Get your free resume review in 35 seconds or less

Get your free resume review in 35 seconds or lessGet your free resume review in 35 seconds or lessOur very popular Resume Reviewer launched last year. Over 1 1000000 people have used it to review their resume and 91% have said they find it useful.And 88% said theyd recommend it to their friends.If youd like to get your resume reviewed in 35 seconds or less, for free, visit our Resume Reviewer here.Heres a sample of what youll getIts quick, insightful, and free, so well hope youll enjoy

How to Retain Your Best Employees

How to Retain Your Best EmployeesHow to Retain Your Best EmployeesRecruiting the best employees and keeping the best employees really matters, especially as you compete for the best talent in the future. Job prospects for your best employees are expanding at an astonishing rate and you will need to compete to retain your talented employees. A Society for Human Resource Management (SHRM) press release revealed the answer to the question of what people plan to do whenever job markets rebound. The majority of the Human Resource (HR) professionals and managers surveyed agreed that turnover will rise significantly whenever the job market improves and show signs of opportunity. The survey was produced by SHRM and CareerJournal.com, the free, executive career site of The Wall Street Journal, two of HR practitioners favorite sites. The survey results include responses from 451 HR professionals and 300 managerial or executive employees. Were surprised by the percentage of executive employees who say they plan to jump ship once hiring rebounds, says Tony Lee, editor in chief/general manager of CareerJournal.com. And with 56 percent of HR professionals agreeing that turnover will rise, were interested to see what types of zurckhalten efforts those companies launch to keep their best employees on board. Employees cited the following three top reasons they would begin searching for a new job 53 percent seek better compensation and benefits.35 percent cited dissatisfaction with potential career development.32 percent said they were ready for a new experience. HR professionals were asked which programs or policies they use currently to help retain employees. The following three are the most common programs employers are using to retain employees 62 percent provide tuition reimbursement.60 percent offer competitive vacation and holiday benefits.59 percent offer competitive salaries. Most HR professionals surveyed (71 percent), in large organizations (those with more than 500 e mployees), thought that it would be extremely likely or somewhat likely to experience an increase in voluntary turnover whenever the job market is improving. Forty-one percent from small organizations (1-99 employees) said it was extremely likely or somewhat likely that turnover would increase. Fifty-three percent of respondents from medium organizations (between 100 and 499) thought the same. In addition to the three retention tips offered by HR professionals in the SHRM-CareerJournal.com survey, competitive salary, competitive vacation and holidays and tuition reimbursement, these are your key retention strategies. (If you think they read like the Golden Rule, youre right they do.) And, theyre also common-sense, basic and incredibly hard to find in organizations today. How to Retain Your Best Employees Select the right people in the first place through behavior-based testing and competency screening. The right person, in the right seat, on the right bus is the starting point.O ffer an attractive, competitive, benefits packagewith components such aslife insurance, disability insurance and flexible hours.Provide opportunities for people to share their knowledge via training sessions, presentations,mentoringothers and team assignments.Demonstrate respect for employees at all times. Listen to them deeply use their ideas never ridicule or shame them. Offer performance feedback and praise good efforts and results.People want to enjoy their work. Make work fun. Engage and employ the special talents of each individual.Enable employees to balance work and life. Allow flexible starting times, core business hours and flexible ending times. (Yes, his sons soccer game is important.)Involve employees in decisions that affect their jobs and the overall direction of the company whenever possible.Recognize excellent performance, and especially, link pay to performance. Base the upside of bonus potential on the success of both the employee and the company and make it limit less within company parameters. (As an example, pay ten percent of corporate profits to employees.)Recognize and celebrate success. Mark their passage as important goals are achieved.Staff adequately so overtime is minimized for those who dont want it and people dont wear themselves out.Nurture and celebrateorganization traditions. Have a costume feier every Halloween. Run a food collection drive every November. Pick a monthly charity to help. Have an annual company dinner at a fancy hotel. Provide opportunities within the company for cross-training and career progression. People like to know that they have room for career movement.Provide the opportunity for career and personal growth through training and education, challenging assignments and more. Employees are hungry for lifelong learning.Communicate goals, roles, and responsibilities so people know what is expected and feel like part of the in-crowd.According to research by the Gallup organization, encourage employees to have g ood, even best, friends, at work. Now that you have the list that will help you retain your great employees, why not work to make your organization one of the few, the best, that truly honor and appreciate employees. If you treat your employees wonderfully, and they feel valued by you, you will never lose them.

3 Ways to Address Salary in Your Cover Letter

3 Ways to Address Salary in Your Cover Letter3 Ways to Address Salary in Your Cover Letter3 Ways to Address Salary in Your Cover LetterSalary is such a delicate part of every job search. You want the job but you dont want to work for free, and you dont want to take a pay cut if you dont have to. To complicate the issue even more, addressing salary is more delicate today than a year ago because too many job seekers are chasing too few job openings.What does that mean? Well, the employer appears to have the advantage. If youre unemployed and really desperate to find a job, you dont want to play hard ball and risk losing an offer. If youre not so desperate, you have more flexibility in what you say about salary to the employer, but you still have to play it safe. So if you find a job ad that requests salary requirements, how do you addressit in your cover letter? Here are three optionsBeat around the bush by saying something like this Salary is only one of the factors I consider importa nt in weighing a job offer. Id be happy to discuss it once we determine Im a strong candidate for the position.Give a sortiment youre comfortable withBased on my understanding of the job responsibilities listed in the ad, plus the value I could bring to your organization and my understanding of the market, my salary expectations would fall in the range of $40,000 to $60,000 per year.State an exact number youre hoping to settle onBased on my understanding of the job responsibilities listed in the ad, plus the value I could bring to your organization and my understanding of the market, the salary I have in mind is $35,000 per year.The important thing to keep in mind is that if you are desperate, you dont want to appear to be. An employer can pick up on that and extend a low salary offer. If youre not desperate, you have to consider current economic conditions and be as realistic as possible when stating a salary range. Use salary research sites like Salary.com, PayScale, and Bureau of Labor Statistics to get an idea of what the job might pay.Theres no right way to talk about salary, so base your expectations on your research, what youre comfortable with, and what you can live with.