marketing managers favor a compressed schedule

marketing managers favor a compressed scheduleAdvertising/marketing managers favor a compressed scheduleWhile priorresearch has found that 45% of workers in different countries think they could get their work done in a maximum of five hours, mora recent numbers show how managers feel about a similar concept.New datafrom staffing firm The Creative Group shows that 39% of advertising and marketing decision makers think working 10 hours daily, four days per week, would make employee productivity increase somewhat. The company refers to this as a compressed schedule.In terms of how the survey was carried out, an independent research firm polled more than 400 advertising and marketing hiring decision makers who work full-time at agencies with 20 or more employees or companies with 100 or more employees in the United States. The Creative Group came up with the survey.How people feel about a compressed workweekHeres what those surveyed think it will do for office productivity, according to an infographicIncrease somewhat 39%No change 30%Decrease somewhat 17%Increase significantly 11%Decrease significantly 2%Who people think should oversee employees work-life balanceHeres the breakdownCompanys responsibility only 6%Primarily the companys but with some help from the employee 18%Equally the companys and employees responsibility 52%Primarily the employees but with some help from the company 21%Employees responsibility only 3%The research also shows that76% of those surveyed think its fine for employees to do things that have nothing to do with their jobs during the workday to boost productivity. Just 24% dont think so.Diane Domeyer, executive director of The Creative Group, commented on the findings in a statementMore companies recognize that the best work doesnt always happen in the office Monday through Friday from 9 to 5. A flexible workplace, where employees have greater control over when and where they work, can improve productivity and job satisfaction, She said. I t can also be a big draw for professionals, helping companies attract and keep the best talent.

This 1 powerful tool improves your mental game and helps you learn from mistakes

This 1 powerful tool improves your mental game and helps you learn from mistakesThis 1 powerful tool improves your mental game and helps you learn from mistakesA confession I used to have a slight road rage problem.Now, I wasnt getting out of the car to fight or driving people off the road, but I was an aggressive driver. I would yell and honk at the smallest slights.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIt wasnt long before I realized I needed to do something about it. Road rage can be dangerous, and it was definitely affecting my own stress levels. The guy who cut me off probably never thought twice about it, while I ended up fuming for the rest of my commute.So, I decided to try something Id learned as a kid practicing martial arts- visualization.I began picturing those saatkorn road rage-inducing situations in my mind, but with a twist. Instead of flipping out, I was cool as a cuc umber. I brushed it off and kept singing along to my tunes.And it helped. Im not going to sit here and tell you I never honk my horn throw up my hands when someone cuts me off, but I forget about it quickly. Maybe theyre late to something important. Maybe theyre on their way to the hospital. Doesnt matter. Why get angry about it?Driving isnt the only area of my life where Ive applied visualization to, either.When I started insale, I was reading as many books as I could get my hands on- and lo and behold, I found more info on visualization. Over time, I came to understand the tactic is widely applicable and unbelievably useful.Heres why you should give visualization a try, and how you can use it to improve in a variety of areasVisualization gives you the confidence to flip your mentalityNo one wants to feel desperate.Whether its dating, sales, or anything else, you dont want to go in hoping and begging for a positive outcome.Ive actually noticed that most people in sales who arent do ing so hot tend to walk into meetings with an urgent demeanor. Theyneeda sale, and it shows. But the best salespeople approach potential clients like peers- like theyre going to be the one helpingthe clientsbecausewhatever theyre sellingis going to save time and money and make the clients life better.To approach a goal with this kind of confidence, you have to flip your mentality. Theres a quote I love that goes something like thisWhen you find yourself in a room surrounded by your enemies, tell yourself, Im not locked in here with them. Theyre locked in here with me.Adopting this mindset is all about how you view your situation. And visualization is what helps you see it in the proper light.Start by picturing a successful outcomeBefore Iwalk into a sales pitch, I visualize everyone liking me. I take a deep breath, close my eyes, and set the scenebehauptung people are going to like me. Im going to show this group something that will really benefit them, and theyre going to eat it up . Im going to close the deal.By the time Im actually walking into the room, Im itching to get in there and start talking. Why wouldnt I be? Everyones going to love what Im selling.You can do the same thing with any situation. Picture the successful outcome that you want to happen, walk through each of the steps involved in obtaining that outcome, and visualize yourself nailing each of them.Now that youre in a positive, confident mindset, so your odds of success are that much higher.Dont overdo your visionKeep in mind, theres a fine line between visualization and daydreaming.When some people talk about visualization, they act like you can picture yourself in a mansion with a five-car garage and it will just happen. Thats asking way, way too much of the technique.But its easy to fall into daydreaming when you begin using visualization. When I first started applying it to sales, Id imagine a whole story Id close this deal, then the next one. My year would go perfectly, and Id be riding around with the top down and several commas in my bank account.Of course, if one thing went wrong in the story- if I didnt close that first deal- it would completely take the wind out of my sails. Id start moping, wondering why this stupid visualization thing wasnt working.Visualization can be powerful, but your imagination isnt reality. You have to distinguish between specific situations where you can improve and pipe dreams that are just nice to think about.Be ready to adapt to the real outcomeVisualizing an outcome wont make it happen. If that were the case, Id be the most successful salesperson on the planet.Visualization isnt the solution- its a tool to help youreachthe solution.The technique helps you isolate areas where you needto improveand consider how you could do better. You then have to actually apply yourself and do what youve been imagining. Sometimes, it will go well. Other times, it wont. But this isnt about achieving perfection, its about helping you improve little by little.When a situation doesnt go the way you visualized it, you can analyze where you went wrong and decide what you can do better next time. If you keep this cycle up long enough, the gaps between your imagination and reality will begin to shrink.And theres no better feeling than executing a situation exactly as you visualized it.This article first appeared on Minutes Magazine.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your 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

Nursing Major Career Paths

Nursing Major Career Paths Nursing Major Career Paths Do you want to become a registered nurse (RN) or licensed practical nurse(LPN), also called a licensed vocational nurse (LVN)? Perhaps you aspire to one day become a nurse practitioner (NP), nurse educator, nurse anesthetist, or nurse midwife, or even a researcher or administrator. Whichever career you are considering, you will have to be a nursing major. Your job opportunities after graduation should be outstanding, regardless of the nursing career you choose. The United States Bureau of Labor Statistics (BLS) predicts nurses will be in high demand well into the future. Students who are good in STEM fields like biology, chemistry, and physics, enjoy caring for people, and have strong communication, organization, and critical thinking skills should consider this area of study. To become a nurse, first, decide whether you want to be an RN or LPN. If your plans ultimately include becoming a nurse practitioner or other advanced practice nurse, a researcher, or administrator, this is not something you need to decide yet. You will first have to become licensed as an RN and get experience in that occupation. Licensed Practical Nurse (LPN) or Licensed Vocational Nurse (LVN): One-Year Training ProgramRegistered Nurse (RN): Diploma in Nursing (3 years), Associate Degree (2 years), and Bachelors Degree (4 years)Advanced Practice Nurse including Nurse Practitioner (NP), Nurse Educator, Nurse Anesthetist, and Nurse Midwife; or Administrator: Masters Degree (1-3 years after becoming an RN and getting experience) or DoctorateResearcher: Doctorate Nursing majors learn how to deliver physical care and emotional support to people who are ill, injured or recovering from surgery. They learn about drug administration, how to care for different populations, nutrition, and the use of information technology. Advanced practice or leadership nursing positions require additional education, usually in the form of at least a masters degree. How to Find a Nursing Program Choose an LPN, RN, or advanced practice nursing program that is accredited by the Accreditation Commission for Education in Nursing (ACEN) or, if you want to earn a bachelors (baccalaureate) or graduate degree, one the Commission on Collegiate Nursing Education (CCNE) has accredited. ACEN accredits all levels of nursing education, while CCNE accredits baccalaureate, masters degree, or doctoral programs. Search for all nursing programs on ACENs website. Use CCNEs search tool to find bachelors and graduate degree programs only. Expected Major Courses Coursework will vary by level of education and the occupation you are pursuing. LPN Curriculum Survey of the Human BodyPharmacology Safety and Dosing CalculationsPractical NursingNursing Care of Adult ClientsPediatric NursingCare of the Older AdultMaternity RN Curriculum Fundamentals of NursingDosage Calculation for NursesNursing Care of the Older AdultNursing Care of ChildrenNursing InformaticsAdult Mental Health NursingLifespan Human DevelopmentMedical MicrobiologyHealth AssessmentNursing HistoryPathophysiologyCommunity Health NursingObstetrics and Neonatal NursingTrends in Nursing NP Curriculum Advanced PathophysiologyAdvanced PharmacologyAdvanced Practice NurseAdvanced Health AssessmentDynamics of Family Health NursingEvaluation and Instrumentation in Nursing Nurse Administrator Leadership and ManagementResearch in NursingNursing Informatics and Advanced Nursing PracticeDeveloping World Class Human ResourcesNursing Administration Theory and PracticeHospital and Healthcare Policy and Management Typical Work Settings Nurses care for patients in hospitals, urgent care centers, nursing care facilities, doctors offices, schools and camps, and correctional facilities. Some work for home health care agencies, supervising home health aides and providing patient care. Other nurses serve in the military. Nurse practitioners, nurse anesthetists, and nurse midwives work in all these settings and may also work on their own or in other NPs private practices. Nurse educators teach in vocational schools, colleges and universities, and hospitals. Researchers work in academic, research, healthcare, and practice settings. What Else You Need to Know Nurses must be licensed before they can begin working. To become licensed as a practical nurse one must pass an exam called the NCLEX-PN. To become a registered nurse, an individual must pass the NCLEX-RN.RNs who have an associate degree or diploma in nursing may apply to RN Bachelors or Masters Degree programs.An LPN can often transfer the credits he or she earns in school to an RN program.An RN usually specializes in a particular area of clinical practice, for example, pediatrics, geriatrics or adult medicine, oncology, cardiology, or obstetrics. One must be certified to work as an advanced practice nurse, for example, a nurse practitioner, nurse midwife, or nurse anesthetist. Certification usually involves fulfilling specific requirements and passing an exam.Credentialing agencies offer voluntary certifications to nurses in various specialties, for example, pediatrics and geriatrics. Professional Organizations and Other Resources ANA - American Nurses AssociationNSRA - National Student Nurses AssociationAANA - American Association of Nurse AnesthetistsACNM - American College of Nurse-MidwivesAANP - American Association of Nurse PractitionersDiscover Nursing from Johnson JohnsonNCSBN - The National Council of State Boards of NursingCNA - Canadian Nurses AssociationEFNA - European Federation of Nurses Associations

9 stupid rules that make great people quit

9 stupid rules that make great people quit 9 stupid rules that make great people quit It’s tough to hold on to good employees, but it shouldn’t be. Most of the mistakes that companies make are easily avoided. When you do make mistakes, your best employees are the first to go, because they have the most options.If you can’t keep your best employees engaged, you can’t keep your best employees. While this should be common sense, it isn’t common enough. Companies need to have rules- that’s a given- but they don’t have to be foolish and lazy attempts at creating order.I understand the temptation. As  my company  has grown, so has our difficulty maintaining standards. There have been many instances where someone crossed a line, and we were tempted to respond with a new rule that applied to everyone.But that’s where most companies blow it.In just about every instance, upon closer inspection, we realized that establishing a new rule would be a passive and morale-killing way to address the problem. The vast majority of the time, the problem needs to be handled one-on-one by the employee’s manager.Ladders is now on SmartNews!Download the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.When companies create ridiculous and demoralizing rules to halt the outlandish behavior of a few individuals, it’s a management problem. There’s no sense in alienating your entire workforce because you don’t know how to manage performance. It makes a bad situation that much worse.Let’s explore some of the worst rules that companies create when they fall into this trap and see if we can’t influence people to think differently about making rules in the workplace.The six-month ruleMost companies won’t let you transfer or get promoted until you’ve held a position for six months. This rule harms the company and the employee by holding people in roles that they’re not suited for. Companies might have gotten away with this rule when our parents were entering the workforce, but these days good peop le are more likely to jump ship, rather than wait around for some arbitrary rule to kick in.An employee’s manager should have the freedom to decide when an employee is ready for a promotion or would perform better in a different role.Ridiculous requirements for attendance, leave, and time offPeople are salaried for the work they do, not the specific hours they sit at their desks. When you ding salaried employees for showing up five minutes late even though they routinely stay late and put in time on the weekend, you send the message that policies take precedence over performance. It reeks of distrust, and you should never put someone on salary that you don’t trust.When companies are unnecessarily strict in requiring documentation for bereavement and medical leave, it leaves a sour taste in the mouths of employees who deserve better. After all, if you have employees who will fake a death to miss a day’s work, what does that say about your company?Shutting down self-expressionMa ny organizations control what people can have at their desks. A life-size poster of a shirtless Fabio? I get it; that’s a problem. But employers dictate how many photographs people can display, whether or not they can use a water bottle, and how many items they’re allowed to place on their desks. Once again, it’s the ol’ “If I could just hire robots I wouldn’t have this problem” approach.Same goes for dress codes. They work well in private high schools, but they’re unnecessary at work. Hire professionals and they’ll dress professionally. When someone crosses the line, their manager needs to have the skill to address the issue directly. Otherwise, you’re making everyone wish they worked somewhere else because management is too inept to handle touchy subjects effectively.Restricting internet useThere are certain sites that no one should be visiting at work, and I’m not talking about Facebook. But once you block pornography and the other obvious stuff, it’s a di fficult and arbitrary process deciding where to draw the line.Most companies draw it in the wrong place.People should be able to kill time on the Internet during breaks. When companies unnecessarily restrict people’s Internet activity, it does more than demoralize those that can’t check Facebook; it limits people’s ability to do their jobs. Many companies restrict Internet activity so heavily that it makes it difficult for people to do online research. The most obvious example? Checking the Facebook profile of someone you just interviewed.Bell curves and forced rankings of performanceSome individual talents follow a natural bell-shaped curve, but job performance does not. When you force employees to fit into a pre-determined ranking system, you do three things: 1) incorrectly evaluate people’s performance, 2) make everyone feel like a number, and 3) create insecurity and dissatisfaction when performing employees fear that they’ll be fired due to the forced system. This is yet another example of a lazy policy that avoids the hard and necessary work of evaluating each individual objectively, based on his or her merits.Banning mobile phonesIf I ban mobile phones in the office, no one will waste time texting and talking to family and friends, right? Ya, right. Organizations need to do the difficult work of hiring people who are trustworthy and who won’t take advantage of things. They also need to train managers to deal effectively with employees who underperform and/or violate expectations (such as spending too much time on their phones). This is also hard work, but it’s worth it. The easy, knee-jerk alternative (banning phones) demoralizes good employees who need to check their phones periodically due to pressing family or health issues or as an appropriate break from work.Stealing employees’ frequent-flyer milesIf there’s one thing that road-weary traveling employees earn, it’s their frequent flier miles. When employers don’t let people kee p their miles for personal use, it’s a greedy move that fuels resentment with every flight. Work travel is a major sacrifice of time, energy, and sanity. Taking employees’ miles sends the message that you don’t appreciate their sacrifice and that you’ll hold on to every last dollar at their expense.Draconian e-mail policiesThis is a newer one that’s already moving down a slippery slope. Some companies are getting so restrictive with e-mail use that employees must select from a list of pre-approved topics before the e-mail software will allow them to send a message.Again, it’s about trust. If you don’t trust your people to use e-mail properly, why did you hire them in the first place? In trying to rein in the bad guys, you make everyone miserable  every  time they send an e-mail. And guess what? The bad guys are the ones who will find ways to get around any system you put in place.Pathetic attempts at political correctnessMaintaining high standards for how people treat each other is a wonderful thing as we live in a world that’s rife with animosity and discrimination. Still employers have to know where to draw the line. Going on a witch-hunt because someone says “Bless you” to another employee that sneezed (real example) creates an environment of paranoia and stifled self-expression, without improving how people treat each other.Bringing it all togetherIf companies can rethink their policies and remove or alter those that are unnecessary or demoralizing, we’ll all have a more enjoyable  and  productive time at work.Travis Bradberry  is the co-author of  Emotional Intelligence 2.0,  and the cofounder of  TalentSmart.  This article first appeared on LinkedIn.

3 Ways to Be a Constant Job Seeker

3 Ways to Be a Constant Job Seeker 3 Ways to Be a Constant Job Seeker 8If you’ve landed a cushy position after a long and rigorous job search, the last thing you want to do is start thinking about your next job- but you should. According to a study from staffing firm Accountemps, almost half of the population hasn’t looked for a job in years. Five years, to be exact. It’s estimated that the average employee stays with their current employer for about four and a half years, according to the Bureau of Labor Statistics. What’s interesting to note is that number varies greatly by age, as well as occupation. For example, workers aged 25-34 have an average tenure of 3.2 years, while employees age 65 and over have a median tenure of a whopping 10.3 years. So let’s say that you’ve been at your job for a year or two. You’re fairly happy there and don’t really want to look for another position. What should you do? It’s always a good idea to keep yourself primed for your next job search. After all, you should never bank on being at any one company for any specific length of time. Companies close, jobs are eliminated, and at the end of the day, there’s really no such thing as job security, no matter how much you love your position and how much your boss adores you back. Here are three ways in which you can be a constant job seeker even if you’re already employed. Schedule informational interviews. Informational interviews are important, whether you’re employed or not. You can learn what other companies are looking for in their employees, and you can also practice your interviewing skills. That way, when you need to actually go on an interview, you’ll be prepared for any strange interview questions thrown your way. Update your resume. Styles change, and no where is that more evident than in resumes. You may have a traditional (read: older) version of your resume that hiring managers no longer want to read (or worse, lies on your resume). Having a non-updated resume also tips off a potential boss as to not only how old you are approximately, but how long it’s been since you’ve been in the job market. Both of these can count against you, so study up on the current resume styles and adapt yours accordingly. Keep networking. Sure, you absolutely hated networking events when you were unemployed and thanked your lucky stars that you wouldn’t have to attend another one once you were hired. But networking events are not just for job seekers; they’re especially important for people with jobs, too. Whereas a potential connection may be reticent to help you because you’re unemployed, you may have an easier time establishing a true connection with someone important within your industry if you let them know that you don’t want anything (i.e., a job lead) from them. These relationships can turn into friendships (and pivotal connections) that will help you in the future when you really do need to look for another position. Of course, the goal of every job seeker is to find a job that they love and get out of the rat race of looking for a job. When you do get hired, you can relax and rejoice for a bit, but never stop being on the lookout for the next connection or job lead. The extra work that you do as a constant job seeker while you’re employed might save you time, energy, and yes, money, when you do need a new job in the future. Readers, are you a constant job seeker, even when you have a job? Let us know in the comments section below!

Army Warrant Officer Job Overview

Army Warrant Officer Job Overview Army Warrant Officer Job Overview Warrant Officers are technical and tactical leaders who specialize, throughout an entire career, in a specific technical area. The Army Warrant Officer Corps comprises less than three percent of the total Army. Although small in size, the level of responsibility is immense and only the very best will be selected to become Warrant Officers. Benefits include extended career opportunities, worldwide leadership assignments, and increased pay and retirement benefits. Eligibility US CitizenshipGeneral Technical (GT) Score of 110 or HigherHigh School Graduate or Have a GEDSecret Security Clearance (Interim secret is acceptable to apply)Pass the standard 3-event Army Physical Fitness Test (APFT) and meet height/weight standards.Pass the appointment physical for technicians or the Class 1A flight physical for Aviators (See Army Regulation 40-501). With the exception of Warrant Officer MOS 153A (Aviator), all other Warrant Officer (WO) Military Occupational Specialties (MOSs) require you to be at least pay grade E5 or higher with 4-6 years experience in a skill that is closely associated with a WO MOS. Review the Prerequisites and Duty Descriptions in our WO Job Description Pages to determine if you are doing very similar work to one of the WO MOSs. To apply for any WO MOS, you must meet the minimum prerequisites or ask for a prerequisite waiver. You must submit a separate waiver for each prerequisite you do not meet. In your prerequisite waiver(s) you must explain how you obtained the equivalent knowledge or experience required by the prerequisite through training or experience in your service. You can gauge the training/experience required by a prerequisite by first reviewing the WO MOS duty description. If you have been doing work similar to whats described in the WO MOS duty description, then you probably have good justification for requesting a waiver. Approval is granted only if the Army proponent for that MOS feels you have the skills and experience that justify approving the waiver. The prime candidate for WO has 5 - 8 years of active federal service (AFS) and meets all other prerequisites. You can apply regardless of AFS but require a waiver if you have 12 years or more of AFS. The standard for approving an AFS waiver is more stringent than for a prerequisite waiver. If either of these two waivers applies, prerequisite or AFS, you must submit them with your application to determine if the waivers will be approved. You cannot submit the waiver first and wait for the outcome to determine if you should submit an application. If any of the waivers are not approved, then you are not qualified, and your application will be returned. Download the Sample Application package from the Armys Warrant Officer Recruiting Web Site. This will give you a good idea of what they are looking for and what information you will need to apply. If requesting MOS 153A (Aviator), you will need to Schedule an Alternate Flight Aptitude Selection Test (AFAST) and a Class 1A Army flight physical. You should first try to schedule the AFAST through your education services officer. Next option is to schedule at a Military Entrance Processing Station (MEPS) through an Army recruiter. The physical is scheduled and completed at your servicing hospital but must be approved by the Aeromedical Center at Ft Rucker before you can include a copy of your application. Non-Army Personnel A joint service agreement allows service members who are selected for this program to be discharged from their component and enlisted in the Army. Applicants must apply for this program while on active duty and must have two years remaining on their enlistment contract; civilians must contact their local Army recruiter. Applications are forwarded from the individual to Headquarters United States Army Recruiting Command, USAREC. After screening, the application is forwarded to the appropriate proponent who evaluates the applicants technical experience and determines if the applicant is qualified to compete against other qualified applicants for the limited warrant officer positions. Applications from those who are not technically qualified will be returned to the applicant without further processing. The most common MOS that personnel from other services are eligible to apply for is 153A (Aviator) because this MOS requires no prior skills or training. Additional Eligibility Requirements for Non-Army Personnel Army General Technical (GT) score of 110 or higher. The  GT portion  of the  ASVAB test  must be converted to an Army GT score.Approved conditional release.Army 3-event  physical fitness test (APFT): push-ups, sit-ups, and 2-mile run administered by an Army E7 or above. Check with a nearby Army installation or the local Army recruiting office for someone to administer the test. The APFT score is valid for 6 months but should not be close to expiration when forwarding the packet. Results must be recorded on DA Form 705, signed by an Army E7 or above, and included in the packet. If you pass the APFT to standard, you should not have trouble passing this event while attending the Warrant Officer Candidate School (WOCS). Personnel data record equivalent of the Army Enlisted Record Brief (ERB).  Official Military Personnel File. As a minimum, this file contains your enlistment and  reenlistment documents, awards, evaluations, training certificates, and promotion orders. If your personnel records are not on microfiche, then a hard copy of these documents are sufficient. Documents missing from your record should be provided in hard copy. It is your responsibility to ensure your records are accurate and current.An applicant can now apply with 15 months remaining on his or her current active duty enlistment. The above requirements must be met, in addition to, or in place of the other requirements in the sample application and governing regulations. Include the supporting documentation that proves you have completed each requirement as a part of your application. Selection Those selected for the  Warrant Officer Program  will be notified by the Department of the Army (DA) about 90 days after the board adjourns. DA establishes a reporting date to Ft Rucker, AL-based upon MOS requirements. Military Entrance Processing Station (MEPS) will then publish your orders with authorized travel time to Ft Rucker. Upon arrival, you will be given your basic issue and time to resolve any military-related problems, i.e., pay, uniform, etc. You will be paid as an E5, or your current pay grade if higher, and begin wearing the WOC brass. Selectees will attend the six week, four-day Warrant Officer Candidate School (WOCS) similar to  basic training  or  boot camp. This course is designed to evaluate leadership and  management skills. Soldiers will be appointed as a Warrant Officer One (WO1) upon successful completion of WOCS. Soldiers who fail to successfully complete WOCS will serve the remainder of their four-year enlistment based upon the needs of the Army. All Warrant Officers have an initial obligation of six years, which will be served  on active duty  as an Army Reserve Officer. Warrant Officers remain on active duty in the  Army Reserve  until promotion to CW3, normally between the seventh and eighth year of warrant officer service. Upon promotion to CW3, the Warrant Officer is integrated into the Regular Army. Warrant Officer (WO) selectees will receive instructions from Warrant Officer Accessions, Total Army Personnel Command (TAPERSCOM) 90 days after selection and will report back to an  Army Recruiter  with those instructions. The recruiter will complete the DD Form 1966 (enlistment contract) and SF 86 (no other forms are required) and schedule WO selectee for processing based on the instructions from TAPERSCOM. The recruiter will then schedule the WO selectee into the Army Recruiting and Accession Data System (ARADS) for enlistment into the Army. WO selectees do not require a physical because a physical was taken as part of the application process. WO selectees copy of the physical will have the physical category. WO selectee must enlist in the Army for 4 years on the day scheduled. MEPS will administer the oath of enlistment and issue orders using AR 600-8-105 to assign Aviation WO selectee to HHC, Warrant Officer Career Center, Ft Rucker, AL. All other WO selectees will be reassigned to their first WO assignment with TDY en route at Ft Rucker, AL for the Warrant Officer Candidate School (WOCS) and TDY en route at their basic technical course (wherever the school is located). Movement of family members is authorized to the location where the WO selectee is to be permanently assigned after training. During the Discharge and Enlistment process, you must ensure that you arrange to enlist into the Army the next day after separation from your parent service. If you have a day or more break in service, or if you enlist on the same day as separation, you will not receive your correct pay and allowances until this discrepancy is corrected. The process of correcting this discrepancy could take 3-6 months. The above Information is Courtesy of the U.S. Army.

Past Age 50 Heres Why Youre Getting Ignored.

Past Age 50 Heres Why Youre Getting Ignored. Past Age 50 Heres Why Youre Getting Ignored. A survey just out says it takes jobseekers over age 50 approximately 20% longer to get hired than someone who’s age 41-45. Considering that the average length of unemployment now stands at 22+ weeks, let’s talk about what needs to happen in order for you to buck the trend and land the job you want in a shorter time. You Think Like A Commodity First 2 things everybody does in job search: dust off your resume and hop online. The problem with online channels, though, is that you’re putting yourself in a sold-out stadium with a million other people, but expecting a magical employer to reach down and grab you and only you. Think outside the job boards. Where do you want to work? List the companies. Don’t overthink this at first. What industry are you in, have you been in, or do you want to be in? What companies in those industries are within a commutable distance from where you live? That’s it. The one online platform I want to see you hop on to is LinkedIn. No, not for “Easy Apply,” but for some specific research. You just listed the companies you’re interested in. See who works there who’s relevant to the hiring process, whether they’re connected to you or not. In addition to submitting your application through the traditional online channels, send a personal note about your expertise and how you can deliver immediate impact because of what you see (from your research) is going on in the company right now. You Look Like A Commodity This happens because the skills you choose to emphasize are not the skills recruiters and decision makers are searching for. The most popular offender is, “Problem Solving,” which is decidedly not an area of expertise. What problems? In what realm? To achieve what? I understand where “problem solving” comes from. It’s a desired skill listed in 99.9% of advertised jobs. However, the issue is that by the time you get down to reading “problem solving,” I guarantee you’ve bypassed 10 other elements that are unique, core, and central to the job. All those things you bypassed are the precise points I want you to look at again. Here’s why this is hard: when an ad for Marketing Director says, “Produce highly effective region-specific marketing plans using robust analytics and creativity which deliver superior results,” whew! That’s a mouthful that you now have to pull some keywords out of, plus say on your resume that you do those keywords. So, your eyeballs just float down to something a little easier that you can say on your resume, such as, “People-oriented results-driven leadership style, with effective problem-solving skills.” Boom! You’ve got 3 keywords right there: “People Oriented,” “Results Driven,” and “Problem Solving.” Easy-peasy, right? Wrong. It’s easy for EVERYbody to claim filler language as skills and expertise. I want you to do what’s a little bit harder, to avoid looking like a commodity. You Talk Like A Commodity Guaranteed the 1st question in the interview is, “So, tell me about yourself.” And you say something in response. Then you end your answer and stop talking. I know that sounds like what you should do. But what you have to understand is that’s what EVERYbody does. The pattern is: they ask a question, you answer it, they ask another question, you answer that. Break the mold. Elevate your thinking from “interview,” where you’re being questioned, to “business meeting” where 2 colleagues are having a discussion. You’re not colleagues in the same company, but you’re quite likely colleagues in the same industry. A discussion is a 2-way street. Someone asks a question (okay, let them go first) but you come equipped with questions of your own. Make sure your questions aren’t 100% self-serving. Pose questions that demonstrate that you conducted some preliminary research, and have formulated a few thoughts and opinions about where the company is considering going. Who do you think the hiring manager will remember more: the person who checked off all the boxes, or you, who thought things through ahead of time and recommended a sales approach you used successfully before, that is likely to work on the product the company is about to launch. Mature, experienced candidates win at job search not just because of offering things like wisdom and longevity. You differentiate yourself when you offer something specific that other people aren’t presenting. Make that a regular practice in your job search, so they remember you for that, instead of trying to forget you because of your age. The “Age 50+ ‘New Job Cheat Sheet” walks you through exactly what to do in your job search from getting your resume together all the way through negotiating double-digit salary increases. This is what candidates ages 55, 57, and 59 are using to land offers in record time. Download your cheat sheet and watch the video training so you can learn how to do the exact same thing. Past Age 50 Heres Why Youre Getting Ignored. A survey just out says it takes jobseekers over age 50 approximately 20% longer to get hired than someone who’s age 41-45. Considering that the average length of unemployment now stands at 22+ weeks, let’s talk about what needs to happen in order for you to buck the trend and land the job you want in a shorter time. You Think Like A Commodity First 2 things everybody does in job search: dust off your resume and hop online. The problem with online channels, though, is that you’re putting yourself in a sold-out stadium with a million other people, but expecting a magical employer to reach down and grab you and only you. Think outside the job boards. Where do you want to work? List the companies. Don’t overthink this at first. What industry are you in, have you been in, or do you want to be in? What companies in those industries are within a commutable distance from where you live? That’s it. The one online platform I want to see you hop on to is LinkedIn. No, not for “Easy Apply,” but for some specific research. You just listed the companies you’re interested in. See who works there who’s relevant to the hiring process, whether they’re connected to you or not. In addition to submitting your application through the traditional online channels, send a personal note about your expertise and how you can deliver immediate impact because of what you see (from your research) is going on in the company right now. You Look Like A Commodity This happens because the skills you choose to emphasize are not the skills recruiters and decision makers are searching for. The most popular offender is, “Problem Solving,” which is decidedly not an area of expertise. What problems? In what realm? To achieve what? I understand where “problem solving” comes from. It’s a desired skill listed in 99.9% of advertised jobs. However, the issue is that by the time you get down to reading “problem solving,” I guarantee you’ve bypassed 10 other elements that are unique, core, and central to the job. All those things you bypassed are the precise points I want you to look at again. Here’s why this is hard: when an ad for Marketing Director says, “Produce highly effective region-specific marketing plans using robust analytics and creativity which deliver superior results,” whew! That’s a mouthful that you now have to pull some keywords out of, plus say on your resume that you do those keywords. So, your eyeballs just float down to something a little easier that you can say on your resume, such as, “People-oriented results-driven leadership style, with effective problem-solving skills.” Boom! You’ve got 3 keywords right there: “People Oriented,” “Results Driven,” and “Problem Solving.” Easy-peasy, right? Wrong. It’s easy for EVERYbody to claim filler language as skills and expertise. I want you to do what’s a little bit harder, to avoid looking like a commodity. You Talk Like A Commodity Guaranteed the 1st question in the interview is, “So, tell me about yourself.” And you say something in response. Then you end your answer and stop talking. I know that sounds like what you should do. But what you have to understand is that’s what EVERYbody does. The pattern is: they ask a question, you answer it, they ask another question, you answer that. Break the mold. Elevate your thinking from “interview,” where you’re being questioned, to “business meeting” where 2 colleagues are having a discussion. You’re not colleagues in the same company, but you’re quite likely colleagues in the same industry. A discussion is a 2-way street. Someone asks a question (okay, let them go first) but you come equipped with questions of your own. Make sure your questions aren’t 100% self-serving. Pose questions that demonstrate that you conducted some preliminary research, and have formulated a few thoughts and opinions about where the company is considering going. Who do you think the hiring manager will remember more: the person who checked off all the boxes, or you, who thought things through ahead of time and recommended a sales approach you used successfully before, that is likely to work on the product the company is about to launch. Mature, experienced candidates win at job search not just because of offering things like wisdom and longevity. You differentiate yourself when you offer something specific that other people aren’t presenting. Make that a regular practice in your job search, so they remember you for that, instead of trying to forget you because of your age. The “Age 50+ ‘New Job Cheat Sheet” walks you through exactly what to do in your job search from getting your resume together all the way through negotiating double-digit salary increases. This is what candidates ages 55, 57, and 59 are using to land offers in record time. Download your cheat sheet and watch the video training so you can learn how to do the exact same thing.