Resources for HR Recruiting on Social Media - Workology

Resources for HR Recruiting on Social Media Resources for HR Recruiting on Social Media First off, I wanted to say thanks for reading Blogging4Jobs, leaving comments, and making this site an amazing resource for HR, Recruiting, and Talent Management.  As Im preparing to co-present a 4 hour pre-conference workshop on Social Media for HR along with my friend, Carrie Corbin, I wanted to share with you some great social media resources Ive been working on. Resources for HR Recruiting on Social Media ToolBox HR is a culmination of a three year dream to provide resources and information on social media specifically for HR pros and recruiters.  The site will feature video, social media content, and other how to information.  Have a question, just ask!  Ill add a video to the site. Official website address is www.toolboxhr.com but you can access it directly from blogging4jobs.com as well.  Im easy that way. Im launching this site along with my new HR blog aggregator,  HR Blogger to help continue to provide HR and social media resources after my pre-conference social media workshop at the SHRM Annual Conference ends.  HR Blogger specifically will collect and showcase HR bloggers who are writing about and attending the SHRM conference.  Get all your SHRM conference blogs in one organized place. Social media shouldnt be complicated or confusing and with ToolBox HR, Im hoping we can make the education process easier.   So take a look and thank you for your continued support.  Im looking forward to having some fun in Vegas next week and causing a stir with the estimated 25,000 HR professionals who will be there.

What Font Size Should a Resume Be?

What Font Size Should a Resume Be?Finding the right font size to use for your resume is crucial. It can affect how much attention a potential employer will give you, as well as how likely they are to actually read it. Here are some things to think about when selecting the best size for your resume.It's not enough to just find the font size you prefer; you also need to consider what style of font will make your resume standout. One of the most popular styles is Times New Roman. The reason this is popular is because of its clean, modern look. While it is technically legible and easy to read, it is not as eye-catching as Helvetica or Arial.For those that don't want to use a more complex style, a more flexible style may be used. The versatile serif font is one of the most popular fonts used for resumes. This style is great for making use of letter spacing and other details on a resume. However, the serif is not as legible as Times New Roman.When using smaller font sizes, people are more likely to read it. However, not all people are accustomed to seeing smaller fonts. When choosing which font size to use, try to choose a font that is not too difficult to read.There are plenty of fonts to choose from that are both readable and small font size. Many of these fonts are similar to the Helvetica style. While not as legible as Times New Roman, Helvetica is still very readable. Of course, if you are going to use Helvetica, it is important to keep in mind that it can become quite illegible at larger sizes.When it comes to choosing the right font size for your resume, it is important to choose something that is comfortable to read. One of the most common complaints about resumes is the font size. People have trouble reading them because they don't find the font attractive. Whether it is Times New Roman or Helvetica, consider what you personally like to read.Remember that looking professional is important. When you are applying for a job, it is especially important to look a s if you belong there. This doesn't mean that you have to have a completely boring look. In fact, the most successful professionals have made an art form out of looking as if they belong in the workplace.It is important to remember that different resume formats require different font sizes. Once you determine the font size that is appropriate for your style, take the time to find a font that is complimentary to your style. It is also possible to purchase fonts that are not available anywhere. Try to do some research on the fonts that are available.

Student Loans What Are Your Rights As a Borrower

Understudy Loans What Are Your Rights As a Borrower Ive got not one, yet two graduate degrees. That's right, believe it or not. In addition to the fact that I spent additional time in the study hall and finishing field temporary jobs, Ive got the bits of paper to demonstrate it. What's more, presently, after five years, I'm despite everything managing the monstrous heap of government understudy credits I took out to take care of the expenses of these degrees. Try not to misunderstand me, I love going to class. I see myself as a long lasting student and revel in open doors for formal and casual learning. At that point, it was actually a dilemma: I could either leave with my four year certification and most likely get a therapeutic line of work in my field, or I could get a graduate degree which would permit me the capacity to accomplish licensure and get a major child work in my field. The need for advanced education keeps on being a stressor for some. An examination in 2014 even indicated that 33% of U.S. understudies would prefer to have begun a business rather than going to school. Actually, on the off chance that I had known, at that point I think now about understudy advances, I most likely wouldnt have gone to graduate school. Now, my what uncertainties are unsettled focuses. Ive done the classwork and the year-long, unpaid, 40 or more hour seven days temporary position, the two of which I completely delighted in, and am currently attempting to work on the obligation I made for myself. This wasnt a simple endeavor. I didnt end up with a fantastic activity directly out of school. Truth be told, 2010 carried with it a progression of years that bragged the most reduced number accessible social maintain sources of income in the nation. I had figure out how to advocate for myself with the non-benefit association devoted to helping make school a reality that currently holds my advances and make[s] effective understudy credit reimbursement conceivable, in organization with the U.S. Division of Education and private loan specialists. Self-promotion around understudy credits can be an overwhelming errand. While I knew from my leave overview upon graduation I needed to reimburse my advances (and the basically attempted to panic that into you), I didnt know my privileges or choices as borrower. Here are five fundamental rights you have as a borrower: You reserve the option to advance directing. The National Student Loan Data System (NSLDS) gives chances to directing when you apply for a new line of credit and when you graduate. The NSLDS is additionally an incredible asset for any inquiries you may have with respect to your credits and choices. You reserve the option to a salary based reimbursement (IBR) plan. That first number they leave you with isnt the be all, end all. An IBR plan permits you to take care of your credits dependent on what you're making. This sort of plan must be recharged like clockwork to stay substantial. You reserve the option to an alternate installment plan. How long is it going to take you to take care of your credits? Did you settle on a multi year plan when you initially took them out? You can change your arrangement â€" some up to 25 or 30 years â€" to help facilitate the weight of reimbursement. You reserve the option to solidify your credits. I had found out about combination, yet didnt truly realize what it implied as an alternative, so I didnt practice this privilege when I ought to have. By uniting different government credits into one regularly scheduled installment, you can likewise bring down your regularly scheduled installments and have more opportunity to reimburse. Look at the administration's FAQ on this. You reserve the option to deduct enthusiasm from your charges. The IRS has verified that government understudy credit intrigue installments can be deducted from your available salary. Ensure you enter this data when recording your duties every year. On a last note, a month ago, Secretary of Education Arne Duncan discharged a blog entry about the proposed Student Aid Bill of Rights and is requesting people to take the vow. You can visit Secretary Duncan's blog to participate in this reason and discover what others are stating via web-based networking media by utilizing the hashtag #CollegeOpportunity.

Should You Tell Coworkers How Much You Make

Should You Tell Coworkers How Much You Make Should You Tell Coworkers How Much You Make Then again, it has been claimed (by various analysts) that under understandings of segments 29 U.S.C. § 157 and U.S.C. § 158(a)(1) of the National Labor Relations Act of 1935 and in organization of it, conversation of pay can't be disallowed by contract or something else, if the conversations or exposures are just among laborers, are just about their own pay and don't happen at work. The as of late proposed Paycheck Fairness Act â€" enactment presented by U.S. Congressperson Barbara A. Mikulski (Maryland) and Congresswoman Rosa DeLauro (Connecticut)), whenever passed, would probably and unambiguously deal with the can (regardless of whether the 1935 NLRA has provisos), leaving the should. As per its two Democrat supports, the Paycheck Fairness Act would likewise permit ladies to look for corrective harms for pay separation, build up an award program to fortify compensation exchange and other work environment aptitudes and require the Department of Labor to upgrade effort and preparing endeavors to dispense with pay variations. Yet, assuming the Act becomes law, and dread of business retaliations turns into a relic of times gone by, would it be advisable for you to tell colleagues the amount you gain or different subtleties of your pay and agreement (not secured by any secrecy statement)? What is there to loseâ€" â€" or gainâ€" â€" in unveiling any of this to associates? The Case Against Telling Instinctively, we appear to feel that noteworthy this data to collaborators is by one way or another a poorly conceived notion, on the grounds that Colleagues may press for similar pay, on the off chance that we make more than they do, which may make our manager dislike us, with unusual, yet most likely unwanted repercussions force working environment reductions or the like to pay for their pay/wage and additionally advantage increments freeze or diminish our remuneration toward the finish of our agreements, while expanding theirs increment our remaining burden as a showcase of business decency all the more for the most part and exhaustively survey labor needs, our sets of expectations, pay bundles and outstanding task at hand, with unfavorable ramifications for us supplant us with them or with similarly lower-pay staff. 2. Associates may get raises that decimate our feeling of predominance, high status or uncommon worth. 3. Associates may despise us in the event that we make more or view and treat us as substandard, on the off chance that we make less. 4. Collaborators may hit on us for credits, anticipate that us should get the lunch tab, and so on., in the event that we make more. 5. Collaborators may examine, challenge or scrutinize our activity certifications and some way or another make it an issue with our boss. This is for all intents and purposes sure to occur if their certifications are better than our own. 6. Colleagues may join progressive ideological groups that topple the legislature, with us among the most punctual focuses for retribution. 7. Our critical other(s) will upbraid us for telling. A Telling Case for Telling? Then again, shouldn't something be said about potential increases from a tell-all approach? This rundown appears to be more earnestly to arrange, as advantages of uncovering what we make appear to be not exactly self-evident. However, consider it and think about these conceivable outcomes: 1. On the off chance that the collaborators don't perform employments that are in any capacity similar to our own, we can make the most of their view of and regard for our high status. The vital precondition for letting them know is that their occupations are not like our own, which disposes of the probability of pay rivalry among us. Be that as it may, if the distinction in remuneration is disgusting, e.g., gabillion-dollar official rewards versus incompetent specialists' lowest pay permitted by law, alert is, as noted above, prompted, in case the seeds of revolt and retribution be planted among a maddened upset disapproved of oppressed working class. 2. On the off chance that, preceding uncovering our salary and advantages, we had no clue about or just doubts about the contrasts among our own and that of associates, we can, after learning reality, find a way to have our own expanded, if our own are not exactly theirs. Or on the other hand we could have a motivator to investigate real legitimizations for the distinctions and disclose them to our colleagues, along these lines disposing of their own doubts and feelings of hatred. 3. In the event that we realize we make significantly more than our colleagues playing out the equivalent or comparative assignments, we can let them know however with communicated lament for the discriminatory treatment, which we fault on the business, along these lines transforming the in any case antagonistic collaborators into partners for the reason for financial equity. Obviously, there are, as noted above, dangers in this, e.g., a leveling of our salary later. 4. In the event that the collaborators are later recruits, we can clarify our progressively good pay bundle as the consequence of a sort of work contract grandfathering or clarify the distinctions as one effect of the downturn after we were employed. Along these lines, we will be viewed as being open and blameless. 5. Our huge other(s) may not discover we've toldâ€" â€" except if we make should you tell you've told? a second inquiry to which we answer yes.