Category: News

Resumes should tell the story about the candidate’s relevant experience and skillset about the position. Here we will cover five things on a resume that should be reconsidered, to increase an applicant’s chances for employment.

Complete Mailing Address

In the past, it was common to see resumes where the candidate would put their full mailing address near the top of the document. If the candidate is relocating and does not have a local address, the elimination of any address information on the resume is advised. If the job is nearby, adding the city and state is sufficient. At this early stage of the hiring process, the street address is not necessary.

Hobbies

Applicants will sometimes add a section entitled “Hobbies” on their resumes. While employers consider personality during the process, including personal hobbies on a resume is not helpful to the interviewer.

This type of personal information is not what recruiters are necessarily interested in. If your hobbies are not related to the skills or experience the company is looking for in a recruit, they should be left off of the resume.

Irrelevant Work History

Many applicants make the mistake of thinking that a resume should be an exhaustive list of their previous work experience. The truth is, previous jobs that are not pertinent to the position that is being pursued is not necessary.

If a candidate worked in the fast-food industry in their teens, and they are in their thirties looking for an office position, that restaurant job will not help secure a spot. This is also true for jobs that are held for short periods during college. The job history should tell a story that illustrates the ability of the candidate to fulfill the needs of the company successfully.

Style and Font

As we mentioned earlier, the ATS will filter out candidates that don’t fit the criteria set by the employer. These systems will also reject resumes that are formatted in a way that is confusing to the software. This is why the structure and format of the resume are so important. To be on the safe side, the layout should be in a clean, traditional resume format.

When it comes to the font used in the resume, fancy fonts should be avoided. Your resume font says a lot about your character. The readability of the font is the primary factor to keep in mind. This also means that the size of the font should be approximately 12 points for the body and heading should be between 14 to 16 points.

Past Salary Disclosure

Supplying current or past salary information is not a good idea. By including information that shows lower wages in the past, this may lead to getting a lower starting wage for the position being sought. Some candidates will inflate the past wages earned on their resumes. This strategy will likely backfire, and the candidate will be caught and terminated. Overall, keeping past salary information off of the resume is the best policy.

Conclusion

Without a doubt, the competition in the job market is exceptionally high. Your resume is the key to securing employment. It is just as important to leave out unnecessary details as it is to include the important ones. Keep your resume as direct and informative as possible, while avoiding the elements mentioned here

When you have a business, competition is inevitable. It doesn’t matter whether you think your product is new and revolutionary. Someone else is going to copy it and they will try to be better than you.

So what do you do? First, don’t be lenient. The last thing you want is to get left behind while your competitors are enjoying the sales from customers that could have been yours.

Now that it is 2020, you should be setting goals that will set a great tone for the decade. A way to do that is by getting ahead of your competitors. Here are five ways that you can do that.

Know Your Competition

It should be obvious by now that in order to beat the competition, you need to know them more. Find out where the strengths and weaknesses are. They could be missing areas that only you are seeing.

For example, if they’re doing social media marketing getting as much of their content in as many eyes on social media users as possible, you can find another opportunity they may be missing. Maybe do email marketing campaigns for a personalized touch or account based marketing campaigns where you have a more targeted audience. Doing this lets you.

Don’t Be Afraid of Innovation

Have you been eyeing a tech tool but are too afraid to try it? Now is the time to do so. There has never been a better time to be a marketer where you have access to millions of innovative tools that could make your job easier. The best part is that you can find lots of information online about a specific tool. Check whether it meets your needs and only make the jump once you’ve gathered enough positive reviews.

Improve Customer Service

In an age where everything is automated and you could just get passed on to an answering machine, you want to put a personal touch to your customer service. Sure, you can always hire an AI chatbot to talk to your customers, but in other communication channels, you want your customers to know they’re talking to a human. This can be in the form of asking feedback through a personal email or sending them a handwritten thank you note for their generous purchase. By improving your customer service, you keep your customers happy and gain a better reputation.

Emphasize Your Value

Get more sales this year by emphasizing your product’s value. Look at your current marketing strategy and check to see making sure this principle is being applied in all aspects. Is it on your website, your blog, social media, email newsletters?

Of course, you don’t need to bombard your customers with reasons why they should buy your products. You can do it in more subtle ways such as providing helpful content related to your product, making transactions easier, providing different payment options. Your customers may not directly see it but once they associate that positive experience with your brand, they’ll be more likely to come back and stick with you.

Just Get It Done

It’s easy to fall into the trap of perfection. You want to have a good start so you spend hours and hours overthinking whether your project is ready. The truth is, it will never be unless you say so. You just have to get it done, do your best along the way, and move on to the next project.

This will be one of the most valuable things you can do this year. Don’t get stuck ruminating whether something will work or not. Do your research, do the task, and hope for the best. If you make a mistake, don’t fret. It’s not really a mistake because you learn something that allows you to make smarter decisions in the future.

Looking forward into 2020 we will see a major shift in how HR policies reflect their changing workforce with the unique skills and disparate requirements they each bring to the table.

Here are top four trends for HR teams and leaders in 2020:

Soft Skills Will Be Emphasized Over Digital Ones

Research indicates that the biggest skill gaps in an increasingly automated business environment are behavioral and not technical. Years of telling workers to improve their digital skills have created a vacuum of empathetic managers and caring colleagues. More than 45% of chief HR officers say college graduates entering the workforce already have the digital skills they need. And over the next year and beyond, companies will be looking to address the growing gaps in “soft skills” such as influencing, negotiating and creative problem-solving that are essential when fostering greater collaboration between teams.

Training for managers will begin to focus not on what they do, but how they do it. Are they cultivating a culture that helps employees feel supported in their work and invested in its outcomes? Do they regularly communicate with their staff about their expectations and provide actionable feedback on performance? It’s managers’ acquisition of these skills, and their subsequent ability to look frequently (and holistically) at employee performance, that will make them truly effective leaders…and help them to develop the next generation of corporate leadership. 

Employees Will Take Ownership of Their Performance Management Process

When it comes to developing their skills and careers, today’s employees expect and demand more from their employers than ever before. Feedback once a year simply isn’t enough for younger workers who will increasingly push for more frequent and more comprehensive feedback on their performance because they view their employment as an investment in their own future—and you should see it the same way.

Engaged employees are high-performing employees, so HR will need to help companies create a culture of corporate performance that motivates employees to take ownership of their work and meet clear, mutually agreed upon goals that can be reviewed and measured regularly. And rather than the usual top-down approach, HR will also have to help companies learn to be receptive to feedback from their employees, who may have strong thoughts on why their goals are (or are not) being met. Recruiting, hiring, and training staff is costly and time-consuming, so making future-focused changes like these in your performance management approach can significantly impact whether and how long employees stay at an organization.

HR Will Catch Up to the Most Diverse Workforce in History

Diversity drives innovation, and next year’s workforce will be very diverse indeed. As I mentioned above, this means five generations of adults may work in the same company, and HR policies and practices will have to adapt to fit all of their unique communication styles and approaches to their work. 

Diversity of age is an asset to an organization, not a hindrance. While many companies are vying to capture younger customers and employees, there’s a lot to be said for bringing older employees on board. But age isn’t the only element of diversity that HR will need to embrace in 2020. We’re also looking at an increasingly racially diverse workforce, one with more visibility for LGBTQ people, and in which college-educated women will continue to enter the workforce in larger numbers than their male peers.

I see the thing that will require the biggest shift in corporate culture and HR policy is a diversity of location and schedule. In 2020, you’ll see more and more workers who wish to have the option to work remotely or on a flexible schedule at least part-time. This is something that’s good overall for employee morale and productivity, but challenging in more established corporate environments.

Job Growth Will Slow, but Don’t Panic

The US job growth rate began to slow in 2019 and I predict this slow-down will continue. Though this sounds scary, there is an opportunity here for employers: fewer open jobs means your employees are less likely to seek employment elsewhere. Employers should take advantage of this opportunity to develop the skills and talents of their workforce, ensuring lasting competitive advantage in a crowded and competitive market. 

Diversity drives innovation. And diversity across generations can be as powerful as diversity of background. But mediating between different perspectives is a challenge—one which has the potential to reward or divide us. 

There’s no way around it, the era in which we’re born influences our outlook on work and life, and ultimately our behaviors. Specifically, politics, economics, technology, societal norms, and cultural references all impact how we interact, communicate and operate. Companies aren’t immune to the broader shifts and strains society goes through. In fact, they reflect them. Today, there are five distinct generations of people in the workforce, which presents HR professionals with unique challenges. 

Each of these generations are expected to seamlessly work together, despite having vastly different styles, levels of formality, and communication styles. They come from The Traditionalist Generation, born between World War One and World War Two, known to respect authority and formality and the Baby Boomer Generation, born in the late 40s-60s who have a reputation for questioning authority. Gen X also called the slacker generation work alongside Millennials, who are known for their tech-savvy and achievement orientation. Finally, we’ve seen the arrival of Gen Z, digital natives born from 1997 onwards and the newest cohort to join the workforce. 

On the surface, it appears that a lot separates these populations. But the generation we’re born into is just one prism through which we view the world. Our values, tastes, and life experiences, also have an impact on how we operate. And workplaces would do well to remember that when trying to navigate generational differences. Companies that want to create harmony across generations would do well to start with focusing on similarities. As soon as you’ve defined the elements that your employees have in common, use them in internal communications and team-building exercises. Managers should also pay especially close attention to these shared factors when motivating employees to tackle a new challenge.

Every workplace is different, but there are challenges (and solutions to them) that we all share:

Performance Management Has to Catch Up to the New Pace of Businesses 

We’re all dealing with the relentless pace of business. Regardless of whether you were born into the digital age or grew up writing letters, the onslaught of deadlines brought on by the fast pace of business is a challenge for everyone. So the solution is a new lens to performance management! Companies moving toward a Continuous Performance Management process have been found to help all employees operate at their best, no matter what their generation. This approach includes frequent, lightweight conversations throughout the year that focus on goal setting, goal achievement, feedback and course correction, and career development. All of these activities improve employee engagement across the generations.

How We Work Has Changed, and Businesses Need to Adapt 

The way we work has changed for all of us, meaning that teams expand or contract to meet today’s pace of business.  The workplace is less hierarchical than ever, as barriers have been broken down to accommodate work teams that are needed quickly and temporarily. So, how do we effectively motivate this complex workforce? By giving employees a sense that you trust them.  You do this by setting clear objectives with employees and giving them the autonomy to get the work done. Managers today are learning that setting the goals clearly and relying on employees to create the solution or figure out the “how” to attain the goal is key!

Frequent Feedback is Critical for Every Employee

Employers are struggling when it comes to motivating their workers, with recent Gallup data finding that 67% of U.S. employees are disengaged at work and 51% are actively looking for a new job. That research from Gallup focused on Millenials and Gen Z workers, who report that they’re looking for the following from their jobs:

• They want their work to have meaning and purpose
• They’re seeking development and want coaches, not bosses
• They don’t want to work for managers who are fixated on their weaknesses
• They desire ongoing conversations and frequent feedback

That last point is critical. And while Gallups’ research focused on the younger generations, you can be sure that ALL employees want to do a great job and feel successful, no matter the generation. Frequent opportunities to give feedback are key to helping employees stay engaged, aligned and motivated regardless of age or role. We’ve all grown accustomed to constant communication both in and out of work, and annual reviews are so infrequent and plagued with issues like recency bias that their impact on employee engagement, motivation and development is minimal. Instead, focus on giving regular feedback that is positive and constructive to the recipient; this will ensure they derive value from the feedback, rather than experiencing anxiety from the process

There are two types of personality traits people fall into: Introverts and Extroverts. Extroverts tend to be more outgoing and social where introverts tend to be more shy and prefer to be to themselves.

But is being an introvert going to ruin your chances for a successful career?
Absolutely not.

If you’re an introvert then here are some great career choices for you.

Freelancing

Freelancing is an excellent job for any introvert as it allows you to work alone and most communication is handled through email. This allows you to keep to yourself and avoid human interaction.

Even if you can’t think of anything, you can try picking up on a skill which others will pay for. Writing, design and web development are all in high demand.

Web Development

This is one of the most highly demanded skills today and it’s a great career for introverts. This is also perfect for introverts as most hours are spent working alone with little human interaction.

There is a shortage of programmers in the United States and companies are on a hiring spree for talented developers.

Graphic Design

Graphic designers are also highly sought after these days. Similar to web development, most hours are spent working alone.

You need to have an eye for good design as well as knowledge of various programs such as Photoshop and Illustrator.

Accountant/Bookkeeper

This is another career choice for introverts as most hours are spent alone crunching numbers, examining financial records and preparing statements.

Truck Driver

If you’re willing to drive long miles and spend a lot of time away from home, becoming a truck driver is a good option with a surprisingly high median pay average.

It’s not an easy job, but for the super introverted who don’t mind the lonely and long drives, it’s something to consider. There’s also a ton of jobs available as there is a shortage of truck drivers in the world.

Blogging

Have an entrepreneurial spirit? Good at writing?

Starting a blog could be a great choice for an introvert looking to build a full-time income. With revenue from ads and affiliate deals, building a sustainable business through blogging isn’t as difficult as you think.

These are just some of the many possible jobs for introverts. Remember that you should enjoy whatever job it is you choose to do.

Having a well written resume is the first step to landing your dream job. Introverts tend to be humble but when it comes to writing your resume, you need to ensure you bring attention to your accomplishments.

As we all know, the world is becoming ever more tech-centric, and as a result, many of the in-demand jobs for 2020 have a technological element.

But not all of them require JavaScript knowledge or for you to sit in front of a screen for eight hours a day

Find out which jobs are going to experience a boom in 2020.

Blockchain developer

Blockchain developers will be among the biggest in-demand jobs of 2020. Major developments in cryptocurrency infrastructure will require a huge investment in development talent and oversight. In fact, there will likely be a surge in demand in the spring. On May 20, 2020, Bitcoin will undergo its third halving, which means half the number of Bitcoins will be generated from mining every ten minutes.

Physical therapist

The demand for physical therapists increased in 2019 and the demand curve will go exponentially higher in 2020. This has changed as we zoom into the future and now there is a bevy of machines making our life easier. While this is exciting, it is severely affecting our health because physical activities have been diminished.

Digital and video marketer

We will see a huge demand for jobs and careers in the digital and video marketing space in 2020. The demand is already high for roles in this part of the marketing industry but is likely to increase even further as video becomes more and more popular. Video is here to stay

Commercial drone pilot

The field of commercial drone pilots is ready to explode. while the need for commercial drone pilots has grown in recent years, the Federal Aviation Administration is predicting the demand for commercial UAV pilots will quadruple by 2020, with more than 300,000 new pilots needed to meet future demand. Drone piloting is an extremely new profession

Veterinarian, vet tech, and vet aide

The business of animals continues to grow, and in the United States, people often treat their pets like family members. As a result, it makes sense that the need for professionals to care for these furry family members will be in demand. I f you love animals, this could be the perfect career path for you.

Employment is not just about earning a livelihood.

 Every individual has distinct interests, and as the pace of innovation and changes is evident in today’s employment market, new skills would dominate the future of employment.

Invited in the morning show “Mirmëngjes Shqipëri”, in the public Albanian television, co-administrator of The Headhunter, Eranda Ymerali, talked about some of the problems faced the most in the labor market, when it comes to the employer-employee relationship, based on the Work Code and contracts.

Mrs. Ymerali, human resources expert said that the employee should pay more attention to his rights and obligations to the employer.

She mentioned an example related to The Headhunter policies, when it comes to signing a contract with an employee. “Our policy is to give enough time to the employee to read the contract before signing, we leave him alone for 15-20 minutes in one of our offices, because not everyone has the information needed.”

Continuing with the discussion, the conversation also focused on dismissing employees for political reasons.

“In the private sector, there are less dismissals based on politics and in this case the relationship is 100% regulated by the Work Code”

Anyway, there are cases when scandalous contracts are signed. 90% of them violate the Work Code. There are also cases when only one written copy is signed”, and not two as required by law, said The Headhunter representative.

Mrs. Ymerali put the emphasis also on a case where the companies deal with violations of the contract by the employee. “There are employees, who, without respecting the years predicted by the contract, create enterprises identical with the ones they used to work for, therefore, damaging the companies they worked for. In this case, the companies have all the rights to take the case to court and win it.”

Lastly, about the efficiency and the way of working in Albania, asked if the Albanian employees can be considered as “not so dedicated” to work, Mrs. Ymerali said that “In the Balkan Countries, there is a tendency to not be automated with the job and this is not a phenomenon we can only find in Albania. In Albania, there are cases when the employee works 44 hours, but with low performance, and this is also influenced by the social and economic development of a country. Albania will move forward, things will get better, but it takes time. Individuals should realize that work is responsibility, not just 8 hours to pass time and get a salary. The employee should not abuse with everything he’s been given.

Invited in the morning show “Wake up” in Top Channel, The Headhunter Co-CEO, Eranda Ymerali talked about reading or not reading job contracts from employees or employers.
The TV show hosts put the emphasis on the fact that nowadays there is a decrease in the attention paid to what is being signed and in most of the time contracts aren’t read.

About this phenomenon, Ymerali emphasized that: The candidates appreciate the good news, but forget about the rest of the things. They must keep in mind that by acting this way the enthusiasm might be over soon and things might not always be the way they started.
To avoid any unpleasant unexpected situation, Ymerali advised that “When someone is informed that they got a job, the parties should at least sit and spend at least 15 minutes together. So, if one should read a spacious contract that reflects the work code in detail, such thing doesn’t take longer than that.

You can ask your employer question about unclear issues, continued Ymerali. The main article is the one about the salary and the employee has the tendency to pay attention to the salary and ignore the other parts. But there are other details one should be careful with, if personal data are correct or not. We must have the personal number as an identification number, which doesn’t change, meanwhile the ones from ID or passport change.

Asked about how you can make an employee read the contract before signing, Ymerali presented the standard used by The Headhunter.

The method we apply in our office is that we leave the employee alone in the meeting room without any pen around. 15-20 minutes are enough and after this one of the company representatives sits with the candidate or employee, to explain in detail every part of the contract. About the technical details, it is very important for the pen to be blue.

Faced with the concern that the new generation in Albania and abroad does not read, Ymerali added: “It is a general tendency of us as Albanians, maybe inherited by earlier generations. It is very important in this case that it should be the employer who should inform the candidate that they should read every part of the contract, positive and negative since the beginning, to avoid surprises. The contract isn’t too long; it is drafted using simple language, excluding those cases when the employer is trying to deceive the employee. If we talk about a fair relationship from which both parties want to benefit, the employer is there to explain and should help and the employee should use the work code, to refer and check if an article or a certain word is expressed or not exactly as in the work code.

USAID’s representative for Albania, Mrs. Cate Johnson paid an informal visit to The Headhunter’s offices in Tirana. Accompanied by her colleague, Mrs. Zhaneta Shatri,  Mrs. Cate Johnson met the company staff and was also informed about the project’s performance so far by the project director Mr. Besart Kondi, and technical support expert Mr. Elton Ilirjani, who is also the company founder.

Mrs. Johnson was very enthusiastic about project implementation and its perspective and put emphasis on the directing team’s motivation, assuring her about the project’s success.

People first project will train 2000 young people, who will get a genuine professional in tourism sector and will make sure to put focus on women and vulnerable social groups.

The project will take place in four main touristic areas in Albania, such as Korca, Shkodra, Vlora and Durres.

The hotel in Dhermi is already chosen, and it will serve as a Tourism Academy where the most talented candidates will put to practice the knowledge gained during the training, serving to real clients.

Also, the curricula that will be used to train and certify the candidates is already developed by the best sector experts.

Trainees, will gain the knowledge by Vocational Training Centers, also in private restaurants and hotels, and The Headhunter has signed an understanding agreement’s with more than 100 of such companies, focused on employing all trainees, something that all companies included are interested in.

Mrs. Johnson also said that Albanian youth are the ones who make her feel full of hope and the country’s future should be focused on them.

Symbolically, project director Mr. Besart Kondi and USAID’s representative Mrs. Johnson cut a cake, with the project logos on it.

Mr. Ilirjani thanked Mrs. Johnson for the support and showed her The Headhunter’s inspiration from the United States, where The Headhunter lately created its new branch.

Mrs. Johnson said she is ready for her maximal support for the project’s progress.

Mrs. Shatri meanwhile put emphasis at the fact that the financial support USAID has given is because it believes in The Headhunter’s expertise and both have agreed that this project should continue through the years to have a big impact on employment encouragement. 

In its annual Human Rights Report, which is conducted for each state, the US Department of State, regarding the LGBTIQ community situation in Albania, has cited the Employment Equality Index organized by The Headhunter in May 2016, the first time event of this kind in Albania and Southeast Europe in general.

Since there is only one week that The Headhunter successfully organized for the second consecutive year this Index in Albania, this time significantly increasing the number of businesses participating in the survey, as well as the attention given to it by the international factor and local media, this news is a tremendous encouragement to move forward to broader, locally, regionally and further, this initiative, in support of the rights and non-discrimination of the LGBTIQ community.

This problem is a deep and serious wound of the Albanian society and it is enough to adjoin it, in order to understand how real this is. In fact, it was enough for the founder of The Headhunter, Mr. Elton Ilirjani, to repeat for the second consecutive year publicly that he was proud of being gay, that on various news portals, but also on the facebook page of the United States embassy in Albania, many commentators, in many cases anonymous, but in many other cases by identifying themselves with name and surname, showed hatred and homophobic unprecedented comments against LGBTIQ persons. This, once again emphasized the great importance and need that exists to do much more for the cause in question.

Below you can find what exactly is written in the U.S Department of State report on the situation and rights of the LGBTIQ community in Albania:

Acts of Violence, Discrimination, and Other Abuses Based on Sexual Orientation and Gender Identity

The law prohibits discrimination based on sexual orientation, including in employment. Through August the government’s commissioner for the protection against discrimination received five complaints from lesbian, gay, bisexual, transgender, and intersex (LGBTI) individuals and organizations. Enforcement of the law was generally weak. In May the Council Of Ministers adopted the National Plan of Action for the LGBTI 2016-20, and in August an order of the prime minister established the National Group of Implementation and Coordination to implement the action plan. The action plan seeks to improve the legal and institutional framework for protecting LGBTI persons; eliminate all forms of discrimination; and improve access to employment, education, health, and housing services.

Sexual orientation and gender identity are among the classes protected by the country’s hate-crime law. Despite the law and the government’s formal support for LGBTI rights, homophobic attitudes persisted in private and public life. Public officials sometimes made homophobic statements. NGOs reported that families evicted LGBTI persons from their homes during the year. Through August the country’s first shelter for evicted LGBTI persons, opened in 2014, accommodated 12 individuals.

On May 14, activists participated in the fourth Tirana Gay (P)Ride against Homophobia, a short bicycle ride on Tirana’s main boulevard, and Albanians witnessed the first television spot on family equality rights. As part of a “diversity festival,” activists organized other activities, such as the public recognition of 30 persons who supported the LGBTI cause. Police ensured activists’ safety during the events. In May the job placement company Headhunters Albania released an LGBTI employment equality index rating the compliance of private companies with recruitment laws that protect sexual orientation. The index of 71 companies indicated that 62 percent had inclusive human resource policies but only 3 percent specifically addressed nondiscrimination of LGBTI job candidates.