff regarding complex tax issues. reports an average hourly wage of $21 for seasonal tax preparers.

11. Freelance Writer/Editor

Freelance writers and editors create content for websites and compose written materials such as direct marketing pieces, business reports, and feature articles. Editors proofread writing, correct grammar, and modify writing to enhance readability. Much of this work could be done on weekends around a worker's or student's weekday commitments.

Freelance writers and editors generally earn $30 to $80 per hour depending on the type of work being completed.

12. Web Designer

Web designers analyze the needs of businesses, individuals, and other entities to represent their operations to the public through the internet. They create web pages using coding and formatting tools. Web designers incorporate content, graphics, and video into websites. They must have a strong knowledge of desktop web authoring tools, as well as writing and graphic design skills. Some freelance designers partner with writers and graphic designers to complete projects.

Much of this development work can be conducted on the weekend, with the possible exception of some communication with prospective and ongoing clients.

According to web designers earn an average of $31 to $42 per hour.

13. Customer Service Representative

Customer service representatives communicate with customers over the phone or online to solve problems with products or to educate consumers about the effective use of products and services. Technical support workers educate users regarding the use of computer, software, and related products and services. Customer service representatives need to be patient with disgruntled customers and have strong listening, verbal communication, and problem-solving skills.

Weekends are a peak time for consumers to receive support regarding products and services.

The BLS reports that customer service representatives earned an average hourly wage of $15.81 as of May 2017.

14. Graphic Designer

Graphic designers create visual aspects of web pages, brochures, logos, packaging, advertisements, reports, and presentations. They translate the ideas of clients into viable designs. Graphic designers must possess creative abilities, aesthetic sensibility, and have expertise working with desktop design programs. Web development and writing skills are helpful if the designer is working without partners.

Freelance designers carry out much of the design work completed in the U.S., especially projects for individuals and small businesses. Designers can work from home and carry out most aspects of projects at the weekend.

The BLS reports that graphic designers earned an average hourly wage of $23.41 as of May 2017.

15. Ski Instructor

Ski resorts experience peak traffic on weekends and need an expanded roster of instructors to meet demand. Ski instructors assess skiers' abilities and explain and demonstrate an appropriate technique to enhance performance. They must be patient, socially engaging, and have strong communication skills. Knowledge of first aid is helpful. Ski instructors typically have advanced expertise as a skier, and certification may be required.

Ski instructors earn an average of $15 to $30 per hour based on their level of expertise, according to

How to Line Up a Weekend Gig

If you're looking to boost your income quickly, you can use these money-making apps to find opportunities that are match. You'll be able to specify your availability for weekend work when you sign up or log in to the app. Also explore websites that focus on gig opportunities.

SOURCE: The Balance

Challenges Managers Face and How to Deal With Them
Challenges Managers Face and How to Deal With Them

Management has its share of perks and rewards. Managers are usually in a better position to influence and lead change. In most organizations, being a manager means a better compensation package and not having to sit in a cubicle. Most importantly, there’s nothing like the satisfaction of helping an individual or team reach their goals and perform at their best.

However, there’s a price to pay for the status and those extra rewards and perks. Being a manager means you also have to deal with tough issues that can cause you to lose sleep. Here are the top ten problems that keep a manager up at night, along with a “sleep aid” for each one.​

Confronting an Employee Performance Problem

Dealing with performance problems has been and always will be the primary source of a manager's sleepless nights. While these issues are never easy, they don’t have to be so hard. Many performance problems can be prevented with better selection practices and then by setting clear performance expectations.

If you identify a problem, the sooner you engage in constructive feedback, the faster you can facilitate a change in behavior. If the behavior does not improve, a transparent, fair and time-boxed progressive discipline process is called for.

Tip: Postponing discussions or avoiding the discipline process prolong the problem and add to your sleepless nights. Confront performance problems as soon as they appear in the workplace, and you will rest easier. 

Terminating an Employee

There is no sleep aid for this one. No matter what you’ve done (see number one), it’s always going to be gut-wrenching. No manager should ever get too comfortable with this responsibility. Make sure you have clear policies and training for severe conduct violations. For layoffs, make sure you use a fair and consistent process, get training on how to conduct the discussion respectfully, and provide a decent severance and outplacement package. 

Making the Right Hiring Decision

Choosing between your final candidates can be agonizing. If you choose wrong, you’re going to end up dealing with a few of the other problems on this list. The cure? Use a suitable selection process — do not “wing it”.

Tip: Get trained in selection interviewing; consider using validated selection assessments; get multiple inputs, offer realistic job previews or shadowing, and work with a good HR pro or recruiter.

Doing Something Unethical or Wrong

Here’s a preventative measure: When making a decision, ask yourself, “How comfortable would I be reading about my decision in the newspaper the next day”? That’s a far better question than “What are the chances of being caught?”

If you do screw up (and we all do), then the best thing is to come clean and own up to it. Cover-ups are usually worse than the mistake. Live with the consequences, learn from your mistake, and get on with it.

If one of your employees cross over the line of ethical behavior and do something unethical, confront the issue immediately and get help from your HR pro or compliance team. 

Confronting Your Boss

Covering the topic of how to deal with a bad boss would take up more time than reading this would allow. Let’s assume most bosses are reasonably competent with good intentions. Bosses and people, in general, don’t like being told they are wrong. If that’s your goal in a confrontation (to convince your boss you’re right and they are wrong), then it’s not going to be a productive discussion. Try putting yourself in your boss’s shoes, and offer your idea as an alternative that will help them achieve their objectives.

Also, listen and keep an open mind. Who knows — your boss may have information that would lead you to reconsider your idea. Most importantly, work on establishing a foundation of trust and mutual respect with your boss. That way, you’ll be able to have disagreements in a safe and productive environment.

Team Conflicts

As managers, we all want our employees to collaborate, work as a team, and play nice in the sandbox. When one employee comes to you with complaints about another employee, it puts the manager in an awkward position of having to arbitrate the dispute.

It is important to distinguish between task or personal conflict when alerted to a situation among team members. Task conflict is proven to be healthy and leads to the consideration and development of alternative ideas. Personal conflict, however, is toxic to teams and must be eliminated immediately. 

Many project managers and team leaders work hard to clarify team values early in the formation process. The values outline acceptable and aspirational behaviors, and team member support of the values is a requirement. If the conflicts are personal, conduct a fair, frank discussion with the involved parties and indicate that behavior adjustment is expected immediately. If the conflict continues, eliminate the individuals from the team. 

A significant amount of team member conflicts can be avoided with a team member recruiting profile that clearly describes the need for teamwork and collaboration. Expected behaviors should be identified in detail, and the rewards and consequences that reinforce these expectations must be communicated.

As a final caution, beware the “star” performer that’s consistently ticking off their co-workers. If you do, then you are inviting conflict to the team party. The identification and reinforcement of team values is your best preventive medicine for team conflict. If it emerges, deal with it quickly, firmly and fairly. 

Peer Conflicts

Are you starting to see a trend here? Yes, confrontations — those messy people issues — are probably the single aspect of work that keeps managers up at night the most. That’s why many managers tend to avoid them. In some cases, that’s not a bad strategy (i.e., develop more tolerance, acceptance, etc…). However, when the stakes are high, avoidance is a terrible strategy.

Note: Not all confrontations are bad — a little constructive conflict is healthy for a team. 

Having to Learn Something New 

It’s always a challenge when we have to leave our comfort zone and feel “incompetent” all over again. If you never do anything new and different, you’re not developing. The most impactful way to develop as a leader is new jobs and challenging assignments. “Learning agility” is not something anyone is born with — it can be developed over time.

When you are in a new role or doing something new, put a development plan in place to ensure your success. There are usually two to three “subject matter experts” that you can learn from, as well as books, courses, and online resources. Nowadays, with social networking, you can easily find someone that’s willing to help by sharing their expertise in whatever you need to learn. Great leaders are always learning and are not afraid to admit it.

Losing a High Potential Employee

Don’t wait until your star employee shows up with an offer letter. By then, it’s too late. Make sure your high potential employees are paid what they are worth, are challenged, supported, and are learning. Let them know you care and how much you appreciate them.

Note: Keep in mind that star performers will eventually get promoted or leave for better opportunities. That’s okay, that’s the rewarding part of being a great leader (as long as they are moving on for the right reasons, not because they’re dissatisfied).


Take care of your health and always keep a perspective on the things in life that matter most. Managers that don’t take vacations are not benefiting from the opportunity to recharge their batteries. They also set terrible examples for their employees, which can lead to burning them out as well.

A primary cause of burnout is job satisfaction, not hard work. If you’re doing something you genuinely hate, then make a plan to transition to something else. Life is too short. We don’t need to settle for a job we hate.


SOURCE: The Balance

Step-By-Step Guide for a Successful Job Search
Step-By-Step Guide for a Successful Job Search

For most of us, job searching is never easy, whether it’s your first or fifth time looking for a new job. If you feel overwhelmed or don’t know where to start — don’t worry. Job searching is both an art and a science, one that requires time, planning, preparation, and a lot of brain power.

The truth is, job searching can be an exhausting, and daunting experience. However, if you approach it systematically, the process will be significantly more manageable, and you will have much more success in getting the offer you deserve.

Follow these steps for a crash course in how to find a job.

Strategize Your Transition

When it comes to finding a job, everyone starts somewhere, whether you’ve just finished school, you’re planning to resign for a better opportunity or career change, you’ve been fired, or you’ve been laid off. Regardless of your circumstances, plan your approach and take care to address any potential obstacles up front.

When You Are Resigning

Unless you have the financial means to do so, do not resign until you have secured a new position (and prepared an appropriate explanation for your resignation, as you will likely be asked during interviews). In addition, you’ll want to make sure to coordinate the timing of your resignation and the start date of a new job.

When You’ve Been Fired or Laid Off

If you have been fired or laid off, avoid connecting the company that let you go with any potential employers, unless you’re sure your manager will provide a glowing reference. This would likely only apply if you have been laid-off due to budget cuts or company restructuring.

Even in this early stage, start crafting your answer to one of the most challenging interview questions: Why were you fired?

Be Prepared to Share Your Story

No matter why you’re moving on, get your story straight now and learn it by heart. Narrate your background in a way that’s compelling and convincing, so you are ready to explain your reasons for finding a new job, how it relates to your professional goals, and why you are the best fit for any given position.

Determine What Job You Want and Are Eligible For

Before you start looking for a job, you have to figure out what position you want. Have a specific job title in mind, and then do some research to determine the keywords you’ll use when you start looking for jobs.

When you start job searching, the job description, responsibilities, and requirements will tell you more than the title alone, as titles and roles tend to vary between companies. It can also be a helpful exercise to write a sample job description outlining your ideal position.

Although it’s acceptable to apply to several “reach” positions, don’t waste your time searching for or applying to jobs that you are clearly unqualified for. Figure out in advance how you’re going to decide which jobs to apply to, then actively keep these parameters in mind when you’re job hunting.

Define Your Personal and Professional Priorities

Define your priorities before you begin your job search. First, make a list of the “must-haves,” such as the location of the company and your commute time, a desired salary range and benefits selection, and any other factors that are “non-negotiable” to you.

Then, make a list of the “nice-to-haves.” For example, are you looking for a specific type of company culture? Would you prefer to work at an established corporation, or at a start-up or small business?

Do you want to work on a small or large team?

Asking yourself these types of questions (and writing down your answers) before you start to look for a job will help you make a clear and confident decision once you have a job offer.

Clean Up Your Online Presence

It’s more important than ever to brush up on your social media do’s and don’ts when it comes to job searching. Prospective employers may be Googling your name and looking you up on Facebook, Instagram, Twitter, and Snapchat.

It is generally advisable to keep all social media profiles as private as possible while you are job searching. The one exception, however, is LinkedIn. Your LinkedIn profile should include a professional head shot and be up-to-date with your most recent experience and qualifications. Take the time to write an engaging summary that will catch the attention of hiring managers.

Prepare Your Resume and Cover Letter

You should have a “master” version of your resume finalized, formatted, and proofread before you start job searching.

You will be able to tweak it as you job search to highlight and emphasize different experiences or qualifications based on the specifics of the different positions you are applying for.

Hint: Refer to these top resume examples as a starting point to write or refresh your resume.

Although a cover letter is harder to prepare, as it should be personalized for each and every job you apply to, review what to include in a cover letter and figure out what you can write in advance, and what you will need to customize once you start applying to jobs.

Reach Out to References Now

Most jobs you apply for will require you to provide three to four professional references who can testify to your qualifications. You don’t want to have to scramble to reach these people, or worse, have an interviewer catch them by surprise. Instead, contact them in advance and let them know that you would like to use them as a reference.

Explore (and Expand) Your Network

Networking can be a truly powerful way to land a job if done correctly.

Your “network” can include former colleagues, managers, clients, alumni from your alma mater, friends, or friends of friends, family members, neighbors, or anyone from a “community” you belong to.

Although real-life connections are key, browse your Facebook friends and LinkedIn contacts to see if you can find anyone working in your industry or at a company you’d be interested in working for.

If you feel like you’ve exhausted your network, take some time to expand it. Because you are more likely to be hired if you have a connection within the company you’re applying to, dedicating an hour or two to expanding it can be much more valuable than using that time to apply to random jobs.

You can expand your network both online by adding friends and connections, and offline by attending industry events such as conferences or trade shows, or going to career networking events.

Start Searching and Applying for Jobs

So you’ve outlined the position you want, and the key search words you’ll use to find it. You scrubbed your online presence. Your references are lined up and expecting to hear from employers. Your resume is ready, and you’ve written some material to integrate into the cover letter you’ll customize once you find some potential job options. Now, it’s time to find and apply to those jobs.

There are many places to search for jobs. Sites like,,, and are among the best and most utilized job sites. LinkedIn can also be a great place to search for jobs, and can show you if you have any connections at companies that are hiring.

Craigslist is a solid option as well, especially if you’re located in an urban location, though search under “Jobs” and not “Gigs” unless you’re looking for short-term or temporary work. If you live in a smaller or more rural town, it’s likely your local newspaper will also list job opportunities in the surrounding community.

In addition, niche sites that list specific types of jobs are another great resource. There are many types of industry-specific job sites out there; simply Google “[your industry] job listings” to get started.

Finally, if you know you want to work for a certain company, look for job openings directly on their website. You may have to do some digging, but most companies list jobs on a “Careers” or “Opportunities” page that you can find on the footer of the website.

Keep in mind that the vast majority of job applications these days are online applications, so you will need to submit a digital version of your cover letter and resume. Be sure to use a working (and professional) email address for all correspondence related to your job search.

Set Goals and Get Organized

Job searching is a tiring process, and it’s easy to burn-out. Set reasonable, achievable goals for yourself. For example, you might aim to apply to ten jobs per week. Then, be sure to set aside time to complete these goals. You might have to make some sacrifices, such as getting up an extra hour early, or using your lunch break to look for jobs.

Organize your job search progress and note which jobs you applied to, and when, so you can follow up accordingly.

Hint: Use these six simple tips to maximize your job search productivity.

Get Ready to Interview

The next step in landing a job is acing your interview. You may have several rounds of interviews, usually starting with a phone interview, then followed by in-person interviews. You should never risk an interview by “just winging it.” Take your interview preparation seriously, and be sure to:

Carefully read the job description, focusing on the responsibilities and requirements. Be prepared to explain, with tangible examples, how you fit the requirements and how you can fulfill the responsibilities.

Research the company, including their mission statement and any recent or notable achievements, or changes in strategy or positioning.

Practice answering interview questions specific to your desired position and industry.

Prepare for a Phone Interview

For a phone interview, set aside at least 45 minutes of quiet, uninterrupted time. Have your resume and cover letter printed or open on your computer for reference. Be sure to take the call somewhere with excellent cell service. If you have one, a landline is preferable for optimal audio quality.

Prepare for an In-Person Interview

For an in-person interview, arrive 10 minutes early with a printed cover letter and resume. Be sure to dress to impress, and express polite and professional enthusiasm about the position and the company.

Take the Time to Say Thanks

Be sure to take the time to follow-up after the interview with a thank you note or email message reiterating your interest in the job and the company.

Evaluating Job Offers

With job offers in hand, it is now time to evaluate your options. Look back to your original “must-have” and “nice-to-have” list and see where the offers fit. Be sure to consider practical factors, such as the salary, benefits, vacation time, corporate culture, your commute, and the attitude and personalities of the people you would be working with.

If you’re stuck, make a list of pros and cons — and be sure to listen to your gut in order to choose the best job for you.

SOURCE: The Balance

How Employers Can Facilitate Employee Lifelong Learning
How Employers Can Facilitate Employee Lifelong Learning

Are you aware of the significant role that lifelong learning plays in the lives of your employees? You want employees who come to work the first day prepared to do their jobs. Very few jobs remain the same for more than a few months, let alone years. Even if the position doesn’t change, employees aren’t generally happy to do the same thing, over and over again.

Your business and the employees want and need training and development. But, it’s more than just training and development—employees want to pursue lifelong learning.

Lifelong Learning

When you were in school, your teachers made an effort to teach you something new every single day. As an adult, no one is standing over you to make sure that you don’t stagnate. Lifelong learning acknowledges that there is always something more to learn and that education is a good thing.

With lifelong learning, you develop new skills, understand new ideas, and gain a greater understanding of the world around you. Lifelong learning can also help you understand why other people think the way that they do. Understanding how people think may not change your mind (or theirs), but you will understand their point of view.

What an Employer Can Do to Facilitate Employee Lifelong Learning

Employers should offer formal training and development within the company. This training should directly relate to the jobs, career paths, and the direction in which the company is headed. This can include job-related training and general business climate and culture development.

For example, you may send HR managers to a conference that will help them learn HR best practices. You may bring in a speaker to talk to the HR staff and managers about how new legislation will impact the company.

Formal, career-directed training isn’t the only opportunity that an employer can, or should, provide. Plenty of learning opportunities that can help employees become better people that aren’t exclusively focused on the jobs at hand are available. Here are ways to help your employees learn as they go throughout life.

Conferences for Lifelong Learning

Conference fees can be expensive with tuition, travel, and expenses, so it’s vital that you have a good reason for sending an employee. But industry or career based conferences can provide a veritable Niagara Falls worth of new information in a short time period.

The positive aspect of conferences is that numerous presentations and break out sessions that may cover topics you didn’t even know you needed to learn are offered. An attendee can come back from a conference better able to attack your current issues. They may also have attained an understanding of the issues that might happen in the future.

Webinars for Lifelong Learning

Webinars are generally one time courses that are targeted to a specific area of learning. A webinar is an online seminar that an employee can attend to obtain information about any subject.

The employee can generally attend using a myriad of formats that might suit their learning needs. Webinars are often a great way to brush up on one specific skill or gain an introduction to an industry change. They are usually low cost or free and your employees can take them using any computer.

Online Courses or MOOCs Help Employees' Lifelong Learning

Unlike a webinar, which is usually a one-time seminar, an online course can mimic a college level course. MOOCs, which stands for “Massive Open Online Course” tend to take place over several weeks or months. These are often a great, low cost, way to help an employee gain new skills and understanding.

If, for instance, you have an employee who has excellent management potential, but has no knowledge of the financial sides of the business, an online course may allow her to learn those new skills without taking too much time away from work and home.

Lunch and Learns Stress Employee Lifelong Learning

Lunch and learns (or brown bag lunches as they are frequently called) are provided in a more casual learning environment. You can ask a current staff member to lead them, or you can bring in an expert.

You can use lunch and learn to explain changes in your health insurance benefits or to talk about world trends that affect your business. The possibilities for topics for your brown bag lunches are as endless as your imagination. Remember that the best way to understand the needs of your employees for lifelong learning is to ask them what they want to learn. Appoint a team to identify and lead brown bag learning opportunities.

Lifelong Learning and Lifelong Teaching

The above ideas all involve your employees sitting back and learning, but you can also consider encouraging your employees to more actively pursue their lifelong learning by teaching a webinar or leading a lunch and learn. Not only will other employees benefit, but your employee will learn and understand their topic area even better if they are called upon to teach it.

It’s also good PR for your company if your HR manager offers a free webinar on FMLA to other HR managers. This builds your company as a brand of choice for potential employees. Consider this as an option when you develop your culture of lifelong learning.

Formal Education Has a Role in Lifelong Learning

Many forward-thinking companies that value employee lifelong learning provide tuition reimbursement programs that allow employees to obtain a degree or certification. These are popular with employees and can help your employees to gain knowledge and skills. They are the most expensive option, so if you want to help pay for this, make sure you tie the reimbursement to good grades and to retention.

The Importance of Lifelong Learning Outside of the Business

While your focus at work is always on the business, your employees have a life outside of work. Promoting learning can help them live happier and more fulfilled lives. As part of your benefits package, provide discounts for local museums or theaters and other learning opportunities. Support a monthly lunchtime book club. Expand your lunch and learns for any topic of interest. Learning about new topics and challenges is always good for employees, even if they're not directly related to the business.

SOURCE: The Balance

How to Brand (or Rebrand) Yourself for the Job You Want
How to Brand (or Rebrand) Yourself for the Job You Want

When you’re starting a job search, your goal is to make your credentials strong enough to get you selected for a job interview. Once you get to a job interview, you can sell yourself to the interviewer by confidently making the case that you’re an exceptional candidate. Before that though, what’s on your resume and cover letter is going to be the pitch that gets you picked for an interview.

One of the best ways to achieve that goal is to brand (or rebrand) yourself if necessary, so you’re a close match for the jobs you’re targeting. What does this mean? And how do you do it?

What’s in a Brand?

Branding (if you haven’t worked on creating a brand yet) or rebranding (if you’re considering a job or career shift), means deciding what professional path you’re on and tailoring your credentials, expertise, and what’s visible to network connections and prospective employees, to match that brand.

Tip: Your brand, besides showing what you’re capable of doing and where you’re heading, will show employers what you can bring to the table and how you will add value to their organization.

How to Get Started

The first step in creating or reinventing your brand is to determine what you want that brand to represent. What type of job would you love to have? Would you like a new job in a similar role or the same job in a different industry? If so, that’s a relatively easy brand update. If you’re looking for a career change, you’ll need to invest more time and energy into rebranding yourself.

Check yourself out. Google yourself and check the results before you start making any changes. You will want to see how the current information available about you reflects your professional persona, and ensure that it clearly reflects where you are in your career and where you want to go next. Look at it from the viewpoint of a hiring manager to see what narrative you are sharing about your achievements and aspirations.

Make a plan. It’s important to figure out how you’re going to get to where you want to be. Does your career need a makeover? Do you need new skills or certifications? Or can you tweak your brand and update it so it’s a fit for where you want to go next? Make a list of what you need to do before you get started. There are things you can do at your current job to position yourself for success in the next one. If your career needs a major overhaul, it will require more planning and a bigger investment of time.

Upgrade your credentials. Are you short on the skills you need to make a successful brand switch? If you can carve out some time, it can be easy to gain the skills you need to bolster your qualifications. There are many free and low-cost classes you can take to get the career skills you need. Once you’ve upgraded your skill set, take on some freelance projects to create a portfolio of skills related to your rebranding objective. You can add those skills to your resume and LinkedIn, and refer to them in your cover letters.

Be careful. As with a job search when you’re currently employed, be careful about the changes you make that are visible to your current employer. For example, if you’re working in sales, you don’t want your Twitter feed to be all about product development. Gradually mix in the new topics if you’re using social media for business purposes. Make sure “Share with network” is turned off while you’re updating your LinkedIn profile if you’re connected to current colleagues. If you make changes slowly and carefully, it’s easier to stay under the radar.

Create a Branding Statement

A branding statement is a short and catchy statement that encompasses what makes you a strong candidate for a job. Writing a branding statement can help you to capture the essence of what you want to accomplish in the next phase of your career. Taking time to write your own statement will help you to focus on what you want to accomplish with your branding or rebranding.

Add a Branding Statement to Your Resume

Adding a branding statement to your resume is a way to show employers how you can add value to the organization if you were to be hired. Don’t use the same branding statement every time you use your resume to apply for a job. If your branding statement isn’t a perfect match for the job, take the time to tweak it so it reflects the attributes the employer is seeking. As with all job search materials, it’s important to show the employer how you're among the best-qualified candidates for the job.

Update Your LinkedIn Profile

Also, update your LinkedIn profile. It doesn’t have to match your resume exactly, but it should be close enough to pass scrutiny because employers will check it. Take time to write a summary that’s informative, reflects your career interests, and will grab hiring managers' attention. 

Check Your Other Social Accounts Too

Is the message you’re sending to recruiters and networking connections consistent? When they look at each of your various public social media accounts will they get the same impression? Consistency is important when you’re using social media for career development. Using the same professional photo across platforms will help to build your brand.

Rebrand Yourself (Carefully)

When you’re thinking about a major job shift or a career change, rebranding might be in order. Rebranding is something you should do slowly and carefully if you’re currently employed. You don’t want to advertise to your current manager, other employees of the company, or clients that you’re rebranding your credentials and seeking new opportunities. That way you won’t jeopardize the job you have, and you can move on when you’re ready.


Making small changes over time will be less noticeable. For example, you could gradually change your LinkedIn profile by reworking some of your job descriptions to fit better the brand you’re aiming for. They should still reflect what you did at each job, but the focus can shift.


The headline section of LinkedIn is designed for short, descriptive text. Use that to highlight the skills you have that match your goals. Again, don’t get too far off-base from your current role if you’re employed. If you’re not currently working, you’ve got some more flexibility in how you write your headline.


Another option is to keep your LinkedIn job descriptions brief and vague. Instead of changing LinkedIn, you can tweak your resume to match better with each position you’re applying for. There won’t be a noticeable difference to current or prospective employers. There are small and simple, but very powerful changes that you can make that can have a big positive impact.

Use Your Cover Letter to Explain

What’s in your cover letter is between you and the hiring manager reading it. Employ your cover letter to tell the story of your career pivot. Write a targeted cover letterthat highlights your strongest accomplishments and assets that qualify you for the job, helping to convince the hiring manager that you’re well worth interviewing.

Start All Over Again

Rebranding your career isn’t a one-time deal. Technology changes, the economy goes up – or down, in-demand skills change over time, and most people’s career aspirations change along the way. The average person changes jobs 10 -15 timesover their career. Your career will most likely shift over time too.

As you gain additional work experience, take a course, or otherwise learn new skills, add them to your resume and LinkedIn profile. Tweak your job descriptions as you move forward so they reflect where you are going, as well as where you’ve been.

By making some slow and steady changes your rebranding will be a work in progress, and you’ll be able to use your brand successfully to boost your career.

SOURCE: The Balance

Using Decision Theory to Make Your Workplace More Efficient
Using Decision Theory to Make Your Workplace More Efficient

You’re familiar with Decision Theory (or Game Theory) whether you know it or not. You may have seen the movie A Beautiful Mind, about John Nash, who was a pioneer in this field. Or, you’ve probably discussed in a class or retreat the most famous decision theory case: The Prisoner’s Dilemma.

In the Prisoner’s Dilemma, you have two prisoners who have committed a crime together, but you don't have enough evidence to send them to jail for the term they deserve. The detective separates the prisoners and gives them options.

If neither prisoner confesses, both will go to jail for one year.

If you confess and your partner does not, you go free, and your partner goes to jail for ten years.

If you do not confess and your partner does, your partner goes free, and you go to jail for ten years.

If both of you confess, you both go to jail for five years.

So, what does the prisoner do? It depends on how much you trust your accomplice.

How Does Decision Theory Relate to Human Resources and Management?

If this doesn't seem to relate to management or Human Resources (at least most of the time you’re not dealing with police investigations), in reality, these are the types of decisions you make every day. Think about year-end raises. You have a total of $3,000 to divide between two employees. Here are some of your options.

Give the total amount to the star performer.

Divide the money evenly.

Give 75 percent to the star, 25 percent to the other person.

You can consider many ways to divide the money, but just like in the prisoner’s dilemma, you’ll experience the consequences of your decision. If you give all of the money to the better performing employee, you’ll probably keep that person happy, but you’ll damage the morale of the other employee.

If you split the money, 50/50, the star will feel like she’s worked super hard for no reason, while the less productive employee will see no reason to improve.

You have to strike a balance, and that’s where decision theory comes into play.

Decision Theory Requires You to Thoroughly Consider Your Options

The decisions you make should be logical—you should think through your options when you make choices. Sometimes you can use a decision tree to consider all of your options. Usually, these are yes/no options. You’ve probably seen funny decision making trees on the internet, but you can use them for a variety of practical decisions. They can help you sort through the what-ifs of any situation or decision.

For instance, if you are considering implementing a dress code, you can use a decision tree to help you determine what type of dress code will work for your business. Your decision tree would start like this:

Are your employees customer-facing in their jobs?

If yes, do the customers expect business dress?

If no, do you have safety issues?

You can work through the yesses, and no's to figure out what will work the best in your organization. If you determine that the employees are not customer facing and they have no safety issues, then open-toed shoes are appropriate for your dress code. If the employees are customer facing, but the customers don’t expect business dress, then you can go for a business casual dress code.

You may say that you can make these decisions without a decision tree, and it’s highly likely that you can. But, you'll be surprised how often companies don’t think through the yesses, and no's of a decision tree. It is how you end up with crazy policies that require IT people, who crawl on the floor to connect wires under desks, to wear suits. 

Or, you enable employees to wear open-toed shoes company-wide, rather than just in the office, when factory employees who work with products could easily break their toes.

Apply Decision Theory to Potential Personal Conflicts

Figuring out the consequences of each decision an employee makes is often tricky, but in this example from the news, going through the decision tree would have helped. A Starbucks in Philadelphia made the news when the manager called police on two black men who were sitting in the cafe and had not ordered anything. Her decision tree should have looked like this.

Have they ordered anything?

If yes, leave them alone.

If no, have you spoken to them?

If no, speak to them.

If yes, what did they say?

If “we are meeting someone here,” then check back in 15 minutes.

If “we are just hanging out,” remind them that they need to place an order.

If the manager followed this same decision tree with every person who sat at a table—regardless of their race, you would have seen a different outcome. Going through these thought exercises can help remove any biases that you may have—conscious or unconscious, from the decision making.

Decision theory has plenty of practical applications, and you can use it within HR and management to discover clear answers about what you should do in any given situation. Decision theory can help you explore the likely consequences of each action you take or decision you make.

It is helpful for everyone—your employees, customers, managers, and other stakeholders.

SOURCE: The Balance

Ways to Make More Money
Ways to Make More Money

It’s a fact of life that you can easily spend whatever you can earn. That’s truer than ever these days, when raises at most organizations average around 3 percent a year, while cost of living continues to rise.

If you find yourself needing to make more money, a new job might be the answer. But it’s not the only solution. There are a variety of different ways to up your earnings, whether it’s negotiating your present salary, asking for a promotion, adding a second job, or going freelance.

Which option is right for you? It depends on your circumstances – and preferences. If you love your job, but need more cash, a microjobmight be the answer. If you’re feeling stuck in your career, it might be time to see if you monetize your hobbies and turn one of them into a new full-time gig.

The first steps include determining how much you’re worth and evaluating which ways are best for upgrading your earnings potential. Then you can figure out what alternatives are right for you.

#1.  Are You Making Enough Money?

How much money is enough? Although it depends on your situation, there are several earnings earmarks that can help. Think about your salary in the context of peer earnings, your value on the job market, and your employer’s financial situation. Then, think about your benefits and perks. Would you want more money if you had to give up telecommuting privileges that you currently enjoy, or take less vacation, for example? It’s all about what’s important to you. 

#2. How Much Could You Make?

The next question is how much are you worth? Are you being paid appropriately for your skills, experience, and education, given where you live and what you do for a living? Salary calculators can help. Typically based on anonymous surveys, they’re much more reliable than asking your friends and coworkers how much they make.

#3. Before You Accept a Job Offer

When you’re considering a job offer, money certainly matters. However, the rest of the compensation package is important, too. Before you accept your next job, find out what to look for when evaluating job offers, how to determine the full value of the offer, and when it can make sense to turn it down.

#4. Get a Better Offer

Don’t assume that the first offer is final. Many (if not most) hiring managers expect candidates to negotiate during the offer phase. If you don’t, you could cost yourself hundreds of thousands of dollars over the course of your career.

Learn strategies you can use to get a better offer. Making a counter offer may up the salary to a point that’s acceptable to you. And even if the company can’t budge on money, you may be able to negotiate for benefits and perks that will save you money and improve your quality of life. 

#5. Ask for a Raise

Afraid to ask for a raise? You’re not alone. Most people are pretty uncomfortable talking about money, period, much less asking for more. But if you don’t ask, chances are that you won’t get the same pay as someone who’s willing to negotiate. Learn tips for asking for more money the right way, as well as what you should never say when you’re asking the boss for more money. 

#6. Get a Promotion

Another way to make more money at the job you have already is to work on getting a promotion. This one can take some time, because you will need to be a top employee who is considered promotable. You will also need to know about company policy regarding job promotions and to plan accordingly. 

#7. Find a Side Job

A part-time job can help you pay the bills and add new skills to your resume (which can lead to higher pay at your full-time job down the road). It can take some juggling, depending on the hours you work at your first job. However, employers are hiring part-time workers in record numbers and taking on a second job is a way to get some quick cash coming in. 

#8. Become a Freelancer

If you have the right skillset taking on some freelance clients is a way to boost your paycheck while maintaining flexibility. You can set your own schedule and work as many – or as few – hours as you’d like. Freelancing, if it’s right for you, can help fill in a wage gap and generate extra income. It may even lead to full-time freelance work, which (depending on your industry) could prove to be more lucrative than a full-time job as an employee. 

#9 Find a Work at Home Job

If you can’t raise your pay, cut expenses. Working from home can help you do that by cutting out an expense (and time-consuming) commute as well as any dry-cleaning bills and lunches out. You can telecommute on a full or a part-time basis. There are many different types of jobs you can do from home or wherever you happen to be.

You may even be able to line up a job as an employee, as many companies are moving to virtual offices to save on their own expenses. Another option is contract work where you get paid by the job or the project. Learn ways to find a work at home job, companies that hire remote workers, and where to find job listings.

#10. Make Money With Microjobs

Need a little extra money? Consider taking on some microjobs. They are one-time tasks that can be completed for a small amount of money, ranging from a few cents to a few dollars or more. There are no strings attached so you can work as little or as much as you want. There are microjobs available both in person and online, and there are many websites that list them. 

#11. Turn Your Hobby into a Career

You may be able to turn your hobby into paid earnings, at least on a part-time basis. There’s not much better than being able to do what you love and to make money at the same time. Find out if your hobby could become your next side job, and how to make a plan to make a living from your passion projects.

SOURCE: The Balance

Can You Get an Accredited Life Experience Degree
Can You Get an Accredited Life Experience Degree

If you are one of the 40% of undergraduate college students who are over age 24, you probably have at least some work experience and knowledge under your belt. Wouldn’t it be wonderful to transfer it into college credits or use it to avoid taking relevant courses? Think of your savings in terms of time and money. You could graduate in less than four years and possibly save several thousands of dollars in tuition.

Many people want to earn what is sometimes called an accredited life experience degree, a college degree based entirely on learning outside the classroom. The reality is most legitimate institutions of higher learning don’t grant degrees to students solely for their work experience. What most do, instead, is waive a few courses or grant a limited number of required credits to students who can demonstrate knowledge in particular subject areas. You will still have to take many college courses, but hopefully not any classes that teach material you have already mastered.

Many colleges offer a variety of options for students to earn credit for prior learning or may waive certain classes for those individuals. For example, students may take exams or submit portfolios to demonstrate their knowledge. Those who have taken courses through corporate training programs may use them as a substitute for related college classes. Individuals who have passed professional licensing or certification exams may also get college credit. Many institutions grant college credits to military service members for training both inside and outside the classroom.

This article will examine the various options that may be available to you.


Students seeking college credits for prior knowledge may opt to take an exam to prove learning outcomes. These are sometimes referred to as challenge exams. Some schools administer their own exams or students may take standardized tests.

College and University Administered Tests

Your institution or academic departments may administer exams that test whether you have mastery of the material covered in a specific course. The school or department may develop an exam for this purpose or it may use the final exam taken by students who have completed the class.

Rather than taking a test at your own school, you can instead sit for one offered by Excelsior College,  a New York State accredited institution. Many schools allow students to transfer the credits from these tests, called UExcel Exams. They are available in a variety of subjects typically taught at many colleges and universities. Prices vary.

Standardized Tests

The College Board and Prometric are two companies that between them administer about 60 exams-for-college-credit. Many institutions accept passing scores in lieu of taking courses but usually limit the number of exams a student can use. While you will have to pay to take an exam—unless you are an eligible member of the military—it costs much less than the over $1000 it can cost to take a single class at some colleges. It will take time and effort to prepare for an exam but it doesn’t come close to the number of hours you will have to spend in a classroom and the time studying and writing papers.

CLEP Exams are standardized tests that allow students to earn credit for introductory-level college courses in composition and literature, world languages, history and social sciences, science and mathematics, and business. The College Board administers 33 CLEP Exams. Not all schools grant credit for CLEP. Those that do may only accept some exams, and set minimum test scores and caps on the number of credits they grant per exam and in total. The fee for each exam is $87 (3/5/2019).

Prometric administers DSST Exams, which, like CLEP Exams, are also standardized tests. There are over 30 exams in a variety of broad subject areas including social sciences, math, applied technology, business, physical sciences, and humanities.  The cost of taking a DSST exam is $85 (3/5/2019).

Portfolio Assessment

Some institutions allow students to earn credits by submitting portfolios that demonstrate college-level knowledge in particular subjects. To take advantage of this option, you will typically have to take a for-credit course that will provide guidance on building your portfolio. There may also be an online option.

Upon completing it, you will submit your portfolio. The college or academic department will decide whether it adequately proves proficiency in the given subject.

Corporate Training Programs and Professional Licenses and Credentials

Many companies offer corporate training programs to their employees. While their goal is to have a highly competent staff, it also gives workers valuable tools they can take with them to other employers or use to earn a degree. The American Council on Education’s (ACE) College Credit Recommendation Service (CREDIT (R)) and the National College Credit Recommendation Service (NCCRS) make recommendations to colleges and universities about whether to grant credit for those courses.Non-traditional students who have licenses or other professional credentials may also be able to get their institutions to give them college credit or waive required courses.

Licensing agencies and credential issuing entities are among the organizations Credit(R) and NCCRS evaluate.Use The ACE National Guide to College Credit for Workforce Training to search for ACE’s credit recommendations for organizations, courses, and exams. Search the CCRS Directory for that organization’s recommendations.

Military Training

Many institutions, accept transfer credits for military service members’ training, education, and occupational experience. Active service people and veterans who are serving or served in the Army, Navy, Marine Corps, and Coast Guard should obtain a Joint Services Transcript (JST). The American Council on Education (ACE) evaluates military training and job experience and documents it on the JST, which contains credit recommendations, academic exam scores (CLEP, DSST, ACT, etc.), and academic coursework.Air Force members can earn an associate degree from Community College of the Air Force.

This institution partners with Air Force schools as well as civilian colleges and universities. It awards applied science degrees in 71 degree programs.

Current military service members may take, for free, CLEP or DSST exams. DANTES (Defense Activity for Non-Traditional Education Support), which provides education and career-planning programs to U.S. Armed Forces military members at no cost to them, funds only first attempts at these exams. Free online test prep is also available.

How to Get Your College or University to Grant Credit or Waive Courses

Talk to your advisor to learn about the options at your institution. Does it accept credit for prior learning and if so, through what channels: exams-for-credit, portfolio assessment, or credit for corporate training or professional licenses and credentials?

The best time to have this discussion is before registering for classes to avoid taking and paying for any unnecessary ones.

Find out what your next steps should be and what the associated fees are. For example, you may have to pay for an introduction to portfolio class or there may be an administrative fee to transfer credits.

If your school works with NCCRS or ACE, see if any corporate training programs, other courses, or exams you took are eligible by using The ACE National Guide to College Credit for Workforce Training or the CCRS Directory.

If your school accepts NCCRS’s or ACE’s recommendations, request the organization that sponsored the program send a transcript to your school’s registrar’s office so that it can be considered for credit.6. If your school does not work with NCCRS or ACE, you may still be able to use the organizations’ recommendations to make your case.

SOURCE: The Balance

How to Find a Part-Time Evening Job
How to Find a Part-Time Evening Job

Do you have a day job and are looking for a second job to earn extra money? There are a number of part-time evening jobs that can help you earn money while working a schedule that fits your needs or preferences. Learn how to find the right job for you, and check out a list of common jobs.

Benefits of a Part-Time Evening Job

There are a number of reasons why a part-time evening job might be ideal for you. If you tend to stay up late and sleep in, a night job might be perfect for your sleep schedule. It will allow you to do work when you feel most productive.

If you already have a day job, an evening job is a good way to earn some extra money during your free time.

A night job might also just work better for your current schedule. For example, if you have children that you care for during the day, it might make sense for you to find an evening job.

NOTE: Night jobs often pay better than similar day jobs, because not as many people want to work at night.

Another benefit is that night jobs often pay better than similar day jobs, because not as many people want to work at night. It's often the same scenario with weekend jobs.

Finally, many night jobs involve fewer interactions with people, since most people work during the day. If you like to work in an environment with fewer distractions and/or less human interaction, a night job might be perfect for you.

Types of Part-Time Evening Jobs

Customer Service Jobs:
Customer service jobs range from assisting shoppers at a store to answering customer questions over the phone. Many companies need employees to fill the evening and night hours. If you like to talk to people on the phone or in person and enjoy helping solve problems, this might be a good job for you.

Call Center Representative


Client Relations Assistant

Customer Care Manager

Customer Service Agent


Help Desk Worker


Retail Associate

Sales Coordinator

Driving Jobs:
If you enjoy driving in the evenings or at night, and enjoy solitude, you might consider a job as a delivery driver. Many companies need people to make deliveries late in the day or need people to drive through the night.

If you like to interact with people, consider a job as a chauffeur, taxi driver, or rideshare driver. These jobs often allow you to create your own schedule, which means you can choose to work at night.

Delivery Driver

Limousine Driver

Rideshare Driver

Taxi Driver

Truck Driver

Healthcare Jobs:
Interested in working in a hospital or clinic? Hospitals always need people who are willing to work evening and night shifts. Often, these positions pay more, because fewer people are willing to work them. Whether you are interested in working directly with patients or working on the administrative side of things, you can find an evening job in healthcare that is right for you.

Clinical Lab Technician

Home Health Aide

Licensed Practical Nurse

Licensed Vocational Nurse

Medical Assistant

Nursing Assistant

Hospitality Jobs:
The hospitality industry is a broad category that includes everything from jobs in hotels to restaurants to casinos to amusements parks. Many of these places are open in the evenings and require employees to cater to guests at all hours of the night.

While many of these jobs involve customer service, others require little interaction with customers.






Flight Attendant

Front Desk Associate

Gaming Dealer

Guest Services Associate



Valet Attendant


Security Jobs:
Many offices, event spaces, college campuses, hospitals, and more need security guards who are willing to work evening shifts. If you like working on your own, an evening security guard position might be the ideal job for you.


Campus Security Guard

Private Security Guard

Security Guard

Security Officer

Teaching Jobs:
While most teachers work a typical workday, there are many positions that involve teaching in the evening hours. For example, you might work as an evening tutor for students at a tutoring center or in an afterschool program. You might also teach a particular skill or activity to students (such as dance, music, etc.). If you specialize in a particular field, you might teach evening classes to students or to adults at a local university.

Adjunct Professor

Adult Education Teacher

Afterschool Teacher


Music Teacher

Online Teacher

Test Prep Teacher


Tips for Finding the Right Job for You

Think about what you want. Before you start searching for jobs, think carefully about what kind of job you want. In part, this means thinking about what kind of industry you want to work in. However, this also means thinking carefully about other factors. What window of time do you have available to work? Are you looking for a job for the early evening, or do you want a job that will have you working through the wee hours of the morning?

Once you have a sense of the type of job and the hours you are available, you are ready to start searching.

Search online. Most job search engines and job boards allow you to search by type of job. The advanced search options usually let you check off parameters like “part-time only” or even “night jobs.” Check out the advanced search options on your favorite job search site to see if you can narrow your search this way.

You can also search the phrase “night jobs” or “evening jobs” in the search bar on the job site. You can then narrow that search by adding other relevant keywords and by using the advanced search options.

Search locally. If you are looking for a job close to home, use a variety of methods to find local night jobs. For example, if there are specific local businesses you are interested in working for, visiting their offices and ask if they have any evening jobs available. Check your local newspaper for job listings.

Use your network. Like any other job search, you should use your network of colleagues, friends, and family to find a job. Send an email to friends and family telling them about your job. Update your LinkedIn profile. You might even reach out to contacts via your social media accounts. You never know who might know of a good part-time evening job for you.

Consider working freelance. Depending on your industry, you might consider freelancing. This is a great way to work from home, and it generally allows you to work your own hours (including evening hours). Jobs like writer, editor, virtual assistant, programmer, web designer, and more, can all be done freelance. There are apps you can use to find money-making gigs that you can work based on your availability.

Ask your boss if you can work evening hours. If you already have a job that you like, but are either looking for extra work or want to shift to night hours, ask your boss if you can make some changes to your schedule. Perhaps he or she will let you do some extra work at night, or will let you shift your hours.

SOURCE: The Balance

Sierra Nevada Beer Camp Open House
Sierra Nevada Beer Camp Open House

Allevity Recruiting & Staffing is currently looking for event staff to work the 2019 Sierra Nevada Beer Camp! Make some extra cash, get a free Sierra Nevada staff t-shirt, and become part of this fun annual event! You MUST BE 21 and able to work Saturday, May 4th and Sunday May, 5th, from 10:30am - 6:00pm. We are hiring for activities support, bartending, parking, and more! 

If interested, come by our office at 383 Connors Court, Suite A, Chico, on Thursday April 18th, anytime from 4:00pm - 6:00pm to speak with one of our recruiters and learn more about this great opportunity! If you're unable to attend call us at (530) 891-1955. 

We look forward to seeing you!


Step-By-Step Guide to Setting Career Goals
Step-By-Step Guide to Setting Career Goals

Choosing your career is one of the most important decisions you will ever make, one with far-reaching implications for your happiness, health, and financial status. It can be easier to do when you set career goals and put a plan in place to grow your career.

Many people aren't sure how to take charge of this process, letting chance factors such as a convenient job offer from a friend determine the focus of their career. As a result, the majority of workers are less than satisfied with their employment. Surveys indicate that as many as two-thirds of all employees are unhappy in their jobs. 

Although there are no guarantees, taking a deliberate approach to the career planning process can expose you to more options and increase the probability that you will find sustainable, and enjoyable, employment. The process for setting career goals in a thoughtful manner can be broken down into the following steps. 

Start With Self-Assessment

Taking stock of your interests, career values, skills, and personality traits can help you formulate your own criteria for a desirable career.

Consider a Coach. Meeting with a career advisor or counselor at your school, college, or in your community can help you reflect on your background and identify the cornerstones for your future career. 

Create a Career Profile. If you would rather proceed on your own, start by reviewing your academic and work history. Which courses, projects, jobs, internships, and volunteer roles were most satisfying and successful for you? Make a list of the activities that were most energizing, and where you had the greatest impact. 

Which are Your Top Skills? Ask yourself which skills enabled you to achieve that success. Then, consider which interests or values made the work meaningful or stimulating. Make a list of the strong skills that you also enjoyed using. Itemize any of your personality characteristics that made the activities feel natural for you. 

Creating a comprehensive assessment like this is a solid foundation that you can use to hone in on what type of career fits your personal interests and professional strengths.

Take Jane, a recent graduate who was struggling to visualize a career path that suited her. Jane reflected on her role as the social chair for her sorority and remembered that she coordinated some of the best parties, pledge activities, and fundraisers in the history of the organization. She really enjoyed leading a team of her peers, coming up with themes for events, organizing the logistics, and promoting the events.

As Jane conducted her self-assessment, she listed leadership skills, event planning, promotional ability, creativity, and detail orientation as key interests and skills in her personal profile. She also noted that her outgoing personality made her very comfortable in highly interactive roles.  

Brainstorm Career Options

The next step after self-assessment is brainstorming some options for consideration. Scanning resources that list a variety of career possibilities like the Occupational Outlook Handbook is one way to come up with a list of options worth investigating. 

There are many free online personality and career quizzes you can take to get ideas on what career would be a good fit for someone with your interests and qualifications.

You can also review websites that list a variety of job titles in order to build a hit list of career possibilities. Once you have some general sectors in mind, you can review top jobs in those categories, or you can search online by keywords like "careers in health care," for example, or whatever field you are interested in. Try to identify ten careers about which you are sufficiently curious to spend some time conducting further research. 

John had no idea what fields might be of interest to him. He started looking at the Occupational Outlook Handbook and found himself gravitating towards healthcare careers. He searched the internet for top healthcare careers and found a bunch of sites listing options.

John drew off these lists to fill out seven of the ten occupations on his brainstorming list: Nurse Practitioner, Physician's Assistant, Ultrasound Technician, Respiratory Therapist, Physical Therapist, Dental Hygienist, Occupational Therapist, and Nutritionist. John found that some sports careers also caught his eye. Since he wanted some diversity on his list, he also included Sports Marketing, Sports Reporter, and Sports Psychologist to broaden his options.

Research Your Top Career Choices

Once you have a tentative idea of some careers worth investigating, then you will need to research them in detail to further assess their suitability. Begin by reading about each of the fields on your brainstorm list. Look for information in online career information resources. 

Try Googling each field like this: "Career Information Physical Therapist." You will find that professional groups provide excellent sources of career information. Review the requirements for entering the field and make sure that you are prepared to complete any training, certificate programs or educational degrees which are required.

For your remaining options, the next step should be to conduct informational interviews with professionals in those fields. Reach out to college alumni, contacts in your personal and social networks, as well as local professionals to schedule in-person or telephone consultations. Here's how to get started with career networking.

Keep notes regarding what you have learned during your research and match it up against the list of interests, skills, and values which you generated during your self-assessment phase. Make a list of options which are still worth considering.

Try Job Shadowing to Get an Insider Perspective

If a field still holds your interest after reading about it and speaking with professionals in that sector, try to schedule a job shadow to observe the work and sample the work environment. 

Consider an Internship or Volunteering

If you are in a position to try out a field that is still of interest at this point, consider doing an internship or some related volunteer work.

Start the Decision Making Process

You should be prepared to make an informed decision at this point. List the pros and cons for each remaining option on a separate sheet of paper and weigh the choices. If you are still unsure, seek the assistance of a guidance counselor at your high school, a career counselor at your college, or a professional career counselor.

SOURCE: The Balance

Your Payroll Tax Responsibilities as an Employer
Your Payroll Tax Responsibilities as an Employer

Paying payroll taxes is one of the least fun activities of any business with employees. But taxes are a fact of life today, so it's best to just pay the taxes. But what payroll taxes must be paid, and when?

In this article, I'll review some of your major responsibilities for payroll taxes, including withholding federal income taxes and Social Security/Medicare taxes, sending these taxes to the IRS, and paying other employment taxes like unemployment tax.

What are Payroll Taxes? 

Payroll taxes (are those taxes you have to consider when you pay employees, so they depend on your payroll. Some of these taxes are withheld from employee pay, and others are your responsibility as an employer. The term "withholding" means that you are deducting these payments from employee paychecks, based on laws and regulations that require these payments to be made.

These taxes include: 

  • Withholding federal, state, and local income taxes from employee paychecks
  • Withholding FICA taxes from employee paychecks and paying an equal amount as an employer. 
  • Paying unemployment taxes based on employee pay. 
  • Paying amounts to state and federal worker's compensation funds, based on employee pay.

In case you wondered, the terms "payroll taxes" and "employment taxes" are basically the same. The IRS uses the term "employment taxes."

Your Business Responsibilities for Payroll Taxes

As a business with employees, you have certain important responsibilities relating to payroll taxes.

Your responsibility for withholding, reporting, and paying these payroll taxes is set by law. Not paying these taxes can result in extreme fines and penalties.

Having an understanding of these responsibilities will help you in making certain that you comply with the law. All employers must:

  • Collect information from employees on a W-4 form when the employee is hired, so you can withhold federal income taxes as the employee directs. It's not your responsibility as an employer to make sure the employee is having the "correct" amount withheld.
  • Withhold (take out) appropriate taxes from employees. These taxes include the federal, state, and local income taxes the employees must pay, FICA taxes withheld from employees and also paid by you as the employer. You as the employer must withhold the income taxes as the employee has designated in a W-4 form; FICA taxes are deducted as a percentage of gross pay.
  • Set aside funds for these payroll taxes, including both employer and employee portions of Social Security/Medicare, and employer liabilities for unemployment taxes and worker's compensation. These funds are called trust fund taxes, which means they are held in trust until they are required to be paid.
  • Pay the taxes to the appropriate agency. This includes both employee taxes and employer taxes. For example, you will pay both the federal income tax withholding and Social Security/Medicare amounts to the IRS. You must also pay the FICA taxes you collected from employees, along with your own portion of the FICA taxes as an employer.
  • Report tax owed to appropriate agencies and to employees, as specified by law. These reports include Form 941 - Employer's Quarterly Wage and Tax Report, and Form 940 - Unemployment Tax Report.
  • Provide other reports to federal, state, and local agencies as required. For example, you must report the employment status of all new employees.

Personal Responsibility for Payroll Taxes

Having a business, even a corporation, does not relieve company employees, executives, or owners from personal responsibility if payroll taxes are not paid. For example, if you are a single-member LLC, you are the sole owner of the business and you have personal responsibility for these taxes. You as the owner are still responsible.

If your business is a corporation, the personal responsibility is usually given to a top executive, who has the job of making sure payments and reports are sent on time.

Penalties for Non-payment of Payroll Taxes

The IRS says: 

Employers who do not comply with the employment tax laws may be subject to criminal and civil sanctions for willfully failing to pay employment [payroll] taxes.

Fines and penalties for failure to report and file are steep, even if the failure is not determined to be willful. 

How to Make Sure You Meet Your Payroll Tax Responsibilities

The best way to make sure that payroll taxes are withheld, accounted for, reported, and paid is to set up a system that works automatically.

First, set up a separate payroll bank account, so you can keep payroll-related payments and income separate from your general business accounting.

Then find someone to do your payroll:

  • Use payroll accounting software. Most business accounting systems have an add-on payroll accounting system. Find one that works for your business.
  • Outsource payroll to a service. Your accountant may be able to provide this service, or you can find a person or company that will personally handle your company's payroll, creating paychecks, putting money into a dedicated. Some
  • Use an online stand-alone payroll accounting application, like Gusto or Paychex.

Even a very small business with a few employees can benefit from having someone else take care of payroll tax responsibilities. Just remember that whoever does payroll and deals with payroll taxes, the responsibility is ultimately yours as the business owner.

SOURCE: The Balance

Top Paid Internships
Top Paid Internships

Paid internships not only provide the much-needed work experience that will make your resume shine, but they can also boost your bank account. They aren't all the same, however. Since employers, under U.S. law, are not required to pay interns any more than the minimum wage and don't even have to pay students who receive college credit or get the training they would otherwise receive in a classroom, you may be able to earn more working in the fast food industry. Internships also vary on the amount of training they provide.

What You Need to Know About Paid Internships

In addition to differences in pay and training, some internships provide better benefits to participants than others do. Employers may offer free housing or only relocation assistance, or interns may be entirely on their own when it comes to financing a move to a new city. Fringe benefits can range from outrageously generous to meager. Interns in some companies, especially those in the IT industry, receive free food and access to fitness centers at work.

*Important: Your major does not limit your options when it comes to choosing an industry in which to find a paid internship. Different industries hire interns to work in a variety of roles.

For example, companies in the entertainment, financial and banking, and consumer products industries all hire interns who have expertise in computer science and engineering, while the IT industry has internships for those studying business. Liberal arts majors, as well, can find opportunities in a variety of industries. Requirements differ by the employer. Some hire only students who are currently enrolled in college or graduate school while others also hire recent graduates. Some may stipulate a particular G.P.A.

(grade point average).

Internship pay typically varies by industry. For example, interns in the IT field can earn around $41 an hour, but those working in the Entertainment industry, even at the highest paying internships, may make as little as $10 an hour.

*Tip: If you aren't set on a future career in a particular industry, keep your options open. An internship not only will give you experience in a career field but also a taste of what it's like to work in an industry.

Here are the top paid internships in four prominent industries:


Mass Media and Entertainment

Banking and Finance

Consumer Goods.

They are included on this list not only because they pay well, according to data from, but also because the employers give interns responsibilities that mirror actual jobs with these companies. They afford them the opportunity to work on real-world projects while receiving valuable supervision from mentors, coworkers, and managers. Reviews from current and past interns published on were also mostly positive.

IT (including Internet, Software, Hardware, Cloud Computing, and eCommerce)

The IT industry had the highest paying internships and offered the most perks like free food, a free gym, and relocation assistance.


LinkedIn internships are available in technical, business, and creative roles.

Average Hourly Salary*: $41

Who Can Apply: Bachelor's and Masters-level students returning to an educational program after the program ends

Majors: LinkedIn has internship opportunities for engineering, computer science, psychology, anthropology, social science, marketing, and communicationstudents to name just a few.

Benefits: regular employee benefits; mentorship; relocation assistance

Locations: Interns work at LinkedIn's Silicon Valley headquarters or one of the company's other offices in the U.S. or around the world

More Information: LinkedIn Student Careers

What Do Interns Say About It?* Interns enjoy company benefits like free food and a gym. They also like having events geared toward them such as trips and a speaker series. Some complain there is a lack of communication about expectations and problems achieving work-life balance.


Facebook offers a variety of paid internships for students and graduates. From the company’s website: interns "contribute to real-world projects in their first week.” Other internship programs at the company include Facebook University and Facebook LATAM. Facebook University is an eight-week program for students from underrepresented communities. Facebook LATAM, the company's Latin America internship program, is based in Argentina and Brazil.

Average Hourly Salary*: $22

Who Can Apply? Some internships require a completed degree (bachelor’s, master’s, or Ph.D. and others require a degree in progress and may specify a graduation date)

Majors: Students who are pursuing doctorates in Industrial/Organization Psychology and Organizational Behavior; an MBA or undergraduate degree in business; undergraduate and graduate degrees in marketing, economics, statistics, computer science, mathematics, operations research, engineering, physics, and music can apply for internships at Facebook.

Locations: All Facebook locations in the U.S. and around the world

Benefits: regular employee benefits; one-on-one mentorship; housing assistance; consideration for permanent positions.

More Information: Careers

What Do Interns Say About It?* Most interns cite benefits and perks as the biggest pros of working at Facebook. They also enjoy the impact of their work and their colleagues. Some say it is difficult to maintain work/life balance and that expectations are too high for all workers, including interns.


VMWare creates software for companies. Interns get experience working on product development. 

Average Hourly Salary*: $39

Who Can Apply? Internships are available for students pursuing undergraduate and graduate degrees

Majors: Those working toward degrees in computer science, engineering, business administration, sales, finance, accounting, economics, law, and human resources will find suitable internships.

Locations: All VMWare locations in the U.S. and around the world

Benefits: one-on-one mentoring; networking events; speaker series 

More Information: VMWare Careers

What Do Interns Say About It?* Interns praise the great work culture, physical environment, flexibility in work schedule, and interesting work. Some voice dissatisfaction with a lack of supervision and free food that is available at other tech companies.


Apple offers summer internships, as well as co-ops during the school year. 

Average Hourly Salary*: $36

Who Can Apply? Applicants must be currently pursuing an undergraduate or graduate degree and planning to return to school after completing the internship.

Majors: Internships are available for students majoring in computer science, electrical engineering, and related subjects.

Locations: Work at the company’s Cupertino, California location and around the world.

Benefits: Paid housing

More Information: Jobs for Interns, Undergraduates, Grads

What Do Interns Say About It?* Interns praise the ability to work on projects independently, innovative culture, and abundant resources. Some complain about problems with work/life balance, and many say secrecy limits interaction with others.

Mass Media and Entertainment

In contrast to the IT industry, the mass media and entertainment industries have the lowest pay for internships, compared to the others covered here. Employers also tend not to be as generous with benefits.

Thomson Reuters

Thomson Reuters provides business, political, and general news. Internships are available in several disciplines including business and finance, technology, journalism, and sales. 

Average Hourly Salary*: $20

Who Can Apply? Applicants must be working toward a degree

Majors: There are internship opportunities for students majoring in journalism, communication, sales, finance, accounting, computer science, and engineering.

Locations: Interns work in Thomson Reuters offices around the world.

Benefits: Unknown

More Information: Thomson Reuters Careers 

What Do Interns Say About It?* Interns like the fast-paced work environment, exciting projects, environment, and mentors. Some do not like working in a cubicle all day and not having the opportunity to interact with other departments.


Disney is a humongous company that owns theme parks and resorts, television networks, movie studios, and retail stores. The company offers a variety of internships opportunities in their many lines of business. The Professional Internship (PI) program allows students to work in positions related to their college major at one of the Disney parks and resorts or a Disney-owned company like ABC, Marvel, ESPN, The Walt Disney Studio, or LucasFilm.

Average Hourly Salary: $18

Who Can Apply? Applicants to the Professional Internship Program must be enrolled in college or graduate school or must have graduated no more than six months ago.

Majors: Students in a variety of majors may apply for the DCP. Each professional internship has different requirements, but there are opportunities for hospitality, theater, animal science, engineering, marketing, illustration, animation, photography, graphic design, finance, accounting, communication, journalism, and biology majors, as well as those engaged in other areas of study. Culinary internships are also available.

Locations: Internships are in Florida, California, New York, Connecticut, and abroad.

Benefits: There is limited rental housing for professional interns. Disney interns may attend workshops and seminars. They get free park admission and discounts on resorts, dining, and merchandise.

More Information: Disney Internships & Programs Blog

What Do Interns Say About It?* Professional interns praise helpful and supportive mentors and good networking opportunities. Some complain about difficulty with work/life balance.

Warner Bros.

Warner Bros. is involved in all areas of entertainment and promises their interns will "gain knowledge about the industry from the inside while receiving hands-on experience.” 

Average Hourly Salary*: $14

Who Can Apply? Interns must be enrolled in college or graduate school.

Majors: According to Warner Bros., rapidly growing areas are video games and digital and new media, but there are also openings for finance and accounting, marketing, public relations, communication, business administration, law, animation, and film studies majors.

Locations: Internships are in the U.S. and United Kingdom.

Benefits: Unknown

More Information: Warner Bros. Student Internships

What Do Interns Say About It?* Interns enjoy working on real-life projects, the collaborative work environment, and events organized for interns. Some complain about a stressful workplace that makes work/life balance difficult while others have the opposite experience.

Finance and Banking

The finance and banking industry pays well, but interns may have to deal with more bureaucracy than they would in the other three industries.


BlackRock is an investment management firm headquartered in New York City. The company offers a ten-week summer internship program for soon-to-be college graduates that “mirrors life as an analyst at BlackRock."

Average Hourly Salary*: $28

Who Can Apply? Students may participate in the summer analyst program the year before graduation.

Majors: Unspecified

Locations: Internships are in the U.S. and abroad.

Benefits: Unknown

More Information: BlackRock Campus Recruitment

What Do Interns Say About It?* Interns are happy with the introduction to a professional work environment and exposure to different areas of the business. Some are dissatisfied with the bureaucratic environment.

J.P. Morgan

J.P. Morgan is an investment bank and financial services company with its headquarters in New York City. The company offers internships across all its lines of business.

Average Hourly Salary*: $25

Who Can Apply? There are positions for undergraduate and graduate students

Majors: Opportunities exist for finance, accounting, and mathematics majors.

Locations: There are internships in the U.S., Japan, China, Hong Kong, Singapore, and the United Kingdom

Benefits: Unknown

More Information: J.P. Morgan Student Programs

What Do Interns Say About It?* Interns say guidance is available if “they ask for it.” Some praise the standardized processes while others are unhappy with the bureaucracy and red tape.

Visa Inc.

Internships at Visa are from 10 to 12 weeks long. 

Average Hourly Salary*: $25

Who Can Apply? Current undergraduate or graduate students may apply for internships.

Majors: Visa has internships for students getting bachelor’s, master’s, or Ph.D. degrees in business, finance, human resources, computer science, and engineering.

Locations: Interns may apply for opportunities in the U.S., the United Kingdom, China, Singapore, etc.

Benefits: Social and networking activities; Global Intern Summit (two-day event)

More Information: University Recruiting at Visa

What Do Interns Say About It?* Interns give high praise for programs that allow them to connect with executives and each other. They enjoy having supportive coworkers but complain about processes being slow due to the size of the company. 


Mastercard has a summer internship program for bachelor’s, master’s, and MBA candidates. 

Average Hourly Salary*: $24

Who Can Apply? Applicants must be enrolled in school and have a 3.0 GPA.

Majors: Mastercard is looking for students who are majoring in business, international business, finance, accounting, computer science, math, and statistics.

Locations: Opportunities exist in the Missouri and Singapore offices.

Benefits: Activities for interns

More Information: Mastercard Summer Internships Programs

What Do Interns Say About It?* Interns like having autonomy, a friendly work environment, and the opportunity for growth. Few have anything negative to say. 

Consumer Goods, Including Personal Care and Household Products, Pet Products, and Food and Beverages

Companies that manufacture consumer goods vary in the benefits and programming they offer to interns.

Procter and Gamble

Procter and Gamble (P&G) produces a variety of personal and home care items across several brands. Interns work in all the company's function areas, including manufacturing, accounting, research and development, and marketing.

Average Hourly Salary*: $25

Who Can Apply? P&G hires interns who are earning associate, bachelor’s, and master’s degrees, as well as doctorates.

Majors: The company seeks talent in a variety of academic disciplines including chemistry, biology, engineering, sociology, anthropology, sociology, accounting, finance, economics, business, chemistry, physics, communication, journalism, and marketing.

Locations: Interns work in P&G corporate offices in Cincinnati and Boston, and manufacturing plants around the world.

Benefits: Relocation assistance, internship support network

More Information: P&G Internships

What Do Interns Say About It?* Interns are pleased they get to work on real projects while receiving constant support from managers and mentors. Some are not happy with their locations, particularly those outside the Cincinnati headquarters. They cite the lack of intern programming.


This food and beverage manufacturer hires interns for roles in eCommerce, finance, research and development, logistics and distribution, and manufacturing and production.

Average Hourly Salary*: $22

Who Can Apply? Current college students can apply for internships.

Majors: Although job announcements, depending on the role, specify a preference for majors like finance, accounting, engineering, food science, supply chain management, and business management, all state that "other majors will be considered."

Locations: Pepsico internships are located around the world including in the U.S. and Canada, Latin America, Asia, and Europe.

Benefits: Unknown

More Information: Student Opportunities at Pepsico

What Do Interns Say About It?* Interns love working on real projects with "great support from managers and other coworkers." They also enjoy the company culture. Few have anything negative to say.


Colgate-Palmolive manufacturers all sorts of personal, home, and pet care products. The company hires interns to work across all job categories.

Average Hourly Salary*: $20

Who Can Apply? Depending on the role, internship applicants must be currently enrolled or recently graduated from college or grad school and have at least a 3.0 G.P.A.

Majors: Internships are available in the following majors: computer science, computer engineering, IT systems management, economics, logistics, marketing, science, business, or economics.

Locations: Internships can be found anywhere this global company does business.

Benefits: Unknown

More Information: Colgate-Palmolive Student Opportunities

What Do Interns Say About It?* Colgate-Palmolive interns say they enjoy receiving support from superiors and the exposure to company leaders. Some say there are not many full-time entry-level job opportunities for them after graduation. 

*Average hourly salaries and reviews are reported by

SOURCE: The Balance

Allevity & Anderson & Associates Merger
Allevity & Anderson & Associates Merger

Chico, CA, January 28, 2019—Allevity HR & Payroll and Anderson & Associates Recruitment and Staffing are pleased to publicly announce the merger of the two companies into Allevity Employer Solutions.

Allevity HR & Payroll has been a leading force in providing employers with full human resource and payroll services; Anderson & Associates has been serving local employers with top level recruiting and staffing. Each has been in business for over 40 years, and have now come together to provide companies with a full suite of employer solutions.

Joy Anderson Kimball, Founder and President of Anderson & Associates, was ready to pass the baton. “Allevity was the best partner to continue Anderson’s 40+ year legacy,” Joy stated. “It’s been rewarding to see how well our companies have dovetailed. I’m very pleased to see the benefit we envisioned for our candidates and employers has come to fruition.” 

Craig Ahlswede, President of Allevity Employer Solutions, adds, “We believe having employees should be easy. We help our clients get there by being a true, dedicated human resource business partner. Joining forces with Anderson allowed us to become the only full-service, high-touch HR, staffing, payroll, and recruiting firm in the area. With over 40 years experience on each side of the business, we have the expertise needed to give our clients what they crave most—the freedom to do what they love.”

Contact: Lorraine Head

Phone: 530.891.1955


Allevity Employer Solutions serves the North State from San Francisco to the Nevada and Oregon borders. For more information, please visit

Allevity Employer Solutions provides our clients the freedom to do what they love. We are a full-service and high-touch HR, staffing, payroll, and recruiting company. We've been in business over 40 years, and pride ourselves in putting people first. Our mission is to be your best business decision. Visit

8 Tax Filing Strategies for Small Business Owners
8 Tax Filing Strategies for Small Business Owners

If you’re a business owner, then tax season can bring on a whole new set of tax-related challenges. Fortunately, there are a number of valuable tax filing strategies to maximize credits and deductions that can benefit a business owner.

The federal government levies four basic types of business taxes: income tax, self-employment tax, taxes for employers, and excise taxes. The IRS has a helpful Guide to Business Taxes that provides information on each of these taxes.

Determining what federal tax forms you need to file will depend on the form of your business.  Each form of business- sole proprietorship, partnership, corporation, S corporation, and limited liability companies- have specific sets of filing rules. When it comes to state taxes, your state tax requirements will also depend on the legal structure of your business. 

Many small business owners find comfort in working with a CPA or qualified tax professional. But if you feel comfortable enough to prepare your taxes on your own, then there are several great filing strategies to maximize credits and deductions that you'll want to be aware of.

8 Tax Filing Strategies

1. Claim the health care tax credit. You’ll want to speak to your CPA to make sure you’re eligible, but the health care tax credit can produce some savings. This credit benefits employers with fewer than 25 full-time employees that pay an average salary of less than $50,000 per year and pay at least half of employee health insurance premiums.

2. Deduct certain property. Known as Section 179 property, this deduction can include up to $500,000 of eligible business property. You can only deduct the full amount in the year your business began using the property, so it works well for those who have recently moved, or for business owners who acquired new property used for transportation, manufacturing, business, or research.

3. Deduct charitable contributions. Be sure to deduct any charitable contributions made by your business in 2015. Remember, contributions can also come in the form of volunteer expenses and stocks.

4. Pay attention to miscellaneous deductions. Out of town business travel, ATM card fees for your business, and even newspapers bought to conduct your business can be used as deductions.

5. Claim the work opportunity tax credit. If your business is eligible, this credit can be beneficial to your tax filing and is available to those who hire veterans, disabled people, and other disenfranchised groups. The credit amount can vary, but in general, you can receive up to 40 percent of the first $6,000 of qualified wages paid to a new hire from one of the target groups.

6. Claim a credit if your business provides child care expenses. If your business pays for your employees’ child care expenses, you can receive a tax credit. The credit is 25 percent of the expenses paid, up to $150,000 a year. In some cases, this is a better tax break for you than claiming your own child tax credit on an individual return.

7. Claim the pension plans startup cost credit. If you’ve just started a pension plan for your employees, you may be eligible for a credit. It’s limited to $500, but that can recoup the costs of starting the plan.

8. Deduct health care premiums. This doesn’t apply to group plans, but if you have an individual health plan and pay premiums out-of-pocket without a tax break, you might be able to claim those premiums as an income deduction.

Disclosure: This information is provided to you as a resource for informational purposes only. It is being presented without consideration of the investment objectives, risk tolerance or financial circumstances of any specific investor and might not be suitable for all investors. Past performance is not indicative of future results. Investing involves risk including the possible loss of principal. This information is not intended to, and should not, form a primary basis for any investment decision that you may make.

Always consult your own legal, tax or investment advisor before making any investment/tax/estate/financial planning considerations or decisions. 


SOURCE: The Balance 

Open House - Production Workers Needed
Open House - Production Workers Needed

Join us for an OPEN HOUSE. Production workers needed!

Tuesday, January 22, 2019

3:00-5:00 PM

383 Connors Court, Suite A, Chico

No appointment necessary.

Bring a resume to be reviewed and enjoy a confidential conversation with one of our recruiters.

We have a variety of positions to fill around the Chico area. Our recruiters are experts and will be able to answer any questions and concerns you may have.

All hiring will be done through us so please do not contact our clients.

Most of the companies we partner with require a background check and drug screen along with a stable work history. 

Employment Outplacement Services
Employment Outplacement Services

Allevity Recruiting & Staffing Outplacement Services

For all people and businesses affected by the Camp Fire, Allevity is offering our outplacement services at no cost. The emotional and financial loss experienced by those who are displaced without employment is significant. Our goal is to assist companies and individuals with support that improves the person’s chances of securing other employment, and provides information and resources for examining options, possibly even changing careers. We are a strong community, and during the rebuilding period we stand united, working together to keep people employed. This is our contribution to that effort.

Allevity Recruiting & Staffing provides the services listed below to assist displaced workers at all levels….

  • Individual career planning
  • Resume and cover letter writing (individual or class)
  • Interviewing skills (individual or class)
  • Job search plan
  • Building a personal brand and presentation
  • Network-building resources
  • Identifying/researching potential employers
  • Negotiating terms and accepting offers

Call or email and let’s start a conversation.

Lorraine Head, Vice President

(530) 891-1955

Proudly servicing our community for 44 years

Fall Newsletter - Allevity Recruiting & Staffing
Fall Newsletter - Allevity Recruiting & Staffing

Our fall newsletter is here! Take a look and be sure to save the date for the Employee Holiday Open House (details in the newsletter)!

Check out our newsletter here, and don't forget to subscribe to the future Allevity Employer Solutions newsletters. 

Employee Holiday Open House
Employee Holiday Open House

Join us on Friday Dec. 14th from 1-4 p.m. for our Holiday Employee Open House!

Come by our office for holiday treats and beverages and a chance to say "hi" to your favorite recruiter.

We look forward to seeing all of you! 

Help a Child Today
Help a Child Today

As a sponsor for the Boys & Girls Club of the North Valley, providing any sense of normalcy for the children of Paradise and the surrounding areas is a top priority. Donating directly to the Club versus third party groups will help a child TODAY.

Statement from BGCNV:

Our kids have lost their schools, their homes, their teachers, but they have not lost the Boys & Girls Club. With schools closed/destroyed and everyone displaced we are OPEN for them and that's why we need the direct support so that we can continue to support them, keep them connected to their mentors - we are the safe place they haven't lost.

Our kids just lost all the donors that care for Paradise kids and we need to keep some normalcy, stability and keep their staff/mentors and their Champions connected with them so that they have people who know them and can continue to care for them after they've experienced such horrific trauma. No other Chico group on the ground providing direct service has that relationship or has that ability. So please give to us because we are helping the kids RIGHT NOW keep their mentors/champions and we are keeping them together through their healing.

Follow the link to DONATE NOW.

Camp Fire Relief
Camp Fire Relief

We have all been impacted by the Camp wildfire even if not directly. All of us at Allevity Employer Solutions are thinking of you, and as a community business partner, our first priority is making sure our employees, clients, and their families are taken care of. Below are a number of resources immediately available to the community. Please let us know what we can do to support you during this recovery period. 

Allevity HR & Payroll contact information, please call (530)-345-2486.

Allevity Recruiting & Staffing contact us at (530) 891-1955.

General Information:

Butte County – Camp Fire Information; view Google doc here.

Evacuees can apply for FEMA Disaster Relief Financial Assistance; | 1(800) 621-3362 or 1(800) 462-7585


The California Employment Development Department (EDD) provides a variety of services to individuals and businesses affected by disasters in California;


Housing until November 29th through Airbnb for displaced neighbors and relief workers to help in the Camp Fire;​.

North Valley Property Owners Association and various other local non-profit groups have a site to help find housing for Camp Fire victims;

Families with Children:

The Boys & Girls Club of the North Valley will be opening up their Chico Ostrander ClubHouse and Chico Teen Center from 7:30 a.m. to 5:30 p.m. November 13th-16th (Tuesday-Friday) to club members only at no charge. They will be providing breakfast, lunch, snacks and dinner. Please contact Jessica Starkey at (530) 899-0335 x2204 and leave a message if you are in need.

Health & Safety: 

Air Quality safety and precautions during wildfires;

Volunteer Opportunities:

Caring Choices is coordinating volunteer sign ups;

5 Tips for Landing a Seasonal Job
5 Tips for Landing a Seasonal Job

With the holidays right around the corner, businesses are preparing for their holiday shoppers. This means they will be needing extra helping hands to keep things running smoothly during the upcoming months.

If you’re in need of a job on the fly or just want some extra cash in your pocket this holiday season, then you’re in luck. Seasonal jobs are a great way to build your resume, broaden your skills and experience, and possibly land a full-time position if the company needs additional full-time employees.

Here are some tips on landing a seasonal job:

1. Retail is where it’s at

There’s no hiding the fact that retail is the first option people think of when searching for a seasonal job. Retailers are hiring, so go apply. Now.

2. But… don’t forget to look beyond retail positions

Of course, all the major retailers will be hiring, but be sure to look a little further. Be on the lookout for organizations, such as catering companies needing staff for holiday events and parties. Package delivery companies are also in need of assistance this season. Take a look at  opportunities on the career sites such as UPS and FedEx.

3. Be a quick learner

During the application and interview process, alert your recruiter and hiring managers of your adaptation skills. Seasonal workers need to be quick learners since they are hired right before the busiest and craziest time of the year. Have examples prepared of experiences where you were able to efficiently work under high stress situations.

4. Flexibility is a necessity

Full-time employees have priority when it comes to the holiday hours, so expect to work on Black Friday and Christmas Eve. Attach your availability to your application that shows you can work the hours requested by the company.

5. Contact your local staffing agency

If there is an open job, recruiters are usually the first to know. Allevity Recruiting & Staffing works with clients in the Chico area that often need seasonal staff. Keep an eye out on our Facebook, LinkedIn and website for seasonal opportunities.

Allevity Employer Solutions Newsletter
Allevity Employer Solutions Newsletter

In case you missed it, we recently changed our name to Allevity Recruiting & Staffing after proudly joining with Allevity HR & Payroll. 

Our first company wide newsletter covers recent updates, announcements and upcoming events related towards our company: Allevity Employer Solutions! 

Check out our newsletter here, and don't forget to subscribe to the future Allevity Employer Solutions newsletters. 

Job Opportunity: Oktoberfest Staff Needed
Job Opportunity: Oktoberfest Staff Needed

OPEN HOUSE: Oktoberfest Staff Allevity Recruiting & Staffing is hiring for the upcoming Oktoberfest event at Sierra Nevada Brewery!

If interested please come by our office with a resume during our Open House on August 29th from 4:00-6:00 pm.

Make extra $$$ and get an Oktoberfest Tee Shirt!

We are hiring for: Food servers, bussers, ticket takers…and many more!

You must be at least 21 years old, and able to work the following schedule:

  • 2 hour orientation—September 27th 9:00-11:00am OR 5:30-7:30pm
  • Event—Sept 28th & 29th & Oct 5th & 6th Hours: 3:00-11:00pm 

(Hours may vary)

383 Connors Court, Suite A, Chico

Do NOT contact Sierra Nevada Brewing Co.

Announcement: We have a new name!
Announcement: We have a new name!

Since Allevity HR & Payroll purchased Anderson & Associates Recruitment and Staffing two years ago, our goal has been to continue providing valuable services to our clients and employees. We are proud to continue the legacy built over 40 years ago… putting people first!

We are pleased to announce we have joined together to become Allevity Employer Solutions. Our divisions are Allevity HR & Payroll and Allevity Recruiting & Staffing, a full-service, high-touch human resources, payroll, recruiting, and staffing firm, offering our clients an entire line of services under one company.

While many new services will be offered through Allevity HR & Payroll, there are several things that will not change within Allevity Recruiting & Staffing:

  • We will continue to provide the same full-service recruitment and staffing you have come to rely on for over 40 years.
  • We will continue to be at the same location, 383 Connors Ct., Ste A, and continue to use the same telephone number, 530-891-1955.
  • You will find the same familiar staff, dedicated to meeting and exceeding your expectations. Our goal has been, and will always continue to be, providing exceptional value and results to our clients and employees.
  • No products or services will be removed from either division of Allevity; instead, additional services will be offered that could benefit your company, including Payroll, Administrative Services Only (ASO), Professional Employer Organization (PEO), and Time and Labor Management (TLM).

If you would like to know more about Allevity HR & Payroll, please call 530-345-2486, visit, or ask your Allevity Recruiting & Staffing representative to put you in contact with an HR & Payroll team member who can answer your questions.

Allevity Employer Solutions wants to make having employees be easy, and our mission is to be your best business decision.

Thank you for the trust and loyalty you have shown. If you have any additional questions or concerns, please let us know.


15 Email-Etiquette Rules Every Professional Should Know
15 Email-Etiquette Rules Every Professional Should Know

US employees spend, on average, about a quarter of the workweek combing through hundreds of emails. Despite the fact that we're glued to our reply buttons, career coach Barbara Pachter says plenty of professionals still don't know how to use email appropriately. Because of the sheer volume of messages we're reading and writing, we may be more prone to making embarrassing errors, and those mistakes can have serious consequences. Pachter outlines the basics of modern email etiquette in her book "The Essentials Of Business Etiquette." We pulled out the most essential rules you need to know.

1. Include a clear, direct subject line.

Examples of a good subject line include "Meeting date changed," "Quick question about your presentation," or "Suggestions for the proposal."

"People often decide whether to open an email based on the subject line," Pachter says. "Choose one that lets readers know you are addressing their concerns or business issues."

2. Use a professional email address.

If you work for a company, you should use your company email address. But if you use a personal email account — whether you are self-employed or just like using it occasionally for work-related correspondences — you should be careful when choosing that address, Pachter says.

You should always have an email address that conveys your name so that the recipient knows exactly who is sending the email. Never use email addresses (perhaps remnants of your grade-school days) that are not appropriate for use in the workplace, such as "babygirl@..." or "beerlover@..." — no matter how much you love a cold brew.

3. Think twice before hitting 'reply all.'

No one wants to read emails from 20 people that have nothing to do with them. Ignoring the emails can be difficult, with many people getting notifications of new messages on their smartphones or distracting pop-up messages on their computer screens. Refrain from hitting "reply all" unless you really think everyone on the list needs to receive the email, Pachter says.

4. Include a signature block.

Provide your reader with some information about you, Pachter suggests. "Generally, this would state your full name, title, the company name, and your contact information, including a phone number. You also can add a little publicity for yourself, but don't go overboard with any sayings or artwork."

Use the same font, type size, and color as the rest of the email, she says.

5. Use professional salutations.

Don't use laid-back, colloquial expressions like, "Hey you guys," "Yo," or "Hi folks."

"The relaxed nature of our writings should not affect the salutation in an email," she says. "Hey is a very informal salutation and generally it should not be used in the workplace. And Yo is not okay either. Use Hi or Hello instead."

She also advises against shortening anyone's name. Say "Hi Michael," unless you're certain he prefers to be called "Mike."

6. Use exclamation points sparingly.

If you choose to use an exclamation point, use only one to convey excitement, Pachter says.

"People sometimes get carried away and put a number of exclamation points at the end of their sentences. The result can appear too emotional or immature," she writes. "Exclamation points should be used sparingly in writing."

7. Be cautious with humor.

Humor can easily get lost in translation without the right tone or facial expressions. In a professional exchange, it's better to leave humor out of emails unless you know the recipient well. Also, something that you think is funny might not be funny to someone else.

Pachter says: "Something perceived as funny when spoken may come across very differently when written. When in doubt, leave it out."

8. Know that people from different cultures speak and write differently.

Miscommunication can easily occur because of cultural differences, especially in the writing form when we can't see one another's body language. Tailor your message to the receiver's cultural background or how well you know them.

A good rule to keep in mind, Pachter says, is that high-context cultures (Japanese, Arab, or Chinese) want to get to know you before doing business with you. Therefore, it may be common for business associates from these countries to be more personal in their writings. On the other hand, people from low-context cultures (German, American, or Scandinavian) prefer to get to the point very quickly.

9. Reply to your emails — even if the email wasn't intended for you.

It's difficult to reply to every email message ever sent to you, but you should try to, Pachter says. This includes when the email was accidentally sent to you, especially if the sender is expecting a reply. A reply isn't necessary but serves as good email etiquette, especially if this person works in the same company or industry as you.

Here's an example reply: "I know you're very busy, but I don't think you meant to send this email to me. And I wanted to let you know so you can send it to the correct person."

10. Proofread every message.

Your mistakes won't go unnoticed by the recipients of your email. "And, depending upon the recipient, you may be judged for making them," Pachter says.

Don't rely on spell-check. Read and reread your email a few times, preferably aloud, before sending it off.

"One supervisor intended to write 'Sorry for the inconvenience,'" Pachter says. "But he relied on his spell-check and ended up writing 'Sorry for the incontinence.'"

11. Add the email address last.

"You don't want to send an email accidentally before you have finished writing and proofing the message," Pachter says. "Even when you are replying to a message, it's a good precaution to delete the recipient's address and insert it only when you are sure the message is ready to be sent."

12. Double-check that you've selected the correct recipient.

Pachter says to pay careful attention when typing a name from your address book on the email's "To" line. "It's easy to select the wrong name, which can be embarrassing to you and to the person who receives the email by mistake."

13. Keep your fonts classic.

Purple Comic Sans has a time and a place (maybe?) but for business correspondence, keep your fonts, colors, and sizes classic.

The cardinal rule: Your emails should be easy for other people to read.

"Generally, it is best to use 10- or 12-point type and an easy-to-read font such as Arial, Calibri, or Times New Roman," Pachter advises. As for color, black is the safest choice.

14. Keep tabs on your tone.

Just as jokes get lost in translation, tone is easy to misconstrue without the context you'd get from vocal cues and facial expressions. Accordingly, it's easy to come off as more abrupt that you might have intended. You meant "straightforward"; they read "angry and curt."

To avoid misunderstandings, Pachter recommends you read your message out loud before hitting send. "If it sounds harsh to you, it will sound harsh to the reader," she says.

For best results, avoid using unequivocally negative words ("failure," "wrong," or "neglected"), and always say "please" and "thank you."

15. Nothing is confidential — so write accordingly.

Always remember what former former CIA Director David Petraeus apparently forgot, warns Pachter: Every electronic message leaves a trail.

"A basic guideline is to assume that others will see what you write," she says, "so don't write anything you wouldn't want everyone to see." A more liberal interpretation: Don't write anything that would be ruinous to you or hurtful to others. After all, email is dangerously easy to forward, and it's better to be safe than sorry.


SOURCE: Business Insider

4 Ways to Keep Employees Happy Without Breaking the Bank
4 Ways to Keep Employees Happy Without Breaking the Bank

You’ve probably heard that happy employees are more productive and engaged at work. But, many companies still aren’t focused on internal employee satisfaction. Why is that? For starters, we’re all busy. And the thought of needing to budget for yet another expense is off-putting for many organizations. However, not working to make employees happy can end up being even more expensive, as turnover and training new hires adds up. Actually, it costs about 33% of a worker’s annual salary to hire a replacement.

You may not be able to create an entire team dedicated to making sure your employees are happy, but you can take small steps towards increasing overall engagement and satisfaction. What are some ways your organization can show employees that you appreciate them without breaking the bank? It may be easier than you think.

  • A little means a lot. When is the last time you took a look at your dress code? Surprisingly, casual dress is a perk that a lot of people would love to have in the workplace. Do you allow schedule flexibility or remote options? This is another small way that you can make employees feel valued at little or no cost to your organization.
  • Professional development is key. Do you hire with the mindset that an employee will stay in their position for a while and then leave? Or do you hire with the desire to keep and promote them? Creating promotable pathways and offering professional development opportunities are instrumental to keeping employees engaged and motivated.
  • Don’t just listen, take action. Are you hearing from a number of employees that something needs to be improved? Whether it’s a process, policy or something as simple as changing the brand of soap in the bathroom, taking employee feedback and making an actionable plan to address it speaks volumes.
  • Team bonding goes a long way. Don’t have the budget to throw big parties and celebrations? Take a day and volunteer together to get out of the office and build team relationships. Make bonding outside of work a regular part of your culture.

Unhappy and disengaged employees actually cost your company money. With just a little extra thought and a few small changes, you can create a company culture that makes people excited to come to work every day.

SOURCE: Amber Zeeb, Aya Healthcare

4 Steps to Take Before You Apply to a Job
4 Steps to Take Before You Apply to a Job

When searching for a job, most people are eager in applying to anything and everything in hopes they land a position. This method can get messy and it is usually a waste of your time and effort. Let’s take a step back and strategically plan your upcoming job search. Here are 4 steps to take before you submit your next job application!

1. Establish a Career Objective

  • The first step is to identify your personal skills and abilities. What are you good at and what do you like to do? A job should reflect your interests, personality and values!
  • Use that piece of paper you paid thousands of dollars for! If you have a degree or certificate, then search all of the possible jobs that you are eligible for with your skills and knowledge.

2. Prepare Job Search Tools

  • Now you are ready to prepare all the materials you would need to apply to an available job position. These materials include: resume, cover letter, references, letters of recommendation and portfolio (if applicable).
  • It is best to have multiple people look these items over to check for any typos or errors.
  • Be sure to save a digital copy of these items for ease of access and editing. Most applications are done online so having that digital copy will save you time in the future.

3. Find Hiring Companies

  • Your next step is to search for jobs that align with your goals and match your skill set.
  • LinkedIn, Indeed, Glassdoor and Craigslist are great websites to start your job search.
  • Also, if you have a few companies in mind that you think you would enjoy working at, stay up to date on their job openings through their website.
  • Utilize recruiting agencies: Allevity Recruiting & Staffing select candidates from their database that have the required skills for their available job positions.

4. Network (Social and Face-to-Face)

  • Don’t get us wrong, it’s definitely WHAT you know, but WHO you know is a huge help too.
  • Take account of your existing network and reach out to anyone you think could help with your career goals.
  • Sometimes it’s easier to network backwards. Start with a job of interest and using LinkedIn, find out who you’re connected to who knows someone in the company who can refer you (LinkedIn).

Follow these steps and you are ready to start applying! Good luck and be sure to fill out our online application for an easy way to kick-off your job hunt.

5 Questions Every Manager Should Ask Their New Hires
5 Questions Every Manager Should Ask Their New Hires

Successfully onboarding a new hire is critical for any company. The faster a person can get up-to-speed, the faster they can start meaningfully contributing and returning the investment the company put into them.

And, there’s one simple thing every hiring manager can do to make onboarding a great experience - take the new hire for casual coffee meetings throughout their first 90 days. In these meetings, the manager can ask the five following questions to find out two crucial things: how to you can improve the new hire’s integration into the company and how you can improve your onboarding process next time.

1. Is the job/team/company what you expected?

This is actually a question that is more about the hiring process than the onboarding process.

The goal for the recruiter and the hiring manager during the hiring process should be to paint as realistic a view as possible of the position, so people have a full understanding of what they are walking into. This ensures the right people are attracted to and ultimately get the job that’s offered.

If a new hire says the job they are hired for is different from the job they thought they accepted, it’s a major red flag. Hopefully, the answer to this question is yes, but if it isn’t, it’s definitely worth looking into what you’re doing wrong during the hiring process.

2. Is anything about your role, the team or company still unclear?

The purpose of onboarding is to make the employee feel like they are part of the company, understand their role, and learn how they can be successful. So, if a month or two in they still don’t understand things about the team or the company, it’s an opportunity to give them some valuable information, while also remembering to explain things more clearly during future onboardings.

3. As your manager, what specifically can I do to make your transition easier?

The key to this question is it’s actionable. By asking for specific action items, you’re far more likely to get a helpful response.

You can use this list to help out the new hire and future hires. And, it also shows your commitment to working with them to improve their own performance.

4. What are you enjoying most about your role?

Be sure to bring up a positive topic by asking the new hire what they enjoy about the role.

Once you know what the person enjoys (which is usually also what they are good at), you can start evolving the role around their strengths. After all, many companies jobs are rarely set in stone – if there is something the new employee excels at, it makes sense to let them do more of it.

5. Do you feel like you know your co-workers well?

Collaboration is critical in today’s business world – it’s the engine that drives eloquent solutions to complex problems. Of course, it’s hard for someone to be collaborative if they don’t know or feel uncomfortable around their colleagues, so it’s worth making a real effort to introduce new hires to the people around them.

Some people are more introverted than others and take a longer time to open up. Don’t feel like you have to rush it, as all you’ll do is make them more uncomfortable.

But, what does make sense is giving new hires the opportunity to come out of their shell. You can do this by bringing them into discussions during team meetings and setting up lunches with people they should form relationships with.

Final thought

The first few months of any new job is often a stressful time for an employee, as they try to adjust to a new role and make a good impression on their new colleagues. The problem is, most new hires are reticent to cite what they need to thrive, as they can see it as looking weak or complaining.

By having casual meetings with new hires and asking them these five questions, you get a better understanding of what they need to excel. That drastically reduces the amount of time it takes them to start really showcasing the skills you hired them for.


SOURCE: Paul Patrone, LinkedIn

Spring Clean Your Professional Life
Spring Clean Your Professional Life

Spring is here and it’s time to tidy up a bit. If you have been struggling to find a job or are open to new opportunities in your work life, then these professional spring cleaning tips will help you get a fresh start in your job search!

1. Clean up your resume

An outdated or “old-fashioned” resume can be spotted in seconds by a recruiter or hiring manager. If you still have an objective, references, or an old graduation year on it, then it’s time to refresh your resume. If you have switched jobs since your last resume update, be sure to add that along with all of the skills and accomplishments you have achieved from that position. Maybe you haven’t changed jobs but you’ve received a promotion or worked on some unique projects, feel free to add anything you’ve learned that you think would be valuable to a future employer.

2. Renew your cover letter

Cover letters are tough, but they don’t have to be. It is always best to have a draft of a generic cover letter highlighting your best hard and soft skills. After that draft is completed, customize the letter to a specific job position and company. Make sure whoever is reading the letter (recruiter, hiring manager) is certain that the letter was written for them, and no one else. The cover letter should not just be about you, it should be about what you can do for the company.

3. Tidy up your wardrobe

Look good feel good, right? It’s time to put away the jackets, sweaters and scarves. Bring out the bright and spring colored polos and blouses that will make you stand out in an interview! There are a few things to always keep handy in your closet, regardless of the season: a pair of fitted black slacks, a white button up or blouse and a pair of professional shoes. If you are in search of interview attire, try saving a few pennies by shopping the deals. T.J. Maxx, Ross and even local thrift stores are your best bet on finding inexpensive clothing that will help you look sharp during your next interview.

4. Simplify your inbox

Yes, you with the 1,568 unread emails in your inbox… delete, delete, delete. If you are receiving dozens of promotional and spam emails a day, go through and unsubscribe from those senders to reduce the number of emails you receive in the future. This will allow you to use your email for more professional purposes, and it will lessen the chance of missing an important email amongst all the spam. Category folders in your inbox are a great way to organize your professional, personal and promotional emails.

5. Spruce up your workspace

Having a clean and organized desk is one of the best ways to accomplish something productive, whether that's researching jobs online, writing in your journal, making a to-do list, etc. A desk shouldn’t be a place you dread sitting or standing at, so take the time to make it a pleasant setting. Another tip, add some greenery to your work space to help reduce stress. Visit your local farmers market this weekend and grab a succulent plant or a batch of flowers to add to your desk. You would be amazed how refreshing it is to work at a neat desk!

Nearly Three in Four Employers Are Affected by a Bad Hire
Nearly Three in Four Employers Are Affected by a Bad Hire
  • The average cost of one bad hire is nearly $15,000; average cost of losing a good hire is nearly $30,000
  • Two in three workers say they have accepted a job and later realized it was a bad fit, half of these workers have quit within six months
  • 75 percent of workers say they're loyal to their current employer, much less (54 percent) say they feel their company is loyal to them

When it comes to costly workplace mistakes, few carry as hefty of a price tag as making a wrong hire. According to a new CareerBuilder survey, companies lost an average of $14,900 on every bad hire in the last year, and it's a common mistake — nearly three in four employers (74 percent) say they've hired the wrong person for a position.

The survey was conducted online by Harris Poll from August 16 to September 15, 2017 and included a representative sample of 2,257 full-time hiring managers and human resource professionals and 3,697 full-time workers across industries and company sizes in the U.S. private sector.

"It's important to note that there's a ripple effect with bad hires. Disengagement is contagious — poor performers lower the bar for other workers on their teams, and their bad habits spread throughout the organization," said Rosemary Haefner, chief human resources officer at CareerBuilder. "The best thing hiring managers can do is put in the time and effort on the front end to make sure they have the best available pool of applicants for every job opening. And, just as importantly, have good procedures in place for evaluating candidates."

When asked how a bad hire affected their business in the last year, employers cited less productivity (37 percent), lost time to recruit and train another worker (32 percent) and compromised quality of work (31 percent).

What Makes a Bad Hire

  • How do you know if you've hired the wrong person? When asked what made them think they had made the wrong decision, employers who have made a bad hire said:
  • While the candidate didn't have all the needed skills, thought they could learn quickly: 35 percent
  • Candidate lied about his/her qualifications: 33 percent
  • Took a chance on a nice person: 32 percent
  • Pressured to fill the role quickly: 30 percent
  • Had a hard time finding qualified candidates: 29 percent Focused on skills and not attitude: 29 percent
  • Ignored some of the warning signs: 25 percent
  • Lacked adequate tools to find the right person: 10 percent
  • Didn't do a complete background check: 10 percent
  • Didn't work close enough with HR: 7 percent

Overall, this is how employers categorize someone as a bad hire:

  • The worker didn't produce the proper quality of work: 54 percent
  • The worker had a negative attitude: 53 percent
  • The worker didn't work well with other workers: 50 percent
  • The worker had immediate attendance problems: 46 percent
  • The worker's skills did not match what they claimed to be able to do when hired: 45 percent

Workers Have Regrets, Too

Employers aren't the only ones making regretful decisions. Two in three workers (66 percent) say they have accepted a job and later realized it was a bad fit, and while half of these workers (50 percent) have quit within six months, more than a third (37 percent) have stuck it out. Workers who said they had taken a job only to realize it's a bad fit said they noticed their mistake based on toxic work culture (46 percent), boss' management style (40 percent), job didn't match what was described in the job listing and interviews (37 percent), and a lack of clear expectations around the role (33 percent).

Don't Let the Good Ones Go

While the cost of hiring the wrong person can be high, the cost of letting a good worker go is even higher. According to employers, the average cost of losing a good hire was $29,600 this year. And while 75 percent of workers say they're loyal to their current employer, much less (54 percent) say they feel their company is loyal to them, and nearly a third (31 percent) say they are likely to change jobs in the next year.


SOURCE CareerBuilder

Are you effected by the skills gap?
Are you effected by the skills gap?

Skills Gap: What is it?

Every day, Americans are placed in positions where they are under qualified in various types of skills. There is an empty void in the relationship between the skills job seekers have and the skills employers need. This is called the skills gap.

A recent survey by ASA Workforce Monitor showed that 50% of U.S. adults are unaware of the term “skills gap.” Once the term was defined, 28% stated that they knew someone who had been affected by the skills gap and 14% had been affected personally.

The skills gap often negatively affects job seekers in the following ways:

  • Few job openings exist for the skills they have
  • They don’t possess the right skills for desired jobs
  • They have to get supplementary training to keep or get a job

A report by the Manufacturing Institute found that nearly 3.5 million U.S. manufacturing jobs will open over the next decade, but the skills gap will leave 2 million of those jobs vacant.

“The gap between workers’ skills and those needed by employers is a key reason for why millions of individuals are unemployed despite millions of open jobs,” Richard Wahlquist, ASA president and chief executive officer.

Who is responsible for the skills gap?

There is an education issue resulting in a mismatch between the skills taught in the U.S. and labor pressure in the job market. From a continuation of the ASA Workforce Monitor survey, nine out of 10 Americans believe high schools and colleges need to do more to develop employable graduates. Students need to be learning skills that directly meet the needs of 21st century jobs and that can be executed immediately after graduation.

Another factor widening the skills gap is technology. The workplace environment is rapidly changing and technology is constantly outpacing worker’s knowledge. New technologies require a specific set of skills that schools, often times, don’t teach. Companies are struggling to find workers who are equipped with the skills to use the new technologies or that can adapt quick enough to make the most of the new technology.

Businesses who do not offer skills trainings are setting themselves up for failure. Trainings and development programs are necessary to keep employees engaged and up to date on their skills and knowledge within the company and industry.

How to bridge the gap?

  • Keep In Touch With the Educators: Employers and human resources representatives should report to the education system the skills they are looking for in their employees. This communication will provide teachers and professors with specific objectives to teach students in order for them to successfully enter the workforce.
  • Internal Training Programs: All businesses should offer some sort of skills training for their employees. These trainings can improve employee knowledge on the services the company provides and technology the company uses.
  • Self-Reflection and Self-Training: Individuals have a personal responsibility to continually update their skills that way they can keep up with the ever-changing labor force. Take an online course, participate in free trainings, read a book about a relevant industry, get a certification, attend a work-related conference, etc., these are all ways that job seekers and employees can refresh their skills to have a competitive edge in the job environment.

Let us help:

There is a clear correlation between training and skills, so this is an opportunity for staffing and recruiting agencies to step in and help companies effectively and quickly place candidates in the correct positions after a careful analysis of the skills they possess.

Recruiters are trained to look beyond the resume when making a hiring decision. They have learned to analyze candidate’s traits beyond what is written on paper: personality, attitude, punctuality, communication, etc. They know how to properly place a candidate in the right position based on their provided soft and hard skills.

The recruiters of Allevity Recruiting & Staffing are able to identify the specific needs of a client (employer) and the positions they are looking to fill and carefully compare those to the hundreds of candidates in our robust database. Ultimately, one of our recruiters will strategically narrow down a handful of potential candidates that can meet the needs of the client so there isn’t a skills gap restraint. 

10 Job Related Websites You Should Start Using
10 Job Related Websites You Should Start Using

Whether you are looking for a new job or trying to replace the one you have now, these are 10 sites you should be using to job hunt or expand your knowledge on the career you want!

  1. LinkedIn: If you haven’t created a LinkedIn account, it’s about time you do! LinkedIn is the largest professional social networking site with an estimated 500 million members throughout 200 countries. The best part is that it is free to create your account and complete your profile with your past work history and current resume.  LinkedIn will allow you to expand your network significantly by joining groups and discussions on a variety of interesting career related topics. Check out our LinkedIn company page here!

    Pro tip: Remember to upload a photo! LinkedIn profiles with a photo get 21 times more profile views and 36 times more messages than a user with no photo.
  2. Indeed: Speaking from personal experience, I’ve found many of my past jobs posted through Indeed. This website has a Google-like search engine that can sort job posts by location, industry, experience and salary. Indeed allows you to create a profile and post your resume for companies and headhunters to view. This is a simple and easy to use site that can help you find your next job!

    Pro Tip: Sign up for automated Job Alerts! Indeed will email you daily updating you with information on the newest jobs that are posted! Customize your search for job titles, keywords, companies, and location!
  3. GlassDoor: Do research on a company before applying with them! Glassdoor is a free and easy to use website that allows its users to research job positions, salaries, company reviews written by past or current employees, even example interview questions! New users can sign up through an email address, Facebook or a Google+ account. Glassdoor uses a “give to get” model meaning you must submit a past work place experience to gain full access to other company profiles. But even if you choose not to submit an anonymous report on your past workplace, you still have access to every company's overview report.

    Pro Tip: Check out this awesome article Glassdoor posted back in February on 27 Tough Job Interview Questions. Would you be prepared to answer these questions?
  4. Brazen Careerist: This website is a chat-based event platform that connects recruits to job candidates, current students to successful alumni, and organizational members from one continent to another. Brazen Careerist allows you to showcase your resume and follow real-time updates from your favorite members and chat directly to them! If you are an employer or a recruiter looking to hire or seeking work or collaboration, Brazen Careerist might be for you!

    Pro Tip: Check out Brazen Careerist: The New Rules for Success, the ebook! Written by business advice expert, Penelope Trunk, this book was written to help the X and Y generations succeed on their own terms in any industry. Click here to check it out on Amazon.
  5. Upwork: Calling all freelance workers, especially any web or app developers, designers, writers, sales or marketing experts, this site is for you! Complete your profile, search for projects and respond to client invitations! Anything you can do on a computer can be done through Upwork! Note that Upwork does charge freelancers a service fee depending on the total amount they’ve billed with a client.

    Pro Tip: Check out more on how Upwork really works by watching these beautiful created Customer Stories short videos.
  6. TheMuse: Find everything you need to succeed from dream jobs to career advice! The Muse offers job searches, career coaching,courses and advice forms! This website claims to be the only online career resource that offers a behind-the-scenes look at job opportunities with hundreds of companies, original career advice from experts and access to career coaches that offer private and personalized career support.

    Pro Tip: The Muse will connect you with a mentor, coach or master coach within 24 hours of signing up! Find out the differences between the three here.
  7. Dailyworth: This website was created to empower women and guide them through everything from money, careers and business. Founder of Daily Worth, Amanda Steinberg, created the website to bring a fresh voice and an outsider’s perspective to personal finance. DailyWorth’s newsletter currently reaches more than 1 million subscribers to date, and growing!

    Pro Tip: Sign up for Daily Worth’s Newsletter to receive updates on articles posted and new website content. Click here to learn more.
  8. JobisJob: This website was established in 2007 and has since expanded throughout Europe, Africa, Asia/Pacific and the Americas. It included a standard job search of over 4 million plus jobs posts. All offers featured on this site are hosted on their original webpages, meaning JobisJob drives high-quality potential applicants to your site and deliver clicks that convert.

    Pro Tip: JobisJob offers a geographic hot spot tool that shows where the most thriving job markets are located. Check out their top locations here.
  9. Snagajob: Looking for part time gigs or specific hours to work? Snagajob is perfect for finding that side-hustle or short-term contract. Snagajob claims to be America’s #1 hourly marketplace, with over 75 million registered hourly works and 300,000 employer locations. Get connected with your next part time position in minutes!

    Pro Tip: Still not convinced on using Snagajob? Check out their website statistics and see if that will change your mind!
  10. Gigwalk: You can make some extra cash while also building a professional profile? What a time to be alive! Gigwalk is a mobile app, available for both iOS and Android, that helps you find small “gigs” in your area. Once you create an account and link your PayPal account your ready to find gigs. This app allows you to find gigs on your own time and create your own work schedule. Once you’ve completed a gig your performance score will rise, increasing your chance of being selected for high-paying gigs!

    Pro Tip: Still have questions on how Gigwalk works? Click here to watch a video on how to successfully use Gigwork for you!
How Staffing and Recruiting Firms Can Help Recent Grads Find Employment
How Staffing and Recruiting Firms Can Help Recent Grads Find Employment

You’ve graduated from college and probably received your diploma in the mail by now. The “struggle was real” with school, but now you face an even bigger challenge... Applying that shiny new degree towards getting a real job in the “real world”.

It isn’t uncommon that college graduates struggle to find their dream jobs right out of school. According to Time magazine, three to nine months is the average amount of time it takes for new college grads to land a job. However, by working with a staffing and recruiting company  that offers temporary, temporary to hire, and direct hire opportunities can significantly change that average.

Here is a list of reasons why staffing and recruiting firms can benefit your long term job search.

Is your resume looking a little sparse? Never experienced having a real job before?

Landing a temporary job in your industry is a wonderful way to gain experience while also filling in those gaps on your resume. Even if the job isn’t in your specific field, you will still gain experience relevant to the job you eventually see yourself having!

No matter what position you end up with, the position will still challenge you to work harder towards finding the job you want. You will still be held responsible with  juggling multiple tasks and working with others while on the clock. These skills are highly valuable and will transfer throughout your career.

Some of the best positions available are never publicly listed. You can search far and wide on job sites and never come across your perfect job post. Many of these “perfect” jobs you are desperately trying to find are only filled through word-of-mouth. This can make it difficult for someone right out of school to find those hidden gem positions.

However using a staffing and recruiting firm will introduce you to a whole new world of people- people who have definitely been working in the “the real world” a lot longer than you! By introducing yourself to a new crowd, you are given the chance to make a good first impression. This is the time to show off your work ethic, problem solving skills, and people skills to potential employers. Working with a firm  like Allevity Recruiting & Staffing is the first step to building trust, trust that can get you a job!

Even if a staffing and recruiting firm doesn’t offer a position in your field, the odds of you coming into contact with people within that industry are high. If you accept temporary work , it’s crucial to make that extra effort to get to know who you are working with and form relationships. These relationships may end up helping you find out about that unadvertised position that may just be perfect for you!

Waiting for that Dream Job
Wait, you have to start your student loans payments 5 months from now? Maybe your parents have been dropping hints a little extra lately saying things like “how’s that job search going?” and “the bills aren’t going to pay themselves!”. After having the freedom of living on your own while at school, becoming dependent on your parents to help you during your “post-grad” period can get old really fast.

That need for a steady paycheck may lead some people to jump on any job they can get their hands on. Once they’ve taken that position, they can get stuck. Leaving too soon may leave a bad impression and finding the time to search for a job is a lot harder.

However going to a staffing and recruiting firm and applying for a temporary job will allow you the time and ability to search for your dream job. The paychecks will keep your water running and your student loans in check until you find the right position. Plus, the flexibility of a temporary job means that you have a better chance of planning out a day of interviews when you need to.

Temporary to Hire
Companies will turn to staffing firms for many reasons. Some are only looking to hire seasonally and just need extra help during that time. Others are looking to fill a position because the current employee is on temporary leave. The third reason for most temp to hire positions is due to an employee leaving and the company wanting to see how the candidate will work in the position before committing to hiring them.Doing well in this role highly increases your chance of being hired and becoming a valued part of the client company team.

In some cases, if the employer is impressed with a temp’s performance they can go so far as creating a new position at the company. Hard work pays off and if you are offered a brand new role, you are already on your way to starting your career in the direction you want to go.

Working with a staffing and recruiting firm has a million upsides for recent grads who are just beginning to feel out the working world. At a temp job, you’ll learn about life in the office and get the information that will help you decide where you want to be later on in your career. If you are graduating soon or just got out of school, look up staffing and recruiting firms near you. It’s a chance to get your bearings in the workplace and jump start a successful career.

Your Chances are Higher when Getting Hired if you already have a Job
Yes, you read that correctly! According to a report on NPR, employers reported feeling more comfortable hiring someone who is already working. They claim that these candidates look more responsible and some even go as far as believing there might be “something wrong with you” if you apply without a current job.

Lucky for you, you have just graduated! If your main focus was getting through school, many employers will understand that. But until you find that dream job, checking out your local staffing and recruiting firm can broaden your horizons.

When you list your current staffing and recruiting firm as your employer and share the skills you have acquired, you will find that you look a lot better than an applicant who has an employment gap after graduation.

How do Staffing Services Work?
How do Staffing Services Work?

Staffing and recruiting firms, like Allevity Recruiting & Staffing offer companies (client) and candidates (employee) an array of options. Direct Hire-if a company wants to hire a candidate directly, temporary if the company needs to fill a role for a project or specific time frame, and temporary to hire if the client company has long term needs.

Staffing firms vary from company to company and  will service an array of industries. For example, AARS provides staffing for a variety of industries including but not limited to: Administrative/Clerical, Finance & Accounting, Professional, Industrial, Manufacturing, Healthcare, and Executive.

Our process is outlined below:

  1. Clients contact AARS with positions-Temporary, Temporary-to-Hire and Direct Hire that need to be filled.
    Our recruiting strategy is to identify and source the best candidates for our clients. For this to happen, it is important that we take the time to get to know our clients by conducting a business analysis. Once we have a good grasp on what the client needs, we launch a search for highly qualified candidates.
  2. AARS collects and narrows down applicants then reaches out to qualified candidates.
    Utilizing a number of recruiting strategies including our robust database,online resources, and referral network,we begin searching for candidates. Candidates are screened thoroughly for the following: required skills, level of experience, and cultural fit for the client work environment.
  3. Building a 360 degree view of candidates for the position.
    Once we have narrowed down our search AARS conducts comprehensive behavioral based interviews, evaluation testing (if applicable) and any pre-employment requirements such as drug or background checks. Thorough reference checking is complete before we place any candidate on assignment or on a direct hire position.
  4. Placing and compensation of new employees.
    Once our employee’s hiring process is complete, they can start working for our client. Here at AARS we are the employer of record for all temporary and temporary to hire employees and are responsible for all payroll and payroll related costs, including unemployment, and workers compensation insurance.

Staffing Firm Fast Facts

  • According to the American Staffing Association, more than 90% of companies within the US use staffing firms.
  • More than three million temporary and contract employees work for America’s staffing companies during an average week.
  • During the course of a year, America’s staffing companies hire nearly 15 million temporary and contract employees.
  • 49% of staffing employees say it’s a way to get a permanent job.


The Most Common 50 Interview Questions
The Most Common 50 Interview Questions

When it comes to the interview process, research and preparation for the interview can often times determine your chances of making it to the next step. One of the best ways to get ready for a job interview is to practice your responses to the following common interview questions. Remember that the best investment is you –take the time to be prepared.

1. What are your strengths?
2. What are your weaknesses?
3. Why are you interested in working for [insert company name here]?
4. Where do you see yourself in five years? Ten years?
5. Why do you want to leave your current company?
6. Why was there a gap in your employment between [insert date] and [insert date]?
7. What can you offer us that someone else can not?
8. What are three things your former manager would like you to improve on?
9. Are you willing to relocate?
10. Are you willing to travel?
11. Tell me about an accomplishment you are most proud of.
12. Tell me about a time you made a mistake.
13. What is your dream job?
14. How did you hear about this position?
15. What would you look to accomplish in the first 30 days/60 days/90 days on the job?
16. Discuss your resume.
17. Discuss your educational background.
18. Describe yourself.
19. Tell me how you handled a difficult situation.
20. Why should we hire you?
21. Why are you looking for a new job?
22. Would you work holidays/weekends?
23. How would you deal with an angry or irate customer?
24. What are your salary requirements?
25. Give a time when you went above and beyond the requirements for a project?
26. Who are our competitors?
27. What was your biggest failure?
28. What motivates you?
29. What’s your availability?
30. Who’s your mentor?
31. Tell me about a time when you disagreed with your boss.
32. How do you handle pressure?
33. What is the name of our CEO?
34. What are your career goals?
35. What gets you up in the morning?
36. What would your direct reports say about you?
37. What were your bosses’ strengths/weaknesses?
38. If I called your boss right now and asked him what is an area that you could improve on, what would he say?
39. Are you a leader or a follower?
40. What was the last book you’ve read for fun?
41. What are your co-worker pet peeves?
42. What are your hobbies?
43. What is your favorite website?
44. What makes you uncomfortable?
45. What are some of your leadership experiences?
46. How would you fire someone?
47. What do you like the most and least about working in this industry?
48. Would you work 40+ hours a week?
49. What questions haven’t I asked you?
50. What questions do you have for me?

Hiring tips to find the right employee for your company
Hiring tips to find the right employee for your company

To hire the right person for the job, you need to look past candidates’ resumes and cover letters and learn more about them as people. Employees need to have the skills and experience required to do the job, but they also need to fit in with the company culture and be willing to take direction and handle challenges as they come.

Focus on the candidate’s potential.

Nothing is more important in a new hire than personality. While having the right skill set may seem essential, the fact is, skills can be acquired, but personalities cannot. Consider soft skills — like interpersonal skills, communication skills, thought processes and emotional intelligence — because they matter.

Check social media profiles.

Like most employers, you probably already make it a point to do a background check (including at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee. How that person behaves on social media is a good indication of what kind of person the individual is and how your prospect might fit into your company’s culture.

Fit the personality to the job.

A candidate’s personality is another really important factor to consider. The kind of person you hire depends on the culture of organization and the type of job. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type. And just because a person seems like the right fit for your company, doesn’t mean that person is the right candidate for the job you have open. You have to make sure that the employee you hire is up to the task.

Ask the right kinds of questions.

If you ask someone why they left their last job and they blame someone else, it’s important to follow up with another question. If they continue to blame external forces for their problems, you may want to look for another employee.Make sure you have a few “behavioral” based questions prepared. These questions can tell you a lot about “predictive” behavior patterns and a candidate’s drive and ambition. This is important in helping you understand how the person works, and whether or not your prospective employee will grow with your business.

Let candidates interview you, too.

Don’t be the only one to ask questions. To help determine if your prospective candidate has the right personality for your particular job, it’s important to help that person understand the company’s work environment.It’s important to be open and honest about what it’s going to be like to work for your company. You want to give a realistic preview of the work environment.

Allowing prospective employees to interview you for a change will give you a chance to see what’s important to them. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them — and that’s just as important.

Another tip is to get your employees involved in the hiring process.

To ensure the candidate is the right fit for the company and the company is the right fit for them, each candidate should meet with at least two other staff members individually. If a few employees have concerns, it’s likely they aren’t the right fit for the organization.

Know that not all hires work out.

You’re only human, so even after following all these tips, it’s entirely possible that you might still make a bad hire. If you have tried to solve whatever issues have arisen as a result of a new hire, and your attempts have failed, it’s okay to let the person go. After all, you want an employee who is going to add to your company culture, not make it worse.

Say “Yes” to the Cover Letter!
Say “Yes” to the Cover Letter!

A unique cover letter differentiates you from other candidates. It is a statement that says, “I’m interested in working at your company and here are the reasons why you need to contact me.”  You don’t want to miss an opportunity to market yourself. Effective cover letters explain the reasons for your interest in the specific organization and identify your most relevant skills or experiences.

Below are tips to follow when preparing your cover letter:

  • Personalize it with a name-if you don’t have one, try researching the company website, LinkedIn or Google for the information.
  • Never address it “to whom it may concern.” Use “Dear Hiring Manager “or “Human Resources.”
  • Don’t write a “letter” use bullets and strong sentences stating your unique abilities-keep the length to a few paragraphs with an opening and     closing statement.
  • Consider using a success statement that illustrates how you accomplished a project or earned a promotion and how that translates to the job you’re applying for.
  • Be professional, with correct spelling and grammar.

Even if your cover letter isn’t read, it shows you went the “extra mile.” As the saying goes, you don’t get a second chance to make a first impression.