How New Moms Can Get Back Into Their Comfort Zone Post-Maternity Leave - Sterling Career Concepts

How New Moms Can Get Back Into Their Comfort Zone Post-Maternity Leave How New Moms Can Get Back Into Their Comfort Zone Post-Maternity Leave Numerous ladies go through years setting up themselves in their profession, developing their character and getting settled in that world. At the point when she includes to her personality by turning into a mother, life changes for her. The decision to come back to work can be a troublesome one to make. Regardless of whether its for money related reasons or just in light of the fact that she appreciates working, numerous ladies do return. Thirty-six percent of new moms return full-time, and 17 percent return low maintenance. Getting once again into a work routine baby blues can be an enormous progress. Its characteristic from the outset to be continually thinking about and needing to be with your infant. Stressing that they arent with you can feel sincerely depleting. In any case, here are a couple of accommodating stunts to move your way once more into your activity making you the lady supervisor you realize you are and the brilliant mother youve simply become. Go slowly As you begin to return to work, approach everything slowly and carefully. Go through your first week raising got to an acceptable level and ensuring you're aware of everything on whats been going on while you were away. Plunk down with your manager to ensure that you are both on the same wavelength. While they will anticipate that you should invest 110% energy into your activity, they'll likewise comprehend the need to move again into the regular daily practice. This a decent open door for you two to make sense of the full limit of the arrival. Will there be any confinements or days/times when you are inaccessible? Plan this conversation as from the get-go ahead of time as could be expected under the circumstances. Converse with Your Human Resources Department Another significant advance for your arrival is to set up a gathering with HR. Here, they will talk about all the significant strides with you. At this gathering, you can set up your official return date, and plan for any exceptional lodging remembering a private space to siphon for in case you're breastfeeding. They may have desk work for you to finish during this time too. Depend on them when you have issues or need assistance to make sense of the proper work-life balance for you actually. Concentrate on Caring for Yourself Your feelings will probably be unwell during this time. Your need will move towards concentrating on your infant and thinking about their prosperity more than your own. It's significant for your psychological well-being to deal with yourself also. Investing energy organizing self-care, even in basic acts, will assist you with feeling like your best self. This is an inclination you'll need before you return. Purchase new expert garments that fit well and a happy with nursing bra that will give you the help you need at work throughout the day. Invigorating your hairdo could give you an increase in certainty you need too. Indeed, even a couple of moments spent concentrating on yourself just helps save you in the best mood for exceeding expectations at your profession. Request Help It's actual it takes a town to help bring up a kid. A couple of additional arrangements of hands are useful when you're attempting to adjust being a lifelong lady, supermom, and yourself at the same time. Mastermind a childcare supplier whether that is a childcare or a babysitter, well ahead of time of returning. You will need to get settled and acquainted with them early. Running personal investigations and additionally reaching a potential applicants references is never an impractical notion. It resembles recruiting a representative, as you'll need to ensure you pick an ideal choice for both you and your youngster. Discover Your Circle Finding different mothers at your office who have experienced this procedure previously, can help gigantically. They'll help offer you guidance for overcoming the extreme occasions since they've been there previously. Get some espresso with your new circle or set up a playdate for your kids. They can assist you with foregetting about the pressure of adjusting everything to have some good times for a couple of seconds. As you make this move, realize that you're not the only one. Your collaborators, family, and companions will all be there to loan some assistance insofar as you're not very brimming proudly to approach them for help. As massive as this progress can be, numerous fruitful profession ladies have experienced this before you. They've come out of it as a superior representative and mother, and think about what… you will as well.

Hiring For Skills Instead of Credentials

Employing For Skills Instead of Credentials Employing For Skills Instead of Credentials It's upsetting on the grounds that that is the absolute best feature for any article about HireArt, and I'm envious that TechCrunch beat me to the punch. That feature is impeccable in light of the fact that it compactly catches HireArt's one of a kind embodiment - arrangements based deduction driven by a sound flippancy for defective customs. The imperfect convention that started HireArt? Contemporary selecting rehearses, which benefit unessential certifications over self evident abilities, as indicated by Julia Averbuck, HireArt's head of tasks. What does it imply that somebody has a 3.9 GPA at Harvard? Averbuck inquires. Indeed, it implies that they're dedicated, however that doesn't really imply that they can carry out this responsibility. The arrangement? A beefed up take hands on board, one that coops an association's activity posts, yet that additionally screens contender for you. HireArt needs to be a framework that could test somebody's capacity to carry out the responsibility, and [it needs to] improve the proficiency of enrolling, when it came to real abilities and not simply qualifications, Averbuck says. Starting point Story HireArt fellow benefactors Elli Sharef and Nick Sedlet both worked for organizations with all around regarded selecting forms. Sharef was with McKinsey Company, whose one-time overseeing chief Marvin Bower was among the first to enroll ability straight bankrupt schools; Sedlet was with Goldman Sachs, one more impressive spotter of new MBAs. However, when Sharef moved to her next activity, she discovered that few out of every odd organization is as proficient at selecting as McKinsey or Goldman Sachs. A great deal of associations depend on the uncontrollably wasteful post-and-implore technique, or other correspondingly unfocused strategies for sourcing. [Sharef] perceived how unique it was, and how baffling selecting could be, Averbuck says. So what she needed to do was she needed to make a procedure that could reproduce the McKinsey procedure, in that it could choose the crude ability. It could truly make sense of who the best up-and-comers are for the activity. What's more, as Sharef contemplated the thought more, she understood that even the McKinsey procedure could be enhanced. Powerhouse organizations like McKinsey and Goldman Sachs regularly center their selecting systems around moves on from top-50 schools, misleadingly constraining their scopes. Thus, despite the fact that they have this extraordinary meeting process, they're really not tending to each likely ability out there, Averbuck says. [Sharef and Sedlet] needed to make a procedure that helps anybody - with any sort of foundation - sparkle past their list of references. HireArt's Take on Recruiting For managers, HireArt is kind of a mix work board/ATS, yet with much better screening abilities. You head to HireArt, post work, and it coops your posting. HireArt allots you a record supervisor, whose activity is to make sense of what, precisely, you need from your new worker. We invest a great deal of energy forthright understanding what [companies] need, says Averbuck. We're not simply going off of the [job] prerequisites; we're not going to go off of some extraordinary thought we have. We do a call with the employing director to state, 'Mention to us what no doubt about it.' Once HireArt has this data, it can begin curating a competitor list - that is, a rundown of the main scarcely any up-and-comers whom the stage decides are the best counterparts for you, out of every other candidate. Along these lines, HireArt is similar to an ATS, isolating the quality goods from the debris. Obviously, the issue with ATSs is that such a significant number of them channel applicants as indicated by catchphrases on their list of references. Consequently the heap articles on beating the framework. What's more, by then, a list of qualifications is practically useless. It no longer shows off who an up-and-comer is, yet what an up-and-comer realizes an organization needs to hear. Good karma attempting to recruit the most elite in those conditions. HireArt, be that as it may, takes an alternate, more active way to deal with applicant curation, utilizing video meetings and work tests (more on those in a piece) to test significant abilities. There's really two sections to [the screening process], clarifies Averbuck. The up-and-comer initially sends in their list of references, and afterward they're welcomed back for a video meet. Regardless of whether they complete the video meet or not, as I would see it, is as of now an evaluation of them. As Averbuck brings up, applying to an occupation online is an outright breeze, generally: simply send in your resume and see what occurs. By requesting that candidates total a short four-question appraisal - two video questions, two composed inquiries - HireArt plans to test whether competitors truly need the activity or are simply indiscriminately sending off list of references. The thought is that, in the event that somebody doesn't return and do this additional 10 brief evaluation, at that point they're most likely not that keen on the job, says Averbuck. That is something that businesses burn through a great deal of time on nowadays. Envision, for instance, presenting a promotion on Craigslist. What number of candidates would you say you will get altogether? (Leading an investigation, author Eric Auld got 653 reactions to work promotion in 24 hours. A short time later, he brought the advertisement down. What number of more would he have gotten had he kept it up?) And what number of those will be quality applicants? (All things considered, in excess of 50 percent of candidates neglect to meet the essential capabilities). A business will get 100-1000 list of qualifications [on Craigslist], Averbuck says. You experience those list of qualifications, you choose the best ones, and the initial ten individuals you call simply aren't intrigued. They only sort of sent [the resumé] on the grounds that, 'Why not?' Averbuck portrays the video talk with welcome as the principal line of evaluation on the grounds that, instead of surveying aptitudes, it evaluate competitor intrigue. On the off chance that an up-and-comer can't be tried to finish the evaluation, they in all probability can't be tried to think much about the position on the off chance that they land it. After this first layer of screening, we go to the real appraisal. The inquiries that HireArt pose to applicants are explicit to the level and the classification of the job which needs filling. For instance, for a client assistance job, we have them answer a client care email, or we have them do an example client support call, says Averbuck. These are the work samples referenced above: little exercises which give previews of a candidate's significant aptitudes. While HireArt for the most part manages passage level and non-specialized employments - the fundamental abilities for which are simpler to survey on the web - the stage has a procedure for assessing more significant level competitors. For a progressively senior showcasing work, for instance, it's somewhat harder to accomplish work tests, yet we request instances of earlier work, or we get some information about specific parts of computerized advertising that will be significant for their occupations, says Averbuck. It's About Fairness From a competitor point of view - it feels unusual to state this - yet when [Sharef] and [Sedlet] began [HireArt], they began it with an objective of reasonableness, of trying everybody out, says Averbuck. One can perceive any reason why Averbuck feels bizarre saying that: when you're accustomed to screening applicants by means of the a long way from-ideal frameworks of ATSs, screening up-and-comers doesn't appear to be a particularly reasonable procedure. Furthermore, the procedure is particularly broken in case you're screening for qualifications rather than abilities. Be that as it may, the employing procedure ought to be reasonable, shouldn't it? Each candidate ought to get the opportunity to show an association what their identity is. In the event that what their identity is isn't directly for that job, sufficiently reasonable - yet removing competitors before they get an opportunity to demonstrate their value appears merciless to up-and-comers, yet additionally irrational to the organization's crucial. In case you're hoping to employ top ability, would it be a good idea for you to truly be trusting list of references and watchword channels? Would you be able to stand to confine yourself to specific schools? Sharef and Sedlet began HireArt to some degree since they saw organizations utilizing an inappropriate measures to employ individuals - e.g., searching for degrees rather than aptitudes. They felt like a great deal of organizations were simply screening for top-50 schools, Averbuck says. Truly, in case you're a startup hoping to recruit a client care individual, for instance, you likely don't have to enlist somebody from a main 50 school. We began the organization with the objective of demonstrating that individuals were picking for an inappropriate classifications, Averbuck clarifies. While HireArt goes about as an outsider caretaker of up-and-comers, Averbuck accepts this doesn't bring about such a disappointing partition among candidates and organizations. In the event that anything, Averbuck sees HireArt as an approach to carry imminent recruits nearer to businesses: On the off chance that they do endure to the top competitors, at that point they're generally one of 5 or one of 10, Averbuck says. They get a great deal of business consideration. They truly get the perceivability. Going Ahead We've made sense of what we progress admirably, Averbuck says of HireArt. We're at a point where we need to scale that. While HireArt is as of now highly involved with raising funding to scale-up its tasks, the organization is likewise hoping to improve a few parts of the stage. For instance, Averbuck says HireArt is hoping to gather more information on how candidates are performing, with the goal that it may use that data to serve work candidates. At this moment, we grade applications widely, and we gather the entirety of this information, however we're dealing with how we can come around and make sense of how to give this back to up-and-comers, Averbuck says. HireArt likewise gathers information on each up-and-comer that gets recruited, to perceive how well they're doing and to what extent they remain. On a progressively broad note, HireArt appears to see the incentive in consistent improvement. As Averbuck notes before our discussion closes, We perceive

Subway riders throw party for a graduate stuck on delayed train

Metro riders set up party for an alumni stuck on postponed train Metro riders set up party for an alumni stuck on postponed train In New York City, the most crowded city in America, the regularly scheduled drive is fundamentally unique in relation to it is in different spots: there are people - a ton of people - surrounding you during the entire outing, which can take hours for some New Yorkers. The jarring of mankind can wear out a suburbanite's spirit over time.Even more regrettable: The Metropolitan Transportation Authority, which runs the broad tram framework, experiences been having a few difficulties of late keeping the trains running on schedule. As per the New York Times, more than 70,000 New Yorkers every month are encountering tram delays, a number that is ascended from the 28,000 deferrals for each month in 2012.In the case of Jerich Marco Alcantara, a metro train malfunction had a lot higher results. It made him miss his own graduation from nursing school this Tuesday. But the two-hour delay brought the best out of individual riders.Although Alcantara's girlfriend said they left two hours before the graduation service to show up before the expected time, an E-train defer thwarted their great arranging. As Alcantara acknowledged he would not be receiving a degree from the Hunter-Bellevue School of Nursing face to face, he chose to make an announcement.My initiation was at that point about an hour in, Alcantara told abc7NY. I wanted to help the disposition and expressed gratitude toward everybody for 'going to my graduation.' Told them it implied a great deal to me, and they extolled it.Subway riders at that point assembled to toss him a stopgap graduation, complete with music, awwws and a few sneezes of glad tears.(function(d, s, id) { var js, fjs = d.getElementsByTagName(s)[0]; if (d.getElementById(id)) return; js = d.createElement(s); js.id = id; js.src = 'https://connect.facebook.net/en_US/sdk.js#xfbml=1version=v3.1'; fjs.parentNode.insertBefore(js, fjs);}(document, 'content', 'facebook-jssdk'));Alcantara was at that point wearing the top and outfit his individual caught wor kers gave him the ceremony and circumstance.His old and new companions on the train extemporized with what they had. Rather than giving him a confirmation, one of his companions gave him a mobile phone where he had created a declaration of great job that read: yu r a medical attendant now perhaps. It's not the school president's hand-marked mark, however that incorrectly spelled write is comparable to graduating with distinction when you're stuck on a train.Someone else set the mind-set by playing the quintessential graduation tune, No love lost (Time of Your Life). Others assumed the job of parent and reported the entire occasion on their telephones to post later on social media.Alcantara was feeling the affection so much that he chose to share an advanced duplicate of his diploma. On the off chance that you need a duplicate of my confirmation, turn on AirDrop, Alcantara told the train. This is the cutting edge metro variant of snapping a photo with the graduate.In the end, hours a fter the fact, the MTA conveyed a salvage train to free the travelers after it couldn't fix the train glitch. By at that point, these outsiders had reinforced together to make one understudy's day a little better.It's an account of an awful drive that ended up being a sweet one because of the sheer positive expectation of everybody included. Some of the time, your fellow tram riders are execution craftsmen releasing crickets and hellfire on a train. What's more, here and there, they're acceptable Samaritans who will help you make a great graduation memory. Also, that is New York City more or less.

4 Tips Of Career Advice For Young People To Succeed In Any Job

four Tips of Career Advice For Young People To Succeed In Any Job When you need to be a famous person at work, these 4 acts of work is not going to go unnoticed. Make certain that “noticing” is for all the nice reasons. This submit is sponsored by SecureTheJob. The first community platform the place customers share job-specific career recommendation. Career Advice for young folks doesn't end when you discover a job. It solely transforms from primary to superior level of career recommendation. When you might be in a job and realise there are lots of of different folks just like you who need to progress their careers, it may be a troublesome realisation. I’ve received some career advice for young people who are in jobs however questioning what can one do to further their career. When you begin working, you'll be given small duties to see the way you cope before entrusting you with a larger piece of work. It’s these small tasks and how you do them that defines the way you progress. 1. Focus on supply Here’s one piece of career advice for younger individuals, give attention to delivering what you're expected to deliver. A business makes cash on what it ships outta the door / service it offers / software it sells / recommendation it gives â€" and for all of this, you must ship to the customer. Focus on delivering your piece of labor in a well timed manner. If you can deliver your small / big task in time, it will help the overall project. And ultimately impacts the underside line of the enterprise. 2. Do what you mentioned you'll do, when you stated you will do This ties into the delivery bit â€" bear in mind to at all times do what you promised to do. Your boss, she might be anticipating and scheduling rest of the work on timescales you’ve given her. It is important to be that one that is known to deliver when he promises he will deliver. This isn’t just career recommendation for younger people, this ought to be a part of your DNA. Always do what you promised you will do. It could be simple to look at small tasks and think you will deliver 2 big duties and not do one small task. No. If you said you will do all three tasks at work by x date, then do them. You have to become the employee that may be trusted to ship in a timely manner, when promised. three. Don’t shock your manager and by no means a bad surprise I’ve rarely seen a supervisor say she’s pleasantly surprised by any work. It’s both a great bonus to complete earlier or ship greater than promised or it’s a nasty shock / shock of it not being accomplished in any respect. This piece of career advice for young individuals is commonly missed as they attempt to postpone the unhealthy news as a lot as potential. Look, there are occasions when you might be struggling and know that you simply cannot deliver to the time scale. In that event, let your manager know as soon as possible. She shall be more appreciative if she knows well prematurely what to anticipate, than get a surprise on the day before the project is due for completion. Nobody likes a nasty shock and make sure you aren't the individual continuously giving these unhealthy surprises. Let your supervisor find out about any slippages or delays upfront, and he or she could possibly assist and even assist you by offering additional useful resource to the project. 4. Career recommendation for younger individuals â€" think about your profession! Huh? What? Ofcourse I take into consideration my career. I need to become a staff leader in 2 years after which a supervisor in 5 years. I will work onerous and work my means up the ladder. I’ve already considered my profession. If that’s what you’ve thought for your career, then we've a problem. When you begin working, no person goes to spoon feed you with career recommendation. You need a Individual Development Plan (IDP). It does not have to be fancy, but a extra thought via method of how you need to progress and what you have to do. Get your manager’s purchase in. Once she is aware of what you need to do in your profession, she might assist by putting you on tasks that help you acquire relevant skillset. For e.g. You might say in 2/three years you wish to turn out to be a team leader. For that you just need expertise in leading a small staff for part of the project. You would additionally wish to have the opportunity to work with the shopper and perceive their necessities , etc. Your manager will look at it and take that as a voluntary submission of when she is on the lookout for members of her team to help with varied roles. The four steps above are true for any stage of management. However, when you start new you have to showcase these qualities to build belief. If you just like the post or have any feedback, please let me know within the feedback part under. Share the publish with anyone who's starting a new function or struggling to make an impact at work! This publish is sponsored by SecureTheJob. The first community platform where users share job-particular career recommendation. 10 Reasons You Should Study Cookery Courses in Australia Do you want meals? Do you like Australia? It’s time to mix both and launch yourself into a... 6 Pros and Cons of Becoming a Tow Truck Driver If you have ever thought about changing into a tow truck driver, you should turn into familiar with some of... 6 Important Skills You Need to Master in Business Administra tion Business administration entails all operations required to maintain an office operating easily. From... 4 Careers For People Who Like To Teach Teachers have the chance to spark a love of studying in young minds, affect the next generation... How to Tell if Someone is Being Dishonest During an Interview Even after years of experience, it can be all too straightforward to finish up hiring the wrong candidate... Looking to Launch an Online Business? Here’s What You Need... Many elements go into entrepreneurial success and, identical to most endeavors, a perception in the mission... Number 2 is one one of the best pieces of advice for anyone in work, not just a teenager. It’s a bit of recommendation I was given many years in the past and has stood me in good stead. Doing what you say you will, when you say will do it is essential if you wish to carve out a career and become known as a reliable member of any team or business. Another great publish.

Best Resume Writing Services - How to Locate the Best Resume Service Provider

Best Resume Writing Services - How to Locate the Best Resume Service ProviderWhat are the best resume writing services? Is there a thing called best? Well, according to some studies, it is pretty obvious that the best salary for an employee is the one that is listed in the first page of the application. So, if you have to get a high paying job, the most important thing is to make your resume as impressive as possible.However, how can you find the right resume service provider and make it work for you? How do you know which company is going to help you get a job and that company is just looking to take your money without giving anything in return? Fortunately, it is not too difficult to find the right resume writing services and you do not need to have much knowledge about resumes to figure out the good from the bad.First, you should get a list of all the companies that offer resume writing services. It is possible that you can do this in two ways:The best method is to use the interne t to find the list of services and then use it to gather information about all the companies that you can find on the list. You will get information about their strengths and weaknesses, contact information, and a contact form for their e-mail address.The second method is to contact the companies that are listed on the list directly. This is the easiest way, but it is not very effective. You need to do the research on the internet first and get an accurate list of the companies that you can contact.You should be able to find a good resume service provider by following these methods. The important thing is to have a good list so that you do not waste time trying to locate the best company.With this list, you can search for different kinds of resume writing services and then choose the best one that suits your needs. You do not need to waste your time trying to find the best services because they are already available for you.Resume writing services are something that everyone wants, but you cannot rely on them and expect great results. You need to do your own research and gather information on the different companies that offer resume writing services and then search for the best service provider that is available for you.

Once The Kiss of Death Job Hopping Is Becoming More Acceptable

When The Kiss of Death Job Hopping Is Becoming More Acceptable When The Kiss of Death Job Hopping Is Becoming More Acceptable A progression of shorter spells at various organizations no longer conveys a similar disgrace it once did by a recent report via CareerBuilder. The greater part of bosses (55 percent) reacting to the study said they have employed somebody viewed as an occupation container and about 33% (32 percent) said they anticipate that individuals should change occupations regularly. While the investigation demonstrates that a noteworthy number of bosses (43 percent) despite everything won't consider a competitor who has moved frequently, different respondents accept there are advantages to recruiting up-and-comers who have worked for a few organizations. CareeerBuilder noticed that the greater part (53 percent) of bosses said that activity containers will in general have a wide scope of information and can adjust rapidly (51 percent). Review results especially advantage new alumni. CareerBuilder found that businesses expect more youthful specialists who are as yet attempting to build up a profession way to switch occupations more much of the time than more established bosses. Practically 50% of respondents (45 percent) said that when they enlist another school graduate they anticipate that them should remain with the association two years, or less. Be that as it may, business desires change to some degree with work searchers age. Numerous businesses (41 percent) said that regularly changing employments is less adequate when laborers come to their right on time to mid-thirties, while others (28 percent) secure position jumping less satisfactory after the age of 40. The investigation likewise found that by age 35 twenty-five percent of laborers have held five employments or more, while 20% of laborers 55 and more seasoned have held ten occupations or more. The investigation demonstrated that a few businesses, similar to Information Technology where there is an ability lack, have a higher level of managers who anticipate that laborers should work bounce. The main five businesses are: Information Technology (42 percent), Leisure Hospitality (41 percent), Transportation (37 percent), Retail (36 percent), and Manufacturing (32 percent). As a side note, the Bureau of Labor Statistics found that people conceived between 1957 to 1964 held a normal of 12 employments before they were 50.

March in Review Kicking Off April Strong - Copeland Coaching

March in Review Kicking Off April Strong Happy April second! I hope you’re doing well and that your weekend was a good one. March was an awesome month for me and Copeland Coaching. I’m so excited to share all the details with you here. Copeland Coaching Podcast is now an Alexa Skill I’m still in disbelief. Amazon has added the Copeland Coaching Podcast as an Alexa Skill. This means that you can now play the show on any Alexa enabled device. I’ve tested it out with my Echo speaker. I’d love for you to check it out, and it would be amazing if you would leave me a review. Amazon cares about reviews. Reviews help to make the show easier for others to find. If you’re interested to listen to the show on Alexa, or to leave a review, here’s a video tutorial to show you how to do it! I Attended My First SXSW If you follow me on Instagram, you know that I was in Austin this month. I attended the Workplace portion of the SXSW festival. It covered tons of interesting topics, from salary negotiation to creative HR benefits to diversity and pay equality. It was an exciting week filled with great information! I’ve been interviewing a number of the speakers for my podcast and will continue to share the episodes into the coming weeks. Check out the episodes that are already available on Apple Podcasts or wherever you get your podcasts. I Visited Indeed.com in Person What! How exciting is this! I visited the number one job site in the world â€" in person! I can’t thank the awesome folks at Indeed enough for inviting me to their campus. They treated me to a wonderful lunch in their gourmet cafeteria and gave me a tour of their campus. I really got a chance to see the people whose motto is, “We help people get jobs.” I continue to be impressed by the focus and effort that Indeed puts into treating its employees well. On top of interesting work, “Indeedians” receive fun perks such as unlimited vacation and free lunches. There’s more to it than this, but the more I get to know Indeed, the more I’m convinced that it’s a special place to work. Know Your Myers-Briggs Type Indicator? Use Your Results To Your Advantage You know I love the Myers-Briggs assessment! I am so happy to be included in Forbes this month with my thoughts on how you can use the MBTI to your advantage. “The Myers-Briggs Type Indicator personality test can be a fun thing to do. Its especially helpful if youre thinking of switching careers, but youre not sure what youd like to do. The MBTI can help you to identify strengths and potential future career paths that you may not have thought of before.” Check out the entire piece on Forbes.com. This Is What An A+ LinkedIn Summary Looks Like Two awesome things together in one place: Girlboss and LinkedIn. Huge thank you to Girlboss for including my advice on this piece about making your LinkedIn the best it can be. “The LinkedIn summary is a like a mini-bio. Use it to give a brief personal narrative of your background. Dont hesitate to restate important facts that can be found later in your profile. The reader may not make it all the way down your profile.” Check out all of the advice on how to write an A+ LinkedIn summary on Girlboss. Relight Your Spark: 15 Ways To Renew Motivation At A Long-Term Job If you’ve been at your job for years and need a little inspiration, this piece is for you. Big thanks to Forbes for including my tips on how to renew your motivation. “If youre feeling burned out at your current job, a great next step is to begin exploring alternative opportunities. Its much easier to stay excited about what youre doing today if you know that youre working on your next big move. But, be careful to job search at home. You want to give it your all when youre at your current job.” Check out all the ways you can renew your motivation on Forbes. Copeland Coaching Podcast I had a number of incredible guests in March. You can listen to the interviews on the Copeland Coaching Podcast on Apple Podcasts, Stitcher, Spotify, Alexa, or wherever you download podcasts. Margaret Heffernan, Willful Blindness Margaret has run five different businesses in the U.S. and the U.K. She teaches at several business schools in the U.S. and U.K. and sit on the boards of three organizations. Margaret has published five books including: Willful Blindness, A Bigger Prize, and The Naked Truth. She’s also given multiple TED Talks, and speaks at conferences and organizations around the world. Audrey Boring, Aces Branding Audrey is an independent marketing and advertising professional. She began her creative career as a copywriter, setting up her own freelance business in 2010. She has worked with clients such as Blinds.com, International Paper, and St. Louis Children’s Hospital. She also recently spoke at SXSW about “Building the creative career you’re meant to have.” Alexandra Dickinson, Ask For It Alexandra is an entrepreneur who teaches people to negotiate. She’s the Founder and CEO of the negotiation training and coaching company Ask For It. She is a contributing writer at Women at Forbes and has spoken at organizations like UN Women, Columbia Business School, and Facebook. She spoke at SXSW on the topic, “Time’s Up on the Gender Pay Gap: How to Negotiate in 2018.” Dr. Karlyn Borysenko, Zen Workplace Karlyn is the Principle at Zen Workplace. She is an organizational psychologist and performance coach. Karlyn helps individuals find greater happiness and fulfillment in their professional lives, and works with organizations to help create amazing environments for their teams that drive productivity. She spoke at SXSW at a session called “Zen Your Work: Creating an Ideal Work Experience.” Career Corner Column When to Ask Your Boss for More Money Who wouldn’t like to make more money? If you’ve read my column before, you probably know that I’m an advocate of changing companies every three to five years (for many industries). Starting a Digital Marketing Career â€" Digital marketing is a hot field. It has been hot for more than ten years. I rarely share much about how to move into the field of digital marketing. Secrets Recruiters Won’t Tell Youâ€" Applying for a job seems like a fair process. You apply online, and if you’re a good fit for the job, the company will give you a call. The New World of Social Media â€" Social media used to be so fun. We could all stay connected with friends and family, for long periods of time and around the world. I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, dont hesitate to reach out to me here. Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If youve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher. Happy hunting! Angela Copeland @CopelandCoach