Industries With Difficult Job Interviews, and Tips to Succeed

Industries With Difficult Job Interviews, and Tips to SucceedIndustries With Difficult Job Interviews, and Tips to Succeed4A recent Glassdoor report assessed which industries are more likely to require demanding einstellungsgesprchs that can stress out almost any potential hire. The analysis by Glassdoor Economic Research looked at six factors to determine the likelihood that job candidates would face difficult job interviews, based on a sampling of 250,000 interview reviews. Those factors are1. The screening process.The Glassdoor research took into account interview screens like group panel interviews, hintergrund checks, skills tests, IQ tests, drug tests, and one-on-one interview sessions.2. Employer type.Aside from technology and consulting sectors, the list below details the most difficult industries for job interviews- with the medical profession leading the way.3. Company size.The larger the company, the more likely the prospect of difficult interviews for prospective hires, t he data showed.4. Gender of job candidate.Good news employers grilled male and female job candidates equally, the research showed. Whats more, there was little difference in how difficult men viewed job interviews, compared to their female counterparts.5. Education. Job candidates with advanced degrees reported being subjected to more difficult interviews than less educated applicants.6. Age.Older workersweremore likely to perceive that job interviews were tough, even after controlling for job title, education and industry, according to Glassdoor.Taking the research into account, what are the toughest industries for job interviewing? compared the Glassdoor industry list with the job categories in our database that offer remote, part-time, freelance, alternative scheduling, and other flexible work options.Here are some industries with difficult job interviews for candidatesMedicalAccording to Glassdoor, jobs at hospitals top the list for difficult interviews, with interviews ranking 9.7 percent more harder than average, compared to other industries.NonprofitThe nonprofit sector- categorized as nonprofit and philanthropical in the database- ranked just behind hospitals and the medical industry for difficult interviews. Glassdoor ranked job interviews at nonprofit organizations as 9.6 percent more difficult compared to other sectors.EducationThe Glassdoor research found that school employees encountered a significantly more difficult than average job interview process. On average, educators were subjected to an interview that was 8.1 percent more difficult.Public CompaniesThis broad category in the Glassdoor research would potentially encompass publicly traded companies across many sectors. The interview process at public companies is 6.4 percent more difficult, on average, compared to all other industries.Private CompaniesGlassdoor found that privately held companies subjected potential hires to comparatively difficult interview- on average, some 4.8 percent m ore difficult than other industries surveyed.The employers that have the easiest interview processes, Glassdoor found, are government, franchise employers, and a category Glassdoor called contract worker employers.Facing a difficult interview? Here are some tips to help you succeedTheres a simple approach to consider if youre anticipating a difficult interview for a job you really want be prepared. That means not just dressing the part, but getting your ducks in a row so you come off as knowledgeable, confident, and a potentially great hire. Here are a fewjob interviewing tips to consider to help you ace the interviewResearch the company.Its always a great idea to research a company before your job interview. If your industry is one of those listed above, where interviews are notably tougher, thats all the more reason to get up to speed on your potential new employer.Listen to the question- and answer it.Seems simple enough, but its totally possibly that nervousness will make you ta lk too much, or even miss the point of the question being asked. Be focused, in the moment, and succinct in your interview responses.Know the company culture.Beyond knowing the facts and figures about a company, its in your best interest to assess company culture to understand whether working for the organization is a good fit for you.Get your zen on.In other words, no matter how nervous you might be, take a deep breath and work to be more personable, whether the interview is in person, by phone, or by videoconference platform.Ready to ace your interview and start your new flexible job? Begin your job search here.

80% of employees get the Sunday Scaries Heres how to stop them

80% of employees get the Sunday Scaries Heres how to stop them80% of employees get the Sunday Scaries Heres how to stop themFor those of us who get weekends off, Sundays are meant to be a day of rest and relaxation. But for employees who dread the first morning back into the office, it can bring the Sunday Scaries, a catch-all term for anxiety about the upcoming week that has become a hashtag, brand, and lifestyle for the worried among us.And there are many of us who feel the low-thrum of anxiety on Sunday night.According to a new LinkedIn poll of over 1,000 professionals, an overwhelming 80% of working employees get the Sunday Scaries. The number jumps up to 91% with Millennials.How to combat the Sunday ScariesWhat causes this weekend anxiety? Work. The work you did do and the work you have yet to do. Worries about workload (60%), balancing personal and professional obligations (44%), and thoughts about the tasks you did not finish last week (39%) were the top reasons employees ga ve for feeling the Sunday Scaries.Going to bed with dread about your job sets the wrong tone for the start of your next day. There is another way, though. Rather than get consumed with existential anxieties about actions you cannot predict, deadlines you have yet to complete, people you have yet to meet, focus on what you can do. The foundation of cognitive behavioral therapy is to change how you think, so that you can change how you feel. Use Sundays as a period of reflection, so that you can get in the right head space for the week ahead.Do what you can to take care of your anxious body. Show compassion towards yourself. If exercise is your favorite form self-care, go for a run, ride your bike, meditate at a yoga class. Make a comforting meal for yourself. Call up your friends and family to remind yourself of the world outside of your worried brain. And when the day ends, journal about it. Write down your worries. When you see your fears written down, it can help you understand wh at fictions you are telling yourself. One study found that students who wrote about their worries before a big exam boosted their test-taking performance. When you give your fears names and verbs, it helps you put them in perspective.And it may help to end your day on a moment of gratitude. Remembering the small moments of joy in your day can prepare you to face the unknown challenges of the work week ahead. Facebook COO Sheryl Sandberg said that when she started writing three moments of personal joy at the end of each day, she radically changed her perspective about the future I used to go to bed every night thinkingabout whatI did wrong and what I was goingto do wrong the next day.Now I go to sleep thinking of what went right.

Nexient CEO on leadership, the future of work, and unreasonable success

Nexient CEO on leadership, the future of work, and unreasonable successNexient CEO on leadership, the future of work, and unreasonable successWhen you think of outsurcing, you most likely think of hiring offshore employees to pick up some slack in the office. But Nexient, the largest U.S.-based Agile software services firm founded in 2009, uses its Bay Area hub to connect companies with talent teams in Midwest tech hubs, therefore cutting out any language or time difference complications that usually are attached to outsourcing operations.Ladders spoke with Nexient CEO Mark Orttung to get the scoop on the career and life of a Silicon Valley CEO, the outsourcing industry, and the future of work. (Click here to learn mora about Nexient.)1. Whats the best piece of career advice that youve ever received?Its kind of a funny one. I had a CEO group that I was a parte of for a number of years. One of the things that they would always talk about is that if youre going to be a CEO you have to assume that most CEOs will get fired at some point. If you dont want that to be you, think about why you would have been fired and be aggressive about addressing those issues proactively. Whats at the heart of that is to really try to understand, what are the issues that might be the elephant in the room that you really have to identify and proactively manage now so they dont become bigger issues for the company?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSo I think thats the challenge as the CEO really get good at identifying those things that are unspoken and maybe people are aware of but dont really want to confrontand then confront them in a productive and proactive way. Its hard to do2. Do you have a special morning routine?Im more of a night person than a morning person. So its probably more of my evening routine. I usually spend some time just trying to wrap up from the day and jus t trying to get clear on what the priorities for the next day should be. I actually tend to do that more in the evening than in the morning.My mornings tend to be that I dive right in and they tend to get going quickly. Im based on the West Coast and a lot of my clients and a lot of my team are on the East Coast, so things get started really early. So for me, its all about figuring out my priorities for the next day the evening before.3. How do you describe your management style at Nexient?My management style is probably different from many. I like to hire people who are smarter than me at what they do. I like to empower them to get to results and I have a pretty good sense for when things are not going well and I will tend to reach out to people at that point and do whatever I can to move obstacles and to help them solve the problems.I give people a lot of rope when things are going well. I want them to be independent and to run fast. So it tends to be pretty high energy and theres a lot going on. I tend to hire people who are pretty ambitious and trying to get a lot done. As a team its very high energy, theres a lot going on. I try to focus my energies on building the team, building the culture of focusing on results, and problem-solving or obstacle removing whenever I can.4. Do you change that leadership style at all when working with Millennial or Gen Z employees?I dont. My take on Millennials and Gen Z I think what they really want is authentic conversations. Thats one of the things Ive learned that drives them and thats always been something Ive had as my management style.Around my career, Ive worked with a lot of software development engineers. Engineers tend to be very fact-based and they want to be led by data. They want you to help them understand why youve come to a conclusion and get them to come to the saatkorn conclusion rather than telling them what to do.So its that working with engineers that has led me to a style that is very data-oriented a nd I found that that works well with Millennials and Gen Z. I dont see it as being all that different than working with other people.5. Is mentorship an important relationship to have in your industry?Absolutely. Ive been lucky enough to have a number of mentors throughout my career and Ive learned a lot from each of them.Ive tried to give that back. In fact, Ive just launched a leadership group. So we have a community within Nexient, WIN which is Women in Nexient and through that community, Ive launched a leadership development group. We just had our first meeting and next week is our second meeting. Its a group of about eight people and myself and Im sharing with them a lot of the things Ive learned from my mentors over the years on how to develop as a leader and how to accelerate ones career. Its a great group. They bring a lot of energy to it and so I learn a lot from them as well. Its a great environment.6. How do you think the future of work will play into what Nexient is do ing?So what weve focused on is the product mindset and theres a number of core aspects to that. One of the most critical is that we work in small, cross-functional teams. Typically the core of our team is a product-management person, a user experience person, software engineers, and quality engineers. Thats the core group that works together to have a clearly defined geschftsleben goal and create software that delivers a great experience against that. Thats where work is really going the ability to work in a cross-functional team is really important.You need to be good at your own area whether it be design, or software, or product management. We talk about what we call a T-shaped employee. You want the depth, which is the vertical part of the T in one of their areas. But we also want the breadth and the ability to work with a cross-functional team, and thats what we think of the horizontal part of the T-shape. That, to me, is critical. The ability to work with a diverse team, a te am with diverse perspectives, and really arrive at a conclusion that meets all of the requirements in each area.7. Has Nexient always been 100% US-based, or is that something you implemented when you became CEO in 2014?From the beginning that is the why for Nexient. Were working on these product-oriented approaches, whether it be actually helping a company build a software product or helping a large enterprise use product techniques to build a great experience for the software they are building. In all of those cases, you need a lot of collaboration, so we believe that you need people that are in the same or similar time zone that has the context of the market that youre in that have the ability to communicate effectively throughout the business day.Most of the projects were working on are leading-edge and they are not always well defined. So lots of questions and issues come up throughout the day and it really requires collaboration all day. Being in the market were in, our custom ers are US-based. To serve the US market we believe that staying in the US is the right answer.8. Do you ever see that changing?What I would say is that whats important about the model is were trying to create these experiences by being close to our customers. It doesnt mean we couldnt one day have customers in Europe, but if we did wed want to have the team that serves them be close to them. Its more focused on trying to take the product approach and to do what we need to be able to do to collaborate well with our clients. At the moment were focused on the US market, and to serve the US market well stay in the US.9. Whats the most exciting trend in the outsourcing industry right now?Theres a couple of trends that played out from 2000 to 2015. One trend was that most of corporate America was chasing cost-saving by outsourcing offshore. At the same time, the technology industry was going through a period of incredibly rapid growth. If you look at the leaders (Apple, Netflix, Amazon, Google), they were going through this incredible period of growth because they were creating great user experiences.A lot of corporate America has realized that they went a little too far with offshore outsourcing. They need to build great user experiences as well. Theres incredible demand for what we do because a lot of companies gutted the capability to build great user experience when they went through this period of pushing everything offshore. So theres a real resurgence that were seeing from companies wanting to be able to build a software that they want their customers to use.So theres just this real demand now across the market. For me, thats exciting because it really fits the product mindset that weve been taking. From the perspective of our employees, it creates the opportunity for really interesting projects and really challenging projects to work on. Were trying to hire people that like to learn and keep learning and thats where you really get to learn a lot, working th rough some of these projects.10. You told startups to assume unreasonable success in order to be successful. Is that something Nexient still does?Id say thats something we still do. As an example, we are expanding into Columbus, Ohio and thats based upon assuming were going to continue to grow as fast as we have been for the past few years. In order to grow, we have to think through how well be able to hire and grow the team at the rate that we need to and we thought that being in one market would not give us enough.So that was an example where were assuming were going to keep growing at this rate and weve proactively went out and opened up a new market and its been fun. Well keep doing that. From what I can tell, theres a huge amount of demand for what were doing. Were getting lots of interest, lots of activity every day, and working as hard as we can to keep up the growth.

Certificate of Incumbency FAQ - United States

Certificate of Incumbency FAQ - United StatesCertificate of Incumbency FAQ - United StatesCertificate of Incumbency What am I certifying and why?You are certifying the identities of all the signing officers, directors, and/or shareholders of your organization. Other organizations will want to know which individuals have authority to enter into agreements on behalf your corporation and may require this list before doing business with your corporation.DefinitionsWhat is meant by Jurisdiction of Incorporation?The law governing this document will be the law of the jurisdiction in which the business is incorporated. It may or may not coincide with the jurisdiction in which the parties reside.Who is the Secretary?The Secretary is the Officer in charge of keeping company records.Who are the Officers of a corporation?The Officers of a corporation consist of members of upper level management that are appointed to their positions by the Board of Directors. The Officers of a corporation inclu de the president, CEO, secretary, treasurer, and other individuals in similar positions. Officers are responsible for managing the daily operations of a business.What is the Minute Book?The Minute Book is a written document containing a history of all key corporate records and documents. The documents in a Minute Book include, among others, corporate articles, bylaws, directors resolutions, shareholders resolutions and annual reports. Also included in the Minute Book are minutes of shareholders meetings and minutes of directors meetings, which describe actions taken and resolutions passed during any regular or special meeting of shareholders or directors.Signing and executionI do not know when the Certificate of Incumbency will be signed. Can I fill in the date later?Yes - by selecting Unsure as the date the agreement will be signed, a blank line will be inserted into the lease so that you can add the correct date after printing the document.Do I need witnesses to sign the Certif icate of Incumbency?No, it is not necessary for witnesses to sign the Certificate of Incumbency. Only the Secretary must sign the document to make it legally valid.

Life After Summary in Resume

Life After Summary in Resume Summary in Resume Secrets The primary aim of an expert summary is to produce your most important abilities and experiences immediately noticeable to hiring managers. To begin with, it has the incorrect focus. Youre going to compose a resume summary which gets far more interviews. Concentrate on Your Goal The best summaries are targeted on one career objective. Writing a fantastic career summary doesnt need to be an intimidating experience. On the contrary, it highlights your abilities and abilities. You dont require experience to get achievements. It can be very useful when youve got no relevant experiences to speak of yet. The Pain of Summary in Resume Based on your degree of experience and the jobs youre applying for, what you decide to concentrate on in your resume summary might vary. On the flip side, the moment the work applicant has strong experience, there isnt any need to depend on the academic training any longer and it doesnt need to get mentioned. Some folks call it an expert summary. In spite of no experience, you still ought to show experience. To put it differently, you desire your professional overview to contain all the most exciting components of your resume. A headline should include your work target in addition to the principal advantage of hiring you. A resume is also regarded as an advertisement of a persons self to a prospective employer. A resume is the very first impression that you give to prospective employers and, should it not have the appropriate content, it might be your last. Aside from the forementioned details, its important to realise that its good to create the look and feel of your resume attractive, it ought not be overdone in order to defeat its goal. Learning how to do a resume when dont have any work experience is a lot easier if its possible to demonstrate some seasonal or short-term work experience. To begin with, lets deal with the simple fact that its merely a huge bloc k of text that nobody will read. When you make an application for work in person, you might be requested to complete a paper application. An overview of qualifications is utilized to highlight the sortiment of work experiences youve built up as time passes. You need to use a chronological resume whenever you have extensive work history thats regarding the job youre applying for. Though the work seeker has over six decades of experience, and it has worked in three or more positions, her resume is only a single page long. If youre writing a CV as you are asking for a particular job, you may use the job specifications to make your summary. If youre making a more general personal summary with a particular job title in mind, remember to highlight achievements that will make you standout in the area. Consider it, youre giving the recruiter precisely what they want Whats more, the majority of people dont bother writing an expert summary. Thoughts revolving around what you would like to achieve in your career will lead to the response to the most significant question. As a student, you may not have much work experience. Rather than having a work history section on top of your resume, you may have an expert experience or accomplishments section that lists various skills you have developed over time. Writing a resume can be an intimidating task. Also, in the event that you frequently change jobs, you might also think of a functional resume. Resumes do not accept to get complicated. Functional and conventional resumes arent the only resume types to pick from.

The Incredible Details About Resume Writing Services Chicago Suburbs That Some People are not Aware Of

The Incredible Details About Resume Writing Services Chicago Suburbs That Some People are not Aware Of The Characteristics of Resume Writing Services Chicago Suburbs Among the few organizations to bring me in for an interview was a small mystery. Coding challenges are a frequent way for recruiters to parse through plenty of applicants quickly. Its also wise to be ready to ask your interviewer some questions. You also need to be ready to ask your interviewers questions at the conclusion of your interviews during the onsite too. The Battle Over Resume Writing Services Chicago Suburbs and How to Win It You may have a look at IT resume sample. There are lots of graduates of things like code bootcamps who dont meet the normal mold. The peak of your resume should consist of critical search phrases and a fast snapshot of your core strengths, Leavy-Detrick states. You have a good deal of similar issues but your distinct use case has special constraints. Finding Resume Writing Ser vices Chicago Suburbs Writing daily is among the simplest methods to begin building your body of work. On occasion the ideal dream job doesnt exist in the very same town, city or even country. The attractiveness of a daily writing habit is the fact that it doesnt expect a fortune or resources. Thus, its quite obvious that if you truly need to join a region, you must have many questions concerning the work culture there or what schrift of role are they seeing you in. If you get a neighborhood address you are able to use friends, family members, etc. include that on the resume. Dont make the error of answering each job posting with the identical generic resume. If theres a powerful and genuine reason for those conditions of the relocation, such as family or a partner, recruiters might be more inclined to assist. Employers expect you to have a LinkedIn account. Both recruiters and possible employers will want to observe a portfolio. Interns have lots of opportunities to net work and learn from one another and leaders from a number of our agencies, including our CEO, Nick Colucci. Home base at this time is Los Angeles. The point is, he says, if you believe you have what is needed to sell a house for sale by owner, make sure that you understand all the pitfalls and what youre giving up by not have agent representation. Also, the majority of the projects have prefixed architecture and youve got to work on that. If youre still considering selling your own house, you want to be certain you go about things the proper way. You dont need to advertise a new role, you merely have to tap into those who have the skills you require, because you helped build them. Employers are constantly looking for good developers. Tell us what you believe you wish to do, or tell us what your skills are and what you want to know so that were able to help you locate the perfect fit. Say it requires 15 interviews to land your very first job.

8 Survival Techniques for Tax Time

8 Survival Techniques for Tax Time8 Survival Techniques for Tax TimeThe busy season for accountants is officially in full swing, and you could use some survival tips. Perhaps, you were tipped off to this fact by the piles of paperwork overtaking your desk. Or maybe its the recurrent nightmares about falling into a swirling sea of W-2s and 1099s.For accounting professionals, tax season is synonymous with managing epically large workloads, putting in extra-long hours and consuming copious amounts of coffee. But despite the inherently frenetic nature of tax time, there are steps you can take to avoid work burnout - and possibly even thrive.Consider unterstellung eight survival tips during the remainder of this hectic stretch, this crazy-busy season for accountants1. Give yourself a breakKeep burnout at bay by taking short breaks to relieve the tension of tax season. Collect your thoughts by going for a walk, stretching or briefly engaging in water cooler chitchat. If you cant leave you r work area, force yourself to rest your strained eyes, take some deep breaths and try to clear your head - even if only for a few moments.2. Go with the flowAdaptability is one of the invaluable soft skills accounting professionals should have, particularly in high-pressure situations. If priorities change, and your manager quickly asks you to move from one project to another, embrace the new challenge. Remember If youre always flexible, youll never get bent out of shape.3. Ask for helpEven with talent and tremendous effort, some things simply cannot be completed by one person during tax time. If youre doing everything possible to accomplish a task and still encounter problems, ask for assistance. Identify duties that can be delegated or request backup. Its likely your manager would rather divert resources or bring in reinforcements to help now than hear of a missed deadline later.Find out how staffing agencies like ours can help employers find top talent for temporary hiring need s.4. Stay coolEven the most affable and well-mannered people can become flustered and temperamental when under stress. Dont contribute to the tense atmosphere. Although its not always easy to display grace under fire during this busy season for accountants, try to take crunch-time criticism and perceived slights with a grain of salt. Think before speaking, and dont let anyone elses negative attitude drag you down.5. When in doubt, seek clarityDont be afraid of asking too many questions. If a hot assignment is dropped on you with no warning, its better to clarify all concerns, timelines and expectations with your boss on the front end, instead of making incorrect assumptions that prove costly later.6. Take care of yourselfWhen work becomes all-consuming, it can take a toll, mentally and physically. While youve no doubt heard this advice before, combat stress and fatigue by getting adequate sleep and exercise. Moreover, give your body the fuel it needs by eating healthy. Working throu gh lunch and scarfing down vending machine fare at your desk isnt a recipe for success, wellness or energy.7. Foster good office karmaIts always a smart move to generate goodwill with coworkers. If a colleague is facing a fast-approaching deadline and has files piled to the ceiling, offer to help if you can. By lending a hand, youll make an ally wholl likely return the favor when youre in a pinch.8. Put fun on the agendaLast but not least, meetings and deadlines shouldnt be the only items listed in your datebook. Schedule some fun, relaxing social events or a post-tax vacation from work so you have something to look forward to once the pace slows down. Focusing on the light at the end of the tunnel during this busy season for accountants can make even the craziest of workdays seem less, well, taxing. Tags

Using the FINRA BrokerCheck Database

Using the FINRA BrokerCheck DatabaseUsing the FINRA BrokerCheck DatabaseBrokerCheck is a FINRA service that allows investors to check the backgrounds of brokers (many, but notlage all, of which are called financial advisors these days) and brokerage firms. It also contains information on formerly registered brokers many of these people may still be working in the securities or investment fields, and thus information about them may be of use to investors. The service is free, and data searches may be conducted through a website. Reports on Brokers For brokers who have been registered with FINRA within the last 10 years, including brokers who are not currently active, a BrokerCheck report contains Summary data on the broker and his or her credentialsA list of his or her current registrations, licenses and industry exams passedRegistration and employment history all FINRA-registered securities firms where he or she ever has been registered and also, for the past 10 years, all other work (both inside and outside the securities industry), military service, unemployment, and full-time educationDisclosures about customer disputes, disciplinary events and financial matters on the brokers record, whether or not the broker actually was found to be at fault The brokers most recently submitted comments, if any Be aware that not all actions and allegations on a brokers record actually indicate wrongdoing. If the broker ceased being registered with FINRA more than 10 years ago, the only difference in the typical BrokerCheck report concerns the section dealing with disclosures. It includes certain criminal, regulatory, civil judicial, or customer complaint actions against the broker. Events are included in the report if the broker was Subjected to a final regulatory actionConvicted of (or pled guilty or no contest to) certain crimesPlaced under a civil injunction involving investment-related activitiesFound by a civil court to be in violation of investment-related laws or regulationsNamed as a respondent or defendant in an arbitration action or civil suit alleging that he or she violated sales practices, and which produced an award or civil judgment against him or her FINRA lists each event as reported by securities regulators, the individual broker, and any involved firms. Reports on Brokerage Firms The typical BrokerCheck report on a brokerage firm consists of An overview of the firm and its backgroundWhen and where the firm was establishedThe people and organizations with controlling shares or influence over the firms operationsA history of mergers, acquisitions or personenname changesThe firms active licenses and registrations, the types of businesses it conducts and other details pertaining to its operationsDisclosures about any arbitration awards, disciplinary events, and financial matters on the firms record Note that pending or unresolved actions may be included, and the presence of any such actions are not necessarily indicative of wron gdoing. Information Sources The information in BrokerCheck comes from the Central Registration Depository (CRD), which compiles the registration and licensing filed by brokerage firms and brokers. Regulators also supply information to CRD about certain disciplinary actions involving brokers and brokerage firms. Currency of Information Registered brokers and brokerage firms usually must submit updates to CRD within 30 days after he/she/it learns of an event. BrokerCheck reflects the new or revised CRD data immediately. Information normally is not updated for firms that are no longer registered with FINRA, or for brokers who are no longer registered with FINRA. What BrokerCheck Does Not Include Examples are Judgments and liens originally reported as pending that later were satisfiedBankruptcy proceedings filed more than 10 years ago.Social Security NumbersResidential history informationPhysical description information In general, BrokerCheck does not include any data that never flowed into CRD, nor does it include information that once did, but no longer. FINRA seeks to protect confidential customer information, exclude offensive or defamatory language, and suppress information that raises significant identity theft or privacy concerns. New Disclosure Proposals In 2012, FINRA has been considering increased disclosures in BrokerCheck, such as Reasons for and comments related to a brokers terminationEducational backgroundOther professional designations, such as CFA or CFPMore detail about investor complaints against brokers Meanwhile, calls from investor advocates to include the scores obtained on exams such as the Series 7, are being opposed by FINRA, and are highly unpopular among brokers. Experts quoted in The Wall Street Journal (Keeping Score Investor Advocates Push for More Broker Disclosure, Including Grades on Exams, May 29, 2012) question the utility of reporting test scores, since they show do not correlate with future investment wertzuwa chs or service quality, the main drivers of client satisfaction.

How to attract and hire Americas military spouses

How to attract and hire Americas military spousesHow to attract and hire Americas military spousesHow to attract and hire Americas military spousesWhile you might already be familiar with veteran hiring and military-friendly branded companies, the effort to hire military spouses is an initiative that is starting to gain momentum. Organizations that are implementing a military spouse hiring program agree that theyre tapping a talented group of dedicated people who bring great value to their organizations.What you need to know about military spousesLike their partners, military spouses often do not have traditional resumes because they move frequently. According to Monsters 2018 Veteran Spouses Survey, 74% of military spouses said they have found it difficult to get hired into a new job where they moved.Whats more, two in three respondents believe it is difficult to find a job that takes their military lifestyle into consideration, and half of military spouses who are currently working feel underemployed.Despite the nations sub-4% unemployment rate, this group also faces much higher unemployment numbers in the 20-30% range, says Kathy Roth-Douquet, CEO and Board Presidentof Blue Star Families, a national non-profit which supports military families through a variety of programs.But heres the thing Military spouses are really talented, educated, skilled, experienced an excellent source of talent, says Roth-Douquet, and companies that dont realize that are missing out.In fact, military spouses represent one of the most underappreciated and overlooked talent communities, says Susan Fallon, vice president of global strategy and business developmentfor and Military.com.Around 33% have college degrees, and if you look at the cohorts under 34 years of age, their education levels are really high, she says, thanks in part to the free training and education benefits that many military spouses have access to.Military families are also known for their strength. There is a lev el of resiliency, leadership, and grit that this particular part of the workforce represents. You can train and educate on skills, but you cant train on those leadership attributes that many military spouses bring to the table, says Fallon.Heres how to get startedRead resumes with a different lensIts important for recruiters to understand that resume gaps are usually due to a commitment to a national mission, not an inability to hold down a job, says Douquet. Whether its successfully reintegrating into new communities, creating structure out of chaos, maintaining calm in stressful situations, or doing volunteer work, pay attention to those skills. People attached to a mission-driven focus can bring a lot of benefits to the workplace, says Douquet.Show that youre a military spouse-friendly employerTo reach this segment of the workforce, you need to let them know that youre interested in hiring them, says Fallon. The best way to do that is to say so, while also showing spouses in your workforce and highlighting positions that have flexible structures and portability.Have a point person who understands this population.Many companies that are successful in reaching this pool have a military spouse as a point of contact who can appreciate unique family situations and can help them navigate through hiring and onboarding, Fallon says.Discuss a long-term career pathMost spouses want to get into a career, not just a job, but because of the likelihood that they will be moving every three years, military spouses need portable jobs, says Fallon. That way, theyre not losing seniority, not losing pay, and the company can retain that talent and investment.Walk the talkDouquet recalls only getting one weeks notice that her husband was going to be deployed for a year. When something like that happens, you have to allow the family to take some time and make accommodations for that situation, she says.Partner with military spouse organizations and programsThere are a number of o rganizations that can help companies connect with military spouses. These includeMilitary.comand Monster.comThe Military Spouse Employment Partnership Programfrom the Department of DefenseThe Chamber of Commerce FoundationBlue Star Families SpouseforceprogramCan you combine your veteran and military spouse hiring efforts?Just three years ago, Booz Allen didnt even have a count of how many military spouses they employed, says Andrea Inserra, Booz Allens executive vice president and chair of veterans agenda. But with one third of its workforce being military connected already, and the fact that it has 80 locations worldwide, it clicked that a military spouse-specific initiative made sense.We had to step back and understand who are the military spouses at Booz Allen so we can help them in their transition, she says. Today, Booz Allen has over 400 military spouse employees, and a recruitment team that is dedicated to that segment. As soon as they have orders to move, we can help them id entify work they can do in their new region or telework, says Inserra.More important even than giving a military spouse a job is creating a corporate culture where hiring managers understand the value military spouses bring to the table and where those employees can find accommodation for their unique challenges, says Amy Bushatz, executive editor of Military.com.Understanding that a spouse may not have flexibility when it comes to which days to take as vacation thanks to deployment schedules or homecomings, or offering ways for employees who have built trust to either work remotely or, if possible, transfer to a new location, are great examples.Some companies like Starbucks and Walmart have really strong veteran and spouse hiring programs, says Douquet. And Prudential has taken their efforts a step further by helping to create policy that reduces barriers for military spouses who work overseas.Just as with veterans, recruiting military spouses can be a worthwhile investment that he lps you fill your talent gaps and youll be doing something good for the nation.