Want your unemployment check Take this drug test first

Want your unemployment check Take this drug test firstWant your unemployment check Take this drug test firstCorporate layoffs are still widespread this year, with companies from Eli Lilly to Fidelity Investments to General Motors announcing layoffs in 2017. Now, those laid-off workers trying to collect unemployment benefits could find it complicated.Heres why GOP House and Senate Republicans want to make state unemployment benefits conditional upon taking a drug test - for everyone.On March 14, Senate Republicans voted to repeal a Department of Labor rule imposed during the Obama administration. That rule limited drug testing for federal employment insurance to only occupations that regularly conduct drug testing.The White House said the Obama-era rule was part ofunnecessary regulationsand that President Donald Trump is expected tosign the new entscheidung into law.Support for the measure seems to trace back to Wisconsin governor Scott Walker, who promised the tests as part of his W isconsin comeback plan. Walker has argued that the measure will help employers find more drug-free employees and will restore the power over unemployment and welfare benefits to states, rather than the federal government. Paul Ryan, the Speaker of the House of the Representatives, has also eagerly embraced the plan.Strong opposition to drug testingThere is the small problem of how unemployment benefits are determined workers pay into the unemployment insurance fund from every paycheck, so when they lose their jobs, many say they areowed the right to claim the benefits they paid for.But Democrats argue that this repealis a government overreach into the private lives of workers. Imposing drug tests as the default, they say, violates the rights of workers.If youre looking for work, youre guilty of drug use until being proven innocent.Sen. Ron Wyden, D-Ore., said.The American Civil Liberties Unionsigned a letter against the measure, and the National Employment Law Center has disparaged the idea in its policy papers.By treating all applicants with blanket suspicion, the ACLU argues that the measure likely violates the Fourth Amendment that prohibits unreasonable searches and seizures to individuals.Moreover, the ACLU said that drug testing people who apply for unemployment benefits adds moreshame to an already vulnerable timein a workers life andneedlesslystigmatize and punish jobless workers and their families who are trying to get back on their feet.Arthur Brooks, the founder of the conservative think tank the American Enterprise Institute, has also spoken out against drug testing for government benefits like welfare. At least 15 states, however, do require those tests.One less safety netUnemployment benefits are used to give job seekers more financial stability as they search for jobs. Republicans want this safety net to be narrower because they dont want this government assistancegoing to drug users.Yet unemployment itself - one of the most stressful times in a persons life - can encourage drug use. Addiction is a disease that unemployed workers are especially vulnerable to get. A 2013 study found that the psychological and emotional effects of being unemployed increased average daily ethanol consumption, binge drinking days, and alcohol abuse/dependence diagnoses, possibly due to factors such as mental strain, financial pressure, and shame.Unable to access unemployment benefits that provide stability, these joblessworkers may become more trapped in a cycle that encourages drug and alcohol abuse with no way out.In addition, criminal records - many of them related to drugs - are already keeping a significant percentage of U.S. men out of the workforce entirely as employment background checks become more popular. Adding more financial barriers to unemployment benefits for these men of prime working age could have an outsize effect on the U.S. economy and add to the ranks of those living in poverty.Men with criminal records account for a bout 34% of all nonworking men ages 25 to 54, The New York Times gathered from a poll it conducted with CBS News and the Kaiser Family Health Foundation.This isnt saving the government money, anywaysBy making the bar to get government assistance higher, Republicans argue that states will save money. The numbers show, however, that drug-testing for other benefits, like welfare, has been costly to the states that do it. The practice has also turned up few offenders.A ThinkProgress investigation found that Arizona, Kansas, Mississippi, Missouri, Oklahoma, Tennessee, and Utah - states with drug testing programs- have collectively spent nearly $1 million dollars to find very few drug users to penalize. State data showed that only 0.002% to 8.3% of welfare applicants tested positive in these states.

How to Become a Successful Music Promoter

How to Become a Successful Music PromoterHow to Become a Successful Music PromoterAre you organized, great with people, and have a deep love of music? Have you been wondering how you can combine your skills and passions together to become a music promoter? As one of the most popular music industry careers, a music or concert promoter is in charge of booking, organizing, promoting, and hosting musical performances at concert halls, clubs, events, and various other venues. How to Become a Music Promoter If you want to work in independent music, becoming a concert promoter might simply involve taking the leap and booking your first show. If you want to work in larger venues and with larger artists, becoming a promoter often involves doing some work with an established company and working your way up the company ladder.Here, we look at two different paths to becoming a music promoter. Path One- Work for a Promotion Company Concert versetzung companies, such as AEG, tend to handle promotion for big-name artists. They may plan festivals, stadium/arena shows, or they may work for specific music venues, handling all of the promotion of shows for that location. If you learn the ropes at such a promotion company, you may start out doing very basic things, like distributing flyers/posters for events and work your way up to being the lead promoter on events. You may also specialize in advertising, accounting or some other facet of putting on an event. Some of the pros and cons of working for a promotion company include Getting to work on major events/with big-name artistsOften more lucrative than indie promotingNo personal financial risk for showsMay have to work with music genres you dont personally enjoyCan be a hard business to break intoMay take a long time to climb the company ladder Path Two- Working for Yourself/Indie Promoting Sometimes, getting started in concert promotion is as simple as booking your first show. Where there are musicians, there is a d emand for people to promote live shows for them. All it takes is a few successful shows to make your phone start ringing off the hook with calls from people who want you to put on their show.Some of the pros and cons of working for yourself/Indie promoting include Getting to pick and choose the shows you want to work onYou are the boss from day oneYou may carry the majority of the financial risk of a showLots of responsibility and wearing many hats, all of which require a large time investmentAdvancement can be difficult- you may end up in a cycle of promoting small club shows that dont allow you to make a lot of money Which Is the Right Path for You? There is no right answer here. It is a matter of personal preference and of course, your career goals. If you crave the excitement of putting on a music festival or working on arena shows, then working for a promotion company is a great way to get started. If you like working with indie musicians and labels, then working for yourse lf may be the best way to get started. Consider your end game and choose the path that leads there.Either way, its important to know that both paths depend on finding the initial funding required to promote a concert or event, be it through the backing of a large promotion company, your own investments, through fundraising or seeking others who will share in the overall expenses (and in return share in the profits as well).

How to unlock the hidden power of team culture

How to unlock the hidden power of gruppe cultureHow to unlock the hidden power of team cultureCulture is supposed to eat strategy for breakfast. But, its leaving many organizations hungry for better results.A positive culture provides the right environment. It encourages people to create their best work possible. But, the increasing focus and investment on organizational culture, isbedrngnis movingthe needle.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreEmployee engagement is at an all-time low. Thats the key finding of recent research by ADPRI, conducted in 19 countries.Theglobal study of engagementreveals that only 16% of employees are fully engaged at work?- ?84% are just going through the motions.Culture is notlage the problem?- ?our approach is.People build the culture, yet managers want tocontrolit. Thats the paradox of culture. Leaders think they can create a homogenous one. And expect everyone to behave in the same way.The best-performing teams practicecultural fitness, not just fit. The overall culture does not only shape them?- ?they shape it too.What if we shift the focus from corporate culture to team culture instead?Culture Is Not a Homogeneous BeastManagers assume that teams will collaborate which other. They fall into the collaboration trap, asI wrote here.Each team has its own way of doing things. Thats why collaboration is hard?- ?even between two teams from the same organization. No one wants to share their secret sauce.Regardless if its an executive, cross-functional, project-based or informal team?- ?each has a parteicular culture. Acknowledging this is vital to fix engagement.Organizations know that engagement leads to productivity, innovation, loyalty, and more. But, most are failing to improve it.We got engagement all wrong.Thats the key conclusion of Marcus Buckingham and Ashley Goodall in-depthHBR piece. Organizations usually have two extreme so lutions to fix engagement.The first isculture?- ?companies focus on the employee experience to improve engagement. The second is thepersonper se?- ?to fix performance, companies try to develop skills, and motivation individually.It turns out that the most effective way to improve performance and engagement is to focus not on culture or individuals?- ?but on the team.What really matters?- ?the authors explain?- ?is if people do most of their work on a team (or not).As Daniel Coyle, author ofThe Culture Code,writesWe presume skilled individuals will combine to produce skilled performance in the same way we presume two positiv two will combine to produce four. We focus on what we can see?- ?but individual skills are not what matters. What matters is the interaction.Belonging to a team drives higher engagement?- ?even within the same company.Employees who are part of a team are more thantwicemore engaged than those who did most of their work alone. But, great teams drive even higher eng agement.Teams shape individual performance.A team expands everyones perspectives. Teammates have individual skills that complement each other. Our colleagues feedback increasesself-awarenessand performance.Google discovered that moving low performers intoa different team drastically improves behavior and performance.Transferring peopleto a new, different team generates measurable, positive outcomes. It increases learning, productivity, innovation, and leadership.Team culture is tangible?- ?it boosts happiness, creativity, innovation, and resilience.Team Cultures AreTribesWe are drawn to leaders and to their ideas, and we cant resist the rush of belonging and the thrill of the new.?- ?Seth GodinHumans cant help it. We like to belong to something bigger than ourselves.People like to be part of a tribe?- ?the smaller the group, the stronger the affiliation.As Seth Godin explains in his bookTribesA tribe is a group of people connected to one another, connected to a leader, and connected to anidea.Being part of a tribe is a powerful survival mechanism. Groups make us stronger. We perform better collaborating with like-minded people.Tribes are a two-way street?- ?we both contribute to and take from the group.A team needs three things to become a tribe a common purpose, shared rituals, and a trusted leader.Godin wrote, Tribes need leadership. Sometimes one person leads, sometimes more. People want connection and growth and something new. They want change.Successful tribe leaders are authentic, generous, andintellectually humble. They are aware of their fear. And willing to embrace discomfort.Great leaders challenge the status quo in spite of fear, not because of it.Fearless leadersbring the tribe together. They create movements that inspire people to follow the mission. Great leaders main priority is the tribe?- ?and only the tribe.You cant have a tribe without a leader?- ?and you cant be a leader without a tribe.?- ?Seth GodinAccording to the ADPRI global study, peo ple are12x more likelyto be fully engaged when teams trust their leaders.A highly successful team culture doesnt mean lighthearted. People care about doing exceptional work. Solving big problems together drives excitement?- ?not the ping pong tables.So, what creates a sense of belonging and connection among high performing teams? Daniel Coyle outlines three signals1) You are part of this group2) This group is special we have higher standards here3) I believe you can reach those standardsThe power of team culture seems obvious, right?However, most teams are not represented on org charts. Abouthalf of the teamswhere great work happens are invisible to management.Research shows that the person who knows why teams exist and who is on them is actually the team leader, not HR.Companies cant see the tribes?- ?their best work is invisible.Unlock the Power of Team SubculturesTo change what one person does, change what the people around them do. Thats the power of team culture.Here are some k ey recommendations based on my consulting and research.1. See theteamsThe first step is to make teams visible. To leverage the power of team culture, start by identifying formal and informal groups. Buckingham and Goodhall recommend using real-time technology to better understand and support team members.2. Build Psychological SafetyCreating a safe, trustworthy, collaborative, and creative environment not only encourages people tospeak up.Psychological safety permits teams to develop a culture of their own. They dont need to bottle their emotions.Removing fear raises the bar. Trust is not just about getting along well. It also develops a robust low tolerance for bad apple behavior. Like New Zealand All-Blacks ruleNo dickheads allowed.3. Encourage subcultures?- ?dont neutralize themMost clients resist their advice. They feel that encouraging team culture will create chaos. On the contrary,autonomy?- ?both at an individual and collective level?- ?increases accountability and performan ce.Real work happens on teams. Its easier to increase belonging and alignment within a team.Team culture feeds the overall corporate culture?- ?and the other way around. What works for one team might not work for another.Do all successful teams have the same habits and rhythms? What about small versus large teams? What are Do the best ways for team members to share information vary according to the type of team theyre on?4. Change happens fromwithinWhen we try to change everything, we end changing nothing.Transforming an organization requires changing one team at-a-time. Organizations are networks of tribes.Instead of a top-down approach, we must drive change from inside-out.Teams are agents of change. Decentralize innovation and transformation. When confronted with a performance or an innovation challenge, ask yourself, How can we address this through our teams?5. Strengthen bondingsGetting to know other team members build trust and collaboration. Thats the number one goal most tea ms want to achieve, according to our research. They want to strengthen internal bondings. The quality of the relationships affects the quality of the work.Understanding working styles, personal perspectives, and what everyone brings to the table is key. It helps complement and trust each other.6. Create cultural exchangesDesign experiences to cross-pollinate best practices. Create internships to allow team members how others work. Host monthly meetings, for teams to share their secrets and successesRotating people boost learning, creativity, and engagement, as I explained earlier.7. Leverage teamritualsTeams have codes and specific ways of doing things. Some define the outcome, other their culture.Well-designed ritualscreate a stronger, emotional connection with the work. They make it more meaningful.Rituals shape the culture, not just behaviors. Rituals bring together purpose, autonomy, and mastery?- ?the three elements ofmotivation 3.0.Make Your TribesVisibleDont underestimate the power of team culture. Its not that the overall culture doesnt matter. But, instead of a top-down approach, design and build your culture by leveraging existing team subcultures.The shift is not smooth, though. All transformations arehuman, emotional, and messy.As Seth Godin wrote, The only thing that makes people and organizations great is their willingness to benotgreat along the way.Its time to unlock the hidden power of team culture.This article first appeared on Medium.

Where Companies Leak

Where Companies LeakWhere Companies LeakAnother casualty of the recession is data security, as a growing number of departing employees walk off with their former employers data.How exactly do job applicants personal data manage to leak out of large, venerable companies?In many ways, it turns out. At Aetna, the large U.S. insurer being sued for allegedly failing to protect personal data, the hole was in a job-application Web site. At The Gap, where the personal information of 800,000 job applicants was exposed in 2007, the dicke bretter bohren mssen was blamed on a third-party contractor that allegedly failed to encrypt the data on a personal laptop that was later stolen.Of increasing concern in this dark economy is a third channel for data loss files removed by employees who leave after layoffs or in pursuit of better opportunities.A recent study from Ponemon Institute LLC, 59 percent of employees who quit or are asked to leave, walk out the door with company data. Of those responden ts who left with company data, 79 percent admit they took the data without permission from their former employers.The study, Data Loss Risks During Downsizing, sponsored by Symantec, polled 945 U.S. workers in January who left an employer within the preceding 12 months. All the people surveyed had access to a desktop or laptop computer for their jobs, and they all had access to proprietary information including customer data, contact lists, employee records, financial reports, confidential business documents, software tools and their employers intellectual property.

Life, Death and Best Free Resume Template

Life, Death and Best Free Resume Template The Importance of Best Free Resume Template Career Perfect is a superb supply of resume advice and seems to have a superb reputation online too. Employing a resume vorlage is currently an acceptable and smart practice for many elements. Creating your resume has never been simpler If thats the case, resume templates can offer you with much needed guidance. Free resume format examples are a fantastic place to start. Benefits of Resume Templates The templates are helpful because it is going to help you to make a professional resume even in the event you dont have the idea about formatting a customized resume that may incorporate all the important info. Fourth, it must be in Word format. Also, you will find totally free templates with Microsoft Word too. Best Free Resume Template the Ultimate Convenience You will see a lot of helpful info on job ads. There are a number of job sites out there for you to zupflmmel from, in addition to j ob search tools referred to as job finders. Its stressful enough looking for a new job. Job searching can be quite tough and resume writing is among the tasks that need to be done when hunting for employment. The Secret to Best Free Resume Template Resume cover letter samples are written in the manner to provide you with a notion of the way in which a perfect cover letter should be. Offered in two shade of colours, dark and light now you are able to present your private curriculum vitae with the wise and refined way. Furthermore one of the benefits of a printed copy is that you are able to highlight areas which you feel may need more work and also make notes on the true page. If youre going to use a paper edition of your resume, make certain to use a good printer. What You Must Know About Best Free Resume Template A sloppy document with errors dont project the appropriate image. With the assistance of the template you are able to develop a flawless resume. You ought to be able to identify what profile they are searching for and the way the info needs to be presented. If you dont have one, or whether you are using one that youre not happy with do read on further. The usage of a template can help to minimize a number of the extraneous tasks related to creating a resume and allows the writer to concentrate on the content. Additionally, employing a resume template wont only accelerate the procedure for writing a resume, but in addition help in crafting a professional looking, eye-catching resume. Best Free Resume Template - Dead or Alive? One of the most frequent mistakes which people make is to produce a standard resume and send it to all the job openings which they can find. To put it simply, resume templates can offer you that professional look which will help to boost your likelihood of winning an interview to land that dream job youre applying for. The type of your resume depends not simply on the job that you are applying for but also ho w you wish to present your own personal abilities, job history and education. Work experience should be impressive, but projects must be interesting. You Must Revamp Your Resume in the New Year if you prefer to receive the sort of job you would like. If youre sending a resume to a company, it needs to be a given that youre offered for an interview and you will provide references if requested. Mention how you heard about the business and the opening, and mention how your specified abilities and experience is going to be a great fit in their opinion. Regardless of what template you use, attempt to make your qualifications distinctive also. Even should you not possess design skills, you will nonetheless have the ability to create a really professional resume using a CV template. Before you seek the assistance of any writer, you should be sure of their qualifications. The CV template demonstrates how to format your Curriculum Vitae and lets you know what sort of information ou ght to be included. The Hidden Truth About Best Free Resume Template You will still have to submit a resume. Then a functional resume format could become your ticket to a brand-new career. When youre crafting your resume, you are going to want to be certain youre including the correct info. Your resumes are going to have properly aligned bullet points that make it simple for recruiters to rapidly scan through and pick out the important elements in your document. Youll get results from all over the world. If you are able to explain the way that it will benefit his company, and to connect it to tangible outcomes, then you are going to greatly boost your chances. Every CV we write is original and tailored especially to fulfill your requirements and requirements in the most efficient method to acquire benefits. Fortunately, free resume templates are available which can enhance your chances

What Best Resume Writing Services Chicago Nj Is - and What it Is Not

What Best Resume Writing Services Chicago Nj Is - and What it Is Not Vital Pieces of Best Resume Writing Services Chicago Nj By checking out all features and services a provider offers, were getting sufficient info to produce a conclusion on which are the best resume services that can enable you to get the job that you are applying for. So if youre really interested in locating a great job, then you need to seek out the assistance of such on-line firms. When searching for the ideal resume writing service for yur requirements, its firstly vital that you research into what each service may provide you and the way the conditions of your agreement will get the job done. Some resume writing services may elend provide a refund should you not get the wanted results youve been promised. The Foolproof Best Resume Writing Services Chicago Nj Strategy Superior companies may also assure you that if you cant locate a work even after a particular period of time, they will rewrite you resu me at no cost. Our work is targeted on providing result-oriented resumes that do not just attract hiring managers attention, but in addition make you receive the desirable position. Perhaps you havent updated your resume since your very first job out of college-10 years back. Resume writing is the most essential step in presenting your abilities and receiving the job that you desire. The Importance of Best Resume Writing Services Chicago Nj Professional resume writers comprehend the importance of their work, so they are always accountable for the ideal result. The writer is likely to make contact and start to work with you immediately Selecting a resume writer was the best way to go. Its possible to even take a look at some of the samples of several sorts of resumes for various kinds of careers. To do this, you must have your electronic resume formatted for such. Basically, writing skills really make a difference in the way you encounter. Ask to see samples of earlier res umes, which can help you get a sense for the grade of the services work. Obviously, the best method to discover such assistance is if you have a look into the top rated professional resume writing services reviews. If you cannot locate a review on a certain company you want to know more about, I advise that you take a peek at our top rated resume writing services and pick one from the list. If you can discover a means to fit all your very best information on a single page, thats the thing to do. Our clients get helpful recommendations and tips depending on their professional life.

Great leaders create great leaders Its not coincidental, its part of the job

Great leaders create great leaders Its leid coincidental, its part of the jobGreat leaders create great leaders Its not coincidental, its part of the jobYou cant judge a great leader by their salary, or how many years of experience they have under their belt - thats only part of the picture and not even a telling one at that. If you want to identify a great leader, look no farther than their team.Assuming the responsibility of developing internal talent is what typifies the bad from the good the good from the great. All leaders understand the importance of attracting top talent, but what you do with that talent once theyre officially on your companys payroll is what truly matters.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAre employees being nurtured into leadership positions? Or, for those not interested in titled positions per se, are they being sttzeed in forging their own path within the company? If not, thats troubling, for both the workplace and its leaders.Leadership isnt just a titleAcquiring and retaining top talent is not just good for morale and for the companys bottom line, it should be enmeshed in the business strategy. This is where leaders often run into problems. They believe that employee happiness - and, therefore, retention - is tied into gimmicky perks like company-wide happy hours or free office snacks, but its not. Employees want job security, health insurance, and unlimited vacation. Additionally, they want professional development, and this progress is your responsibility.Leaders who dont see the value in meaningful growth dont run people-first companies. They see their title as a status symbol and turn their focus inwards, rather than viewing their role as an ongoing responsibility to their team. When this happens, employees become stepping stones to notoriety when they should, in fact, be part of the success.Mike Myatt, the author of Lead ership Matters, says that entrepreneurs shouldnt be in the business of creating followers, but of developing leaders. It should always be people over process because, when its not, well continue to find ourselves in a crisis of leadership.How you approach this development is entirely up to you. Praise your employees achievements individually and office-wide, offer generous perks like flexible schedules, or, like Richard Branson, just simply show your employees youre listening to them by writing their feedback down. These may sound inconsequential, but the impact they have is powerful - Branson even credits a people-first approach to his billion-dollar career.When people come first, so should cultureEmployees, not customers, should come first. This may sound backward to some leaders, but the way you treat your team directly impacts the customer experience. When you put them first, theyll be happier and more engaged, which translates into more satisfied (and loyal) clients.Whether yo ure a startup or accomplished entrepreneur, I believe that its always a good idea to begin the way you mean to go on. What I mean by this is that you should work out the nuances of your company culture from the very beginning - as early on as when youre deciding on your company name and brand. The emphasis on culture should be built into your values, your mission, your everything.Part of developing your talent is realizing that leadership isnt a hierarchy. Yes, roles and responsibilities vary, but important decisions dont just happen at the top. Encourage employees to take ownership of the company, and support them in doing it. This means developing managers and seniors, but also developing leaders who dont necessarily hold traditional leadership titles - taking the lead on a project counts as leadership, too.A culture of leadership is collaborative and open, where involvement drips down to even the lowest positions within the company.Support progress and gritCreating great leader s takes more than just vision, it also requires actionable steps. You can build it into your values and company culture, but that means nothing without training, internal and external development opportunities, and your guidance. Passive leaders dont create great leaders. Hold your employees accountable in meeting your high standards by challenging them to push themselves.Yet, it cant just stop there, you must also support their progress. Being a great leader means being tough, but protective. Sarah Robb OHagan, the author of Extreme You, says that leaders must push hard, but support harder. And as employees begin to take ownership of their talents under your guidance, its important that you also recognize when its time to step aside and nurture more independence from them.Gradually, they will gain more confidence and, once they know they have your trust, can begin taking on more leadership responsibilities. They should believe, not just hear, that they are experts in their role.Be erkennbar about your own developmentWhen you model great leadership, you can expect your team to do the same - even though it should go without saying that everyone will come into their own leadership styles, and thats okay. But in being a role model, however, we must remember that its not demonstrating that were experts because were the best. Instead, its about showing employees that even we are still learning.Powerful leaders arent esteemed by a know-it-all attitude. Rather, a powerful leader is one who admits they are still learning every single day. Be transparent about your own development as you discuss goals and growth with your employees. Leadership is never something you can get and then thats it - its a practice you will continuously adapt and evolve.Unsurprisingly, when were focused on the development of our employees, it will, in turn, strengthen our own leadership approach.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know yo ur social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How to Ask for a Referral Without Embarrassing Yourself

How to Ask for a Referral Without Embarrassing YourselfHow to Ask for a Referral Without Embarrassing Yourself The most awkward networking attempt Ive ever witnessed happened in my senior year of college. A former executive at NBC who had started his own production company came to talk to the film department at my school about entertainment careers, and I went to check it out. The speaker was great - he had plenty of insight, advice and personal anecdotes, and I stayed after to chat with him a bit (mainly about our mutual love of 30 Rock if Im being honest).Ahead of me in line was aleidher woman who, rather than asking a thoughtful question, hit him with Can you help me get an internship at your company? Unsurprisingly, he gave her a strange look, said that she should look up the opportunities available on their careers page, and moved on. After all, why in the world would he vouch for her when he didnt know anything about her?I understand why you might want to as k someone to help you get a job at their company - referrals are a powerful way to get your foot in the door, and studies have shown that recruiters view referral candidates as higher quality than other sources. But if you dont ask for one the right way, you may be doing mora to hurt your application than help it. An out-of-the-blue request like the one I witnessed can come across as pushy, crass and just plain self-serving.To help you navigate that fine line between polite and presumptuous, we reached out to experts to hear how they suggest approaching someone for a referral - here are their tips.If youre close to somebody connected to the company - be it a friend, family member or former colleague - youre in luck. Assuming you have a good relationship, they will probably be happy to help you out.Be honest with them. Tell them what it is youre ultimately looking for, and give them an idea of how they can help you, recommends career coach Carlota Zimmerman .Keep in mind, thou gh, that a request for a referral - even when asking a close friend - is leid a guarantee that youll receive one. If somebody cant vouch for your work quality, they may not be comfortable putting themselves on the line for you. Because of this, its polite to give somebody an out, says Roy Cohen, career coach and author of The Wall Street Professionals Survival Guide .Build in an exit option for friends, family and colleagues. Sometimes, and to our great surprise and disappointment, the people closest to us will act weird when these sorts of requests are made, Cohen says. Rather than jeopardize the relationship, let the request go if there is any waffling.Cohen suggests saying something like I wonder if I can impose on youand its not an issue if you cant. Im trying to get a referral to company name and I seem to remember that you may know that person or know someone who does. It would really mean a lot to me. Let me explain why.If they do end up referring you, dont take it for granted.Afterwards, take them out to dinner, or buy them a small thank-you present, Zimmerman advises.Asking for a referral from an acquaintance - say, a friend of a friend or former coworker who you only talked to a handful of times - requires a little bit more finesse. One way to build goodwill and improve your odds of a response is reminding them of your connection to each other.It is always best if you and the acquaintance share a good mutual friend or colleague in common. That will establish your credibility as someone who is not likely to be a source of embarrassment, Cohen says. Send a brief note first to break the ice and to provide context as to why you are reaching out.Cohen suggests You may remember that you and I share so-and-so in common. I seem to recall that you may also have a connection to who you want to meet or where you want to go. I heard that there may be an opportunity there and I wanted to reach out, but I dont know anyone at the firm. Can I impose on y ou? Let me tell you about my background so that you know a little bit more about me.This last part is key, Cohen says, as people we barely know or know peripherally on a social basis may have little knowledge as to our backgrounds. It is always a good idea to remind them by sharing information that they may be unaware of and that may even impress them.This will also allow them to give hiring managers and recruiters a better idea of what you have to offer, which is key if you want to get their attention.And just as you would with a friend, its nice to express your appreciation for a referral by thanking them with a phone call, note or small gift.If you dont know somebody who works at the company youre interested in, all hope is not lost. These days, you can easily go online to figure out who works at a company and reach out to them. Its best to seek out a recruiter, the hiring manager for the role or someone who is on the team youre interested in joining. Make sure that youre not ask ing for too much too quickly, though, as that will turn people off of helping you.Once you reach out to someone via LinkedIn or email, always begin by expressing your gratitude, and repeat that message at the very tail end of your request, suggests Cohen.Then, use your interest in a position at the company they are working at as a way to get to know this person, advises J. Kelly, author of BUILD YOUR DREAM NETWORK Forging Powerful Relationships In A Hyper-Connected World .Kelly suggests saying I know weve recently connected on LinkedIn through XYZ, and I recently saw the X department at your company has an open position. Im intrigued by it. Any chance I could ask you a few questions about the company and the role? Use your interest as the way to start a conversation and be open to where it leads to, she adds.Ask a few questions about the company culture, responsibilities of the role, what they love about working there, etc. Then, you can begin a gentle segue into mentioning that y ou too would like to work for that company, shares Sara Causey, CEO of SEC Technical, LLC. Have a strong pitch ready as to why you want this referral, your goals, what you bring to the table (education, experience, expertise) and crucially, why you believe this person can help you, Zimmerman suggests. Remember that youre essentially asking a stranger to open doors for you, so how you present is how youll be perceived.Dont forget to thank the person for their time, and if they do end up providing you with a referral, keep them looped in on next steps.In any situation where you ask for a referral and someone grants it, circle back with that person on the outcome Nothing is worse than being left in the dark as to whether or not an introduction or interview came through, Cohen says. Not to mention, by following up, youre also more likely to receive help from that person again in the future.Asking for a referral may seem intimidating, but its often an effective way to head to the top of the candidate list, so its worth the request - as long as you handle it delicately. But if you demonstrate respect for the other person, show thoughtfulness in your approach and thank them for their time, youll have nothing to worry about.

Storytelling increases social media audience engagement and loyalty

Storytelling increases social media audience engagement and loyaltyStorytelling increases social media audience engagement and loyaltyMost of the content vying for our attention in social media campaigns these days is fleeting. You might see it for only a split second to begin with. And, if the message is designed to stoke your fear of missing out on something new and amazing (a.k.a. FOMO), the entire experience becomes one driven by a persons willingness - and ability - to react quickly, take action now, and generally speaking, not think too hard about what theyre doing.The downside of this kind of content is that its often forgettable and usually meaningless.Not everyone has a product that lends itself to time-sensitive absatzwirtschaft and discounts, so for many companies, using FOMO social strategies isnt just a mistake, but a pretty significant missed opportunity. Besides Whens the last time you encountered branded social media marketing content that not only made you pause bu t made you act?Many social media marketers and other content creators operate under the assumption that their target audiences cant pay attention to anything. Its not that hard to understand why the average person faces a constant deluge of streaming content, social media updates, and disruptive product announcements, all vying for our attention across every channel and multiple devices.But, its also true that people willingly binge-consume content they like, whether its Snapchat streaks or the latest Netflix original. And thats where the big disconnect between vermodern social media marketing and audience behavior lives.That disconnect isnt a mystery, either. In fact, its the business version of something that all of us do pretty much every day tell a story. Its important to note, too, that not all marketers are missing it there have been tons of standout examples of social media storytelling in recent years that have gone viral, and for good reason.Some examples includeAirbnbsWebb y Award-winning animated short Wall and Chain, Land Rovers digital adventure story,The Vanishing Game, Google Indias tearjerkerReunion video, or the bone-chillingDear David ghost storyfrom Buzzfeed, storytelling has flooded the marketing sphere. Yet many social media marketers are still creating campaigns that lack any type of storytelling, relying instead on outdated tactics and then wondering why they fail to make an impact.Those campaigns are falling flat because peoples attention spans arent non-existent, shrunken, or fractured - theyre evolving, and have given us all higher standards for what we consider worthy of our time.The trifecta of audience engagement Story, dialogue, and visuals that wowFindings in Prezis2018 State of Attention Report, suggest that were all simply becoming more selective about the content we consume, partly out of necessity and partly by choice. That means social media marketers and other content creators need to rethink their engagement strategies if they want their campaigns to actually catch fireandkeep on spreading.The study found that six in 10 business professionals report being able to give a piece of content their undivided attention more today than they could just one year ago. Meanwhile, 55% of respondents said that, for content to be considered engaging and worth their attention, it needs to tell a great story.But, as critical as storytelling is, its not the only thing content requires to be considered great. Dialogue and visuals are also key, particularly when it comes to presentations. A simple formula for success, right? Not exactly. Heres whyThe story must becompelling.The people who make up that 55% of respondents who said a great story is what captures their attention werent just talking about adding once upon a time to the beginning of your ebook or presentation. Like many things, storytelling is an art and a science, and there aredos and donts to consider.The visuals must begripping.Stand-out visuals, including animations and dynamic graphics, are critical for engaging audiences, according to one-third of professionals surveyed.The visuals must begripping.Stand-out visuals, including animations and dynamic graphics, are critical for engaging audiences, according to one-third of professionals surveyed.The dialogue must bestimulating.Forty-one percent of respondents said this element is essential for keeping audiences interested in the content being presented to them.Many social media campaigns get some of these things right - especially the gripping visuals part - but they often fail to hit all three. They dont captureandhold the audiences attention.Mastering the trifecta A must for winning over todays audiencesMaking a meaningful connection with consumers through social media can have a direct and powerful impact on the bottom line. The risk of missing the mark with social media campaigns is high, however, given the vast amount of content that users encounter in these channels. And, mos t of that content isnt living up to peoples growing expectations.Content that tells a great story is far from a passing fad, and it seems that millennials expectations have a lot to do with that. Having grown up on a diet of instantly available information and the social media revolution, they expect content to be interactive, visual, and engaging. In fact, more than one-third of the millennials who responded to the survey said theyonlyengage with content they feel has a great story or theme.So, thats the challenge develop compelling stories or narratives that grab peoples attention and stay top of mind. Assuming that your audience doesnt have a functioning attention span is a major mistake. They do. No matter the target audience you want to reach, or what age demographic they fall into, content that encompasses these three core elements is significantly more likely to attract, engage, and trigger your audience to take action.And for those social media marketers and content creators who dont feel the need to embrace this shift? Its time to start paying attention.This article first appeared on Smartbrief .