How Do You Print Reports for the Unemployment Office

How Do You Print Reports for the Unemployment Office I just got this question from a user: How do I print out a list of the jobs I have entered?  I have a meeting with the unemployment office and they are requiring me to bring my records on paper.  Go figure. Go figure, for sure This is pretty easy to do.  The report you can get to by following the instructions below can be used for UI claims as well as to send to an accountability partner (aka, coach). Step 1: Get to the Log Entries and Action Items Report.  You can do this by clicking on the word Logs (from the main menu) or mouse over Reports and click on the link: Step 2: Check what is displaying in the blue box.   By default we show you everything, but we remember any customizations you make.  Im guessing youll want to change what is showing just click the Change link to filter down what you want to see (and print out): Step 3: Yeah, I knew you would want to change something.  At the very least you will likely want to narrow down the date range that you show you dont want to print everything right?  You can filter this down very nicely (like, check the Jobs box and uncheck the other four): Step 4: Click to print.   Once you click Change, and you see the filtered results, click on the Actions button and from the dropdown, click Print Log Entries and Action Items.  This will bring up the print dialog, and you should know what to do from there This is a great report! How Do You Print Reports for the Unemployment Office I just got this question from a user: How do I print out a list of the jobs I have entered?  I have a meeting with the unemployment office and they are requiring me to bring my records on paper.  Go figure. Go figure, for sure This is pretty easy to do.  The report you can get to by following the instructions below can be used for UI claims as well as to send to an accountability partner (aka, coach). Step 1: Get to the Log Entries and Action Items Report.  You can do this by clicking on the word Logs (from the main menu) or mouse over Reports and click on the link: Step 2: Check what is displaying in the blue box.   By default we show you everything, but we remember any customizations you make.  Im guessing youll want to change what is showing just click the Change link to filter down what you want to see (and print out): Step 3: Yeah, I knew you would want to change something.  At the very least you will likely want to narrow down the date range that you show you dont want to print everything right?  You can filter this down very nicely (like, check the Jobs box and uncheck the other four): Step 4: Click to print.   Once you click Change, and you see the filtered results, click on the Actions button and from the dropdown, click Print Log Entries and Action Items.  This will bring up the print dialog, and you should know what to do from there This is a great report!

On the Job by Anita Bruzzese How to Boost Your Creativity

On the Job by Anita Bruzzese How to Boost Your Creativity Getting a team to boost their creativity can begin with something as simple as asking them to look differently at their socks. It begins with asking each team member to take the most boring socks they own, then write creative or fun on each one. This is what Scott Berkun refers to as creative defiance, or making something interesting out of something boring. Berkun, author of The Dance of the Possible: The Mostly Honest Completely Irreverent Guide to Creativity says that creativity isnt something youre born with its just making interestingchoicesevery day. Thats something we all do, whether its choosing how to arrange a desk or deciding what to wear to work. I think that it probably the biggest misconception that being creative is something magical and something youre born with, he says. Thats not true. Its usually about finding a solution to a problem. Another barrier to unleashing team creativity is that too many team members and their leaders are so focused on being more efficient that they cannot allow themselves to simply think and explore new paths. Creativity is rarely efficient. It always involves taking chances and trying things that might work but might not, he says. He explains that another obstacle to creativity is that weve been taught that there is one right answer, and it can be achieved with the right formula. That might work for math problems, but not when it comes to ideas, he says. Berkun offers someideason how leaders and their teams can increase creativity: Start a journal.The act of preserving your ideas is critical because humans (read more here)

5 Hidden Examples of Recruitment Discrimination

5 Hidden Examples of Recruitment Discrimination Most employers and recruiters are well aware of the obvious no-nos when asking questions of potential recruits and would be offended at the suggestion that discrimination could play any part in their decision making. Overt discrimination, such as not hiring someone because of their gender, has become a lot less common over recent years. Having said this, in the UK Brexit has seen an unwelcome upsurge in nationality and race related harassment and unpleasantness generally in workplaces since the referendum result in June, and may well have already affected a number of hiring decisions in the months since. Subconscious bias is still an issue in many businesses, and for that reason, in many recruitment processes. This means that whilst hiring decisions may not appear discriminatory on the face of them, the underlying reasons for the short listing and selection of candidates can still be tainted by discrimination as a result of in-built prejudices and preconceived ideas, as indeed can the process of identifying a job vacancy and its content in the first place. Legal action Applicants who are unsuccessful in a recruitment process have few avenues of legal redress â€" unless they believe that they have been subject to discrimination. Where this is the case, they are entitled at law to pursue a claim for discrimination and compensation, even though they have never worked for the employer in question. When doing so, they will typically refer to all aspects of the recruitment process which they consider to have disadvantaged them, in order to build a picture of the employer as generally discriminatory in approach. The introduction next year of mandatory gender pay gap reporting, the focus on the progression of women to senior and board roles across all business sectors, and the continued pressure to address overall diversity, mean that many businesses are actively seeking to recruit a more diverse workforce with a composition and skillset that reflects society and better serves their customer base. To do this however, they need to be alive to the risks of discrimination that can arise at every stage during recruitment. What do employers need to be watching out for when designing a recruitment process? 1. Preconceptions regarding the advertised role Who is responsible for deciding the content of the advertised role? Is the job an existing position or newly created? If it is an existing job, is it being described in the way it always has been? Was it filled previously by a Monday to Friday 9-5.30pm male of a certain age? If so, what are the chances that it will be filled again by someone fitting the same spec? It is inherently tempting â€" and easy to recruit replacements in the same mould as the departing employee. If the job is a new position, is it being described in the same way as other existing jobs? Has any thought been given to how its design and description could attract job applicants with different skillsets and backgrounds â€" for example job share partners and those who prefer not to work full time, or who may not be able to do so as a result of caring and other responsibilities but who may well have significant experience in the field? Putting off or excluding these people from consideration may well mean ignoring the skillset and knowledge bank of women, those with caring responsibilities, or those of a particular age â€" all of whom have protection at law from discrimination. 2. Discriminatory ad language It’s been well documented that the language of adverts and recruitment campaigns, as well as the visuals used â€"particularly where they purport to represent the make-up of the workforce, can powerfully reflect the underlying intention of the hiring business. Certain phrases and desired attributes are more likely to appeal in particular to one gender or another. For employers who genuinely wish to attract the widest pool possible, real care and attention should be paid to the way in which positions are advertised and depicted, so that applicants do not self-select out of the process from the start. 3. The risks of automated recruitment processes Many businesses rely on recruitment portals to increase efficiency in the process â€" but such systems are not immune from discrimination risks â€" not least as they are invariably designed and programmed by humans, with their inbuilt biases and prejudices. Where the details requested from candidates and the system design do not allow for the realities of human careers such as career gaps to be taken into account, then the potential services of those who have taken family leave, had a career break for other reasons, or experienced a serious illness or disability, will be lost. The same applies where the system does not allow the applicant to offer any context around their application, or explain why they have the potential to do well in the role, despite not having some or all of the requested experience. 4. The interview and selection process â€" the risks Many claims for discrimination at the job application stage succeed because employers are unable to defend their hiring decision â€" due often to a failure to take minutes of the interview, or to record the steps taken in the selection process. This is particularly important where the short-listing process means that a number of candidates are under review. Remembering in a tribunal hearing some months or years after the event, why a particular hiring decision was made can be difficult if not impossible without the benefit of notes. The lack of a written record also allows a claimant to argue that in the absence of any other non-discriminatory reason for their rejection, their race, gender or other protected characteristic must inevitably have been taken into account. This is also a good reason for always interviewing in pairs (at least) so that whilst one person asks questions, the other can be noting down the responses. 5. The job package Many packages are designed taking into account a candidate’s salary expectations and hopes, which will inevitably be based to a degree on their current or past earnings. Given the on-going gender pay gap it is not unreasonable to assume that a woman will base her expectations on a salary package that may historically have been unfairly lower than a man’s in a comparable position in any event. Paying her only at her expected level simply because that is all she has asked for, rather than at the level the new role commands will perpetuate this problem and do nothing to address the on-going gender pay gap. Furthermore, it will store up potential pay gap reporting problems for the new employer in the future. Whether recruiting decisions are made by people, or computers programmed by people, there will always be a risk that inherent biases and preconceptions will affect the decision making. However, with careful planning and thought, there is much that employers can do to address this risk up front â€" and recruit the right people to best service their business. About the author: Marian Bloodworth is an Employment Partner at Kemp Little LLP.

Choosing a Career

Choosing a Career If you’re a recent high school graduate, or even a sophomore or junior in high school, now is the time to take a look at your career path. While picking a career this early in life is tricky, and many people change degrees during college or even after, it’s a good idea to get a sense now of where you’d like to end up. Career fairs and pamphlets have likely been a recent addition to your life, and the pressure is on to make a decision. For now, sit back, relax, and try to think without that sense of pressure. For you, knowing what career to take may be a gut sense. Or, it may be a very carefully calculated decision. No matter how you decide, you can’t make a choice when stressed, so take a minute to focus on something relaxing. What do you love to do? Take a minute to think of it. Do you get excited about the human mind, human relationships? Do you get excited about engines? While you might still think “do what you love” means starving in a creative career, you can do what you love while still working a practical job. No job ends up being the way it looks on the surface. A job that looks fun from here could be stressful and mundane in its day-in, day-out execution. A job you haven’t considered before may, in its daily tasks, be exactly what you love. Think about what kind of things you could do all day long. Work with your hands? Talk to people? Work with numbers? Fill your mind with the things you enjoy. Once you’ve spotted a few, write them down and think about them over the following week. What careers do they suggest? If you love working with your hands, an ASE Automotive Certification might be right for you. If you love talking to people, consider a career in sales, or as a physical therapist. If you love the human mind, consider psychology or education. Something as simple as puzzles might be pointing you towards a career in engineering or surgery. No matter what career you choose, know that you can always switch paths later. If, after all your thinking, you’re still unsure, you can focus on gen eds your first year at college, giving yourself more time to figure it out. Whatever path you end up on, your career is your future adventure, and you’ll be able to find something you love. Who knows? Five years from now you may be on a flight crew, with your own flight crew bag tags proudly displayed on your luggage. Choose wisely, and choose loosely. We can’t always prepare for what life brings us, and your ultimate career might surprise you.

Uber - What Baby Boomers Need to Know [Guest Post] - Career Pivot

Uber - What Baby Boomers Need to Know [Guest Post] - Career Pivot Uber â€" What Baby Boomers Need to Know Copyright: alexeyboldin / 123RF Stock Photo The sharing economy has taken the world by storm over the past few years. 1 in 5 Americans use it, and it will account for over $300 billion in economic activity in the coming decade. Thispopularityis thanks mostly to the juggernauts of the sharing economy â€" Uber and Airbnb. Previouslywe discussed the merits of Airbnb, and how Baby Boomers can leverage this platform to earn supplemental income. Today, we want to shift gears to Uber, because it also holds significant income potential for Baby Boomers. In a recent article, in fact, Inc.com discussed how Boomers are embracing the sharing economy and questioned whether driving for Uber is “the new retirement.” Think the sharing economy is only a playground for Millennials? Think again.According to research by Emergent and Intuit, 18% of sharing economy workers are over the age of 55. This study also notes that “the number of older Americans seeking [this type of] work will likely continue to grow.” Specifically for Uber, approximately 25% of all drivers are over the age of 50. Plus, being a Millennial I can say this, we are total slackers, you can do better than us. Kidding…sort of. As you will see, driving for Uber can be an amazing way to supplement income, stay social, and be a small business owner in what NextAvenuerefersto aptly as ‘unretirement’ years. More:Read the entire Sharing Economy Series on Career Pivot Uber for Baby Boomers: An Introduction Uber has been at the center of the sharing economy debate for the past few years. Is it a taxi service? Are drivers employees? Should they be licensed with taxi medallions? All of the regulatory and legal debates have been a distraction to the macroeconomic benefits of Uber and other sharing economy websites. Uber allows you to turn your personal vehicle and spare time into supplemental income by giving rides to people in your community. Think of it as a private taxi service. And business is booming for Uber and its drivers! Listen to the most recent episode Consider that Uber has over 8 million riders, and has completed 1 billion rides since its founding in 2009. Uber is available in 400 cities worldwide, and on any given day facilitates 1 million rides. See what I mean by a booming business? In its latest round of valuation, Uber was said to be worth approximately $60 billion. Sixty! That’s a larger price tag than GM, Ford, and Honda. For drivers, Uber pays out on average $19 an hour. Not bad, I call shotgun! So what’s all the fuss about? More:Read the entire Sharing Economy Series on Career Pivot Uber for Baby Boomers: Meet Janice Let’s start our Uber journey by meeting Janice. Hi Janice! Hailing (ha!) fromMinneapolis, Janice is a 70-year-old Uber driver who started in ride-sharing in 2013 after retiring from teaching. On average, Janice drives for Uber 20 hours per week. This is about 2-3 hours a day for Janice, depending on how she’s feeling that day, and if her Grandkids are visiting. With her Uber schedule, Janice is able to bring in $1,500 a month, which is $1,000 after costs such as gas and maintenance. Janice explained to me why she drives with Uber, and her answer surprised me. “Not only do I get to make supplemental income, but I meet fascinating people. It’s a great way to stay social” she noted. Like Janice, many retirees and Boomers choose sharing economy companies like Uber not only to supplement income but to remain social. More:Read the entire Sharing Economy Series on Career Pivot Uber for Baby Boomers: How to Get Started So how does Uber work exactly?Instead of standing out on the street hailing a cab, with Uber you can dispatch an Uber to your location directly from your smartphone. Through the Uber app, drivers are matched with riders who agree to pay a predetermined price for a ride to a specific location. Simple as that. And this entire process is automated through the Uber app. As a rider, you input your destination, and the app will match you with a driver and tell you the price. You can then accept or deny. Once you accept you get a real-time location of the Uber driver coming to pick you up. So, no more standing out in the cold or staring aimlessly out the window. The best way to find out if Uber driving is good for you is to download the app, register as a rider, and take a few rides.By doing this you will be able to ask all your pertinent questions to current Uber drivers. How much do they earn? How often do they work? What are their challenges? Using Uber as a rider will also give you an opportunity to experience the platform and process. Think you might want to become a driver? At the Casual Capitalist, we have an income calculator that will give you an idea of how much you could earn on Uber. Once you decide that Uber is for you, you can head over to their website to register. It is worth noting that there are specific requirements you mustfulfillbefore Uber will allow you work on their platform. More:Read the entire Sharing Economy Series on Career Pivot Uber for Baby Boomers: Uber Requirements These vary depending on your city, state, and country. But generally speaking, the Uber requirements are as follows: â€" 4-door sedan. â€" Must seat 4 or more passengers, excluding the driver. â€" Year 2001 or newer, but the varies between jurisdictions. â€" In-state plates. â€" No major damage. â€" Pass an Uber vehicle inspection. â€" The car must be currently registered and insured. There you have it. This was a very brief overview of the Uber platform. If you decide to drive for Uber, you need to do more research to decide the best way to get started. There are so many resources available online through a simple Google search. Or, check out some of my favorite resources: â€" The Rideshare Guy â€" Uber Driver Requirements â€" The Simple Dollar â€" Make Money Driving for Uber â€" The Casual Capitalist â€" Ride-Sharing Fastlane Safe driving everyone! Author bio: Glenn Carter is a family man, investor, and full-time employee based in Montreal, Canada. Glenn is sharing his experience as an entrepreneur with others through his website The Casual Capitalist and his books. Glenn has learned from the best in the entrepreneurial world that you don’t need silver bullets to become financially independent, you only need discipline and action. Glenn is here to help you with the latter. But please, let’s be casual about it. Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights Check out the Repurpose Your Career Podcast Do You Need Help With ...

A Letter from a Baffled Hiring Manager-Part 1 - CareerEnlightenment.com

The Cover LetterYou’ve got about 60 seconds â€" Go!:Use the two or three paragraphs, the 60 seconds you have to:a) let me know you read the job description,b) understand the duties and responsibilities,c) know about the Company’s mission, andd) convey a keen sense that you know what it takes to succeed.Isn’t getting the job your first assignment for the Company? Show me that you are serious and that you can successfully complete the task.Please do not regurgitate the job posting in your cover letter. I wrote it so I know what it says. A specific detail or very specific, short example of your past success that will directly apply to your future success with the Company will pique my interest and encourage me to read more about you.Stock sentences, clichés, or worse, generic cover letters can prevent your resume from even being looked at by a hiring manager. This applies to entry-level positions as well as for senior management slots.If you plucked content from a “How to Write Cover Letters” tutorial, at best, it says you know how to copy and paste. At worst, it’s plagiarism.   Recruiters and hiring managers are reading more applications than ever and can spot lack of originality and genuineness in seconds.We really are looking for reasons to choose you in order to reach our goal. Don’t give us any reason to dismiss your application at the first pass.Next time well talk about Crossing into New Fields, Fit, and a simple mind shift that I expect to see in my winning candidates. Stay tuned and please comment below.

Top Resume Writing Service - Getting Your Resume Written to Get Hired

Top Resume Writing Service - Getting Your Resume Written to Get HiredFirst, let's understand what it is to work with a top job site resume writing service. In essence, this is a centralized database of resumes that are available for online viewing or downloading. These databases are not individual in-house applications or customer support forms, but rather have been built up using a wide variety of well-defined templates.That is how it works, and that is how it is paid for, with jobs - regardless of whether you are a first time resume writer or an experienced resume writer with plenty of resumes on hand. So, if you really want to work with a top resume writing service, you have to spend some serious time honing your resume, and it's going to cost you something!To get into the world of great resume writing, you need to know a few tips before hiring a service like this. They have tools for almost every job available, so you won't have to worry about what kind of job you have, because t hey have templates ready to be used. You should be able to find a template that will speak for you in your particular position, and that you can relate to from day one.Another important thing to consider is how much you want to pay. Since you're not working with your own resume, there are fees involved. However, these fees are well worth it for the benefit of not only getting a good, quality resume written for you, but also for the support, information, and resources that come with hiring a top resume writing service.The best part about working with a top resume writing service is the fact that they are there when you are stuck and willing to help you out, no matter how complex or hard your resume is. Of course, if you are really strapped for time, you'll have to figure out a way to do it yourself, but most services that offer free services don't allow this.In fact, you should talk to the staff members of these companies to see what they can do for you, since they are basically an e xpert on resume writing and hiring a good resume writer. You can contact them personally through their sites and e-mail addresses, or you can call their customer service lines and ask for their help in getting the job you want, but you'll need to get yourself ready for a long day.One important factor to remember, however, is that you should always be sure to offer a portfolio for potential employers to see. Your resume is the only documentation of your career and skills that will be accepted by anyone who has the power to hire you. So, make sure it is well-written and up to date.