Networking as an Older Executive on LinkedIn

Systems administration as an Older Executive on LinkedIn Systems administration as an Older Executive on LinkedIn Systems administration as a more seasoned official may sound terrifying. The information may give all administrators motivation to comfort their brains. In June 2018, the administrators can't simply find a new line of work. On the off chance that you are an official searching for work Taking any employment that tags along isn't a choice. Systems administration can likewise be harder. There is an entirely different age of laborers beginning with their business thoughts and methods of imparting. They are organizing with you on LinkedIn. Studies have indicated that specific ventures are broadly known for age segregation rehearses. Presently, you need to rival the more youthful age for an official position while organizing. Before you get concerned, or more awful, feel embarrassed, here is the thing that you can do as a more seasoned official systems administration on LinkedIn. 1. Begin acting naturally and possessing it Some on LinkedIn have taken to the conviction that the best approach to contend with a more youthful crowd is to get one of them. They let go of all that they had learned previously. They embrace the conviction that shrewdness keeps you down. They begin attempting to turn what they know such that more youthful organizations may comprehend. This is simply unacceptable! All that you learn in your vocation merits something. Regardless of whether your points of view, shrewdness, or involvement in individuals, all of what you had realized can make you that receptive, marvelous, worldwide pioneer who considers everybody. Be that as it may, you have to possess it. Discussion about your encounters on LinkedIn. Discussion about the occasions that you kept a receptive outlook, impacted change, and handled an admirable motivation. You can't be cranky about your age. You can't be furious that others more youthful than you are in places of authority while organizing. That isn't the comprehensive head who became into an official. You made it so far in your profession by adjusting to changes and claiming your prosperity each time. Why stop now? 2. Delve into your LinkedIn associations both present and future Have you at any point seen in sports how it is by all accounts a family undertaking? At some point, your preferred player is beginning a profession. Also, after 25 years, that player's child joins a similar group as a new kid on the block. Do you imagine that is a mishap or blind luckiness? No, it is a blend of ability being gone down through the family, difficult work, and indeed, it helps when it comes time to enter the alliance. The senior expert has associations with assistance. It is the matter of ascending the vocation stepping stool with one hand reached out to help. What you can do while organizing on LinkedIn is contact discover what the children of your present associations are doing. Discover where they are working and check whether there are openings accessible for you to turn into an official. The truth of the matter is your system developed all through your profession will be bigger. Your companion's child or little girl can profit by this, particularly if the child or girl is an official. You've been around longer. You know more individuals. Utilize that to further your potential benefit. Try not to be an ageist yourself and believe that they are too youthful to even think about helping you. Work on a future together. 3. Get a refreshed LinkedIn profile The time has come to dispose of the LinkedIn profile that resembles an official resume from 2000. Not at all like years prior when you began, individuals don't peruse much off of screens. Ensure that your LinkedIn feature, outline, and suggestions all show that you comprehend the desires for the numerous organizations and selection representatives utilizing LinkedIn. An extraordinary feature causes you brand yourself as an official. Extraordinary synopses can show that you are conversational in web based life. Suggestions will show others that you have incredible validity. All the more thus, get the application on your telephone for when you meet individuals eye to eye. Utilize the application for presentations as opposed to depending on those paper business cards, which would be exceptionally green of you. By and large, you are indicating the whole gathering of individuals organizing on LinkedIn, Age is just a number.

How Many Women Work Past the Age of Retirement

What number of Women Work Past the Age of Retirement More established ladies than any time in recent memory are deserting their fantasies about resigning on a sea shore some place. Rather, they're proceeding to check in at their occupations. Around one of every seven ladies presently work past age 65, contrasted with one out of 12 ladies in 1992, the Wall Street Journal detailed. By 2024, that figure will increment to almost one out of fiveâ€"adding up to about 6.3 million specialists. While a few people keep on working since they appreciate it, more established ladies are moving toward retirement age with more obligation, less reserve funds, and a more noteworthy probability to outlast men. Those real factors have brought about a consistent increment the quantity of more seasoned ladies in the workforce since 2007, the main segment of U.S. laborers to rise. The downturn has likewise assumed an enormous job in the pattern, driving an expansive area of more established laborers to remain in their occupations longer than previously. In 2007, the middle abundance of U.S. family units headed by individuals ages 62 to 64 was in excess of multiple times their yearly pay. By 2013, after the downturn, that number had tumbled to under multiple times their salary, the absolute bottom in decades, as indicated by WSJ. Moreover, the downturn cut more seasoned Americans' window to reconstruct their investment funds. Among more seasoned Americans who are as yet utilized, the most famous purpose behind remaining at their occupations is the requirement for cash, as opposed to delight in their position. See straightaway: Don't Miss Out on $1 Million in Workplace Benefits Shockingly, the pattern may be awful news for laborers of any age who are seeking after a raise. With more seasoned specialists exiting their positions all the more gradually, the work flexibly will stay copious, and compensation likely won't rise essentially. The upside is thatâ€"because of progressively two-salary family units and value in stocks and landâ€"more seasoned Americans of the two sexual orientations are in a superior position monetarily than the age that preceded them. In 2013, families drove by grown-ups age 62 or more established had a middle total assets 40% higher than comparable family units in 1989.

ASME Federal Government Fellowships Celebrating 40 Years of Engineering the Greater Good!

ASME Federal Government Fellowships Celebrating 40 Years of Designing the Greater Good! ASME Federal Government Fellowships Celebrating 40 Years of Designing the Greater Good! ASME Federal Government Fellowships: Celebrating 40 Years of Designing the Greater Good! This year, ASME is commending the 40th commemoration of the ASME Federal Government Fellowship Program. Since 1973, ASME has supported in excess of 100 Federal Fellows who served in the U.S. government, offering an important support to the country by contributing their designing mastery to the open arrangement making process. Previous ASME Federal Fellows have portrayed their year in Washington, D.C., as the most energizing, fulfilling and instructive time of their expert professions. ASME offers three sorts of Fellowships: 1) Executive Branch Fellowships; 2) Legislative Branch Fellowships and 3) the ASME Foundation Swanson Fellowship, which was set up in 2010 in acknowledgment of ASME Honorary Member and Fellow Dr. John A. Swanson, a globally perceived position and pioneer in the use of limited components techniques to building. For the 2014-multi year, the Society is looking for possibility for two kinds of Federal Fellows: the ASME Congressional Fellow and the United States Agency for International Development (USAID) Fellow. ASME individuals who are chosen as 2014-2015 Congressional Fellows will go through one year in Washington, D.C., working with the staff of a congressional panel, U.S. congressperson or U.S. agent. Congressional Fellowships are intended to exhibit the benefit of designing government collaboration, carry specialized foundations and outer points of view to the dynamic procedure in Congress, and give an extraordinary open arrangement learning experience to the Fellow. When picked as a Congressional Fellow, an ASME part chooses their congressional task through meetings with congressional workplaces, with help from the ASME Government Relations staff, and regarding the issues distinguished in the ASME Public Policy Agenda. As a result of the set number of Congressional Fellowships accessible, the procedure is exceptionally serious. The accompanying accreditations are energized: at any rate five years of expert experience; a propelled science certificate; proficient specialist enlistment; and some open strategy experience. Become familiar with ASME Congressional Fellowships here. ASME is likewise looking for an ASME part to fill a Federal Government Fellowship opportunity with USAID, the central administrative organization giving financial and compassionate help to nations around the globe. USAID advances wide scale human advancement simultaneously it grows steady, free social orders, makes markets and exchange accomplices for the United States, and encourages positive attitude abroad. The ASME Fellow will work in USAID's Office of Science and Technology, a recently made autonomous office inside the office that is committed to utilizing science and innovation to convey increasingly powerful, cost-effective outcomes being developed. The USAID Fellow will be relied upon to give logical, specialized, and scholarly administration, and diagnostic help adding to the headway of the workplace objectives. Openings may incorporate work with the agencys information group or GeoCenter, the Grand Challenges for Development group, the exploration organizations group, or the college associations group. The Fellow will fill in as a contact with inward and outside accomplices, helping USAID build up its system of advancement arrangement providers. The Fellow will likewise fill in as a designing counsel to the Director of the Office of Science and Technology. Peruse increasingly about the USAID Fellowship here. All ASME Federal Fellows will be granted a payment of $80,000 for the one year Fellowship. ASME Federal Fellows regularly serve from September through August, however a January through December term is now and then a choice. Applications are currently being acknowledged through Jan. 31, 2014. All Fellows must be U.S. residents and ASME individuals at the hour of use. To apply for an ASME Congressional or USAID Fellowship, round out the online application at https://fs19.formsite.com/rsvp/form13/secure_index.html and give the mentioned materials. For extra data about the ASME Federal Government Fellowship Program, visit asmefederalfellows.org, or contact Kathryn Holmes, executive, Government Relations, by email at holmesk@asme.org.

Alexandra Levits Water Cooler Wisdom A Reskilling Plan Has Become Essential

Alexandra Levit's Water Cooler Wisdom A Reskilling Plan Has Become Essential Back when I graduated from college, one was expected to leave school with nearly all the basic skills needed to succeed in a career. Maybe your employer did a more comprehensive orientation, maybe it provided access to the occasional professional development training course, and maybe you picked up a few things passively while engaging in job responsibilities or talking with your boss or mentor. But overall, you didn’t have to go too far out of your way to learn the skills or competencies you’d need to be successful. Today, we live in a different world. Regardless of the industry, organizations and markets are evolving quickly. The way we do things one day might not work the next. There’s no such thing as a long-term strategy. Rather, every plan must be revisited â€" and goals adjusted â€" annually to ensure they’re still relevant and applicable. And this means that individuals must keep up and master new areas for which employers are willing to pay for expertise. Skills Gaps Are Everywhere It’s probably not a surprise that according to research I conducted with DeVry University’s Career Advisory Board in 2017, most managers feel that employees generally lack soft skills. At all three levels of employment â€" entry-level, mid-level and senior-level â€" managers cited soft skills and traits like integrity, problem-solving, interpersonal ability and adaptability as essential but not nearly common enough in the employee population. Here’s where it gets interesting, though. In a follow-up study last year, we asked 500 hiring managers about the skills human employees need in a world with greater machine participation. That’s when we discovered the desire for greater applied technical skills, or the ability to understand the technology available to do run an organization or do a job more productively. Of our respondents, 75 percent said employees should know how to use technology to inform and drive business decisions, while 84 percent claimed employees who know how to use the right technology tools in their fields are more effective. For the rest of the piece, head over to the SilkRoad blog.

The Secret To Successful Candidate Feedback

The Secret To Successful Candidate Feedback Forgetting to give candidate feedback is one of the most common mistakes made in the recruitment industry, more often than not it’s not even considered a mistake. In fact many employers just hope that their candidates will ‘get the message’ when they don’t hear anything a few weeks (or months) after the interview, but guess what? They don’t. A silent rejection leaves candidates to make up their own assumptions as to why they were decided against, which may not seem so bad until you think about the additional implications. Not giving your candidates any feedback says a whole lots more than a simple rejection, it says “we don’t value your time” or “we don’t value our fans”. Having gone through the process of finding, applying and attending interview, it’s a given that some form of candidate feedback is needed to close the book and not just the deal. Those who didn’t make it to interview deserve recognition for the time they invested preparing their cover letter and CV. Why? Because your candidates are your fans, and your fans help your business prosper. So, in order to make sure none of us ever make this horrible mistake ever again, we’re going to have a look at the most simple and useful ways to deliver candidate feedback successfully. Remember, even if your candidate is a total flop during interview it’s no reason not to send them a rejection letter, after all who knows who they know? A little common courtesy can go a long way! Successful candidate feedback: First off, time is of the essence. After applying for a position, most candidates gage about 3-4 weeks before losing faith in a reply. So if you think it may take longer to process your applications say so in the job ad. There’s no harm in adding a little sub note along the lines of: Please note: Due to a high volume in applications it may take several weeks for us to get back to you. Thank you for your patience. Simple, right? This way you give yourself a little leeway to process your applications without making any enemies at the same time. If it so happens that you get totally bogged down with applications, send a top-up email to calm any fraying nerves. Once again it doesn’t have to be complex, just try something like: Due to a high amount of interest in this position it will take a little longer to process your application. We thank you once again in your interest in the company and appreciate your patience. As long as you do eventually get back to your candidates, these two simple steps will pave the way for several weeks of worry free applicant processing, which brings us to the next step Initial rejections: For every sterling candidate there will be several others who just don’t make the grade, whether it was a spelling mistake or employment dates that dont quite add up. For one reason or another you will end up with a sizeable No pile following your first round of processing. Now, you could just dump them in the trash, or you could draft out a nice, polite email that will kindly but firmly let those candidates know that they didn’t quite cut it. For the sake of politeness and your employer branding, we’ll go for the latter: Dear Beatles, Thank you for your application for the position of Rock Band. We’re sorry to say that we won’t be taking your application further at this point, but we appreciate your time and interest in Decca Records and wish you all the best for the future. Kind regards, Tony Meehan at Decca Records Feel free to copy and paste that by the way, just don’t forget to change the names unless of course you are actually addressing The Beatles as Tony Meehan from Decca Records. The next round of processing will generally filter out those candidates which you would like to bring for a final interview this may involve phone interviews, a task or questionnaire. Either way it will involve more input from your runners up, in which case it’s nice to include a little more information as to why they don’t get invited to the final interview. Lets take another look at The Beatles who, for those of you who didn’t know, were rejected by Decca Records in 1961 because guitar groups were on the way out”. Dear Beatles, Thank you for your application for the position of Rock Band. Unfortunately we have opted for another band who we feel is more suited Decca Records and to the role in terms of sound. We’re sorry to say that we won’t be taking your application further at this point. However, we appreciate the time you’ve invested in Decca Records and wish you all the very best for the future. Kind regards, Tony Meehan at Decca Records Get the gist? A few words can make all the difference!  Your candidates know where they stand, plus they’re 10 times less likely to bad mouth you to friends, family or the rest of the world via Glassdoor.com.  There are also times when you’ll be completely torn between your candidates and might find yourself in the unenviable position of choosing between several great contenders. Naturally only one will eventually make it through. So, how do we go about letting the others down? Well, first off, you could send them one of the examples above, it’ll do the trick. However, as mentioned it’s worth giving back what your candidates put in. They may not be perfect for this role but it isn’t to say they’re not ideal for the next. So take the opportunity to line up an excellent contender for a future position. To let your candidates know that they did a great job and that you would love to keep them on your books, try adding a sentence along the lines of: We were extremely impressed with both your skills and performance and, with your permission, will keep you in our talent pool for future positions. As well as keeping a great candidate, a little flattery will soften the blow considerably. READ MORE:  How to  Reject  Job Applicants Without Making Enemies How much is too much? When it comes to candidate feedback there is, of course, a fine line between what is and isn’t appropriate to say.  Some argue that giving specific details will help job seekers to improve their applications and interview performances. On the other hand, not everyone would appreciate being told that their dress sense was too casual, or that they didn’t seem enthusiastic enough, or that their personality didn’t fit the team… Constructive criticism does run the risk of coming across as outright criticism, and therefore it’s often easier for employers to stick to tried and tested lines. However, it doesn’t mean you need to rule out the option completely. The trick is to keep candidate feedback factual. You could, for example, include test results or give examples of skills which need development. Perhaps your candidate just doesn’t have the sufficient work experience? It’s ok to let them know that.  Nobody can argue with hard facts, plus the extra feedback will mean that your candidate will not only understand the reason behind their rejection, but it will help them improve their game. Whats the true secret to successful candidate feedback? At the end of the day, the secret is not only to give candidates feedback in the first place, but to treat your candidates as you would anyone of your valued clients. True, not all candidates will walk away joyous in the face of rejection, but you can at least save your company from getting slammed on Glassdoor and you might just bag yourself a great future candidate or two while you’re at it! Do you have any further tips? Let us know in the comments below!

Writers, Dont Give Up On Social Media - Personal Branding Blog - Stand Out In Your Career

Writers, Dont Give Up On Social Media - Personal Branding Blog - Stand Out In Your Career Writer Randy Ross recently wondered on his blog whether social media was turning out to be a waste of time for promoting his writing. He wrote in a blog post that Twitter, Facebook, and LinkedIn seem to be over-saturated with users generating useless crap. Randy has seen both his web traffic and Facebook Reach drop by 50%; Twitter is still fairly new to him, but all hes seeing so far is spam, crap, and inane comments; and, LinkedIn has just created a nuclear arms race as everyone scrambles to get more of these new Endorsements. My response to him was the same I give to all other writers who are struggling with social media. Social media is not a waste of time, because this is where everyone is spending most of their time and energy gathering new information and sharing their work. But it is becoming harder to stand out, especially if you dont put in the effort. With more and more meh content and dreck, people are narrowing down how much they read. That makes it harder for the really good writers to stand out. (Theyre having the same problems with self-publishing versus traditional publishing.) Remember, rule #1 of social media is to write good shit. (Or as the hoity-toity, jargony people like to say, create interesting content.) Write stuff thats not only interesting, persuasive, and even educational, but make sure its well-written and coherent. You can have great ideas, but if you dont express them well, people wont care. And if you write beautifully about half-baked ideas, no one is going to care either. Dont forget rule #2 either. Share others content. Not only that, share it more than you share your own. Retweet other peoples interesting tweets. Tweet their own articles to your network. Like and share their cool status updates on Facebook. Then, if theres time, you can talk about your own stuff. In Branding Yourself, we said the ratio should be 90% someone elses stuff, 10% yours. That shows people youre interested in them, care about them, and want them to do well. Ultimately, that makes them want to be your advocates as well. Theyll tweet your blog posts, like and share your Facebook updates, and retweet your cool tweets. Now, heres the big secret to winning at personal branding: You have to outlast the people that put out mediocre crap. Thats it. You dont have to do it better; although just by putting in a conscious effort, you will. You dont have to resort to trickery; the spammers will burn themselves out with trickery that yields nothing. You dont have to double your energy or time spent on social media; just put in 30 60 minutes per day, spread throughout the day. As you do social media more and more, you will finally reach that tipping point where people are paying attention to your stuff, they are sharing it with everyone, and they are visiting your website on a regular basis. Its just a matter of being tenacious. Put the same energy into being a social media rockstar that you have into being a literary rockstar. If you write good shit, and promote everyone elses stuff on a consistent basis, you will begin to see success. And success begets success. The more you do it, the more youll have. Author: Erik Deckers  is the owner of  Professional Blog Service, and the co-author of  Branding Yourself: How to Use Social Media to Invent or Reinvent Yourself. His new book,  No Bullshit Social Media: The All-Business, No-Hype Guide to Social Media Marketing. His wife is a jazz singer and is building her own audience.

Why You Need to Treat Candidates Like Gold Dust

Why You Need to Treat Candidates Like Gold Dust All recruiters know that the most frustrating thing during the hiring process is giving out a great opportunity to an awful candidate it can lead to low productivity and a high attrition rate. It can also cause massive damage to your personal brand as a recruiter. To ensure you dont make the same mistake, take a step back and review your strategy. Are you engaging with candidates or solely focused on pleasing your clients? If you arent, youre playing a dangerous game. Here are the reasons why you should be treating any candidate like gold dust (courtesy of Manila Recruitment): 1) You wont need to spend on job advertisements: If you can fill any position without having to place a job ad, then make use of your database of CVs and resumes some may not fit the job spec, but there will be people who will jump at the opportunity. Youll save money, and make your job easier plus your candidates and clients will be happy. Winners all round! 2) Engaging with candidates equates to a good word of mouth: Just remember: candidates do not need recruiters, but recruiters need candidates you dont only work for your clients. Engaged candidates will not only let you know when theyre ready to move on (and possibly help you fill a position), but will also share the good news about you on social media, and to friends and family. No-one can ever put a price on good referrals or word of mouth, so thats why you always need a good candidate experience. As you develop your talent pipeline, and build ongoing relationships with qualifying candidates, ensure you dont alienate any good content during the rejection process too so choose your words wisely. 3) Placing candidates becomes easier and faster: If you are the person who reaches out to candidates on a regular basis allows them to understand that interactions are something that you would welcome. In term, it saves you effort and time. 4) The recruiters playing field is levelled: Candidate engagement has always had a big impact on the success of the hire however researching and reaching out to potential hires is becoming increasingly easy, in turn levelling the playing field. This means that if you dont engage with your candidates and treat them well, someone else will and youll have to return to the start so be quick, and good! [Featured image: Shutterstock]