Following Up After Your Job Interview A Step-By-Step Strategy -

Following Up After Your Job Interview A Step-By-Step Strategy -In the best possible world of job interviews, you asked about how well you did and what the next steps are during your conversation with the hiring manager and you got a clear answer on when a decision would be made and what to expect. But, maybe you didnt ask, or maybe they put you off and you never really got a good answer.The next obvious step is to callbut maybe after a week or two youre still elend getting the answer you want, and youre thinking that maybe theyve decided not to move forward with you. What should you do? Should you just give up and move on?It depends. If you really want this job, there are steps you can take to rescue your job offerFind the hiring manager. Go around the HR department youve been talking to and contact the hiring manager. Start a relationship. Hows this going to help you? The hiring manager is the one feeling the pain of not having that position filled-but HR probably doesnt. The hiring manager is the one who can see how your skills can transfer to this position-but HR probably cant. The hiring manager has a tremendous sense of urgency to fill this spot-but HR doesnt.Find the hiring manager on LinkedIn or Facebook, or call the company to speak to him directly. If you dont know the individuals name or number, you can ask for him by function or department. Say something like, I applied for XYZ position. I spoke with Suzie, and I thought the conversation went really well, but I dont think she really understood how perfect I am for this job based on A, B, and C. Id love to chat with you further. Can we meet? (Or go to lunch, etc.?) Whens a good time?Try to move the process forward.If this doesnt go well, thats OK. At least you tried. If you dont try, youre dead in the water, anyway, because its not a good sign if you havent heard anything on your own. No nachrichten is not good news in the job search.If you are really interested in the job, its worth fighting for. Mak e your phone calls, contact the hiring manager, ask the right questions, and make a strong effort to move the process forward so that you can win the job offer.Peggy McKee has over 15 years of experience in sales, sales management, sales recruiting, and career coaching. Her website, Career Confidential ( http//www.career-confidential.com ) is packed with job-landing tips and advice as well as the practical, powerful, innovative tools every job seeker needs to be successful.

10 Companies With Incredible Benefits You Never Knew You Were Missing out On

10 Companies With Incredible Benefits You Never Knew You Were Missing out On Many companies distinguish themselves by their range of benefits and retain top talent because of it thats why evermore companies are starting to offer flexible hours and on-site daycare centers,and many others are implementing programs like unlimited paid time off.Of course, there are benefits that women actually want and, well, benefit women more than others like telecommuting options, paid parental leave programs and professional development opportunities. And then there are some companies that are going above and beyond with unique benefits that arent so common elsewhere, but perhaps should be.Are you missing out on these 10 benefits that some companies have started to offer?1. Saving on IVF TreatmentsBloombergs WinFertility Assistance Program has no fee to enroll and offers $25,000 for lifetime IVF treatment. IVF is a complex series of procedures used to treat fertility or genetic problems and assist with the conception of a child, according to MayoClinic. During IVF, mature eggs are collected (retrieved) from your ovaries and fertilized by sperm in a lab. Then the fertilized egg (embryo) or eggs are implanted in your uterus. A single cycle of IVF takes about two weeks and, on average, costs $12,000, before medications (which typically run another $3,000 to $5,000) so the savings you get as a Bloomberg employee add up in a major wayBloomberg is hiring Browse opportunities.2. Private concertsThe product discounts alone not to mention, you know, the career-galvanizing status that comes from a job at Americas most valuable company would make working at Apple a plenty desirable gig. But music enthusiasts, in particular, might be interested to know that Apple employees are treated to private concerts from major acts like Maroon 5, OneRepublic, and Stevie Wonder at the companys regular beer bashes. (And if music isnt so much your thing, chances are one of the other top-tier benefit s, from 18 weeks of paid maternity leave to egg-freezing benefits and gym credits, may be more to your liking.)Apple is hiring Browse opportunities.3. Company-backed volunteer opportunitiesMore companies today are realizing that helping employees make an impact for the causes they care about is a key way of upping job satisfaction. At Macys, though, this mindset is far from new. Volunteerism has always been at the core of the retailers culture, and through its Partners in Time program, Macys employees have clocked nearly 3 1000000 hours of community service over the past 30 years. Most recently, the company turned its focus on altruism inward by unrolling The North Star Relief Fund, a 501(c)(3) charity providing direct financial assistance to employees in need, for matters ranging from disaster relief to domestic abuse. Additionally, Macys organizes company-wide give-back days dedicated to community improvement efforts, including its MLK Day of Service.Macys is hiring Browse opportu nities.4. Unlimited vacation daysSony believes the talent pool it hires is made up of adults, capable of best making their own decisions about balancing their work and personal lives which is why they offer employees the freedom of unlimited paid time off, no strings attached. Freed from having to navigate a (largely arbitrary) set number of vacation and sick days, this means employees are able to channel their time and efforts in ways that drive the greatest impact. Which, as one FGBer put it, makes a world of difference you have better paced energy for both your work and personal life.Sony is hiring Browse opportunities.5. Adoption assistance reiumbursementThe folks at Target believe in supporting families of all stripes, which is why they offer financial assistance to employees looking to grow their families through adoption. Additionally, Target offers paid parental leave to both salaried and hourly workers birth parents receive eight paid weeks of leave and supporting parents get two, to be taken any time within the first year of a babys life. (Discounts on child care and a Wellness Discount of 30% off produce and select health foods tend to score brownie points with parents, too)Target is hiring Browse opportunities.6. Back-up child care AND elder careWhether its a child or an aging parent in need of your assistance, Nationwide understands the challenges that can arise as a full-time employeed caregiver. Theyre here to help employees manage that balance as smoothly as possible, with seven days a year of subsidizied backup child care. Additionally, employees receive up to 10 days a year of paid emergency leave to attend to unexpected familiy crises, and generous flextime policies (from work-from-home options to alternative schedules or hours) can help in this arena, too.Nationwide is hiring Browse opportunities.7. A network of successful women dedicated to your career developmentIf the idea of sourcing your own tribe of career-advancing BossLady peers an d mentors sounds a little daunting, having access to a built-in network of such women might be more appealing. At FTI Consulting, female employees rave about the Womens Initiative Network (WIN) group, where you can access career training, professional development, networking, and mentorship opportunities at the firms offices around the globe. For many women, the sense of support and community this provides is vital as one FGBer put it, Im always meeting people (at FTI) who have had the most amazing working experiences and opportunities.FTI Consulting is hiring Browse opportunities.8. Maternity leave coachingNumerous studies have linked the lack of supportive policies and culture that new moms experience at work with womens high workforce attrition rates. But the folks at Squarespace are determined not to abide by that status quo. Beyond their generous paid leave policies for birth and adoptive parents, the company also has a number of amenities in place to help new parents re-accli mate to work, including an on-site lactation facility with hospital-grade pumps, maternity leave coaching, and phased-in return to work policies. Additionally, a Parents Slack channel connects new moms with other mothers who have returned to work in the past year for guidance and support.Squarespace is hiring Browse opportunities.--Fairygodboss is proud to partner with these companies.

2MydEYr

Did you see these 10 new remote jobs that were just posted on our site ?? bit.ly/2MydEYr We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no farther than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines belastung month when an offended participant a href=https//www.huffpost.com/entry/women-ernst-young-how-to-dress-act-around-men_n_5da721eee4b002e33e78606a target=_blankleaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforce/pul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like goo d haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ulpThe women, there to invest in their professional development, were not learning how to be better leaders or combat sexist stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves./ppWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even mora burdened by dress code policies based on gender. /ppImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing./ppTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, are extra burdens for black employees, particularly those who want to wear their hair in natural styles. a href=https//daily.jstor.org/how-natural-black-hair-at-work-became-a-civil-rights-issue/ target=_blankIn 2010, Chastity Jones got a job offer/a to be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. /ppAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head coverings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropri ate for a woman at work./ppThe possibility for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has a href=https//www.hrc.org/resources/workplace-dress-codes-and-transgender-employees target=_blankled the Human Rights Campaign to recommend/a that if an employer has a dress code, it should modify it to avoid gender stereotypes and enforce it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the office or unit in which an employee works are gender-neutral./ph3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) fasson, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global human resources for the automotive giant, a href=https//qz.com/work/12428 01/gms-dress-code-is-only-two-words/ target=_blankshe replaced their 10-page dress code with two words/a Dress appropriately. /ppIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. /ppFor workplaces that need more specificity about what employees can wear, HR should follow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools./ppAfter a wave of protests, social media outrage, and thoughtful advocating, a href=https//www.dispatch.com/nachrichten/20180919/more-schools-revamping-sexist-dress-codes target=_blankseveral schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or t he width of a cami strap versus a tank top, a href=https//www.usatoday.com/story/life/parenting/2019/07/15/gender-neutral-dress-code-gets-approval-roanoke-virginia-school-district/1734009001/ target=_blanka Virginia high schools new gender-neutral dress code/a simply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs./ppstrongWhat does that look like at work?/strong /ppSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on their gender, and try to empower employees to manage their own appearance in accordance with professional expectations./ppFor geschftsleben casual workplaces, try this, a href=https//www.forbes.com/sites/forbeshumanresourcescouncil/2018/09/28/gender-based-dress-codes-human-resources-diversity-and- legal-impact/355d9f064f53 target=_blankadapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment./ppFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. /ppAnd for casual workplaces, which are on the risea href=http//blog.indeed.com/2019/08/20/casual-dress-in-workplace/ target=_blankaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, a href=https//www.thebalancecareers.com/simple-sample-dress-codes-for-business-attire-1917931 target=_blankadapted from The Balance/a Dress comfortably for work, but please do not wear anything that could offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism./ppNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive./pp----/ppstrongWant to share these tips with your company? /strongShow them this handy one-page guide on creating a gender neutral dress code/p p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnI iwiZXhwaXJlc19hdCI6MTU3NDc2NjEyMX0.5akget5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7I/img.jpg?width=980 id=a14b6 type=lazy-image/ /ppbr//p