Loved this article. Really good answers on all the questions you might have for Uber and Lyft drivers. It talks about ratings, tips, and etiquette. A good read for riders or drivers.
Think you don't need to plan for your interview? Think again. Once a company notices your resume and gives you a call, you should start strategizing. Go to the job interview fully prepared. Set yourself apart from the candidates who might have more job experience but do not spend time preparing. Only one candidate will come out of the job interview a winner, and it's not necessarily the most experienced one. If you prepare and do your homework, it will be you.
I came across a great story about an ex-con who was having trouble finding work after his release from prison. He was not getting calls back after disclosing his criminal history, and decided to start his own business based on the fitness regiment he developed while in prison.
Most interestingly, the founder makes an effort to hire other former inmates for his company. Founding a business may not be right for everyone, but it's good to know that there are people out there who will relate to your situation and are willing to help give others a fresh start.
Here's an article about the founder and company: http://www.nytimes.com/2016/04/10/nyregion/at-a-gym-in-manhattan-fitness-tips-from-ex-convicts.html
I came across this article today, and feel that it's conflicting. Read the five things you can expect from the job market in 2017, and share your thoughts on this.
"Employers are having a hard time finding the right candidates. This means that candidates who are good fits for open positions have more leverage than they’ve had in years, and they should use that to their advantage when negotiating a new position".
We read/hear this all the time! And we're also often are asked how to best prep for an interview. So I thought I would address these both together (from a “what questions to prep for” perspective) and share something with you that I recently came across when researching what the most common interview questions are. Here's what I found.. https://www.uchastings.edu/career-office/docs/26.InterviewQuestions.pdf Now keep in mind that a number of these are directed towards a specific role, but the majority of them are universal. I hope this helps in your ongoing quest of how to prep in order to be able to clearly answer the questions in your interviews this week!
Good luck out there!
I came across another good article to this one annoying question, which I found to be helpful. After reading through the responses, personally I like the first positioning. The others are good too, but the first response feels much more organic in my opinion.
I admire Bill Gates greatly. He has achieved extraordinary success and, more importantly, he leverages his fame/fortune/access to help millions of people through the Gates foundation. I think it provides him a unique perspective.
Potential employers have been asking what seem to be some very "personal and inappropriate" questions following the application process, such as age, if you've received TANF (temp aid to needy families). What they are asking applies to the Work Opportunity Tax Credit (WOTC). If you are "qualified" and hired, after a certain time the employer receives a substantial tax break for employing you. There are more details at https://www.doleta.gov/business/incentives/opptax/, and you can research if you qualify. I have know this qualification as the deciding factor with employers to hire a candidate or not, so please research if you qualify, and if you do, bring it to a potential employers attention as they not be aware. Hope this helps
I came across a very good read that points truth to the frustrations when job-seeking. I know we've experienced at least one of these scenarios:
The leading reason for all these types of job applicant abuse — let’s call it what it is — is that most employers are stupid about recruiting and hiring. They recruit improperly and mindlessly. They use mass solicitation methods that by nature encourage job seekers to play a numbers game and to make applications that are iffy at best — then HR blames the applicant.
HR’s general hiring strategy is to get as many applicants into the pipeline as possible, and to cull through them later. This creates epic costs for employers, and it’s what gets you rejected out of hand after you’ve invested hours of time filling out forms and going on interviews that you quickly realize aren’t even for the right job.
That’s the big truth that job seekers, hiring managers and HR have almost totally lost sight of in today’s economy. They’re too busy arguing about “criteria” that have let hiring degenerate into a bureaucratic nightmare that prompts employers to mindlessly abuse countless job applicants — and to complain of a phony “talent shortage.”