Survey Millennials are least likely generation to exercise in the morning

Survey Millennials are least likely generation to exercise in the morningSurvey Millennials are least likely generation to exercise in the morningResearch has found that those who work out regularly make $25,000 more per year than those who dont, but recent YouGov Plan Track data shows that 38% of millennials who exercise like to do so during the morning hours. But everyone isnt hitting the gym- on the other hand, 21% of everyone surveyed say they dont ever exercise.In terms of how the research was carried out, YouGov told Ladders that 13,467 people were surveyed on this topic, and millennials were people born between the years of 1982 and 1999.When different generations like to work outHeres how Americans who exercise weighed in on the pollMillennials 38% morning, 18% afternoon, 29% eveningGeneration X 43% morning, 16% afternoon, 29% eveningBaby Boomers 58% morning, 16% afternoon, 18% eveningBut the data also includes more general findings on the times of day people who work out l ike to engage in physical activityMorning 50%Afternoon 19%Evening 26%Another time 3%YouGov also reported that the time of day a person prefers to exercise may depend on their workout routine, before revealing other findings.But whenever you choose to work out, one things for aya you know the time that works best for your lifestyle.

Air Force Enlisted Jobs, Cyber Transport

Air Force Enlisted Jobs, Cyber TransportAir Force Enlisted Jobs, Cyber TransportIn the Air Force, Cyber Transport personnel are tasked with managing all manner of computer network hardware and communications equipment. This job is categorized asAir Force Specialty Code (AFSC) 3D1X2 and could be stationed at just about any Air Force base. This role has grown in importance since it was first established, with cyber security attacks growing more sophisticated on a regular basis. Its up to these airmen to protect the Air Force from potential cyber threats. Duties ofAir Force Cyber Transport Specialists These Airmen are like the IT specialists of the Air Force. They providemission-critical voice, data, and video services, deployand operateexpeditionary communications systems, and monitor the performance of systems and circuits. Theyre also responsible for testing and troubleshooting network systems equipment and circuits. This may include IP detection systems, which identify cybersecu ritybreaches, as well as cryptographic equipment. Qualifying as an Air Force Cyber Transport Specialist Airmen are expected to have some basic knowledge of electronics and network principles before enlisting in this job. Even better if you have some experience installing voice, data, and video network infrastructure. You need a composite score of at least 70 in the Electronics (E) aptitude qualification area of the Armed Services Vocational Aptitude Battery (ASVAB) tests. Since youre dealing with highly sensitive information in this role, youll be subject to whats known as a single scope background investigation (SSBI), in order to obtain a top secret security clearance from the Department of Defense. In addition, recruits in this job need to have a high school diploma or its equivalent, be U.S. citizens and have a normal color vision (which means you cant be colorblind, even partially). You alsohave a state drivers license (because you may need to operate government vehicles). And you have to be between 17 and 39. Training as an Air Force Cyber Transport Specialist After Airmens week and the requisite 7.5 weeks of Air Force basic training, these airmen take the cyber transport systems specialist course at Keesler Air Force Base in Mississippi as their technical school requirement. This course lasts roughly 4.5 months or 136 days. After tech school, airmen in this job will report to their permanent duty assignment, where they are entered into 5-level (technician) upgrade training. Once youve completed this training and youve been certified as qualified to perform all the tasks of cyber transport specialists, youll be upgraded to 5-skill level. This allows you to carry out your duties with minimal supervision. Those Airmen who attain the rank of staff sergeant will be entered into 7-level training, which will add supervisory and managerial tasks associated with this job. Once youve completed that training you may be put into a location of shift leader o r flight superintendent. Upon promotion to the rank of senior master sergeant, personnel converts to AFSC 3D190, Cyber Operations Superintendent. These Airmen provide direct supervision and management to personnel in AFSCs 3D1X1, 3D1X2, 3D1X3, 3D1X4, 3D1X5, 3D1X6, and 3D0X7. A 9-level can expect to fill positions such as flight chief, superintendent, and various staff non-commissioned officer-in-charge jobs.

How to Create an Employee Rewards Program

How to Create an Employee Rewards ProgramHow to Create an Employee Rewards ProgramDoes your staff?know how much you appreciate them? The wrong answer could impact your bottom line.Feeling appreciated is a key indicator of workplace happiness, Robert Half research has found. And that can directly lead to better retention, productivity and engagement among employees. Organizations that fail to recognize employees who exceed expectations risk impacting the quantity and quality of work, and higher turnover.The good news is, employee rewards?programs, when planned intelligently and implemented with care, are endlessly customizable to fit your companys culture.?The better news is, employee appreciation?awards and incentives dont have to cost a lot. The idea and the spirit behind employee recognition?programs - the fact that the?company is?rewarding?team members?who are doing a great job - can be as motivational as the material rewards themselves.Let our guide to recognizing employees sha pe your employee rewards?programs.?Employee rewards program ideasHere are some ways to recognize your team membersOn major work anniversaries - ?After an employees first anniversary, you should make note of anniversaries?divisible by five. Often these benchmarks will come with company benefits, such as more paid time off or scheduled salary increases, but its nice for a manager to remember it, too.?On birthdays - ?A group card is always appropriate, and including a toxikum card to a local restaurant is a nice?idea. Remembering birthdays is a little thing, but it shows that you and the company care about your people. Make a master calendar for your team to keep track of anniversaries and birthdays.When theyve gone above and beyond on a project - After youve wrapped up a stressful work period, take a moment to reflect if any of your employees went the extra mile. Recognizing that hard work lets people?know you appreciate them?- and is an incentive for them to continue?their top perf ormance.?When theyve been nominated by a colleague - ?Recognition doesnt have to come from the top. You could set up an employee rewards program for your company where staff members?nominate a colleague whos been especially helpful each month and recognize?one of them.In an annual review - Keep track of great performance all year round so?during the?annual review you can?offer?specific examples of?when the employee excelled.?Competitive compensation packages are key to effective employee rewards programs. Use our Salary Calculator to check employee salariesGO TO SALARY CALCULATOREmployee rewards program gift ideasThe award should fit the recipient and the achievement. Heres a list of some?low-cost popular employee recognition program gifts that organizations can considerExtra time off - whether extra personal?days, longer lunches or early departuresA note or letter of appreciation from their manager,?the division or company president,?or from a customer who shared praiseDinner for two at a local restaurant, or a group lunch for an outstanding departmentA gift card for their?favorite coffee shopA designated employee-of-the-month prime parking spotSelect a gift from a catalog or from a prize boxAn all-staff email to recognize the top performerA photo and brief article in the company newsletter or social mediaA press release to the local newspaperPlaques or paperweightsA rotating trophy that is passed around the amtsstube to high-performing individualsSurprise treats for the teamCompany-branded?gear (T-shirts, tote bags, travel mugs, etc.)Tickets for a movie?or sports eventPaying for professional membership dues or conference attendanceEmployee rewards program pitfallsYou get the picture now It doesnt take a big budget to recognize high-performing employees. But you do have to do it right. Dont make these mistakes when rewarding?stellar staff membersBeing vague - ?Just telling someone that they did a good job is too generic. Properly give thanks by tying the ac knowledgment back to specific actions so people learn?exactly what they did right and how it helps the company.Waiting too long - ?Award great work while its still fresh in everyones memory?- that way you can provide details in your praise.Recognizing the wrong person - ?Nothings more embarrassing than addressing a card to the wrong person or thanking them for something they didnt even do. Although some workers naturally gravitate toward the limelight, dont forget to also celebrate unsung heroes who help behind the scenes.Offering token gestures - The reward should match the achievement. Dont give an employer a $5 gift card for 20 years of service, and dont give an employee an i-pad just for turning in a report on time.Embarrassing a shy employee - Announcing his or her great work in front of the entire company wont feel like praise, it will feel like torture Some employees might be embarrassed by having to stand up in front of a group and would prefer to be thanked one-on-one ot hers wouldnt mind receiving praise in public. Rely on the direct managers judgment and his or her relationship with the top performer.?Excluding some?employees - Dont design a rewards program that leaves anyone out. If teams have different goals and benchmarks for excellence, create?separate?incentive programs for them.?An employee?rewards?program that?recognizes?team members for their hard work and dedication in a meaningful way will serve as motivation for everyone on the team to do their best work. And thats the greatest reward a manager can ask for.? Tags

3 Ways to Handle a Competitive Co-worker Who One-ups You - The Muse

3 Ways to Handle a Competitive Co-worker Who One-ups You - The Muse3 Ways to Handle a Competitive Co-worker Who One-ups YouRemember that friend in high school who was constantly trying to prove that she had the hotter boyfriend, the cooler clothes, and the better car? Yeah, you do.The good berichterstattung You can now easily block her brags on Facebook. The bad news That kind of behavior cant be as easily removed from your life in the workplace. In fact, you can find it in almost office in America- I call this partie (dun, dun, dun) the one-upper.If youve ever dealt with a co-worker who always attempts to prove he or she is better than you, youre not alone. Ive worked with my fair share of one-uppers over the years and in the process learned how to make sure they dont affect my routine.1. Think About MotivesI once worked with someone who tried to out-do me on everything. If I had a good idea, hed blurt out five to prove the point that he had more. If I mentioned I was going to arriv e at the office at 9 AM, hed come at 859 AM to show that he was more dedicated. You get the picture. What at first I thought was healthy competition became increasingly absurd.After spending a few weeks getting angrier and angrier, I began to think about why he was so aggressive in his one-upmanship. And once I took a moment, it made sense He was older than me, he had been working for that employer a lot longer than I had, and he truly felt like he was due for a promotion. It was less about me specifically and more about him vying for the next big opening.While my realization didnt necessarily change his behavior, it changed how I viewed it. And once I stopped taking it personally, it made it much more tolerable. So, before you take any action, find the motives behind why someones constantly trying to out-do you. Does it even have anything to do with you? In most cases, its not about the players its about the game.2. Dont Try to One-up the One-upperA lesson Ive learned from personal experiences Dont waste your time trying to one-up the person whos attempting to one-up you. It turns into something out of Bride Wars, with two people perpetually sabotaging each other. As tempting as it is to be passive-aggressive or rude, remember that neither of those things will further your career. When it comes to ultra-competitive people, you may win the battle, but you wont win the war. (And trust me, its not a war you want to win.)Instead, choose what you spend your energy on when it comes to a one-upper. For example, do you really need to call out the fact that he or she keeps trying to best your weekend stories in the group chat? Probably not.3. See if Its Affecting the TeamUnlike other office offenses, its hard to go to your boss and say, Shes constantly one-upping me without sounding whiny. Additionally, its nearly impossible to confront the offender- after all, what can you really say without coming across as paranoid or overly sensitive?Before you do anything, consid er how this persons competitiveness is affecting your work and the team as a whole. Is the constant desire to prove something holding back important tasks, or is this person more annoying than anything else? If its a serious issue thats truly affecting your responsibilities, its easier to go to your supervisor with your concerns. But hold off until you have something concrete to prove that this person is creating a harmful work environment. The more people affected, the easier it is for your supervisor to feel the need to get involved.However, odds are that the persons just going to have to be written off as one of those frustrating aspects of your job that you have no power to change. You can, however, change how you view and react to the situation- and that, I promise, improves it immensely. Yeah, I know One-uppers are pretty annoying to deal with. But its important to take the high road in this situation. After all, who can one-up class?Photo of cyclists courtesy of Shutterstock.

11 Inspired Ten Steps to a Federal Job

11 Inspired Ten Steps to a Federal Job9/11 Inspired Ten Steps to a Federal Job9/11 Inspired Ten Steps to a Federal JobFirst EditionSecond EditionThird EditionBrian Moore designed Covers for First and Second Editions. Paulina Chen designed the cover for the Third Edition.The first edition book won Best Careers Book of the Year, Ben Franklin Award.Did you know that the idea for the book Ten Steps to a Federal Job was essentially started because of the events of 9/11?Starting on the day after the attack, concerned US citizens were calling our office at The Resume Place, Inc. to ask for help with applying for federal positions. We saw that Americans needed a quick step-by-step guide to federal jobs in order to understand the complex application process and successfully apply for the anti-terrorism, emergency management, and law enforcement careers. I wrote and published the first edition of Ten Steps to a Federal Job within months after Sept. 11, 2001.US citizens would call and say, I wa nt to have a job that will make a difference. I want to help protect our nations security. I dont want to sell computers, or cars, or financial services anymore. I want a job with a federal agency that can make a difference for America. I dont know anything about federal jobs, but I want a job where I can help make America more secure, somehow, some way. Jobseekers were in a hurry to land a job where they could make a difference in America against terrorism. They wanted jobs where they could contribute their skills to new careers in security, safety, disaster preparedness, analysis, data, and communications to increase information about and reduce terrorism toward America.Financial job seekers from the New York City financial district were calling to find new careers using the financial background that they developed for many years in NYC. Their businesses were gone, many colleagues were lost during the attacks, and thousands of jobs were wiped away. We helped many financial a nalysts and financial specialists relocate and redirect their careers into financial services in government agencies. Hundreds of new public service job seekers were asking about first-time federal jobs where they could make a difference. Agencies and jobs that were of the most interest wereFBI Police and law enforcement people wanted to help the FBI track terrorists.TSA This agency was formed very soon after 9/11, and many police personnel retired and security and law enforcement personnel flocked to TSA.FEMA Emergency preparedness, disaster preparedness, and EMT personnel were seeking positions to take care of emergencies that may occur in America following this day.CIA, NSA, NGA People from all walks of life were interested in intelligence positions, including language specialists, especially Arabic language speakers.DHS, including CIS, CBP People wanted to be part of change in immigration, customs and border work to help monitor those who came to the country safety.HHS, C DC Public interest spiked in epidemiology, biology, and forensics as related to possible terrorism in America.Military services Thousands of brave Americans volunteered for the active duty and reserves services and would deploy to Iraq and Afghanistan for many tours over these past 10 years to protect America.Ten Steps to a Federal Job gave thousands of patriotic, public service-oriented Americans the steps they needed to try to begin a public service career that could help improve our watchful eye against terrorism, to serve expert skills in counter-terrorism assist with emergency preparedness design continuity plans and help manage disasters that we hope wont occur.The Ten Steps to a Federal Job curriculum is still being taught in military bases around the world to military personnel and spouses who are currently serving America to ensure the safety and security of US Citizens.A message of sincere appreciate also goes out to the military personnel who have served for the last 1 0 years and sacrificed SO MUCH to protect America in Iraq and Afghanistan. We at The Resume Place, Inc. are dedicated to helping the military and public servants continue to protect the security of Americans.Sincerely, Kathryn Troutman, Author and Publisher, Ten Steps to a Federal Job, now in 3rd edition.

Sample Professional Resume - What Is It?

Sample Professional Resume - What Is It? Introducing Sample Professional Resume With the targeted CV, youre tailoring yours to the position and making it simpler for them to track down the keywords they will need to discover whether youre fit for the job or not. The string of keywords might seem odd, but nonetheless, it alfruchtwein guarantees that recruiters who want people with your special skill-set will see you. If youre asking for a new job in the very same company you already get the job done for, odds are youll be placed through the exact same standard program, screening and interview processes as any other jobseeker. 1 advantage for employers to internet resumes is the considerable cost saving in comparison to traditional hiring methods. Lastly the ideal production managers have the ability to improve operating efficiency. Its possible to use our resume building software to produce your own from scratch. The sphere of information technology grows mora important daily. Write If youre asking for work abroad or a position in an organization which works on an international degree, you want to demonstrate that you have what it requires to stay informed about their fast paced work environments. You want to promote yourself to the hiring manager so he or she is able to easily see all the means by which youd support clients and donate to the businesss mission. Many businesses use some type of screening procedure to recognize the correct candidates. The health care industry can be quite competitive. If youre attempting to acquire work in accounting or finance you require averystrong resume. The Foolproof Sample Professional Resume Strategy If youre asking for work in a creative field, you could be seeking a template which has a little more flair. If youve got many abilities, the previous skill paragraph may be called Additional Skills. Your resume or CV may be among the most important projects you ever design. Notice how the example resumes are extremely specific when it has to do with technical skills. These samples are collected from an array of reliable career resources to offer you a concept of what a strong CV should look like in various formats. In truth, its far better leave your reader with a couple questions theyd love to ask you. Well, a part of software analyzes your resume for sure search phrases and provides you a score based how well your resume matches a predetermined collection of keywords chosen by the business youre interviewing with. There is not anyone golden resume format. The Good, the Bad and Sample Professional Resume If a hiring manager is just likely to skim your resume for a couple of seconds, you want to make certain each word conveys valuable info. Because employers are utilised to it, they are searching for something which makes it different to others. Remember employment gaps, career trajectory, where youre in your industry, and where you intend on going. Understanding how to tailor your resume will obviously offer you an advantage. Life, Death, and Sample Professional Resume A CV that combines a distinctive design with information presented in a neat and simple to read format is more inclined to make a good impression on employers The info ought to be sufficient to bestattungs the interest of whoever is reading it, which means that your color and design choices ought to be relatively subdued by comparison. In any case, superb map reading abilities and the capacity to drive carefully is crucial for a driver as other peoples lives depend on them. The secret is to format the info in a manner that makes it simple to scan and recognise your job objectives and relevant qualifications, Augustine tells us. Sample Professional Resume Explained The functional resume is utilized to concentrate on skills that are particular to the sort of position being sought. Every trade position has a certain set of skills which are required at work and its crucial that you highlight your technical training in your resume. Furthermore, you may wind up in work that you cant do. Even though you can land an entry level manufacturing manager job with an associates degree, its far better to finish a four year course to raise the probability of getting hired. The Sample Professional Resume Game Carefully browse through our site and you need to certainly stumble upon something, which ought to suit your wants. Unless youre a graphic designer looking for employment, theres no need to over think the plan of your one-pager. Choose a resume template which suits the essence of the job which you are wanting to apply to and build upon it to create a winning resume that you are able to trust. The best method to do so is to create a resume that specifically targets the requirements of a specific job posting but rewriting it from scratch may be a time-consuming procedure. Acquiring skilled certification will boost your odds of qualifying for the position youre e yeing. Reed When applying for a volunteering role, you must show employers that youre passionate about what youre doing. Possessing a very clear and professional resume is essential in the medical field. Resume Help It is a great case of a timeless CV that could work whatever position youre applying for. Sample Professional Resume Explained Hiring managers want to be aware of if you ought to relocate. Job seekers deserve to discover decent content quickly. Employers know youre searching for work, and therefore you dont need to waste valuable space on your resume stating the obvious. They understand that you are young and looking to add to your experience, so give them as much as you can that shows youll be a valuable employee.

Bad Recruiting Habits To Stop Right Now - Spark Hire

Bad Recruiting Habits To Stop Right Now - Spark HireLizzyTheWriter is calling on all recruiters to stop these bad habits now Watch the video here Click To TweetIn the 14th zwischenfall of The Recruiting Reel, Elizabeth Becker from PROTECH examines bad recruiting habits that you should stop right now. Heres the transcriptJosh TolanWhats up everyone? My name is Josh Tolan and Im the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world.And this is The Recruiting Reel, a video series in which we discuss real recruiting challenges with prominent recruiting experts to provide you with actionable tips you can apply to your own recruiting.Today, we are lucky enough to have Elizabeth Becker on the show. Elizabeth is currently the Client Partner at PROTECH, an IT staffing firm.In her role, Elizabeth helps PROTECHs world-class clients find and hire top tier candidates while also assisting candidates in landing their dream jobs.She has a unique skill set blending a marketing, social media, and writing hintergrund with multiple years of experience in the recruiting industry.We asked Elizabeth to shed some light on bad recruiting habits that should stop right now and this is what she had to sayElizabeth BeckerHi Josh. Thank you so much for having me. Im Elizabeth Becker and I am the Client Partner of the tech staffing firm, PROTECH. You can find out more about PROTECH at protechitjobs.com. So, I am here to talk about some of the really bad habits that recruiters can have and how it affects the recruiting process and the reputation of the industry in general. For me, the number one mistake that recruiters can make is not being cognizant of a candidates time. To me, its really important to respect a candidates time because if you want them to respect your time and spielblttchen up the phone when you call them, its definitely important for you to respect theirs as well. What does that mean? When you have an appointment w ith a candidate for 200 pm, you call them at 200 pm. That doesnt mean 210 or 215 because that basically shows that your time is more valuable than a candidates and thats not the case. A candidate is taking time out of their schedule usually from work, school, or whatever it might be to speak with you so its really important to be respectful. The other part of that is being aware of where a candidate might be living and what timezone they are in. You dont want to be calling them at 4 in the morning or midnight. Its very important that youre always aware of where a candidate is at and what you might be interrupting.The second thing I want to talk about is some traditional recruiting advice that I dont necessarily think is still a best practice. That piece of advice is what I like to call the sprinkler method. To me, the sprinkler method is trying to hit as many candidates as possible with the same generic message. What this shows a candidate is that you didnt look at their resume and youre not really interested in speaking with them, you just want to get your message out to as many people as possible. This isnt going to get you a very high response rate and the responses you do get wont be from top quality candidates. What I really recommend to both new and seasoned recruiters is to add some personalization into your messages. Take a bit of time to carefully group the candidates you want to reach out to, make a shortlist, and send personalized and individualized messages to each of those candidates. What youre going to get back is much better responses and youre going to be building up your candidate network for better referral sources in the future. So, its really important not to just do the water sprinkler method and get a million responses, its better to take your time and reach out to the candidates that you want to speak to. It will really save you a lot of time in the long run. Thats all I have for today. Thank you again for having me.Josh TolanElizabeth, thank you so much for pointing out those bad habits which unfortunately, are pretty easy to develop.I think the sprinkler method is something that many new recruiters struggle with. Many folks blitz their activities and target every and any candidate with the same message. This yields some anfangsbuchstabe results, but eventually, youre left with diminishing returns and a bunch of annoyed candidates.Much of this is related to a recruiters eagerness to get moving and achieve quick wins and some of it can be tied back to another bad habit that Id like to point out which is not taking the time to learn about the professions of the individuals youre trying to recruit. Trust me, theres nothing worse for a candidate than speaking with a recruiter who tries to speak their language, but doesnt have a clue as to what theyre talking about.So the moral of the story, slow things down, do a lot of research, and create a playbook for how youre going to approach and follow up with candidates. Thi s will allow you to put something meaningful into place, measure the results, and make adjustments so you dont reach that moment of diminishing returns on the bad habits you were practicing before.Thank you so much to Elizabeth Becker for coming on the show today. Head over to protechitjobs.com to learn more about PROTECH and the services that Elizabeth and her team provide. Also, follow her on Twitter lizzythewriter. In addition, I encourage you to connect with Elizabeth on LinkedIn.Thank you for watching The Recruiting Reel and stay tuned for more episodes. For additional HR and recruiting content, head over to hr.sparkhire.com and subscribe. Also, follow us on Twitter, sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.Thanks again for watching and happy recruiting